The founding principal, Dr. Lorne Hartman, has partnered with a broad range of world class client organizations including:


Campbell Soup Company


CGU Group Canada


Citadel Assurance


Coca-Cola/Minute Maid


Compass Group Canada




ING Canada




Manulife Financial


Maple Leaf Foods


Prudential Insurance


Prudential Securities


SunLife Financial


Thomas Cook Limited/Travelex


Xerox Corp.

Psybase Network's clients are a reflection of our credentials and capabilities. We believe that the growth of the organization is a direct outcome of doing the right things for clients. The spirit of partnership is forged through competence, collaboration, and confidentiality.


Merger of two pharmaceutical companies:

Consulted on the Canadian integration of two multi-national pharmaceutical companies. Deliverables included…

O Transition team facilitation

O Executive team alignment

O Organization and key job design

O Talent screening and selection

O Change workshops and organization sensing

Measure of Success: cited as the standard for worldwide integration in the global merger.


Selection system for a global securities firm:

Developed a validated selection system for high performing financial advisors. Deliverables included…

O Comprehensive future-oriented profile for financial advisors

O Behavioral indicators

O Selection tools—cognitive ability, biodata, personality and aptitudes, competencies

O Interview protocols

O Validation system

O Analysis of attrition and retention profiles

Measure of Success: produced ROI (fully loaded) of over US$20 million in less than three years.


Top team alignment for a large general insurer:

Assisted the management board running the country’s largest general insurer to function at its best. Deliverables included:

O Facilitated/debriefed bi-weekly meetings

O Confirmed team mandate and operating principles

O Implemented team practices for information sharing, project input and action planning

O Facilitated group processes to set annual performance objectives and confirm organization reviews (e.g., succession plans)

O Assessed team effectiveness and identified learning opportunities and areas for improvement

O Provided individual feedback and coaching to team members

Measure of Success: During this period of assistance, the company successfully improved enterprise-wide performance moving from a Combined Operating Ratio of 107 to 102.


Leadership Development Processes for a global financial ser vices company:

Participated in the design and implementation of a leadership development process focused on the three senior executive levels of a global financial services company. The heightened focus on leadership behaviors was viewed as critical to achieving their vision and strategy according to their values. Deliverables included:

O Development of competency models and 360 survey tools

O Individual feedback sessions with senior executives (and group workshops for Assistant Vice-Presidents) to enhance understanding of the feedback, formulate development plans, and make commitments to turn development plans into action

O Managerial assessments to determine potential to effectively function at an executive level in the future

Measure of Success: Following a successful demutualization and conversion to public company status, the company experienced significant growth in revenues, earnings and doubled share value in two years. According to the CEO, this continued success was largely due to "our ability to lead, develop and learn as individual people and as a company. The behaviors and practices that enabled our leaders to create value, lead in a global environment and engage others has delivered tangible business results".