Our refreshing approach is built on the scientific principle that under the right conditions, individuals and organizations are self-regulating systems. It goes back to the essence of the individual and those specific elements that determine whether someone can or can not be described as ‘competent’.
It’s proven that organizations (among others Argenta, Cytec, G4S, SAB Millar, Telenet, ZNA…) that are using our methodology in their organization definitely have a competitive advantage in all areas: recruitment policy, talent management, management development, succession planning…
Our Levels of Work methodology was founded by Elliott Jaques, a Canadian medical doctor and organizational psychologist, and by Gillian Stamp, the director of the Brunel Institute of Organization and Social Studies, a self-financing research institute founded at Brunel University. Jaques was a pioneer in defining the interaction and the fit between the complexity of a function, the capability of an individual and the level of complexity of the organization.
By assessing over 100.000 people in 15 countries, Jaques could soundly demonstrate that the mental processing capability of a person to handle complexity is a determining factor in being successful in a role. As complexity rises, so does required mental processing capability.
Jaques discovered that all work in organizations is naturally stratified into maximum seven levels of complexity defined by their time span of discretion. In 1980, when working with the US Army Research Department, he also discovered that there is a 0.97 correlation between the mental processing capability of an individual and the different levels of complexity.
Thanks to Gillian Stamp, who developed the Career Path Appreciation, we were for the first time able to assess current and future capability of an individual in the light of increasing complexity.
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