juno journey
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Coach every person on your team, without the prep work.

Every 1:1 arrives prepared, every person has a development plan that looks like them, and the reminders send themselves. Managers spend the hour on the conversation, not on getting ready for it.

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4.7 / 5G2

Six people. Six 1:1s a week. Zero time to prepare.

The notes are in five places, the development plans were written in January, and every 1:1 starts from scratch.

How it works

1Trigger & Signal

  • The weekly 1:1On the calendar
  • Your HRISThe team

2Knowledge Design

Your LLM + Juno MCP

  • Prepares each 1:1 from where the person actually is
  • Drafts the plan from the goal you agree
The manager decides

3Delivery & Adoption

  • Six team membersSix different plans

4Measure

The team, asked before and after

Every 1:1, prepared before she walks in

Prepare my 1:1s this week with my six reports: where each one is, what stalled, one thing to suggest.

Claude

Walk in knowing where each person actually is

  • One row per person

    Each report's goal progress, or how many goals they haven't committed to yet.

  • A quiet week says so

    When there is nothing to report, the card says why. Never a false all-clear.

  • A failure says it failed

    A card that could not load says so, instead of looking like nothing due.

  • On the home she already opens

    Her team's goals and upcoming due dates, pinned to her own view.

Agree a goal together, and the plan comes back built

  • Suggested, then chosen

    Juno suggests goals from the person's role and position. The two of you choose.

  • Learn, prepare, execute

    The plan arrives as action items in three kinds, linked to courses, links or tasks.

  • Skills at a target level

    Each goal names the skills it builds, with a target level from 1 to 5.

  • Drafts belong to the person

    A draft is visible only to them. The manager sees it once they commit.

Bring in a colleague, and let them say no

  • Invited on one goal

    The person invites a mentor onto one specific goal, when they create it.

  • Free to say no

    The mentor is notified and accepts or declines. A yes means something.

  • Sees only that goal

    A mentor sees the goal they mentor, its progress, and nothing else.

  • Notes on the work

    Once they accept, the mentor tracks progress and leaves notes on the goal.

Try it

  • A learning digest for every manager

    One view per manager: who finished, who's overdue, and one suggested nudge.

    Your AI asks you

    Which managers or teams, which numbers matter, the period, anything from outside Juno

    New to Juno? See it in a demo
    The prompt

    I want a learning digest for every manager: who on their team finished what, who’s overdue, and one thing to follow up on. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which managers or departments to include 2. Which numbers matter (completions, overdue, scores, time spent) 3. The period it covers (e.g. the last 7 days) 4. Whether to add anything from outside Juno, and from where Ask these in one message, then wait for my answers. Check anything outside Juno is connected in this chat; if not, I’ll upload an export. If you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. Never fill in numbers you can’t read. Build an interactive artifact: one view per manager with their team’s progress, overdue items and a suggested nudge. State definitions, data gaps and counts. Show me a sample for one manager first. Nothing runs on a schedule; tell me how to refresh it. Don’t send it to anyone or notify learners.

  • Turn repeated questions into an FAQ lesson

    Claude groups the questions people keep asking and answers each one in plain words.

    Your AI asks you

    Where the questions show up, which time range, who it's for, who confirms answers

    New to Juno? See it in a demo
    The prompt

    I want to turn the questions people keep asking into a short FAQ lesson in Juno Journey, so answers are easy to find. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Where the questions show up (a chat tool, a helpdesk, email, a forum) 2. Which time range 3. Who asks them, and who the lesson is for 4. Who should confirm the answers Ask these in one message, then wait for my answers. Check that source is connected in this chat; if not, I’ll connect it or paste/upload an export. Only use questions you actually find, and count how often each comes up. Search Juno first: if a course already answers a question, link to it instead of rewriting it. Show me the top questions with draft answers, each with its source, and mark “needs expert check” where unsure. After I approve, build the FAQ lesson with a 3-question check as a draft. Don’t publish, assign or notify anyone until I say so.

  • Curate a topic channel from the best external content

    A shortlist of current courses and videos, one-line reason each. You pick what goes in.

    Your AI asks you

    The topic and audience, their level, languages, free or paid, any libraries you pay for

    New to Juno? See it in a demo
    The prompt

    I want a topic channel in Juno Journey filled with the best external content, so we don’t rebuild what already exists. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The topic and who it’s for 2. Their level (beginner, practitioner, expert) 3. Which languages we need 4. Free only or paid too, and any content libraries we already pay for Ask these in one message, then wait for my answers. Search Juno first for internal courses on this topic; ours come first. Then find external courses, videos and articles and check each is current. Give me a shortlist in 3-5 topics, with a one-line reason and publish date per pick. Only suggest links you actually found. If a library we pay for isn’t connected in this chat, say so; I’ll connect it or paste links from it. After I approve items, create a new private channel with those topics, add only those, and preview it. Adding content to a channel with members notifies them, so ask before touching an existing one. Don’t notify anyone until I say so.

Every prompt

“The most important thing for us is to allow our employees and managers to get access to all Personal Development tools and needs, in one place.”
Lucia K.Head of People · Optival
“It's been used a lot by our managers; they now take initiatives. This is great because, when they notice a skill gap, they don't come to me with the request. Instead, they already know where to find the materials and assign them to the people who need them.”
When Spark Schools ran manager development on Juno, this is what changed on their side.Jacques G.Talent Management · Spark Schools

Where this connects

From IC to Manager

The crossing into the role, and the baseline this page measures from.

Run the Performance Cycle

The calendared moment, and everything formal that happens in it.

Close Skill Gaps as They Appear

When a gap shows up between 1:1s, the fix on demand.

Questions people ask.

How does a manager develop six people at once?

By giving each person their own goal and reading all six in one place. Each goal has its own target skills, action items and end date, agreed with that person. The manager's home shows one row per report, progress or goals not yet committed to, so she spends the hour on the conversation, not on the prep.

How do you keep 1:1s and development conversations from slipping?

Make the preparation arrive on its own and keep the plan somewhere both of you can see it. Before each 1:1, the manager sees where the person is and what stalled. Between conversations, reminders go out before a due date on her behalf, and her home stays quiet when there is nothing to report.

How do you know if someone on your team has stopped developing?

Look at state, not activity. Four signs say it: a goal never committed to, an action item open for weeks, a skill still under its target level, an assignment overdue. The manager's home shows each report's goal progress in one row, and the team pulse, asked twice, shows whether the conversations moved anything.

What is a development goal, and what goes in one?

A development goal is what a person commits to working on, agreed with their manager. It carries a focus, an end date, the skills it builds with a target level for each, and action items to learn, prepare and execute. It can include a mentor. Drafts stay private to the person until they commit.

Should a manager be their employee's mentor?

Often not for every goal, and one manager cannot be the only source of growth for six people. In Juno the person can invite a colleague as mentor on one specific goal. The colleague is notified and accepts or declines. Once they accept, they see that goal's progress and leave notes, and nothing else.

Do we need a competency framework before managers can set goals?

No. The manager and the person can add a goal in the conversation, and Juno suggests goals from the person's role and position for the two of them to choose from. The goal arrives with its action items and target skills. Where you do have positions and skills defined, goals connect to them. See Talent Development.

Isn't this what Lattice or Culture Amp already does?

They run the formal review cycle, and Juno runs beside them rather than replacing it. What Juno adds here is the part between reviews: each person's goal, the preparation before a 1:1, and the plan moving after it. How the two work together is on Run the Performance Cycle.

How much does it cost?

Pricing is published on the Pricing page.