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Data trumps hunches and prevents bias from corrupting important decisions.

Throughout the latter half of the 20th Century, Fortune 500s relied on behavioral & cognitive assessments to inform all aspects of their personnel decisions— from an employee’s initial selection and training to their team role and eventual promotion. These paper-based assessments had to be individually calculated by a highly trained professional, making them too expensive for most organizations to afford. However, with the advancement of new computer technologies and algorithms, the cost of such assessments has dropped measurably, leveling the playing field for businesses of all size.

IMPROVE LEADERSHIP POTENTIAL – By improving a Leader’s self-awareness, relationships improve and productivity follows with greater adaptation and understanding of how to influence, motivate and support others.

MODEL TEAM BUILDING – Know who fits with whom in advance. Create your teams based on compatible skills and traits, not just generic ideas of balance. Top-level teams are comprised of behaviorally compatible members with an optimal array of complimenting proficiencies.

IMPROVE HIRING – The right person in the right job is priceless. The wrong one is a nightmare waiting to happen. Accurately identify job applicants BEFORE the
interview, make scientifically informed judgments and build an organization of A+ employees.

REDUCE EMPLOYEE TURNOVER – Ensure the best possible positional job “fit” for each new hire. Great fit means stronger retention rates, which lowers the costs associated with turnover.

BETTER RELATIONSHIPS & SALES – Teach your sales team powerful behavior profiling skills. Empower them to identify— to your organization’s advantage— observable behaviors, then adapt their selling style to fit the customer’s buying style.

IDENTIFY TRAINING NEEDS – One size fits ONE, not all. Learn how each person learns best and get them back to productivity sooner.