RECENT EXAMPLES
A proven process with measurable and transparent results - across sectors, geographies, and team sizes.
+30%
Psychological safety
Higher engagement
+25%
Motivational drivers
+36%
Collaboration
Measured via validated behavioural diagnostics before and after a 6-month intervention with a Fortune 500 leadership team.
FEATURED CASE STUDY
The global leadership team of an innovative project at a Fortune 500 company had a lot of potential and challenges due to the acquisition of a smaller organisation and a hybrid working environment. The initial diagnosis was eye-opening and empowering for the participants.
Based on our data and their insights, a 6-month programme was designed and delivered in the USA which resulted in a 30% increase in psychological safety and a 25% increase in motivation. The results are measurable and transparent; nobody should settle for less.
01 - Case study
SOUTH AFRICAN FINANCE COMPANY
Companies do not transform; people do - when they are willing and able to do so. The processes of change management are well-known; the practices of change leadership are not, which is one of the main reasons why over 70% of transformations fail.
Example: Planned to undertake a digital transformation while suspecting the leadership team was not ready for it. After measuring the biomarkers of high-performance and discussing the results, a 3-month intervention was implemented.
How they use it: To strengthen communication within the board of directors and senior leaders while creating a unified vision that cuts through noise.
02 - Case study
FORTUNE 200 PHARMACEUTICAL COMPANY
Smart people rarely excel as a team because much of their potential is lost through personal and cultural clashes. Silos form and synergy becomes a liability. Attracting and engaging the best employees is a key competitive advantage.
Example: Merged 3 different teams to create an 'innovation engine' within the organisation. Highly skilled people with high-stakes projects had to succeed - failure was not an option.
How they use it: After a 6-month programme their engagement score was 4× higher than any other team's result in the last 15 years.
03 - Case study
LEADING BANK IN THE NETHERLANDS
At times of uncertainty, building internal capability and minimising external dependency are the smartest ways of maximising return on investment.
Example: Decided to have 10 of their HR, L&D and scrum masters certified in our ICF-accredited, multi-award-winning solutions so they could replace their engagement surveys and develop their coaches.
How they use it: To optimise critical teams where mistakes and disengagement cost 20–100× more than the data-driven solutions, on top of avoidable reputational damage.