A team that dares to experiment.
Most leaders want a team that tries new things, asks questions and learns from mistakes. That only happens when people feel safe to do so. We help leaders show this themselves, create the right context in the team and strengthen a growth mindset in every person.
Start with a conversation
We work on three levels.
The leader
Leading by example
You set the tone. We help you show in your daily work that experimenting is allowed: how you respond to mistakes, how you ask questions and how you share your own doubts.
The team
Growth culture
We help you create the right context: clear agreements, room to try things, and regular moments to look back at what worked and what did not.
The individual
Growth mindset
We strengthen a growth mindset in every person: seeing mistakes as information, asking for help and trying again.
Growth mindset and growth culture are part of one programme. You can book them separately, but they work best together: people need the mindset, and the team needs the context to use it.
We always start by listening, with an anonymous survey and conversations with the team. You see the results first, and we discuss them together. Then we work within your normal way of working, so the change lasts.
Three questions for leaders.
If you hesitate on one of these, you are not alone. In most growing companies, people share less as more layers are added. That is not a lack of commitment. It is a normal reaction to more pressure and more distance. And it can be changed.
What it costs when people stay quiet.
At one client, an idea that sat on a whiteboard for two years became a product line worth several hundred thousand a year.
That is one example. Usually it is smaller: a problem that is raised too late, a decision that keeps being postponed, a good colleague who leaves without really saying why.
In each case, the information was there. It just did not reach the people who needed it.
What you will notice.
The team tries new things
Small experiments become normal, and the team learns from them.
Problems are raised earlier
So you can act while they are still small.
Good people stay longer
People who feel heard are more likely to stay.
You can measure it
We compare how leaders see the team with how the team sees itself, before and after. You see where the gaps are and whether they close.
Two ways to start.
Signal Audit
4–6 weeks · fixed fee
We map what is going on in your team and what it costs. You get a clear picture and concrete advice. If there is nothing that needs action, you know that too.
Growth Readiness Programme
6–12 months · alongside daily work
We work with your leaders and teams over a longer period. The goal is that you can continue on your own afterwards.
The people behind Growth Culture.
Angela La Rosa
Founder of Woem. Psychologist with a background in organisational psychology and clinical psychoneuroimmunology.
Ania Hajdrowska
Founder of Engaged Lab and certified Psychological Safety Practitioner. 16 years in Europe's fast-growing tech companies, including Adyen and Amazon. She helps leaders build teams where people speak up and take smart risks.
Better to hear it now than in an exit interview.
Let's talk about your team.
We start with a short call to understand your situation. Growth Culture is a programme by Woem and Engaged Lab.
Let's talk about your team
Complete the form and we'll get back to you within two working days to set up a short introductory call.