We specialize in decoding hidden opportunities. We map hidden skills, mindsets, and ways of working in your organization. We help you capitalize on opportunities for growth.
We close capability gaps that threaten objectives for organizational health and growth. Examples include low engagement, low learning agility, or ESG gaps.
We manage crises in senior leadership and culture. Examples include reputation rehabilitation, hotspots of legacy mindset and intolerance, and zones of underperformance in leadership groups.
SibylTM is the proprietary data analytics tool we use to identify levers for change. It decodes mindsets. It quantifies hard-to-assess skills and behaviors. It maps hidden opportunities to organizational outcomes.
Benchmark your leadership capabilities. Identify the drivers of legacy mindsets. Map microcultures. Model stakeholder dynamics.
Behavior experts work with SibylTM to discover all leading opportunities for systems change.
From project inception through to delivery, experts are involved. Get proven strategies and tools that are customized for your specific organization and opportunities. Experience efficient, engaging solutions that deliver better results.
Compared to the market, our solutions provide higher measurement accuracy, closer mapping to organizational outcomes, and more impact and sustainability in leadership and culture solutions.
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A complex adaptive system (CAS) is a system with different parts that interact and influence each other, changing the overall system's health and performance. Examples include the human body, organizations, geopolitical events, and climate systems.
The CAS approach equips you to locate levers for systems change. It allows you to predict how stakeholders and events will influence each other and their broader context. It means you can locate root causes to drive transformational results.
Make sure your organization has the leadership strengths it needs to grow.
Embed the mindset and ways of working needed for high performance and engagement.
culture evolutionpsychological safety
Informational asymmetry acts as a career dampener for all high-flyers. But for women, its impact is multiplied by any unconscious biases or systemic challenges they face.
Four common myths hamper psychological safety (PS) programs. We tackle the myths that PS is only leaders' responsibility, and that people are "safe" or not.
Organizational culture can evolve into a description of the values and beliefs of its dominant demographic group. Unchecked, this means that culture isn't optimized to support company ambitions.