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How can we help?
Whether you’re making a critical people decision, developing leaders or teams, or navigating growth and change, we’d be happy to explore how we can help.
FAQs
Got Questions? We've Got Answers
How do you know what an organization actually needs?
We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.
How much time does an assessment take, and what happens?
The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.
What kinds of problems do you help with?
Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.
What does “science, business, human” mean in practice?
We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.
What if we don't know exactly what we need?
That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.
Do you only work with large transformation projects?
No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.
FAQs
Got Questions? We've Got Answers
How do you know what an organization actually needs?
We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.
How much time does an assessment take, and what happens?
The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.
What kinds of problems do you help with?
Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.
What does “science, business, human” mean in practice?
We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.
What if we don't know exactly what we need?
That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.
Do you only work with large transformation projects?
No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.
FAQs
Got Questions? We've Got Answers
How do you know what an organization actually needs?
We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.
How much time does an assessment take, and what happens?
The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.
What kinds of problems do you help with?
Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.
What does “science, business, human” mean in practice?
We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.
What if we don't know exactly what we need?
That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.
Do you only work with large transformation projects?
No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.