Complexity is increasing and the human factor is becoming more and more necessary. Organizations must lead for change, but they resist and lose strength.
We believe in a world where people enjoy working and give the best they have to grow and make their environment grow.
Do you want to know how we do it?
The increasingly complex and uncertain environment generates the need for innovative leadership.
Teams have untapped potential that organizations cannot and do not know how to use.
Classical training is insufficient in most cases. People are trained but do not learn.
In the few cases that people learn, this in no way guarantees that they will apply it in their work.
We accompany people in their professional development so that they can create value and impact and enjoy their work.
We facilitate the process of becoming aware of the current situation experienced by the organization, we talk to all the key people in the project to gather all relevant information.
- In-depth interviews with management
- Evaluation of the innovative profile of the organization
- Exploratory workshops with the teams
Once all relevant information has been collected, we present to the management team our conclusions and recommendations for the most effective approach to the project.
We combine the quantitative and aggregate data collected through surveys, together with the more qualitative information extracted from talking to people, and propose the project approach.
After reaching a consensus on the starting situation by overcoming the analysis and diagnosis phases, we formulate a time-bound strategy taking into account the organization's limitations.
This process is carried out through participatory workshops with the most appropriate people in each case.
- Relational mapping of the most important challenges
- Support in the most appropriate methodologies and tools
- Prioritization in people development
Once the strategy has been agreed upon with all the key people involved in the project, it is time to generate an action plan, relying on the capacity and involvement of the people who have to carry it out.
Unlike a conventional consulting firm, the action planning, including the formulation of the strategy, is the result of the collective work of the members of the organization.
The result is a realistic plan adjusted in time and budget, according to the possibilities of the organization.
After the first three months, we begin to collect and interpret the results generated by the initiatives proposed and implemented to date.
The usual time frame to start seeing significant and relevant systemic changes is usually after the first year of work, although any organizational change usually requires a minimum of three to four years of continuous work.
- Retrospective sessions with the teams involved
- Collection of lessons learned and proposals for improvement
- Continuous support to make adjustments
We are what we do every day, so excellence is not an act, but a habit.