Tailored programs that combine four disciplines with artificial intelligence.
A consultancy for leadership, teams and culture.
What sets us apart
Four questions to look at your team through the axes that shape its decisions and its culture.
Our own model
It brings together research in behavioral economics and hands-on experience working with teams. Its four axes converge in decision-making, the dimension that integrates them, and they are the foundation of my upcoming book.
Choose an axis and think about it with your team in mind.
Motivation What drives us forward?
A team’s motivation isn’t just about enthusiasm: it has to do with the meaning its members find in their work and with what they feel they can achieve together.
Questions to think about your team
To observe this week: Which conversations light the team up, and which ones shut it down.
Adaptation How do we respond to pressure and change?
When change comes, every team has a habitual way of reacting: speeding up, resisting, waiting for instructions or trying something new. Recognizing it is the first step toward choosing a different one.
Questions to think about your team
To observe this week: What happens in the team when unexpected news arrives.
Wellbeing How do we look after our energy?
A team’s wellbeing is built day to day: in its work rhythms, in its breaks and in how people talk about being tired.
Questions to think about your team
To observe this week: When the team works with the most energy.
Connection What do we need to trust each other?
Trust shows in what a team dares to say: a question, a disagreement, a mistake.
Questions to think about your team
To observe this week: Who speaks up and who stays quiet in meetings.
These questions aren’t meant to diagnose: they open up a new way of looking. How we work on this in the program
What happens in a team rarely has a single cause. That’s why we combine four disciplines with artificial intelligence and design the path together with you, based on what your team needs.
Focus The dynamics between people, roles and organizational context: relationships, how responsibilities are distributed, culture and psychological safety, understood as the freedom to speak up, ask questions or make mistakes without fear of negative consequences.
Contribution A systemic reading before any intervention, one that distinguishes the individual from the group and the organizational, and creates the conditions for the team to address what really matters.
Focus The conversations and commitments that sustain team coordination: the quality of listening, the clarity of requests and the follow-through on agreements.
Contribution Turning reflection into action through concrete agreements, clear ownership and follow-up.
Focus The impact of stress, motivation and the perception of threat or safety on attention, learning and collaboration.
Contribution Learning experiences designed around how people process pressure and change, which sustain the team’s energy and help new habits take hold.
Focus The heuristics and cognitive biases that shape individual and collective decisions, such as status quo bias, group conformity or the anchoring effect.
Contribution More conscious decision-making processes and work environments designed to make behavior change easier and to sustain it over time.
An agent specialized in team development that sustains the work between sessions: it talks privately with each person and supports the team in its group chat.
See how Patu supports teamsThe program
We’ve all seen it: a session that sparks enthusiasm and, a few weeks later, routine takes over again. That’s why the program combines sessions with Patu, our artificial intelligence agent, who supports each person in between.
Before
We map objectives and context, and run an anonymous pulse survey on the four axes of Team Neurodynamics to build an initial diagnosis.
During
Sessions with activities and conversations about real situations. Patu takes part as a learning partner, a reflective partner and a member of the group.
After
Patu sustains practice day to day and helps you see how the team evolves.
For leaders
Ideal when decisions are concentrated at the top and it’s hard to delegate, prioritize or give autonomy.
Outcome Sharper judgment for decision-making and new leadership practices applied day to day.
For teams
Ideal when the team is growing, needs to coordinate better or has conversations it keeps putting off.
Outcome A shared view of how the team works and sustainable working agreements.
Formats
Team days, talks, workshops and executive sessions. In person or online, always tailored.
A starting point
Ideal when the team needs to reconnect.
A day away from the routine for the team to see itself differently and agree on the way forward.
Activities
Speaker
Ideal when you want to put a topic on the agenda at an event or internal meeting.
Talks with clear concepts, everyday examples and questions that connect with each audience’s reality.
Topics
VCM Globalis International Business Forum · Doha, 2025
A specific topic
Ideal when the team needs to work on a specific topic.
A hands-on session built around everyday cases. It can stand alone or be part of the program.
Possible topics
Leading the organization
Ideal when partners, owners or leaders face key leadership decisions.
One-on-one sessions or sessions with the leadership team, to think things through with an outside perspective before deciding.
Possible topics
Founder
Psychologist, organizational coach and speaker
My book is coming soon. Let me know when it launches
Organizations that are part of my experience
Tell us what your team is going through and we’ll suggest a first conversation.
