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Strategy is set in the boardroom. It is won or lost in the week.
The Wellbeing Edge Weekly Planner is a shared operating system for the working week. It protects reflection by design, front loads the decisions that need runway, and builds the four laws of behaviour change into the working day, so wellbeing and performance compound together instead of competing.
Free for every person in your organisation.
THE EVIDENCE
US $1 Trillion
Lost to the global economy each year in productivity, alongside 12 billion working days, from depression and anxiety.
World Health Organization, 2024.
10 - 21%
Productivity uplift when wellbeing is embedded in the operating system rather than run beside it.
McKinsey Health Institute, 2025.
$1,100 - $3,500
Value per employee, per year, from that same shift.
McKinsey Health Institute, 2025
US $0
What this costs your organisation. No licences, no seats, no procurement, no software to install.
IGNITE Performance, 2026
The strategy is rarely the problem. The week is.
THE PROBLEM
Every organisation has a plan. Very few have a week that can carry one. These four things break it, quietly, at every level of the business at the same time.
Back to back meetings with no gap. Microsoft's Human Factors Lab measured it with EEG. Without breaks, stress associated brain activity accumulates through the day, and the transitions between meetings produce the sharpest spikes of all. At organisation scale you are not carrying one tired executive. You are carrying an entire leadership layer making its hardest decisions on an accumulating load.
Decisions taken too late in the week. A decision made on Thursday afternoon has no runway. The actions cross the weekend, lose context, and arrive on Monday needing to be re explained. Multiply that across every team and the organisation loses a day a week to restating what it already decided.
Reflection that never actually happens. Everyone agrees it matters. Almost nobody has it in the diary, and when the time does arrive there is nothing defined to do, so it becomes email. Awareness training does not fix this, because awareness does not change a calendar.
Wellbeing treated as a separate initiative. A programme running alongside the work rather than inside it. Emotional Intelligence without energy collapses in the first hard week. Energy without behaviour is a healthy body doing the wrong thing beautifully.
If you are the person deciding
THE PERSON DECIDING
For the CEO, CHRO, People and Culture lead, Learning and Development lead or Chief of Staff.
Something you can put in front of your whole organisation this month. No cost, no procurement cycle, no IT ticket, no seat licence and no vendor onboarding.
Your wellbeing agenda gets a delivery mechanism. Most wellbeing spend buys awareness. This changes what is in the calendar on Tuesday.
A short legal and IT review. Nothing anybody writes leaves their own device. There is no account, no database and no employee data for you to hold or protect.
Your own week gets fixed first. You cannot ask a leadership team to hold a rhythm you do not hold yourself, and they can tell.
A measurable before and after. Everyone rates eight wellbeing factors on Monday and re rates on Friday, privately, so the change is visible to the person living it.
THE LEADERSHIP TEAM
For your leadership team
The group who set the meeting defaults everybody else has to live inside.
A shared week, not five private ones. Monday and Tuesday decide, Wednesday and Thursday execute, Friday closes and designs the next week. Once the leadership team shares that shape, cross team requests stop landing on Thursday afternoon.
The 45 and 15 rhythm only survives if leaders adopt it. Meetings shortened to forty five minutes, with the recovered fifteen protected for a defined debrief. Your leadership team is the only group that can make that normal.
Decision runway becomes visible. Every day shows how much of the week is left to close an action, so a decision is scheduled against the time it actually needs.
Friday morning is protected, before the weekend. The team arrives at Monday with next week already designed rather than assembled in the first hour.
One page, one language, every week. Reviews stop being a status update and start being a conversation about what is worth doing.
INDIVIDUAL CONTRIBUTORS
For every individual contributor
The people whose diaries are filled by somebody else.
The same planner, in full. Not a cut down version, not an executive tier. Everybody in the organisation gets exactly the same tool.
Private, by design. Their manager cannot see it, HR cannot see it, and neither can IGNITE Performance. That is what makes people honest enough in it for the method to work.
It gives back the two things they can actually control. What happens in the fifteen minutes after a meeting, and the one habit they are building this quarter.
Habits that hold without motivation. In a British study of 248 adults in 2001, 91% of people who wrote an implementation intention exercised weekly, against 35 to 38% who relied on motivation. The planner writes that sentence for them.
Nothing to install, nothing to join. It opens in any browser on a laptop or a phone, saves itself as they type, and prints as a twelve page brochure if they would rather work on paper.
THE EXAMPLE OF TEAM WELLBEING
In front of five hundred people by Monday
There is no deployment. There is no administrator console. The whole rollout is a link and a decision to use it, which is exactly why it is one of the few things you can put in front of an entire organisation without a project plan.
One. Run one week yourself
Get the planner, use it for five days and print the Friday reflection. You will know by Friday morning whether this is worth your organisation's attention.
Two. Give it to your leadership team
Send one link and ask them to hold the same shape for four weeks. This is the step that decides whether it takes, because they own the meeting defaults.
Three. Open it to everyone
Announce it the way you would announce a benefit, not a system. Same link, same tool, no accounts to create and nothing for anybody to be enrolled in.
Four. Point people at the monthly room
Reset Your Rhythm runs live once a month with Paul, and anyone in your organisation using the planner is welcome in it. That is where the habit gets maintained.
Cost: nothing, at any headcount. Licences: none. Installation: none. Employee data collected: none. Procurement: not required. Admin per person: zero. Training: fifteen minutes on a Monday.
WHAT IT IS
Not a calendar. An operating system for the week.
The 45 and 15 rhythm. Meetings shortened to forty five minutes, and the recovered fifteen becomes protected reflection with a defined four step protocol. The day still closes at 17:00.
Decisions front loaded. Monday and Tuesday decide, Wednesday and Thursday execute, Friday closes and reflects. Every day shows the runway remaining.
Friday morning, protected. Two un-bookable forty five minute blocks before the weekend, with a timed protocol to close this week and design the next.
Habit design on James Clear's four laws. A canvas that writes the habit contract, and a tracker that flags the moment a habit is at risk of being missed twice in a row.
Eight factor wellbeing baseline. Rate on Monday, re rate on Friday, and see what a week of this rhythm actually moved.
Shaped to your language. Any block can be renamed with your own meeting titles.
THE MONTHLY ROOM
Reset Your Rhythm. Live, every month, with Paul.
A planner is a frame. What makes a frame hold is somebody who has sat in the chair your people are sitting in. Anyone in your organisation using the planner is welcome in a live forty five minute session, run monthly. Not a recording. Not a course. A room.
Set your first week, live
We open the planner together and build an actual week, with an actual diary in front of us. Most people leave with three meetings moved and one recurring meeting deleted.
The two questions that decide everything
Which decisions genuinely need a runway, and what you are going to refuse in order to protect them. Almost nobody answers these well alone, because the honest answer is uncomfortable.
Bring your week and ask
Open floor. Your calendar, your team, your quarter. Fifteen years inside boardrooms and leadership teams, pointed at a specific situation for as long as the session runs.
You can generate a planner in an afternoon. You cannot generate the conversation that tells you which of your meetings should not exist.
ORGANISATIONAL WELLBEING
Put it in front of the organisation
Twenty minutes on Zoom, free, for the person who can make this the way the company works.
How the rhythm holds in your specific meeting culture
What to ask of the leadership team in the first four weeks
The announcement wording, written for you to send
How to read what changes, without collecting anyone's data
Where the planner sits alongside EQ-i 2.0 and the Leadership Mastery Academy, if you ever want that
Your Questions, Answered
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There is not one, and it is worth being plain about why. IGNITE Performance is a coaching and leadership development business. The fastest way to be useful to an organisation is to be useful before anybody signs anything. Some organisations that use the planner later ask us to run executive coaching, an EQ-i 2.0 programme or the Leadership Mastery Academy. Most do not, and the planner works exactly the same either way. There is no paid tier, no upgrade and nothing withheld.
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Nothing. It is a web page. There is no software to install, no browser extension, no agent, no integration with your calendar system and no permissions to grant. If a person can open a web page, they can use it.
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Nowhere. Everything anybody types is held in their own browser, on their own device. Nothing is transmitted to IGNITE Performance, to their employer, or to anyone else. There is no account, no login and no database. That is deliberate on two counts. It makes your review short, and it is the only reason people write honestly enough in it for the method to do anything.
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Each person sees their own before and after, because the eight wellbeing factors are rated on Monday and re rated on Friday inside the planner. At an organisation level, look at the things you can already see without surveillance: how many meetings are forty five minutes, how many decisions are taken before Wednesday, and whether Friday mornings are still being booked over.
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No. There is nothing to provision and nothing to revoke when somebody leaves. We ask for a name and a work email once, so we can send the link and the invitation to the monthly session.
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Yes. There is no headcount, no seat count and no distinction between employee types.
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Most cannot, at first. There is a second mode that keeps the full hour and adds fifteen minutes to the slot instead. The planner shows the honest arithmetic of both and lets each person choose. The discipline is the protected fifteen, not the number sixty.
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Yes. Any block can be renamed. The protected reset and reflection blocks stay fixed, because those are the discipline the planner exists to enforce.
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Both, and that is the point. Emotional Intelligence is the behavioural layer, how people lead. Wellbeing is the energy layer, what fuels them to lead. Developed in isolation, either can stall the other. Developed together, they compound.
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Yes, and it is designed for it. One click produces a twelve page A4 brochure with that person's own entries filled in.
YOUR ENHANCED HUMAN OPERATING SYSTEM IN 90 DAYS
Ninety days is enough to change the operating system.
Twelve months is enough to change the culture. Three years is enough to change the trajectory of the enterprise. It starts with one week, structured properly, held by enough people at the same time for it to become the way things are done here.
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YOUR FREE PLANNER ACCESS
Take it now
Free, permanently. No payment details, no trial, nothing expires. Share the Access URL with as many colleagues as you like.