The PEOPLEABLE®research platform offers products that solve problems related to the emotional and psychological aspects of organisations. These products support organisations to humanise the context and goals of people; nurture through recognition, motivation and learning; and actualise positive human potential. The 6 research products in this platform address problems related to skill composition and development, performance management of individuals and groups, aspirations and motivation, and organisational values.
PEOPLEABLE® aims to build a people environment in organisations that is inspired by professional journeys undertaken by a variegation of archetypal leaders in enterprise. Our products in the PEOPLEABLE® research platform are based on our unique and proprietary functional frameworks. Nevertheless, all products are underpinned by a set of common design principles:
• Build, and create from nothing
• Search for, unearth and nurture excellence
• Widen the flow of conversation and meaning
• Build bridges, win and lose together
• Raise consciousness of self.
The PEOPLEABLE® platform provides synergies across its products in multiple ways. First, it recognises and highlights the individual’s context, goals and potential across organisational tasks, projects and initiatives. Second, it learns from intergroup collaboration and conflict across the organisation. Third, it ensures a wider application of experiential learnings during skill building. Finally, it projects all people-related efforts in the context of organisational values and beliefs.
The PEOPLEABLE® research platform offers 6 products that solve problems related to the emotional and psychological aspects of organisations, by humanising, nurturing and actualising. These research products address problems related to skill composition and development, performance management of individuals and groups, aspirations and motivation, and organisational values. PEOPLEABLE® provides synergies across products by placing the individual’s goals and performance in an organisation-wide context, and by learning from and applying to the entire organisation.
The PEOPLEABLE® research platform offers 6 products that solve problems related to the emotional and psychological aspects of organisations, by humanising, nurturing and actualising. These research products address problems related to skill composition and development, performance management of individuals and groups, aspirations and motivation, and organisational values. PEOPLEABLE® provides synergies across products by placing the individual’s goals and performance in an organisation-wide context, and by learning from and applying to the entire organisation.
Our Research Products for People Performance of Organisations
Skills are substantive differentiators between businesses. ABILEARN® introduces the concept of Capability Quotient (CQ), bringing into consideration traditionally neglected factors. Going beyond “content” and “training activity”, ABILEARN® assesses the CQ of individuals and organisations based on: first, the mode in which individuals acquire skills; second, the manner in which the skills are used; third, the extent to which the individual builds on the skill acquired; fourth, the mechanisms through which skills are transmitted. ABILEARN® profiles the CQ of your organisation and its people, which allows you to assess skill inventory, learning potential and learning mechanisms of your business. Get ABILEARN® to impact and modulate skill building at the level of individuals and small groups, and move away from broad-brush and clichéd approaches.
Skills are substantive differentiators between businesses. ABILEARN® introduces Capability Quotient (CQ), bringing into play traditionally neglected factors. Going beyond “content” and “training”, ABILEARN® assesses the CQ of individuals and organisations based on skill acquisition mode, the manner of skill usage, the ability to build on acquired skills, and skill transmission mechanisms. ABILEARN® helps you assess the skill inventory, learning potential and learning mechanisms of your organisation.
Skills are substantive differentiators between businesses. ABILEARN® introduces Capability Quotient (CQ), bringing into play traditionally neglected factors. Going beyond “content” and “training”, ABILEARN® assesses the CQ of individuals and organisations based on skill acquisition mode, the manner of skill usage, the ability to build on acquired skills, and skill transmission mechanisms. ABILEARN® helps you assess the skill inventory, learning potential and learning mechanisms of your organisation.
The ‘values to behaviour’ causal linkage has been well researched in the late 20th century, yet has seen glib references and mechanistic application in the world of enterprise. Evidence lies in the loose and varied definitions and usages of the concepts of ‘values’, ‘beliefs’, ‘mindsets’, ‘attitudes’ and ‘behaviours’. In contrast, BLISSANT® is designed based on nuanced appreciation and usage of these concepts. BLISSANT® provides you with a clear view of values, beliefs and mindsets held within your organisation on the topics of performance, operations, people, the organisation, and the environment. Moreover, it helps you establish causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other. Get BLISSANT® for a deep understanding of values in your organisation and the underlying drivers.
The ‘values to behaviour’ linkage has seen glib references and mechanistic application in business. BLISSANT® is designed based on nuanced appreciation of this linkage. BLISSANT® highlights values, beliefs and mindsets held on the topics of performance, operations, people, the organisation, and environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other. Get BLISSANT® for a deep understanding of your organisation's values.
The ‘values to behaviour’ linkage has seen glib references and mechanistic application in business. BLISSANT® is designed based on nuanced appreciation of this linkage. BLISSANT® highlights values, beliefs and mindsets held on the topics of performance, operations, people, the organisation, and environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other. Get BLISSANT® for a deep understanding of your organisation's values.
Goal setting is arguably the most meaningful step in performance management. Goal setting in business has mostly been a “cognitive” exercise. While “affective” states are utilised in rare situations with the usage of emotions, “conative” states such as hopes and desires are denied participation entirely. Moreover, business goal setting focuses primarily on the considerations of the collective entity, and pays limited attention to the “state of mind” of individuals. BROWAIM® profiles your goal setting process, and outlines implications for the performance management process. It brings into play all three states of mind, and fuses their manifestations in individuals with their orchestration across the collective. Get BROWAIM® to move goalsetting away from cognitive jousting, get more bite in the process, and add more salience and meaning to business goals.
Goal setting in business has been a “cognitive” exercise. While “affective” or “emotional” states are utilised in rare situations, “conative” states such as hopes and desires are denied participation entirely. Moreover, business goal setting focuses on the collective entity, and pays limited attention to the “state of mind” of individuals. BROWAIM® assesses your goal setting process, and outlines implications for performance management. It brings to bear all three states of mind, and fuses their manifestations in individuals and collectives.
Goal setting in business has been a “cognitive” exercise. While “affective” or “emotional” states are utilised in rare situations, “conative” states such as hopes and desires are denied participation entirely. Moreover, business goal setting focuses on the collective entity, and pays limited attention to the “state of mind” of individuals. BROWAIM® assesses your goal setting process, and outlines implications for performance management. It brings to bear all three states of mind, and fuses their manifestations in individuals and collectives.
Leadership traits and personality profiling have been vigorously deliberated. Business literature is replete with leadership and personality models that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® moves away from context-free approaches of assessing personality. Inspired by the “personality-situation debate”, STYLNER® profiles leadership styles in business by blending personality traits with situational factors. STYLNER® believes that “leadership properties” of individuals are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Get STYLNER® to understand situational leadership of your leaders in different business situations, and to move away from “static” personality profiles that claim to apply in all situations.
Literature on leadership traits and personality profiling is replete with models that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® decries such context-free approaches, believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Inspired by the “personality-situation debate”, STYLNER® profiles leadership styles in business by blending personality traits with situational factors.
Literature on leadership traits and personality profiling is replete with models that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® decries such context-free approaches, believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Inspired by the “personality-situation debate”, STYLNER® profiles leadership styles in business by blending personality traits with situational factors.
Building high performance teams has received much attention in business, and yet been relegated to a list of behavioural do’s and don’ts. Prominently ignored is the construct of “collective intentionality” (CI), i.e., the collective power of multiple minds to be about, to represent, or to stand for things, properties or states of affairs. SYMBITHRUST® provides an insightful view of the strength of your teams by fusing the three elements of CI with three needs of overachieving individuals. SYMBITHRUST® views CI as non-summative, thereby recognising the “intentional dissidence” of a single individual, even though she be isolated on attitudes, beliefs and mindsets. Get SYMBITHRUST® to go beyond the platitudes of “teamwork” and to obtain a deep-seated view of your teams, while accounting for the intentionality of individuals in the collective context.
Building high performance teams has been relegated to a list of behavioural do’s and don’ts. Ignored has been the construct of “collective intentionality” (CI), i.e., the collective power of multiple minds to be about, to represent, or to stand for things, properties or states of affairs. SYMBITHRUST® provides an insightful view of the strength of your teams by fusing the three elements of CI with the three needs of overachieving individuals. Consequently, SYMBITHRUST® recognises the “intentional dissidence” of even a single individual.
Building high performance teams has been relegated to a list of behavioural do’s and don’ts. Ignored has been the construct of “collective intentionality” (CI), i.e., the collective power of multiple minds to be about, to represent, or to stand for things, properties or states of affairs. SYMBITHRUST® provides an insightful view of the strength of your teams by fusing the three elements of CI with the three needs of overachieving individuals. Consequently, SYMBITHRUST® recognises the “intentional dissidence” of even a single individual.
Emotional Quotient (EQ) is a construct widely used in the individual context, but inadequately conceived and rarely used in the context of groups. EMOVERE® makes a perceptive assessment of the EQ of groups and of the consequent impact on their performances. EMOVERE® defines ‘Group Emotional Quotient’ as “the ability of a group as a collective to monitor, discriminate between, label appropriately, and use emotional information to guide collective thinking and behaviour”. Inspired in part by the Ability Model, EMOVERE® assesses the EQ of groups through characteristics related to the processing of emotions, including the perception of emotions, emotional trust, analysis of emotions, and emotion orchestration. Get EMOVERE® to equip your teams with Group Emotional Quotient, helping them to perform at their highest potential.
Emotional Quotient (EQ) is inadequately conceived and rarely used in the group context. EMOVERE® defines ‘Group Emotional Quotient’ as “the ability of a group to monitor, discriminate between, label appropriately, and use emotional information to guide collective thinking and behaviour”. Inspired by the Ability Model, EMOVERE® assesses Group EQ by evaluating the perception of emotions, emotional trust, emotion analysis, and emotion orchestration. Get EMOVERE® to build Group EQ, helping your teams perform to potential.
Emotional Quotient (EQ) is inadequately conceived and rarely used in the group context. EMOVERE® defines ‘Group Emotional Quotient’ as “the ability of a group to monitor, discriminate between, label appropriately, and use emotional information to guide collective thinking and behaviour”. Inspired by the Ability Model, EMOVERE® assesses Group EQ by evaluating the perception of emotions, emotional trust, emotion analysis, and emotion orchestration. Get EMOVERE® to build Group EQ, helping your teams perform to potential.
Skills are substantive differentiators between businesses. ABILEARN® introduces the concept of Capability Quotient (CQ), bringing into consideration traditionally neglected factors. Going beyond “content” and “training activity”, ABILEARN® assesses the CQ of individuals and organisations based on the mode of skill acquisition, the manner of skill usage, the ability to build on acquired skills, and skill transmission mechanisms. ABILEARN® allows you to assess the skill inventory, learning potential and learning mechanisms of your organisation.
Goal setting in business has been a “cognitive” exercise. While “affective” or “emotional” states are utilised in rare situations, “conative” states such as hopes and desires are denied participation entirely. Moreover, business goal setting focuses on the collective entity, and pays limited attention to the “state of mind” of individuals. BROWAIM® assesses your goal setting process, and outlines implications for performance management. It brings to bear all three states of mind, and fuses their manifestations in individuals and collectives.
Building high performance teams has been relegated to a list of behavioural do’s and don’ts. Ignored has been the construct of “collective intentionality” (CI), i.e., the collective power of multiple minds to be about, to represent, or to stand for things, properties or states of affairs. SYMBITHRUST® provides an insightful view of the strength of your teams by fusing the three elements of CI with the three needs of overachieving individuals. Consequently, SYMBITHRUST® recognises the “intentional dissidence” of even a single individual.
The ‘values to behaviour’ linkage has seen glib references and mechanistic application in Business . BLISSANT® is designed based on nuanced appreciation of this linkage. BLISSANT® highlights values, beliefs and mindsets held on the topics of performance, operations, people, the organisation, and the environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other. Get BLISSANT® for a deep understanding of your organisation's value.
Literature on leadership traits and personality profiling is replete with models that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® decries such context-free approaches, believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Inspired by the “personality-situation debate”, STYLNER® profiles leadership styles in business by blending personality traits with situational factors.
Emotional Quotient (EQ) is inadequately conceived and rarely used in the group context. EMOVERE® defines ‘Group Emotional Quotient’ as “the ability of a group to monitor, discriminate between, label appropriately, and use emotional information to guide collective thinking and behaviour”. Inspired by the Ability Model, EMOVERE® assesses Group EQ by evaluating the perception of emotions, emotional trust, analysis of emotions, and emotion orchestration. Get EMOVERE® to build Group EQ, helping your teams perform to potential.
Skills are substantive differentiators between businesses. ABILEARN® introduces the concept of Capability Quotient (CQ), bringing into consideration traditionally neglected factors. Going beyond “content” and “training activity”, ABILEARN® assesses the CQ of individuals and organisations based on the mode of skill acquisition, the manner of skill usage, the ability to build on acquired skills, and skill transmission mechanisms. ABILEARN® allows you to assess the skill inventory, learning potential and learning mechanisms of your organisation.
Literature on leadership traits and personality profiling is replete with models that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® decries such context-free approaches, believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Inspired by the “personality-situation debate”, STYLNER® profiles leadership styles in business by blending personality traits with situational factors.
The ‘values to behaviour’ linkage has seen glib references and mechanistic application in Business. BLISSANT® is designed based on nuanced appreciation of this linkage. BLISSANT® heighlight values, beliefs and mindsets held on the topics of performance, operations, people, the organisation, and the environment. It establishes causal linkages between values and beliefs on one hand, and mindsets, attitudes and behaviours on the other. Get BLISSANT® for a deep understanding of your organisation's value.
Building high performance teams has been relegated to a list of behavioural do’s and don’ts. Ignored has been the construct of “collective intentionality” (CI), i.e., the collective power of multiple minds to be about, to represent, or to stand for things, properties or states of affairs. SYMBITHRUST® provides an insightful view of the strength of your teams by fusing the three elements of CI with the three needs of overachieving individuals. Consequently, SYMBITHRUST® recognises the “intentional dissidence” of even a single individual.
Goal setting in business has been a “cognitive” exercise. While “affective” or “emotional” states are utilised in rare situations, “conative” states such as hopes and desires are denied participation entirely. Moreover, business goal setting focuses on the collective entity, and pays limited attention to the “state of mind” of individuals. BROWAIM® assesses your goal setting process, and outlines implications for performance management. It brings to bear all three states of mind, and fuses their manifestations in individuals and collectives.
Emotional Quotient (EQ) is inadequately conceived and rarely used in the group context. EMOVERE® defines ‘Group Emotional Quotient’ as “the ability of a group to monitor, discriminate between, label appropriately, and use emotional information to guide collective thinking and behaviour”. Inspired by the Ability Model, EMOVERE® assesses Group EQ by evaluating the perception of emotions, emotional trust, analysis of emotions, and emotion orchestration. Get EMOVERE® to build Group EQ, helping your teams perform to potential.
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© Copyright 2019 
All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.