Human Design team workshops, executive alignment intensives, and ongoing advisory — built for leadership teams who are ready to stop running on someone else’s operating system.
The Problem
You hired people for their skills. But skills don’t explain why your best engineer shuts down in open-ended brainstorms. Why your Projector VP burns out managing like a Generator. Why two high-performers create friction in every meeting. These aren’t personality conflicts. They’re design conflicts.
Undefined Sacral team members have no consistent energy source. Managing them to Generator productivity timelines guarantees burnout — and standard 9-to-5 schedules weren’t designed for their mechanics.
Emotional Authority leaders need time to achieve clarity. Pushing them to instantaneous consensus decisions surfaces their not-self — and produces worse outcomes than if you’d waited a day.
When a Projector is leading a Generator team without recognition, every interaction generates resistance. The org chart says one thing; the design mechanics say something else entirely.
A team of all Generators moves fast but can’t sustain strategic oversight. No Projectors means no one’s job is to see the system clearly. That’s a structural gap, not a motivation gap.
What We Work On
Human Design delivers measurable organizational value when applied to the right problems. These are the four areas with the highest ROI for leadership teams.
Map each team member’s Type, Strategy, Authority, and Definition. Identify natural roles — who leads, who guides, who executes, who reflects. Build a structure that works with energy mechanics, not against them. Result: less friction, faster throughput, more sustainable output.
Every leader has a decision-making Authority built into their design. Most don’t know what it is — which means they’re making high-stakes calls with the wrong processing mechanism. Align your leadership team’s decision mechanics to their actual design architecture.
Before your next hire, run a compositional analysis of your existing team. What Types are over-represented? What energetic gaps are affecting performance? Human Design hiring analysis tells you what your next hire needs to be — not just what skills they should have.
Defined and undefined Centers determine how each person processes information. A team where everyone’s processing style is understood can eliminate most recurring meeting friction, email misinterpretations, and coordination failures that have been attributed to “culture” or “personality.”
The Process
Every engagement is custom-scoped to your team’s size, situation, and goals. Here’s the standard flow.
A 30-minute call to understand your team size, organizational context, current friction points, and what you want to walk away with. No birth data needed at this stage.
Participants submit birth data via a confidential intake form. Dr. LaVeena generates and analyzes each Human Design chart individually, then maps the composite team dynamics.
A live workshop (half-day or full-day, remote or on-site) covering individual chart mechanics, team dynamics mapping, role alignment, and communication protocols tailored to your specific team composition.
Post-workshop written materials, Q&A support, and optional advisory retainer for ongoing integration — new hires, restructuring, or strategic pivots as they arise.
Packages & Investment
Each engagement is custom-scoped based on team size and objectives. Prices below represent the starting range. All packages include pre-work analysis, live session, and post-session materials.
The formal Human Design methodologies for organizational contexts — Business Design Analysis and Organizational Design Consulting — were developed alongside the system itself, not retrofitted afterward. Dr. LaVeena B. Archers holds both verifications, plus the Differentiation Degree: the highest professional certification available in the Human Design system.
This is not a practitioner who learned Human Design for personal development and adapted it for corporations. The Organizational Design Consulting certification is built specifically for organizational analysis. Applied to leadership teams, it produces a structural read of how energy, decision-making, and role authority are distributed — and where the design gaps are.
What Leaders Are Saying
Executives who came in skeptical and left with a structural language for problems they’d been managing by intuition for years.
“We had two senior engineers who couldn’t align on anything. After the team session, we realized one was a Projector without any recognition structure in their role, and the other was a Generator being pulled into strategy work they weren’t designed for. Two structural changes. The friction dissolved.”
“I’ve done StrengthsFinder, DISC, and EQ assessments for my leadership team. This was the first one where the output was actually prescriptive — not just ‘here are your traits’ but ‘here is the exact condition this person needs to make their best decisions.’ That’s useful.”
“The hiring analysis alone was worth the engagement. We were about to make a VP hire who would have been energetically identical to our existing leadership. Dr. Archers flagged the compositional gap and helped us reframe what the role needed to be. That saved us an expensive mis-hire.”
Get in Touch
We’ll review your inquiry and respond within 24–48 business hours with a proposed scope and timeline.
No commitment required. This helps us understand your situation before a discovery call.
We’ll review your information and respond within 24–48 business hours with a proposed scope and next steps.
Questions before then? info@thehumandesignsystem.com
Questions
Most team friction is structural, not motivational. Human Design gives you the blueprint to stop managing against the grain — and start building with it.
Contact: info@thehumandesignsystem.com · All sessions confidential · 🔒 No participant data shared without consent