{"id":3517,"date":"2026-08-11T20:40:28","date_gmt":"2026-08-11T18:40:28","guid":{"rendered":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/company-dashboard\/"},"modified":"2026-10-17T15:00:26","modified_gmt":"2026-10-17T13:00:26","slug":"company-dashboard","status":"publish","type":"page","link":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/company-dashboard\/","title":{"rendered":"Company dashboard"},"content":{"rendered":"\n
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For organisations \u00b7 dashboard<\/p>\n\n\n

Organisation-wide talent,
in one overview<\/span><\/h1>\n\n\n

The company dashboard brings together utilised talent and natural potential, team dynamics and development direction \u2013 always aggregated, never traceable to individuals.<\/p>\n\n\n

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Request a demo \u2192<\/a><\/div>\n
Back to organisations<\/a><\/div>\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
\"A<\/div>\n\n\n\n
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The dashboard<\/p>\n\n\n

One picture of your whole organisation<\/h2>\n\n<\/div>\n\n\n
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Company dashboard \u00b7 example<\/div>\n\n\n
328 employees \u00b7 24 teams<\/div>\n\n<\/div>\n\n\n
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Utilised potential<\/span>
<\/div><\/div>64%<\/span><\/div>\n\n\n
Natural potential<\/span>
<\/div><\/div>36%<\/span><\/div>\n\n\n
Team dynamics<\/span>
<\/div><\/div>good<\/span><\/div>\n\n\n
Drop-out risk<\/span>
<\/div><\/div>low<\/span><\/div>\n\n<\/div>\n\n\n
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Strongest talent<\/div>\n\n\n
Thinking \u00b7 Sensing<\/div>\n\n<\/div>\n\n\n
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Needs attention<\/div>\n\n\n
Feeling under-represented<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n
Always aggregated \u00b7 never traceable to individuals \u00b7 the individual remains owner of their scan<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n
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What the dashboard does<\/p>\n\n\n

From separate scans to a working instrument<\/h2>\n\n\n

A scan produces a report. A dashboard produces a way of working. These are the six things that make the difference.<\/p>\n\n<\/div>\n\n\n

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Insight<\/h3>\n\n\n

See what talent you have in house, where it grates and where there is room to develop. For the whole organisation, per team and per person.<\/p>\n\n<\/div>\n\n\n

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Structure<\/h3>\n\n\n

No loose reports and lists. Profiles, teams and role profiles sit together in order, so you can steer instead of search.<\/p>\n\n<\/div>\n\n\n

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Reporting to measure<\/h3>\n\n\n

Reports that match your question, with your competencies and in your house style. For HR, management or the board.<\/p>\n\n<\/div>\n\n\n

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One place<\/h3>\n\n\n

All scan data together. Everyone works from the same picture, with access that matches their role.<\/p>\n\n<\/div>\n\n\n

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Aime as AI coach<\/h3>\n\n\n

Aime turns insight into action: personal feedback, a development plan and coaching for every participant, at any moment.<\/p>\n\n<\/div>\n\n\n

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Linking coaches<\/h3>\n\n\n

Link a certified coach to a participant or a team, without having to find someone yourself.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Who sees what<\/p>\n\n\n

One measurement, four ways of looking<\/h2>\n\n\n

The scan is taken once, by the employee. What you see afterwards depends on your role: your own profile, your team, the cross-section of the organisation or the whole. Each layer has its own picture, its own decisions and its own boundary.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Layer 1 · the employee<\/p>\n\n\n

Your profile is yours<\/h2>\n\n\n

You see your own nature and culture, how much tension and load there is, where your effort comes from your own strength and how well your role suits you. You can talk it through with Aime and draw up a development plan alongside it.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>My profile · employee<\/span><\/div>\n\n\n
\"Your<\/figure>\n\n<\/div>\n\n<\/div>\n\n\n

What you do with it.<\/strong> You set your own development direction and hold the conversation with your manager on your own terms, with something concrete on the table.
What you do not see.<\/strong> Anyone else\u2019s profile, your manager\u2019s included. The dashboard says so itself: only you see your profile, unless you give consent per section. What the me.scan does for you personally →<\/a><\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Layer 2 · the team leader<\/p>\n\n\n

How your team is put together<\/h2>\n\n\n

You see your team\u2019s group figures: balance, agency and communion, resistance sensitivity and the distance to what the roles ask. You can raise the pressure and see what changes. Each figure comes with a question to discuss in the team.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>Team · manager<\/span><\/div>\n\n\n
\"How<\/figure>\n\n<\/div>\n\n<\/div>\n\n\n

What you do with it.<\/strong> Adjust the division of roles and tasks, hold the team conversation with something other than gut feeling, and put a new colleague in the place where they fit.
What you do not see.<\/strong> Individual reports only from team members who gave you consent. Group figures appear only from three people upwards. The team layer in full →<\/a><\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Layer 3 · HR<\/p>\n\n\n

The same figures side by side<\/h2>\n\n\n

You see the cross-section of the organisation: per team and per role profile the effort from own strength, the load, the fragile strength and the fit with the role. And you see where role profiles structurally ask for more than is naturally present.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>Cross-section · HR<\/span><\/div>\n\n\n
\"The<\/figure>\n\n<\/div>\n\n<\/div>\n\n\n

What you do with it.<\/strong> Underpin mobility and succession, spend the training budget where it counts, and answer per role the question: do we bring this in or develop it?
What you do not see.<\/strong> Teams below the threshold get no figure. In the example above Finance has two people, and the dashboard says plainly that this is too few. The HR layer in full →<\/a><\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Layer 4 · the board<\/p>\n\n\n

The whole picture, and the pressure at which it tips<\/h2>\n\n\n

You see the organisation in four readings, the load per pressure level and the trend over time. Not only where things stand now, but at what pressure they tip. That tipping point is the figure you can steer on.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>Organisation · board<\/span><\/div>\n\n\n
\"The<\/figure>\n\n<\/div>\n\n<\/div>\n\n\n

What you do with it.<\/strong> Strategic workforce planning, reorganising on facts instead of assumptions, and investment decisions you can explain.
What you do not see.<\/strong> No names, no individual profiles, and never a figure that can be traced back to one person. The board layer in full →<\/a><\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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What it delivers<\/p>\n\n\n

From insight to result<\/h2>\n\n\n

The dashboard does not show scores but answers to the questions a board asks. This is what those answers bring you.<\/p>\n\n<\/div>\n\n\n

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Less staff turnover<\/h3>\n\n\n

You see where tension builds as pressure rises, and in which team. That is visible before anyone hands in their notice, so you can still do something about it.<\/p>\n\n<\/div>\n\n\n

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Higher productivity<\/h3>\n\n\n

You see which part of the talent present is being used and which part lies idle. People who work from their natural strength deliver more and have energy to spare.<\/p>\n\n<\/div>\n\n\n

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A better division of roles and tasks<\/h3>\n\n\n

For each role you see whether someone fills it from natural strength or from effort. That turns shifting tasks into a well-founded conversation instead of a guess.<\/p>\n\n<\/div>\n\n\n

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More strategic HR policy<\/h3>\n\n\n

Nature, culture and intended direction sit side by side, at organisation and team level. You steer on the whole instead of on incidents, and that takes tension out of the organisation.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

All of this insight is aggregated. You see patterns per team and per organisation, never the profile of an individual employee; that remains the employee’s own.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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Executive mode<\/p>\n\n\n

Five questions, five answers<\/h2>\n\n\n

The dashboard opens with the questions a board asks. Each card clicks through to the underlying evidence.<\/p>\n\n<\/div>\n\n\n

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Company dashboard<\/b>example view \u00b7 19 employees<\/span><\/div>\n\n\n
Overview<\/span>Organisation<\/span>Manager<\/span>HR<\/span>Teams<\/span>Individual<\/span><\/div>\n\n\n
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This organisation (19 employees, 4 teams) stands firm<\/b>at average pressure. The tipping point lies between high and extreme pressure. What needs the most attention now is fragile strength: 30% of what is delivered costs energy.<\/div>\n\n\n
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01 \u00b7 Load<\/span>

Where does it get heavy, and from when?<\/h3>
14\/19at extreme pressure<\/small><\/div>

At average pressure the group stands firm; at high pressure it concerns 2 of the 19. The tipping point lies between high and extreme.<\/p><\/div>\n\n\n

02 \u00b7 Talent utilisation<\/span>

Are we using the talent we have?<\/h3>
63%from own strength<\/small><\/div>

Almost everyone already puts their preferences to work. But 30% of what is delivered comes from fragile strength, and that costs energy.<\/p><\/div>\n\n\n

03 \u00b7 Fit<\/span>

Do people fit where we want to go?<\/h3>
73%fit with the role<\/small><\/div>

11 of the 19 fill their role without a blind spot. For the other eight, the role asks for something that is not naturally there.<\/p><\/div>\n\n\n

04 \u00b7 Team composition<\/span>

How are our teams composed?<\/h3>
8\/8archetypes present<\/small><\/div>

All eight archetypes are present as natural strength. Strongest is People-oriented, followed by Contact-oriented and Responsible.<\/p><\/div>\n\n\n

05 \u00b7 Leadership<\/span>

How is our leadership filled?<\/h3>
1\/3without a blind spot<\/small><\/div>

Strongest in Visionary. No natural strength in People-oriented, Solution-oriented, Factual and Contact-oriented.<\/p><\/div>\n\n<\/div>\n\n\n

Five questions, five answers. Insight is always aggregated; individual profiles only with the employee’s consent.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/section>\n\n\n\n

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How it goes<\/p>\n\n\n

From kick-off to a working dashboard<\/h2>\n\n\n

Four steps. Not an implementation project of months, but a set-up that stands in a few weeks.<\/p>\n\n<\/div>\n\n\n

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Step 1<\/p>\n\n\n

Kick-off<\/h3>\n\n\n

We discuss the goal and what is needed to start well. Who takes part, which teams, and what you want to get out of it.<\/p>\n\n<\/div>\n\n\n

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Step 2<\/p>\n\n\n

Inviting<\/h3>\n\n\n

Participants receive an invitation with a short introduction from Aime and fill in the scan. That takes about twenty minutes.<\/p>\n\n<\/div>\n\n\n

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Step 3<\/p>\n\n\n

Mapping role profiles<\/h3>\n\n\n

We convert your job descriptions into role profiles in the me.scan. You check them before they count.<\/p>\n\n<\/div>\n\n\n

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Step 4<\/p>\n\n\n

Getting started<\/h3>\n\n\n

The results come in and we explain how to use the dashboard. From that moment it works.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

You measure talent once; that picture is stable. How that talent is put to work you then follow with the annual update, and that is in every plan.<\/p>\n\n<\/div>\n\n<\/section>\n\n\n\n

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See your organisation
like never before<\/span><\/h2>\n\n\n

In a demo we show what the dashboard can mean for your organisation.<\/p>\n\n\n

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Request a demo<\/a><\/div>\n<\/div>\n\n<\/div>\n\n\n

What it costs depends on your size and on what you want alongside it. See the plans for organisations<\/a> or work it out directly in the quote calculator<\/a>.<\/p>\n\n<\/div>\n\n<\/section>\n\n","protected":false},"excerpt":{"rendered":"

Utilised talent and natural potential, team dynamics and drop-out risk \u2013 always aggregated and never traceable.<\/p>\n","protected":false},"author":3,"featured_media":253,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-3517","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3517","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/comments?post=3517"}],"version-history":[{"count":22,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3517\/revisions"}],"predecessor-version":[{"id":5590,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/pages\/3517\/revisions\/5590"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/media\/253"}],"wp:attachment":[{"href":"https:\/\/intelligent-ritchie.85-214-17-68.plesk.page\/en\/wp-json\/wp\/v2\/media?parent=3517"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}