The Framework

Built on Evidence.
Not Intuition.

Our platform codifies 50 years of organizational psychology and leadership research. We operationalize academic rigor into business results.

INTOIR JD-R BIG 5 LMX

Core Methodologies

We integrate classic psychometrics with modern leadership theory to provide a holistic view of your organization.

balance
Job Demands-Resources
Burnout vs Engagement
fingerprint
Big Five (FFM)
Personality Traits
diversity_3
LMX Theory
Leader-Member Exchange
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Transformational Lead.
Inspiring Growth
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Communication Styles
Team Dynamics
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Self-Determination
Motivation Drivers
psychology
Psychological Capital
H.E.R.O. Model

The Balance of Power

The JD-R model posits that employee well-being is the result of a balance between negative Job Demands (workload, conflict) and positive Job Resources (autonomy, feedback).

High Demands + Low Resources
= Burnout & Turnover
High Demands + High Resources
= Engagement & Growth
Application

Our modules continuously measures this ratio to predict burnout risks before they happen.

Decoding Personality

The Five Factor Model (OCEAN) is the gold standard in personality psychology. It measures Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

Openness Conscientiousness Extraversion Agreeableness Neuroticism
Application

Our 'Dialogue' module profiles managers and employees to generate personalized communication guides that bridge personality gaps.

Leader-Member Exchange (LMX)

LMX theory focuses on the dyadic relationship quality between a leader and each subordinate. It differentiates between 'in-group' (high trust) and 'out-group' (formal) relationships.

person
Leader
group
Member
Application

We assess the quality of these relationships to predict employee retention. High LMX scores correlate with lower turnover and higher citizenship behavior. In addition, we provide leaders with tools to improve their interpersonal skills and build stronger relationships with their teams.

Transformational Leadership

Moving beyond 'transactional' management (rewards for work), this theory emphasizes inspiring followers to achieve extraordinary outcomes and develop their own leadership capacity.

IdealizedInfluence
InspirationalMotivation
IntellectualStimulation
IndividualizedConsideration
Application

We assess these abilities to help leaders develop their transformational leadership skills and build stronger, more engaged teams.

Communication Styles

Understanding how information is exchanged is critical for team cohesion. We map individuals on axes of assertiveness and expressiveness to reduce friction.

campaignDirect
groupsSpirited
handshakeConsiderate
analyticsSystematic
Application

We help individuals understand their communication preferences and adapt their style to better connect with colleagues.

The Source of Drive

Self-Determination Theory argues that all humans have three basic psychological needs. When these are met, motivation becomes intrinsic (internal).

  • 1. Autonomy: Control over one's work.
  • 2. Competence: Feeling effective and capable.
  • 3. Relatedness: Feeling connected to others.
Application

We measure these drivers to help leaders move beyond 'carrots and sticks', creating environments where high performance is self-sustaining.

The H.E.R.O. Mindset

Psychological Capital (PsyCap) measures an individual's positive developmental state. Unlike personality (which is fixed), PsyCap can be developed.

H
Hope
E
Efficacy
R
Resilience
O
Optimism
Application

We track PsyCap as a leading indicator of organizational agility and the ability to handle change management.

Data vs. Guesswork

Traditional HR relies on annual surveys and intuition. Intoir relies on continuous data streams and proven models.

Traditional Approach Intoir Approach
Annual Engagement Survey arrow_forward Continuous Pulse (JD-R)
Generic Feedback arrow_forward Profile-Based (Big 5)
Feel-good Metrics arrow_forward Financial ROI

Intoir

From compliance to profit center. The science of human potential.

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