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Achieving Excellence
and Diversity in the
Executive-Suite
and Boardroom

We measure Leadership Readiness for the Executive-Suite and Board.
Our SaaS-based predictive simulations minimize bias and measure prospects against a benchmark of accomplished and diverse Executives.

The Diversity and Talent Challenge
at the Executive-Suite and Boardroom

Social, legislative and regulatory forces have caused the corporate world to recognize bias and commit to diversity hiring at the Executive-Suite and in the Boardroom. These commitments are not being met and pressure is mounting.

Companies are recognizing that diversity at the Executive-Suite and Board level is an asset and has been proven to be connected to more competitive companies.

The War on Talent is here and there is not a sufficient pipeline of experienced, and diverse people to meet the demand​​​​.

At the Executive-Suite and Board level, companies focus on hiring experienced prospects and there is not a sufficient pipeline of experienced, diverse prospects to meet demand.
‍
(Axios, Mckinsey & Co., 2021)

Diversity at the Executive - Suite and Board level are not meeting recently targeted numbers.

(The Globe and Mail; Spencer Stuart, 2021)

Companies are not comfortable taking the risk of hiring prospects at the Executive-Suite or Board who are not proven experienced leaders in those positions.

There is not an unbiased, predictive, cost-efficient assessment solution to reveal Leadership Readiness of prospects who lack experience at the Executive-Suite and Board.

Diversity

Social, legislative and regulatory forces have caused the corporate world to recognize bias and commit to diversity hiring at the Executive-Suite and in the Boardroom. These commitments are not being met and pressure is mounting.

Profile

Competitiveness

Companies are recognizing that diversity at the Executive-Suite and Board level is an asset and has been proven to be connected to more competitive companies.

Profile

War on Talent

The War on Talent is here and there is not a sufficient pipeline of experienced, and diverse people to meet the demand​​​​.

Profile

Insufficient Pipeline

At the Executive-Suite and Board level, companies focus on hiring experienced prospects and there is not a sufficient pipeline of experienced, diverse prospects to meet demand.
‍
(Axios, Mckinsey & Co., 2021)

Profile

Missing Targets

Diversity at the Executive - Suite and Board level are not meeting recently targeted numbers.

(The Globe and Mail; Spencer Stuart, 2021)

Profile

Risk Aversion

Companies are not comfortable taking the risk of hiring prospects at the Executive-Suite or Board who are not proven experienced leaders in those positions.

Profile

Lack of a Solution

There is not an unbiased, predictive, cost-efficient assessment solution to reveal Leadership Readiness of prospects who lack experience at the Executive-Suite and Board.

Profile

Achieving Excellence
and Diversity
in the Executive-Suite
and Boardroom

Learn more

Reducing human bias
towards better and more diverse
Executive suites and Boards

xxx

What is System-3?

System–3’s objective is to improve the successful selection of outstanding and diverse Executive and Board Talent. To accomplish this, we minimize the inherent bias in the assessment and selection process and predictively identify prospects who might lack the experience but can and will perform.

‍
Here's how we do it:

System-3 has developed a systematic methodology, rooted in science, that produces objective data to evaluate prospects and mitigate the bias inherent in the assessment process.

The Components
of
System-3 Explained:

System-3 unleashes unbiased, predictive power of
Leadership Readiness by deploying a system that integrates:
‍

  1. Video Simulation Technology
  2. Unbiased Leadership Science ‍
  3. Unique and Proprietary Data - our S-3 Benchmark
"Knowing all of the rules and history of boxing isn't going to help you when you're about to get punched in the face.
Leadership, in this context, is a verb:discovered in action and demonstrated in application." (Chris Westfall)
The System-3 edge

Video Simulation
Technology

1

Proven methodology for accurately and powerfully predicting human behaviour,
carefully engineered to balance realism and scientific integrity.

Connect the Dots through Science

First-person, interactive, immersive experiences curated from interviews with top Executive-Suite and Board members, that place those being assessed at the center of complex scenarios, challenging them to make difficult decisions.

Real-life Interactive Challenges

Algorithms, based on underlying science, measure several data points relating the prospects' decisions and their interaction with the assessment, against the unbiased leadership competencies selected by the System-3 Science Team.

Connect the Dots through Science
Real-life Interactive Challenges

First-person, interactive, immersive experiences curated from interviews with top Executive-Suite and Board members, that place those being assessed at the center of complex scenarios, challenging them to make difficult decisions.

Algorithms, based on underlying science, measure several data points relating the prospects' decisions and their interaction with the assessment, against the unbiased leadership competencies selected by the System-3 Science Team.

Video-based simulations make for more predictive assessments
compared with pen and paper assessments. (Christian et al., 2010)
Leadership Science
The System-3 edge
2

Unbiased
Leadership Science

Evolving leadership competency framework strongly modeled on decades of traditional leadership research and verified through our own large-scale studies that establish what’s necessary for leadership success in the workplace today.

Corroborated by Today's Leaders

Based on a meta-study of over 500 renowned academic leadership studies, rooted in traditional leadership research, and, fine-tuned with findings of leadership success in today's day-and-age, the System-3 Science Team selected the most essential leadership competencies that are bias-free and predictive of KPIs.

Research-based Competencies that Matter

The System-3 leadership competency framework is pressure tested against  System-3's powerful and diverse Advisory Committee, representing a range of industries, communities, and thought-leaders.

Corroborated by Today's Leaders
Research-based Competencies that Matter

Based on a meta-study of over 500 renowned academic leadership studies, rooted in traditional leadership research, and, fine-tuned with findings of leadership success in today's day-and-age, the System-3 Science Team selected the most essential leadership competencies that minimize bias and are predictive of performance.

The System-3 leadership competency framework is pressure tested against  System-3's powerful and diverse Advisory Committee, representing a range of industries, communities, and thought-leaders.

The System-3 edge

S-3 Benchmark

3

Dynamic, proprietary, current and unbiased benchmark of outstanding leadership performance that powers System-3’s recommendations of Executive-Suite Leadership and Boardroom Readiness.

Data-driven Readiness Ratings

Based on the aggregated performance of hundreds - and soon thousands - of accomplished and diverse Executives and Board Members who complete our simulations, the S-3 Benchmark is the most unique and powerful database of Executives’ and Board Members’ unbiased competencies in the modern era. The evolving S-3 benchmark will foretell the changing nature and mix of competencies required for Executive-Suite and Board Members to meet the challenges of their era.

Live and Evolving Database

System-3 employs advanced analytical and machine learning techniques to measure a prospect's performance in the simulation against the S-3 Benchmark. That performance, determines the Readiness rating they receive.

Data-driven Readiness Ratings
Live and Evolving Database

Based on the aggregated performance of hundreds - and soon thousands - of accomplished and diverse Executives and Board Members who complete our simulations, the S-3 Benchmark is a unique and powerful database of Executives’ and Board Members’ unbiased competencies. The evolving S-3 benchmark will foretell the changing nature and mix of competencies required for Executive-Suite and Board Members to meet today and tomorrow's challenges.

System-3 employs advanced analytical and machine learning techniques to measure a prospect's performance in the simulation against the S-3 Benchmark. That performance, determines the Readiness rating they receive.

Prospects are measured against the S-3 Benchmark to establish their
Executive-Suite Leadership and Board Member Readiness.
Next Chapter
01

Reduce human bias and random nature of assessing human capital through the use of a systematic and unbiased methodology

02

Expand your Talent Pool to include people that can and will perform, regardless of previous Executive-Suite and Boardroom experience, using our unbiased and predictive solution

03

More than 50% of hires fail at the Executive-Suite. Add objective data amd state-of-the-art leadership science to your human capital practice to make increasingly better human capital decisions

04

Companies engaged in building diverse cultures at senior levels win the war on talent, seeing higher retention, happiness scores and improved recruiting

05

Employees and Investors increasingly expect companies to strengthen their ESG, diversity, succession planning and development plans.  

The System-3

The system-3 benchmark

A unique competency dataset created with the
top 1% of the executives in the market.

Re-focus hiring on leadership competencies without overweighting experience, resulting in more diverse candidates.
Real data curated from a select group of diverse executives
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Science-backed: measure what really matters

Measure the leadership competencies that really matter for
executive leaders and board members.

Informed by a Diverse and Select group of Top Leaders
Powered by Decades of I/O research
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Predictive power

“Simple models beat humans” (Noise, D. Kahneman) in consistently predicting future performance, and can better help inform your selection and succession decisions

Reduce bias in measuring competencies
Find hidden Talent inside and outside of your organization
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The objective

Achieving your goals

01
Increased Hiring and Promotion Accuracy

Improve the likelihood of making insightful human capital decisions with regards to Executive-Suite Leadership and Boardroom Readiness when supported by an assessment system that mitigates human bias and is based on state-of-the-art leadership science and data that is predictive and unbiased.

02
Meet your Diversity Goals

Expand your talent pool to include people that can and will perform, regardless of previous Executive-Suite and Boardroom experience, using our unbiased and predictive solution.

03
Improved Competitiveness

Companies engaged in building diverse cultures at senior levels win the war on talent, seeing higher retention, happiness scores and improved recruiting.

04
Meet Investor Expectations

Meet investor expectations by demonstrating a commitment to invest in new technologies to improve unbiased human capital decisions at the Executive-Suite and Board level, and building of a pipeline of diverse Executive–Suite leadership and Board member ready executives.

05
ESG Reporting

We provide organizations with targets, guidance and reporting for DE&I as it relates to talent management, succession planning, training and development – all areas where companies are making major investments.

The objective

Achieving your goals

01
Increased Hiring and Promotion Accuracy

Improve the likelihood of making insightful human capital decisions with regards to Executive-Suite Leadership and Boardroom Readiness when supported by an assessment system that mitigates human bias and is based on state-of-the-art leadership science and data that is predictive and unbiased.

02
Meet your Diversity Goals

Expand your talent pool to include people that can and will perform, regardless of previous Executive-Suite and Boardroom experience, using our unbiased and predictive solution.

03
Improved Competitiveness

Companies engaged in building diverse cultures at senior levels win the war on talent, seeing higher retention, happiness scores and improved recruiting.

04
Meet Investor Expectations

Meet investor expectations by demonstrating a commitment to invest in new technologies to improve unbiased human capital decisions at the Executive-Suite and Board level, and building of a pipeline of diverse Executive–Suite leadership and Board member ready executives.

05
ESG Reporting

We provide organizations with targets, guidance and reporting for DE&I as it relates to talent management, succession planning, training and development – all areas where companies are making major investments.

partnerships

Supported by strong communities

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