Capacity is infrastructure. We help you build it.

We protect the human capacity that performance, innovation and growth depend on. We treat burnout as a structural, measurable risk, not a personal failing, and we work at both levels at once: addressing the operating conditions that drain capacity, and supporting the people carrying the work.

The Capacity Score is a free, research-backed assessment that maps where the friction is in how work gets done, before it shows up in your performance data. It covers four dimensions: Burnout Risk, Operating Capacity, Cognitive Bandwidth, and Support and Trust. It’s 12 questions, and results are instant. Think of it as a quick read on where capacity is holding and where it’s leaking. It’s a starting point, not the full company diagnostic we run inside an engagement.

An EAP supports a person once they’re already struggling. We work on what’s creating the strain in the first place: unclear priorities, constant firefighting, meeting load and role ambiguity, alongside the personal capacity habits that help people recover inside the work. It isn’t a replacement for your EAP. It’s what keeps fewer people needing it. And we measure it differently. Instead of participation or satisfaction scores, we track operating capacity, cognitive capacity and burnout risk, before and after.

The programs that don’t hold are the ones where leadership isn’t invested in changing operating norms, or where sessions happen but nothing in the workflow or meeting rhythms shifts afterward. That’s why the 90-day program is structural, and why we check whether those conditions are in place before we start.

It depends on where the strain lives. The 4-Week Leadership Capacity Program fits when the issue is contained and behavioral: leaders who need a shared language for stress and capacity, and habits that hold under pressure. The 90-Day Capacity Accelerator fits when the conditions themselves need to change across the company, such as during an AI rollout, a restructure or a hybrid shift. If you want a lighter first step, a one-hour team workshop or a half-day leadership offsite can start the work. Not sure? That’s what the Capacity Mapping Call is for.

We measure first and again at the close, using the same diagnostic with the same population. That gives you a baseline, a re-measure and a change report. We report operating capacity, cognitive capacity and burnout risk separately, and we tie the change to a business metric you already track, such as retention risk, execution velocity or AI adoption. Capacity shows up in the data before it shows up in performance or attrition, so it works as a leading indicator.

It’s one survey of about 12 minutes with three separately scored instruments. Operating Capacity asks whether the environment is set up for people to do their best work: clarity, communication, constant urgency. Cognitive Capacity asks whether people can do that work: focus, decision quality, recovery. Burnout Risk uses a validated burnout instrument (Copenhagen). Responses are anonymous and reported by function and level, so leaders see patterns, not individuals.

The work runs inside your existing operating rhythms, not on top of them. Everyone takes the diagnostic twice, roughly 12 minutes each time. The executive team gets a readout and sets two or three commitments. Managers then put matched playbooks into practice within the meetings and 1:1s they already have. We scope the exact hours on the first call, since they depend on the program and the size of the company.

It’s a working conversation, not a pitch. We start with what’s prompting you to look at this now, who else is involved, and what you’ve already tried that didn’t quite land. From there we map where capacity is likely leaking and which starting point makes sense for your team.