NL
A fast-growing SME with 65 employees has scaled rapidly in three years. The founder, seeking more structure, appoints several middle managers. Despite good intentions, unrest spreads on the shop floor, sales decline, and engagement drops. Employees complain about “too many meetings” and “not enough real communication.”
Typical reflex: individual evaluations, bonus programs, coaching, or team reorganizations.
With Athmos Pulse, we don’t treat these signals as isolated incidents but as symptoms of a deeper pattern. Staff turnover is not a “stand-alone event” but an invitation to explore what remains unspoken.
With Athmos Atlas, we map recurring tensions. Via AI generated dialogues and AI-analyzed patterns (e.g. “We’re not involved,” “This is imposed from the top”), we provide a clear overview of where the friction lies and where flow exists.
We expose the system logic: who decides, who influences, who holds back. Through Athmos Atlas, we help re-examine KPIs and make systemic tensions discussable: leadership versus autonomy, trust versus control.
Athmos Compass makes hidden stories visible and translates them into a shared compass that provides direction, deepens collaboration, and strengthens decision-making.
For growth companies, this means:
The result: growth with clarity, decisiveness, and trust.
Silo behavior, hostility, stagnation, turnover
Identifying undercurrents with narrative precision
Recognition of tensions without blame
Recurring conflict avoidance, cynicism, loyalty to the past
Narrative pattern analysis and cultural diagnostics via AI + dialogue
Insight into group dynamics and informal power structures
Unequal decision-making, asymmetric integration, lack of compass
Redesigning structures, KPIs, and responsibilities
A unified whole built on new common ground
Beliefs of exclusion, loss, distrust, self-protection
Collective narrative work, leadership reflection, dialogue sessions
A shared new story guiding strategy and collaboration
Resignations, passivity, frustration
Bundling signals, recognizing friction
Recognition without blame
Recurring resistance
Objectifying patterns via semantic data
Shared language for what is alive
Unequal responsibility
System diagnosis and KPI revision
Better alignment between roles and mandate
“My opinion doesn't count”
Narrative work and leadership coaching
Increased ownership and psychological safety
Frustration over pace, role confusion, threatened withdrawal, fragmented communication
Bundling and clarifying relational signals
Recognition of tension as structural, not personal
Repeated conflict avoidance, parallel logics, personal agendas
Pattern analysis of rhythm, language, and power
New language for collaboration, grounded in reality
No shared mandate, unclear roles, conflicting KPIs
System diagnosis and framework redesign
Rules that carry tensions instead of suppressing them
Ideological clashes, distrust between expertise areas, conflicting worldviews
Cultural dialogues and narrative re-framing
Shared story where differences are named, acknowledged, and strategically connected
Many growth companies are built on entrepreneurship, trust, and direct communication. But once scale kicks in or change hits, the dynamic shifts:
Athmos ensures growth doesn’t come at the expense of connection, engagement, or a healthy work climate. We give precise language to what lies beneath the surface, so strategy retains genuine buy-in and leadership grows stronger - not heavier.
