Development that belongs to the person, not the performance review
Your team gets a shared vision and a personal practice they'd keep even if they left. You get aggregate insight into how the organisation is actually doing — and never see a single individual's reflections.
From £16 per person per month · minimum five seats · pilot with one team first
Evolve for Teams is a development platform where the individual owns their practice and the organisation sees only aggregate patterns. Each person builds a personal vision, goals and daily practice; teams additionally share an organisational vision board, Circles and shared resources.
Leaders and administrators never have access to individual reflections, Future Self conversations or private vision cards — the dashboard reports participation and aggregate movement across a team, with minimum group sizes to prevent identification. This constraint is the product, not a limitation of it: people don't reflect honestly in software their employer can read.
- Best for
- Values-led organisations of 5 to 500
- Price
- From £16 per person per month, minimum 5 seats
- Leaders can see
- Participation and aggregate movement, minimum group size applies
- Leaders cannot see
- Any individual reflection, conversation or private card
- Portability
- The person keeps their account if they leave
The workshop ends on Friday
Two energising days, a workbook nobody opens, and by the following month behaviour has returned to where it started. Learning without a daily container evaporates.
Engagement surveys measure the symptom
You find out twice a year that something is wrong, in a format too aggregated to act on and too late to prevent. It's a thermometer, not a practice.
People can tell when it's for the company
Development framed as performance improvement gets performed. Development the person would genuinely keep for themselves gets used — and that's what changes anything.
Why most organisational development quietly fails
Not for want of budget.
An organisational vision people can see
A shared vision board for the team or the whole organisation, alongside each person's own. Values stop being a poster and become cards people revisit.
Goals that ladder without surveillance
Team goals with visible milestones. Personal commitments stay personal — nobody's manager is notified about a ritual they missed.
Your L&D material, delivered daily
Bring your existing programmes in as short journeys, or use ours. Five to seven steps, each ending in one act, in the flow of an ordinary working day.
Circles that cross the org chart
Cohorts, functions, mentoring pairs, new-starter groups. Shared boards and activity walls in a space that isn't another chat channel.
A practice people keep
Ten minutes a day that belongs to the individual. If they leave, the account goes with them — which is precisely why they trust it enough to use it.
Shared direction, private interior
The organisation aligns on where it's going. Each person keeps how they get there.
From the closed beta
Roughly 25 people, using it daily, for long enough to mean something.
Pilot with one team
Five to fifteen people for a full quarter, with a clear question you're trying to answer.
Set the organisational vision
Leadership builds the shared board first. It sets the tone that this is real.
Bring your own material across
Your values, your competency framework, your existing programmes, as journeys.
Open Circles
Cohorts and mentoring pairs. This is where the cross-organisational value shows up.
Review the aggregate
Participation, movement and themes at team level — then decide whether to widen.
How a rollout usually goes
Start with one team of five to fifteen. Expand on evidence, not enthusiasm.
How this differs from what you probably already have
Team
£16 /person/month
Billed annually, minimum 5 seats
Book a walkthrough
Organisation
£13 /person/month
Billed annually, minimum 25 seats
Book a walkthrough
Enterprise
Custom
Speak to us about scope
Talk to us
Every seat is portable
If someone leaves, their Evolve account leaves with them — their vision, their reflections, their practice. It costs you a seat and it's the reason the platform gets used honestly. Development that's confiscated at the exit interview was never development.
Per person, per month
Billed annually. Every seat is a full individual account, which the person keeps if they leave.
What exactly can managers and admins see?
If we can't see individual data, how do we measure impact?
Does this replace our L&D programme?
What happens to someone's account when they leave?
How do you handle data protection?
Can we start small?
Questions worth answering
Just for you
An AI Future Self, a vision you revisit daily, and a practice that survives a bad week.
For coaching
Keep clients moving between sessions — and keep the work alive after the programme ends.
For couples
A shared vision you build together, and a private practice each.
For communities
Your community, your domain, your journeys — with a daily practice underneath.
Evolve, however you're using it
The same five practices underneath. What changes is who is in the picture with you.
Try it with one team, for one quarter
Five to fifteen people, a clear question, and honest data at the end of it. If it doesn't move anything, you'll know quickly and cheaply.