DRI Consulting

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DRI Consulting DRI Consulting works to enhance the success and satisfaction of organizations, teams and individuals So you're on autopilot.

A lot of times people in organizations go about their business without being intentional about what they are doing, why they're doing it or the impact it will have. We help you and your organization avoid running on autopilot. We work with you to bring awareness, strategy, and intentionality to what you're doing and where you're heading. We are an Organization Development and Talent Enhancement consulting firm that helps companies develop and and take their next steps better and quicker by doing things like: selection and development of staff - getting the right people in the right positions, developing leaders, building more effective teams, and improving overall organization effectiveness.

True financial risk management begins with human capital.The people making the hiring decisions matter as much as the mo...
09/18/2026

True financial risk management begins with human capital.

The people making the hiring decisions matter as much as the models they're using.

Off-the-shelf assessment tools are built for volume. They're designed to work reasonably well across thousands of roles ...
09/17/2026

Off-the-shelf assessment tools are built for volume. They're designed to work reasonably well across thousands of roles at once, which means they're not designed to work exceptionally well for any single one.

A bespoke approach starts from the opposite direction: what does this specific role, in this specific organization, actually require to succeed? The instruments, the interpretation, and the report are built around that answer.

It takes longer. It costs more per engagement. It also produces a result that's actually usable, rather than a generic score that leaves the real decision exactly where it started.

For a decision at the executive level, that difference in ROI matters.

Every organization has a process for vetting leadership hires, even if it's an informal one.How does yours actually work...
09/17/2026

Every organization has a process for vetting leadership hires, even if it's an informal one.

How does yours actually work today? A gut-check interview? A panel? Something more structured?

Tell us in the comments. We're curious how widely this varies.

Nobody budgets for an executive failure. Most organizations should.The direct costs are visible: severance, search fees,...
09/17/2026

Nobody budgets for an executive failure. Most organizations should.

The direct costs are visible: severance, search fees, the time it takes to backfill a senior seat. The indirect costs are where the real damage lives. A misaligned leader can quietly cost an organization a year or more of stalled strategy, disengaged direct reports, and eroded trust in the decisions that put them there in the first place.

Treating executive assessment as a discretionary expense misses the point. It's closer to insurance: a modest, controllable cost that helps to protect against a much larger, much less controllable one.

The organizations that get this right assess intentionally.

Most bad hires were predictable months in advance. Nobody was measuring for it.Worth remembering before your next senior...
09/11/2026

Most bad hires were predictable months in advance. Nobody was measuring for it.

Worth remembering before your next senior appointment.

Risk in an executive hire rarely announces itself in an interview. It shows up in patterns: how someone handles ambiguit...
09/10/2026

Risk in an executive hire rarely announces itself in an interview. It shows up in patterns: how someone handles ambiguity, how they respond to pressure, how consistent their decision-making is when the stakes rise.

Our assessment process is built to surface exactly those patterns before an offer is made, not after the damage is done. We look at cognitive flexibility under pressure, resilience indicators, and behavioral consistency across multiple measurement points, then weigh all of it against the specific demands of the role.

This runs alongside a strong interview process, catching the patterns that conversation alone tends to miss.

The goal is simple: fewer surprises eighteen months into the role.

Every hiring decision ultimately rests on human judgment. Our psychometric assessments support that judgment with object...
09/10/2026

Every hiring decision ultimately rests on human judgment. Our psychometric assessments support that judgment with objective, data-backed candidate profiles, ensuring you match the right person to the right role every time.

Before a report ever reaches the decision makers’ desk, it passes through several sets of hands. Data collection. Statis...
09/10/2026

Before a report ever reaches the decision makers’ desk, it passes through several sets of hands. Data collection. Statistical review. Trained practitioner interpretation. A final quality check against the original role profile. It may not be glamorous but It's exactly why our clients trust the number on the page.

Most executive appointments still come down to a gut call. Thirty Five years of Consulting Psychology research tells us ...
09/10/2026

Most executive appointments still come down to a gut call. Thirty Five years of Consulting Psychology research tells us that gut calls are expensive.

At DRIC, we built our practice on a simple premise: leadership decisions carry too much financial and cultural weight to leave to instinct alone.

Our assessments are grounded in science, and interpreted by trained PhD level practitioners, This means giving the people making those decisions better evidence to work with,

Over the next two months, we're pulling back the curtain on that science: the assessments we use, the standards we hold them to, and what changes when an organization replaces guesswork with rigor.

What's currently guiding your next leadership appointment?

Thirty-five leadership lessons. Thirty-five years. Thank you for showing up every day this summer as we counted down to ...
08/12/2026

Thirty-five leadership lessons. Thirty-five years. Thank you for showing up every day this summer as we counted down to our anniversary, and highlighted some of the leadership lessons we have learned over the years. The next few weeks we want to explore the science behind what we do. Hope you will continue to journey with us.

Address

2 Otter Lane
North Oaks, MN
55127

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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