And what if you could have instant motivation insights?
_on Motivation
Every person learns what drives them. You learn what drives your organization. All in one session based on science.
applauded by 440+ people
you?
_what
A 25- or 45-minute live session where every person completes a science-based assessment and discovers what motivates them, and your organization receives the anonymous results.
During the session:
Every participant discovers their top three motivators
Each person decides on their one next best action to boost motivation most
The organization can receive anonymous motivational patterns
_how
Designed for busy organizations who value their people. Insert a Live Insights Session into an existing offsite, teambuilding or physical company event:
_choose 25 or 45 minutes
_no preparation needed
_no admin or surveys
_instant results
_why
Motivation is hard to express, and even harder to measure.
People can feel motivated or drained without having the language to describe why. Organizations sense patterns but often not clearly enough to act.
The Live Insights Session makes both visible:
Individuals gain words for what drives them
Managers get easier and more impactful conversations
HR receives reliable, structured motivation data
Leadership sees patterns beneath performance and engagement
All in under 45 minutes (or 25).
understand first
_act better
_the science
8 P’S OF WORK™
A novel motivation model based on the most cited research of the past 82 years.
The 8 P’s of Work™ turns motivation science into a framework that is simple to understand, easy to use, and effortless to scale.
Pay
Progression
Prestige
People
Product
Personal
Policy
Power
_Maslow, A. H. (1943). A theory of human motivation
_Herzberg, F. (1959). The motivation to work
_McClelland, D. C. (1961). The achieving society
_Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change
_Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior
_Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands–resources model of burnout
_Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation
_Reiss, S. (2004). Multifaceted nature of intrinsic motivation: The theory of 16 basic desires
_Maslow, A. H. (1943). A theory of human motivation _Herzberg, F. (1959). The motivation to work _McClelland, D. C. (1961). The achieving society _Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change _Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior _Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands–resources model of burnout _Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation _Reiss, S. (2004). Multifaceted nature of intrinsic motivation: The theory of 16 basic desires
_what organizers get
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Each person leaves with a clear picture of their top 3 motivators, grounded in science, easy to understand, and immediately usable in 1:1s, performance reviews, talent talks and career conversations.
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Your teams now speak the same language about motivation.
Conversations become clearer and more constructive. 1:1’s and performance reviews become faster and more meaningful, potentially leading to job crafting and smarter internal mobility.
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Participants define the one next action to boost their motivation most. This creates ownership, increases energy, and embeds change at an individual level.
Organizers can receive the patterns in what motivates people most, creating clarity on the 20% action that will lead to 80% impact.
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After the session, HR and leadership can receive a clear anonymized dataset (available as of 50+ people) to see motivation patterns across categories, finally making motivation something you can understand and act on.
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HR and leadership gain actionable direction grounded in real data, not assumptions, nor ‘picture perfect professional’ answers.
And there is no need to ping people to ‘remember the survey’.
motivation
_made measurable
_about the speaker
Aurélie Cécile Rosette
Founder_Speaker_Trainer_Writer
Human systems designer with backgrounds in behavioural science, data analysis, large-scale change management and modern organizational strategy.
Aurélie brings:
Master’s degrees in Education, Data and Economics
Consulting experience at Euroclear, ArcelorMittal, DPG Media, TVH, Flemish Government
Certifications in process optimization (Lean Green), change management (ADKAR), Agile (Scrum), communication, collaboration (Insights).
A warm, structured, transparent, no-nonsense style
She delivers clarity with the calm confidence of science and the warmth of real hospitality.
_about otcho
Humane performance in a tech-driven world
OTCHO_ integrates proven insights from behavioural science, organizational psychology, change management and modern strategy, and delivers them with unreasonable hospitality.
Our work is guided by three principles:
Tech & Data-Driven Humanity: people first, always
Cross-Discipline Essentialism: the essence over the noise
Unreasonable Hospitality: relief, empowerment, direction
We design human systems that help people and organizations move forward.
Ready to give your teams clarity, and your organization actionable insight?
one session
_lasting insight
FAQ
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Cross-team patterns
Distribution across the 8 motivation categories
Implications for HR, L&D and leadership
Recommended next steps
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No. It focuses on what energizes people at work, not who they are as a person.
8 P’S OF WORK™ is a motivation model that provides language, it cannot be compared to i.e. the color coding of Insights Discovery and DISC, MBTI or other personality tests.
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Yes. Individuals receive their personal results via e-mail and can use a pseudo name. OTCHO, nor the organization can link the results to the individual.
Organizations only see fully aggregated patterns. This service is available as of 50+ participants to make sure the results remain anonymous. Slicing the data into categories only becomes possible with larger groups.
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Yes. It is designed to plug seamlessly into what you already planned.
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Yes. Messaging can be aligned to your event theme or organizational challenge (performance, change, culture, internal mobility…).
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Yes. For large organizations or multi-site events, we can run consecutive sessions and combine the data.
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The session scales from small groups to large events. The two requirements are
reporting becomes available as of 50+ participants only. Data slicing options increase with group size
this session is currently aimed at in-person events
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No. There is no follow-up admin, no mandatory programs, no reporting burden.
Before the session, OTCHO needs to know in which context the session will take place, how large the group is, and if there is a request to slice the data.
After the session, the organization receives the report. Conclusions and recommended next actions are interesting to use but never mandatory.
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That’s fine. The individual insight already delivers value on its own.
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Yes. You can experience the model yourself before booking a session.