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Case Studies

Here are some brief real-world examples from the Psyince Team which illustrate how organizations and leaders have used psychological science to improve their organizational culture and leadership.

 
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CAPTAIN CULTURE CASE STUDY

Division I NCAA Football Team Example

 
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1. DEFINE PROBLEM

Team Executives were concerned about poor team performance, previous losing season, and low morale.

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2. DESIGN

After collaborating with team leadership, there was agreement that improving locker room leadership may positively change the culture.

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3. Holistic Assessment

The Psyince team developed a unique survey to assess players' beliefs about their team values and leadership.

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4. ANALYSIS

After analyzing the survey data, three key leadership values were identified for the team:

  • Empathy

  • Selflessness

  • Work Ethic 

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5. STRATEGY

Through collaboration with team leaders, locker room leaders were recommended who match the values of the team. We then introduced the core team values to new players on-boarding into the program, and provided professional coaching and development for individual players to continue to develop these values across the team.

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6. RESULTS

Improved locker room culture, improved morale, and a winning season.

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SOLDIER SUCCESS CASE STUDY

Army Leader Example

 
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1. DEFINE PROBLEM

Mid-level leaders of an elite U.S. Army unit developed a reputation for being toxic and ineffective. The unit was in the process of hiring its next round of mid-level leaders but wanted to increase the effectiveness of its hiring practices.

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2. DESIGN

Through collaborating with unit leadership, we realized due to the unique and competitive environment of the unit, it would be beneficial to gain insights from subordinate soldiers.  

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3. Holistic Assessment

The Psyince team developed and launched a unique survey to assess what traits unit members believed most differentiated top leaders from bottom. 

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4. ANALYSIS

After analyzing the survey data, we found that unit members most valued leaders who were humble, selfless, empathetic, open-minded, and secure with themselves.  

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5. STRATEGY

We incorporated the measurement of these traits into the unit's hiring process. 

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6. RESULTS

The unit successfully hired mid-level leaders with traits desired by its members. Unit leaders and members both expressed much satisfaction with the performance of the newly hired leaders. 

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PRINCIPAL POWER CASE STUDY

School District Example

 
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1. DEFINE PROBLEM

District leaders from a public school system complained that their school principals' leadership skills were insufficient. 

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2. DESIGN

Through collaborating with district leadership, we agreed it would be helpful to measure teacher perceptions of their principals' leadership effectiveness to obtain a baseline of skills and to identify areas for growth. 

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3. Holistic Assessment

The Psyince team developed and launched a unique survey to assess principal leadership skills as well as the workplace climate of the teachers. 

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4. ANALYSIS

We analyzed survey data and generated individualized reports for each school principal to show how they compared to other principals in the district. We also generated a district level report so district level leadership could see how their schools and school principals compared.   

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5. STRATEGY

We began implementing monthly executive coaching sessions with school principals to address areas for growth outlined in the reports. 

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6. RESULTS

School principals were able to gain insights to increase self-awareness and improve their leadership skills. 

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Meet the Team

On the next page you will get a chance to meet the Psyince Team and read their bios.