Technology · 240 people
A full-team performance program for a scaling product org
Attrition in engineering halved over two quarters.
Team diagnostic, two simulation days, manager cohort, 6-month pulse.
New YorkLondonVancouverBucharest
Leadership that holds
under pressure.
A boutique organizational growth agency. We coach executives, build managers and repair teams — with applied psychology and live simulation, not motivational theatre.
One behaviour, named
Every programme ends with a change each participant’s team can point to
We measure it with a pre/post behavioural survey run with the participant’s own manager and peers, 60 days after delivery.
Executive Coaching ✦Psychological Safety ✦First-Time Managers ✦Team Performance ✦Game-Based Learning ✦Leadership Training ✦L&D as a Service ✦Executive Coaching ✦Psychological Safety ✦First-Time Managers ✦Team Performance ✦Game-Based Learning ✦Leadership Training ✦L&D as a Service ✦
18yrs
Leading technology teams before the psychology training
4cities
New York · London · Vancouver · Bucharest
90days
Typical window to measurable behavior change
Where it hurts
You already know the symptoms.
Most clients don't arrive asking for a service. They arrive with a problem they can no longer explain away.
For HR & L&D leaders
- —Last year's program earned applause — and no visible behavior change
- —The budget conversation with the CFO is getting harder
- —You need evidence for the board, not another satisfaction score
For C-level & founders
- —The strategy is clear — the leadership layer isn't executing it
- —Two departments that should collaborate barely speak
- —You're losing people you cannot afford to lose
For managers & team leads
- —Promoted for being good at the work — never taught to lead it
- —Difficult conversations get postponed until they explode
- —Problems surface weeks late because feedback doesn't travel up
Who this is for
- →Organizations of 50–5,000 people scaling faster than their managers
- →Heads of L&D, CPOs and founders accountable for leadership capability
- →Newly promoted managers and technical leaders moving into influence
- →Teams under strain: merged, remote, rebuilt or newly formed
What we are not
- ✕One-off motivational keynotes with no follow-through
- ✕Tick-box compliance training
- ✕Programs where the sponsor will not commit to measurement
If measurement is not welcome, we are the wrong partner — and we will tell you on the first call.
Six practices.
One outcome.
People who lead better tomorrow than they did today.
01
Executive Coaching
One-to-one work with senior leaders on judgement, presence and the decisions that define a quarter.
6 months · fortnightly · 360° measured
Read more →02Leadership Training
Cohort programs that turn technical and functional excellence into leadership capability.
6–12 weeks · cohorts of 12–18
Read more →03First-Time Managers
The critical first year. Feedback, delegation, difficult conversations — practised, not lectured.
8 weeks · cohorts of 12–20
Read more →04Team Performance
Psychological safety, conflict and trust — diagnosed with data, rebuilt through facilitated work.
Diagnostic + 2–4 sessions
Read more →05Game-Based Learning
Live simulations that surface real team dynamics in ninety minutes, safely and unforgettably.
90 min – full day · up to 25
Read more →06L&D as a Service
An embedded learning function: skills mapping, program design, delivery and measurement.
Monthly retainer · 6–12 months
Read more →
Experiential learning
Ninety minutes.
Every team habit, exposed.
We run live, facilitated simulations — including Evivve — where your team has to coordinate under real constraints. Who takes the lead, who withholds information, who stops asking questions: it all shows up in the first twenty minutes. Then we debrief it honestly.
00–20
Play begins. Real dynamics surface fast.
20–60
Pressure rises. Habits become visible.
60–90
Facilitated debrief and team commitments.
The method
The EmpacITy Loop
Every engagement runs the same five steps, whatever the service. It is why change survives the last session.
- 01
Diagnose
Interviews, a validated assessment and a baseline read of the team. We name two or three behaviors that actually move outcomes.
Weeks 1–2
- 02
Design
A program built around your context, language and cases — not a licensed deck delivered unchanged.
Weeks 2–3
- 03
Practise
Live sessions and simulations where people rehearse the hard conversation before they have to have it for real.
Weeks 3–10
- 04
Embed
Between-session experiments run in real meetings, manager check-ins and short reinforcement nudges.
Throughout
- 05
Measure
Repeat pulse at the midpoint and the end. Your sponsor sees movement in behavior, not a satisfaction score.
Midpoint + close
Measured, not assumed.
How we measure →180 teams
Google's Project Aristotle found psychological safety — not skill mix or seniority — is the top dynamic of effective teams.
Google re:Work
23%
Higher profitability in top-quartile engagement business units versus bottom-quartile, across 180,000+ teams.
Gallup Q12 Meta-Analysis
360°
Multisource feedback improves performance — and improves more when paired with goal-setting and follow-up.
Personnel Psychology, 2005
The founder
An executive technology leader turned advisor and coach.
Dan Tudorache led engineering and delivery organizations for close to two decades — solution architect, then global delivery director — before adding formal training in psychology and coaching. He is not a consultant who read about your world: he has carried the same accountability your leaders carry, and he brings a psychologist's read on what is actually happening in the room.
Read the full story- Global Delivery Director
- Solution Architect
- Certified Professional Coach
- Psychological Profiler
- ISST Schema Therapy
- PMP®
- MSc Computer Engineering
- BSc Psychology
- Northwestern, Org Leadership
- TEDx Speaker
Selected work
Banking · Mixed cohort
First-time leaders program across four business lines
Manager confidence scores up 41 points post-program.
8-week cohort, 16 managers, pre/post self and team assessment.
Professional services
Executive coaching for a newly appointed leadership team
Decision cycle time reduced from weeks to days.
Six months of individual coaching plus a facilitated team track.
Illustrative engagement examples — not attributed to a specific client.
Investment
No mystery pricing.
Indicative ranges so you can size a budget before you speak to us. Final scope is quoted after the diagnostic.
Simulation workshop
from $4,500
90 minutes to a full day, up to 25 people, debrief and team report included.
Cohort program
from $18,000
6–12 weeks, cohorts of 12–18, diagnostics, live sessions, practice and measurement.
Embedded partnership
from $7,500/mo
L&D as a service: skills mapping, program design, delivery and reporting.
Ways to start
Three low-risk first steps.
Nobody buys a leadership program from a website. Start with something small enough to approve this week.
30 minutes · free
The discovery call
Describe where the team is straining. We'll tell you honestly whether we are the right partner — and if not, point you to who might be.
Book a call2 weeks · fixed scope
The Team Performance Diagnostic
A team questionnaire plus confidential interviews, ending in a baseline report and a readout with a costed recommendation. If the data says you don't need a program, we say so.
Start with the diagnostic90 minutes · up to 25 people
The simulation taster
One live session that surfaces your team's real dynamics, with a facilitated debrief. The fastest way to see how we work before you commit to anything.
Book a taster
Start with one conversation.
No deck. No pitch.
Thirty minutes to understand where your leadership is straining, and whether we are the right people to help. Or start smaller with a 90-minute team simulation.