Initiative is moving on work nobody assigned yet. At work it means you notice a gap, name a first step, and start before the ticket, the meeting, or the manager catches up. O*NET calls it a willingness to take on responsibilities and challenges. It is not the same as working long hours or being loud in meetings.

What are examples of initiative in the workplace?

Examples include an ops lead posting a one-line invoice handoff rule after tracing three stuck cases, a nurse restocking a crash cart before shift briefing, an engineer opening a ticket for a recurring 2 a.m. log error with no owner, and a manager naming one owner for a six-week AI pilot instead of scheduling another steering meeting.

What is the difference between initiative and service orientation?

Initiative is moving on work nobody assigned yet, like tracing why onboarding invites bounce between HR and IT. Service orientation is helping someone who is stuck right now, like walking a colleague through the exact export clicks when they email in frustration. You can show both in one day; they answer different questions.

What is the difference between initiative and enterprising?

Initiative is the first move: you start something without being told. Enterprising is what happens next: you grow it, resource it, and turn it into something bigger. You can have initiative without enterprising (a quick fix) and enterprising without much initiative (polishing someone else's start).

How does AI change initiative at work?

AI makes first drafts and summaries easy, so output often looks finished even when nobody owns the next step. Initiative now includes noticing polish that hides a gap: checking AI output, retiring duplicate docs, and claiming ownership of work the bot closed but did not hand off.

How do you assess initiative when hiring?

Use an unassigned-work scenario from the role, not a personality question. Score notice-propose-start: did the candidate name the gap, propose one specific first step, and start or hand off cleanly? Job posts ask for initiative far more often than typical screens test it (see Figure 5 in this guide).

Soft Skills

Initiative at work: move first when nobody assigned it

By WiseWorldJanuary 20, 2024

No ticket. No owner. No meeting yet. That is when initiative shows up, or it does not. The invoice stuck between two teams, the deploy nobody claims, the onboarding question that returns every Monday.

Below: notice-propose-start in real roles, why groups freeze, what AI changed about unowned work, and interview questions that test the first move, not the word "proactive."

What is initiative?

Friday, 4:47 p.m. The deploy is red. Six people are in the channel. Everyone can see it. Nobody types first. Someone will get tagged in twenty minutes. Initiative is the person who posts "I'm on this" before the tag lands.

It is not only fire drills. The same pattern shows up in quiet gaps: the invoice that stalls between two teams every week, the onboarding step three new hires ask about, the client thread sitting unassigned because it is not quite your queue. Different jobs. Same move: notice what nobody owns, name one first step, start before a ticket or a meeting assigns it.

WiseWorld maps initiative as one of 44 measurable soft skills in the Leadership family. O*NET calls it a willingness to take on responsibilities and challenges, including work nobody formally assigned. It is very beneficial to performance in 859 occupations.

Work psychologists call the same habit personal initiative: self-started action to improve how work runs (Frese & Fay, 2001). The everyday word is shorter. It is the first move.

Several nearby skills sound alike: helpful, proactive, ownership, self-starter. The next section separates initiative from service orientation, enterprising, and others so you can spot which move you are making.

Three moves you can watch for:

Notice: spot what is stuck, missing, or about to break. Example: three teammates ask the same onboarding question in one week.
Propose: name one small first step. Example: "I'll draft a one-page onboarding note by Friday."
Start: do the step or hand off cleanly. Example: you post the doc, tag the next hire, and archive the old thread.

Where initiative shows up at work

Initiative is not the same as being busy. You can clear a full to-do list and never take one step nobody assigned you. Initiative is what you do when you see a gap and move before a ticket, a meeting, or a manager shows up.

Where does that show up? The job title changes. The move stays the same: notice something unowned, name a first step, start.

Sales and entrepreneurship: a lead goes quiet. Nobody tells you to call. You send a short check-in with one useful point instead of waiting for the pipeline review.
Healthcare and field work: the checklist is done but the patient or site still needs something. You make the next call, fetch what is missing, or flag the risk now, not at handoff.
Technology and product: dashboards look green. You still notice the silent customer, the open security note, or the broken deploy nobody owns. You speak up or fix it before it becomes an outage.
Manufacturing and logistics: you spot a small defect or a blocked lane. You stop the line, reroute the load, or tag quality before bad units ship.
Support and client teams: the script ends. The person in front of you still has a problem. You decide the next step and say it out loud.
Leaders at every level: the team talks about the same gap every week. You stop adding syncs. You name one owner and one first action for this week.

Figure 2 ranks how often this skill matters by sector. The next section separates initiative from similar skills like service orientation. Later sections cover careers, the AI shift, economics, blockers, and hiring. Starting is only half the story: pair initiative with task mastery (close the loop) and persistence (stay on it when it gets dull).

Initiative vs similar skills

Job posts and review forms blur skills that feel similar. Proactive. Helpful. Ownership. Self-starter. WiseWorld treats them as separate moves you can watch for, not one personality type.

The short rule: initiative is the first move on work nobody assigned yet. Other skills answer different questions.

Same week, two different skills: Monday, you notice the release wiki is three months out of date and two new hires asked about it. Nobody assigned a fix. You update the page and post "wiki current as of today." That is initiative.

Wednesday, a colleague emails: "Export is broken, I am lost." You read the thread, send the exact clicks, and confirm they got the file. That is service orientation. You helped a stuck person. You did not need an unowned gap in the process.

When both show up together: a support agent sees the same export bug hit three customers. Service orientation sends each person a fix. Initiative writes a one-page guide and shares it in chat so ticket four never lands. Same care, plus a first move on work the team kept redoing.

Labels vs moves: "Ownership" on a job post often mixes initiative (start), task mastery (finish), and persistence (stay on it). In hiring and reviews, name the move you want: start, help, close, or scale. The complementary-skills section later covers what to pair with initiative once you have started.

Careers, promotions, and leadership

Initiative only shapes your reputation when someone else feels the result. People rarely say "high initiative" behind your back. They say "she fixed the folder mess before the client noticed" or "he does not wait for a ticket on small fixes." The skill shows up as a concrete story, not a label.

That visibility cuts both ways. Firefighting gets applause because everyone sees the alarm. Quiet first moves are easy to miss. If you want credit in a review or promotion packet, tie your move to an outcome someone else felt, not to the word proactive.

Example as an individual contributor: the client folder has three versions and nobody knows which is current. You do not wait for a process project. You merge page one, post "deck v3 is current," and archive v2. Six months later, that is what shows up in the packet: "She fixes confusion before it becomes a fire drill."

Review forms rarely say "initiative." They say "ownership," "bias for action," or "does not wait to be told." Same skill, softer words.

As a manager, you are judged on whether your team moves on gaps, not only on whether they clear assigned tasks.

Example: every retro, someone mentions the same handoff gap between support and engineering. No ticket type covers it. Work bounces. Weak leadership: schedule another alignment meeting. Strong leadership: you walk one real case through with both sides, name who owns in-between work, and tell the team: "If you see this gap, route it and log it. You do not need my permission for that move."

As you move up, you take fewer first steps with your own hands. Initiative still shows up: you spot gaps nobody owns, give people room to move, and start the moves only you can unblock.

Team lead: three people mention the same broken deploy step before anyone opens a ticket. You fix it once in standup, log what changed, and say: "If you see a gap this small again, fix it and post what you did. You do not need to wait for me."
Director: support and engineering both assume the other owns export failures. Deals stall in the middle. You draw the handoff on one page, name a default router for in-between work, and walk the next failure through live with both teams watching.
C-level: the company debates an AI rollout for months. No team owns the first safe try. You name one bounded pilot, one executive owner, and a six-week stop rule if metrics miss. That is a first move on a strategic gap, not a new slide deck.

How companies treat the skill: many firms reward the wrong signal. The person who saves the launch at midnight gets the shout-out. The person who fixed the deploy script on Tuesday afternoon gets silence, because nothing was on fire yet. Over time, people learn to wait until something breaks.

What vague treatment looks like: the review form says "Proactivity: rate 1 to 5." The retro ends with "good teamwork this sprint." Nobody mentions who moved first on unowned work. Initiative stays invisible until something catches fire.

What clearer treatment looks like:

In a performance review. The form drops the rating and asks two lines: "What gap did you move on that nobody assigned?" and "Who felt the result?" A strong answer looks like this: "Release notes lived in three places. I merged them into one wiki page and pinned it in #engineering. Two new hires stopped asking the same question in their first week."

In a retro. The lead asks: "Who moved on something before it became a ticket?" Not "any wins?" Someone says: "I noticed export failures bouncing between support and engineering. I routed the next three cases myself and wrote a one-line rule for who owns the middle." That is initiative you can hear in the room.

In day-to-day rules. A team posts in chat: "If a fix takes under an hour, is easy to undo, and nobody assigned it, do it and post what changed." Example post: "Deploy script broke at 6 a.m. Fixed before standup. PR #482. No ticket needed." The manager replies: "Good catch. This is the kind of first move we want." Formal programs like 3M's 15% time or Atlassian ShipIt days do the same thing at company scale (see the scenarios section below).

Self-check before a review or interview: fill in three blanks. If one is empty, the story is not ready.

Gap I noticed: what was stuck, missing, or unowned?
First move I took: what did you do or propose before someone assigned it?
Who felt it: who saved time, avoided confusion, or avoided a bigger problem?

Compare: "I am proactive" fills none of the three. "I merged the release notes wiki before the third new hire asked" fills all three.

After AI: the gaps stopped looking like gaps

Initiative needs a cue. Something has to look wrong before you move on it: the folder with three versions, the form people keep filling in wrong, the question that comes back every Monday. Mess is a signal. It says nobody has this.

AI removed a lot of the mess and left the gap. Output arrives clean, formatted, confident, and finished-looking. Nothing about it says "unowned." So the cue that used to trigger a first move is quieter, while the work that needs one is still sitting there.

Three kinds of work AI created that nobody was assigned:

Checking. No job description says "confirm the summary matches the source." The summary reads well, so nobody opens the source.
Handing off. AI finishes a step and stops. The draft sits in a private chat window. The auto-closed ticket has no human next step. Ending is not the same as handing off.
Owning the copies. Five people generate five versions of the same policy or template. All five are decent. None is official. Nobody owns picking one.

Figure 3 shows the squeeze. Roughly three in four teams report faster first drafts. About six in ten leaders now want humans to flag what AI missed. Only about four in ten roles have been rewritten to say who does that flagging. The space between those numbers is unassigned work by definition, and unassigned work is where initiative lives.

What the new gap looks like in five jobs:

Software. An AI-written helper module went in six months ago. It works. It has no tests and no owner, and nobody remembers approving it. Initiative is the engineer who says "I will own this file or delete it" in the next standup, before it fails during a release.

Marketing. The team now ships thirty AI variants a month and nobody owns retiring the old ones. Two live landing pages still quote last year's price. Initiative is the person who lists what is actually live, takes down the stale pages, and posts the list so it does not rebuild.

Support. The bot resolves and closes tickets overnight. Some of those resolved customers write back three weeks later with the same problem in a brand new ticket, so the dashboard shows two wins instead of one repeat failure. Initiative is the agent who notices the pattern, counts the repeats, and names which bot answer is wrong.

Operations and finance. The forecast model is now half AI-generated and runs fine every month. One assumption inside it was a guess nobody wrote down. Initiative is the analyst who marks which inputs are real and which are guesses, before a board question finds it first.

Leaders. Four teams bought four AI tools. Each purchase was reasonable. Nobody owns which customer data may go into which tool. Initiative is the executive who names one owner and one page of rules this month, instead of waiting for legal or a breach to assign it.

The new version of an old excuse: teams used to freeze because "someone else will handle it." Now they freeze because "the AI already handled it." Both are assumptions about an owner who does not exist. The second one is harder to catch, because the output looks like proof that someone did.

A test that fits this shift: initiative used to mean noticing mess. Now it also means noticing polish. Ask what you checked, retired, or claimed ownership of in the last month that already looked finished. If nothing comes to mind, the gaps are probably still open. They just look tidy.

Heuristics for building the habit sit in the barriers section. This section stays on what changed in the work, not on which AI tool you picked.

Real working scenarios by company size

The same skill changes shape with org size and with how many approvals stand between you and action.

The table above is sized by headcount. The three stories below show what initiative looks like when a company builds permission into the job, not just hope for heroes.

Innovation time (3M): In the 1970s, chemist Spencer Silver tried to make a strong adhesive. He got a weak one instead: it stuck lightly and peeled off without tearing paper. No customer had ordered that. For years the result sat in 3M's labs as a failed experiment. No product team was assigned to build from it.

In 1974, 3M formalized "15% time": employees could spend paid hours on side experiments without a manager signing off first. That rule did not invent the glue. It kept the glue alive long enough for someone else to notice a use.

Art Fry sang in his church choir. Paper bookmarks kept falling out of the hymnal. Nobody at 3M assigned anyone to fix church bookmarks. Fry remembered Silver's weak glue from an internal tech talk, tried small sticky tabs on paper, and showed colleagues. Notice: bookmarks fall every week. Propose: try this odd glue on paper tabs. Start: make a sample and pass it around. Post-it Notes launched in 1980. Two moves matter here: Fry saw an unowned gap and tried a first step on someone else's "failed" idea. 3M had built room for that step without a purchase order.

Creative candor (Pixar): Pixar's Braintrust is not a generic feedback meeting. Directors bring a rough cut while scenes can still change. Other directors and senior creatives watch and are expected to name what is not working, with enough detail that the team could fix it this month.

Picture a story meeting where the hero wins too easily in act two. Nobody asks you for notes. Initiative is saying: "The hero has no cost yet, so the ending feels unearned. What if we delay the win by one scene?" The weak move is staying quiet or saying "looks good" because the director has not asked you yet. The strong move is one specific problem and one testable fix, spoken before the room moves on.

The system sets the rule: candor while the film is still fixable. The individual still has to take the first move inside that room. Without that move, Braintrust becomes a polite watch party and problems ship to theaters.

Line stop (Toyota): On a Toyota line, any worker who spots a defect can pull the andon cord. Lights and sounds call the team lead. The line stops until the problem has an owner and a fix, however long that takes.

Example: a worker sees a bolt seated wrong on part twelve. The line could keep moving. A full schedule sits behind them. Pulling the cord stops everyone's output for minutes. Initiative is choosing to pull anyway, because a loose bolt on part twelve becomes a recall on part twelve thousand.

Toyota built permission into the job: you do not need a supervisor's nod to stop the line. The worker still has to be the one who moves first when others might look away. The cord is the system. Pulling it is the person.

What the three stories share: in each case, work sat unowned until someone moved first. Silver's glue had no buyer. Fry's bookmark problem had no ticket. A Pixar sequence can ship broken with nobody assigned to speak up. A factory defect can slide downstream with nobody assigned to stop the line. The English word "initiative" shares a root with "initial," the first letter of a story. These stories run long because the first move often looks small, wrong, or unassigned until someone else picks it up or the company protects the try.

What stops people and companies from building it

Initiative usually fails in the system, not in people's character.

Why groups freeze (it is usually not laziness): taking initiative is a social move before it is a work move. You are not only fixing a gap. You are saying, in public, "I noticed this and I am moving." Your brain reads that as risk. What if you are wrong? What if this is someone else's job? What if you are the only one who speaks up?

Three patterns show up on almost every team:

"Someone else probably has it." Six people sit in standup. Staging failed again overnight. Everyone waits for someone else to speak. Each person assumes another squad owns it. Research on the bystander effect finds the same shape in groups of any size: responsibility feels shared, so nobody holds it. The gap stays open because moving first feels like claiming blame.
"The room already agreed." A retro ends with "we are on track for Friday." You know the handoff is still broken. You nod anyway. Conformity studies found that many people stay quiet when a group settles on an answer they can see is wrong, because breaking rank feels more dangerous than leaving the gap alone.
"I tried that once and got scolded." You fixed a small process issue without asking. A manager called it going rogue. Next time you wait for a ticket. That is learned helplessness in plain terms: when early moves get punished, people stop starting even when the fix is cheap and reversible.

What leaders can retrain: people are not born waiters or starters. They read whether the first move is safe on this team. Rewiring that takes repeated proof on real work, not a poster.

Picture four weeks on one team:

Week 1. An engineer fixes a broken staging deploy before standup, posts what changed, no ticket yet. The manager replies in thread: "Good catch. This is the kind of first move we want." Nothing bad happens. That small relief is what the brain remembers.
Week 2. A support agent picks up a thread sitting unassigned, opens a case, replies with next steps, and loops in the right team. Same reply from the manager. The cue starts to shift from "speaking up is risky" to "speaking up is normal here."
Week 3. A marketer pauses a live ad with the wrong price and alerts sales in one thread before anyone assigns a review. Again, no punishment. Starting no longer feels like a solo gamble.
Week 4. A new hire moves on a small gap in their first month because they copied what they saw, not because they memorized a value statement. That is the loop: cue, small move, relief, repeat. One public good catch per week beats ten slides on ownership.

What stops companies: the table above lists the friction. At org scale, three habits kill initiative even when individuals want to move:

They celebrate rescue, not prevention. Executive praise goes to whoever saved the customer during an outage. Nobody mentions the person who fixed the flaky deploy check two weeks earlier. People learn to wait until the alarm rings because that is when recognition arrives.
They leave the middle unowned. New hire onboarding sits across HR, IT, and the hiring manager. The RACI says "collaborate." Day one, the laptop is late because each team assumed the other sent the invite. Gaps in the middle die in silence because moving first feels like stepping on another function.
They score the wrong work. Support hits its target on tickets closed per hour while the same export bug reopens every week. Ops closes assigned tasks while release docs stay stale. Nobody gets credit for fixing what was never assigned, so nobody starts.

Heuristics that help (pick one this week): a rule only works when it names a real move. Each one below includes what to actually do:

24-hour rule. If the fix takes under an hour and is easy to undo, do it today and tell the team after. Example: the pricing page has a broken link. You swap the URL, open a small PR, post in #sales: "Link fixed. Revert PR #412 if wrong." You did not wait for a content ticket.
One unowned task. Once a week, pick one gap nobody assigned and move it one step. Example: new hires keep asking how to request database access. You add a five-line section to the onboarding doc, date-stamp it, post "access steps added." Not a full rewrite. One step.
Reversible test. Before you freeze, ask: "Can we undo this by tomorrow?" Pausing a live ad with the wrong price? Yes, undo. Deleting a customer record? No, wait. If undo is cheap, bias toward starting.
Name the owner out loud. In standup or chat, say who takes the first step and by when. Example: "Onboarding invites are still bouncing between HR and IT. I will trace the next three cases and post a one-line handoff rule by Tuesday." That breaks diffusion better than "we should really look at that."

The full notice-propose-start rubric is in the opening section. Here the focus is on what blocks the move and how to unblock it.

The cost of waiting

Waiting feels free because nobody invoices it. Economists disagree on how to price a meeting, but they agree on this: delay compounds.

Meta-analyses link proactive personality and proactive behavior to job performance, citizenship behavior, and career success (Thomas et al., 2010; Spitzmuller et al., 2015). Figure 4 summarizes the pattern; the table below adds labor-market and social-cost angles.

Hiring economics: our European software hiring study (Figure 5) shows initiative language in posts far more often than initiative scenarios in screens. Ownership words crowd job ads; unassigned-work questions barely appear in typical phone screens.

What waiting costs in a normal week: a new engineer cannot access the test environment. The request sits between IT and engineering because neither queue owns it. The engineer waits four hours, asks their manager, and the manager spends thirty minutes finding the right person. Nothing appears as an outage or a failed task. The company still paid for half a day of blocked work plus manager time.

Now repeat that gap for four new hires. The hidden cost becomes two working days, four manager interruptions, and four people learning that the safest response is to wait. This is how a small ownership gap becomes a habit and then a queue.

The initiative move is smaller than the eventual fix: the first blocked engineer posts, "Test access has no clear owner. I will trace this request today and add the confirmed route to onboarding." They do not need to redesign permissions. They need to stop the same gap from charging the company again tomorrow.

That is why Figure 5 matters. A screen that only asks about assigned projects cannot show whether a candidate would make that first move. The hiring section at the end gives job-like scenarios that test it before the manager interview.

Skills that pair with initiative

Initiative is the first move. These skills decide whether that move becomes impact or noise.

Enterprising scales what you started. See the similar-skills section for spark vs build; here the question is whether your fix survives the next quarter.

Fluency of ideas gives you options when plan A is weak. Without it, you start fast in the wrong direction and call it leadership.

Problem solving turns "something feels off" into a test you can run. Without it, initiative becomes vague worry in a Slack thread.

Persistence keeps you on the move after the exciting first hour. Without it, you start five things and finish none (pair with task mastery for the close).

Decision autonomy lets you act on low-risk calls without twelve approvals. Without it, initiative dies in "pending decision."

Initiative without the rest becomes noise: the table above is a checklist, not decoration. Example: a marketer notices a price that looks wrong and pauses every live campaign in the account. They moved first. They did not check which ad set was actually live (problem solving), warn sales that checkout links were going dark (work coordination), or document what they changed for the next shift (task mastery). Motion happened. The gap did not close.

When your first move touches another team, pair initiative with work coordination: an engineer ships a hotfix at 6 p.m. and logs off. Good first move on the bug. At 9 p.m., QA runs regression against yesterday's build and files a false failure. The stronger sequence: post what changed, tag QA, say when the build is ready to retest. Initiative opens the fix. Coordination gives the next owner a clean handoff.

In a nutshell

Plain meaning: Move on work nobody assigned yet, with a named first step (O*NET).
Who it is for: Anyone who owns outcomes, from student to CEO, including people hiring for roles where waiting costs money.
Where it shows up: Sales, healthcare, tech, operations, leadership, and everyday team work.
After AI: Polished output hides unowned work; noticing what only looks finished is the scarce move.
Brain angle: Moving first feels socially risky; small rewarded wins retrain the reflex.
Money angle: Delay compounds; job posts and interview screens often skip testing for it (see Figure 5).
Not the same as: helping a stuck person (service orientation) or growing the idea (enterprising).
Start tomorrow: Pick one unowned gap this week and move it one step in 24 hours.
If you hire: Use a scenario, not a self-starter label (see the last section).

Quick test: point to one gap you moved on this month without a ticket. If you cannot, you may be responsive but not yet initiative-driven.

If you are hiring: test the first move, not "proactive"

If you are hiring for initiative, the resume is the wrong place to start. Anyone can type "proactive self-starter" in ten seconds. What you need is proof of a first move on work nobody assigned yet.

Figure 5 in the economics section shows the gap: posts ask for movers and owners far more often than typical phone screens use an unassigned-work scenario. The rubric in section 1 is notice-propose-start: name the gap, name one step, start or hand off cleanly.

The scenarios below test that rubric on job-like questions before the manager interview, not on personality labels.

Scenario for an ops or support hire: every Monday, standup mentions the same invoice stuck between finance and sales ops. There is no ticket type for it and no named owner. What do you do this week?

Strong initiative: pick one real invoice, trace where it stalls, post a one-line handoff rule in #ops-finance, and offer to walk the next case through live.
Weak initiative: add "invoice routing" to next month's retro and wait for someone else to own it.

Scenario for an individual contributor hire: production logs show the same error at 2 a.m. three nights in a row. No ticket exists. The on-call roster does not list this service. What do you do before standup?

Strong initiative: reproduce the error, open a ticket, post "I am tracing this until we have an owner," and tag whoever last deployed the service.
Weak initiative: mention it in standup and wait to be assigned.

Three checks that test initiative specifically:

Give an unassigned-work scenario, not a personality question. Do not ask "Are you proactive?" Ask what they do when they see a gap nobody owns.
Score the rubric, not the vibe. Did they name the gap without prompting? Propose one specific step? Start or hand off in the same breath?
Separate loud from early. Fast talkers can still wait for permission. Credit candidates who move on reversible fixes and tell the team.

This connects directly to the recruitment content on this site. The pre-interview step is where six hiring gaps collide: phone screens, personality PDFs, and AI summaries measure talk, not first-move behavior. A pre-interview behavioral assessment built from your job description can record how candidates handle job-like scenarios before the manager interview, where "ownership" on the post finally meets evidence.

Initiative pairs with task mastery in hiring: one skill starts the work; the other closes it. Test both when the role owns outcomes end to end.

Methodology

O*NET anchors: U.S. Department of Labor, Employment and Training Administration, Work Style Initiative (1.C.1.c), accessed 2026.
European hiring language: WiseWorld content analysis of 563 LinkedIn software engineer job posts across ten European capitals, July 2026.
Proactive behavior research: Crant (2000); Thomas, Bateman & Crant (2010); Spitzmuller et al. (2015); Seibert, Crant & Kraimer (1999).
Social psychology: Darley & Latané bystander effect; Asch conformity experiments; Seligman learned helplessness literature.
AI adoption: employer survey syntheses 2024–2026 on draft speed, review load, and unassigned work.
Limits: Industry importance and AI-era charts combine public sources and may not match any single employer. Phone-screen initiative-scenario rate (9%) is an illustrative estimate from TA template review, not a published survey. Proactive-outcomes chart uses illustrative effect-size indices from meta-analytic literature, not raw correlation coefficients.