Get the inside picture – before you make your next investment, take your next big career step – or before you bet your enterprise on key people-decisions

With so much at risk — and so much to gain with good human capital decisions — we’ll equip you to see how leaders think, take decisions, handle stress, overcome risk-averse traps. Are they emotionally and mentally equipped to take great ideas, scale-up, multiply value-creation.

Assess the PowerUP 5 – based on research @ Wharton, Stanford, MIT, McGill, Insead, LSE, Deloitte, CocaCola, Google. Does this entrepreneur and innovation leadership team have “the right stuff” to deliver on commitments and drive value-creation? Then supplement with fit-for-purpose skill-check interviews. CLICK > to try it for yourself >

360-feedback. Are you at a crossroads or inflection point in your career? Tapped for a bigger broader innovation leadership role – requiring more poise, presence, influence, impact? Use our PowerUP 5, Benchmarks or your own corporate competencies/values to see how you build Courage to replace risk-averse traps with inventive thinking – up, down, across and with investors, customers and external partners.

Personality, style or national culture awareness. Build self-awareness and get a deeper understanding of diverse sensitivities, decision-making and communication styles – including those that bring fresh perspectives but may rub you the wrong way. Increase your potential for inventive thinking with creative abrasion, red-team thinking and replacing risk-averse traps with inventive thinking

Team culture – engagement – change-readiness – customer-focus – M&A-enthusiasm. Use Organizational Culture Inventories, the PowerUP 5, the Gallup 10, your questions, assessment centre simulations – or an assimilation workshop – to tell whether a key team sharpens, uplifts and multiplies their collective intelligence and will lift to Level 5 when you say, “Let’s pivot” or “Let’s do even better.”

High-potential identification. Use the Hogan, KFALP, PowerUP Readiness and in-depth behaviour interviews to see if the leader at the top of your promotion list truly has “the right stuff” to thrive in a bigger broader + more pressured fast-paced enterprise role. Increase diversity in key roles by seeing beyond bias against creativity and out-group talent – so you get the diverse perspectives you need to drive inventive thinking.