About

About

Services

Services

Assessments

Assessments

How We Work

How We Work

Meet the Experts

Meet the Experts

FAQs

FAQs

Get in touch

Get in touch

The Human Side of Business

Better Organizations.
By Design.

Organizational psychology, business understanding and practical co-creation to build healthier, higher-performing organizations.

Start a Conversation

Start a Conversation

Explore Services

Explore Services

How We Think

Organizations don't succeed because of strategy alone. They succeed because people can turn that strategy into action.

We combine organizational psychology, evidence-based assessments and practical development to help organizations understand what is really going on, make better decisions about people and leadership, and build the conditions for people and teams to perform at their best.

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Years Combined Experience

Helping organizations understand people, teams and the dynamics that shape performance.

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Countries and Regions

Working with leaders, teams and organizations across cultures, industries and contexts.

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Assessments Conducted

Bringing evidence-based insight to selection, development and organizational decisions.

Services

The Human Side of Performance

Leadership & Team Development

Leadership & Team Development

Strengthening leadership, collaboration and the conditions for high performance, especially through periods of growth, change and transition.

Organizational Development

Organizational Development

Helping organizations understand what is really happening beneath the surface and design structures, roles and practices that support both people and performance.

Speaking & Training

Speaking & Training

Keynotes, workshops and training that turn organizational psychology into practical ideas people can understand, discuss and put into use.

Science. Business. Human.

1

Evidence-based

Our work is grounded in organizational psychology, research and scientifically validated methods.

2

Business-minded

We connect our understanding of people with the realities, goals and challenges of the organization.

3

Human-centric

We work collaboratively and turn insight into approaches that make sense for the people who actually have to use them.

Assessments

Better decisions start with better insight.

Psychological assessments bring evidence and structure to decisions about people, leadership and teams.

Individual Contributors

Individual & Expert Assessments

Psychological Assessment Tools

Validated instruments to understand individual traits, cognitive abilities, and their impact on team performance.

Leadership

Leadership & Executive Assessments

Psychological Assessment Tools

Scientifically validated instruments (personality scales and cognitive ability tests), to provide objective insights.

Teams

Team Assessments

Psychological Assessment Tools

Validated instruments to understand individual traits, cognitive abilities, and their impact on team performance.

Individual Contributors

Individual & Expert Assessments

Psychological Assessment Tools

Validated instruments to understand individual traits, cognitive abilities, and their impact on team performance.

Leadership

Leadership & Executive Assessments

Psychological Assessment Tools

Scientifically validated instruments (personality scales and cognitive ability tests), to provide objective insights.

Teams

Team Assessments

Psychological Assessment Tools

Validated instruments to understand individual traits, cognitive abilities, and their impact on team performance.

Looking for an assessment?

Tell us about the role, team or situation and we'll put together an approach that fits.

Request a Quote

Request a Quote

People

Meet the Experts

Mari Järvinen

Niina Mäenpää

FAQs

Got Questions? We've Got Answers

How do you know what an organization actually needs?

We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.

How much time does an assessment take, and what happens?

The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.

What kinds of problems do you help with?

Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.

What does “science, business, human” mean in practice?

We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.

What if we don't know exactly what we need?

That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.

Do you only work with large transformation projects?

No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.

FAQs

Got Questions? We've Got Answers

How do you know what an organization actually needs?

We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.

How much time does an assessment take, and what happens?

The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.

What kinds of problems do you help with?

Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.

What does “science, business, human” mean in practice?

We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.

What if we don't know exactly what we need?

That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.

Do you only work with large transformation projects?

No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.

FAQs

Got Questions? We've Got Answers

How do you know what an organization actually needs?

We start by understanding what’s really going on, not with a predefined solution. Then we combine evidence, business reality and the knowledge already inside your organization to design the right approach.

How much time does an assessment take, and what happens?

The process is designed to be thorough without becoming unnecessarily heavy. Depending on the type of assessment, it typically includes online questionnaires and/or ability tests completed in advance, followed by an interview and, for some roles, a work-related simulation. The candidate usually spends around 2–4 hours on the process in total. We then provide the client with a clear assessment of strengths, potential risks and fit with the role, and give the candidate personal feedback on their results.

What kinds of problems do you help with?

Usually the ones where the obvious answer hasn't worked. Leadership, culture, team dynamics, change and people decisions are rarely isolated problems. We help make sense of what's really going on, then design an approach that fits the organization rather than forcing the problem into a standard solution.

What does “science, business, human” mean in practice?

We try to hold all three at the same time. Science means using evidence rather than management fashion. Business means the work has to help the organization perform, not just feel interesting. Human means remembering that organizations are made of people, whose behaviour doesn't always fit neatly into models or spreadsheets.

What if we don't know exactly what we need?

That's a perfectly reasonable place to start. The problem you're experiencing and the intervention you need are not necessarily the same thing. Before proposing a solution, we'll help you understand what is actually happening and where it makes sense to intervene.

Do you only work with large transformation projects?

No. Sometimes the useful intervention is surprisingly small: a difficult leadership conversation, a well-designed workshop, an assessment or an outside perspective at the right moment. We'd rather do the smallest piece of work that genuinely helps than turn every problem into a six-month consulting project.