MAP for Workplace utilizes a set of sophisticated online tools like no other in the world to:
  1. Measure and provide in-depth reports - expressed as quantitative data and qualitative descriptions - on what you and your staff think of 5 specific workplace areas:

    • Culture
    • Team
    • Operations
    • Market
    • Product

  2. Launch a process that helps build high-performance and success in your workplace by:

    • Empowering you and your staff to work out for yourselves, the best and most effective ways to improve all of the above 5 specific workplace areas.
    • Providing you and your staff with assistance and guidance to achieve this improvement through engagement and alignment - and ultimately, creating wellbeing
MAP Report


MAP measures the inner social cohesive bond that holds your team together. A higher score indicates a higher degree of resilience, capacity and competence. The higher the score the greater the tendency for the team to create, lift and actualize shared vision, not just on a daily basis, but also in problematic and challenging situations. A higher score tends to suggest less sick days, a higher degree of team spirit and better productivity.


MAP identifies the importance your team or organization places on the role of the customer in daily decision-making. It also highlights the degree to which they believe that the team or organization is committed to deliver a tangible benefit to the market.


MAP measures the degree to which your staff believes that the quality of your team or organization's systems and processes, and the manner in which they are executed, is underpinned by a clear awareness of the team or organization's objectives. It also measures the degree to which your staff feels that the systems and processes function optimally to deliver your goals.


MAP measures the degree to which your team or organization feels that the potential of your product (or service) has been realized. It also measures the gap between where your product (or service) currently stands and where your team or organization believe it could be. This measurement presents a great opportunity for staff and group dialogue.


MAP identifies the degree to which each staff member feels content, fulfilled and focused as a member of the team and as an employee in the organization.

What is the focus of MAP for Workplace throughout the process of engagement and alignment?

A core feature that makes MAP unique is its focus on helping to improve the engagement and alignment of shared positive values, vision, mission and purpose of your workplace - and, ultimately, to create wellbeing.

This applies to the individuals in your workplace - and the workplace, as a whole entity, be it a team or organization, of any size.

And, of course, it is through improved engagement and alignment that better performance and greater success for the workplace is achieved.

What are the specific outcomes achieved by MAP for Workplace?

The above broad outcomes of MAP - high-performance and greater success - are supported and underpinned by practical, everyday specific outcomes. These have been measured in high-quality research studies and include:

  • Improved company financial performance
  • Increased proactivity and activities aligned with extracting successful outcomes
  • Increased customer loyalty and satisfaction
  • Increased clarity about roles and responsibilities and how to accomplish tasks ahead of deadlines
  • Higher stakeholder value
  • Fruitful working relationships between colleagues
  • Reduced stress
  • Increased flexibility, innovation and creativity
  • Reduced employee turnover
  • Reduced sick days
  • Reduced absenteeism

Research Highlights

"Social support is the perception or experience that one is cared about by others, esteemed and valued, and is part of a social network of mutual assistance and obligations…Its effects are manifold…A socially supportive environment enables people to appraise potentially stressful events as less stressful. People react with less physiological engagement…thus experience fewer biological costs, and cope more effectively with work stress and make better decisions…It protects against poor health, mental health problems, job dissatisfaction, and absenteeism."

2008 review of workplace environment research: The Psychologist-Manager Journal

"Based on approximately 200,000 employeees working in 7,939 business units in 36 companies, this study examine[d] the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents."

"Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

2002 research meta-analysis of workplace psychology and business outcomes: Journal of Applied Psychology

"Positive affect [or feelings in the workplace] enhances problem solving and decision making, leading to cognitive processing that is not only flexible, innovative, and creative, but also thorough and efficient. These cognitive effects…are considered in the context of effects on social interaction that show that positive affect leads to helping, generosity, and interpersonal understanding…and particularly for a role for…employee satisfaction, in generating customer satisfaction."

2001 review of positive affect (feelings) in the workplace: Journal of Consumer Psychology
A wonderful tool for authentic leadership and the release of energy for creativity and innovation in teams and organizations.
- Professor Robert Marshall