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Consulting

In the field of Consulting we elaborate specific programmes offering solutions that would entirely satisfy our client’s needs. For this purpose, we establish a close relationship of collaboration with the client in order to help them to set up projects that give an organization added value and help them to meet challenges and reach goals that they have set themselves.


->    EMOTIONAL INTELLIGENCE


This is a programme particularly designed so that the members of the management teams of our client become aware of the need to develop leadership.

When is it recommended?

  • Taking on new styles of Leadership
  • In processes of organizational and/or cultural change
  • Facing new requirements of the market
  • When the company wants to develop high performance teams
  • Improvement of work atmosphere


How do we go about it?
By means of an approach based on the theory of Emotional Intelligence by Daniel Goleman, we help the members of the management team to discover practical skills of Emotional Intelligence and how to apply them and what results they could have in the business environment.

The programme combines theory with practice based on experience. For this purpose, we use a wide variety of alternative tools, which are carried out outside the participants’ usual environment, where they could lose their inhibitions of their day-to-day roles. Through the activities carried out, they live experiences that allow them to identify areas they should give priority to on their path of development.



Practical Case of Emotional Intelligence
A company of the industrial sector, working at international level, that wanted their managers to take on new styles of leadership.

For this purpose, a specific programme was elaborated whose aim was to get  people to have a thorough knowledge of their emotional competences and of how these have influence on producing new personal interactions with the members of the management team as well as with the people they managed. Whilst making use of emotional resonance, they managed to synchronize with the needs and expectations of the team they were in contact with.

After a theoretical introduction, a practical session was held in which the participants had the opportunity to have contact with horses, where they had to observe by themselves their own responses and resources facing unusual situations.

This programme allowed the participants to discover how their usual behaviour pointed to a particular style of leadership and at the same time, through feed-back, they looked closely into what behaviour and emotions could be strengthened and which ones would need to be modified.

->    MANAGEMENT BY COMPETENCES

When is it recommended?

  • When it is necessary to devise policies of Human Resources
  • As support to communication and introduction of strategic programmes of change focused on: Mission, Vision and Values
  • In defining complete systems of Management by Competences
  • When organizational consulting is needed


How do we go about it?
Our consultants have wide experience in management and consulting positions.

This allows us to establish relationships of trust with our clients and become strategic partners so that from an independent and objective point of view we can bring forward the most adequate suggestions in each case to help the client to achieve the expected results.

Practical Case of Management by Competences
After a merger process, the company defined and communicated the new strategy of the company, based on a new vision, mission and new values.

They decided to apply a model of management by competences, for which they needed to first identify the most essential competences of the organization.

To start with, training sessions were held, which enabled us to give the participants the conceptual and methodological tools needed to understand the concept of competence and the contribution of a model of management by competences. Working closely together with the management team, corporate competences were mapped out and then the managerial and functional ones, while involving various members of the company. Finally a Dictionary of Competences was put together, which would serve as a base for future projects in such fields as selection, development, performance assessment, etc.

The project enabled the company to convey the vision, mission and values to the whole organization. We achieved to involve the whole management and middle management in the management by competences. This helped to create a common and officially approved language with respect to skills, motivation, and characteristics of all people that make up the company, which, in turn, contributed to the attainment of the challenging results the company had set itself.