Our signature product is aimed
at completely reshaping the way your employees are engaging with work.




There are three motives that guide our interventions:


First, preventing burnout is a better strategy than waiting to treat it after it becomes a problem. The personal, social, and organizational costs of burnout can be considerable in terms of physical health, psychological well-being, and work performance, so it does not make sense to incur those before taking any kind of ameliorative action. Instead, taking steps to minimize the risk of burnout before it happens is a more rational and prudent strategy.

Second, building engagement is the best approach to preventing burnout. People who are engaged with their work are better able to cope with the challenges they encounter, and thus are more likely to recover from stress. So building an engaged workforce, before there are major problems, is a great prevention strategy. We also found that it is easier to get people focused on how to make things better, rather than just talking about the problems, goals such “where we would like to be” and "how do we make this a great place to work, and a “workplace of choice”are a more effective way to start the conversation about solutions to the problem of burnout.

Third, intervention at a social and organizational level can be far more productive than individual intervention. If improvements can be made in job conditions that affect a lot of employees, then those interventions will have a much larger effect. And to the extent that such interventions make changes in the way the organization works, they can begin to change the organizational culture.

The TWELVE experience is a comprehensive intervention targeting reversing and preventing organizational burnout in a manner never seen before. Developed following research conducted by specialists in psychology, business and mental health the TWELVE experience proposes a daring approach to an acute problem in the current organizational environment.


Burnout is caused by both individual and organizational factors. The TWELVE Experience aims at helping its participants to discover the range of factors that might cause burnout in their organization and then to offer alternative developmental tools that will help at reducing and then preventing the risk of burnout. There is a personal as well as a cultural predisposition for developing burnout based on a series of limitative or irrational beliefs – engaging in the programme can help you challenge and break through such beliefs and develop new coping mechanisms for the organizational requirements.


The program will focus on the quality of the employee - employer relationship looking at improving both parties’ adaptation to the organizational demands. In order to avoid and prevent occupational burnout both parties needs to engage in deep organizational change. The participants will be stimulated to discover ways to improve the congruence between their motives, needs, and capacities and the organization's demands and provisions.



The TWELVE Experience  aims to address occupational burnout through a holistic approach whereby  the employees learn to identify the individual and organizational causes of burnout and to find solutions both as individual and as a group that will equip them to face the challenges of a competitive environment. Although the programme is focused on tackling occupational burnout this also involves shifting the organizational culture over time in order to support and maintain the implemented changes.

The TWELVE Experience method is based on the creation of support groups putting together employees which hold key roles in the organization that are either in burnout or at risk of burnout.

​The group intervention will usually consist of at least 12 thematic sessions, each lasting for 90 minutes and delivered over the course of 12 weeks. The sessions themes and topics are emerging from the individual and organizational comprehensive assessment undertaken before the commencement of the group and will cover areas from understanding the causes and factors that lead to burnout to education about behaviour, cognition and symptoms associated with burnout and development of adequate strategies for coping with and reducing stress. Each session comes to meet the specific needs highlighted by the group members and it’s constructed to enable and empower the group members to find solutions together and to develop new bespoke coping mechanisms.

​Alongside the group session each group participant will also receive 3 one to one sessions aimed at thoroughly assessing their needs and goals, substantiating their learning from the sessions and finally evaluating the impact of the intervention.

​The program also aims to increase the quality of life for the participants by introducing individual and group tools to develop a set of specific skills such as resilience to stress, self-care, anger and conflict management, communication and negotiating skills, time management, emotional regulation, distress tolerance etc. Improving the quality of life involves increasing the feeling of professional fulfillment, self-esteem, self-sufficiency and professional efficiency.

As a crucial integrated part of our intervention the TWELVE Experience proposes to offer feedback from the completed programme both a quantitative and a qualitative level. We will evaluate the impact of the intervention in terms of self-rated clinical burnout and performance-based self-esteem. We  will help you monitor and maintain the  implemented changes in real-time.

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United Kingdom

+44 744 823 7212