Signature moves.
Recurring behaviors extracted from verified evidence signals. Each pattern is a competency cluster with at least one source-backed signal. Recurring = 2+ signals. Emerging = 1.
Recurring — 1 pattern
Team Coaching
Yeah. Like I want to make sure, you know, like you're good with your direct team, your direct team. That isn't the problem. They like you, you help them. They feel respected. They feel helped. They feel coached, supported. It's all, it's yo
Emerging — 9 patterns(1 signal each - grow the record to confirm)
Advocacy With Peers
On Dec 10, 2025, Tre pushed back to Jill Reed (Ryan's prior manager) on the framing that Ryan should already be driving ULD work, naming the specific gap: 'Why are we acting like Ryan knows ULD work yet? You need to add extra time for them to be onboarded.' This was direct advocacy with the handoff
Coaching Frameworks
Tre articulated and applied a progressive autonomy coaching model on his RAMP/Cargo team — model the behavior in a paired setting, give the direct report a framework for in-the-moment decision-making (a traffic-light escalation rule), then hand off ownership in a deliberate solo setting. Documented
Coaching Goal Setting
In the same Jan 6, 2026 1:1, Tre relayed Jill Reed's observation to Liza and explicitly named Ryan's growth goal: be proactive, write down the questions you need answered, drive those conversations yourself rather than waiting for official kickoffs. Tre framed it as a single concrete target, not a d
Cross Functional Advocacy
On Feb 25, 2026, Tre actively partnered with Ryan's PM Neeti to defend Ryan's thoroughness against pace concerns: 'Ryan is doing his due diligence, going to fact-check and get information... I'm working with Neeti to do this. She wants it to happen faster, but it's thorough.' Tre owning the cross-fu
Downstream Advocacy
By Feb 25, 2026, Tre's director Liza was actively defending Ryan's thoroughness against pace pressure from the PM, with the framing: 'Because he's so thorough, they think he's slow.' This is after-state evidence — Liza holding the line on Ryan's behalf without Tre asking her to.
Narrative Framing
On Jan 27, 2026, Tre framed Ryan's growth to Jill specifically in terms of proactive field research: 'Ryan is going to go outside to go to the airport and get baselines for things we've been told we're going to improve.' This is Tre articulating Ryan's proactive ownership in the same conversation th
Scaffolded Autonomy
On Jan 21, 2026, Ryan ran the SeaTac air cargo field visit himself — without Tre present — alongside the PM, the engineering lead, and the researcher, and presented field findings independently to the cross-functional team at the product-and-design peer review. Visit 2 of the progressive autonomy mo
Scope Design
On Jan 13, 2026, Tre positioned Ryan as IROPS coordinator — a cross-functional role coordinating three designers — to avoid duplication across the team and signal trust in Ryan's expanded capability. This was a positioning decision Tre made, not a title change requested through HR.
Upward Advocacy
On Jan 6, 2026, immediately on the back of Tre's coaching conversation with Liza, Liza identified Ryan for expanded leadership responsibility. The recognition followed Tre's positioning, not the other way around.
Patterns are generated from verified evidence signals only. Run npx tsx scripts/detect-patterns.ts after verifying new signals to update proposals/patterns.json.