Corporate Capability Partnership
RECCA™ builds the human capabilities that hold teams, decisions, and relationships together under pressure — and makes them a system your organization owns.
Every firm will soon hold the same models, the same analytics, and the same optimization tools. The technical advantage is being leveled, and people are now the differentiator. The one thing a competitor or an algorithm cannot replicate is the human capability that holds teams, decisions, and relationships together under pressure. That demand for human capability is growing exponentially.
The ability to steady a team through disruption is real, but it is informal. It is undefined, it is shared differently every time, and it goes unmeasured. When that person leaves, the capability leaves with them.
The same ability becomes defined, repeatable, teachable, and measurable. It lives in a documented framework, in people trained to run it, and in evidence that it works. It becomes a standard your best people are proud to carry.
The opportunity is to take the capability you already depend on and make it deliberate — so that it outlasts any one person and defines how your whole organization operates.
RECCA is a working taxonomy in which every dimension breaks into four sub-capabilities defined by observable behavior.
Recovering with direction through disruption.
Emotional signals, read as decision data.
Non-obvious solutions, and holding ambiguity.
Meaning that carries under the highest stakes.
Leading change as a system, not a scramble.
Each sub-capability is scored on observable behavior across a five-level maturity scale — from reactive to integrated — triangulated across self-assessment, manager and peer observation, and facilitated review. Individual profiles aggregate into an organizational landscape your leadership can stand behind.
The three work together as one system, engineered so the capability ends up living inside your own teams and stays there.
We align your leaders and then certify your own people to facilitate RECCA themselves. The capability keeps compounding over time, and you become an organization that grows its own people.
You capture a baseline before the programme, a pre and post comparison after it, and a 90-day report that follows. Development becomes a number you can put in front of your leadership with confidence.
Profiles are generated automatically, a live dashboard shows the organization's progress, and exercises stay available for people to return to. The momentum you build in the room carries into the everyday.
The same human capability holds under pressure wherever pressure lives — the boardroom, the dinner table, the classroom. We build it in all three.
We partner with senior leadership to make RECCA a standard your organization owns — from global finance to central banking to Fortune 500 teams facing AI disruption. Aligned leaders, certified facilitators, and measurement your leadership can trust.
Through immersive retreats — like our Lifecation at Banyan Tree Phuket — executives and their families build RECCA capabilities together. Because the resilience that holds at home is the same resilience that holds at work.
Our enrichment programs and educator training help schools integrate the RECCA capabilities from elementary through high school — so the next generation enters the world already fluent in the human skills the market values most.
From a global bank to central banks to the families behind great institutions, RECCA travels into the settings where the stakes are real and the pressure never lets up.
A keynote for a global bank's workforce on how people adapt to and think alongside AI — and why judgment, trust, and human capability stay decisive as the technical layer commoditizes. It reframed AI from a threat to manage into an edge their people could actively build.
A retreat at Banyan Tree Phuket where executives and their families build RECCA capabilities together. It treats senior leaders as whole people — and sends them back to the business measurably stronger on both sides of that line.
We're leading a masterclass for central bankers across the region on leading with emotional intelligence through volatility, uncertainty, and institutional change. The objective is to equip people who help steer national economies with the human capabilities their mandates increasingly demand of them.
Angie spent a decade as a Bloomberg anchor interviewing the CEOs who shape the global economy — and now brings that insight inside organizations facing AI disruption. In the past year alone she has worked with nearly a hundred senior leaders across global finance, central banking, and Fortune 500 companies.
She leads Authentic Intelligence™ in giving leaders a shared language for the human side of the shift — and turning the capabilities that hold under pressure into a system their organizations own.
Sarah is an entrepreneur and strategist with deep roots in behavioral science, systems thinking, and human development. Before Authentic Intelligence™, she worked with McKinsey & Company — helping leaders navigate complexity through strategic clarity and operational design.
She leads research, partnerships, and product — translating behavioral science into the RECCA taxonomy and the measurement rigor that lets organizations put human capability in front of a board with confidence.