THE UNIVERSAL ORGANISATIONAL PROBLEM
Organisations spend significant budget developing their people. Leadership programmes. Wellbeing initiatives. Graduate schemes. Coaching. The return on that investment is almost entirely unmeasured, not because measurement isn’t valued, but because the tools to do it haven’t existed.
What most organisations have instead: engagement surveys, satisfaction scores, self-reported feedback. These tell you how people felt about the experience. They don’t tell you whether anything actually changed. Whether capacity grew. Whether the people you invested in are more able to lead, decide, and hold complexity than they were before.
That gap is expensive. It means development spend is largely taken on faith. It means burnout risk builds invisibly until it becomes an attrition problem or a leadership crisis. It means the organisations that want to know whether their investment is working have had no reliable way of finding out.
LOG is built to close that gap.
WHAT LOG MEASURES IN ORGANISATIONAL CONTEXTS
LOG measures four things that existing tools don’t.
Capacity is the underlying level at which an individual is currently operating. Not their skills, not their attitude, not how they scored on a 360, but the developmental capacity that determines what they can hold, process, and lead through. Two people with identical skills can have very different capacity, and that difference shows up in how they perform under pressure, make decisions when stakes are high and whether they can sustain performance over time.
Trajectory is whether capacity is growing over time. A single measurement gives you a snapshot. Repeated measurement gives you a trajectory. The trajectory is the only honest answer to whether a development investment is actually working. Without it, you’re measuring intent, not change.
Load is what they’re currently carrying. The cumulative weight of responsibility, complexity, pressure, and unresolved internal friction. Load is invisible until it becomes a problem. High-functioning individuals often carry significant load without it showing in their performance metrics, right up until it does. Load that consistently exceeds capacity is where burnout, attrition, poor decision-making and leadership failure begin.
Risk signals are the early indicators that load is approaching or exceeding capacity, before it becomes a performance issue or a wellbeing crisis. This is what makes LOG useful for burnout prevention, attrition reduction, and leadership sustainability. You can see the risk building before it tips.
Proof of concept
LOG’s measurement framework is already embedded and working inside the Head Trash ecosystem, Alexia Leachman’s anxiety and emotional clearing brand used by CEOs, founders, and business leaders. This isn’t a proposal or a pilot. It’s a live, functioning example of independent LOG measurement operating within an existing brand and client base. The key point to note here is that LOG didn’t build the Head Trash methodology and has no commercial interest in whether it works. That independence is what makes the measurement meaningful, and what makes any partner’s results credible rather than self-reported.
Who is this for?
Companies — HR, L&D, and people teams
You’re investing in leadership development, wellbeing programmes, and graduate schemes. Your measurement is almost entirely self-reported. Engagement surveys tell you about sentiment. Satisfaction scores tell you about experience. Line manager observations tell you about behaviour. None of it tells you whether developmental capacity is actually growing, or whether burnout risk is quietly building in your highest performers before it becomes expensive.
LOG sits underneath your existing programmes and tells you whether they’re moving the needle. Burnout risk visibility before it becomes attrition. Leadership capacity data that goes deeper than a 360. Graduate resilience measurement that identifies who is thriving and who is already carrying too much.
We’re actively seeking pilot partnerships with organisations that want to be the first to know whether their people development investment is working. Pilot partners receive founder-level attention and early-adopter commercial terms.
Personal development brands — partnership
You’ve built something that works. You know it works because you’ve seen the results. But you can’t prove it independently, and that’s costing you in pricing, in credibility, and in the conversations you can’t yet have with organisations and investors.
LOG provides independent measurement infrastructure embedded in your ecosystem. Your methodology, your audience, your delivery. LOG provides the before-and-after data that makes your results defensible. The difference between a testimonial and evidence.
Four partnership tiers are available, from a fully custom measurement build to a referral and affiliate arrangement. Head Trash is the live proof of concept. We’re actively seeking brand partners across personal development, health, and professional growth sectors.
Leadership and wellbeing consultants
You go into organisations and deliver programmes you believe in. Your clients ask for evidence of impact. You have case studies and client feedback, but nothing that constitutes independent, longitudinal measurement of whether the people you worked with actually developed.
LOG is a measurement layer that sits alongside your existing delivery. You bring the methodology and the client relationship. LOG provides the capacity, load, and trajectory data that makes your impact visible in terms your clients already understand and trust.
We’re building pilot partnerships with consultants who want to differentiate their offer and build a genuine evidence base for their work.
Business accelerators and government departments
Founder burnout is the single most underreported risk in early-stage business. Accelerators invest significant resource in founders and have almost no visibility of the internal capacity and load picture that determines whether a founder will make it through the build phase or break before they get there.
LOG provides founder capacity and burnout risk measurement that can be embedded in accelerator programmes. Early identification of founders carrying too much, before it affects their business and your portfolio. For government bodies working on founder wellbeing and workforce mental health, LOG offers population-level measurement that goes deeper than self-reported wellness data.
Early conversations are welcome. We’re interested in pilot projects that build the evidence base and demonstrate what this measurement can do at scale.
Venture capital — portfolio founder risk
You back founders. You have significant visibility of their financials, their market, their team structure. You have almost no visibility of their internal capacity and load. Founder burnout is a portfolio risk that doesn’t appear on a spreadsheet until it’s already expensive.
LOG provides a simple, repeatable measurement of founder capacity and burnout risk across a portfolio. Not a therapy referral. Not a wellness programme. A data layer that tells you which founders are running hot, which are building genuine capacity, and which are heading toward a wall before they know it themselves.
We’re opening pilot conversations with VCs who want to take founder wellbeing seriously as a portfolio risk management tool.
START A CONVERSATION
LOG is at the stage where the right partnerships matter more than volume. We’re selective about who we work with, and the organisations we’re talking to get direct access to the founders, not a sales team.
There are two ways to start:
Book a discovery call
Thirty minutes. No pitch. A conversation about whether LOG is relevant to your specific context and what a pilot could look like.
Send us a brief
Prefer to set out your context in writing first? Use the form below.