cBeyond believes that pinpointing a team's characteristics and its leadership competencies requires systematic and methodological examination. cBeyond’s human risk management process will provide you:

• An expert assessment of a venture's core team strengths
  and weaknesses and their potential to succeed.
• A cost-effective and time-efficient process.
• A decreased chance of potential failure.
• An assessment report including a summary of all data retrieved, a synthesized analysis of potential areas of concern and recommendations for further activity.

Research shows that some combinations of personality characteristics have a greater probability for team success than others. Some achieve complimentary productivity where others are likely to result in group competition and an inability to achieve their goals and succeed.

We recognize that start-up companies are special and different from established companies. Therefore, we have developed a customized approach and solution that is focused on its unique needs.

Our methodology is based on more than 10 years of studying teams in organizations. We assess and analyze all of the major components of effective work groups and individual characteristics in order to provide our clients with a profound and deep understanding of the human risk factor related to their current investment.

Our method of evaluating human factor risks is based on multiple evaluators' (this is confusing) process and using numerous evaluation tools. We use psychological and organizational evaluation tools, some computerized, to achieve comprehensive, robust evaluation.

Our methodology examines three main essential aspects for gaining a complete human risk assessment:

1. Identifying job requirements

Identifying personality traits and characteristics required for each team member to succeed in the specific position he or she holds in the project. Every team member has a unique and functional position made in order to contribute to the ventures advancement and progression. Every position requires its distinct set of competencies and skills needed to fulfill it effectively. At this stage we identify the required aspects needed for each team member's role. We assess his or hers stability, and find different aspects that may interrupt from functioning optimally.

2. Locating personality factors

Being impatient, aggressive, over sensitive and vulnerable or unable to cope with a high pressure environment or sense of failure are just a few of the personality characteristics that can be found in individuals. Sometimes they can have a significant effect on our feelings, behavior, capabilities and other crucial aspects of effective work. Locating these habitual weaknesses and recognizing potential scenarios where they are more likely to appear gives the investors an important input that would help assess potential risks of their investment.

3. Evaluating team analysis

Evaluating the team's ability to function and interact as a consolidated group. A great team is not a collection of perfect people but it is a collection of people that work perfectly. We evaluate and analyze the team's ability to work as one in the following aspects:

• The way every member of the team is fulfilling his position interacting and coordinating with the others
• The way every member is given a significant place as a result of his or hers professional expertise.
• The way individuals within the team take control of other members in a way that might hinder or harm the team's functionality.

Errors made by unprofessional evaluators when assessing teams

• Assuming there is only one generic personality profile.

  Different people match different teams. A style or approach to management that would be successful in one organization could easily be a failure in another.

• Relying on non professional evaluators.

  Some decision makers persist to believe that anyone who has enough experience working with other people is skilled enough to evaluate.

• Assessing and profiling expertise.

  You must use professionals and experts in your assessment process if you want to make a good human risk management analysis.

• Focusing on only the visible aspects of personality.

  The unprofessional evaluator usually focuses on the external, tangible characteristics of personality. It is the expert's mastery to identify the less exposed, sometimes hidden aspects that might change the assessment's results.