Our Science

Whether its with interactive video, data driven selection or psychological analyses, everything we do at edease is designed to help you make better decisions. It's our mission to help you make each of them with greater confidence.

Our approach to people is based on a scientific understanding of the differences in people's natural preference for behaviour. Grounded in decades of research, our Global Predisposition Indicator gets to the core of who a person is and how they deal with tasks, people and emotions.

Stylised atom drawing.

Our toolkit

How we do it

Tools grounded in proven organizational psychology

Personality science is the study of reliable, stable differences between people in how they think and do. In interpersonal environments such as the workplace, they offer a lens to refine your search, improve personal and team performance, and understand who has potential - with evidence.


The Global Predisposition Indicator™  (GPI™)

edease has teamed up with Dr. Steve Glowinkowski, a world leading psychologist, whose life’s work has been the study of what successful people do differently. He has worked both in academia and in industry working for, and consulting to, some of the world’s leading companies.

What does it report on?

Dr. Glowinkowski has developed the GPI™ (Global Predisposition Indicator), a measure of how an individual prefers to behave rather than how an individual chooses to behave. At its core, The GPI™ reports on a person’s predisposition or natural preference for behavior in collaborative environments, and highlights potential strengths and areas for growth in these contexts. It has been specifically designed to give insight into an individual’s strengths and development needs in the world of work. It has a twenty‐year history of successful use for executive coaching and recruitment in an international context.

How does this help businesses?

From an assessment perspective the advantage of using the GPI™ is that it digs down to a deeper level than is discovered through a regular interview. In terms of personal development it can provide a rich insight for the individual in terms of natural approach and thus implications in terms of leadership and career development.

We find the GPI™ to be highly predictive of workplace behaviour and it certainly grants profound insight into the nature or character of an individual. At core, different people thrive to varying degrees in different situations given their predisposition - and we help organisations find these people as part of a holistic approach.

How do we use the GPI?

Fundamentals of job-person fit

In conjunction with other analyses, the GPI enables us to create an evidence-based performance framework for a given role. This makes possible an assessment of congruence, or 'alignment', between prospective candidate and position, as defined by three key parameters:

  1. The intrinsic nature of the role itself
  2. The behaviours and key motivators of high-performers within that role and unique work context
  3. The natural behavioural preferences of a candidate

Together this creates a strong, justified basis for comparison by modelling the job on the factors that make people both successful at the role and inclined to enjoy it. Further, by investigating the particular role in its particular company and operational environment each job-model is bespoke, tailored to the nature and needs of each employment opportunity.

Alongside a measurement of technical ability assessed through interactive video, this information helps decision makers un-muddy the waters when it comes to making candidate decisions.

What is predisposition?


'Underlying preferences or natural behaviours that people possess through their personality traits.'

The Vital Distinction

Reader's often have difficulty separating the idea of a trait or personality dimension from actual behaviour. In developing the GPI we considered it would be enormously helpful for individuals to gain a clear and distinct view about their natural selves. With this assessment we are able to help individuals differentiate between ‘who they are’ and what they actually do, which is often imposed upon by operational demands.

Our fundamental approach is to make a clear and distinction between character and delivered behaviour. To do this we created the term ‘Predisposition’, which represents trait, personality factor or character. Predisposition does not equate to actual behaviour.

A useful way of formulating this distinction is given in the "equation" below (Kurt Lewin):

B = f ( P × S )

Behaviour (B) is a function of (f) (or product of the interaction between) the person (P) (i.e. personality) and situation (S) they find themselves in.

Much of the behaviour that occurs in social and organisational settings is driven by those situations. Sometimes, individuals find it easy to behave as expected; sometimes this is not the case. Our development of a Predisposition framework was designed to help individuals understand, as it were, their ‘P’, within the Lewin equation.

What's the value to individuals?

Knowing a person's Predispositions provides valuable insight to an individual into how they prefer to approach situations, why they behave as they do and why they feel the way they do about certain activities.

Delivered behaviour that reflects underlying Predisposition is preferred and, therefore, feels more comfortable. Further to this concept, behaving in a non-preferred manner, i.e. out of line with Predisposition, often feels taxing and sometimes difficult. Such insights are invaluable in finding situations a person may naturally thrive in, or find intrinsically motivating and enjoyable.