Solutions
Where our assessments do the most useful work.
The Luks Prisma platform powers seven kinds of decisions. Each one uses the same underlying assessments, applied to a different question and framed by the outcome it has to inform.
- 01
Executive Selection
Make consequential hires with more than a résumé and a gut call.
Executive selection is the moment where evidence stops being optional. Bring assessment-grade insight into the finalist conversation — how a candidate is likely to lead, how they create results, and whether the culture they'll enter is one they can strengthen.
Penta Personality Leadership Cultural ProfileExplore this solution
- 02
Leadership Development
Focus growth on the behaviors that actually move performance.
Generic development programs produce polite feedback and small change. Anchor development plans in the specific leadership patterns a person brings — and the ones the role and team most need next — and the conversation gets sharper immediately.
Penta Personality LeadershipExplore this solution
- 03
Succession Planning
Build a bench you can act on when the moment arrives.
Succession is not a name on a slide. It is a bench the organization can act on when the moment arrives — and evidence is what makes that possible. Evaluate internal candidates against the demands of the role ahead, not the role they hold today.
Penta Personality Leadership Cultural ProfileExplore this solution
- 04
Executive Coaching
Give a coach and a leader something concrete to work on.
The best coaches do their most useful work once the diagnostic phase is over. A shared, evidence-based starting point makes engagements sharper and shorter. Assessments identify where the leverage sits; the coaching does the work.
Penta Personality LeadershipExplore this solution
- 05
Team Effectiveness
Understand the team, not just the individuals.
Individual profiles explain a person. Team views explain what happens in the room. Layer profiles into a team view: how the leadership team actually decides, where friction is functional, and where alignment is being left on the table.
Penta Personality Leadership Cultural ProfileExplore this solution
- 06
Sales Talent Strategy
Build the commercial organization the strategy actually requires.
Most sales hiring is calibrated to yesterday's buyer. Match each sales role to the capability profile that produces results in it — for hiring, promotion, coaching, and role design across the commercial function.
Sales Profile Penta PersonalityExplore this solution
- 07
Culture & Transformation
Diagnose the human side of strategic change.
See the culture you have, the culture the strategy needs, and the specific places those two are pulling in different directions — so change work has a target it can hit instead of an aspiration it can only quote.
Cultural Profile LeadershipExplore this solution