Lumina: Workforce Energy Intelligence
Predict burnout weeks before it happens.
4 followers
Predict burnout weeks before it happens.
4 followers
We’re building Synthetic Persona Frameworks and a Predictive Digital Twin Engine that turn real behavioural, emotional and performance signals into living workforce personas and team “twins.” Leaders can run predictive what-if scenarios on workload, change and interventions to spot burnout risk early and protect performance/retention.
@il0vedesign
Creating the category of "workforce energy intelligence" from a place of personal experience is a powerful and necessary vision. Moving from reactive burnout response to predictive energy management could redefine workplace health.
A foundational go-to-market question: For a new category that requires a shift in leadership mindset, who is your ideal early adopter—the forward-thinking HR leader, the engineering manager battling attrition, or the wellness-focused executive—and what's the primary channel to start that conversation?
@olajiggy321 Thanks for your message, and you’re right: for a new category to succeed, a leadership mindset shift is essential. Emphasising this will help the team feel their role is crucial in driving the change needed for success.
For a category that asks leaders to move from “wellness programs” to managing workforce energy as a business system, the ideal early adopter, typically a forward-thinking CEO/People Analytics leader with a CFO perspective, can significantly influence success. We are also targeting engineering managers battling attrition, because their pain is immediate and operational, which maps well to our “burnout-sensitive teams” pilot motion.
We have targeted these specific roles. I am keen to ensure that we can learn to recognise other important and critical roles across different types of businesses, as these will provide different entry points.
Formally, we’ll start with an insight-led conversation rather than a traditional product pitch, via a roundtable-style presentation. This approach invites collaboration and makes participants feel involved in shaping the category's development, highlighting how our digital twin personas and scenario engine can help leaders act early rather than react later. We plan a closed-door event in [March].
Then, we aim to deepen trust through two existing accelerators in our GTM: consultant/advisor warm introductions and small follow-up roundtables sharing anonymised persona patterns and scenario insights, positioning Lumina as the category’s knowledge source, not just another wellbeing vendor.
This approach aligns with our flywheel: Insight → Advocacy → Proof → Expansion, as each virtual pilot yields a proof artefact (the synthetic persona / digital twin insights) that HR can circulate internally to generate advocacy, align finance, and scale beyond the initial team once results are evident.
@il0vedesign
Appreciate the thoughtful strategy — especially the roundtable and advisor-led approach.
I have a straightforward idea you could try on your own — happy to send it your way if useful.
Where’s best to share it — Twitter, LinkedIn, or email?