How it works
It all sits on the nQ Platform.
Everything starts with the card sort, and everything lives on the platform. Each person has their own nQ Brain Wiring Profile. Each team and the organisation has its own dashboard.
Five steps, and the fifth feeds the first.
What the card sort shows each person: the Six Fs
The Six Fs route each person to the learning that suits them, and feed every programme that follows.
Everybody gets the language. The leaders get the depth. Four programme families: Amplify, Multiply, Elevate and Accelerate.
Who owns it 🔒
The person owns their profile.
5 or more
People in a team before Team View shows
8 or more
For any view reported upward
Every field
Chosen by the person who shares it
🔐 Your data
Belongs to you. It is never used to train any AI.
These are design rules, written into every agreement.
"When people have the language, they can understand each other faster, creating safety to act before the issue becomes a crisis."
Christina Johnston, Clutha District Council
nQPlatform
Where the learning lives.
Each person is routed to the learning that suits how they are Brain Wired.
The cards people share 💌 Getting SELF gives each person a Working With Me card: working with me, supporting me, and working with others. Getting OTHERS adds a card for the other nQuadrants. Leaders get Leading this team.
Recruiting for the role, inside first
Precision comes from designing the role.
Brain Wiring shapes the work, never the hiring decision.
🔁 Forward returns to Read the work.
What Recruitment by Design gives you
- The top three Motivational Drivers that will keep the right person energised in the role, nine months in.
- The top three Strengths the role needs, and what overuse and friction can look like.
- Words for the job description and job ad that attract the best fit for the role and the team.
- How to assess for what the role really needs, with less bias.
- How to onboard so the person and the team both succeed.
What the team view gives you
- A dashboard of the Brain Wirings already in your team, so you can make the most of them.
- What is missing, so you know what to recruit for.
- A better understanding of your colleagues and clients.
Growing from within 🌱
The same loop, from the person's side.
The project work creates the evidence the decision rests on.
Where psychosocial health lands
Healthy work is designed in.
| Area | What it covers | Where it lands |
|---|---|---|
| 🗂️ How work is organised | Workload, role clarity, change, work design | The role and the systems |
| 🤝 Social factors at work | Relationships, leadership support, recognition, conflict | The team, through the shared language |
| 🏢 Work environment and tasks | Office days, meetings, tools | The organisation's systems |
Friction lives in two places: the design of the work, and how well people get each other. Often it is not bad intent. It is two people who do not yet get how the other works, or what they need. Get that early, and much of it never becomes bullying. Where it is bullying, your process still runs.
See what good looks like, system by system.
Or see what it asks of your people.
