NewCampus, a Singapore-based leadership development company, used Pigment’s career self-discovery assessment as a core part of their growth and performance reviews during a period of organizational change. This is the five-step process they built and what they learned.
Who NewCampus Is and What Was Changing
NewCampus is a modern leadership and organizational development company, founded in 2018, that supports fast-growing companies across Southeast Asia with training, coaching, and operating model design. The company works with founders and people leaders to build the skills, systems, and cultures needed for sustainable growth. Their programs have reached over 130,000 learners at companies like Mixpanel, Carousell, and ONE Championship.
As NewCampus evolved, the organization itself went through a period of transition: new mandates, new collaborations, and new responsibilities across different time zones. Team members were stepping into new roles, senior leaders were taking on different portfolios, and the shape of the company was shifting to meet emerging opportunities.
This was a meaningful career moment for many people. Some were excited to grow into the new direction. Others were beginning to sense that their next chapter might be outside the company. The question became: how do you support people to make good decisions about their work, their roles, and their future in a way that feels fair, thoughtful, and grounded?
The Challenge: Supporting Careers in Motion
The challenge was about navigation. People across the team were asking different versions of the same question.
- Long-tenured team members were asking
- “What does my long-term path look like here?”
- Emerging leaders were exploring
- “Which opportunities fit my strengths best?”
- Managers were wondering
- “How do I have honest conversations about role fit and career direction without it feeling threatening?”
NewCampus wanted to:
- Make performance and growth reviews feel like a springboard, not a verdict.
- Give people clarity on their natural strengths and working styles so they could chart their next steps with confidence.
- Create a more consistent “recipe” for high-stakes conversations, especially when roles were changing or evolving.
Gut feel and informal chats were no longer enough. The team needed a shared framework that could help people think clearly about their work and future, even in the middle of change.
Why Pigment: A Shared Language for Work and Growth
NewCampus selected Pigment, a career self-discovery assessment, as a core part of its performance and growth review process.
What Pigment Offered
- A structured, modern assessment that maps someone’s strengths, working style, and energising work patterns.
- Self-discovery questions designed for knowledge workers making real-world career and work decisions.
- A practical report that translates results into language people can actually use: what energises them, what drains them, how they like to collaborate, and which kinds of roles might fit them best.
What Pigment Became for NewCampus
- A shared language for talking about how people work, beyond generic labels like “high performer” or “not a culture fit.”
- A neutral anchor for career conversations, especially when someone was considering a new role or a new direction.
- A way to help people see not just whether they could grow in their current role, but also where they might thrive next, inside or outside the organization.
The Recipe: How NewCampus Used Pigment in Growth and Performance Reviews
NewCampus turned Pigment into a repeatable playbook for growth reviews during organizational transition.
Step 1: Invite Key Team Members to Complete Pigment
Who: Managers, senior individual contributors, and people in roles likely to change or expand.
How: A simple invitation framing Pigment as a tool for self-knowledge and career clarity, not a grading mechanism.
Message: “We’re investing in helping you understand how you work best, so we can design roles and next steps that make sense for you.”
Step 2: Look at Group Patterns to Inform Org Design
The leadership team reviewed aggregated insights (without sharing individual reports). They asked questions like:
- What kinds of strengths are over-represented in the team?
- Where do we see natural clusters of working styles that could form new pods or initiatives?
- Where might we want to intentionally hire complementary profiles?
This helped NewCampus shape teams and roles around strengths, instead of trying to force everyone into the same mould.
Step 3: Individual Reflection Before Reviews
Before each growth or performance review, team members used their Pigment reports to reflect.
The Team Member Reflected
Which parts of my current role align most with my strengths and energising work? Where am I consistently working “against the grain”? What kinds of projects or responsibilities might be a better fit for my profile?
The Manager Reflected
How does this person’s profile show up in how they work day to day? Where could I adjust expectations, communication, or scope to better match their strengths? Are there opportunities inside the organization that would be an even better fit?
Step 4: Run the Review Conversation with Pigment as an Anchor
In the review conversations, Pigment became the shared reference point. A typical flow:
- Start with strengths. “Here’s what your Pigment report highlights as your natural advantages. Let’s look at where we’re already seeing that in your work.”
- Explore fit. “These are the kinds of work and environments that energise you. How much of your current role matches that?”
- Discuss options. “Given what we know now, what are the possible paths? Doubling down on this role? Expanding scope? Trying a different type of work? Planning a longer-term transition?”
When roles were evolving, or when it was clear that someone might be ready for a new chapter, Pigment helped keep the conversation constructive. The focus stayed on alignment between the person’s profile and the work in front of them, not on blame or labels.
Step 5: Support Transitions and Next Steps (Inside or Outside)
NewCampus also used Pigment to support people who were exploring new directions.
For Some, That Meant
Redesigning roles to better match their working style. Moving into adjacent responsibilities, for example stepping into more strategy, more coaching, or more operational work depending on their profile.
For Others, It Meant
Using their Pigment report to clarify what kind of next role or environment they wanted. Leaving with a clearer story about their strengths and ideal work patterns, which made their job search or portfolio-building more focused.
In all cases, Pigment helped frame transition as growth. People could say, “I’m moving toward work that fits me better,” rather than “I couldn’t keep up.”
Outcomes: What Changed for People and for the Organization
For Individuals
Greater self-knowledge: Team members had language for their strengths and working styles they could reuse in CVs, interviews, and future roles.
More intentional career moves: People made decisions about staying, changing roles, or moving on with a stronger sense of what they were moving toward.
Better conversations with managers: Reviews shifted from anxiety about “being judged” to collaborative discussions about fit, growth, and next steps.
For the Organization
Smoother transitions: Role changes and departures were framed around alignment and future direction, leading to more positive, supportive endings and new beginnings.
Stronger role design: Leaders could shape roles and hiring plans around actual strengths in the team, rather than assumptions.
A reusable playbook: NewCampus now has a repeatable approach they can pull out whenever they go through cycles of change, restructuring, or new initiatives.
Reflections and Recommendations for Other Teams
What Worked Well
Combining self-discovery with performance. Pigment turned performance reviews into growth conversations that supported both the business and the individual’s long-term career.
Using a neutral framework in high-stakes moments. When roles were changing, Pigment provided structure and language that kept discussions constructive.
Thinking beyond the company. Supporting people to find meaningful next steps, whether inside the organization or beyond it, reinforced NewCampus’s values as a people-development company.
What NewCampus Would Recommend
- Use tools like Pigment for transitions: promotions, restructures, new leadership, and new strategic directions.
- Make it clear from the start that the goal is career clarity, not grading. This creates more honest, open conversations.
- Pair the assessment with simple prompts and a clear conversation structure so managers feel confident using it.
At its core, this approach treated every review as an opportunity: either to redesign work so someone could thrive in their current role, or to help them move toward a next chapter where their strengths and motivations are an even better fit. Pigment was the anchor that made those choices clearer, kinder, and more intentional.
