Inside the three stages.
Every conversation makes the next one smarter.
A coaching conversation surfaces the next development opportunity, which shapes the next recommendation, without waiting for another formal assessment. And everything a manager does keeps their profile current. There's nothing annual about it, so development never stalls.
The rhythm is what makes the picture trustworthy.
ARC™ is what makes RedSeed's reporting worth reading. The cycle creates the signals; the signals build capability profiles; the profiles roll up into the view you plan and report with. One rhythm, from a manager's Tuesday 1:1 to your board pack. You see movement, not a score.
Frequently asked
No. It's a cycle built into the work managers already do. Programs end; ARC™ keeps running, because every 1:1 and every piece of feedback or information feeds the next step.
A baseline assessment, self-review, 180 feedback, signals from real 1:1s, engagement with learning content and interactions with Archie AI, all against the RedSeed Manager Capability Framework. The manager owns their profile; you see themes across teams.
Very little. ARC™ runs through the 1:1s they already hold and the preparation they already want. The heaviest lift is the baseline assessment, once.
It supports the cycle: drafting 1:1 prep, suggesting what to work on next, surfacing patterns worth a closer look. People do the coaching, and people make the decisions.