People Powering Performance via human capital research-based consulting & advisory services

Client Tools

Without user-friendly implementation tools, ideas stay as ideas. Talent transformation, implementation, and sustainment is so much easier when given a tool set. Our clients use our proprietary tools to action-ize ideas, take their human capital practices to the next level, and consistently outperform peers.


culture assessment

  • Purpose: To diagnose the health of your culture
  • Why it matters: Accelerating business results relies on transformation and transformation can't occur in the absence of a healthy culture
  • How to use results: Action plan to close gaps and improve overall health of your culture

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employee experience inventory

  • Purpose: To assess how well your organization is creating a holistic employee experience
  • Why it matters: Retention of top talent is contingent on the organization's ability to create an employee experience
  • How to use results: Action plan to close gaps and instantiate an employee experience, not isolated events and programs

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change readiness evaluation

  • Purpose: To diagnose organizational readiness for transformation
  • Why it matters: Change is the only constant in today's complex business climate and effectively implementing transformation accelerates business results
  • How to use results: Gain insights on how to improve organizational excellence by inculcating a culture that enables change management and execution

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HR skills assessment

  • Purpose: To diagnose current state of your HR team's capability
  • Why it matters: HR leaders are integral in partnering with business leaders to solve business problems. Without modern day skills, HR leaders will be unable to serve the business in a way that makes a difference
  • How to use results: Action plan to close HR leaders' skill gaps

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organizational structure evaluation

  • Purpose: To define the current state organizational structure
  • Why it matters: Today's best performing organizations rely on a structure of highly networked, high performance teams -- not a hierarchy of leaders
  • How to use results: Determine gaps in structure strategy and action plan for higher impact

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innovation readiness questionnaire

  • Purpose: To diagnose the readiness of your organization to act with agility and creative thinking
  • Why it matters: Improving and sustaining business results relies on an agile, creative culture and work environment
  • How to use results: Move an organizational environment that is satisfied with status quo to one of continuous improvement by embracing change, embracing change, and rewarding diversity of thinking

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leader-as-coach inventory

  • Purpose: To determine how effective your leaders are as coaches
  • Why it matters: Leaders who coach employees to develop their strengths (rather than attempt to fix their weaknesses) empower employees to perform at their very best
  • How to use results: Determine leaders' coaching gaps and action plan to improve their skills

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survey data

  • Purpose: Make research-based (not hunch based)  talent actions and decisions
  • Why it matters: The highest performing organizations align talent and business strategies -- alignment is impossible without empirical data to drive it
  • How to use results: Determine leading talent practices to build a human capital strategy that enables high performance business results

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score cards

  • Purpose: Diagnose current health of all things human capital -- succession, leadership development, learning, career management and more
  • Why it matters: Building and sustaining human capital practices that have a measurable impact on the business start by knowing current state, defining future state, and closing the gaps between the two
  • How to use results: Use executive-style red/yellow/green self-reported score card results to action plan for closing gaps

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The press is usually sensationalized, but these publications are the doggone truth.

300 Women in HR Technology Worth Watching

RecruitingDaily Presents: 300+ Women In HR Technology Worth Watching. Check out this March 2017 post on the movers and shakers in Human Capital and HR Technology. If you need advice, strategy help, execution ideas, leading practices, the insights, or the business case to advance your human capital decisions, an army of women stands ready to … Continue reading 300 Women in HR Technology Worth Watching

Improving Business Performance Via Learning

For the learner, improving engagement and retention requires a learning experience — not a training program. For the organization, it means a reduction in training costs, global reach and scalability. Check out this executive interview to learn more.

L&D: Key Component of an Integrated Talent Management Framework

Creating a user-centric learning experience and instantiating a continuous learning culture are requisite to improving individual and organizational performance. Check out this post to learn how the best organizations implement effective learning.

The Challenges and Benefits of Competency Management

Effective and automated competency management creates a real-time and predictive inventory of the capability of any workforce. Learn how to avoid over-engineering your approach to competency models and management.

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2017 iQPC Learning Conference

Transforming Learning in Our Next Era of Curated Insights
Dec 4 – 7, 2017 (register:

2017 iQPC ENGAGE360 Conference

Where Customer and Employee Engagement Come Together
Sept 25-28, 2017 (register:

Webcast: New Employee Experience – Employees As Experts to Make Smarter Decisions, Faster

The New Employee Experience: Employees as Experts to Make Smarter, Faster Decisions
Nov 15, 2017 (register:

Webcast: The Networked Organization Supersedes the Hierarchy for Better Business Impact

Employee Networks: Get More Done Through Shared Expertise
Sept 13, 2017 (register:

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