Become for Teams
Leadership development that lasts past the workshop.
The offsite was brilliant. Three weeks later, the vision is in a notebook at the bottom of someone’s bag. Become gives your people a daily identity practice, so the development you’ve invested in keeps showing up on an ordinary Tuesday.
Become helps people turn the person they want to become into the person they practice being every day. It works alongside leadership development, coaching, workshops and other learning programs, giving people a simple way to keep the work moving between sessions.
Informed by peer-reviewed research in future-self continuity, identity, implementation intentions, habit formation and progress monitoring.
Every development program has a Day 4.
You know the pattern. Your people leave the workshop energised, with a clear picture of the leader they want to be. Then the inbox opens, the calendar fills up and that picture slides down the list, somewhere below the quarterly report.
Motivation is lovely company and it tends to leave early. Become gives the person your people decided to be a daily home, so that person keeps turning up long after the facilitator has gone home.
The goal is not another piece of learning. It is helping the learning become part of how people actually show up.
A few minutes a day, built around who your people are becoming.
Become turns personal development into a simple daily practice. Each person creates a clear picture of who they are becoming, then returns to it regularly through reflection and action.
Identity Profile
A guided onboarding takes each person through vision, identity, what matters most and wisdom, so they define the person they're becoming in their own words.
Core Five
Five identity statements, specific and personal to each individual, that name exactly who that person is choosing to be.
The daily check-in
Each day, a few minutes to reflect on how fully they lived their Core Five and what they'd like to bring to tomorrow.
Become Coach
An AI coach that remembers each person's Identity Profile and Core Five, so conversations can build on the person's ongoing journey.
Your Core Five
The five statements that name exactly who you’re becoming.
The daily check-in
A few minutes each day, reflecting on the identity you’re choosing to live into rather than simply reviewing your day.
Your Become Coach
An AI coach that knows your identity and recent progress, so every conversation builds on the last.
Informed by peer-reviewed behavior research.
Become draws on established findings from psychology and behavioral science. These principles shape specific parts of the experience.
The foundations
People who feel more connected to their future self tend to make choices that serve their long-term wellbeing.
Hershfield (2011); Rutchick et al. (2018)
Identity Profile and Core Five
Identity and habit are substantially linked, particularly in health behaviors.
Zhu et al. (2025); Oyserman & Destin (2010)
Core Five
Deciding in advance when, where and how to act improves goal attainment.
Gollwitzer & Sheeran (2006)
Specific behaviors tied to who each person is becoming
Repeated behavior in consistent contexts contributes to automaticity.
Lally & Gardner (2013); Wood & Rünger (2016)
The daily practice
Monitoring progress supports goal attainment.
Harkin et al. (2016)
The daily check-in
In the workplace
These studies explore related principles with employees, leaders and organizations.
Employees with a clearer picture of their future work self showed more proactive career behavior, including over time in a longitudinal sample.
Strauss, Griffin & Parker (2012)
Identity Profile and Core Five
In a workplace training study, a vision-focused intervention increased proactive behavior toward the organization among participants who were high in future orientation.
Strauss & Parker (2018)
Identity Profile onboarding
A clearer future work self was associated with greater work engagement and workplace wellbeing in the studies cited.
Xu, Guo & Zhou (2019); Li et al. (2021)
Core Five
Leader identity tracked leadership effectiveness over time among leadership development participants, and related to the development of some leadership competencies among high-potential executives.
Day & Sin (2011); Kragt & Day (2020)
Core Five
Combining learning by doing with reflection outperformed doing alone in lab and field experiments, including one at a large business process outsourcing company.
Di Stefano, Gino, Pisano & Staats (2014)
The daily check-in
A meta-analysis of workplace coaching studies found positive effects on learning and performance outcomes.
Jones, Woods & Guillaume (2016)
Become alongside your existing coaching
Research directly testing the effectiveness of Become itself has not yet been conducted. A pilot with your people is how that evidence gets built.
Make development part of the everyday.
Organizations already invest in workshops, coaching, leadership programs and offsites. Become gives people a simple daily practice that helps them keep working with what they learned after the session ends.
Leadership development programs
Learning keeps moving between sessions, so the workshop becomes the start of something.
High-potential cohorts
Each person builds a clear, personal picture of the leader they're becoming and practices it daily.
Coaching engagements
Become supports the work between sessions, giving people a place to reflect, practice and keep momentum between coaching conversations.
Teams after a change or offsite
Everyone gets a daily place to turn new intentions into everyday behavior.
Reflection works best when people feel safe doing it.
Become is designed as a personal development experience. Trust and clarity around privacy matter, particularly when organizations introduce personal reflection into the workplace.
What employers see
We are currently defining the organizational reporting and visibility model. We will be transparent about what employers can and cannot see before any pilot begins.
Data and privacy
We will provide clear information about data handling, privacy and applicable data protection requirements as part of the pilot conversation.
Privacy PolicyThe AI coach
Become Coach is an AI coach that supports each person’s daily reflection. Research on AI coaching is still developing, with mixed results in early trials. Become positions the Coach as support for each person’s own reflection, working alongside human coaching, workshops and line managers. Become is a personal development app and is not a medical or mental health treatment.
See what it does for your people before you commit.
We start with a pilot designed around a specific group and the development goal you want to support.
1
Kick-off
A short onboarding session where each person builds their Identity Profile and Core Five.
2
Daily practice
A few minutes each day to reflect on how they are showing up and who they are becoming.
3
Measured outcomes
A short before and after measure, agreed with you at the start, based on the outcomes you want to explore.
4
Results summary
A clear summary of what we learn from the pilot, including participation, feedback and agreed measures.
Become is built on established research. Research testing Become itself has not yet been conducted, and your pilot is an opportunity to build that evidence together.
Meet Niamh
I’ve spent nearly 17 years coaching people through meaningful personal change, working with more than 1,000 clients and training coaches through my Academy. Before becoming a coach, I worked in IT with organizations including UN agencies, Compaq, Dell and Digital Equipment Corporation.
I built Become because I wanted a practical way to help people close the gap between knowing who they want to be and actually living as that person. After years of coaching, I know how much can change when the way you think about yourself begins to change.