The Science of Leading

Every leader knows forming, storming, norming, performing. Almost none of them expect the team to slide back the moment a new hire walks in. Claire and Edwin explain why regression is the most useful data point a team gives you, and why the stage most teams skip is the one that protects the next team.

When a biased interviewer turns you down, you lose one job. When every company runs the same screening model, the same person gets rejected everywhere. Claire and Edwin unpack the research on algorithmic monoculture, how bias gets built into hiring tools, and why the safest filter is the one built from your own top performers.

Feeding people decisions into an algorithm feels efficient right up until it flattens something a spreadsheet can't see. Edwin and Claire on where data-driven HR actually stops, the safeguards that keep a model from becoming a verdict, and a real judgment call that shows the difference between data-driven and data-blind.

Most companies try to get data driven by buying software. Edwin and Claire walk through the six-step roadmap that actually works, starting with defining outcomes before you touch a single system, and why connecting your data sources matters more than adding another one.

Almost every executive says they want a data-driven culture. Barely a third of organizations actually pull it off. Edwin and Claire on the real difference between using data consistently and just bolting one dashboard onto an intuition-based process.

Every team has a gap between how it thinks it operates and how it actually functions. Edwin and Claire compare four of the most rigorous team assessment tools, from Gallup's engagement research to the 360-degree format, and what each one is actually built to catch.

A single OAD profile tells you about one person. Stack profiles across a whole team, and Edwin and Claire show what surfaces instead, friction patterns, leadership blind spots, and turnover risk that no single review would ever catch, plus the ethical guardrails that keep this from turning into a black box.

Rating scales invite people to answer the way they think an employer wants. Edwin and Claire dig into why OAD has people pick words instead, the decades of factor analysis behind those words, and why continuous scores beat sorting people into four-letter types.

Most personality tests tell you who someone is. Edwin and Claire dig into why OAD asks the same question twice, once about who you naturally are and once about who your job forces you to be, and why the gap between those two answers matters more than either one alone.

The chart gets redrawn, the announcement goes out, and then compensation, job descriptions, and compliance quietly don't move with it. Edwin and Claire on the unglamorous mechanics that make or break a reorg after the kickoff, plus the four templates worth stealing instead of improvising.