Every team
has a quest.
Most have never
faced it together.
With Advantage is a roleplay-based learning and development program for creative-minded teams.
We are now casting a few parties for our free Pilot program starting in Fall 2026.
What it is. What it does.
With Advantage is more than team building. It's a guided team experience grounded in human behavior, individual motivations, and team dynamics. Using the Enneagram model, With Advantage builds a customized, consistent, and uniquely fun experience that helps teams build trust, improve communication, and strengthen decision-making skills.
The onboarding platform identifies the personality types and team dynamics to set the foundation of the work we do together.
Customized team development role-play sessions that last 60 minutes. Online or in-person using the With Advantage proprietary platform and game engine.
An immediate 30-minute debrief with your Quest Guide to get real-time feedback, gain input from your teammates, and frame the learnings from the Quest.
Annual team surveys to measure progress and deliver metrics on team growth and your investment in professional development.
Your type builds your hero. Your survey builds your story.
We guide each team member through a short Enneagram assessment to learn what type of hero they will play. Everyone has a class, a gift, a shine, and a shadow. This sets your role in the world and gives us a growth edge to build upon.
Before game day, your whole team answers a short survey, anonymously. What comes back shapes the story itself: the challenge at the center of your quest rhymes with the challenge at the center of your team. Unique to your challenges and unique to your growth.
Have you already done an Enneagram assessment and have no idea what to do next? We can work with that too.
Why Roleplay?
With Advantage uses a roleplay system in our team development model to increase psychological safety, increase connectivity, and most importantly, to have fun. The science shows that learning happens best when individuals feel centered and at ease, and play and imagination are among the most effective tools for creative growth.
With Advantage is a fully developed, beginner-friendly game. Whether you are an experienced gamer or have never rolled dice, our system is designed to be learned by playing and requires no prior rules knowledge or experience.
What makes a good pilot team?
Four to six people. Curious, creative, a little brave, don't take themselves too seriously, and ready to see themselves more clearly. No prior gaming experience is required. Do you have a bigger team? Tell us in the application.
The investment. The return.
Sixty minutes of play. Thirty minutes of guided debrief. A short assessment beforehand.
- A confidential Enneagram assessment and type confirmation for every teammate
- A custom adventure built from your types and your team's real dynamics
- A guided debrief connecting the story back to the team's challenge
- An annual survey to measure your team's growth
No worksheets. No reports in a drawer. A story your team will still be quoting next month.
Questions, answered
Not at all. The mechanics teach themselves in the first scene. If you can roll dice and make a choice, you're ready to play.
Team onboarding takes about 20 minutes, at your own pace. Each quarterly session lasts 90 minutes: a sixty-minute Quest and a thirty-minute debrief.
It's one of the most widely used coaching frameworks. The Enneagram has decades of evidence-based practice behind it and meaningful convergence with established personality models. We use it as a mirror, not a measurement. It builds your hero. Playing that hero is how you work on the real one.
No, it's more than that. But if it was, is playing games with your team a bad thing?
Collaborative games build trust and increase connection within teams. Playing a heroic alter ego lets people take risks in a low-stakes, relaxed environment, and a trained guide runs the Quests to ensure people have fun and learn about themselves. Of course, you could always do another ropes course this year.
Four to six is the sweet spot. Small enough for real trust, large enough for a good story. Bigger team? Tell us in the application.
Yes, by design. The intake is confidential, and the survey is anonymous. The gameplay is designed to be lightweight and fun, and any player can step back at any moment, no explanation needed.
This Pilot is free. Apply below, and we'll follow up within two business days.
The research already agrees
You don't have to take our word for the mechanism. The evidence has been stacking up for decades.
When Google studied its own teams to find what separates the best ones, the top factor wasn't talent or seniority. It was psychological safety: whether people can speak, risk, and be wrong in front of each other.
A meta-analysis of 136 studies links psychological safety to task performance, information sharing, and engagement. Edmondson's foundational research shows why: safe teams surface problems while they're still small. Safety isn't softness. Safety is speed.
Structured team development measurably improves team performance, and the biggest gains come from goal setting and role clarity. Structure beats stunts. This quest is structure wearing a story.
Across a meta-analysis of simulation-based training, active game formats beat passive instruction: roughly 20% higher confidence in the skill and 9% better retention. People keep what they lived.
The quest is these findings, made playable.
When the unsaid thing gets said, meetings shorten and decisions stop reopening. The quest is a safe place to practice saying it.
Eurich's research found that 95 percent of people believe they're self-aware. Ten to fifteen percent truly are. Feedback lands when people have seen the pattern themselves. Our players watch their own pattern play out, in story, with witnesses.
Gallup's meta-analysis puts top-quartile engaged teams at 23% higher profitability, with markedly lower turnover and absenteeism, and prices replacing one employee at one-half to two times their salary. People stay where they feel known.
Every hero needs a party.
Free, confidential, by application only.
SOURCES, FOR THE SKEPTICS
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2).
- Frazier, M. L., et al. (2017). Psychological safety: A meta-analytic review. Personnel Psychology, 70(1).
- Klein, C., et al. (2009). Does team building work? Small Group Research, 40(2).
- Salas, E., et al. (2008). Does team training improve team performance? Human Factors, 50(6).
- Sitzmann, T. (2011). Instructional effectiveness of computer-based simulation games. Personnel Psychology, 64(2).
- Duhigg, C. (2016). What Google learned from its quest to build the perfect team. The New York Times Magazine; Google re:Work.
- Eurich, T. (2018). What self-awareness really is (and how to cultivate it). Harvard Business Review.
- Gallup (2020). Q12 Meta-Analysis, 10th edition.
We read the studies so your team can just play the game.