The chart presents average gains following the intervention for cohorts 2024-2 and 2025-1. The horizontal axis is Pre-Post Difference in points, and the vertical axis lists competency subfactors. D 1, Valorization, includes Work Under Pressure, Group Decisions, Leadership and Communication. For Work Under Pressure, cohort 2024-2 gains about 0.75 points and cohort 2025-1 about 0.60. Group Decisions is about 0.54 for both cohorts. Leadership is about 0.45 for both cohorts. Communication is about 0.42 for cohort 2024-2 and 0.50 for cohort 2025-1. D 2, Self-Awareness, includes Work Under Pressure, Group Decisions, Leadership and Communication. Work Under Pressure gains about 1.35 for cohort 2024-2 and 1.48 for cohort 2025-1. Group Decisions is about 1.23 and 1.04, respectively. Leadership is about 1.07 and 1.19. Communication is about 0.72 and 0.90. D 3, Applied Comprehension, includes Pressure Management, Applied Decisions, Applied Leadership and Applied Communication. Pressure Management gains about 1.74 for cohort 2024-2 and 1.79 for cohort 2025-1. Applied Decisions is about 1.60 and 1.71. Applied Leadership is about 1.44 and 1.73. Applied Communication is about 1.33 and 1.69.Mean pre-post differences by competency subfactor
Notes: Three patterns are consistent with temporal pressure as a candidate mechanism. First, within-dimension pressure dominance: pressure subfactors systematically exceed non-pressure items within identical dimensions, a finding at odds with a generic engagement account, which would predict uniform improvement. Second, baseline-effect inversion: the lowest baseline awareness produced the maximum gains whereas the highest baselines showed minimal gains, a pattern consistent with revelation rather than development. Third, cross-cohort replication: the pressure-dominance hierarchy replicated with under 10% variance, rendering sampling artifacts or instructor effects unlikely
Source: Authors’ own work