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.
CAPTAIN CULTURE CASE STUDY
Division I NCAA Football Team Example
1. DEFINE PROBLEM
Team Executives were concerned about poor team performance, previous losing season, and low morale.
2. DESIGN
After collaborating with team leadership, there was agreement that improving locker room leadership may positively change the culture.
3. Holistic Assessment
The Psyince team developed a unique survey to assess players' beliefs about their team values and leadership.
4. ANALYSIS
After analyzing the survey data, three key leadership values were identified for the team:
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Empathy
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Selflessness
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Work Ethic
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.
6. RESULTS
Improved locker room culture, improved morale, and a winning season.
SOLDIER SUCCESS CASE STUDY
Army Leader Example
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.
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.
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.
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.
5. STRATEGY
We incorporated the measurement of these traits into the unit's hiring process.
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.
PRINCIPAL POWER CASE STUDY
School District Example
1. DEFINE PROBLEM
District leaders from a public school system complained that their school principals' leadership skills were insufficient.
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.
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.
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.
5. STRATEGY
We began implementing monthly executive coaching sessions with school principals to address areas for growth outlined in the reports.
6. RESULTS
School principals were able to gain insights to increase self-awareness and improve their leadership skills.
