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Kim Severinsen

Reporter

Indexed articles, last 90 days
3
Latest publication
Sep 1, 2026
Outlet visibility, for itbrief.co.nz
Top 10M sites
Earliest in this view
Jul 28, 2026
The latest indexed work is over 30 days old. There may be a gap in what we hold.

Latest articles

  1. Article · Sep 1, 2026 · Kim Severinsen

    Most transformations don't fail loudly, they stall quietly (opens the original)

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    We measure whether the project was delivered. We rarely measure whether people actually changed. That gap is where most transformations quietly lose ground. I have worked with a number of organisations navigating exactly this tension. The transformation plan is sound. The technology is ready. The ambition is real. What the plan had not fully accounted for was that significant parts of the workforce were still operating on workarounds and informal processes just to get basic work done. The gap be

  2. Article · Aug 4, 2026 · Kim Severinsen

    Your engagement survey is doing its best, its best is no longer good enough (opens the original)

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    The annual engagement survey has become one of the least effective ways to understand what's happening inside an organisation. The problem with most engagement surveys is not the questions. It is that the underlying measurement model has not changed in decades. The way we work has. Here's what a modern approach to understanding your workforce looks like. The science of measurement has not stood still. Psychometric testing moved from paper and pencil to adaptive digital assessment decades ago. Cl

  3. Article · Jul 28, 2026 · Kim Severinsen

    Your organisation is not managing psychosocial risk, it just thinks it is (opens the original)

    Excerpt · Critical tone · English

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    Most organisations believe they're managing psychosocial risk because they have the required pieces in place. A policy. An EAP. An annual survey. Those things matter, but none of them tell you where pressure is building today. As a result, most leaders couldn't tell you which teams are under increasing strain, where burnout risk is emerging, or how they would identify a problem before it becomes a grievance, a resignation or a psychological injury. It's not because they don't care. It's because

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