What guides us at Heliosophy?
…and by doing so, we hope to achieve the ultimate ‘nice-to-have’…
More on positive work science…
What is organizational science?
Hundreds of studies have shown that wherever we have sufficient information to build a model, it will perform better than most people.
Valid models of organizational behaviour can help. They’re built on science-based theories. They include multiple drivers, as well as multiple outcomes such as engagement, satisfaction, commitment, well-being, performance, and turnover.
Employee surveys. Performance evaluations. Training and development. They all get a bad rap for not working. However, many of their problems stem from poor measurement.
We sometimes hear that too much rigour is obsessive. Yet, many research examples show that even small changes in measurement tools can lead to drastically different results, and poor management decisions. We’re also likely to believe the stories that we find in poor data – even random data – because we see meaningful patterns that aren’t really there (i.e., pareidolia).
We abide by best practices in measurement to return reliable and valid findings on people, groups, or financials. This means that your peaks and valleys are real, rather than costly flukes or artifacts.
Ask the people at your favourite consulting firm what evidence they have that their advice or techniques actually work – and pay attention to the evidence they offer.
Data can be integrated across silos and mined to suggest new strategies, products and services, and human capital solutions. Complex problems can be diagnosed. Predictive analytics can be used to model the impacts of future actions, and estimate risks and rewards.
We separate the forest from the trees, separate signals from the noise, and identify a handful of impactful things to prioritize for action.
Sign up to The Heliogram for news, events, and usable, science-based facts on people and workplace matters.
All fields are required.