HOW I WORK
Less guessing.
More understanding.
Data and a dose of humanity.
We all have theories about why someone does what they do. Some of those theories are even right. But when people decisions matter, it helps to have more than a hunch.
I use behavioral assessments, team diagnostics, and honest conversations to understand how people are wired—and what that means for how you work together.
Get curious.
What’s happening? What have you tried? What does the business need? We start with the real situation, rather than a workshop looking for a problem.
Understand the wiring.
Assessments, interviews, and conversation help reveal patterns in communication, motivation, and how people approach their work. We make sense of the data in your context.
Do something useful.
Turn what we learn into clearer expectations, better conversations, and practical changes. Then check what’s helping and what needs another look.
Meet the tools.
The point is what we learn—and what you do with it.
MPO behavioral assessments
MPO provides insight into personality, motivation, and communication preferences. It helps us explore why one person wants to talk it through while another wants to get moving—and how both can work together.
As a certified MPO analyst and trainer, I bring expertise in interpreting behavioral data, helping others use MPO, and applying the insights to leadership, teamwork, and people decisions.
LIFT diagnostic & recommendations
Leadership Insight and Framework for Transformation.
A closer look at leadership and talent practices, behavioral data, and business metrics. LIFT identifies gaps and opportunities, then turns the findings into actionable recommendations.
Quantitative culture measurement
I also use a quantitative culture assessment to measure organizational culture, alongside behavioral data and conversations. It helps us understand the environment people work in and gives us a baseline to track change over time.
EQ-i
Emotional intelligence adds another lens to coaching and leadership development. I’m EQ-i certified and use it where it is relevant to the work we’re doing.
CLEAR feedback
Feedback is more useful when people can understand it and act on it. CLEAR supports the honest conversations that help people move forward.
LIFT
Leadership Insight and Framework for Transformation
Find the gaps.
See what’s possible.
Understand the people, the practices, and the business. Then decide where a change will make a difference.
01
Assess effectiveness
Evaluate current leadership and talent practices to establish a baseline.
02
Understand the people
Conduct MPO assessments and analyze participant results.
03
Analyze practices
Examine how current practices support alignment and effective work.
04
Review metrics
Look at relevant measures to understand the current environment.
05
Identify gaps
Find the critical gaps and opportunities for improvement.
06
Deliver recommendations
Recommend specific actions, with expected return on investment estimates where appropriate.
THE CLEAR FEEDBACK MODEL
Clear is kind.
Here’s how.
Five steps for a conversation people can understand—and act on.
C Connect
Establish rapport and build trust.
L Lay out the issue
Be specific and clear.
E Explain the impact
Share the bigger picture.
A Address their concerns
It’s a dialogue, not a monologue.
R Resolve the next steps together
Collaborate on solutions.
© 2025 Amy S. Thaler. All rights reserved.
Understand the person.
See the possibilities.
Understanding how someone is wired helps us consider what they need, how they contribute, and where friction might show up. It gives us a better starting point for conversations and decisions.
That’s where the humanity comes in. We consider the whole person—their needs, circumstances, and experience—and the impact our decisions have on the humans involved. We get curious, listen, and put the insight to work.
Curious about your own wiring?
Let’s talk about what you’d like to understand—and which approach would be useful.