Know what you have. Then say it.
RADAR is five phases, and the order is the method rather than a checklist wrapped around one.
Recognize produces the record of what you held: the role, the company, the start, the end, and what each one can evidence. The worksheets that come after it read that record back. Get it thin and everything downstream is thin, and you will not find out until you are asked a second question in a room.
Phase one
Recognize
Notice what you have. Most people undercount badly, because whatever they did every day stopped looking remarkable years ago. This is also where the parts nobody puts on a resume come in: the committees, the people you coached who kept coming back, the board seat, the thing you built on a weekend.
Which roles can you already prove something with, and which one have you never examined?
Phase two
Assess
How well do you understand each thing. Some you can explain in depth and defend. Others you have never put words to, and you will find that out here rather than in an interview.
Noise means you have something and cannot make it out yet. Silence means you looked and you do not have it, and there is a box to say so.
Every item carries a clarity level, and the level says how clearly you can say the thing rather than how good it was.
Phase three
Document
Document is not a stage you visit and leave. It is the medium the other four run on: the worksheets themselves, on paper in the book and as surfaces in the product.
Phase four
Articulate
Put it into words, after you understand it. The resume lines, the profile, the bios at four lengths, and the answer you give out loud. Each one is built from something you documented rather than written from memory.
One set of lines feeds the resume, the profile, what you say in the room, and what you tailor to a specific posting. You write them once.
Your win has context a line cannot carry. The wrong thing to lose is usually the part that made it hard.
Phase five
Relate
Connect it to whoever is in the room. The ten become the routes you carry it on: the people who already know you, and the people who recognized your work from outside the company you did it in.
Twenty-six of your thirty-two people know the same version of you.
Nothing is hidden from you. Some things cannot be finished early.
It works the way a book works. You can open any chapter. Reading chapter nine first is allowed and nobody stops you.
What you have not done is chapters one to eight, and the work that depends on them is not done either. A step that needs an answer you have not given yet will tell you so, and it will still let you write in it.
You are never asked to rate yourself.
Every self-assessment instrument ever built opens the same way: rate yourself, one to five, across some list. That has the order backwards and produces a number describing your mood on a Tuesday.
RADAR runs the other way. You write what you did. RADAR reads it back and proposes what it proves and how clearly, with the reasoning attached. Nothing is stored until you accept it, edit it, or say it is not you.
Add a win to a role later and the level reopens on its own, because it became out of date.
Proposed
Recognition · Clear
Because the category report drew eleven inbound enterprise conversations, which is people outside your company acting on your work.
RADAR writes prose and never sets a number on its own. Asked point blank for a level, it declines and hands you the evidence instead.