Five dimensions.
One connected
organization.

INTELLIGENCE / UNDERSTANDING THE WHOLE

Intelligence begins
with context.

Bring objective results, human perspectives and psychological context into a connected picture. Use it to ask better questions and support considered decisions.

01
Numbers

What actually happens.

Objective work results provide a view of outcomes. Business systems contribute P&L, KPIs, tickets and quality metrics.

  • P&L & business results
  • KPIs & operational performance
  • Tickets & quality metrics
02
Opinions

How people see the work.

Self-review, peer review and manager assessment add different perspectives. Differences between them become a reason for conversation.

  • Self-review
  • Peer review
  • Manager review & Keeper Test
03
Context

Why it might be happening.

Motivation, psychological DNA and team dynamics help frame questions and choose a supportive approach. Context requires careful interpretation.

  • Psychological DNA
  • Motivation & team dynamics
  • Emotional regulation
ONE SITUATION. THREE PERSPECTIVES.

Understand the result.
Start a better conversation.

Illustrative scenario · not company data
  1. 01
    Numbers

    The team missed a delivery goal. The result tells us what changed.

  2. 02
    Opinions

    The team reports competing priorities. Reviews add a perspective that the delivery metric alone cannot show.

  3. 03
    Context

    Different communication preferences suggest a clearer planning conversation. This is a hypothesis to discuss, not a diagnosis.

01 / DNA

The person
behind the profile.

DNA combines thirteen psychometric instruments across eight themes. It supports understanding, communication and team conversations.

THE CORE PRINCIPLE

Context, never a rating of a person’s worth.

DNA is never used for promotion or termination decisions. Psychological information requires careful interpretation. It does not diagnose a condition or predict behavior with certainty.

01

Attachment

ECR (General), ECR-Father

02

Emotion regulation

ERQ, CERQ, DERS

03

Personality

TIPI (Big Five)

04

Motivation

PMQ, RFQ-15

05

Anxiety

GAD-7

06

Reflection & thinking

RFQ-8, SQS-10

07

Social skills

ICQ-15

08

Resilience

MTQ-10

02 / EXPLORE A PROFILE

Four ways to
understand more.

These are capabilities of the internal platform. The site explains their purpose without exposing employee profiles or sensitive data.

01

Compare

Compare two profiles, identify similarities and differences, and explore complementary ways of working. Comparison extends to team and department distributions.

02

Full report

Read interpretations across the assessment scales and their relationships. Full reports support a more considered conversation and can be exported to PDF.

03

AI summary

Generate a short explanation with a chosen focus, such as team dynamics, communication or resilience. AI interpretation still requires human review.

04

Ask AI

Explore questions using permitted information in a specific profile. The platform supports profile-based dialogue; this presentation site does not process employee data.

Individual

Side-by-side profiles reveal similarities and differences, supporting conversations about communication and joint work.

Team

Aggregated profiles provide context for how a team collaborates and where different approaches may help.

Organization

Department comparisons use a consistent scale and permitted comparison bases, from company to team.

03 / AI ASSISTANCE

Connected information.
Human responsibility.

AI prepares explanations and reports using permitted information. People remain responsible for interpretation, conversations and decisions.

01

Individual intelligence

Profile summaries, detailed reports and questions grounded in the permitted data of a specific profile.

02

Team intelligence

Support for interpreting team characteristics, collaboration and differences in working styles.

03

Organizational intelligence

Aggregated analysis across organizational levels, within the viewer’s access scope.

04

Assistance that evolves

AI summary expansion beyond DNA to the wider employee profile is part of the active roadmap.

04 / PERFORMANCE

Several perspectives.
A more honest conversation.

Performance brings work results together with self, peer and manager assessment. DNA remains a separate source of supportive context.

The Keeper Test

Eleven direct questions help managers examine their assessment rather than defaulting to an uninformative middle rating. The four themes are value and loyalty, strategic fit, impact and behavior.

The first performance cycle with the new methodology remains a next-horizon priority.

FOUR REVIEW OUTCOMES
  • Worth fighting for
  • Solid
  • Needs attention
  • Consider parting
Manager review categories, not automated employment decisions.