Business cases
A Spanish pharmaceutical company needed a more objective and predictive view of internal candidates for critical roles. The challenge was to complement internal knowledge with an external, evidence-based assessment that clarified each candidate’s potential, readiness, fit, and possible appointment concerns.
Business cases
An industrial sector company identified a strategic risk: the absence of a structured model to anticipate succession in key positions. The real challenge was to understand which roles were critical, what impact their vacancy would have, and how prepared potential successors were to step in. Without a clear strategy, decision-making became reactive, putting business continuity at risk.
Business cases
A pharmaceutical company faced the challenge of improving the quality and impact of its managers’ development conversations. The goal was to achieve this through an innovative and scalable solution; they chose AI-powered training through avatars that simulate real business scenarios, enabling managers to practice, receive immediate feedback, and build confidence before engaging in critical conversations.
Business cases
In an industrial company, the IT function’s strong technical depth did not translate into business impact. We developed and implemented a tailored learning program to build strategic leadership and empower technical professionals as organizational change agents.
Business cases
A multinational pharmaceutical group operating across five continents set out to fast-track more than 50 high-potential women. Although the talent pool was strong, many candidates struggled with low internal visibility, self-limiting beliefs and weak networks. The task: create a transformative, multicultural programme—fully aligned with business priorities—that would also mobilise managers as allies of change.
Business cases
A Spanish leading consulting and technology firm, now in a global transformation, set out to formalise executive promotion. The mandate was clear: create a standard, agile and objective process that removes bias, aligns expectations and makes merit the deciding factor. We delivered a broad potential assessment that has become a landmark in the company’s talent management.
Business cases
Amid a broad cultural and strategic shift, a global company recognized executive alignment as a critical lever of change. The challenge: engaging over 100 managers to adopt and embody a new way of leading. We delivered an experiential program combining development sessions, practical tools, and peer-based learning. The result was increased self-awareness, strengthened commitment, and a tangible evolution in the organization’s leadership culture.
Business cases
As part of the exclusivity phase in the acquisition of a technology company, a major European investment fund aimed to gain a clear, objective understanding of the target’s management team, which was crucial to the deal’s success. By introducing a structured due diligence process, the fund gained clear insight into leadership capabilities and risks, enabling informed and confident decision-making.
Business cases
An international asset management firm undergoing integration and rapid growth faced a critical challenge: aligning its leadership team in a demanding and strategically shifting environment. Despite having a group of committed and highly specialized professionals, the lack of a shared vision and cross-functional collaboration threatened its expansion goals. How to align vision and leadership with company operations in such a challenging context?
Business cases
A multigenerational family-owned firm with industry recognition sought to formalize the incorporation of the next generation into its governance bodies. The objective was to design a clear and transparent designation process—one that could support long-term sustainability while respecting the company’s heritage. The challenge was threefold: to move beyond tradition, ensure principles of meritocracy, and safeguard family cohesion in a context where decisions are often influenced by personal and emotional dynamics.
Business cases
A leading player in renewable gas infrastructure set out to develop over 25 production plants nationwide. The project presented a dual challenge: first, to identify and attract more than 20 critical profiles within an immature and highly specialized market; second, to do so across dispersed regions where access to qualified talent was extremely limited. Meeting this challenge required a solution that was strategic, technically sound, and above all, innovative.
Business cases
A Spain-based industrial group with operations across Europe committed to making diversity, equity, and inclusion (DEI) a cornerstone of its ESG strategy. Despite this ambition, the organization faced two core challenges: limited experience and an environment not yet fully conducive to change. Generating awareness, securing leadership buy-in, and developing a credible, actionable roadmap were essential steps in turning this vision into a tangible and lasting competitive edge.
