01Decide
Assessment & People Decisions
Build a fuller view of capability, readiness and development needs before a hire, promotion or succession decision.
Explore assessmentPoint of View™ · Independent consulting
A fuller picture.
A clearer way forward.
Understand people. Make thoughtful decisions. Create room to grow.
Through assessment, learning experiences and reflective conversations, POV helps organisations, teams and individuals turn insight into practical next steps.
“We understand. We don’t judge.”
Three ways to work with POV
What brings you here?
Choose where you are today, and start from there. Each calls for a different approach, with understanding at its centre.
02Develop
Learning Design & The Lab Series
Help people practise, reflect and work better together through learning experiences built around real challenges.
Explore learning & labs03Discover
Individual Discovery
Explore how you work, what you bring and what comes next, from a first career move to a new leadership chapter.
Explore personal discovery01 / Assessment & People Decisions
More evidence for the decisions that matter.
For HR teams, business leaders and SME owners making hiring, promotion or succession decisions. Each assessment is shaped around the role and the decision, combining interviews, realistic work challenges and suitable assessment tools.
Findings separate evidence from interpretation. Assessment informs a decision; it cannot guarantee future performance.
02 / Learning Design & The Lab Series
Learning people can put to work.
For organisations and L&D teams who want learning to connect with real work. No two learning journeys are the same, so each Lab is designed around your people, your context and what you want them to do differently.
Designed for you, not off the shelf. The same exercise can be delivered with different tools and methods, chosen to suit the people in the room, so the learning stays clear and the takeaway stays simple.
From the work challenge to a practical learning experience
- 01
Agree the outcome
Clarify the goal, the behaviours to develop and what improvement would look like.
- 02
Hear from the people doing the work
Explore real examples, points of difficulty and what already helps.
- 03
Choose what fits
Select activities, tools and any pre-work that suit the people and the time available.
- 04
Build connected experiments
Create realistic chances to try, reflect, receive feedback and adjust.
- 05
Plan the application
Agree what people will use at work, when, who can support them and how progress is reviewed.
Ways to work together
Custom learning modules, facilitated team Labs, or a stronger version of a workshop you already have.
A Lab creates space to practise and learn. If individual assessment is also needed, its purpose, criteria and use of findings are agreed separately.
Try a mini Lab · 1 minute
Example / Collaboration Lab
Know me. Know you.
Work better together.
A practical team experience that connects self-understanding with the way work gets done together.
03 / Individual Discovery
A conversation that starts with you.
You may be preparing for your first role, finding your way as a leader or wondering what your next chapter could look like. A thoughtful conversation can help you recognise patterns, put words to your strengths and explore your choices.
For privately commissioned sessions, we agree what is recorded and what you receive. Sharing with an employer or another person is discussed with you in advance.
In their words
What people take away.
Swipe to read more →
“I like answering your questions. I feel they are coming from a good place, like you cared to listen to me.”
“I never looked at this from how you described to me before.”
“Great insight and something for me to reflect on.”
“Thank you for taking the time to share your insights. I really appreciate them and found them very helpful, particularly as I continue to explore and better understand my own leadership style.”
“It was fantastic speaking with you the other day. I will take your development points on board and feature them in my personal development plan for 2026 and beyond.”
“พี่เมย์อยู่ในทุกช่วงสำคัญของ career path เลย ขอบคุณสำหรับคำแนะนำ และ support นะคะ”May has been there at every important stage of my career. Thank you for your advice and support.
“Thank you so much for the fruitful session today na krab. Time flew fast but super value for me.”
“I had just interviewed for an HR Operations role, and the framework P’May taught me helped a lot. A really great framework.”
How we work
One shared approach.
A different design for each need.
We start with the question you need to answer, then choose the methods and outputs that will help. Not every engagement needs the same tools or the same report.
01
Understand
Explore your context, who is involved and the decision or change you want to support.
02
Shape
Agree the scope, approach, deliverables, timing and how information will be used.
03
Explore & practise
Use the interviews, reflective conversations or learning activities that fit the brief.
04
Make it useful
Bring the findings or learning together into clear decisions, practical actions or materials your team can use.
Clear scope from the start. Assessment may lead to a report with an Executive Decision Brief. A Lab may lead to team actions or a facilitator pack. Individual discovery may lead to personal priorities. Deliverables and fees are agreed before work begins.
Meet May Sanguanchati
Experience with people.
Curiosity about each person.
May Sanguanchati, Founder of Point of View™
Assessment Designer | Learning Experience Curator
My career began in executive search and went on to span human resources leadership, leadership assessment and learning design, across industries, leadership levels and specialised roles. That gave me experience of both selecting people and supporting them once they are in the role. Over 25 years, interviews and leadership conversations have shaped my interest in how people think, work, adapt and grow.
I founded Point of View™ to bring that understanding into people decisions and development. Today, my work spans behavioural assessment, reflective conversations and the design of practical learning experiences.
I work directly with clients to understand their context and build an approach that fits, whether that means an individual conversation, a leadership assessment or a learning module for an internal team to deliver.
25+ years of experienceIndependent practiceBangkok · Thai & EnglishProud cat mom
A few practical questions
Before we begin.
Can we work with POV on just one service?
Yes. Each service can stand alone. We can also connect assessment with development, or design a Lab around an agreed team need, when that helps your goal.
Is this suitable for a small business?
Yes. The scope can focus on one critical hire, a first-time leader or a specific team challenge. We start with the decision or change you need and agree a proportionate approach.
Can our L&D team run the learning modules?
Yes. Design & Equip is built for internal delivery. We agree the facilitator materials, preparation, pilot support and intended use of the modules as part of the scope.
Will every engagement include a psychometric tool?
No. Tools are selected only where they add value to the brief. Relevant tool requirements and permissions are confirmed in advance, and results are interpreted alongside other evidence.
Who receives the findings?
We agree the audience and how information will be used before starting. Organisational assessment reports, team learning observations and private individual reflections have different purposes and sharing arrangements.
Your next step
What would you like to understand better?
A person you may hire. A team you want to develop. A direction you want to explore. Tell me where you are, and we can discuss a useful place to start.