Let’s be real, when it comes to people strategy, most businesses are still driving with one eye closed.
They rely on gut instinct hiring, generic engagement surveys, one-size-fits-all development plans. And then wonder why performance plateaus, top talent walks and teams feel burnt out or disconnected.
Harrison Analytics changes the game.
It’s not just another HR tool, it’s a revolution in how we understand people at work. A blueprint for building stronger, smarter, more aligned teams. A GPS for every part of the talent journey, from recruitment and onboarding to leadership, succession and culture transformation.
If you want to lead differently — and more effectively — have data driven insights which help you ask better and different questions so you can make more strategic people business decisions, this is your invitation to step into a new way of thinking.
This Isn’t Personality Profiling — It’s Talent Intelligence
Where most profiling tools give you a snapshot, Harrison Analytics gives you a panoramic view.
What makes it is different is that it analyses over 175 traits, interests and preferences revealed through just one very SmartQuestionnaire™,:
- Behavioural strengths, potential derailers and blind spots
- Stress behaviours under worked related pressure
- Emotional intelligence
- Work environment preferences (including remote-readiness)
- Leadership competencies
- Sales Competencies
- Engagement expectations and satisfaction
- And crucially—Paradoxical Leadership: the ability to balance seemingly opposite traits like being both assertive and helpful.
Instead of the typical 4 scales which use an either-or comparison, Harrison dives into nuance of how the traits interact, how they shift under stress and how people really show up in their roles. It helps you spot future stars, flag potential risks and support people to perform at their best without guessing.
This is insight you can act on because it reflects how humans actually behave in the complexity of work.
The Power of Paradox: Where Leadership Breaks or Breaks Through
Let’s be honest: people don’t quit jobs, they quit bad management, unclear expectations and work that doesn’t light them up or use their strengths. If your team’s disengaging, the problem might not be them.
Here’s the truth most leadership models ignore: being great at one thing isn’t enough.
You might have a leader who’s bold, visionary and decisive but what happens if they steamroll others or resist feedback under pressure? Or someone kind, empathetic and people-focused who avoids conflict and can’t make tough calls?
That strength in both cases becomes a liability.
Harrison’s paradox model doesn’t just assess whether someone is “good” at a trait, it looks at whether they’ve mastered the tension between two seemingly opposite, and equally valuable behaviours.
This is where real leadership agility lives.
It shows you who leads with balance and who tips into overdrive when the pressure’s on. It pinpoints development areas that most organisations never even think to look for.
And it unlocks conversations that go way deeper than “how’s your leadership style?”
Predict Performance. Don’t Just Hope for It.
Most hiring and promotion decisions are still made on a 50/50 bet. We rely on interviews, CVs, and a gut feeling.
Sometimes we get it right. Sometimes we don’t…….and it costs us.
With Harrison, accuracy rates can hit 95%. Why? Because it maps role fit and culture fit, behavioural strengths and stress reactions, job expectations and motivations. It shows you who’s likely to succeed before you bring them in and exactly how to set them up for success once they arrive.
That’s not just smart hiring. That’s long-term thinking.
So, Harrison automates the bits of HR that software can do really well………….. allowing human HR to focus on the bits only humans can do. This data helps reduce recruitment admin by 75%, lowers dependency on external agencies and drastically improves retention.
Because when people are in roles that suit who they are, they don’t just stay, they excel.
Engagement That Actually Means Something
You’ve heard it a thousand times—“engagement drives performance.”
But how are most companies measuring it?
Most use anonymous surveys that generate vague heat maps, watered-down feedback, and very little actionable insight.
Harrison flips the script. It measures 18 core engagement expectations—across 8 key areas such as worklife balance, authority, communication, recognition, appreciation, renumeration, development—and it ties them to individual profiles.
This means you can finally understand who is engaged, why they’re disengaging, and what to do about it.
You can track trends across the business or functions and also sit down with an individual and say: “Here’s where your expectations aren’t being met. Let’s talk about it.” or equally, to know where to focus to have honest conversations if there is nothing you can do about it at this moment in time
That’s not just engagement reporting. That’s a real-time conversation about what matters most to your people.
From Data to Decisions: The Dashboard That Drives Change
We don’t need more spreadsheets, we need insight we can use.
Harrison’s dashboards are visual, colour-coded and intuitive. They show strengths, gaps and risks at a glance, whether you’re looking at a single individual or a full leadership team. You can zoom into one individual, one function, one region, or the entire organisation.
This isn’t data for the sake of it. It’s data that drives:
- Smarter succession planning
- More effective team development
- Focussed leadership conversations
- Clearer hiring decisions
- Stronger alignment between culture, capability and strategy
- Targeted budget spends to where it will make a difference
In a world obsessed with dashboards, this one actually delivers value.
Built for Customisation. Designed for Scale.
What makes Harrison different is its flexibility. You don’t have to use the whole suite to see results.
You can start with a single aspect —say, engagement or leadership development—and scale as you go. Or you can go all in, building a fully integrated people strategy powered by analytics, not assumptions.
It’s perfect for small businesses wanting to get strategic with people decisions—or large organisations tired of generic tools that don’t reflect the complexity of their teams.
And as your business evolves, so can your people strategy.
The ROI is Undeniable
Harrison isn’t just a “nice to have” it drives hard business value.
Here’s what clients consistently report:
- Up to 95% improvement in hiring accuracy
- 75% reduction in recruitment admin
- Increased retention and reduced turnover
- Greater productivity and role fit
- Faster development and coaching results
- Clearer, data-driven decision-making at all levels
- Budgets that are spent where they will make a difference
You’re not just investing in insight. You’re investing in outcomes with measurable returns.
The Future of Leadership is Here ……and It’s Measurable
We’ve entered an era where so called “soft skills” like adaptability and emotional intelligence aren’t just buzzwords, they’re you’re super powers, the make-or-break leadership capabilities. And yet most businesses still don’t have a way to measure or develop them effectively.
Research by Deloitte finds that only about 4% of businesses use predictive talent analytics and yet those who do outperform their competitors on hiring, retention, and productivity.
That’s where Harrison comes in.
It gives you the visibility, the vocabulary, and the validation to build better leaders, stronger teams, and more resilient cultures. It bridges the gap between potential and performance and puts you in the driver’s seat.
If you’re serious about leadership, culture, and long-term business success, this is the smartest move you’ll make.
Ready to see it in action? [Book a free system demo] and discover how Harrison Analytics can power up your people strategy.
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