What we do
Momentum
Science tells you what to do to be a great leader. We tell you how.
- Record Record your management and team meetings
- Reflect Everyone gets the same team insights
- Act Get your own personalised insights and nudges
Momentum = Psychological Safety + Accountability
This is the equation at the heart of high-performance cultures.
Psychological safety means your team can speak up, learn from mistakes, and contribute openly. Accountability means commitments are clear and follow-through is real.
We want to safely aggregate data to prove this equation.
From us you get a basic analysis of you as a leader.
The shoulders we stand on
We interpret. We do not invent a new psychometric. Just a way to measure.
- Amy Edmondson Psychological Safety: PS analysis · 6 pillars · zone naming
- Connors / Smith / Hickman The Oz Principle: Accountability · 4 pillars · "above the line"
- J. Richard Hackman Team effectiveness research: What actually makes teams great
- M.A.K. Halliday Systemic-functional linguistics: Interpersonal metafunction · transitivity in transcripts
- Arthur Aron Interpersonal trust: Connection patterns, narrative structure
- Robert McCrae & Paul Costa Big Five: Individual mirror · self-insight
- Hogan Leadership role: Likely role as perspective, not label
Momentum is a feeling. It is alsoa pattern you can see — and change.
- Analyse yourself
- Bring in the team
- Perform together
FAQ
Momentum is what happens when psychological safety and accountability are both present. Teams can speak up and follow through — honest friction, real progress. Connection Game makes that pattern visible in everyday conversations.
Surveys capture what people think they should say. Meetings show how trust and accountability actually show up — in the moment, in your own words. That is what we analyse.
Amy Edmondson (psychological safety), the Oz Principle (accountability), McCrae & Costa (Big Five), Hogan (leadership roles), and team-effectiveness research. We interpret established science — we do not invent a new psychometric test.
Every team sits in comfort, anxiety, apathy, or the learning zone — depending on levels of psychological safety and accountability. Naming the zone tells you what to work on first: more safety, more follow-through, or both.
No. We use hedged, developmental language — insight and nudges, not diagnoses. Big Five is optional and requires separate consent; likely leadership roles are perspectives, not labels.
That momentum — psychological safety plus accountability — is a pattern you can see and change in real teams. Over time, we aim to prove the equation with responsible, aggregated data — not surveillance.