Not all diversity is as nature intended
We assess and develop today’s and tomorrow’s leaders to optimize performance and diversity.
People decisions that can't be left to AI
AI covering up human biases will not lead to more equitable and diverse workplaces. We focus on the root of the problem, humans, with research, education, and process improvement.
People decisions that can't be left to AI
AI covering up human biases will not lead to more equitable and diverse workplaces. We focus on the root of the problem, humans, with research, education, and process improvement.
Fair outcomes require a fair process
Competency behavioral interviews and psychometric tests, still used by most Fortune 500 companies, are not fit for purpose. Our proprietary assessment methodology offers much richer, fact-checked insights, delivered by us, or by your trained team.
Our independent research
Eight years and 1727 leadership interviews resulted in this book written by our founder, Fraser Hill. This is 260 pages of the most comprehensive experienced hire assessment research that exists, along with a new leadership model and assessment methodology.
Insights
We focus on leadership and talent transformation with insightful research into organizational effectiveness.
The Unbiased History of Unconscious Bias
We have been led to believe that our unconscious biases are corrupt and cannot be changed. A whole training industry has been born out of this misled belief guided by misleading science without the complete scientific history being shared. Here we share the entire scientific history, which paints a much different story.
New Leadership Trait Research From 1700 Interviews
Fortune 500 companies often use thirty or more so-called traits to assess leaders. Are these really all traits, though? In order for us to have a fairer and more equitable leadership assessment, we need a simpler approach. This research with over 1700 leadership interviews, has the answers.
Leadership Assessment – Actions Speak Louder Than Words
We often hear now, “Don’t hire for what they’ve done. Instead, hire for what they can do.” This article sheds some light on how there couldn’t be a worse idea when it comes to leadership hiring. If the critical traits of successful leaders aren’t evident in their work already, they’re not about to change.
Why D&I Hiring Is Harmed By Anonymous Resumes
In recent years software that redacts diversity indicators like gender and race have been touted as a solution to better D&I hiring, but, in fact, the opposite is true. There couldn’t be anything more damaging to diversity than not knowing who the candidates are in the first place.