For organisations
Your people are not the problem. The load might be.
A measurable programme for a team under real pressure — and lighter formats that qualify the problem before you commit to solving it.
Who it’s for
Teams working under heavy pressure or deep uncertainty.
Research and development
Scientific teams, biotech, health and industry, where the work is long and the result uncertain.
Consultancies and client work
Delivery under deadline, several clients at once, little margin between two demands.
Managers in transformation
Leading a change while holding the daily workload — and absorbing the friction of both.
Incubators and young companies
Small teams, high stakes, no HR department to lean on.
Teams facing a critical deadline
A launch, an audit, a submission. The period where recovery is the first thing dropped.
Not the right fit
An active conflict, a legal dispute, or a situation needing occupational health or clinical care. I will say so in the first call.
What management actually receives
Something you can act on, without reading anyone’s file.
The sponsor never sees an individual profile. What arrives is a picture of the system and a short list of decisions.
Before and after
An aggregated measurement
The same seven domains at entry and at exit, aggregated across the cohort, with no identifiable quotes. What moved, what did not, and by how much.
Named
The organisational irritants
The friction the team can name but rarely says out loud: meeting load, interruption density, decision latency, margins of autonomy.
At most three
Collective priorities and a roadmap
Three priorities the team chose itself, concrete recommendations, and a ninety-day roadmap. Three, because a list of twelve is a way of doing nothing.
Why confidentiality is not a formality
Confidentiality improves the quality of the work.
This is not a legal clause bolted on afterwards. It is the condition under which people answer honestly — and dishonest answers make the whole measurement worthless.
- The participant receives their own map, chooses what to share, and keeps their answers.
- The team sees only themes, co-designs the experiments, and ranks no one.
- The sponsor receives an aggregated summary, with no identifiable quotes and no individual profile.
- No individual data reaches the employer, at any point.
- The rules are written down before any data is collected, not after.
This programme replaces neither statutory psychosocial risk assessment, nor occupational health, nor psychological care. It is not a medical procedure and produces no diagnosis.
The formats
Start where the problem actually is.
Human Adaptation Pilot™
Six weeks, 8 to 15 people, published week by week.
€2,900 – 4,800
The A.R.C.™ Programme
Reset, Mind the Gap, Choose — the method as a standalone sequence, without the full measurement apparatus.
On request
Vitality Compass™
The seven-domain assessment on its own, before and after.
On request
Next step
Three pilot teams this year.
Twenty-five minutes to check whether this format answers a real problem at your organisation. If it doesn’t, I’ll say so.