Here for your team, not just yourself?
This practice is 1:1 with Dan - one leader, one room, no cohorts. When the thing that needs to change is how a team or a whole organization operates, that work runs through EmpacITy, the organizational practice Dan founded.
What runs on the organizational side.
Four ways companies work with EmpacITy. Each one is a room with more than one person in it - which is exactly what this practice does not do.
Leadership & first-time manager training
Structured programs for people stepping into management for the first time, and for leadership groups that need a shared language. Run as cohorts inside your organization.
See it at empacity.roEmotional intelligence & human skills
Programs that help teams and individuals use human skills - authenticity, connection, self-awareness - as a business capability rather than a soft extra.
See it at empacity.roTeam performance diagnostics & repair
Workshops and diagnostics that surface where a team actually loses time, trust, and throughput - then rebuild it with the team in the room.
See it at empacity.roL&D as a service, on retainer
An embedded learning-and-development function for companies that need the capability without building the department. Includes coaching and mentoring programs.
See it at empacity.roSame method. Different room.
Dan founded EmpacITy after 20+ years leading global technology organizations, including scaling $50M+ platforms across 40+ engineering teams as a Global Director of Delivery. With a psychology background and 200+ senior leaders advised, the work now runs two ways.
Through EmpacITy, with organizations: leadership and first-time manager programs, emotional intelligence and human skills, team performance work, and an embedded L&D function on retainer.
Through this practice, 1:1 with individuals: landing the next senior role - including after a layoff - presence, authority and influence, and ongoing advisory for the decisions that can't be workshopped in public.
EmpacITy's page for individuals points here. This page points back. Same person on both ends.
- A leadership group needs a shared language → EmpacITy
- New managers need structured training → EmpacITy
- A team is losing trust and throughput → EmpacITy
- One senior leader is stuck, exposed, or job-searching → this practice
1:1 here, cohorts there.
No overlap by design. Nothing on this site is delivered to a group, and nothing at EmpacITy is delivered one-to-one.
When your company pays for your 1:1 work.
This happens often, and it belongs here rather than at EmpacITy. Your employer funds the engagement; you are still the client. The work is the same 1:1 work - positioning, authority, the decisions in front of you.
What the sponsor gets: confirmation the engagement is running and progress at the level you agree to share. What they never get: session content. That line is in the engagement letter, not in a promise.
Bring the budget conversation to a 15-minute call and you'll leave with the scope, the number, and what your sponsor will be asked to approve.
Book a 15-minute callCompany work, individual work.
Two doors. One conversation to pick.
If you're not sure whether the problem is one leader or the whole team, book the call. If the answer is the team, you'll be pointed straight to EmpacITy - no pitch for something that won't fix it.