A leading university, striving to become a world-class research and innovation hub, was facing significant resistance and skepticism from its employees. Staff members expressed frustration with the bureaucratic processes that stifled creativity and innovation, despite the university's bold vision for transformation. The disconnect between the institution's aspirations and the employees' lived experiences created tension, disengagement, and stalled progress toward the university's goals.

A fast-growing technology company was facing an unexpected issue—despite rapid expansion and the countless new opportunities that came with it, employee engagement was steadily declining. Leadership struggled to understand why the team wasn’t responding positively to the challenges that accompany hypergrowth, such as evolving roles, shifting structures, and increased growth opportunities. Instead of embracing these changes, employees appeared frustrated, disconnected, and resistant to the company’s future vision.

Managers noticed that collaboration was becoming strained, creativity had stalled, and high-potential employees were losing motivation. Leadership suspected that a lack of adaptability, ambition, and drive to excel was holding employees back. They also believed part of the problem stemmed from ineffective communication of the company’s vision and future aspirations—employees did not seem to see themselves as part of the company’s long-term success. To realign their teams, leadership needed data-driven insights into the root causes of disengagement.