A Real-Time Coach for Every Employee, Manager, and Leader
Most transformations do not fail at strategy. They fail at adoption. We are designing a system that turns your priorities into role-specific behaviors, then coaches employees and managers in the flow of work until those behaviors hold. Before we build it, we are choosing two or three organizations to design it with us.
A coach that works where the job actually happens.
Every initiative arrives with a deck, a budget, and a timeline. None of those decide the outcome. What decides it is whether people know how to deliver the change in their own role, on an ordinary Tuesday, when nobody is watching. We are designing a system that translates your priorities into the specific behaviors each role needs to change, then supports the three people who decide whether that change is real.
It coaches the employee.
Real-time nudges, delivered in the tools they already use, that show people what the new way of working looks like in their role, at the moment it matters.
It prompts the manager.
The two or three things worth raising with the team this week, so behaviors get coached rather than announced.
It shows the leader.
Where the change is taking hold, where it has stalled, and what to do about it, while there is still time to act.
Continuously coaches employees to deliver desired outcomes.
- 1
Signals
Pulses, usage, and operating data you already generate.
- 2
Insight
The system surfaces broken handoffs, friction, and emerging risk.
- 3
Nudge
Targeted prompts in the flow of work, to the people who need them.
- 4
Outcome
Behaviors shift, and the shift shows up in the outcomes your sponsor already reports.
Employee privacy is built into the platform.
- We do not read your employees' messages. No analysis of message content. The system works from signals your organization already produces on purpose, and from feedback people knowingly give.
- We measure the system, not the person. Insight is aggregated and anonymous at the team level. This exists to show where your operating model is failing people. It is not a performance tool, and we will not let it become one.
- It has to work where people already are. If it needs everyone to log in to one more thing, it has failed the brief.
Influence over what gets built, and the results before anyone else sees them.
- The system designed around your priorities. Configured for your test team when it is ready. No set-up fees and no license fees, for the duration of the program.
- A behavioral baseline you keep. A rigorous read of adoption, friction, and emerging operating risk on one specific change, using the Culture Design methodology. Yours whatever happens next.
- Design shaped around your friction points. Your rollout, your constraints, and your reporting lines decide what gets built first. This is not a feature request queue reviewed by a committee.
- An impact assessment at the end. What actually changed, and what scaling it across your organization would require.
- Direct access to the practitioners. You work with the people who built the method, not an account team learning on your program.
This is real work, and we would rather lose you now than disappoint you in month three.
- An executive sponsor, and a focused test team close enough to the work to act. Not a delegate gathering information.
- One real change, already underway. A live rollout or transformation, not a hypothetical. Hypotheticals teach us nothing.
- Your materials and your priorities. The org roster, initiative milestones, training records, and existing survey results you already have, under an agreement your counsel reviews. No new instrumentation.
- The truth about what is and is not working. A partner who tells us it looks great is worth nothing to us. We need to hear what will not survive contact with your organization, early, from people who know.
- A publicly available case study. This is a condition of the program, not a request at the end of it. You review and approve anything we publish, but a founding partner who cannot be named publicly is not a fit for this cohort.
A few things to know before you commit.
- There is nothing to log in to today. No trial and no demo environment. What exists is a method, a design, a clear point of view about what to build first, and people who have done this work inside organizations for twenty five years.
- The timeline depends on funding. We are building this deliberately and we will not promise a ship date we cannot hold.
- We might conclude we are wrong. If the design work tells us this should not be built, or should be built differently, we will say so, and you keep your baseline and your impact assessment.
- Your participation is not a purchase commitment. Nothing here obligates you to buy anything, ever.
Shape the product. See the results first.
The founding cohort is two or three organizations. Tell us about the change you would run this against. We read every application ourselves and we reply either way.