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:

• Prospects go through a one-hour online simulation, responding to real-life business challenges and making difficult decisions. Simulations are a proven methodology to accurately and powerfully predict human behaviour.
• We measure prospects for essential unbiased leadership competencies and not only for past experience: We’ve been taught to believe that leadership potential is best predicted by past experience. But today, in our equity-seeking, non-linear and disrupted world, past success can no longer be overly relied upon as predictive of future success. Focusing on past experience alone reinforces bias, and precludes the development, promotion and recruitment of diverse and up-and-coming deserving prospects.
• We measure prospects against a benchmark of accomplished and diverse Executives and Board Members: We identify if prospects have the requisite competencies AND measure how prospects’ performance compares to the best.
• Finally, the performance of prospects is calculated and reported in our Analytics Dashboard, informed by our models and Machine Learning – thereby minimizing the bias inherent in human judgement: According to Daniel Kahneman in his best-selling book Noise: A Flaw in Human Judgment, “simple mechanical rules were generally superior to human judgment”.