Inner operations
Circles for a team, coaching for its leaders, and a half day to start. We work on the conflict nobody names and the meeting that goes in circles, so decisions come faster and good people stay.
What changes
Someone shuts down. Feedback lands wrong. A hard conversation gets avoided for weeks. We use Internal Family Systems, a practical method for catching the reaction that takes over under stress, like getting defensive or going quiet, and choosing what to say instead. We teach it on the situations your team is carrying that week.
Meetings get shorter and decisions get clearer.
Hard conversations happen sooner, and with less damage, because they are not six weeks overdue by the time anyone speaks.
They get curious, and the meeting changes.
They notice the reaction before it takes over, and lead from there.
Three ways in
Usually online, worldwide. Group work runs with two facilitators.
From $600
per person, eight weeks online
From $1,500
one to one and small groups
From $1,500
half a day, for the session
Where to start
Self-leadership Circles
Eight weeks, once a week, online. Your team learns to name what is happening to them, and practices on the situations they are carrying that week.
Then the language spreads. People start using it in meetings, in feedback, in their one to ones. That is when things shift.
Each session runs sixty to ninety minutes. Teaching, live practice and reflection, with examples pulled from your team's own week. People work on real situations, live in the session.
8 to 16 people, with two facilitators. Sixteen is the cap because everyone has to get airtime. If your group is bigger, tell us the numbers and we will work out the shape with you.
What it sounds like
I can feel myself getting defensive. Give me thirty seconds.
We are all running hot after that call. Let's pause before we decide.
Teams tell us this is what they did not expect. Sentences like these start showing up in ordinary meetings.
Leadership Coaching
One to one and small groups, for leaders ready to look at what is driving them. It shows up in how you decide, how you speak to people, and what you stop tolerating.
Each session is structured, so it does not wander. You bring a live situation, and you leave with something you can use before the next one. Anna is a Certified Deep Transformational Coach. Dario is an organizational psychologist who has worked with groups for twenty years.
One to one
We work with what keeps happening. The avoidance. The overwork. The same argument in a different room. Then we find what is running it.
Small group
Two facilitators. In a group you see your own patterns reflected in other people, which is what builds the shared language that changes how a team works.
Who comes
And you keep hitting the same internal walls.
Respected and delivering, and paying for it somewhere nobody sees.
You said the other thing anyway.
And you want to move through it with more presence and less noise.
The Intensive
Some teams run it on its own. Some run it to find out whether they want the eight weeks.
Everyone answers two questions when they sign up. What they lead, and where the pressure gets to them. We build the session on those answers.
We teach what happens inside people when the stakes rise, and what to do in the moment when stress takes over a meeting, on your own and with the person across from you. Then the group works it through on their own situations, live, with both facilitators.
Your team leaves with language they can use on Monday. The session holds up on its own, whether or not the eight weeks ever happens.
In their words
Two of our leaders had been in conflict for months. Tension in every meeting, friction in every email. After going through this work, they can collaborate again. Their teams felt it immediately.
We needed this so much. When you are under this kind of pressure, you do not have space to repair things. Having this language makes everything work better.
We connected and spoke about things we had never been able to say out loud before. Something shifted in how we work together.
I am always surprised by Anna's depth of experience, and how she helps me see a situation from so many angles and get to clarity.
We were able to name things we could not name before. Working with Anna and Dario in the small group went deep, and we came out aligned as founders. It was priceless.
We expected the usual boring leadership workshop. It was one of the best evenings we have had together as a group in a long time.
A smaller way to start
Five colleagues, one company in trouble, and the second meeting that runs inside each person while the first one happens. Anna wrote it after over ten years inside companies like that one. It is fun, and a little too real.
Your team reads it, then we facilitate one session on what they saw in it. A small way into the inner work, with or without the eight weeks.
Outer operations
The more time the tools free up, the less people turn on each other. While your team does this work, we can fix the processes, tools and AI they work with.
Questions
No. We work on how you lead and decide at work, and we keep to that line. If something belongs with a therapist, we say so.
No. People choose what they bring. The work runs on situations at work, and the group sets the depth.
Good. We like skeptics. The work is practical and it holds up to scrutiny. Skeptics tend to become the strongest advocates once they see it work on something they are dealing with.
Yes. Nothing from a session goes to anyone, including a sponsor who is paying for it.
If the first Circles session is not right, that is all you pay for.
Thirty minutes, in confidence. We will both know whether we are the right people to help.