Linear for governance. Cyclical for learning.
The method is organised in six phases. Phases one to five form the linear sequence, grouped into Data Gathering (Discover, Diagnose) and Concept Creation (Define, Develop, Deliver). Recalibrate is a continuous learning loop that feeds evidence back into the earlier phases.
Linear = governance. Loop = learning.
Discover — Mobilisation
Content to follow.
Project Definition Initiation
Establish why the organisation is considering workplace change and what decision actually needs to be made.
Roles, Responsibilities, Resources and Timescales
Design the governance structure, decision rights and escalation routes before evidence starts generating conflict.
Data Requests
Build a structured evidence inventory across business, workforce, portfolio, financial and technology data before fieldwork begins.
Establish a Leadership Team
Form the senior, cross-functional body that owns strategic principles and carries workplace trade-offs.
Establish a Community Group
Build a representative employee group that grounds the strategy in daily work reality and carries change into the organisation.
Kick-off Meetings
Align every governance body, workstream and advisor on scope, method, roles and timeline before research begins.
Visioning Session
Surface future business ambition, cultural intent and strategic tensions as testable direction — not as an abstract creative exercise.
Diagnose — How work happens
Content to follow.
Leadership Interviews
Structured one-to-one interviews that surface strategic direction, organisational tensions and workplace success criteria as individual leaders actually hold them.
Business Needs Interviews
Function-level interviews that map how work is actually performed: processes, interdependencies, adjacencies, focus, confidentiality and operational constraints.
Dynamics Assessment
A structured workforce assessment capturing reported People and Process demand: work patterns, activities, locations, preferences, experience and reported occupancy.
Workplace Passport
A consent-aware individual workplace profile — proprietary to the Workplaced platform — through which employees express the conditions under which they can work effectively.
Organisational Culture Assessment
A structured assessment of culture, values, behavioural norms and leadership model — as enacted, not as espoused.
Balance
Balance determines when physical presence creates organisational value — replacing attendance arithmetic with an evidence-based presence logic.
Occupancy Assessment
Occupancy validates, challenges and enriches workplace demand — measuring how space is actually used, not how its use is reported.
Targeted Insights
Focused mixed-method investigations that explain specific contradictions the broad evidence has surfaced but cannot resolve.
Taxonomy Spatial Benchmarking
Taxonomy compares spatial supply against current and intended organisational demand — a structured inventory of what the portfolio provides versus what the organisation needs.
Define — Workplace ambitions
Content to follow.
Dynamics Alignment
The structured translation of diagnosed demand — sentiment, spatial needs, cultural needs, schedule, activities and experience priorities — into an agreed demand position the organisation formally owns.
Sentiment Alignment
A focused alignment on what the workforce feels about work and workplace — separating sentiment signal from noise and agreeing what the strategy must answer.
Spatial and Cultural Needs
The explicit pairing of spatial requirements with the cultural conditions they depend on — establishing which needs are spatial, which are cultural, and which are both.
Schedule and Activities
The structured definition of the organisation's activity profile and temporal rhythm — what work happens, in what proportions, on what schedule.
Hybrid Balance
The translation of presence-value evidence into hybrid work principles, attendance logic, team agreements and their capacity, policy and leadership implications.
Taxonomy Alignment
The translation of selected priorities into quantified spatial demand: settings, capacities, sharing ratios, density, enclosure, adjacencies, zoning and programme requirements.
Persona Development
The construction of evidence-based demand clusters with spatial consequences — replacing fictional user types with measured population segments.
Calibration
The systematic exposure and governance of every assumption the strategy stands on — growth, attendance, sharing, overlap, standards, finance, policy and technology.
Scenario Development
The construction and comparison of plausible futures — baseline, conservative, ambition-led, growth, portfolio-reduction and culture-led — with their spatial, financial and risk consequences.
Develop — Co-creating the concept
Content to follow.
Workshop I — Findings from Data
The consolidation of the full evidence base into one coherent, contestable account of how this organisation works — presented for collective interrogation, not passive receipt.
Workshop II — Key Criteria
The conversion of evidence and ambition into the ranked criteria against which every workplace option will be judged — agreed before any option exists.
Workshop III — Workplace Options
The structured comparison of genuinely different workplace options against the ranked criteria — testing directions before committing to one.
Workshop IV — Workplace Concept
The resolution of the leading direction into the confirmed workplace concept — coherent, evidenced, decided, and formally owned.
Sharing Ratio
The evidence-based determination of desk and setting sharing — derived from workforce demand, attendance rhythm and peak structure, with its risk scenarios and change implications made explicit.
Stacking and Blocking
The allocation of teams, functions and zones across floors and buildings — converting adjacency evidence, capacity models and building constraints into a spatial distribution.
Kit of Parts
The definition of the complete workplace setting system — every setting type, its purpose, quantity, requirements and behavioural logic — from focus and team settings to hospitality, wellbeing and specialist environments.
Architectural Guidance
The translation of the concept and kit into design-governing guidance: spatial, environmental, acoustic, lighting, thermal, biophilic, accessibility, technology and identity requirements the design team must satisfy.
Deliver — Activating the concept
Content to follow.
Conceptual Pillars
The articulation of the confirmed concept as a compact set of governing principles — strategic, design, experience, behavioural, technology, operational and sustainability — that every later decision can be tested against.
Workplace Strategy
The consolidation of the entire methodology into the decision document: rationale, evidence base, ambition, criteria, trade-offs, selected scenario, business case, concept, roadmap, governance and measurement.
Living Workplace Outputs
The conversion of the strategy's models and documents into a maintained decision environment — regenerable, assumption-linked, and current when conditions change.
Architectural Guide Notes
The complete briefing instrument for the design and delivery team: functional brief, spatial brief, design intent, kit, zoning, technology, environmental quality, accessibility, change and project implications — in the form architecture is actually procured and reviewed against.
Recalibrate — Learning from workplace behaviour
Content to follow.
Post-Occupancy Evaluation
The structured test of whether the delivered workplace performs as the strategy claimed — measured against the baselines, criteria and accepted sacrifices recorded before it was built.
Workplace Behaviour Review
The periodic qualitative review of how people actually behave in the workplace — the norms, adaptations and workarounds that quantitative streams register but cannot explain.
Booking Behaviour Analysis
The systematic analysis of reservation behaviour — what people book, hold, abandon and avoid — as a continuous demand signal and early-warning layer for friction.
Workplace Experience Pulse
A light, recurring measurement of reported workplace experience — tracking movement against the sentiment baseline without the fatigue of repeated full assessments.
Spatial Performance Review
The periodic re-assessment of spatial supply against evolved demand — the Diagnose-phase taxonomy discipline operating as a standing review.
Hybrid Work Review
The periodic test of the presence logic against observed reality — whether the principles, team agreements and overlap commitments produce the value they claimed.
Assumption Recalibration
The continuous governance of the assumption register — monitoring divergence, acting on triggers, and regenerating affected models before the strategy quietly becomes fiction.
Workplace Strategy Refresh
The structured regeneration of the workplace strategy when accumulated change exceeds its tolerance — an update from maintained evidence and models, not a return to the blank page.
Active phase: Discover