Practical guides, research documents, and overviews for HR leaders, coaches and program teams using IRIS.
One platform for all your behavioral development—with measurable growth. See how IRIS gives organizations one continuous behavioral layer for understanding, developing and measuring people across the employee lifecycle.
Scientific evidence for the IRIS Behavioral Assessment — including test-retest reliability, inter-rater agreement, internal consistency, and validity studies. Based on a normative sample of 9,000+ participants across 25 languages.
A side-by-side comparison of IRIS against Hogan, DISC, MBTI, Predictive Index, Birkman, and CliftonStrengths — covering what each measures, core purpose, change lens, and coaching conversation orientation.
A visual overview of the eight foundational skills to individual growth—Emotional Self-Awareness, Self-Assessment, Self-Alignment, Self-Confidence, Self-Blame, Self-Restraint, Stress Tolerance, and Resiliency.
A comprehensive 20-page guidebook covering the eight foundational building blocks to individual performance and growth, including practical exercises for each imperative.
How the IRIS platform aligns with all 8 ICF Core Competencies—designed specifically to help coaches deliver their best work while meeting professional standards.
A one-page reference covering all 92 behavioral attributes and 11 behavioral dynamics measured by IRIS, organized by category.
A two-page overview of the IRIS survey platform for professional coaches—covering key features, survey process, and how coaches use IRIS to demonstrate client growth.
A print-ready trifold brochure highlighting IRIS's growth-focused science, key metrics (1M+ surveys, 1000+ studies), and value proposition for professional coaches and workforce programs.
How coaches, HR teams, workforce programs, and organizations have used IRIS behavioral intelligence to hire better, develop people, and prove impact.
A fast-growing coffee franchise needed to maintain culture and service quality as they added locations. Applicants often lacked work experience, making traditional resume screening ineffective.
A leading workforce placement firm serving 16,000+ urban young adults needed a tool to rapidly assess participants and guide individualized coaching toward job placement and success.
A private resort club hiring an almost entirely new seasonal staff each year needed a way to identify who would stay all season, serve members well, and respond productively to coaching.
A multinational healthcare automation company struggled with employee retention and performance in their field service technician group. Resume-based hiring wasn't identifying the right people.
A Denver nonprofit helping teen moms toward self-sufficiency found participants were losing jobs due to emotional intelligence gaps — but their existing rubric was too subjective to identify them.
A Denver nonprofit reducing poverty through career development used IRIS to measure behavioral growth in their 6-week personal development course — generating data to prove consistent impact and secure increased funding.
A Denver workforce development firm helping people with histories of unemployment or incarceration needed objective screening tools. Standard assessments couldn't account for their candidates' non-traditional backgrounds.
Executive coach and neuroscientist Nicole Gravagna needed to build trust and insight with new clients immediately — skipping months of relationship-building before coaching could be effective.
Former Green Beret Jan Rutherford leads wilderness expeditions for veterans and executives to develop leadership. IRIS was used to benchmark growth before, during, and one year after the Patagonia Crucible.
An educational psychologist coaching 40 university students in the Chancellor's Leadership Class used IRIS to personalize development, measure growth, and prove the program's impact across the academic year.
GPS Education Partners runs work-based learning programs for nearly 200 high school students annually in manufacturing. IRIS was used to measure growth across three custom targets over the program year.
A high school principal with 40+ years in education needed a more systematic way to identify candidates whose skills, character, and disposition aligned with each school's unique mission—before meeting them.
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