Transformation begins where awareness meets discomfort.
Most organisations resist that space. We choose to begin there.
Organisational transformation isn’t about charts or restructuring.
It’s about people, relationships, and the invisible patterns that shape how they think, feel and act.
And the signals are clear, not as problems, but as invitations to evolve:
Burnout
Energy depletion is a collective signal. 76% of employees experience burnout at least sometimes; 1 in 4 “very often” or “always”.
(McKinsey, Gallup)
Silos
Disconnection disrupts coherence. 83% of executives say silos limit collaboration, creating duplicated effort, confusion and disengagement.
(MIT Sloan Management Review)
Disengagement
Meaning is missing. Only 23% of employees worldwide are engaged at work, and even less in hybrid or uncertain contexts.
(Gallup State of the Global Workplace, 2024)
Loss of Trust
Trust is the currency of transformation, and it’s eroding. 63% of people say they don’t trust leadership to “do what’s right”.
(Edelman Trust Barometer, 2023)
We see these signals as systemic whispers, indicators of where consciousness needs to be restored.
That’s why our transformation work begins with deep listening, systemic mapping, and courageous dialogue, before defining any solution.
Change that begins from within.
We don’t deliver transformation.
We co-create it , by adapting each process to the organisation’s context, culture and level of maturity.
Our approach blends science, strategy and consciousness to create meaningful, measurable change.
It brings together:
-
Behavioural science & human development — understanding how people grow and sustain change.
-
Strategic leadership & conscious communication — aligning voices, intentions and impact.
-
Systemic thinking & diagnostics — mapping patterns that shape behaviour and culture.
-
Purpose, culture & performance integration — ensuring alignment between what the organisation believes, saysand does.
-
We work alongside leadership, HR, and People & Culture teams to build transformation that lasts, from the inside out.
At the heart of it lies our proprietary ORIGEM® Diagnostic, a system that reveals patterns, aligns expectations and guides the path toward conscious transformation.
When culture changes, everything changes.
Transformation happens when an organisation’s Mind, Heart and Actions move in Coherence.
Every culture is a living system — it changes from within its own dynamics.
We work through four pillars that sustain meaningful, lasting change:
Each pillar is supported by AMMA’s proprietary diagnostics and tools, such as ORIGEM®, PULSE® and the HUM.AI.N® Navigator, designed to make the invisible patterns of culture visible.
Diagnostics that Reveal the Invisible
Listening is the first act of transformation.
Before action comes understanding, sensing what vibrates, what resists, and what longs to evolve.
AMMA Lab’s diagnostics are designed to make the unseen visible: behavioural patterns, hidden narratives and the gaps between purpose and practice.
From this deep listening emerges a coherence map, the foundation for any conscious transformation.
ORIGEM®
Maps culture, leadership and communication to reveal the emotional and relational DNA of the organisation.
HUM.AI.N® Navigator
Measures Human–AI interaction maturity, integrating ethics, technology and wellbeing.
PULSE®
Translates the organisation’s inner rhythm and shows how its emotional coherence sustains (or constrains) transformation.
These tools are not an end. They are mirrors of consciousness.
They help leaders and teams see clearly where transformation begins.
Frequently Asked Questions
Where do we start?
Every transformation begins with listening.
We start with the ORIGEM® Diagnostic, which helps us identify key patterns and strategic priorities, and co-design an action plan with your leadership team.
How long does a transformation process take?
Change unfolds at the rhythm of the organisation.
The duration depends on your starting point and the depth of transformation you wish to achieve.
Most projects run between 3 and 12 months, structured in clear and evolving phases.
Is transformation only for large organisations?
Not at all. We work with organisations of all sizes — from start-ups to global enterprises — that want to grow sustainably and align culture, purpose and people in coherence.
How do we measure the impact of transformation?
We combine quantitative and qualitative indicators. Each project begins and ends with diagnostics — such as ORIGEM®, PULSE and HUM.AI.N Navigator — to measure progress in culture, trust, engagement and systemic coherence. Beyond numbers, impact is also felt: in how people communicate, decide and lead with presence.
What makes AMMA Lab’s approach different?
We don’t apply frameworks — we create fields of transformation. Our work blends science, strategy and consciousness, ensuring that change is not imposed but embodied. We help organisations evolve with awareness — from structure to flow, from control to coherence.