Prove it on your team
first.
Twelve weeks. One team. We redesign the work demand that is draining capacity, measure before and after, and hand you a baseline, a delta, and a case study you own. We are selecting three organizations to run pilots in 2026, the ones that help us prove what this does in the wild.
Executive SummaryTwelve weeks. One team. A case study built from your data.+
The pilot turns the audit's measurement into evidence inside your own organization. We redesign the work demand on one team, measure before and after, and produce a documented case study you own.
What gets measured, baseline to endpoint: decision quality, meeting efficiency, capacity-state distribution, turnover intent, and the one business metric your sponsor cares about most.
How it runs: three phases over twelve weeks. Baseline (weeks 1 to 2), implementation (weeks 3 to 10), case study (weeks 11 to 12). About 30 minutes per week of employee time beyond normal work; 2 to 3 hours per week for the manager.
What you receive: a documented case study, an implementation playbook, and the Manager Execution Capacity Cohort running concurrently on the pilot manager. By week 10 the pilot manager is credentialed and can sustain capacity-informed management without us in the room. That continuity is what the case study documents: the methodology survives the consultant leaving.
Investment: pilots typically scope between $120K and $180K; Design Partners between $100K and $150K, with 15% of audit fees credited against pilot cost when both are contracted together. Three Design Partner slots for 2026.
Capacity is not headcount. It is not bandwidth. It is not throughput.
It is how much of their own skill set your people can reach right now. The same team executes brilliantly at 10 AM and ships an expensive error at 4 PM. The skills did not disappear at lunch. Access to them dropped, because the work demand outran what they had left to meet it with.
The pilot measures that gap. Then it changes the demand that produced it.
The wrong pilot team
Most organizations want to pilot capacity work with the team that needs it most. That is the wrong instinct. A team already collapsing needs immediate relief, not measurement, and a 12-week pilot run on a team in crisis becomes a rescue operation. Rescue operations do not produce clean case studies.
The right pilot team is under enough pressure for capacity to be a felt problem, but not so depleted that the work becomes triage. The manager has to actively engage with the redesign, not just permit it. The executive sponsor has to defend the team's time during the pilot, including against their own competing priorities.
If your honest answer is "the team I would pilot is barely keeping its head above water," tell us in the scoping call. We will probably recommend a different team for the pilot and a different intervention for the one you were thinking of. The wrong team does not just produce a weak case study. It burns twelve weeks the team did not have to spare.
What the pilot does
Twelve weeks. Three phases.
Weeks 1 to 2. Baseline.
We measure where the team is now, before changing anything: decision quality on a four-dimension rubric, meeting hours and decisions per meeting hour, self-reported zone distribution across Green, Yellow, Red, and Can't-Even, turnover intent on the Colarelli scale, and the business metric your sponsor cares about most. The baseline is not a survey. Everything after gets measured against it.
Weeks 3 to 10. The work.
Margin design first: we rebuild the team's operating rhythm so recovery is built into the week instead of crammed around it. Then demand architecture: we map the work demand flowing through the team against what the team can absorb, and redesign the intake. From week 5, capacity-informed assessment: the Zones Framework™ becomes shared language and the manager learns to read state in real time.
Concurrently, the pilot manager runs the Manager Execution Capacity Cohort. Five practices over six weeks. Their practicum exercises draw directly from the pilot team's operating conditions. By week 10, they are credentialed to sustain capacity-informed management after the engagement ends.
Underneath all of it, individuals have private access to the Emergent Skills app for the duration. State-matched reset, two routes (neurodivergent and neurotypical). No manager visibility. No employer surveillance.
Weeks 11 to 12. The case study.
We re-measure against the baseline and write it up. What moved, what did not, and what the organization knows now that it did not at week 1. A document your leadership co-authors and a deck your sponsor can present without us in the room.
Total employee time beyond normal work: about 30 minutes a week. Manager time: 2 to 3 hours a week through week 10, 3 to 4 in the final two weeks.
What gets measured
Five things, baseline to endpoint.
Decision quality, sampled and scored against a four-dimension rubric: information completeness, stakeholder alignment, downstream rework, six-month decision stability.
Meeting efficiency. Total hours. Decisions per meeting hour. Sync versus async ratio.
Capacity state distribution. The percentage of the team's week in Green, Yellow, Red, and Can't-Even. The core variable.
Turnover intent on the Colarelli scale. An early signal of near-term attrition risk.
The team-specific business metric your sponsor cares about most: cycle time, throughput, error rate, revenue per employee, customer response time. Whatever your team's real operating outcome is.
The delta between baseline and endpoint is the case study. It travels better inside your organization than any vendor case study, because it is your team, your data, and your work demand redesigned, not our methodology applied somewhere else. The methodology proven on one team is what scales to a department, a function, or a division through the License.
Who The Pilot Is For
Any team whose output depends on cognitive performance under pressure.
We run pilots across four sectors: pharma and innovation-dependent organizations, financial services and investment firms (private equity is a current priority focus), professional services and law, and healthcare and clinical operations. The pilot scopes to a single team because team-level evidence is what travels best inside an organization.
Who runs it
A senior consultant leads the engagement and is in the room from scoping through case-study delivery. You are not handed off mid-engagement, and the consultant is the same person available for follow-on work if you scale the methodology.
For Design Partner pilots, the founder is closer to the work at named moments: methodology shaping at kickoff, baseline review at week 2, a mid-engagement check at week 6, and final deliverable review at week 11, and is available for executive escalation throughout. On the very first Design Partner pilot, the founder co-delivers alongside the senior consultant. The methodology is solid on paper; real organizations are how it gets sharpened against enterprise data.
Investment
Pilots typically scope between $120K and $180K.
The audit diagnoses and prices the problem. The pilot is the build that acts on it: twelve weeks of redesigning work demand, implementation, measurement, and the Manager Execution Capacity Cohort running concurrently on the pilot manager. That scope is the difference in price.
Three Design Partner slots in 2026. Design Partners scope between $100K and $150K (15% off standard), plus founder co-delivery on the first pilot and anchor case-study positioning when the firm scales past the design partner phase.
15% of audit fees credit against pilot cost when both are contracted together. Final pricing depends on team size, the business metric measured, and baseline depth, and gets quoted in the scoping call.
2026 Design Partner Cohort · Three Slots
Early adopters shape the category.
The first three pilots we run are different in ways that matter to the buyer comfortable being early. What the slots trade is access:
- Founder co-delivery on the first pilot, and founder involvement at the named touchpoints on the others, which ends once the firm scales past this phase.
- Methodology shaped to your organization while the enterprise-scale framework is still being sharpened.
- Anchor case-study positioning, permanently, plus 15% off the engagement.
Questions
What does my team actually have to do?
Each person commits about 30 minutes a week beyond normal work: zone check-ins, a short weekly survey, and app access. The manager's time goes to 2 to 3 hours a week. The executive sponsor commits to four review meetings across the twelve weeks. The redesign runs around the team's existing work, not on top of it.
What if the pilot doesn't produce clear results?
We tell you that, and we tell you why. The case study documents what did and did not work with the same rigor either way. When pilots underperform, the reasons are usually diagnosable: wrong team selection, sponsor disengagement, a competing initiative we did not know about. You get the analysis and the data regardless. The case study is honest.
Who owns the case study?
You do. It is your internal asset. We request the right to reference the engagement in general terms with anonymized outcomes, subject to your approval. Named case studies with attributed outcomes are possible but require separate agreement.
Start with a conversation
Tell us what you are seeing, what you have tried, and which team you are considering. We will tell you whether a pilot fits, what it would cost in your case, and what a realistic outcome looks like. If a pilot is not the right move, we will say so. Three slots in 2026; once they fill, the next window is 2027.