The point of departure for the organization and its vision and strategy are fundamental: our premise is the alignment of leadership and culture with business.

Leadership and culture spread through example. The bigger the change, the more essential is the maximum involvement of those responsible.

Leadership and culture manifest themselves with deeds, not with words. The results imply decisions made and implemented according to the form of leadership that the organization wants for itself and the adaptation of the structures (organization, processes, etc.) to the culture.

The solution for every organization is different and requires a process of co-creation with their managers.


  •  Align with the business
  •  Start from reality
  •  From the first level
  •  Decisions and action

The basic characteristics of a leader are universal. The necessities of each business moment and of the organization make the difference in terms of priority, the form of developing them and putting them into action.



  •   Personal and business context
  •  Self-knowledge: character and behavior patterns
  •  Sense of purpose and vision
  •  Putting it into action


Self-leadership programs awaken the protagonism of the participants, eliminate barriers to their growth and increase their motivation and commitment to their plan of action.


In times of transition: assumption of new responsibilities, promotion and incorporation into new teams, in general, changes of the stage.
As a first step in the development of regulated leadership.

Team leadership


  •  Align the team with a vision and a cause
  •  Identify and emphasize diversity
  •  Act on fear and confidence mechanisms
  •  Manage conflict through decisive conversations
  •  Develop creativity and apply it in the form of collaborative decision-making


Leaders are trained to lead their teams to the highest performance through the mutual commitment and with a purpose and emphasis on diversity.


In the creation of a new leadership team, in relation to changes in an existing one or in relation to dysfunctionality in a team.
As the second step in the development of regulated leadership.

Leadership and transformation of organizations


  •  Diagnosis of the current corporate culture
  •  Design of the culture aligned with the vision and strategy of the organization
  •  Programs and projects for the implementation of the new business culture


Create the vision of the new stage of the organization.
Create the context where people make decisions aligned with the vision.
Establish the “dress code” of the leadership team.
Create the “change history”: the narrative of the evolution and the new stage.
Identify structural changes (organization, processes, policies, etc.) that support the new culture.


In relation to major changes in the business.
To align the culture to the strategy.