We deeply believe that the challenges that Life throws at us are the basis of our development as Human beings, and as organisations. Challenges are like the pollen that awaits to be transformed into honey.
Human beings and organisations can transform challenges into “honey” through their commitment to development, embracing their wholesome personal and systemic capacities, listening deeply to the opportunity, and aligning mind, heart, hands and soul to take action.
It is a calling to share this path with you, as we are on the journey of transforming and being transformed.
Accompanying Transformation
WHAT WE DO
We accompany leaders and organisations, co-developing collaborative interventions to help you navigate complex and ever-evolving landscapes:
Generational transitions
M&As
Cultural transformations
Technological transformation
Collaboration across functions, organisations, ecosystems
Rapid growth
Downsizing
These challenges call for higher levels of awareness, adaptability, resilience and development. In this current environment, organisations need systemic and psychologically informed approaches to ensure their technical and managerial competencies can achieve high levels of performance, and to navigate technological and organisational and humane transformation.
Our Services
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Accompanying top leaders to inspire, align and lead teams / organisations / ecosystems, to achieve their purposeful strategic goals with the desired systemic impact.
Accompanying leaders and teams take up their role, transition out of / into a new role.
Accompanying leaders integrate and digest events to think and lead more clearly.
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As a trusted advisors, we accompany organisations in:
Making sense of the systemic forces at play
Organisational Transformations
Generational Transitions
Business transformations
Cultural Transformations
We support these interventions through organisational constellations, tavistock methodology, relational interventions, that are human-centric and systems psychodynamically informed.
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a. Accompanying Boards
We support boards raise awareness and address board dynamics. Interventions on Boards are the first step to address organisational dynamics that may be blocking the organisation from its true potential.
b. Non-Executive Board Member
From this role, we aim to support organisations:
People: Thinking about systemic forces, organisational development and talent needed to achieve the set Strategy (aligned with Purpose, Mission, Vision and Values)
People & Technology: Thinking about the inter-connectedness between human beings and technology, and how to best integrate them both
Business/Cultural Transformations:
Generational Transitions
From an organisation to an eco-system way of operating
Digital transformation
Collaboration across functions, businesses, actors within society
ESG
Attending to the sustainability of the organisation from a human, ecological, technological and societal perspective.
Importance of governance both internally and externally
Finances: Accessing a network of professionals and institutions capable of raising equity and/or debt
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Are you looking fora leader who can help with organisational development, thinking of roles, structures, connection and interdependencies between different functions and with external stakeholders, facilitating multi-stakeholder relationships and strategies, and with an external view of different industries and organisations?
Practice informed by
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Executive Coaching
Person centred executive coaching (MA at Ashridge Business School), EMCC accredited, Master Practitioner in NLP.
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Engineering & Management
MD in automotive industry. Background in Engineering (UPC), Marketing (ESADE), Finances (UPF), Management (Imperial College), HRM (LSE), global leadership (UNITECH)
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Ecosystems Leadership
CEO of a pan-European ecosystem through a digital and cultural transformation: ecosystem consultation; ecosystems dialogue; strategy development; cross-industry digitalised circular economy initiatives; cultural & digital transformation; addressing governance
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Tavistock Method & Group Relations
Systems psychodynamic approach to understanding and navigating organisational dynamics, unseen forces that impact organisations. Group Relations. Social Dreaming Matrix.
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ORGANISATIONAL CONSTELLATIONS
Embodied systemic practice that considers the impact of history, emerging future, and what needs to be “completed” for a future that strengthens the individuals and the whole.
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Wisdom traditions
Working from the stillness of our minds and hearts (“Hu”), we can tap into the best part of ourselves with clear discernment, connectedness, and heartfulness.
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Collaboration
We collaborate with colleagues worldwide to enrich ourselves and our clients.
We believe there is an inherent interdependence in the world and everyone is in a position to learn from others regardless the role they are playing.
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adult development
Action Logics explain how leaders interpret their surroundings and react when their power or safety is challenged. It affects where you place your attention, your underlying assumptions, what inferences you draw and, crucially, the actions that you take as a leader.
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Trauma informed
Sensing into the felt rigidities in the mind and in the heart of individuals and organisations, and creating spaces for these to be relaxed, so that there is potential for creativity, joy and connectedness.
(Thomas Hübl)
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Governance
Mastering Governance (IMD)
In such macro-economic and geopolitical environment, the stewardship role of governance becomes even more important.
FAQs
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In Sufi traditions, “Hu” is the spiritual essence, the source from which everything manifests, the source full of dynamism, aliveness. Hu is the silence from where infinite potentials arise. It inhabits our hearts.
As human beings, when we connect to our innermost silent part of ourselves, answers to complex questions arise in the stillness of our hearts.
The quality of an intervention depends on the inner state of the intervener / leader. Nurturing our inner state and connection, healing ourselves, support the healing of relationships and organisations.
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Experience tells us that often, the challenge that is felt and thought is not the source of the real issue.
It also tells us that top leadership are key to addressing anything within the organisation. The organisation will only be able to journey together as far as the leadership team are committed to travelling the journey themselves.
The quality of any intervention depends on the inner state of the intervener.
Taking the above mentioned principles, we design our interventions.
Connect: We connect within ourselves and with top leaders
Inquire: We interview and coach them to identify what their central question may be, i.e. what they could be asking themselves.
Diagnose: We get a sense of the systemic context through interviews, systemic dialogue and consultation, cultural survey, organisational constellations, or other means.
Co-design: With the anonymised information, we craft a customised experiential intervention. One can forget what one learnt, but one never forgets what they have experienced.
Accompany: Further interventions may or may not include 1:1 or team coaching
Evaluation: At the end of the intervention, we evaluate the impact of the interventions.
Closing: We help take the fruits of the intervention and sow the seeds for the leader's / organisation's next chapter.
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A long deep psychological tradition anchored on systems theory that allows us to see individual and collective patterns that govern our unconscious
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They allow access to information from the subconscious of organisations and identify hidden dynamics. It facilitates the diagnosis and helps analyse alternatives for a possible change. The purpose is to unlock what is preventing the natural flow of energy flow in creative and expansive ways, benefiting the whole system.
This methodology is quite unique, in that its main resource is the capacity of the human being to represent behaviours and emotions belonging to systems of others. It is based on Systemic Thinking, a new form of analysis, in which it is important to look at the system as a whole, and in the Unified Field of consciousness.
Methodology:
Interview: facilitator enters into dialogue with the client, and they identify the parts and elements of the organisation that they will work with
Representatives placement: the client chooses a representative for each element that they will work with, and places them in the space intuitively. In this moment, the “field” is generated, and this is where the Constellation takes place and the information will be supplied.
Observation and diagnosis: the client becomes an observer of their own field. Through the responses and interactions between the representatives and the dialogue with the facilitator, the client can identify where the problem is and what can unlock the issue for the organisation.
Closure and path to the solution: The Constellation is concluded, thanking the representatives for their availability and if it is convenient share a couple of inputs.
