The fit2aligned method combines three layers: somatic experiencing for the body level, systemic work for the team level, polyvagal theory (Stephen Porges) as the explanatory frame. Plus optional human design reading on request. Change that carries across quarters, not flash fires.
Not an esoteric programme, not a one-size-fits-all framework. A deliberate combination of body work, systemic clarity, and a pragmatic tool for individual energy. Three approaches strong on their own, sturdy together.
Three layers, one intersection: where body, team and explanatory frame come together, clarity under pressure emerges.
Cognitive work alone doesn’t shift a stress response in the nervous system. Mindfulness alone doesn’t change team dynamics. Personality models alone explain a lot and change little.
The three layers below act exactly where change actually happens: in the body, in the system, and in how individuals use their energy. Together they hold change steady over quarters, not just over the workshop weekend.
Somatic Experiencing was developed by Dr Peter Levine and is today one of the best-evidenced methods for bringing the nervous system’s stress regulation back into balance. In B2B applications this means: you learn to recognise when you’re deciding from reflex, and how to come back from there.
Instead of arguing with the mind, Somatic Experiencing works directly with the nervous system. You learn to feel what’s happening in the body before the words come, and you develop tools that take effect within 60 seconds in the middle of a meeting.
Reactivity in the board meeting. Stress cascades in the team. Decision blocks in a crisis. Somatic Experiencing comes in exactly there, because it doesn’t work through understanding, it works through regulating.
Every team has invisible contracts, roles and loyalties. Most friction in organisations doesn’t come from the issues on the table, it comes from what lies underneath and goes unspoken. Systemic work makes that visible, without judging and without therapising.
Who carries the official role in the team, and who carries the silent one? Who balances whom out? Once these dynamics become clear, conflicts often dissolve that resisted years of work at the surface.
Every team has assumptions that were never negotiated. “I’ll cover for you, in return you don’t get to question things.” Naming these contracts is often the biggest lever for more honest collaboration.
Loyal to whom: the task, the person, the past, the hierarchy? Clarity over your own loyalties changes the quality of every decision.
Stephen Porges' model of the three vagus modes is the scientific foundation behind somatic practice. I use it as an explanatory frame so executive teams can understand what is physiologically happening in their own system and in the team's co-regulation. No new-age framing, peer-reviewed research field since the 1990s.
Ventral vagus for clear leadership, sympathetic for activation in sprint, dorsal vagus for protective shutdown. Those who can read the three modes in their own system decide more deliberately and find their way back from chronic activation to clarity faster.
What the body senses as safety or threat long before the mind evaluates. In a leadership context this co-determines whether a proposal in a meeting is accepted, well before content arguments take effect. Conscious neuroception is the leverage.
The state of executive leadership is not private. It carries through voice prosody, facial expression, breathing rhythm into the team. A more regulated leadership scales without further measure. That is the core mechanism of somatic engagement in organisations.
Somatic Experiencing regulates the nervous system in the moment. Systemic work clarifies what runs between people. Polyvagal Theory provides the scientific explanatory frame for why co-regulation in teams scales. Together, the three layers form a frame in which people decide clearly, teams collaborate more honestly, and leadership holds, even under pressure.
A short preview from a real session. The video only loads on play, no hidden downloads.
Yes. Somatic Experiencing has been researched since the 1970s and is used in trauma therapy, stress research and increasingly in leadership coaching. In a B2B context I don’t use the therapeutic side, I use the preventive-regulatory side.
No. It’s body work on a scientific basis, combined with systemic reflection and a pragmatic personality model. If something couldn’t be explained in a board meeting, I don’t build it in.
Because they hold each other up. A single layer often produces a flash in the pan. The combination of body, system and individual is what makes change carry through weeks and quarters, not just over the workshop weekend.
No. You use it as a model, the way you use any other model. If it helps you see your own decision patterns more clearly, it was useful. If not, we leave it out. There’s no belief contract.
We work on a real situation from your daily work. What was the trigger? What happened in the body? What decision came out of it? Then we practise a regulation, look at the team dynamic behind it, and develop a small anchor you take into daily work.
The methods here are not invented. They have a research background that I translate pragmatically into the B2B context. If you want to dig deeper yourself, here are the primary sources.
Research note: Somatic Experiencing and Polyvagal Theory show positive effects on stress regulation and wellbeing in initial studies. Further randomised controlled trials are under way. In a coaching context I work preventive-regulatory, not therapeutic.
So you can plan: concrete frames, duration and investment ranges. All formats are individually tailored, the numbers are starting figures.
Format: 6 sessions of 75 minutes each, online or on-site in Hamburg
Timeline: over 3-6 months, with mid-point review
Deliverables: Session notes, practice anchors for daily work, mid-point reflection
Investment: from €3,900 net
Format: 4 hours in-house, up to ~12 people
Timeline: Pre-call + half-day + recap
Deliverables: Team charter, 3 usable practices, recap document
Investment: from €2,800 net
Format: Full day in-house, up to ~25 people
Timeline: Pre-call + workshop day + written recap
Deliverables: Team charter, 3 usable practices, written recap
Investment: from €3,900 net
Format: 1 or 2 days, leadership team, retreat setting possible
Timeline: Preparation 4-6 weeks, follow-up 2 weeks
Deliverables: Strategy anchors, team agreements, individual energy map
Investment: 1 day from €4,900 · 2 days from €8,500 net
Format: 6 months of continuous work with executives and the wider team
Timeline: Kick-off + monthly modules + 1:1 sparring
Deliverables: Tailored curriculum, monthly reviews, half-year report
Investment: from €22,000 net, depending on scope and duration
All prices net, includes preparation and follow-up. DACH travel costs shown transparently. Detailed quote after first call. General Terms apply (German version is legally binding) — see Terms.
30 minutes, in which we work on a real topic of yours. No pitch, no sales call. If the chemistry fits, we talk about a format. If not, you still leave with something concrete.
Or start with the free nervous system check for leaders →
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