The human behind ​the practice.

For three decades I practised bringing clarity to confusion and order to chaos... working in spaces where outcomes depended less on mechanics and more on dynamics.  Now I've brought that experience, my integrative, relationship-oriented approach, and a broad range of serious research into The Coherence Practice.

This work sits at the intersection of neuroscience, systems thinking, and relational dynamics, applied specifically to the question of what makes leadership teams genuinely cohere.

I'm Helen Achterberg-Pentz — founder of Solfeggio and the creator of the Coherence in Action framework.   I work with leadership teams and CHROs of owner-led businesses who are grappling with a particular kind of organisational frustration: teams that are technically capable, operationally functional — and yet subtly misaligned in ways that cost them performance, talent, and resilience.

But... my role is not to diagnose or analyse for you.  You already know the truth, even if you haven't been able to articulate it.

My work is to help your team notice the patterns you are already living.  And implement tiny coherence practices to support the actions you decide to take.

The Coherence Practice emerged from a conviction that conventional performance-enhancement and team development tools are not addressing the right things.  Engagement surveys, personality profiles, skills training, org design and cultural assessments all have value — but none of them locate the integrative, structural conditions of coherence with sufficient precision.
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This practice was built to fill that gap.

EXPLORE THE METHODOLOGY

​Intellectual

​foundations.

Framework

The architecture and dimensions of coherence

A complete Coherence Architecture integrating essence/field, identity, biology and neurology, and systems/patterns from the level of organisation design and its lived and expressed reality, to its underlying dynamics and the subtle resonance of teams' "energy" – science-based, developed through practice and refined through diagnostic application.

Four broad but deep windows on the architecture of team coherence - foundational, directional, operational and relational - built on credible, cutting-edge research.

​Six pillars - or levers - to build team coherence, and sustainable performance.

​Research base

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Neuroscience of team states

HeartMath HRV coherence methodology, neural and physiological synchrony research, somatics, and collective nervous system dynamics as applied to team function.

Collective intelligence

C-Factor research, load distribution equity, and the structural conditions under which teams genuinely exceed individual performance potential.

Psychological, relational and structural trust

Building on Edmonson’s psychological safety work (1999/2018) and Druskat’s (2025) work on team norms, amongst others, to establish structural trust as a distinct and diagnostically critical construct.

Method

86-item coherence blueprint assessment

Multi-layered Coherence Architecture, nine dimensions of coherence - a visible, actionable window on your coherence landscape, showing how coherence fractures show up in your teams.

Focused individual team pulse surveys, customised to interrogate and surface specific pain points.

​Facilitated coherence labs

Lab to explore, diagnose and repair the true roots of fracture - often not what they appear on the surface - using the team's own tensions as agenda, employing a simple but powerful blend of framework and process.  Pilot version validated through active organisational engagements.

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Curious about whether coherence work is right for your team?

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