METHODOLOGY
Evidence-Based Framework

Our
Methodology

Translating established research into practical tools for founders.

Foundational frameworks

Founders Align assessments adapt established academic instruments and evidence-based frameworks from occupational psychology, organisational behaviour, and relational dynamics. We do not claim to have invented new psychology; we translate and extend existing research for the founder context.

Capacity and capacity science

Our Capacity Index adapts validated subscales from canonical burnout instruments, including the Maslach Capacity Inventory (MBI), Oldenburg Capacity Inventory (OLBI), Shirom–Melamed Capacity Measure (SMBM), and Copenhagen Capacity Inventory (CBI).

Our founder-specific adaptations include:

  • •Recovery and switch-off failure as a functional marker of capacity (not a wellness metric)
  • •Relational spillover, tracking how depletion shows up first in tolerance and working relationships
  • •Detection lag risk profiling, adjusting interpretation for founders who typically recognise decline late

Relational dynamics in cofounder partnerships

Our Relational Health Assessment uses a four-pillar, multi-lens model:

  • •Adult attachment patterns (Secure, Anxious, Avoidant, Fearful-Avoidant)
  • •Conflict navigation styles (Competing, Collaborating, Compromising, Avoiding, Accommodating, plus a hybrid pattern)
  • •Work style personas (Architect, Improviser, Driver, Integrator, Specialist)
  • •Values tensions, mapping predictable strategic trade-offs (e.g., growth vs sustainability, speed vs rigour)

We analyse founder teams at three levels: individual, dyadic (pair), and systemic (3–4 founder networks). This includes identifying stabilisers versus amplifiers, coalitions, destructive loops, silence traps, and bridge roles that carry disproportionate relational load.

Operational governance and decision design

Our Operational Alignment Assessment is grounded in governance-first methodology: clarifying commitments, contribution logic, roles, decision rights, and deadlock resolution before pressure turns ambiguity into resentment.

The output is an Operational Blueprint containing explicit agreements across:

  • •Commitment and capacity
  • •Equity logic and fairness triggers
  • •Decision authority matrices
  • •Strategic alignment (pace, fundraising, hiring, pivot criteria)
  • •Exit alignment and relationship preservation protocols

Founder-specific extensions

Where we extend beyond established frameworks, we do so to capture failure modes unique to high-stakes company building:

  • •Systemic network analysis for triads and quads (emergent patterns, coalitions, load concentration)
  • •Detection lag weighting as a calibration mechanism for self-report reliability
  • •Relational load as a structured risk metric for communication overhead and friction intensity

Conflict integration in active moments

When conflict is active, we use the Conflict Triangle to identify whether the primary driver sits in the Work System, the Relationship Dynamic, or the Individual State. The starting point is then personalised using relational, operational, and capacity baselines.

Deterministic interpretation

All outputs are generated through rule-based classification and predefined explanatory libraries. This ensures repeatability, defensibility, and avoids open-ended interpretation or improvised psychological labelling.

At a Glance

Four Pillars of Assessment

Capacity & Capacity

Adapted From
  • MBI
  • OLBI
  • SMBM
  • CBI
Extensions
  • Recovery detection
  • Relational spillover
  • Lag calibration

Relational Dynamics

Adapted From
  • Attachment
  • Conflict styles
  • Work personas
  • Values
Extensions
  • Individual
  • Dyadic
  • Systemic

Operational Governance

Adapted From
  • Commitment
  • Roles
  • Decisions
  • Deadlock
Extensions
  • Equity logic
  • Decision matrices
  • Exit alignment

Founder Extensions

Adapted From
  • Network analysis
  • Triad dynamics
  • Load metrics
Extensions
  • Lag weighting
  • Self-report
  • Risk aggregation
Diagnostic Framework

The Conflict Triangle

Every cofounder friction point originates from one of three primary drivers. Our assessments identify which vertex is most activated for your team, enabling targeted intervention.

Work System

Role clarity, decision rights, equity alignment

Relationship Dynamic

Attachment patterns, conflict styles, trust levels

Individual State

Capacity levels, capacity, personal stressors

Work SystemRelationshipIndividual

Experience the methodology yourself

Take our assessment to see how established research translates into actionable insights for your founding team.

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