Persona Segmentation
Drive Persona-Based
Transformations at Scale
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt
ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco.
(Dynamic Segmentation)
Automatically Build and Deploy
Personas in Minutes
A decade ago, change teams ran one or two big initiatives a year. Now it's twenty — and the spreadsheets, SharePoints, and side-of-desk pulse surveys can't keep up. Portfolio-scale change needs portfolio-scale infrastructure.
Fast to Build and Deploy
Change teams can create and activate persona groups within minutes.
Always Up to Date
Groups continuously reflect organizational movement and behavioral changes automatically.
Error-Free Segmentation
Membership updates happen in real time, ensuring accurate downstream delivery.
Build Personas From Multiple Data Sources
Pain Point
Tigerhall Solution
Tigerhall Solution
Demographic Data (Who They Are)
Use HRIS data to generate audience groups that auto-refresh based on live data feeds, ensuring accurate targeting
Use HRIS data to generate audience groups that auto-refresh based on live data feeds, ensuring accurate targeting
Workflow Data (What They Do)
Turn existing documentation into short, role-based explainers with 30+ translations
Turn existing documentation into short, role-based explainers with 30+ translations
Behavioral Data (How They Engage)
Surface process-specific resources for each stakeholder via Microsoft Teams
Surface process-specific resources for each stakeholder via Microsoft Teams
Response Data (What They Feel)
Automate nudges and new training assignments when someone logs in or starts an ERP workflow for the first time.
Automate nudges and new training assignments when someone logs in or starts an ERP workflow for the first time.
Example:
(Static Segmentation)
Static Segmentation for Curated Groups Where Precision Matters
Not every audience should change dynamically. Some groups require stable, controlled membership for governance and operational oversight.
Policy owners and governance approvers
Initiative administrators
Pilot groups and beta testers
Champions and steering committees
Define High-impact
Personas with Precision
A decade ago, change teams ran one or two big initiatives a year. Now it's twenty — and the spreadsheets, SharePoints, and side-of-desk pulse surveys can't keep up. Portfolio-scale change needs portfolio-scale infrastructure.
Identify the Real Champions
Auto-generate using integrated or Tigerhall data.
Get the Full Picture
Build from a quick CSV upload or manual selection.
Adoption Tracking
Build from a quick CSV upload or manual selection.
Improve speed and quality of data accumulation
Multiple initiatives contribute data at once, in-house capability grows a lot faster than with linear projects
Make the transformation function more strategic
Insights like “is the productivity bottleneck process or people?” inform business decisions.
Remove the politics from initiative prioritization
Establish a common decision-making framework, so prioritization is done transparently
(How persona + content + triggers work together)
Deliver the Right Information
at the Right Moment
Tigerhall supports a two-layer persona model that balances consistency with initiative-specific targeting.
Continuously Optimize Segmentation
Segmentation evolves alongside organizational behavior.
Refine Criteria
Split Segments
Promote or Demote Members
Persona Targeting
Across Your Portfolio
Tigerhall supports a two-layer persona model that
balances consistency with initiative-specific targeting.
Universal Personas
Persistent audience definitions used across all initiatives.
Example:
Frontline Workforce
Non-desk employees across retail, healthcare, manufacturing, or field operations.
Create consistency across every initiative
Standardize audience definitions organization-wide
Enable cross-initiative benchmarking and comparisons
Initiative-Level Personas
Dynamic groups tailored to a specific transformation or rollout.
Example:
AI Skeptics in Finance
Finance employees who:
Scored below 6 in AI readiness
Haven’t engaged with launch communications
Targets highly specific transformation scenarios
Reflect real-time initiative context and behaviors
Adapt messaging to readiness and sentiment levels