Direction developed various tests that have been proven scientifically and in practice:
Mindbugs test
unconscious biases test: Gender & Leadership
Diversity in leadership within organizations can provide a powerful competitive advantage. It all starts with recognizing and acknowledging 
our Mindbugs. Like many other organizations, test whether you and your colleagues have unconscious preferences in terms of leadership and gender (M/F), and turn diversity into a success.
Mindbugs play a major role in the organization of diversity. One of the secrets of a successful organization is creating a working environment in which people can enter into a dialogue with each other in a good, honest, and constructive manner. That means openness and equality. The more diverse the team composition is, the more solid the dialogue will be within the organization.
Contact Esther Mollema for more information!
feedforward analysis™
the mind friendly 360° feedback tool
Feedback is essential for the success of an organisation. Unfortunately, a lot of 360 degree feedback tools are not as effective as they should 
be. More and more research on how the brain works shows that it is very difficult for people to cope with feedback. Scientists now claim that feedback does not stimulate growth and improvement and therefore learning, but can often actually have an adverse effect. Also, feedback does not always take into account the essential qualities that are necessary for the creation of High Performance Teams and Organisations.
Follow the example of many other businesses, non-profit and public organisations; get started with the brain-friendly and scientifically validated feedforward analysis™!
Go to our feedforward analysis™ website!
HPO Diagnosis
improvement begins with understanding
An organization can determine its HPO status by conducting an HPO Diagnosis (virtual and/or onsite) . During the HPO Diagnosis managers and employees fill in the HPO Questionnaire (available in 15+ languages), in which they indicate how well the organization performs on the 35 HPO characteristics, on a scale of 1 (very bad) to 10 (excellent). Thereupon the average scores on the five HPO factors is calculated and put into a graph. From this graph it can be seen whether the organization is already an HPO (which means a score of at least 8.5 on all HPO factors) and which HPO factors show a dip in the graph and therefore have to be improved. During a workshop with management and employees the results of the HPO Diagnosis and the HPO graph are discussed and an action agenda, with actions to improve the HPO scores, is drafted. In the next one to two years, the organization then has to work dedicated on these actions in order to improve its HPO scores and its competitive performance.