Someone should be able to tell you why.
Turnover climbs in one division and not another. A team misses deadlines three quarters running. Good people leave and the exit interviews tell you nothing you can use. Someone on your executive team should be able to tell you definitively what is causing it, map out exactly how they know, and tell you exactly what they are going to do to stop it.
You expect that from your CFO about the numbers. You expect it from your head of engineering about the product. Turnover, capacity, growth, strategy, morale, indecision, buy-in: every one of them is decided by how people behave inside your company, and nobody on your team has been trained to explain it.
SWIM™ is how an HR leader learns to find the specific conditions producing those behaviors, where each one starts, what it is costing you, and what changes when you remove it.
Two ways to put this on your executive team.
Real HR impact built in the field.
From forty-person medical practices to multi-thousand-employee aerospace divisions.
The most detailed map of your workforce behavior you have ever had.
A report that walks your senior team through exactly which variables are causing the workforce to behave the way it does. Precise enough that you can act on it immediately, without another round of deliberation. What a SWIM deliverable points to will completely reframe what employee outcomes you and your leadership view as within your ability to change.
Systematically collecting the thoughts, experiences, feelings, and beliefs that employees have no way to put in front of you in a form you can act on. And often no way to understand about even themselves. SWIM is that way.
Putting in place the real substance they expect. Tied to the numbers they already watch. With the reasoning shown. So the people conversation at the board table runs on evidence.
Your HR leader can run SWIM annually, in other divisions, and even in companies you seek to acquire. Without the repeated six-figure investment in outside advisors.
It feels like a different organization — a totally different place, and the future is very bright now.
Andy Davis — President & CEO, Erie County Medical Center.
We're all really proud of how far we've come. The executive team now interacts a lot better with the board. And as a board we have more faith that the leadership team can handle expansion of the organization. I can trust them more as their board chair, seeing how this triggered so much growth and ownership of the leadership. I'm really pleased with the direction we were able to take after SWIM. We are so much more focused as an organization. It feels like a different organization actually, a totally different place — and the future is very bright now.
It continues to be our guiding star. It's part of our scorecard. It feeds directly into our strategic plan.
Steve Davis — CEO, Tapecon Medical Devices.
The SWIM report got leadership aligned really quickly. It felt like a 'just do it' mindset after that. We learned to make decisions fast without endless debate. We got our culture back. People got far more engaged. It shouldn't have taken the SWIM report for us to align on these things, but it did. Two years later, it continues to be our guiding star. It's part of our scorecard. It feeds directly into our strategic plan.
What a force multiplier does differently.
A force multiplier in the HR leadership seat changes the conditions producing behavior across your whole workforce at once. Most HR leaders are trained to manage people one at a time, through coaching, performance plans, and individual retention conversations. A Certified SWIM Practitioner finds and changes what is driving employee behavior patterns at scale, so you stop paying for the same fires to be put out every quarter.
Opens a tenure with a systematic diagnostic instead of a listening tour, so the first ninety days produce a map instead of an impression.
Finds the condition driving a turnover or performance pattern across departments, instead of managing each department's version of the same symptom separately.
Brings findings to the table that hold up under scrutiny, including findings you don't want to hear, backed by a defensible method rather than a hunch.
Which one is it?
Certify the HR leader you have.
They learn the method on your organization, using everything they already know about your business, and you keep the person your executive team trusts. They earn the credential by demonstrating all seven competencies to a defined standard, assessed by faculty.
We will send them a short note saying you did.
Hire a SWIM certified HR exec.
Add it to the search brief. One line to your recruiter puts the credential on the shortlist criteria, so every candidate who reaches you has already been screened for the capability itself.
One page your recruiter can work from, whether they sit inside the company or outside it.
When a candidate lists the credential on a resume, you can confirm it in seconds, with no login and no call to us.