Reduce human bias and random nature of assessing human capital through the use of a systematic and unbiased methodology
Leadership Competencies
Revealed
Achieve Executive Leadership and Team Excellence
We measure Leadership Readiness for the Executive-Suite.
Our Saas-based, predictive simulations minimize bias,
and measure whether or not a person has and deploys today’s
must have Leadership Competencies.
System-3 is a Game Changer
System–3’s Leadership Simulation measures whether or not a person has and deploys today’s must have Leadership Competencies when responding to the complex decision-making requirements of real-life Executive-Suite challenges.
Performance is measured against a benchmark of today's most accomplished and diverse executives and against customized client internal leadership benchmarks.
The Diversity and Talent Challenge
at the Executive-Suite
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 &Â 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. These commitments are not being met and pressure is mounting.
Profile
Competitiveness
Companies are dfsd recognizing that diversity at the Executive-Suite is an asset and has been proven to be connected to more competitive companies.
Profile
War for Talent
The War for 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, companies focus on hiring experienced prospects and there is not a sufficient pipeline of experienced, diverse prospects to meet demand.
‍
(Axios, Mckinsey &Â Co., 2021)
Profile
Missing Targets
Diversity at the Executive-Suite is 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 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.
Profile
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 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 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 building of a pipeline of diverse Executive–Suite leadership ready executives.
05
ESGÂ 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
ESGÂ 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.
