We exist to help organizations

identify, address, and manage their people-related risks. Our highly experienced teams work with public, private, and federal agencies to design and implement creative solutions to address and mitigate workforce challenges. Our number-one focus is empowering organizations to identify, adapt, and manage rapid change, enabling them to focus on achieving their missions.

Today, where the future is largely frenetic and unknowable—due to technological advancements, societal and global pressures, talent shortages, and the skills-gap disparity—slow planning is holding organizations back, eroding efficiency and leading to mission failure.

Simply put, organizations large and small— including federal, state, and local government agencies—who are still adhering to rigid processes and inflexible methodologies are setting themselves up for failure.

Agility is the name of the game in today’s rapidly changing world.

Many organizations are fully aware of the need to be agile and resilient, and they are working diligently to improve their technologies, methodologies, processes, and policies to keep up; however, many of those same organizations are overlooking the most important component of all: the “people” component.

With a worker shortage existing in many sectors already, it will be imperative for organizations and federal agencies to develop sound strategies to address their people-related risks.

In fact, to survive and thrive amid the chaos, organizations need to attract and retain highly skilled, talented people—and they’ll need to keep those people skilled, reskilled, and upskilled as time goes on.  

Developing and implementing creative strategies to keep people happy, engaged, and passionate about their work and the organization’s mission will be paramount.


We cannot stress this enough…

focusing on people-related risks and challenges will drive organizational readiness and effectiveness—allowing organizations to meet their missions and objectives now and in the future.

In this ever-evolving, fast-paced world, decision makers and leaders need to put people front and center in the equation.

GSX exists to help organizations do just that!

We are a leader in empowering organizations to respond and adapt to rapid change.

If your organization is seeking desirable results in managing accelerated change, you can rely on GSX’s experienced team of Industrial / Organizational psychologists, researchers, project managers, and human talent professionals to create and implement people-first policies and processes.

Coupled with our assessment and credentialing expertise and workforce management capabilities, we will ensure your organization is ready to confidently navigate the rapid pace of change!

GSX: Illuminating your organization’s path forward!


Our History

David E. WilcoxJoselito Lualhati, Ph.D., and Jana Wilcox Lavin founded GSX in 2003. David and Joe were key staff members of the National Skill Standards Board (NSSB).

NSSB, a congressionally chartered federal initiative funded from 1994-2003, administered by the U.S. Department of Labor, was charged with improving methods for defining and measuring human work performance across multiple industry sectors. Dave and Joe had the technical responsibility for managing, designing and conducting organizational and industry research.

GSX was created subsequent to the sunset provision that discontinued the activities of the NSSB.  We recognized the need to continue the key elements of the progress that had been made in developing and deploying industry standards and industry valued credentialing.  GSX was formed and has continued to expand the knowledge and the application of knowledge in these and related fields.  GSX reached its 12th anniversary in 2015; and our business practice now includes the goal of investing funds and in-kind services for new ideas, important research, and promising practices.

Leadership and GSX Achievements

CEO Dave Wilcox

Check out who made it into 2019’s Who’s Who! GSX’s President and CEO, Dave Wilcox, was honored on page 117-118. Read a short synopsis of what was written about Dave.