Work
Two trained roles in the room, candor and processing, held by one or both founders depending on the engagement. We observe what is happening, create the friction the real dynamic needs to surface, then name it and work it until something actually shifts. The change happens in the room, not in a deliverable.The change happens in the room, not in a deliverable.
“We name what your team won't. Then we fix it together.”
First principle, the founders
Format 01 · Flagship
Closed group, 8 to 12 people, hotel setting. 2 to 6 days. One or both founders present throughout, depending on the engagement.
Day rate together: €9,000 to €10,000
Who it is for
Not a job title. A situation. Your leadership team has been together long enough that everyone knows the dynamic but nobody names it. There is a conflict cycling through the last four meetings. Someone is being worked around, carefully. Decisions that should take two weeks are taking six. The polite version has stopped working.
What happens
The engagement begins before the first formal session. We observe from the moment of arrival. The first candid moment typically lands within one to two hours. Genuine trust opens within four. No pre-reading. No ice-breakers. The content of the engagement is the group itself.
From a documented engagement
Inside a 90-leader change process, one person was suppressing the senior leadership group. On Day 2 we named the pattern in the room. The system self-corrected over the following thirty days.
Read the caseOutcomes
Specific conflicts resolved, not managed.
Communication patterns named and replaced.
A visible shift in how the team talks, decides, and challenges each other.
Genuine trust opens inside the engagement, not after it.
The rest of the organization feels the change within weeks.
This works when
Investment
€50,000 to €150,000 per engagement. Day rate: Sebastian €7,000, Akseniya €3,500, together €9,000 to €10,000. Most immersive workshops pair both founders; some engagements are held by a single practitioner trained in both roles.
Method, not menu
Same method. Same productive friction. Different time horizons for what the situation needs.
Format 02 · Enterprise
40 to 50 sessions across twelve months. The minimum to produce an observable, sustained shift.
€300k-500k+
Per year
Who it is for
You are inside a change that cannot be completed in a week. Post-merger integration. Generational handover. New ownership with a mandate to change how the organization operates.
What happens
A mix of multi-day immersive workshops, shorter intensive check-ins, and founder advisory directly to the sponsor. We do not deliver a midpoint report. We have a midpoint conversation and adjust the work based on what we are seeing.
What you get
Observable leadership culture change across twelve months. Reduction in board-level conflict. Faster decisions. Lower senior leadership attrition. The organization does not need to be told the culture has changed. It becomes visible.
What you don't get
Not a program for training second-tier managers at scale. Not HR process redesign or org structure consulting.
Format 03 · Live
Not a talk. A live session with an audience of decision-makers.
The session runs 60 to 120 minutes and builds toward a candid moment with a real participant or hosting executive, not toward a thesis. The audience does not watch. They become part of what is happening.
We customize every keynote to the specific organization, industry, and challenge in the room. The format is designed to be a doorway into deeper engagement when the host wants one.
€15-40k
Per keynote
Includes pre-event scoping call and full bespoke preparation.
Format 04 · Retainer
For the leader who cannot name the problem inside their own organization.
€6-20k
Per month retainer
You are a managing director, CEO, chairman, or owner. The culture problem is real but you cannot name it internally. You need outside counsel that does not come with a consulting firm attached.
A mix of call-based advisory, in-person meetings, and real-time availability. The advisory often surfaces one question: whether a full team workshop is the right next step, or whether the change needs to start somewhere else entirely.
This is not therapy, and it is not standard executive coaching with quarterly goal-setting and written development plans. It is direct counsel on what your organization needs next.
WORKSHOP·PROGRAM·KEYNOTE·ADVISORY
4×
formats. One method.
The two roles in the room — held by the pair or by one trained practitioner.
€50-150k
Workshop
2 to 6 days. 8 to 12 leaders. Pair or solo, by fit.
€300k+
Program
12 months. 40 to 50 sessions. Sustained shift.
€15-40k
Keynote
60 to 120 minutes. Live, not a slide deck.
€6-20k
Advisory
Monthly retainer. Direct counsel only.
Engagement
Every engagement begins with a personal conversation between a founder and the sponsor. Not HR. Not procurement. The CEO, MD, or owner who owns the decision and will be accountable for the outcome.
We do not respond to RFPs. We do not compete in procurement processes. How a client enters the relationship tells us something about whether the work will land. If the decision is routed through a layer that is not accountable for the outcome, the engagement rarely works.
The typical path: a referral, an introduction call with one founder, a scoping conversation, a founder recommendation on format and timing, a proposal, then delivery. We decline when the situation calls for it.
1
Referral
2
Intro call
3
Scoping conversation
4
Founder recommendation, proposal
5
Delivery
The integrity gate
Not a list of services we lack. What we are consistently asked for, and consistently decline.
Junior or mid-management training.
We work with senior leadership teams. Culture change at that level changes the organization.
Slide deck deliverables.
No engagement ends with a document. The shift is in the room.
Framework licensing.
The method is inseparable from the people delivering it.
Third-party practitioner licensing.
The method is not licensed to external practitioners. Inspirit engagements are currently delivered by the founders.
HR-led culture rollouts without senior leadership commitment.
When the person signing is not accountable for the outcome, the engagement does not work.
Wellness or team-building retreats without productive friction.
The friction is the mechanism. Remove it and nothing moves.
Remote delivery.
Physical presence is part of the work. There is no remote version.
If this describes the situation
Not routed through an assistant. Direct, with one of us. The first call is 30 minutes, by referral.