More Testimonials

“I found The 8-Week Shift Management Certification Program to be incredibly valuable as an executive in a healthcare company. Lex’s insights into the forces that drive people, the natural stages companies go through, the leadership styles needed at each stage, and how to design process cycles had immediate real-world application. I’ve participated in many leadership and management programs over the years, and this one stands out as one of the very best. I found myself fully engaged—listening intently to every minute of the course. Whether you’re a new manager or a seasoned executive, working with Lex through this program should be a must, no matter what stage your company is in. – Kim Ariyabuddhiphongs MD, MBA Chief Medical Officer, ConvenientMD

As a founder, CEO, and COO, I’ve relied on Lex Sisney’s frameworks for years to bring clarity and alignment to scaling businesses. The 8-Week Shift program was a powerful deep dive that gave me a nuanced understanding of the tools I already was using along with a few new frameworks that I hadn’t seen before.  Lex has a rare ability to distill complex organizational dynamics into simple, actionable insights that are easy to use.  Perhaps more importantly, because they rest on foundational principles of energy and entropy, it is easy to engage the entire organization in the changes we make.  Whether you’re leading a company or coaching others through growth, this program is a masterclass in how to scale with intention and intelligence. – Eric Page, Entrepreneur

“I have been using PSIU as a cornerstone of my organizational psychology practice for the last five years. Psychometric testing is a core part of my service, and I have yet to find another test that analyzes and explains employee and leadership behavior as well as PSIU. Out of the well-known options that I have tried, PSIU is the only one that speaks specifically to management and workplace operating style in a way that is practical and easy to understand and explain. This makes it memorable for the clients and teams that I work with and easy to integrate into their culture and workplace vocabulary. All of which is critical to having a lasting impact and influencing real change for the client. Tie the PSIU test into the Organizational Physics concepts, and it is an eye-opening game changer for CEOs and business leaders. I am forever grateful that I found Organizational Physics and PSIU; I can say that it has changed the way I view business and team development and is an invaluable tool in my coaching toolbox.” – Eve Duke, Organizational Psychologist | Selkirk Performance

“As a senior HR leader, it’s rare to find a new business concept or assessment that can be as transformational as PSIU Assessments. While talent acquisition continues to be a challenge for many organizations, retention and productivity often prove to be equally challenging. We know that if we hire the right people for the right roles challenges are minimized and results are maximized. With the sheer number of hiring theories and assessments, it’s a challenge to identify what truly helps us to hire the best fit for both the role and the organization. In my years in talent acquisition, I have found one thing that’s consistent for successful careers. When I ask candidates to talk about their successes, I also ask how much they enjoyed the roles they were in at the time. Consistently, when they spoke about the positions that brought them the most fulfillment, they spoke about endless energy in these roles, and relayed story after story of success. Alternatively, when they spoke about roles that they did not enjoy, you could see the energy drain from them and the success of those positions was always missing. It became clear that we all have things we don’t enjoy in our jobs but if most of the responsibilities in a role gives us energy versus draining it, we are more successful overall. The challenge is how to match the needs/passions of the candidate with the demands/requirements of the role. When we can be successful with this alignment, we can create energy which consistently provides positive outcomes for everyone. PSIU Assessments provide a simple roadmap that guides leaders through a framework to think differently about hiring and gain a better understanding of what activities are in alignment with the candidates’ talents. As a result, leaders are better able to hire talented people that are successful because they are using the skills and talents that bring them the most joy. I would highly recommend this solution to any company with a commitment to building dynamic teams through the hiring and retention of outstanding talent. You’ll be thanking Lex for years to come!” ~ Andrea Pollari, Chief Human Resources Officer | Boveda Inc.

“Before moving to the PSIU scorecard and assessments, we believed we were conducting effective behavioral interviewing to evaluate the best talent for the positions at our company. After learning Lex’s approach to organizational physics and using the PSIU assessment and scorecard to vet talent, our confidence in our selection process and success rate has greatly increased. We have noted decreased misses on hiring, and an increased feeling of confidence in the hiring process from management and the candidates. We survey our new hires during the onboarding process, and have received compliments on the organization and communication of the hiring process and expectations. The PSIU assessment and interview scorecard are a game changer in winning the war on talent.” – Cristina Abbagnaro | Head of Culture & Team | Pharma Logistics

“PSIU has been able to give our team a common language that everyone understands and can rally to better understand how they work together. From the moment we sent out the assessment the team buzzed with discussion about their results and how their styles work together or challenge each other and how to try to overcome that. It also has informed our managers on where they need to fill holes on their teams and changed our approach to hiring. Using an assessment that helps a team communicate better and hire the right people is a pretty strong return on investment.” Eric Taft | Director and HR Business Partner | Morningstar

“When leading an Inc. 5000 fastest growing company, you know the importance of hiring the right people. The steps Lex describes in How to Think About Hiring, combined with the assessments contained within the PSIU Talent Management Suite, have helped us revolutionize our hiring process. The results, when compared to our earlier methods, are tremendous. We’re clear on the type of person that would be most successful in the new role. We then use the report as a guide for doing a deep dive in our interview process. This is helping us ensure that the people we hire are both successful and happy in their new positions. As far as I’m concerned, it’s a game changer.” – Jeremy Ames | President | Guidant Financial

“The ideas that Lex introduces in How to Think About Hiring, together with the PSIU assessments, are incredibly powerful, pragmatic and personal. Lex has a unique gift for explaining complex ideas and relationships in a way that is spot on! Unlike too many books today, he doesn’t oversimplify the topic leaving you needing more, nor does he overindulge leaving you wanting less. His approach helps you and all your managers build a mental map of your organization’s needs, strengths and opportunities – so you can draft the right person given that environment. It will empower your team with a greater sense of awareness and purpose to find and hire talent that will positively transform the organization. These principles transcend all aspects of my life and all companies I serve. It would be impossible for me to exaggerate the positive impact it has had on our success. If you are building a company, team, career, or family open your mind, fasten your seatbelt. I promise you will be blown away by the results!” – Pat Cua | Chairman | BioIQ

“I believe that there are few things more important than the people I trust to help me build my company. I have always strived to hire the right person for the right job in the hopes that they would thrive and love their job. This has not always been the case. It’s always seemed like more of an imprecise art than a science, and for most of my life I was convinced it always would be… until I was introduced to the PSIU model. It does an amazing job categorizing human personality types and then going on to identify the ideal position for each personality type. For example, some who is ideally suited to sales would be miserable as an analyst or possibly even manager and conversely someone who loves data crunching would would likely hate sales, etc. Best hiring tool ever!” – Reza Bevar | Founder & CEO | Kaloud

“The Entropy Survey is a revolutionary change. Not simply an incremental move but a massive transformative change over the traditional SWOT Analysis. I found significant and compelling value to me as a coach and to my clients using the platform. Automated reporting provides a comprehensive, professional record of each individual and team response by area. This is accompanied by easy to read and compelling graphics. The number of hours saved (due to automation), the professional presentation, and the ability to facilitate a compelling and impactful workshop toward proper priorities is fantastic. I recommend it to every facilitator and coach seeking to assist their client(s) through clear, concise and impactful planning. The Entropy Survey is like the smartphone. How did we ever get along without it?” – Paul Cronin, Managing Director, Cornerstone3 Inc.

“The Entropy Survey is a powerful tool that has enabled us to transform our organisation. The results we captured from the survey were very insightful as they revealed patterns of entropy areas as well as a glimpse into employee sentiment. By surfacing the entropy areas in our business, we were able to align the team on our strategic priorities, bring cross-teams together on the same page to build shared consciousness and tackle the issues, thus reducing the friction in those parts of our business. When used in conjunction with other tools like PSIU and principles of Organizational Physics, the Entropy Survey’s impact is tenfold. If there is only one organizational transformation tool that you could run, run the Entropy Survey!” – Rachel Ng, Principal – People & Platform at Wavemaker Partners

“Lifecycle theory in the context of a business is a remarkable construct to conceive of where you might be, what’s coming next, and what intentions are required to move forward. The Organizational Physics Top-Level OKRs Strategy Survey is a powerful tool to contextualize all the primary activities of a company. Understanding where teammates can make their most significant contribution alongside the lifecycle is critical.” – Katlego Maphai, Co-founder & CEO, Yocco

“Know what your strategic imperatives are and stay focused on them like a drumbeat under everything. [Using the Top-Level OKRs Strategy Survey]… have an offsite strategy meeting once per year to review the imperatives and keep them fresh.” – Tami Simon, Founder & CEO, Sounds True

“I revisit the Company Core regularly to hone the message of who we are, gain alignment within the organization, and then build the mass (execute fast).” – Bob Reback, former Chairman and CEO, Cimetrix (successful exit)

“Those 9 questions of the Company Core survey transformed my company from ‘what’s next quarter going to look like’ to ‘I love working for this company.’ The CEO may not necessarily agree with some of the answers their leadership team comes up with but I found that if the Leadership Team truly believes in their answers, they’ll work harder than ever to make them come true.” – Tim Sullivan, former founder & CEO ActivePDF (successful exit)