A human systems consultancy.
Our manifesto
The way leaders show up shapes the culture around them, and is shaped by it in return.
Effective leaders are tuned into how their presence and actions influence, and are influenced by, the people and dynamics around them.
They stay attuned to the wider organisational system they’re part of: formal and informal, spoken and unspoken.
They notice what’s being carried, what’s being avoided, and what’s ready to shift, often before it’s named.
When leaders shift how they relate to one another, it unlocks new energy across the system.
Not through top-down direction, but because something essential was seen and acknowledged together.
That kind of shift begins in real, open conversation.
The kind that helps people see the system they’re part of, and the part they play in shaping it.
When the visible and hidden dynamics come into focus, leaders make clearer, more grounded decisions.
That’s when actions land with greater clarity, meaning, and impact.
Because they’re aligned with what’s truly needed to take the next meaningful step—as individuals and as a team.
How we think about alignment
How we think about alignment.
Alignment isn’t the end goal—it’s where real leadership begins. When leaders move together, the organisation follows. Without it, decisions unravel, execution slows, and momentum stalls.
That’s why we start with leadership teams. Because when they build the trust, clarity, and capability to stay aligned—not just in the room, but in action—it creates the conditions for lasting change.
How We Think About Alignment
When we work with leadership teams, we ask:
“Will this decision hold when the pressure hits?”
We ensure teams don’t just agree in the moment—they move forward together, having had the real conversations that make alignment stick.
We shape the alignment process through four essential lenses:
Purpose A shared understanding of why the team exists and what it’s driving toward.
Tasks A clear focus on the work that needs to get done.
Dynamics The hidden and visible patterns shaping how the team works together—what’s said, what’s left unsaid, and how relationships shape decision-making.
Mindset The leadership shifts needed to challenge assumptions, adapt, and embed a culture of continuous alignment.
By working with these four elements, leadership teams build a way of working that keeps them aligned—even as things change.
A simple yet rich approach to real alignment.