Evidence-based framework

The research behind the system.

Established instruments from occupational psychology and relational dynamics, adapted, extended, and operationalised for the leadership teams of scaling companies.

01 / 06 · Foundations

Adapted, not invented.

Teams Align alignments adapt established academic instruments and evidence-based frameworks from occupational psychology, organisational behaviour, and relational dynamics. We translate and extend existing research for the leadership-team context, then operationalise it through deterministic, rule-based interpretation.

02 / 06 · Deterministic instruments

Validated subscales. Team calibration.

Adapts the Maslach Capacity Inventory (MBI), Oldenburg Capacity Inventory (OLBI), Shirom–Melamed Capacity Measure (SMBM), and Copenhagen Capacity Inventory (CBI).

Team-specific adaptations

  • Team calibration

    Validated subscales recalibrated for leadership-team contexts, not clinical baselines.

  • Relational spillover

    How strain surfaces first in tolerance and working relationships across the team.

  • Detection lag risk

    Interpretation adjusted for leaders who typically recognise decline late.

03 / 06 · Relational dynamics

Four-dimension, multi-lens model.

Analysed at three levels — individual, pairwise, and team-wide — identifying stabilisers vs amplifiers, coalitions, destructive loops, silence traps, and bridge roles carrying disproportionate relational load.

  • 01

    Adult attachment patterns

    Secure, Attuned, Reflective, Pulled.

  • 02

    Conflict navigation styles

    Competing, Collaborating, Compromising, Reflecting, Accommodating, plus hybrid pattern.

  • 03

    Work style personas

    Architect, Improviser, Driver, Integrator, Specialist.

  • 04

    Values tensions

    Predictable strategic trade-offs — growth vs sustainability, speed vs rigour.

04 / 06 · Consent architecture

Consent before disclosure.

Every reveal is governed by a five-tier consent architecture. Nothing moves outward until its owner approves it — so trust is built by the mechanism itself, not asked for on faith.

The five tiers

  • Tier 1 — Private draft: nothing leaves the individual until approved
  • Tier 2 — Pairwise reveal: shared only with the chosen counterpart
  • Tier 3 — Team aggregate: anonymised patterns surfaced to the group
  • Tier 4 — Facilitator view: full context for an invited coach
  • Tier 5 — Organisation rollup: de-identified benchmarks for leadership

05 / 06 · Team extensions

Where established frameworks stop short.

Where we extend beyond existing instruments, we do so to capture failure modes unique to high-stakes scaling leadership teams.

  • Team network analysis

    Pairs and clusters — emergent patterns, coalitions, load concentration.

  • Detection lag weighting

    Calibration mechanism for self-report reliability.

  • Relational load

    Structured risk metric for communication overhead and friction intensity.

06 / 06 · In practice

A 14-day choreography.

The First Cycle unfolds over fourteen days — sequenced prompts, paced disclosure, and scheduled reveals so no team member is ever ahead of another's consent. The choreography is deliberate: momentum without exposure.

Deterministic interpretation.

All outputs are generated through rule-based classification and predefined explanatory libraries. Repeatable, defensible, and free of open-ended improvised psychological labelling.

At a glance

Four dimensions of team dynamics.

01

Relational Trust & Safety

Research base

  • Attachment science
  • Trust instruments
  • Safety measures

Extensions

  • Pair-level mapping
  • Team aggregation
  • Trust asymmetry
02

Communication & Conflict

Research base

  • Gottman predictors
  • Conflict styles
  • Escalation research

Extensions

  • Withdrawal detection
  • Defensiveness
  • Repair capacity
03

Operational Clarity

Research base

  • Governance
  • Decision rights
  • Authority matrices

Extensions

  • Overlap mapping
  • Gap identification
  • Deadlock protocols
04

Energy & Capacity

Research base

  • MBI
  • OLBI
  • SMBM
  • CBI

Extensions

  • Recovery detection
  • Relational spillover
  • Threshold alerts

Diagnostic framework

The Conflict Triangle.

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

  • Work System

    Role clarity, decision rights, authority alignment.

  • Relationship Dynamic

    Attachment patterns, conflict styles, trust levels.

  • Individual State

    Capacity levels, recovery, personal stressors.

Work SystemRelationshipIndividual

The methodology in your hands

Experience it yourself.

Start your First Cycle and see how established research translates into actionable infrastructure for your leadership team.

Start your First Cycle