• Role & ownership clarity: who drives execution, who supports
• Decision rights: reduce "slow by default" and repeated escalations
• Conflict & coordination risks: where things will break under growth
• Decision rights: reduce "slow by default" and repeated escalations
• Conflict & coordination risks: where things will break under growth
Team Atlas gives leaders clarity on who drives what, how to unlock action, where coordination breaks, and what org shape fits your strategy
Make execution predictable: roles, decision rights, and conflict risks - mapped
Book a 30-min Atlas Fit Call
Start with a 30‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.
Get a sample Atlas snapshot
Practical artifacts that make the invisible visible — and help you act with confidence.
What you receive
Team Atlas (interactive)
Interactive map of roles, working relationships, and risk points with plain-language operating guidance: ownership, decision rights, escalation rules, and fragile handoffs
Personalized Guides
Practical "how to work with me" pages: communication preferences, decision patterns, and collaboration guardrails written to reduce friction and speed up delivery
Activation Workshop + 30-day support
Leadership readout + activation workshop to turn insights into operating agreements and concrete changes. Includes 15+ hours of live workshops with your leadership team
Founder / CEO
Stop being the escalation layer; make execution scalable.
COO / Chief of Staff / Ops
Turn misalignment into operating rules and faster delivery.
Functional leaders
Reduce cross-functional friction and repeated rework.
We combine structured interviews with expert synthesis to produce operating outputs: decision memos, working agreements and playbooks your team can execute"
Who this is for
Handoffs break, priorities collide, escalations spike.
No shared operating framework - decisions stall and conflicts repeat.
Role demands don't match working patterns - experts disengage.
Ownership and decision rights don't match the new strategy - execution slows.
Four business problems we solve - with decision-ready outputs (not labels).
Why hire NeurolAM?
Scaling / transformation:
When the business shifts (new markets, new product lines, transformation), teams often keep operating with yesterday's structure. Pilots stall, innovation gets stuck inside legacy constraints, and the core loses stability.
We design a dual-track operating model:
• Separate Run vs. Change streams with clear mandates
• Define interfaces between streams (handoffs, dependencies, escalation)
• Build a Capability & Coverage Map: what's covered, what's thin, what's missing
• Propose concrete org design adjustments (roles, decision rights,
reporting lines)
• Separate Run vs. Change streams with clear mandates
• Define interfaces between streams (handoffs, dependencies, escalation)
• Build a Capability & Coverage Map: what's covered, what's thin, what's missing
• Propose concrete org design adjustments (roles, decision rights,
reporting lines)
Outputs: Run/Change model + Capability & Coverage Map + org design
recommendations.
recommendations.
Burnout + low ownership
Burnout and disengagement are often operational failures: unclear ownership, noisy decision paths, and role demands that force constant firefighting.
We reduce burnout by redesigning operations:
• Detect overload signals and bottlenecks
• Reset ownership and clarify expectations
• Adjust cadence and decision paths so experts can contribute sustainably
• Provide a 30-day activation sequence for leaders
• Detect overload signals and bottlenecks
• Reset ownership and clarify expectations
• Adjust cadence and decision paths so experts can contribute sustainably
• Provide a 30-day activation sequence for leaders
Outputs: bottleneck map + ownership reset recommendations + cadence adjustments + activation plan.
Cross-functional friction
Friction rarely looks like open conflict - it shows up as rework, slow decisions, and repeated debates. The pattern is usually broken handoffs and missing working rules between functions.
We make collaboration executable:
• Map fragile handoffs and dependencies
• Create working agreements (ownership, escalation, cadence)
• Provide interaction playbooks for critical relationships
• Clarify decision rights so teams stop escalating by default
• Map fragile handoffs and dependencies
• Create working agreements (ownership, escalation, cadence)
• Provide interaction playbooks for critical relationships
• Clarify decision rights so teams stop escalating by default
Outputs: Team Atlas snapshot + working agreements + playbooks + Decision & Authority Map.
Leadership misalignment
Leadership teams slow down when there's no shared operating system: who decides what, how priorities are set, and how disagreement gets resolved.
We turn ambiguity into operating clarity:
• Map decision rights and ownership across leaders
• Identify fragile interfaces where misalignment creates delay
• Create leadership working agreements (cadence, escalation rules)
• Deliver playbooks for critical leadership relationships
• Map decision rights and ownership across leaders
• Identify fragile interfaces where misalignment creates delay
• Create leadership working agreements (cadence, escalation rules)
• Deliver playbooks for critical leadership relationships
Outputs: Team Atlas snapshot + Decision & Authority Map + leadership working agreements.
Hiring add-on: For critical roles, we run a pre-offer fit forecast against role context and key interfaces to reduce mis-hire risk before the offer.
45-min Diagnostic & scope (pre-work)
Confirm the trigger (scale, friction, change), scope (team/leadership), and access.
01
Leadership structured interviews (90 min each)
Leadership + key interfaces. Interviews to map decision bottlenecks, ownership gaps, and fragile handoffs.
02
Atlas build + operating model draft
We synthesize findings into Team Atlas: decision rights, role interfaces, conflict risks, operating cadence.
03
Readout + working agreements
Leadership session to finalize decision/authority map, handoff rules, and playbooks.
04
Implementation support (30 days)
Office hours / Q&A / adjustments to make the new operating rules stick.
05
From focused framing to a decision‑ready
Start with a 45-minute diagnostic session with an expert. We'll look at your goals and team context together and confirm whether (and how) we can help
Ready to see your team clearly?
We use structured interviews and role context (stakeholders, decision points, handoffs) to build a reliable baseline without collecting sensitive personal content
Structured inputs (role + context)
We focus on observable decision and collaboration patterns (how choices are made, how ambiguity is handled, how feedback and escalation work) not personality labels
Operating behaviors (observable patterns)
Maps value priorities and readiness for change to align strategy and culture. Refresh every 12-24 months.
Change readiness & constraints
Findings are reviewed by behavioral researchers and pressure-tested by senior org-design practitioners (15+ years). Results are decision-support grade - useful for safer hiring conversations, role design, and conflict resolution.
Two-layer expert review
A time-bound snapshot of overload and bottlenecks: where execution is leaking energy now and what to fix first. Re-check after interventions.
Execution risk signals (time-bound)
Structured inputs + expert synthesis + quality review - to produce outputs leaders can use.
Decision-grade quality (how we ensure precision)
01
Why not tests alone?
Tests often measure self-perception. We focus on structured interviews and role context to surface decision-relevant signals.
02
Two-layer review
Expert synthesis + senior practitioner validation to make outputs decision-support grade.
03
Where AI helps
Al supports secure storage, visualization, and drafting - final interpretation and recommendations are human-led.
04
Evolving toolkit
We're building tooling around repeatable decision support; automation amplifies experts, it doesn't replace them.
Decision clarity leaders can use: ownership, decision rights, and collaboration rules that reduce friction and speed up delivery.
• Clear ownership & decision flow
• Less rework and fewer escalations
• Implementation support so it sticks
• Less rework and fewer escalations
• Implementation support so it sticks
The result
How we ensure accuracy
Human‑first, AI‑augmented — by design. Today, Neuroiam is not fully automated. The core of the work — personality analysis and pattern recognition — is performed by senior experts to maximize accuracy and depth.
Decision & Authority Map: who decides what, with escalation rules
Clear ownership for key streams and cross-functional handoffs
Your team stops escalating by default. Decisions become predictable
Clear ownership & decision rights
Faster execution (less rework)
Fragile handoffs identified and fixed with working agreements
Operating cadence and meeting system tuned for delivery
Work moves through the system with fewer loops and stalled debates
Lower leadership load
Founders/execs stop being the "human router" for every conflict
Interaction playbooks for critical relationships
Fewer repeated escalations and ad-hoc arbitration
Atlas snapshot: intertaces, risk points, collaboration quardrails
30-day implementation support to make it stick
A shared map leaders use for org decisions, change, and hiring context.
Team Atlas you can use
Four outcomes leaders consistently report.
What changes after this work
Clarity over conjecture. Insight over opinion. NeurolAM combines structured interviews, role context, and a two-layer expert review to produce decision-ready outputs you can use in hiring. We draw from decades of research in psychology and systems thinking - but we judge quality by what matters: clear risks, success conditions, and actionable next steps.
Grounded in proven behavioral science - built for real decisions
Founder of Socionics; expanded Jung’s work into 16 sociotypes and coined the concept of “information metabolism” to explain how people process information differently.
1970s, Lithuania
Aušra Augustinavičiūtė
Formalized Graves’s theory into the Spiral Dynamics framework, linking human values to organizational change.
1996, USA
Don Beck & Christopher Cowan
Psychiatrist who first introduced the concept of information metabolism, describing how living organisms (including humans) exchange and process information with their environment. His work later inspired Aušra Augustinavičiūtė in developing socionics.
1960s, Poland
Antoni Kępiński
A prominent socionics expert, typologist, and educator, known for creating the “Socionics of Elements” approach and authoring Socionics: From A to Z. Bozhko has trained thousands of professionals in applying socionics to organizational settings, team dynamics, and personal growth. His integration of classical socionics with modern psychological tools laid the foundation for the Neuroiam Team Synergy methodology – a system that transforms deep psychological insight into actionable organizational design.
2000s–present, Ukraine
Andrey Bozhko
Practical workshops on perception models and strengths‑based communication. Teams learn to brief, debate, and decide in each other’s language; managers learn escalation and feedback that fit different thinking styles.
Communication training
Leadership coaching
1:1 sessions for the sponsor/leader (owner/CEO/HR) on how to read their team, where to invest trust, and how to grow the org without over‑orchestration.
We co‑design future org shapes — roles, decision rights, and interfaces — using your Team Atlas as the blueprint.
Org‑design sprints
We type candidates before the offer, forecast team compatibility, motivation drivers, and burnout risks, and provide a candidate profile for each new role based on your current team’s strengths and perception models.
Pre‑hire typing & candidate fit
Role‑aligned growth plans focused on relevant soft‑skills and leadership behaviors — tailored to your business model, situation, and strategy.
Individual development plans
Add new hires to the Team Atlas, simulate task forces and product pods, and preview interaction risks before changes go live.
Atlas expansion & simulations
After the readouts, you can extend the work into activation — we stay with you to embed the habits that sustain results:
We guide you so the change sticks
Expert‑led analysis and synthesis aligned to your objectives;
Сreation of the Team Atlas (interactive), Team DNA group report (PDF), and personalized guides;
Plus leadership deep‑dive & team workshop (private leadership briefing + team session) to activate results.
Next-step recommendation: what to fix first, and what to map next
Interaction Playbook (how to brief, delegate, sync, and avoid rework)
Mini Atlas Snapshot for this relationship (where coordination breaks)
2 structured interviews (one per person)
Base engagement fee
Try it on one critical relationship node - in 24 hours
Test the method before a full Team Atlas engagement
$10,000
$1,000 - 2 people, 1 critical working relationship
1.5‑hour live interview, semantics‑based analysis, assessment of psychological levels (burnout/anxiety) and motivation profile — all feeding the group report and guides.
Per team member typing
$500/person
Example: 20 team members →
$10,000 + (20 × $500) = $20,000 total
$10,000 + (20 × $500) = $20,000 total
Total
$20,000
Activation & ongoing partnership (training, leadership coaching, org‑design sprints, pre‑hire typing, IDPs, Atlas expansion) are scoped and priced separately on request.
Pricing
If our insights don’t bring meaningful clarity about your team, we refund you.
To continue the dialogue, please leave your contact information and our manager will contact you.
Base engagement fee: $10,000
Your team: $500 × 1 person
Total: $10,500
We lacked implementation. Now I know who should drive execution and how to pair them.
We finally clarified who should drive execution and how to pair key roles.
Expert interpretation made it usable for the team.
Actionable outputs we could implement, not theory.
For the first time, I saw myself from the outside — and understood why we talk past each other.
Given the volume of work done in 1−1.5 weeks, it’s clear you’ve automated what should be automated — but the insights are human.
People operate on different frequencies and languages. This gave me a way to read needs and psychotypes — and speak to them.
The recommendations were practical and immediately useful, even after you strip out the emotions.
It felt like getting a superpower for building teams.
Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.
What clients say