Ray Dalio famously said, "The ability to recognize patterns is one of the most valuable skills anyone can have."

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However, in most organizations, pattern recognition is left to human intuition. Managers try to "guess" if a high-performer is unhappy or if a team is becoming toxic. At STRASYS^®, we believe pattern recognition must be an algorithmic capability.

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By connecting data points across Performance (PMF), Culture (EQ), and Competency (COMET), our ORBIT Engine detects hidden correlations that human eyes miss. Here are the four critical patterns STRASYS^® automates:

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1. The "Silent Exit" Pattern (Predictive Turnover Risk)

• The Intuition: "I think John might be looking for a job; he seems quiet lately."
• The Algorithm (ORBIT): The system doesn't guess; it correlates. ORBIT constantly monitors the "High Potential Turnover Risk" list.
• ** The Formula:** It flags employees who have High Performance (PMF > 80%) but are managed by a leader with Low Emotional Intelligence (Manager EQ < 70).
• The Outcome: This specific data pattern is the #1 predictor of resignation. The system identifies this risk months before the resignation letter lands on your desk, allowing for preemptive retention actions.

2. The "Toxic Success" Pattern (Cultural Risk Index)

• The Intuition: "That sales team is hitting all their numbers, so everything must be fine."
• The Algorithm (ORBIT): Revenue creates a blind spot. ORBIT detects the "Toxic Team Indicator" by comparing a Manager’s Performance against their Team’s EQ score.
• The Formula: Manager PMF > 85 (High Results) + Team EQ Avg < 70 (Low Psychological Safety).
• The Outcome: This pattern reveals "Result-at-all-costs" leaders who burn out their teams to hit targets. The system forces you to intervene before the culture collapses, proving that financial success does not equal organizational health.

3. The "Skill Decay" Pattern (COMET Trend Analytics)

• The Intuition: "We did a training last year, so the team should be competent."
• The Algorithm (COMET): Skills are not static; they atrophy. The COMET Module doesn't just take a snapshot; it visualizes the Competency Trend Dashboard (Q1-Q4).
• The Outcome: Instead of looking at a static CV, the system recognizes directional patterns. Is the "EQ" capability of the Paris team trending up or sliding down? This allows you to differentiate between a "Gap" (never had the skill) and "Decay" (losing the skill), triggering precise PDP interventions.

4. The "Sustainability" Pattern (Horizon Performance Index)

• The Intuition: "We hit our targets, so we are successful."
• The Algorithm (ORBIT HPI): Success without foundation is a bubble. The Horizon Performance Index (HPI) calculates the true sustainability of a country or unit.
• The Formula: It correlates (EQ + PMF) with LSS Execution Data.
  • Example: If a country has high financials but 0% LSS execution and Low EQ, ORBIT classifies this pattern as "Unsustainable / Luck."
  • Example: High Financials + High LSS + High EQ is classified as "Balanced Excellence."
• The Outcome: This prevents "Green-Shifting." It tells the CEO not just what happened, but how it happened, and if it can be repeated next year.

Conclusion: Don't Just Connect People, Connect Intelligence

True organizational intelligence isn't about having data; it's about seeing the invisible lines between that data. STRASYS^® moves you from "Managing by Hindsight" to "Leading by Pattern Recognition."

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Stop guessing the rhythm of your business. Operationalize it.

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‍Ready to diagnose your organization?

Stop guessing the rhythm of your business.

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