Take the 100% guesswork and 70% wasted potential out of managing people

Catch up quickly:

Replace years of organization guesswork with management systems based on how people actually work  (details below)

Get full access to humaneering NOW, several years before its open release  (details below)

Discover how our newest 17 Development Partners generated $3.7B of CFO-documented “Organizational EBITDA” in just the first year of their first initiative targeting people-dependent operations (details below)

Executives can finally resolve intractable workforce challenges for improved financial performance and organizational effectiveness with early access to humaneering  (details below)

Replace years of organization guesswork with management systems based on how people actually work

Big picture:  Humaneering enables organization executives, managers, and professionals to have a complete understanding of people for managing the human side of business. Humaneering transforms hundreds of narrowly focused human science disciplines into a more complete and precise understanding of how to optimize people-dependent business operations.

What’s new:  Humaneering was conceived in the 1930s by Purdue University industrial psychology professor Joseph Tiffin, yet development stalled until the nonprofit Humaneering Technology Initiative (HTI) launched in 2002, Humaneering’s first application is human work, finally enabling management to more fully transform human potential into business results.

 By the numbers: Now in its 20th year, HTI’s development and application of humaneering has thus far involved . . . 

    • 200+ science disciplines, from biology and neurology to systems and complexity
    • 1,300+ academic scholars, from Nobel Laureates to paradigm pioneering doctoral students
    • 670+ organization executives, managers, and professionals, all betting on humaneering
    • 430,000+ knowledge workers, all increasing their performance and career prospects with humaneering
    • 92 “research partner” business organizations, including multi-nationals, segment leaders, and VC-backed techs
    • 2005, 2009, 2015 and 2019 beta versions confidently released for field application experiments

How success is measured: Whereas success in science disciplines like leadership, human resources, management, and organization behavior is measured in academic journal citations, success with humaneering is measured by its impact on management’s metrics, like profit, revenue, and productivity.

Illustration of the Science-Practice Gap

Get full access to humaneering NOW, several years before its open release

How this works:  Humaneering remains a protected trade secret during development, yet it is available years ahead of open release through a royalty free IP license to organizations that become Development Partners. 

What’s the cost:  Humaneering is free to use, similar to engineering, yet reasonable costs are involved to either learn humaneering or hire someone who can guide its application. Organizations typically retain licensed humaneers from HTI to start, and then train and license selected organization members to maintain and continue making improvements.

What’s the payoff: Most organizations are rife with underperforming knowledge workers and other organization challenges that are readily resolved with humaneering-based management methods. Initiatives that tackle this “organizational debt” typically achieve payback in weeks and continue to generate “organizational EBITDA” for years to come. 

Not for everyone:  Humaneering is cutting edge despite its conservative development principles and methods. Based on the consistent and substantial success of v3.0 (2015) and now v4.0 (2019), our existing Development Partners encouraged us to expand access to a greater number of “interested” executives — the “Visionaries” in Everett Rogers’ “Diffusion of Innovation”. You know who you are.

Innovation Adoption Cycle

Discover how our newest 17 Development Partners generated $3.7B of CFO-documented “Organizational EBITDA” in just the first year of their first initiative targeting people-dependent operations

Why it matters:  Years of piecemeal research findings and wishful theorizing about organizations have inevitably led to as many years with management left to speculate how to best organize and manage the human side of business. Organization executives, managers, and professionals had no better alternative, until now.

What this means:  Organizational dysfunction is the accepted norm, resulting in $Trillions of “organizational debt” and persistently frustrating executive visions, strategies, performance, and careers.

What’s in it for you:  Humaneering-based management methods isolate underperforming management systems and their waste — aka “organizational debt” — and provide fresh, fit-for-purpose alternatives to create the high-functioning organization executives expect, need, and deserve.

The bottom line:  Initiatives that resolve management-system underperformance and related people issues liquidate “organizational debt” and generate “organizational EBITDA”.

Definitions of organizational debt and organizational EBITDA

Executives can finally resolve intractable workforce challenges for improved financial performance and organizational effectiveness with early access to humaneering

Act now:  Every few years, additional Development Partners are selected to get early access to humaneering-based management solutions. These organizations achieve financial, human-performance, and strategic advantages. In exchange, HTI gets application experience and user data needed to create superior human technology. That time is now.

How this works:  HTI monitors the global marketplace to identify well-managed organizations suffering from people and organizational challenges. After vetting the business, we invite a top executive. Not every business accepts, so we progressively invite vetted organizations until the program is full. No advertising; no sales funnel, no digital tracking; no telephone calls. Just paired interests transformed into a win-win relationship.

Next steps:  Accept your invitation. Not invited (yet), then schedule a conversation with the program director to (a) discuss your business challenges and organization dynamics, (b) learn about the Development Partner opportunity, and (c) reimagine the higher-performing organization you expected, need, and deserve. If interested, we vet an invitation for you.

Start-up options:  Development Partner invitations can be accepted within 30 days from receipt, then the opportunity is offered to another organization. Choose from three flexible options to accept:

 

    1. Schedule your first initiative to start within 4 months
    2. Schedule your first initiative to start in any quarter within 3 years
    3. Start as a Development Insider — a vetted and IP-licensed prospective Development Partner — preserving your opportunity and giving you more access to knowledge and more time to learn about the possibilities

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More briefing dates announced!

Be Prepared for Humaneering

Get up-to-speed on humaneering at this virtual briefing for organization executives, managers, and professionals. Prepare for a breakthrough in 21st century workforce management, with pre-release availability in July 2022.