Grounding work
in how you want to feel.

Most “solutions” treat humans as an afterthought.
We start with the humans.

For when what worked doesn’t, anymore.

Most of us, eventually, wake up to find something is off. The source of the disconnect is less relevant than how it lands: we try to override the feeling, but it doesn’t go away.

This pattern is especially common for leaders, where decisions that were rational in the moment compound into a reality we didn’t think we were building towards.

At this stage, the cultural answer is that you need better information. But the capacity to internalize and act on information is itself a function of the state you’re in. When pressure builds, that state contracts, and the capacity to shift narrows just when it is most needed.

We shift the state of the container, and let the rest follow.

Our Approach

  • Container Cultivation

    We start by creating space, where you and your team can each contribute what’s working, what’s not, and how it lands. This is typically freeing.

  • Reality Facilitation

    From there, we facilitate the emergence of a shared reality — what the group is actually working with, what’s in the way, and what matters most.

  • Planning

    What surfaces in facilitation then gets operationalized into the frameworks the business actually runs on. The state shift lands in the plan.

  • Story

    Humans think in narrative. We help organizations rewrite their story, so change feels like growth, not failure or threat.

Where we tend to fit

  • Strategic Inflections

    Goal-setting, changes in direction, reshaping — all of these require the ability to see reality without the biases we pick up over time. We help by both cultivating the container and facilitating the planning process itself.

  • Drift

    Whether in purpose, business, or both, time has a way of sculpting our momentum. Compromise that’s rational in the moment can become incoherent over time. When this happens, we help leaders reground.

  • Organizational State

    Companies have gotten better at prioritizing culture, but few directly prioritize their organizational nervous system. Yet, groups of humans create their own collective somatic state. And this state compounds, towards either constriction or expansion. We help with the latter.

The Pathways

Find one that works for you.

Embedded

Join the team acting as a chief of staff alongside the CEO or another key executive. Typical length: 3-12 months.

Project-based

Centered around a major inflection point or initiative. We read the state of the room, then help the room engage with what’s hard to see.

Advisory

A long-term, arms-length relationship with key executives or leadership teams. Monthly or bi-monthly cadence.

Ready to start the journey?

Reach Out