The weekly rhythm

The loop

Vizuna is built around a weekly rhythm, not a daily habit or a quarterly cycle. The four parts:

1. Self check-in. Two to three minutes reflecting on a recent real situation and how you handled it.
2. Colleague reflections. Colleagues you work with can share their perspective. Their input is anonymised and combined before you see any of it.
3. An Action. One practical next move, sized to fit inside a normal week. Each Action comes with suggested wording you can use in a real conversation.
4. A Vizuna AI conversation. The coach connects the pieces: what you reflected, what colleagues experienced, and what to try next.

Reflection is the input. Actions are the output. Vizuna AI is the layer that connects them.

How a weekly Action becomes a habit

A useful Action names a real cue and a response. Instead of “communicate better”, it might be: when the project review reaches the risks slide, ask for dissent before giving your view. The cue already exists in the week, and the response is observable.

Vizuna then has something concrete to revisit. If the move helped, it can be repeated. If it did not happen, the next reflection can examine what got in the way: the cue was too vague, the step was too large, the situation changed, or another commitment quietly won.

This is why Vizuna does not depend on motivation alone. The practice links intention to a specific moment, makes the first move small enough to attempt, and uses the next real outcome as evidence.

Why weekly

An annual survey or 360 review is a photograph. By the time you see it, the moment has passed. A weekly rhythm is a live picture: you work on a situation while it is still happening, try one move, and see the next week whether anything changed.

Weekly is also honest about your time. The check-in takes a few minutes. The point is not to write a lot. The point is to pick one real thing and be honest about it.

Two kinds of reflection, kept separate

Vizuna deliberately separates two things that most tools mix up:

• Self-reflection. You assess how you handled your own situations.
• Colleague feedback. You privately share how you experienced someone else's behaviour.

Self-awareness alone is biased. Everyone's is. Colleague input supplies the outside view, and the anonymisation means people can be honest.

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