One platform to share the insight of your organization

Wecomplish is a Digital Twin of the Organization enabling you to align and develop people around a shared insight core.

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The more time I spend in Wecomplish, the clearer grasp I get on my own business, my roles and how I should prioritize my time in order to create the best possible effect. Adopting Wecomplish is the most significant decision I have made as a leader.

Trond Kaareng Johansen

Trond Kaareng Johansen

Daglig leder i Boltmetall

The value of the platform

The Wecomplish platform has an unique approach to enabling people and teams.

Why does it exist?

Wecomplish is designed to enable people and teams to better understand and grow comfortable with the expectations of great work.
The platform gives leaders superpowers by creating full transparency into what each person is expected to know, take care of and prioritize. This enables you to instruct, monitor and develop your team much more intentionally and effectively.
You might think of the platform as a smartwatch for the organization, collecting the signals emitted by its members in order for you to make healthier team decisions.

How do I use it?

As a team leader, you use Wecomplish to improve people's understanding of the roles they are expected to hold, the skillsets they are expected to master and the priorities they are expected to focus on.
As a team member, you use Wecomplish to execute and provide feedback on your priorities and development potential.

Which outcomes can I expect?

  • Improved employee retention and reduced friction
  • Improved individual accountability to expected skills, behaviours and priorities
  • A clearer and shared understanding of the organization and how it operates
  • Improved understanding of who is expected to know and take care of what (also known as role clarity)
  • Understand who knows what, and how well they know it
  • More impactful, data-driven decisions on where to focus developmental efforts
  • Long-term fixes to recurring team problems
  • More instructable team members and more predictable work

The Wecomplish platform is designed for leaders intent on building a great organization

Prior to Wecomplish I did not fully appreciate the value of documenting processes and insight, and sharing it with others. After watching the organization grow I have realized how extremely important it is to have a go-to platform for sharing and managing insight, expectations and roles in order to scale more effectively and efficiently.

Kristian Piippo

Kristian Piippo

Head of Expansion at Optio Incentives

What leaders accomplish by using the platform

For highly experienced leaders, the platform makes it easier to practice proactive leadership. For less experienced leaders, the platform functions as a tool for learning, teaching and operationalizing leadership best practices throughout the entire organization.

Practice, learn and teach

The jobs a leader is trying to get done:

Retain and get the best out of people

People development Proactive leadership Employee experience

Execute on strategy

Operationalization Onboarding and training

Improve organizational capabilities

Organizational development Team development People development Insight management Talent development

Organize work

Organizational design Expectation design Delegation Business process modelling

Reduce friction

Continuous improvement Organizational bug fixing

Future-proof the organization

Succession planning Risk management Innovation


The pains a leader is trying to avoid:

Loss of momentum

Employee churn Stagnation

Friction and frustration

Role ambiguity Organizational bugs Team dysfunction

Short-term thinking

Bus factor Organizational debt


Rework Inefficient processes Lazy intellectual capital

Provide and produce

The gains a leader is trying to achieve:

High output

Enablement Alignment Focus Support and accountability Development

Organizational resilience

Team health Organizational clarity Role clarity Goal clarity Existence clarity

A distinguishable employee experience

Psychological safety Role mastery Role autonomy Clear expectations

Organizational empathy


Where would you like to start?


I want to develop myself

Copy relevant know-how from the library into your focus dashboard to reflect on and improve your awareness of what it means to exel in your current roles.

Talent development

I want to develop my team members

Practice by aligning your team members around a shared which holds the expectations of the team and individual roles.
Team playbook

I want to develop my organization

Gain a better overview and accountability of both operational priorities and developmental efforts across the organization through different organizational perspectives.

Organizational overview

I manage myself

Gain clear exposure to deadlines, planned work and project involvement to make sure that nothing falls through the cracks.

I manage projects

Track and communicate progress and budget usage, catch deadlines, reuse insight and evenly distribute workload to facilitate successful projects.

I manage people

Ensure that everyone has the roles, responsibilities and skillsets they need to work independently and achieve their full potential.

I manage a team

Stay on top of activity, insight and performance to lay the groundwork for praise and improvement.

I manage an organization

Gain a bird's-eye view of the organization to ensure compliance, identify pain points and ensure effective growth and performance.

Share the answers every team needs to do their best work


Training & development

Who is familiar with which roles, responsibilities and skills?

  • Roles Who is expected to know and take care of what?
  • Responsibilities What do we need to take care of regularly and how?
  • Familiarity How familiar are people with the expectations of their roles?
  • Skillset What do we benefit from being proficient in?
  • Skills Which abilities do we need to demonstrate?
What we use

Which tools and resources are available to us?

How we work

How can we work efficently and with less friction?


Who is prioritizing what and how far have they come?


What are our expected and actual achievements?


How can we get better?


Who can we help with what?


  • Roles
    Who is expected to know and take care of what?
  • Responsibilities
    What do we need to take care of regularly and how?
  • Familiarity
    How familiar are people with the expectations of their roles?
  • Skillset
    What do we benefit from being proficient in?
  • Skills
    Which abilities do we need to demonstrate?


  • Policies
    What are the behavioural expectations of the team?
  • Checklists
    How do we carry out a certain step in a process?
  • Wiki pages
    What are the team-specific best practices?
  • Processes
    What are we expected to be able to do?

  • Hypotheses
    What needs to be true in order for us to succeed?
  • Profiles
    Which types of people do we want to help?
  • Outcomes
    What are those people trying to achieve?
  • Objections
    What is keeping them from working with us?
  • Solutions
    How do we offer our help?
  • Benefits
    How do our solutions provide value?

  • Projects
    What are our prioritized initatives?
  • Tasks
    What do we plan to work on and how far have we come?
  • Allocations
    What do people plan to do when?
  • Time log entries
    How much time have we spent on what?

  • Objectives
    Which goals are we trying to achieve?
  • Key results
    How will we measure to which extent we have reached our goals?
  • KPI
    How are our key indicators performing?
  • Accomplishments
    What have we achieved?

  • Risks
    What are we concerned might happen?
  • Observations
    Which potentials for improvement require our attention?
  • Meetings
    What do we need to discuss?
  • Surveys
    How do people feel about our work?

Want to learn more?

Contact us, and we'll be happy to demonstrate the tools relevant for your team.