Outperform the Competition at Every Level with EASE

How do we know training changed behaviour?

Define observable behaviours upfront (e.g., “managers give weekly feedback”). Track leading indicators: time-to-decision, defect rates, eNPS, promotion readiness. Review at 60–90 days.

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A strategic advisor helps you see the bigger picture, and act on it with confidence.
A resilient team is one that can adapt to challenges while maintaining performance and wellbeing. Research shows resilience grows when teams have psychological safety, clear communication, and supportive leadership. Managers play a key role by removing obstacles, balancing workloads, and creating environments where people can learn from setbacks without fear of blame.

Other FAQs

Where should we start with AI without creating chaos?
How do we know training changed behaviour?
Workshops or longer programs, what works?
How much should we invest in team development?
What metric matters most for decision quality?
How many approvers should a decision have?
RACI or RAPID, does it matter?
Why do decisions stall even with smart people?
What’s the first move to improve safety without slowing down?
How do we spot low psychological safety?
Is psychological safety code for lower standards?‍
How do we measure success with EASE?
Does EASE replace OKRs or our current tools?
How fast can we implement EASE?
What problems does the EASE Framework solve first?
© 2025 James Hardie – Course Correction Consulting Ltd. The EASE Framework™ is a proprietary model developed by James Hardie to support the creation of psychologically safe, empowered, and strategically aligned teams. All rights reserved.
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