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Welcome to 2 new BSS Partners:

Sarah Padfield joins as Senior Consulting Partner for BSS in Ontario, Canada.  Sarah was a client of BSS for many years in her role as COO with a major healthcare group. Now working independently, Sarah is using BSS instruments with her own clients. Sarah is contactable on spadfield@hotmail.com​

Tony Farugia has been appointed as Senior Managing Partner for BSS in Australia. Tony has many years experience at senior levels in blue chip organisations, and will be launching BSS into Australia from January 2017. Contact Tony on: www.headspacetraining.com.au


Welcome Sarah and Tony!.


Also - 

Check out the case study from GlenPatrick Spring.

STOP PRESSS: 
Following high demand we are delighted to announce our diagnostics are now available in German.

For details contact: Central@behaviouralscience.com

​​BSS is delighted to recommend CIX.

CIX manages all BSS diagnostic programming and report production.

Let BSS help ensure your corporate success

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*  Improve management and corporate performance

*  Measure the application of corporate values and      

   competencies

*  Use hard data to focus actions and behaviours 
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*  Put quantifiable ROI on training and development

​*  Recruit the right people into the right jobs

Our site is always being updated. If you would like to discuss anything in particular please click here.

News and articles

We believe that:

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  • Behaviour drives performance. It’s what you DO that matters, not what or who you are

  • There is no single set of ideal behaviours that consistently leads to high-level performance

  • The thing that determines whether any specific behaviour is successful is the job itself.
    ​Effective behaviour is determined by the situation. Matching behaviour (what someone does) to the requirements of the job – its defined competencies, core values, results-driving actions – is the key to best job performance.












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  • Successful behaviour change is based on observable, measurable data. Actions and decisions that aren’t visible to people don’t exert any influence on their behaviour. Actions and changes that are consistently measured get attention and produce results.
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  • People change because they want to, not because someone else wants them to.  They either change because they see the light or they feel the heat. Without accurate feedback on their behaviour neither of these things is possible.

  • Change proceeds best from an AT (Ask Them) approach rather that a TT (Tell Them) approach.  As Winston Churchill so nicely put it, “Personally I’m always ready to learn, although I don’t always like being taught.”
    ​Asking people what they should do to improve performance is far more effective than telling them. But to get a clear answer requires our sophisticated behavioural technology.


 

our philosophy