You already paid to learn how your people work. Then it faded.
Enneagram, DISC, Insights, Hogan, Strengths: two good days, real language, genuine recognition in the room. Then everyone went back to their desk and none of it survived contact with a Tuesday. Adisa is where that knowledge lives afterwards, and gets used at the moment it would have mattered.
Invite-only while we’re in early access · teams of 20 people and up
Nobody forgets it because they didn’t care. They forget it because nothing asked them to remember.
- Day oneThe room is genuinely good. People recognise themselves and each other, out loud, for the first time in years.the workshop
- Week twoThe language is still in use. Somebody says “that’s very high-D of you” in a standup and it lands.still warm
- Month threeThe posters come down. The report is in a shared drive nobody has the link to.fading
- Month nineA hard conversation happens. Nobody thinks to ask what the assessment said about this exact situation.gone
- Year twoA third of the team is new and never did it. The rest couldn’t name their own result.spent
The insight was never the problem. Retrieval was. A profile read once in a conference room cannot help someone at 13:41 on a Tuesday when a message lands badly, and 13:41 on a Tuesday is where working relationships are actually made or broken.
How much of that work can your people still use?
- Have sat through an assessment or a profiling workshop~126
- Could tell you their result today without looking~72
- Could tell you what it means for the person they find hardest~14
Rough, and deliberately so: move the slider to your own numbers. The gap between the first row and the last is the spend you have already made and cannot currently use.
This is what the workshop was supposed to prevent.
“Sure. Whatever you think is best.”
Read as agreement, that costs a month. James did the Insights day eighteen months ago; the profile that explains this sentence is in a PDF nobody has opened since.
25 seconds · nothing to installBring whatever you’ve already done. It doesn’t have to be ours.
Most organisations we talk to have three or four of these in their history, run by different consultants, in different years, for different halves of the company. All of it is usable evidence. None of it needs redoing.
- EnneagramMotivation, and what pressure does to it
- DISCPace and directness in the room
- Discovery InsightsPreferred working colour and its shadow
- HoganDerailers under stress
- CliftonStrengthsWhere someone does their best thinking
- MBTIDecision and energy preferences
- Predictive IndexDrive and detail tolerance
- Team Management ProfileRole someone takes without being asked
Plus 360 feedback, performance reviews, a manager’s own notes, and the sentence someone types when you ask them how they like to be told they’re wrong. Adisa reads a PDF the same way it reads a paragraph.
One account of how a person prefers to work, tested against what actually happens, and dropped when reality disagrees. Held loosely, kept current, and used at 13:41 rather than in a room in March.
Adisa will not tell one of your people that a colleague is a Type 8 and call that an explanation of a human being. Types describe a tendency. They do not excuse a manager from noticing.
You will never read what your people tell Adisa. That is why they tell it anything.
Every honesty tool you have bought before failed at the same point: people worked out who could read it. Adisa is built the other way round. The individual owns their side absolutely, and nothing they say is quoted upward. Not to their manager, not to you, not in an aggregate small enough to guess.
“I stopped raising things in that meeting about four months ago. It’s easier to let it go than to be the one slowing everything down again.”
This is the sentence that explains the attrition in that team. Adisa has it. You never will, and if you could, she would never have typed it.
Adisa opens itself, or it doesn’t get opened.
Anything that waits to be visited gets visited twice, which is exactly how the workshop deck died. Adisa arrives instead: fifteen minutes before the conversation that’s already in the calendar, with the one thing worth knowing about the person on the other side of it. No dashboard to adopt, nothing for you to drive from a slide.
Less time than the prep they’re already doing badly.
Getting started is a four-minute conversation, not a form and not a course, and no two-day offsite. There is no competency framework to map and nothing anyone has to finish before Adisa is useful. If it hasn’t earned the next four minutes, they stop, and it says so first.
We take on a few organisations at a time.
Pricing is per person and we’ll give you the number on the call: it’s still moving, because early customers are shaping what this is. Tell us your size and we’ll tell you honestly whether we’re ready for you yet. Bring the assessments you’ve already run; we’ll show you what’s still in them.