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For founders & executives leading people

Communication Different person. Same conversation. Every week. Alignment Your leadership team is out of alignment. Invisible erosion It's been shaping your company for months if not years.

Different person. Same conversation.
Every week.

Take our 4-minute free assessment to reveal the patterns driving your team's performance, culture, and bottom line — before you misdiagnose it as a hiring problem.

If any of this sounds familiar:

The same problem keeps showing up with new hires you make
Your culture has drifted and you can't name exactly what or when it changed
Performance reviews go sideways and you leave them wondering what just happened
You have one or two team members you privately know you should have addressed months ago
You're making more decisions, slower, with less confidence than two years ago

Take the Free Assessment →

✓ 4 minutes ✓ 10 questions ✓ Personalized report ✓ Free

What you get back

“Employees are volunteers. They choose to show up every day. Your job as a leader is to earn their staying — and that work starts upstream of any hiring decision.” — Nissim Maimon, Founder of Mindotts

The diagnosis most founders miss

You think it's a people problem. Every new hire repeats the pattern anyway.

When the same dynamics keep appearing — the quiet disengagement, the meetings that don't produce decisions, the key player you keep making excuses for — it's almost never the people. The problem is upstream of the people. It's in the operating system the leader brought into the room before anyone said a word.

How you think about it now

“I need to hire better. I need to find the right COO. I need to replace the two people who aren't pulling weight.”

→

How you'll think about it after the 10Q

“I have a specific leadership pattern. It's producing these exact results. The next hire won't change the pattern. I will.”

The Conscious Architecture Framework

Every leadership pattern is built from five layers. Most founders only see two.

The 10Q maps your current position across all five. It's the difference between “something feels off” and knowing exactly which layer is producing the friction.

Patterns

The recurring dynamics your leadership style produces, whether you intend them or not.

Emotions

The emotional climate you bring into the room. Your team feels it before you speak.

Awareness

The blind spots that shape your decisions without your consent.

Clarity

What you actually want, separated from what you've inherited or defaulted to.

Expression

How clearly the other four show up in the room. Where alignment becomes visible.

Be in the knowing

Be in the knowing.

Awareness is where it all begins – being open to another option will reveal the real issue.

Start here

The 10Q Assessment

Free · 4 minutes · 10 questions

Your leadership persona (one of four profiles)
A short, specific report delivered to your inbox
The single pattern most likely driving your current friction
Free, quick & easy, delivered to your inbox

Take the Assessment →

$147 Review Call included Go deeper

The 25Q Architecture Report

$247 discounted to $197 · 12 minutes · 25 questions · $147 Results Review Call included

Full comprehensive report showing how specific patterns affect your team
Your specific blindspots, named – not generalized
60-minute 1-on-1 Results Review Call (normally $147 as standalone)
Concrete next-move recommendation

Take the Assessment →

The depth you want to go is your choice – both assessments reveal patterns but the 25Q goes deeper.

Who built this

Built by Nissim Maimon, founder of Mindotts and creator of the Conscious Architecture Framework.

Nissim has spent years working with founders and executives on the specific gap between how they think they lead and how their teams actually experience their leadership. It all started with experiencing it with his own team and followed by noticing it everywhere. At first, he thought he had a “people problem” – I am not hiring the right people. The shift was when he started to look inward and decided to try something different – work on myself first. The results: revenue doubled year after year, surprise boss appreciation event, and good people knocking on his door to join.

The Conscious Architecture Framework came out of a pattern he kept seeing: within himself first, and with the founders and executives who scaled past their ceiling – these weren't the ones with better hires or better systems. They were the ones who got honest about the operating system they were running before they walked into a room.

“Most ‘people problems’ in organizations trace back to misalignment at the top. The work begins there.”

Beyond the assessments, Nissim runs a 90-Day Alignment Sprint with a small cohort of founders each quarter. Qualification happens through the Results Review Call — not before.

Objections worth addressing

The questions most founders ask before they start.

I've already worked with a coach. How is this different?

A coach asks you questions until you arrive at answers. The Conscious Architecture Framework does the opposite: it gives you a map of your current leadership pattern first, then we work from there. It's an operator's tool, not a reflective conversation. Most founders who've done coaching before say the assessment surfaced a specific blind spot their coach hadn't named in a year of work.

Is this actually for founders, or is it for HR?

For founders and CEOs only. If the leader hasn't done the assessment, nothing downstream in the organization moves. HR can't fix what's originating two levels above the org chart.

What happens the second I click “Take the Assessment”?

You go directly to the first question. At the end, we ask where to send the report. It lands in your inbox in under 5 minutes, usually under 2. You decide what happens next.

Will this tell me to hire or fire someone?

No. The assessment won't make a personnel call for you. What it will do is show you whether the problem you're solving is actually the problem — before you act. Most founders who take the assessment realize at least one of the decisions they were about to make was aimed at the wrong level.

Why should I trust a free assessment to be any good?

Both assessments are built on the same framework that is behind our 90-Day Alignment Sprint. We give the entry-level version away because we'd rather have you self-qualify early than pay to sit through a misaligned engagement. If the report doesn't land, we may not be a fit. Our aim is to make an impact – on you, your team, and your organization.

Is my data private?

Your responses are used to generate your report and nothing else. We don't share, sell, or use them for research. The report is yours.