We can help you to create your own custom surveys, 360 and assessments to give your business a bespoke approach to People Development. With years of experience building a wide variety of tools, we have the skills needed measure the unique aspects of your organisation.

Examples Of What We Do

Improving-Skills.png

Engagement Surveys

Designing a process suited to an individual doesn’t need to be a big ask. By recognising individual characteristics, preferences, and aptitudes, your development process can become a highly efficient catalyst for individual growth resulting in valuable return for your employees and organisation.

Our Approach

Our solutions for individual development are designed to objectively measure individual characteristics, including aptitudes which are often overlooked or difficult to observe, through various lenses. These analyses create opportunities for individuals to become more self-aware employees and managers to identify high potential.

Personality: Work-related characteristics, preferences, and motivations based on various individual traits
Behaviour: Individual behaviour within the workplace, what colleagues and managers experience
Styles: Individual styles of work and interaction with others, such as how one thinks about issues, solves problems, and makes decisions
Strengths: The areas in which an individual, team or organisation performs well and how they can be leveraged
Team-Select.png

Training Needs Analysis

Teams are the lifeblood of an organisation, constantly in motion to push projects through, form committees, pick up slack, and generally keep the lights on. Managing multiple constantly-changing units is a complex task, and the importance of team functions makes it a vital one as well.

Our Approach

Our team solutions apply to various stages of the team life cycle, with insights relevant to their ever-changing needs.

Formation: Optimising the creation process and organisation of new teams and directives
Conflict: Managing internal and external conflicts, rectifying stress points
Performance: Maintaining a well-performing team for sustainable continued efforts
Dissolution: Supporting members as teams dissolve, coaching for future endeavours Integration: Facilitating the entry of new members into an established group
Company.png

360 & 180 degree feedback

Our solutions for organisational performance are designed to capture large quantities of data and display the results in a clear and logical output. These results enable organisations to address strengths and areas for improvement to ensure a happy, healthy and productive workforce and business.

Our Approach

Our solutions for organisational performance are designed to capture large quantities of data and display the results in a clear and logical output. These results enable organisations to address strengths and areas for improvement to ensure a happy, healthy and productive workforce and business.

Culture: The behaviour of people in an organisation and the meaning that people attach to those behaviours. It affects the way people and groups interact with each other, with clients and with stakeholders
Engagement: How committed employees are to their organisation’s goals and values, motivated to contribute to the organizational success and are able to grow and progress in their role
Communication: Understanding how information flows through your organisation is key to ensuring effecive change and development
Recruitment.png

Onboarding / Exit surveys

Academic research and case study testing have identified proven solutions which best predict the performance and fit of potential recruits. Designing a recruitment process to fit your organisation’s needs and introduce objective data into the conversation has never been easier.

Our Approach

The solutions below are specifically curated for their strengths in five key areas of assessment and can provide invaluable insight as a keystone in the recruitment process.

Fit: Individual fit with the culture and ambitions of an organisation, department, team
Personality: Work-related characteristics, preferences and motivations based on a number of traits
Behaviour: Individual behaviour within the workplace, what colleagues and managers can expect
Ability: Individual skillsets and cognitive abilities relevant to the role
Competence: Individual competence to perform in the role to a high standard

Get started on your custom project?

 
 

FAQ’s

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum id ligula porta felis euismod semper.
— Claire C.
Commodo cursus magna, vel scelerisque nisl consectetur et. Donec id elit non mi porta gravida at eget metus.
— Hope K.
Sed purus sem, scelerisque ac rhoncus eget, porttitor nec odio. Lorem ipsum dolor sit amet.
— Jonathan L.
Commodo cursus magna, vel scelerisque nisl consectetur et. Donec id elit non mi porta gravida at eget metus.
— Pablo