Evidence photo · 960×540 · 16:9What we do
Build and mentor leaders to become better coaches
What it means for your organisation
Teams set clearer goals, cope better under pressure and feel more engaged at work.
Part of
Neuroscience · Psychology · HR Data
Where Brain Science
Meets Behavioural Intelligence
Applying neuroscience and psychology to decode attrition, engagement and performance. Evidence-based insights that transform how organisations retain and engage their people.
10 month average turnaround
when neuroscience-informed strategy replaces outdated HR tactics
3.2× higher retention
in organisations using evidence-based psychological profiling
25–74% reduction
of burnout — with early identification of stress markers combined with prompt interventions
Preventing Billions in hidden annual costs
driven by hiring, training time, and lost instructional quality — with proactive insight
Neuroscience-Backed
Redesigning Metrics and Key Driver Indicators
Attrition Analytics
Psychological Profiling
Data-Driven HR
Long-term Strategic Planning
Enterprise‑wide competencies integration
Solutions for High Attrition, High Barrier Professions
Brain science · 800×1000 · 4:5
Education · 800×1000 · 4:5
Healthcare · 800×1000 · 4:5
Workforce · 800×1000 · 4:5
Wellbeing · 800×1000 · 4:5
Community · 800×1000 · 4:5What We Do
We develop the human capabilities needed
to thrive in an increasingly complex and uncertain world.
We turn human behaviour into actionable insight that strengthens people, teams and cultures.
Service photo · 960×540 · 16:9Neuropsychological Assessment and Action Plans
Evidence-based assessments rooted in cognitive neuroscience to identify stress responses, burnout risk factors, and resilience profiles in your workforce—paired with a targeted action plan to address them.
Our assessments draw on validated neuropsychological instruments to create a detailed picture of cognitive health across your workforce. Every assessment is paired with a bespoke action plan — not a generic report.
- Burnout risk screening using stress-response and reported indicators
- Resilience profiling and cognitive flexibility benchmarking
- Individual and team-level stress mapping
- Targeted intervention recommendations with timelines
- Follow-up measurement to track change over time
Service photo · 960×540 · 16:9Attrition Prediction Modelling
Data models that flag flight risk months before resignation, drawing on psychological and behavioural signals unique to high-attrition sectors.
Our predictive models combine HR data with behavioural and psychological signals to calculate flight risk at both individual and cohort level.
- Custom model calibrated to your sector and organisation size
- Early-warning dashboards with risk tiering
- Psychological and behavioural signal identification
- Quarterly model updates as your workforce data evolves
- Integration guidance for existing work organisations and cultures
Service photo · 960×540 · 16:9Education Workforce Strategy
Tailored programmes for high attrition sectors to reduce educator turnover through evidence-based retention strategies grounded in occupational psychology.
Built specifically to address the psychological and structural drivers of high attrition that generic HR frameworks miss entirely.
- Sector-specific attrition analysis and root cause mapping
- Retention strategy workshops for senior leadership teams
- Early-career support frameworks
- Culture and psychological safety audits
- Long-term partnership model with measurable outcomes
Service photo · 960×540 · 16:9Leadership Development
Neuroscience-informed coaching for senior leaders. Building psychological safety, reducing cognitive overload, and improving decision-making under pressure.
Our coaching and development programmes translate the latest brain science into practical tools for the leaders who shape your culture from the top down.
- 1:1 neuroscience-informed executive coaching
- Psychological safety assessment and team workshops
- Cognitive load management for high-demand roles
- Decision-making under pressure — applied frameworks
- Leadership team cohesion and trust-building programmes
Service photo · 960×540 · 16:9Research & Benchmarking
Sector-specific benchmarking contextualising your HR metrics against the latest applied neuroscience and occupational psychology research.
Our benchmarking service places your workforce metrics in the context of the latest sector-specific research, giving you a clear picture of where you stand.
- Comparative analysis against sector benchmarks
- Annual research review aligned to your organisation's challenges
- Custom literature synthesis for board-level reporting
- KPI design grounded in occupational psychology evidence
Service photo · 960×540 · 16:9Community & Sharing
Developing inclusive community projects that invite everyone to participate and make a difference.
Creating community experiences that foster connection and facilitate knowledge sharing among participants..
- Community Knowledge sharing
- Generational and wide outreach for all participants
- Custom programmes and activities
- Initiatives for engaging with complex issues, including the aging process, cultivating resilience, building social bonds, and navigating the social media landscape.
Service photo · 960×540 · 16:9Healthcare Pipeline
Extending our data modelling and analytics to healthcare by addressing critical workforce challenges in nursing, allied health, and medical leadership.
We are actively developing a dedicated pipeline for nursing, allied health, and medical leadership teams, applying the same neuropsychological frameworks proven in education.
- Nursing attrition modelling
- Allied health resilience profiling
- Medical leadership psychological safety audits
- Partnerships access available now — register your interest
Our Focus
Built for Organisations and Communities
Where it Matters Most
Education
Supporting schools and institutions to understand and address the psychological drivers of educator attrition.
Cognitive Load & Burnout
Measuring the neuropsychological impact of excessive cognitive demands — a primary driver of early-career departure.
Psychological Safety Culture
Assessing organisational cultures to identify where threat responses inhibit performance and wellbeing.
Impactful Behaviour Change
Developing programmes for communities and relevant sectors that includes sustained behaviour-change processes that rewire habits and mindsets, not a one-off or one size fits all.
Where We Work
Education · 1280×720 · 16:9
Healthcare · 960×720 · 4:3
Workforce · 960×720 · 4:3Evidence Base
What Works, and
Where We Use It
Our programmes draw on peer-reviewed research into what actually helps people and organisations. Here is what that looks like in practice.
Evidence photo · 960×540 · 16:9
Evidence photo · 960×540 · 16:9What we do
Fix workload and working conditions, not just resilience
What it means for your organisation
Burnout eases most when the organisation changes how work is organised, alongside individual support.
Part of
Evidence photo · 960×540 · 16:9What we do
Support new teachers with structured induction and mentoring
What it means for your organisation
Beginning teachers tend to feel more supported and committed, and schools are better placed to keep their new talent.
Part of
Evidence photo · 960×540 · 16:9What we do
Help people use their strengths and notice what is going well
What it means for your organisation
Small, repeatable habits can lift everyday wellbeing, and they fit easily into team routines.
Part of
Evidence photo · 960×540 · 16:9What we do
Turn 360° feedback into goals and follow-through
What it means for your organisation
Leaders act on honest input from peers and teams, so feedback leads to change instead of a report that sits in a drawer.
Part of
Evidence photo · 960×540 · 16:9What we do
Teach social and emotional skills
What it means for your organisation
Calmer classrooms and stronger relationships, supporting both learning and behaviour.
Part of
Based on published meta-analyses and reviews. Results vary by organisation and we never promise a fixed outcome. Full references are available on request.
Programmes
From insight to
lasting change
Twelve programmes across education, healthcare, community and the wider workforce, each one built on the evidence above.
Education · 800×1000EducationKeeping educators well and in the professionExplore →
Healthcare · 800×1000HealthcareSustaining clinical teamsExplore →
Workforce & Leadership · 800×1000Workforce & LeadershipLeaders, teams and wellbeingExplore →
Community · 800×1000CommunityConnection, resilience and wellbeing for everyoneExplore →
Our Approach
From Data to
Actionable Insight
01
Assess
To ensure a respectful and evidence‑grounded approach, we will collaboratively develop key performance indicators, deploy a workforce assessment, and analyse the resulting data.
02
Analyse
Apply our data models to reveal hidden patterns linking cognitive profiles and stress signals to attrition risk.
03
Advise
Translate findings into clear, prioritised HR recommendations — from individual plans to systemic culture change interventions.
04
Accelerate
Measure impact continuously, refine strategies, and build internal capability for lasting improvement.
"Know your people before you plan your path. A broad vision outlasts quick victories and change only takes root when the quietest voices are heard."
— Neuroedge Insights Founding Principle
Felicia Teo
Founder & Director — Neuroscience, Psychology & HR Strategy
Profile photo · 900×1200 · 3:4
Profile photo · 900×1200 · 3:4
Biography
About the Founder
Felicia is a practitioner at the intersection of cognitive neuroscience, occupational psychology, and HR strategy, with over 15 years of experience across education, research, and organisational development—offering a rare combination of scientific rigour and practical insight into workforce challenges.
Having witnessed firsthand the severe impact of high attrition, declining mental wellness, and burnout across educational institutions and other industries, alongside the failure of traditional HR approaches to address their root causes, Felicia founded Neuroedge Insights to bridge the gap between brain science and people management.
Their approach is grounded in the evidence-based understanding that workplace behaviour is fundamentally a product of neurobiology—specifically, stress responses, threat appraisal, reward systems, and social cognition—all of which critically influence employees' decisions, including whether to stay or leave.
Areas of Expertise
✓
Occupational psychology and workforce wellbeing
✓
Cognitive neuroscience applied to HR
✓
Attrition modelling and predictive analytics
✓
Psychological safety and organisational culture
✓
Educator retention and workforce strategy
✓
Burnout prevention and cognitive load management
About Neuroedge Insights
People are at the centre of every challenge we face
Our actions run deeper than they may seem at first glance
Drawing on psychology, neuroscience and behavioural science, we help individuals and organisations better understand how people communicate, cope with pressure, learn, collaborate and adapt.
Mission & Vision
Why We Exist
To strengthen the human connections that enable people, organisations and communities to flourish. In a world facing rising burnout, workplace disruption, social fragmentation and increasing uncertainty,connectionhas become one of our most valuable resources
Our mission is to develop the psychological intelligence that helps people thrive in work, life and society,
creating sustainable outcomes for organisations, communities and future generations.
Team photo · 1200×675 · 16:9Evidence First
Every recommendation is rooted in peer-reviewed neuroscience and occupational psychology — not intuition or trend.
Sector Specificity
Generic HR tools fail high-attrition roles. Our models are calibrated to the unique stressors of teaching and similar professions.
Whole-System Thinking
We examine individual, team, and organisational factors together — because attrition is never just one person's problem.
Measurable Impact
Every engagement includes baseline measurement and outcome tracking — so you always know what has changed.
Our Values
What Guides Everything We Do
Scientific Integrity
We never overstate the evidence. Our recommendations acknowledge the complexity and the limits of current research because good HR deserves honest data.
Human Dignity
Data serves people, not the other way around. Every assessment and report is designed with participant well-being at its centre.
Societal Impact
Losing people who positively impact society is not just an HR concern. The way we measure their departure and the solutions we pursue must change now.
Practical Usefulness
Academic insight is only valuable when it changes decisions. We translate complex science into strategies HR leaders can act on tomorrow.
Ethical Data Practice
Psychological data is sensitive. We operate under the highest standards of consent, confidentiality, and responsible use.
Continuous Learning
Neuroscience is a fast-moving field. We're committed to staying at the frontier and updating our frameworks as the research evolves.
Get in Touch
Start the Conversation
We'd love to hear from you.
Whether you're an educational leader, HR director, or researcher — get in touch and let's explore how we can work together.
Sales or Partnership
sales@neuroedgeinsights.com
General
hello@neuroedgeinsights.com
Location
Singapore
Our Approach
Building Bridges.
Setting Goals Together.
We work alongside organisations — not just for them. Every project begins with listening, and ends with measurable, lasting change grounded in science.
Collaborative
Frameworks applied across every engagement
Evidence-Led
Every recommendation rooted in peer-reviewed neuroscience and occupational psychology
360°
Whole-system view — individual, team, and organisational factors examined together
How We Work
Collaboration in Practice
From first conversation to final report, our process is built around your organisation's unique context, not a template.
Carousel photo · 1600×560 · 20:7Discovery & Listening Sessions
We begin every engagement by immersing ourselves in your organisation by understanding the pressures your people face before any assessment begins.
Carousel photo · 1600×560 · 20:7Data, Analysis & Insight
Psychological assessments, HR data, and behavioural signals are brought together into a unified picture, with findings presented clearly for every level of your organisation.
Carousel photo · 1600×560 · 20:7Strategy, Action & Accountability
Insights translate into tailored action plans with clear owners, timelines, and follow-up checkpoints so change actually happens.
Focus Areas
What We Bring to Every Partnership
Each focus area represents a live strand of our collaborative work. Frameworks we co-develop with organisations to address their specific workforce challenges.
Understanding Burnout: Common Indicators
A practical screening framework for identifying burnout risk in your workforce
A practical screening approach may combine several evidence-based data sources. It is best understood as a screening framework rather than a diagnosis — burnout is a complex condition with psychological, occupational, and biological contributors, so results always need interpretation by a qualified clinician or occupational health professional.
- Self-report measures of exhaustion, disengagement, and reduced efficacy
- Sleep and recovery problem indicators
- Workload and psychosocial stressor mapping
- Identifying and addressing personal stress markers
Simple example: Reliable and validated measures assess the whole person — across work and social contexts — offering a fuller view of stress and burnout than single‑metric indicators.
Early identification of burnout risk allows organisations to intervene before resignations, sick leave, or performance decline become unavoidable. Our collaborative burnout screening programmes are designed around your sector's specific stressors — not generic wellness toolkits.
Together we will:
- Co-design a psychologically safe data collection process
- Analyse results at individual, team, and organisational level
- Produce a tiered risk report with targeted intervention recommendations
- Track change over time with repeat measurement checkpoints
C-Suite Leadership Development
Curriculum designed around the most common executive-level challenges
C-level leaders most often struggle with:
- Leading through ambiguity and rapid change
- Making high-stakes decisions with incomplete information
- Aligning board, investors, and senior team expectations
- Building a strong leadership bench and succession pipeline
- Breaking silos across functions and geographies
- Communicating with clarity, credibility, and consistency
- Sustaining resilience and judgment under pressure
Most effective format: Executive diagnostics before the programme, case studies based on real enterprise dilemmas, peer consultation groups, simulations, reflection journals, and a post-programme implementation plan with follow-up checkpoints.
Every C-suite engagement produces a suite of tailored deliverables co-built with your leadership team:
- A personal leadership insight report
- A strategic priority map
- Strategic action plans with bridged KPIs that connect corporate vision with personal objectives
- A change leadership plan
- A stakeholder communication plan
Why most programmes fail — and how we design around it:
| Failure Pattern | Why It Blocks Behaviour Change |
|---|---|
| Knowledge over transformation | Programmes teach concepts but don't build new habits; behaviour change requires practice, not just understanding |
| Decoupled from real work | Classroom learning isn't tied to actual projects; adults retain ~10% of lectures vs ~66% when learning by doing |
| Ignoring context | One-size-fits-all competencies don't match the organisation's strategy, culture, or leadership transitions |
| Underestimating mindsets | Deep beliefs block new behaviours; programmes rarely surface and shift these |
| No accountability or reinforcement | No managers or peers involved, no feedback loops, no follow-up; what gets measured is what changes |
| No measurement of impact | Evaluation stops at satisfaction surveys; no tracking of behaviour change, career outcomes, or business results |
Behaviour-Change Leadership Design
How to design around the gaps that make most programmes fail
Research shows that without sustained practice, feedback, and systems support, gains remain superficial and leaders revert to old habits. Our approach uses a behaviour-change design — aligned with a small set of core, evidence-based principles that apply across habits, health, work, and education
- Prioritise personal and organisational impact by defining motivation, enhancing capabilities, and addressing obstacles to foster adoption and achieve significant results.
- Build around real work — learning tied to live business projects
- Embed sustained practice — application periods between modules
- Address mindsets, not just skills — surface unconscious beliefs
- Create accountability systems — involve managers, peers, and mentors
- Use neuroscience-based learning principles — stretch, self-direction, repetition, psychological safety
- Measure behaviour change and business impact — 360 feedback before and 6–12 months after
1. Impact First, Capability Defined
Translate organisational challenges into tailored leadership pathways by clarifying motivation, strengthening capability, and removing barriers to ensure adoption and measurable impact.
2. Build around real work
Design learning around live business projects. Use stretch assignments that push leaders outside their comfort zone to create new neural pathways.
3. Embed sustained practice
Structure application periods between modules. Regular practice expands the skill-related neural network. Provide quick-reference tools to make new behaviours easier to do.
4. Address mindsets, not just skills
Use self-assessment, 360 feedback, and reflection to surface unconscious beliefs. Apply a whole-person approach: who the leader needs to be, not just what they need to know.
5. Create accountability systems
Involve managers, peers, and mentors in supporting new behaviours. Establish peer coaching groups and set SMART goals with clear action plans.
6. Use neuroscience-based learning principles
Stretch outside comfort zones. Enable self-directed learning. Emphasise on-the-job repetition. Create a positive, psychologically safe context. Focus on strengths and build in feedback loops.
7. Measure behaviour change and business impact
Run 360-degree feedback before and 6–12 months after. Monitor career outcomes. Track business metrics tied to projects. Avoid relying only on satisfaction surveys.
SEL & Workforce Resilience
The five CASEL competencies that build resilience in the workplace
Social Emotional Learning (SEL) builds resilience through the five core competencies — proven to help employees manage stress, cope with challenges, and recover from setbacks. These competencies are interrelated and can be refined throughout adulthood.
| # | SEL Area | What It Builds | Key Workplace Skills |
|---|---|---|---|
| 1 | Self-awareness | Recognises stress signals, emotional triggers, and personal strengths | Identifying emotions, understanding impact on work, accurate self-assessment |
| 2 | Self-management | Regulates emotions, stays calm under pressure, and adapts to change | Stress management, impulse control, flexibility, goal-setting |
| 3 | Social awareness | Connects with others, builds empathy, understands diverse perspectives | Empathy, active listening, inclusiveness, cultural awareness |
| 4 | Relationship skills | Creates supportive networks and handles conflict constructively | Communication, collaboration, conflict resolution |
| 5 | Responsible decision-making | Makes thoughtful choices under uncertainty and learns from setbacks | Problem-solving, ethical decisions, growth mindset, adaptive coping |
Self-awareness + self-management allow employees to detect stress early and regulate their response, preventing fight-or-flight reactions before they escalate.
Social awareness + relationship skills foster strong support systems, empathy, and mutual aid — critical for bouncing back from adversity in high-pressure roles.
Responsible decision-making enables people to adapt, learn from failure, and make sound choices even under pressure — a core trait of high-retention teams.
Integrating SEL into L&D strategies that develop all five areas increases resilience company-wide, improves employee wellness, and enhances productivity.
Programmes
Programmes that change habits, not just headlines
Every programme starts by listening, is built on the evidence, and is measured over time. Choose a single programme or combine them into a longer partnership.
Early-Career Educator Support · 1280×720 · 16:9Early-Career Educator Support
Structured induction and mentoring that helps new teachers settle in, feel supported and choose to stay.
- Mentor–mentee frameworks for early-career teachers
- Wellbeing and workload check-ins through the first years
- Guidance for school leaders on early warning signs
Teacher Sustainability Index · 1280×720 · 16:9Teacher Sustainability Index
A staff-wellbeing index that gives school leaders an early view of stress, workload and retention risk, across one school or many.
- Multi-school view, with each school seeing its own results
- Early-warning signals before people resign
- Action-planning sessions with leadership teams
Survive. Stay. Thrive. · 1280×720 · 16:9Survive. Stay. Thrive.
A healthcare workforce sustainability programme for Singapore, designed to keep clinicians well and in the profession.
- “The Standard and the Self”: a six-week module on perfectionism and patient safety
- A whole-system focus on workload, culture and support, not only personal resilience
- Clear governance and a gated, multi-year implementation roadmap
Psychological Safety for Clinical Teams · 1280×720 · 16:9Psychological Safety for Clinical Teams
Find out how safe it feels to speak up, ask for help and raise concerns, then act on what the data shows.
- Psychological safety audits for medical leadership
- Resilience profiling for allied health teams
- Team-level action plans with follow-up measurement
C-Suite Leadership Development · 1280×720 · 16:9C-Suite Leadership Development
A neuroscience-informed suite for senior leaders, grounded in a psychometric diagnostic and delivered in modules.
- Executive Foundation Sprint
- Decision-Making Under Pressure · Leading Through Influence
- Resilience and Sustainable Performance · Succession and Legacy Leadership
360° Feedback & Coaching · 1280×720 · 16:9360° Feedback & Coaching
Honest input from peers, reports and managers, turned into specific goals and coaching so feedback becomes action.
- Competency-based 360° feedback
- Goal-setting and follow-through coaching
- A re-check to track change over time
SEL & Workforce Resilience · 1280×720 · 16:9SEL & Workforce Resilience
Practical workshops that build the five core social and emotional competencies in adults at work.
- Self-awareness and self-management under stress
- Social awareness and relationship skills for teams
- Responsible decision-making in everyday work
Workplace Wellbeing & Burnout Screening · 1280×720 · 16:9Workplace Wellbeing & Burnout Screening
Validated assessments that show where stress, burnout risk and resilience sit across your teams, paired with an action plan.
- Burnout risk screening and resilience profiling
- Individual and team-level stress mapping
- Targeted recommendations with timelines and follow-up
Ageing Well Together · 1280×720 · 16:9Ageing Well Together
Programmes that help older adults stay active, connected and purposeful, and help families understand the ageing process.
- Understanding the ageing process, for older adults and their families
- Group activities that keep people active and connected
- Custom sessions shaped with each community
Resilience in Community · 1280×720 · 16:9Resilience in Community
Practical sessions that build everyday coping skills and mutual support among residents and volunteers.
- Everyday coping and wellbeing skills
- Peer support and mutual help among residents and volunteers
- Check-ins to keep the momentum going
Connected Neighbourhoods · 1280×720 · 16:9Connected Neighbourhoods
Activities that bring generations and neighbours together to build lasting social bonds.
- Intergenerational activities and shared events
- Knowledge sharing across generations and backgrounds
- Co-designed with the people who take part
Switched On: Healthy Social Media Habits · 1280×720 · 16:9Switched On: Healthy Social Media Habits
Helping people of all ages use social media with more confidence and less strain.
- How social media can affect mood and relationships
- Practical habits for healthier use
- Sessions for mixed-age groups, so generations learn together
How programmes run
Four steps, whatever the programme
01Listen
We start with discovery sessions to understand the pressures your people face.
02Design
Content and format are shaped with your leaders, not handed over off the shelf.
03Deliver
Cohort workshops, 1:1 coaching and assessments, paced around real workloads.
04Measure
We follow up over time, so you can see what changed and what to refine.