Your Challenges

Workplaces are changing and leading an organization is not easy. What people challenges are you facing? What roadblocks are preventing you from reaching your goals? Whatever they are, these challenges are solvable and we’re the team with the solutions.


Does this strike a chord with you?

I am having trouble moving the business from strategy to results with speed.

We are experts that will help you:

  • Diagnose the root cause of your issues so you can take swift and proactive improvement steps.
  • Gain agility by designing a talent strategy that ensures you have the right people in the right seat to execute your business strategy.
  • Empower your managers to drive results using analytics to better engage, coach and develop. employees across the organization so everyone works at maximum capacity – in harmony.

I need happy, productive employees who are motivated to perform.

We are experts that will help you:

  • Use data to objectively identify high performers and future leaders and objectively measure performance – ensuring the right people are in the right seats.
  • Develop in-house, science-based best practices in leadership development and training.
  • Retain talent and reduce turnover through high engagement.

My business is facing an unexpected disruption. How do I lead the organization through change?

We are experts that will help you:

  • Adjust your leadership style during times of crisis or change.
  • Use data to identify your champions, catalysts and challengers for change.
  • Align your talent with your adjusted business strategy through an analytical approach.

We are having a lack of productivity due to team dysfunction – it feels like I’m solving people issues every day versus moving the business forward.

We are experts that will help you:

  • Identify roadblocks and resource constraints that may be contributing to the conflict.
  • Teach and train communication skills that promote transparent and respectful conversations and peer-to-peer problem solving.
  • Detect people “hotspots” that are needed to relieve the team’s burdens so that all involved can move forward productively.

Our hiring practices seem to be broken – we don’t have consistent interview processes that align our decision makers and accurately determine fit.

We are experts that will help you:

  • Construct and design an interview process that makes it efficient and effective for all involved.
  • Create a model to help your diverse interview teams navigate and then measure the interviews, to objectively review each candidate and make a selection.
  • Design specific behavioral questions that provide a structure for interviewers who may have different communication styles – so that the panel is operating on consistent information to compare each potential hire and easily come to a consensus on a top candidate.

We just completed an acquisition of another company. How do I assess the new talent we’ve acquired and determine how they assimilate into the organization?

We are experts that will help you:

  • Objectively identify high performers and future leaders and compare them to the existing people you have on staff.
  • Develop a leadership program when there is an immediate need.
  • Use data to drive and objectively measure the performance of your people to find personnel efficiencies and put the right people in the right seats.

I need more leaders like my current high performers.

We are experts that will help you:

  • Use data to identify common success factors and then apply that data against a baseline in a search.
  • Benchmark your high performers to make it easier to identify current and future leaders – helping you uncover existing “hidden gems” within your organization.
  • Create a structured, systematic, repeatable, behavioral based recruiting, interviewing and onboarding process rooted in objectivity.

The head, the heart and the briefcase.

It’s important to remember that the whole person shows up at work.

[modal_popup_box btnalign=”center” border=”0px solid #444444″ titletext=”The head, the heart and the briefcase.” btntext=”More Info” btnclr=”#444444″ btnbg=”#ffffff”]People are complex. It’s important to remember that the whole person shows up at work. The head, the heart and the briefcase.

When you think about evaluating someone to determine where they will be most effective in an organization, leaders and hiring managers are very quick to look at the knowledge, skills and experience someone brings to the job. This model represents that as the briefcase. We typically look at someone’s resume to find out about these things, and we dig a bit further in an in-person interview. The briefcase changes over time based upon what skills and experience a person gains.


The heart represents things like values and interests that someone has. What are they passionate about? Will they be a good fit for our company culture? The heart is fluid because it is impacted by things that change over the course of a person’s life and career. Organizations may or may not spend time understanding the heart in interviews or throughout their career.


The head represents a person’s innate drives and cognitive abilities. These things tend to remain stable once someone matures. Your behavioral drives and the rate at which you learn new things stay constant. And this is where The Predictive Index can provide data to help you evaluate these critical aspects of a person.


You can find out about those things using two assessments offered by The Predictive Index. The PI Behavioral Assessment measures behavioral drives, and the PI Cognitive Assessment measures cognitive ability. The combination of the two provides valuable data and insight that can help to predict someone’s behavior. When used together, these two assessments are powerful indicators of job success – in fact, research shows that the combination of the two increases predictability of success in role by more than 60%.[/modal_popup_box]

“Through a thoughtful dialogue with our clients, we get to the root cause of the the challenges they are facing today. We meet them where they are – current state – to help solve their most pressing people challenges, which lays the foundation for further optimization and improvements across the business.”

Meeting Clients Where They Are