Tackle Big Problems
Organizations often stumble when trying to adopt new technology. Old habits, well-known work processes and established legacy systems cause resistance to new systems...
...and technology. Yet some people – the early adopters – quickly embrace new technology, while most people lag behind. How can you get everyone to define the compelling reason to adopt new technology and the best real-world value and application? Our self-directed learning approach leads to wide-spread, willing adoption. So you can quickly realize the value of your technology investments.
If you're struggling with technology adoption, you may be interested in our new white paper "2 Big Tips for Technology Adoption."
Change is a constant. So too is the challenge of leading change. It’s no wonder senior executives, middle and first-line managers, and individual contributors struggle: they must keep the...
...current business strong while driving the transition to new attitudes, business models, systems and markets. Sofia makes great change leadership by everyone in the organization possible.
Sales Performance Improvement
It’s a fact: 20% of sales people generate 80% of sales. What would it mean if all of your sales people were top 20% performers? The best way to improve sales performance...
...is with great mentoring, but you want your best sales people out selling. Neuroscience based self-discovery by your top sales people creates a comprehensive sales development program in hours. Not days or weeks. Self-directed learning is like having a great personal mentor for every sales person, even if they are just sitting in a customer’s parking lot thinking: “What did my mentor tell me to do in this situation?” They can just go online and recall the mentor’s advice – without requiring the actual mentor.
Recruiting and hiring new people takes immense resources. And new people start when they start. So, you better be ready. Yet few organizations do a good job of quickly bringing new hires...
...up to speed. Sofia changes all that. Self-discovery lets you inexpensively build a comprehensive library of expertise. Then, like having great mentor guiding them, self-directed learning brings your new hires up to speed in short order.
Supply Chain Improvements
Getting products and services to your customers efficiently is essential for success. But new solutions often require major modifications to your supply chain. Balancing new and old...
...requirements is as much art as it is science – and finding that balance is always a challenge. Experts use our self-discovery to define how to manage supply chain transitions. Self-directed learning guides everyone else to implement the new systems and processes without sacrificing current revenues.
Customer Service/Sales Call Centers
Call centers can be incredibly high pressure. Intense metrics like response time, abandonment, first call resolution and more lead to low morale, high turn-over and degraded customer...
...experiences. Yet some people thrive in call centers. With our solution, in just 2.5 hours you can discover why some of your call center personnel love the work, and, in real-time, over about 8-20 hours, mentor everyone else to develop the attitudes and behaviors of these stars. Turnover drops to the low single digits and customer satisfaction scores soar.
Discover the Wisdom of Your Stars
Our neuroscience-based, self-discovery technology guides your experts to articulate their “secret sauce” in just a few hours. Great expert content is essential for excellent instant mentoring. Then, less than a day later their wisdom can be rolled out broadly. Organizational responsiveness has never been this fast. Or this easy.
Sofia® NeuroMentor™ System
Your people are too busy to get better. That changes with our neuroscience-enabled mentoring system, Sofia. It’s like they have a great personal mentor guiding them to excellent execution in the exact optimum instant for their success. The result: everyone performs daily functions better.
Whether you have 10 people in the same location or 10,000 around the world, give all your people the experience of having a great mentor. Cloud and mobile technology means everyone, anywhere gets the NeuroMentor experience, seamlessly and at very low cost.
Real Problems. Real Results.
When it comes to making the investment in learning programs and technology, HR managers and chief learning officers always have two key questions in mind: will it work and will it provide a positive return on investment. Over the past 20 years, our neuroscience-based technology has consistently delivered exceptional results.
Take a look at these examples and then sign up for a Sofia® demo today.
Per-store turnover reduced from 250% to 50%
Major fast food chain
High employee turnover; need to develop restaurant managers
Doubled sales of new product line
Digital advertising company
Need to improve performance of sales team for product launch
Saved $50 million in inventory costs
Supply chain managers underperforming
Over 90% of users demonstrate the attitudes, behaviors, and performance levels of the star performers and our clients all report excellent ROI results.
From the Wisdom Blog
Cerebyte uses the latest advances in web technology and neuroscience to give all users the experience of having a great personal mentor, dramatically and quickly improving performance. Learn from our experts.
I frequently get asked: “Does your system use artificial intelligence (AI) or machine learning (ML)? As soon as people hear that our technology gives people the same experience as having a great personal mentor, they jump to the conclusion that it must be a form of AI/ML. AI in particular…Read More
This senior manager said: “Part of the problem with poor performers is that I have so little insight into what my people are doing that I can’t tell if they are OK or screwing up until it is too late – and then I get a nasty surprise. I would…Read More
Poor performers are a problem. Managers universally hate dealing with poor performers and the problems they create. Over the last few weeks I have had several discussions with senior, middle and first-line managers about what bothered them the most. Somewhat to my surprise, what they saw as the issue that…Read More
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