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Six weeks · about ten minutes a week · $199
For you. Not for your employer.
One of these five is the sentence you would say out loud.
Read down until one of them is yours. Whichever you pick becomes your week one.
How it works
Thirty questions tell you which of the five is actually draining you. You spend a week on each, worst first, trying something specific. Then you answer the same thirty again and see what moved.
Or take the free read first — ten minutes, and this page picks it up.
The five
The same set we run inside schools and companies — answered by you, about your own working life. Ten minutes.
How much you have left
Whether the tiredness is still there after the weekend, and what is taking it.
Whether you want to stay
What is actually holding you here, and what would have to change for staying to be the right call.
Whether you still care
You used to mind about this more. Where that went, and whether it comes back.
The person you report to
How much of this is your manager, how much is the job, and how much is you.
What nobody is saying
What gets swallowed on your team instead of said, and what it is costing all of you.
Whatever scored worst for you is week one — because that is where the smallest change buys you the most, and because if week one is not about the thing that actually hurts, there is no week two.
The shape of it
The order is yours, not a curriculum’s. Week 0 decides it and week 6 checks it.
Week 0 · 10 minutes
The thirty questions
The only part you do without knowing what it is for. Answer for the last month as it actually was, not for how a good month usually goes.
Week 6 · 10 minutes
The same thirty questions again
Side by side with week 0. Some of it will have moved. The parts that did not are just as useful — those are the ones that need something other than your own effort, and now you can say so with a number.
Weeks 1–5 · one each, in your order
Inside one week
Go deeper on that one thing
Twenty-four more questions on it alone, so you find out which part is the problem — not just that it scored low.
Read what it means
Your result explained in plain language, with the research it comes from named rather than waved at.
Practise the hard conversation
Most of these end in a conversation somebody has been avoiding. You try it here first, badly if you like, with nothing at stake.
Do one specific thing
One decision to take back, one demand to drop, one sentence to say out loud. Not "be more resilient".
Come back and say what happened
The next week opens by asking. This is what stops it being a course you can finish without anything changing.
At the end
A name for it. Not “stressed” — the specific thing, and which part of it.
Your before and after, on the same thirty questions, six weeks apart.
Five things you actually tried, and a record of what happened when you did.
Evidence, if you want to use it. “I need something to change and here is what and why” is a much harder conversation to dismiss than “I’m struggling”.
Not therapy or a diagnosis. It says nothing about your health and it is no substitute for talking to someone who can help with that.
Nobody is asked about you. No colleagues rate you, no manager is notified, your workplace is never told you are doing this.
No coach. You do this on your own. If you would rather have a person and a room, take the cohort below instead.
It will not fix a job that needs to be left. Sometimes the honest answer after six weeks is that the problem is not yours to solve. Knowing that is worth $199 too.
Your answers stay yours. We keep your five scores so week six can show you the change. Your individual answers never leave your browser, and you are asked before anything is saved.
One payment, six weeks
$199
Both reads are yours to keep, and it comes off the price of a cohort if you do one later.
Or with other people
A live facilitator, a fixed schedule, and people in the same position as you. That is mostly why cohorts get finished and things you do alone often do not. What you pay for the Deep Dive comes off either one, for a year.
Teachers, instructional coaches, assistant principals and principals
“I love this work and I am not sure I can keep doing it like this. Now what?”
Six weeks to work out what the job is actually costing you, and what would have to change for you to still be doing it in five years.
16 seats, so everyone gets to speak.
Managers, directors and people leads who carry a team
“My team is not doing well and I cannot tell how much of that is me.”
Six weeks on the conditions you are creating for the people who report to you — measured, not assumed.
14 seats, so everyone gets to speak.
Both of those beat another year of telling yourself it is just a busy patch.