Success as a Service

Agile Hive Analytics

Agile Hive Analytics


Why people matter?

Organizations are complex entities and people are even more complex. However, people are the organization. They work together, have relationships, change structures, define the underlying principles, policies and workflows.
So, to optimize organizations you need to have specific analytics methods and tools that can deal with this complexity, have a people-centric perspective, understanding that your business as a living organism.



What is Agile Hive Analytics?

Agile Hive Analytics (AHA) is a new, cutting-edge way of looking at organizations, businesses, value-generation, and processes. AHA is about boosting your bottom line, finding the best ways to grow, and to get you to the top (and to stay there).
Our analytics methods and tools help our partners to create agile high-performance organizations.
But we don’t just answer business analytics questions. We will develop roadmaps that tell you what you should be doing next, how, and when.


How does it work?

Does your structures look like this?

Seeing organizations as being a hierarchy often hinders finding the best way of analyzing them.
Organizations are complex – and people even more. Therefore, you need very sophisticated tools to analyze this complexity.

To us, organizations are not hierarchies...

…they can be much better understood as

How we analyze and transform your BeeHive…

  1. Find what matters.
  2. Map value creation
  3. Match talents with value
  4. Create value clusters
  5. Initiate an agile transformation.

Step 1: Decode what matters most …

…and in particular what elements really contribute to your bottom-line.

Step 2: Analyze & map...

…your value-generating relationships, dependencies, and value workflows.

Step 3: Match talents with value...

…by determining the business units and roles where your Talents will have the biggest impact and capturing your Talent gaps.

Step 4: Create high-performance clusters...

…through increasing the density of top-performers along the value-generation chain and creating value-clusters of high-performance teams.

Step 5: Initiate agile transformation...

…into an organization that achieves extraordinary adaptiveness, growth, market share.
During agile transformation, your organization will change its way how it delivers value and seeks to optimize it for rapid innovation, fast value delivery, and quick market validation.

Our approach is very powerful, while straightforward:

  • We align value, talents and structure.
  • We create high-performance value-clusters.
  • We develop value-creation roadmaps.

We investigate networks and social structures to decode the complex forces that shape behavior and information flows.

The way we do it is unique: we developed a set of cutting-edge tools, such as advances people and team analytics, value cluster mapping and AI, and combine it with our proprietary and revolutionary business analysis methods.
With this toolbox, we create a hands-on organization-specific transformation and value-creation roadmap for you.

Management & Leadership

Work Engagement and Impact on Work Performance

Organizations are always looking for ways to improve employee productivity, and they can learn from high-performing companies. Companies like Google, Apple and Netflix are 40% more productive than the average company by using a mix of employee performance management...

Three types of aggression and how to detect them.

Interviewer: Do you easily get agitated?Candidate: No, not at all. Interviewer: What would you do, if you do not agree with your teammate’s idea on a certain assignment.Candidate: I would listen to his ideas and then try to convince him but if he does not get...

Do you wonder why your company earnings are declining?

One major reason for a company to not have business success despite high vision and planning is because of the negative behaviour of a few of its employees. Negative behaviour is an outcome of emotional imbalance within an employee which with time can be overtly...

What is People Analytics? …and how does it help to get the best talents and teams?

People analytics is a data-driven approach to managing people at work. For the first time in history, business leaders can make decisions about their people based on deep analysis of data rather than the traditional methods of personal relationships, decision making...

Google Spent a Decade Researching What Makes a Great Boss. It Came Up With These 10 Things

"People leave managers, not companies." We've all heard it. Many of us have experienced it. But what makes people want to leave a manager in the first place? And if you happen to lead a team, what qualities can make you better? Those are the types of questions...

Leadership character and corporate governance

When it comes to selecting and assessing CEOs, other C-suite level executives or board members, the most important criteria for boards to consider are competencies, commitment and character. This article focuses on the most difficult of these criteria to assess –...

Judgment: The Personality Blueprint – what happens when leaders are under pressure

At the intersection between a leader’s personality and decision making, there is a pressure point where personality style will be the ultimate influence on business judgment. “Leaders with higher learning orientation are more likely to embrace ambiguity, complexity...

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