Be right more often about people.
Validated psychometric assessments and an organizational read, used one decision at a time, so judgment has evidence sitting next to it.
We use these inside our major engagements, and they are available on their own.
Start free
Quick diagnostics.
Five minutes. A result you can act on. Five free diagnostics, no email required. Each one focuses on a different angle of organizational or personal performance — pick the one that matches the question you're trying to answer.
Each one is also the on-ramp to a Clarity Call. Complete any diagnostic first and the $99 call fee is waived. The diagnostic is free, and the call becomes free with it.
- The Governance Health Check's free read →
15 questions for board chairs, mayors, councillors, and directors on how defensible your board's evaluation of its CAO, CEO, or Executive Director really is. - Org Pulse →
25 questions on where your organization is thriving and where pressure is quietly building. - Decision Quality Index →
18 questions on how you actually make decisions under pressure. - The Workplace Read →
20 questions on what's actually happening at work and what to do about it. - The Supervisor Blind Spot →
10 questions on your supervisor archetype and an area that often shapes how you show up as a leader.
You're the one who has to stand behind the result, and the process that produced it was never really yours.
I've been on both sides of that table. The side making the call, and the side being measured by a process someone else built.
What a strong data layer adds.
A clear, validated read on how a person, a team, or the organization actually works. A fourth input that sharpens the decision in front of you rather than replacing your judgment.
Senior people decisions get made every week. Hiring a director. Promoting a manager. Restructuring a team. Naming a successor. Choosing whether to coach a leader or move them into a different role.
Each of those decisions deserves more than three inputs. A validated assessment adds a fourth: a structured, comparable view of how a person actually shows up — cognitive style, growth capacity, work style, leadership readiness. The kind of view interviews alone can't produce.
A good assessment doesn't replace judgment. It gives judgment something to push against. You can't maintain what you haven't measured: a validated assessment is the inspection that tells you where the maintenance actually needs to happen.
What's available.
A validated read for each kind of question — one person's readiness, a team's dynamics, or the whole organization. Pick the input that matches the decision; the mechanics sit beneath each one.
The biggest people decisions need a process behind them, not just instinct.
Individual and team assessments.
Work Style & Personality Assessment. A validated psychometric assessment of work style, strengths, and development areas. Best for cross-functional groups where individual development is the primary goal — including final-stage hiring decisions and promotion readiness conversations. Each participant receives a confidential individual development report before a sixty-minute group debrief.
Team Performance Intelligence Package. One assessment. Two reports. Two debriefs. Built for intact teams where both individual development and collective team dynamics matter. Each participant receives a private individual development report. The team receives a team report showing aggregate function and friction points. Delivered across two sixty-minute sessions.
Leadership Readiness Assessment. For pre-promotion decisions and leadership pipeline planning. Identifies cognitive style, growth capacity, and leadership potential for individuals being considered for expanded roles. Available as a group engagement — most useful when an organization is mapping the readiness of multiple potential successors at once.
Organizational diagnostics.
Organizational Health Diagnostic. A full diagnostic engagement — not a single assessment. Structured interviews, all-staff survey, full written diagnostic report, and executive debrief. Built for organizations where the question is "what is the source of the friction, and where does it sit" — not just "is there friction."
How assessments fit into BlueChip work.
BlueChip assessments are built to live inside a larger engagement. Inside Preventative Governance work specifically, the assessment is what makes the conversation more than opinion. The leadership assessment inside a governance evaluation gives the council and the CAO a shared, validated read to talk from, instead of two competing impressions. The cohort begin-and-end assessments inside a Leadership Academy. The quarterly assessments inside Embedded HR + AI Advisory.
Standalone engagements are available — particularly when the question is narrow:
- Is this person ready for the next role?
- Where does the friction on my leadership team actually come from?
- What does my organization look like to the people inside it?
When the question is one of those, an assessment without the surrounding service can be exactly the right entry point. Standalone engagements are designed to surface adjacent work when it fits, but the assessment itself is the deliverable, on its own terms.
Why BlueChip.
A good assessment isn't the report. It's the conversation the report makes possible.
An undergraduate degree in education and a Master's in coaching, for the developmental conversation that follows the data. Senior HR background (training and development, recruitment, investigations) for the functional decisions the data supports. Public sector administration experience, for understanding how the data lands inside complex organizations. Twenty years in high-stakes competitive environments, for reading what the data is actually saying, and what it isn't.
Every assessment BlueChip delivers includes the tool, a structured debrief, and a written report. No scores handed over without context. No reports pushed across the table for the leader to interpret on their own.
The logistics.
Pricing varies by assessment and group size. Shared on a Clarity Call so the number reflects the actual scope. The $99 Clarity Call fee is credited against your first invoice if the conversation leads to an engagement.
Group sizes range from individual engagements (a single Leadership Readiness Assessment before a promotion call) to teams of twenty-plus.
Delivery is in-person or virtual — your call. The Organizational Health Diagnostic always includes some in-person time, given the nature of the interviews.
Travel is a separate line item. BlueChip is based in Edmonton; on-site days outside the Edmonton area include travel, broken out in the proposal.
Not sure where to start?
If you have a specific question and you're trying to figure out which assessment fits, start with a Clarity Call. Thirty minutes. We talk about the decision in front of you, the data layer that would actually help, and which assessment — if any — is the right move. Sometimes the answer is a standalone assessment. Sometimes it's a governance evaluation, a Leadership Academy, or Embedded HR + AI Advisory where the assessment lives inside a larger piece of work.
You stop absorbing people problems, and start catching them while they're still small.
Blue-chip people and leaders, and decisions you can defend.
Where to go from here.
Book a Clarity Call
You know the situation. You want a working conversation with someone who'll tell you the truth and map next steps. Fee credited against the first invoice if you engage. Already run a free diagnostic above? The $99 is on us.
Book a Clarity Call →