McKenya and Tom Tessmer are perfect proof that personalities need not be identical, but similarities and differences need to be known (and respected) to create 1+1=3 superpowers.

As a nurse, McKenya has spent her career combining a heart full of compassion for patients with the attention needed to follow precise medical procedures. She gracefully navigates her work environment through intuition and acute social perception.

Tom has the emotional maturity of a 4th grader and would rather spend his time playing with numbers and devising ways to engineer more efficient systems. He needs metrics and models to make sense of the mystery and messiness of human psychology.

Most people are not known and therefore do not feel like they belong.

Together, McKenya’s EQ and Tom’s IQ have devised a unique solution to a big problem:

Why do businesses fail to get the right people in the right roles, or create a healthy environment that nurtures rockstar performers?

Over the 20 years Tom has operated the consultancy Integrated Insights, he has helped hundreds of clients develop evidence-based go-to-market strategies by carefully deconstructing the customer experience.  Through a better understanding of how high-potential prospects think, feel and act, clients discover ways to generate greater lifetime value.  In other words, he helps answer the question:

How can a company identify and acquire better high-potential prospects or get an extra $100 in value from one million existing customers?

As McKenya worked through the extraordinary environment created by the Covid pandemic, Tom kept himself distracted by exploring a question adjacent to his business:   

Could this same toolkit be used to help companies acquire better workers or get an extra $1 million of value from each of 100 existing staff?

Good ultimately came out of the pandemic, as it gave him days, weeks and months of undistracted attention to work through the design and hidden complexities needed to solve this riddle.

QLVR became the clear answer.

It is an acknowledgment of the fact that staff are simultaneously the most important and most painful part of building a business. It was born from Tom’s first-hand failures to tap the full potential of rockstars, make some foolish mis-hires, and watch mis-fires corrupt his culture.

It exists to help more people discover how they are extraordinary and give them tools to realize their true potential.

Its primary purpose is to provide a simple unified information system that removes blind spots (unknowns, assumptions, and inaccurate information) that drive bad decisions. 

It helps people like Tom systematically gain the powers of self-awareness and social perception that are more natural to people like McKenya.

Help more people be known and belong

QLVR is based on the belief that asymmetric information is the common cause of the broken hiring process, coworker conflict and an overall poor employee experience that leads to disengagement and wasted, unrealized potential.

Good people make bad decisions because they have bad information.

• Self-Awareness is Scarce:  Few people really understand what makes them uniquely capable of doing hard things that others cannot.

• Role Awareness is Scarce:  Hiring managers may understand what tasks a job needs to complete, but they rarely understand how those tasks are best approached or what personality will thrive in the environment and with coworkers.

• Organizational Culture is Inadequately Understood:  Cliches on posters or in onboarding documents are rarely an accurate description of the actual work environment every day or reflection of the messy interactions that help (or hinder) getting work done. Few companies know how to make an environment where personalities can thrive.

• Turning Potential into Performance needs to be Personalized: We need to recognize and respect specific similarities and differences to achieve 1+1=3 superpowers.

We want to end the world of useless job descriptions and resumes full of puffery and cliches.  We want to eliminate superficial interviews, reference checking or annual reviews that are more of an entertaining performance than a source of useful new perspective.

Most importantly, we want to end the unnecessary conflict that occurs when different personalities fail to recognize and respect how each can have a different perspective on the same situation or a different approach to solving the same problem.

The insight is in the unknown

Completing the initial QLVR profile assessment is a demanding task.  This reflects an intentional design choice to minimize the unknowns by being as comprehensive as possible to provide a remarkably rich source of information that can utilize the amazing potential of modern computational power.

It is a data-driven system that removes the subjective dependence on intuition or assumptions.

Asking more questions captures more information for the system to ingest and analyze.  This produces more signals to reveal hidden patterns and relationships that could each be the key source of success or point of failure.

QLVR informs every aspect of the employee experience by providing insight that eliminates guesswork. It helps put better people in better situations. It both prevents conflict and accelerates the ability to diagnose and resolve issues when they do appear.

QLVR wants to do a lot of good for a lot of people.

We hope this starts by helping you be known and feel like you belong.