From one person's profile to a view of your whole company
The BTLS provides an easy to understand and pragmatic way for you to understand your work-environment better. Every person gets a personal profile. HR and leadership get team reports, a master dashboard, a heat map, Team Matchmaker and the Hiring Advisor, all built on consent.
A profile every person can understand and use
Develop insight into how you think about things, others and your world. It defines who you are, what is important to you, the way that you communicate and the way you prefer to be communicated to.
Every profile comes with five graphical reports and a detailed discussion report that anyone can understand without specialised HR support.
- Five thinking styles, each with a preference score
- Three contexts: General thinking, Work and Needs
- How your preferences shift between normal life and work
- Approach to Leadership and Approach to Coaching
- A "Work with me" card, shown to colleagues only if you choose
- Read online, download as PDF or have a copy emailed
- R2 Inter-Personal becomes more important at work (96 to 108).
- L2 Structured becomes more important at work (61 to 72).
- I1 Innovation becomes less important at work (74 to 66).
See how a team thinks, together
The BTLS Group profile is a great team building exercise. See the average preference scores of everyone in the team who shared their results, and start a conversation about how the team works.
- Group average, highest, lowest and spread for every style
- Team style mix: the share of people leading with each style
- Team dynamics: execution and innovation, the harmony trap and gaps to cover
- Meeting and communication tips, checked by a manager before the team sees them
- Include sub-teams, and export the team report as CSV
| Style | Avg | High | Low | Spread |
|---|---|---|---|---|
| L1 Analytical | 54 | 81 | 33 | 14 |
| L2 Structured | 78 | 102 | 55 | 15 |
| R1 Big Picture | 70 | 96 | 47 | 16 |
| R2 Inter-Personal | 104 | 118 | 84 | 11 |
| I1 Innovation | 61 | 90 | 38 | 17 |
One dashboard for the whole organisation
Innovation and good leadership form the foundation of most successful organisations. The master dashboard shows the people, thinking styles and leadership approaches across your company, divisions and teams, in one place.
- Progress at a glance: invited, in progress and completed
- The company mix and dominant thinking styles
- Teams compared side by side
- Divisions and leadership approaches across the business Coming soon
- A plain-language AI insight on what it all means Coming soon
No specialised HR support is needed: any manager can open it and understand their staff complement.
- Completed125
- In progress6
- Invited3
Which perspectives does each team draw on?
The heat map shows where each style is strong across your teams. Darker means stronger. Spot silos, single points of failure and teams that all think the same way.
- Teams down the side, five styles across
- Switch between Thinking, Work and Needs
- See where a team is heavier or lighter than the organisation as a whole
- Organisation strengths and blind spots, worked out from the results
- Individuals can opt out of team and group views
- L2 Structured ▲ heavy in Finance, Operations and Fleet
- R2 Inter-Personal ▲ heavy in Customer Care, Sales and HR
- R1 Big Picture ▲ heavy in the Executive team
- I1 Innovation ▼ light in Finance, Fleet and Operations
- R1 Big Picture ▼ light in Finance and Fleet
- L1 Analytical ▼ light in Customer Care
Which people will work best together?
Describe the work and set how much the project needs each style. BTLS suggests a balanced team where every style the project needs has a champion, then shows how each pair can work well together.
- Balanced teams for projects and task forces
- Style champions, and the team mix against what the project needs
- Strengths, risks and first steps for the team
- Pair tips: shared ground, biggest differences and communication bridges
- Pairs to watch: who should agree early on how they will work
Which perspectives should we explore when hiring?
Choose a team and BTLS shows the perspectives it discusses less often. You get plain-language points for development discussions and interview questions that explore those perspectives.
- The team mix at work, and the styles it is light on
- The team's lightest leadership approach
- Perspectives the team discusses less often
- Discussion points, and interview questions with what each one explores
- Preferences inform the conversation, not the decision
- Light in the team: R1 Big Picture
- Light in the team: R2 Inter-Personal
- Lightest leadership approach: Strategic
- Explore: how trends and the direction of the business are discussed.
- Explore: how numbers are explained to people outside Finance.
- Explore: how a change lands with the people who use it.
- Tell us about a time you explained a complex number to a non-finance audience.Explores: R2 Inter-Personal
- How do you decide which trends matter for next year's budget?Explores: R1 Big Picture
- Describe a process you changed because the team found it hard to use.Explores: R2 Inter-Personal
Lead and coach each person the way they work best
The BTLS Coaching profile describes your approach to coaching considering your workplace thinking preferences.
Which employees need training, or a different approach to how they work? See each person's approach to coaching, how they like to receive feedback, and where a team needs to grow.
- Approach to coaching and to leadership for every person
- How to give each person feedback, from their Work with me card
- Team development focus, from the group summary
BTLS gives a golden thread through learning programmes:
- Leadership
- Inter-personal skills
- Better communication skills
- Better emails
- Negotiation skills
- Creative problem-solving
Plain-language insights, with privacy built in
BTLS can use AI to turn preference scores into short, practical tips: what a heat map means, how a team can run better meetings, or how two colleagues can bridge their differences.
- Written in plain language for managers, not specialists
- AI only sees preference scores and codes such as "Person A", never names, emails or birth dates
- Each person opts in with a separate "AI insights" consent
- Switch it off at any time, and BTLS still works: tips are then worked out from the results
- Team and pair tips are checked by a manager before anyone else sees them
- Start with a short check-in. This team values how people feel.
- Bring one key number to every decision, so the facts get a voice.
- Keep 10 minutes for "what if" ideas on service changes.
Confidentiality
People's profiles are personal. BTLS treats them that way. Once a report is completed, HR, the CEO and the person's line manager can always see it. Using or sharing it more widely, including in departmental or group reports, needs the person's prior consent.
- Completed reports are always available to HR, the CEO and the line manager
- Consent per purpose for anything wider: group views, AI insights and compatibility
- People can see what they agreed to, and withdraw it
- Download everything BTLS holds about you, or ask for deletion
Consent first
BTLS respects each person's right to privacy. Once a report is completed, HR, the CEO and the person's line manager can always see it. Only with the person's prior consent will their profile be used or shared more widely, including in departmental or group reports.
Group reports
Team and other group views can be opted out from by individuals.
Encrypted details
Personal details such as names, emails and birth dates are stored encrypted.
Two-factor sign-in
A code from an authenticator app after your password. Required for staff in the admin area.
Audit trail
A record of who did what, and when, across the organisation.
Company codes
Invite people with a team code, join link or QR code, with an optional seat limit.
Roles
Owner, admin, HR, manager, viewer and consultant roles decide who can see and do what.
See BTLS with your own people
If you want to improve your organisational success, then the BTLS is an excellent starting point to understand who and what you are and how to harness the power of diverse thinking.