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UPDATED: LINKEDIN LIVE — JUNE 10   │   The hidden driver behind quiet disengagement, and how to fix it         Reserve Your Spot  ➞

Lisa Dunbar, CEO

What Looks Like a Team Problem Is Usually a Perception Problem, and It’s Costing You

When a team starts to lose its edge, the instinct is to look for someone or something to blame. Leaders pull up performance reviews. They scan for obvious errors. They try to trace where things went off track. Most of the time, there’s no single moment and no single person at fault. That’s because the real problem isn’t a breakdown. It’s a misread. Someone decided a quiet colleague was disengaged. A manager read a direct communication style as arrogance. A team member assumed a cautious decision-maker was stalling. None of those reads were malicious. Most weren’t even conscious. But all… Read More »What Looks Like a Team Problem Is Usually a Perception Problem, and It’s Costing You

The Gap in Every Competency Framework, and How Work Dimensions Fills it

For decades, competency frameworks have helped organizations define what good performance looks like and guide how people grow. They bring structure, consistency, and a shared language to hiring, development, and evaluation. But they were never designed to explain everything. Most competency models answer one question well: What does strong performance look like? What they don’t answer is just as important: What does it take to sustain it? What competencies capture, and what they miss Competencies are often brought to life through tools like 360 feedback, which assess how consistently individuals demonstrate expected behaviors. Together, they help define what strong performance… Read More »The Gap in Every Competency Framework, and How Work Dimensions Fills it

Why High Performers Burn Out Even When They’re Succeeding

High performer burnout rarely looks like failure. More often, it shows up in individuals who continue to meet expectations long after their experience of the work has started to shift. Two people can operate at a similarly high level, receive consistent positive feedback, and be seen as equally capable. Their performance reviews are strong, their contributions are valued, and they are trusted with increasingly important work. From the outside, there is little to suggest a difference between them. Over time, however, their experience begins to hit a fork in the road. One grows into the role with a sense of… Read More »Why High Performers Burn Out Even When They’re Succeeding

Why Manager Engagement Is the Key to Team Performance

Why Manager Engagement Is the Key to Team Performance

Managers are leading in a work environment that looks nothing like it did even five years ago. Distributed teams. Digital overload. Economic pressure. AI transformation. Constant change. Through it all, one truth remains: managers have an outsized influence on employee engagement and team performance.  Gallup estimates they influence roughly 70% of the variance in team engagement1, not because they create it alone, but because their daily behaviours inform the environment. Setting expectations, building trust, responding under pressure, and connecting people to purpose all influence how work gets done. Yet many are navigating this complexity without the support or structure required… Read More »Why Manager Engagement Is the Key to Team Performance

How to Support Your Managers at Scale (and Stop the Burnout)

How to Support Your Managers at Scale (and Stop the Burnout)

For years, companies have tried to boost employee engagement from the bottom up. They survey workers, invest in wellness programs, and encourage leaders to check in more often. But engagement rarely rises or falls because of initiatives aimed at frontline employees. It rises and falls with managers. Today’s managers are carrying a level of strain that looks very different from even a decade ago. Their role no longer centers on supervising work. They are expected to translate shifting priorities, navigate uncertainty, coach employees through stress, and keep teams aligned even as demands change around them. The problem is not simply… Read More »How to Support Your Managers at Scale (and Stop the Burnout)

What Is We? The Self-Led Development Platform Built on the WorkPlace Big Five Profile®

Two businesswomen reviewing information on a tablet in a modern office lobby, with other professionals conversing in the background.

What if understanding your personality wasn’t just a one-time revelation, but an ongoing resource you could return to throughout your career? That’s where personality insights become powerful—when they’re applied. When people connect what they’ve learned about themselves to how they communicate, collaborate, and lead every day. That belief inspired the creation of We, the WorkPlace Big Five Profile® Experience.  Built on the same trusted science, We makes personality development practical, personal, and accessible through a self-led, digital experience that evolves with you.  It’s a space where reflection meets real work—an interactive platform people can explore, revisit, and apply as their… Read More »What Is We? The Self-Led Development Platform Built on the WorkPlace Big Five Profile®

Why the WorkPlace Big Five Profile® is the Key to Better Conversations at Work

A group of colleagues gathered around a glass wall, collaborating and discussing ideas in an office setting.

Only 16% of employees say their last conversation with their manager was meaningful (Gallup). Even well-intentioned conversations can miss the mark when there’s no common language to describe how people work. Great conversations build great teams, but to make that possible, managers need a common framework to discuss behavioral differences—one that strengthens understanding, alignment, and performance across the team. Why Conversations About How People Work Are Difficult—Even for Great Managers Most managers can easily describe what needs to be done. The challenge begins when they need to discuss how someone approaches their work. What they may recognize intuitively is often… Read More »Why the WorkPlace Big Five Profile® is the Key to Better Conversations at Work

How the WorkPlace Big Five Profile® Unlocks Performance at Every Stage of the Employee Lifecycle

How the WorkPlace Big Five Profile™ Unlocks Performance at Every Stage of the Employee Lifecycle

HR teams today are being asked to do the impossible: increase engagement, improve retention, support development, and strengthen culture, all without adding more programs, more people, or more hours in the day. That’s why we created The WorkPlace Big Five Profile®. Built on the gold-standard Five-Factor Model and grounded in over 40 years of behavioral science, the WorkPlace Big Five Profile® is a personality-based development tool built specifically for the modern workplace. It reveals how people naturally work best—how they communicate, lead, collaborate, adapt, and grow—and helps align their natural tendencies with the demands of their specific roles. And because… Read More »How the WorkPlace Big Five Profile® Unlocks Performance at Every Stage of the Employee Lifecycle