Study · Employees
A whole company, team by team
Whole teams enrol at once, and start in sequence. Every team receives MABERT; the order of the rollout is the comparison, so no one waits in a control arm.
01The Study
Because a single conversation can enrol an entire group, the workplace cohort makes the strongest design possible without withholding anything. Teams do not all start on the same day. They begin in sequence, and that sequence is a stepped-wedge: every team receives the full programme, and the order in which they start is exactly what lets the analysis separate MABERT from everything else happening at work that month.
Delivery runs team by team, blending in-person sessions with digital practice, as a standing benefit rather than a one-off workshop. Alongside the individual measures, the study reads team psychological safety at the level of the team, and each team sets a shared goal in addition to individual ones.
The distal markers an employer cares about most, absence and retention, are not claimed at six weeks, because they do not move that fast. They are read from the organisation’s own records over the quarters that follow, from the same teams, so the business case and the science are built from one body of work.
02Measurement
Five channels, tuned to this cohort.
Biomedical markers
Wearable heart-rate variability and sleep, with optional salivary cortisol through occupational health.
Self-report
Wellbeing, perceived stress, a burnout measure, work engagement, and team psychological safety measured at team level.
MABERT leader report
Structured observation of each participant across the six capacities, session by session.
Friend or informant report
A nominated colleague rates observable change.
Goal movement
Individual goals and a shared team goal, scored on a fixed scale across the sprint.
03The Six-Week Split
What this sprint reports, and what waits for the long arm.
Reported at six weeks
- Wellbeing and perceived stress
- Burnout and work engagement
- Heart-rate variability and sleep
- Movement on individual and team goals
- Early change in team psychological safety
Reported from the long arm, with the reason
- Organisational outcomes such as absence and retentionThese move over quarters, not weeks, and are read from the employer's own records over time.
- Durable team climate changeWhether psychological safety holds and deepens is a follow-up question, read across the staggered rollout and at three and six months.
04Goals & Ethics
Personalised goals, no one withheld.
Goals. Individual goals and one shared team goal, scoped to the sprint.
Stepped-wedge rollout. Every team receives the programme; teams begin one after another, and that sequence is what gives the study its comparison. Consent and, where relevant, assent are taken before anything begins, under an approved ethics protocol. Our stance is stated plainly: we do not withhold the programme in the name of research.
This study is in design. The right partner shapes it before it begins.