Movement Pattern Analysis
How you move is how you decide.
Movement Pattern Analysis reads the involuntary movement in how a person attends, intends and commits — and turns it into a precise, durable map of their decision-making. I use it with leaders and leadership teams to put the right people on the right decisions, and to stop the arguments that are really about process, not content.
Practice is referral-led. Most new work arrives through someone who has already been through a profile.
The six-part map
- InvestigatingHow you gather, probe and scan before you'll move.
- DeterminingHow you fix priorities and hold a position under pressure.
- EvaluatingHow you weigh what actually matters against what's merely true.
- CommittingHow you put weight behind a choice and stay with it.
- AnticipatingHow you time entry, pacing and the readiness to act.
- PerformingHow you carry it into execution and make it stick.
What it is
A profile of your decision-making, not a personality test.
MPA came out of Warren Lamb's work with Rudolf Laban on industrial movement study. It is observational: I watch, over a structured two-hour interview, the movement that accompanies how you think — not what you say about how you think. That makes it resistant to self-report bias and unusually stable over a career.
Where your effort is actually going
The decision stages you over-invest in, the ones you skip, and the specific cost of each in real situations you're facing now.
Why this group keeps stalling
Most leadership-team friction is structural: three investigators and nobody who commits, or two people who both need to determine first. The map makes it visible and fixable.
Who should own this call
Succession, a merger, a founder handover, a board appointment. Match the shape of the decision to the shape of the decider.
Offers
Three ways in.
Every engagement starts with an individual profile — including team work. There is no useful team map without individual maps underneath it.
Individual Profile
One leader
- Two-hour observed interview
- Written profile across the six-part framework
- Two-hour debrief against live decisions
- One follow-up session at 90 days
The foundation. Typically 4–6 weeks end to end.
Team Map
Leadership team of 4–9
- Individual profile for each member
- Composite team map: gaps, overlaps, collision points
- Full-day session working a real decision the team is stuck on
- Written protocol for how this team decides
- Two quarterly check-ins
Most commonly requested. Where referrals usually originate.
Decision Advisory
Boards, founders, investors
- Profiles of the candidates or principals in question
- Fit analysis against the specific decision at hand
- Confidential read-out to the decision owner only
- Retained option for succession pipelines
Succession, co-founder fit, key-hire and handover calls.
For people I've already worked with
Your profile doesn't expire. Neither does my obligation to it.
MPA is stable over decades — which means a profile done in 2016 is still accurate in 2026, but the situations it has to answer for have completely changed. If I have ever profiled you, all of the following are open to you, at any time, at no cost.
The re-read
Send me a decision you're in the middle of. I'll re-read your existing profile against it and come back within a week with what your map says about it. No charge, no limit, forever.
Profile in a new seat
New role, new company, new co-founder? A 60-minute session re-frames your existing profile for the new context. Complimentary for the first move; discounted after.
The alumni table
One evening a year, twelve former clients, one shared problem — everyone in the room has a profile, so the conversation starts about four levels deeper than usual.
Your team, at your rate
If you take a team into a Team Map, your own profile carries over and your prior fee is credited against it. You never pay twice for the same observation.
Referrals
How work reaches me — and how it leaves.
I don't advertise and I don't pay for introductions. What I do instead is make referring easy, low-risk and reciprocal. Here is the whole mechanism, in the open.
You send someone a sentence, not a pitch
"Antia maps how people actually make decisions — it's the thing that unstuck our exec team." That's all a referral needs to be. Forward this page and I take it from there.
They get a free 30-minute conversation
No profile, no obligation, no sales call. I tell them honestly whether MPA is the right instrument for what they're facing — and if it isn't, I say so and point elsewhere.
You hear back — appropriately
I confirm the introduction landed and thank you. I never report what was discussed, whether they engaged, or anything about their profile. Confidentiality runs to the referrer too.
The thank-you goes to you, not to a commission
Anyone whose referral becomes an engagement gets a full complimentary re-profile session for themselves or a member of their team. If you'd rather, I'll donate the equivalent to an organisation you name. There is no finder's fee, in either direction.
And I refer out, deliberately
MPA is a narrow instrument. When the real problem is compensation design, therapy, governance, exec search or an operating model, I say so in the first conversation and hand over to someone I'd use myself. I keep a live list and I track whether those referrals actually worked out.
Where I send people
| If what you actually need is… | …this is not MPA. I refer you to |
|---|---|
| Individual psychological support, trauma, burnout | A clinical psychotherapist in my referral network — named, warm intro, same week. |
| Executive search or assessment for hiring | Search partners who use profiling as an input, not a screen. I'll brief them on the decision shape you need. |
| Board governance, shareholder or structural conflict | A governance advisor. MPA can support that work but cannot substitute for it. |
| Team trust, conflict repair, psychological safety | Facilitators who do relational work. Often best done after a team map, not instead of one. |
| Movement, somatics, physical practice | Laban-trained movement practitioners. Same lineage, entirely different aim. |
Why referral-led
"I stopped explaining the method. I let people who've been through it explain what changed."
— Antia Kennedy
MPA is difficult to sell cold. It sounds either obvious or esoteric until you've sat in a debrief and watched your own working described back to you with uncomfortable accuracy. A referral does in one sentence what a brochure cannot do in twenty pages: it transfers the credibility of someone who has already been in the room.
So the practice is built to reward that — with permanent access for past clients, a genuinely free first conversation for the people they send, and an honest hand-off when the answer is someone other than me.
Get in touch
Start with a conversation.
Thirty minutes, no cost, no profile. Tell me the decision you're facing and I'll tell you straight whether this is the right instrument for it.