Lead Differently.
Move from hierarchical control to collaborative impact.
The Hidden Costs of Conventional Leadership
Traditional hierarchical structures weren’t designed for today’s complex challenges.
- Decisions bottleneck at the top while teams wait
- Talented people disengage when they can’t contribute
- Innovation stalls when hierarchy discourages experimentation
- Leaders burn out trying to have all the answers
- Teams struggle with trust, transparency, and genuine collaboration
A Development Path to Collaborative Leadership
There are alternatives to hierarchy, and proven paths to get there. From individual leadership development to deeply collaborative team building to organizational transformation, we guide you through each step.
- Develop confident collaborative leadership skills
- Build self-organizing, high-trust teams
- Implement structures that distribute power and accelerate impact
- Access practical tools, workshops, and comprehensive guidance
Hi, I’m Erika Bjune, founder of Transformetic.
I understand the gap between how organizations currently work and how they could work. I’ve spent 20 years navigating this tension.
I’ve practiced transformative leadership in executive roles, researched collaborative structures extensively, written a comprehensive guide (Organizing for Impact), and built an AI-assisted platform (CoActOS) that enables teams to practice these principles. I guide individuals, teams, and organizations through the developmental arc from hierarchical to collaborative operation.
How It Works
Working together follows a simple three-step process:
- Explore your leadership challenges in a confidential discovery conversation
- Design a personalized approach: coaching, workshops, and/or guided facilitation
- Begin practicing collaborative leadership with ongoing support
From Inner Work to Collective Impact
Most leadership development focuses on making individuals better at working within hierarchical systems. But the systems themselves are the constraint. Transformetic introduces a new category: developmental pathways for collaborative organizations. This isn’t about choosing between structure and chaos but rather about evolving from power-over to power-with models. From decision-making bottlenecks to distributed intelligence. From hierarchical control to self-managing capability. The vocabulary might be new, but the pain points are familiar: bottlenecks, disengagement, slow innovation, and leader burnout. There’s a better way. Let me show you.
