Whitepapers.

A Better Approach to Leadership Assessment and Hiring

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Blogs.

The Hidden Cost of Getting Leadership Wrong

Every CFO knows the visible costs of poor leadership: turnover and poor performance. Most organizations calculate turnover cost as a function of recruiting and onboarding expenses. The actual cost is typically three to five times that figure when you account for
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Stop Buying HR Assessments. Start Buying Business Intelligence.

If you are a CEO or COO who has approved budget for leadership assessments, you have probably had a version of this experience: the CHRO presents an initiative, the investment is approved, the assessments are administered, and six months later you are looking at a slide deck of competency scores with no clear line to anything you are accountable for.
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Your People Data Is Telling You Something. Are You Listening?

Your organization is probably collecting significant data about its leaders. Engagement surveys. 360 feedback reports. Personality assessments. In many organizations, the total annual spend on collecting this data runs into the hundreds of thousands of dollars—and maybe a lot more.
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30 Minutes to a Complete Leadership Picture

Every HR leader has fought this battle. You identify a leadership assessment that will genuinely improve your organization's talent decisions. You present it to business unit heads. And somewhere in the conversation, someone asks how long it takes to complete. When the answer is three hours — or five, or a half-day — the political resistance begins.
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The 9-Box Is Broken. Here’s How We Fixed It.

Ask any HR leader if they use a 9-box for talent reviews and succession planning, and the answer is typically yes. Ask them how confident they are in the placements, and the answer is almost always something between 'moderately' and 'not very.'
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What If Your Assessment Could Predict Nurse Turnover?

A conservative cost estimate of a single nurse turnover event is between $25,000 and $60,000. For health systems turning over 100 nurses per year, that is a $2.5–6 million annual drain, most of which points to a need for leadership improvement at the unit and system level.
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How AI Can Scale Valid Leadership Assessments

For decades, turning complex leadership assessment data into practical, understandable insights for leaders required countless hours from expensive consultants. The insights were there — we have been doing this for 25 years — but most offerings were not scalable. AI changes that equation entirely.
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Your Leadership Assessments Have Tunnel-Vision

If your organization runs an engagement survey, a 360, and a personality assessment — and none of them talk to each other — you are not getting the truth (or much value). You are getting three partial stories told in three different reports, by three different vendors, with three different recommendations. And none of the recommendations are prioritized by what will drive important business outcomes.
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Scaling and Maximizing Talent Development Outcomes with AI

Artificial Intelligence (AI) is getting integrated into just about everything—and it can do some things VERY well. For HR, we must use AI carefully in order not to introduce bias and make the right decisions and/or impart accurate information. In the area of talent/leadership development it is extremely critical to ensure that assessments are predictive of business outcomes, share accurate and  information to both the leader and the organization—and have no adverse impact/bias.
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