Mine the last year of your work into a dated management evidence record. Tonight, before you close the laptop.
Every ward round you allocated, every matter you ran, every month-end you carried, every site you held together, every shift you were the one everyone asked.
For people one rung below their first management title, already doing most of the job. If you already hold the title and the team, this one is not built for you.
Free to start. The evidence record is yours in your first session.
Your management evidence record
6 of 41 entries
Built from the last twelve months of work you have already done.
0%
of managers enter management with no formal management or leadership training
CMI / YouGov, 2023
40 to 0%
of new managers underperform in their first 18 to 24 months
CEB via IBTimes; Accendo
Fewer than 1 in 4
people who are supposed to be backing someone’s promotion actually do
phys.org, 2026
You run the roster, carry the month-end, hold the site together. Two years of it.
Your review covers your own output. The management work is not on any document anyone will read.
They ask for management experience. You have been doing it. There is just nothing to point at.
This builds your case, your read of the bar, your evidence record, your map of the room, and your rehearsals. It stops before the ask itself. You make the ask. Plai gets you to it prepared instead of invisible.
A dated record of a year of work you have already done, plus your run at the next rung laid out on a calendar you can actually see.
Draft the promotion bar nobody has written down, and get a script for putting that draft in front of your manager.
A weekly Friday ritual and a running case file, so the next six months stop evaporating the way the last two years did.
Name who actually decides, and work out whose view of your work is currently empty.
Rehearse the real conversations and write the one-page handover, so the people side is not the part you are winging.
Months deep on day one, built from work you have already done.
The criteria for the job above yours, drafted instead of guessed at.
Fifteen minutes on a Friday so nothing evaporates again.
Who decides, and what each of them has actually witnessed of your work.
The real ones, practised before they count.
Management experience is required to get the job that would give you management experience.
Promotion feedback is routinely vague and untestable, so there is nothing specific to act on.
The people who decide have personally witnessed almost none of the work they are deciding on.
No, and that is a straight answer. This is built for the rung before the title, for people doing most of the management job without holding it. If you already hold the role and the team, you are past the problem this solves.
No. There are five milestones and it stops before the ask. You finish holding a dated evidence record, a written draft of the bar for the job above yours, a weekly capture ritual, a map of who decides, and rehearsed conversations. The ask itself is yours to make.
Yes. It answers for a provincial hospital, a regional firm, a mine, a municipal engineering office, and for a team lead with no formal grade above them. The work you already do is the raw material, whatever the letterhead says.
It is about making the work visible where it is currently unwitnessed. Visibility here is a property of the work, not of you: the ward round you allocated either sits on a record someone can read, or it does not. Nothing here asks you to promote yourself, build a personal brand, or network.
The evidence record exists after your first session, built from work you have already done. The read of the bar, the weekly ritual, the map and the rehearsals build over the following weeks.
Free to start. Everything you create is yours to keep.
That changes with one session tonight.
Sign Up FreeFree to start. You walk away with the evidence record.