Until today, in the business world...

Ícono-1

Leadership based on competition and control allowed organizations to align and reach their objectives. At the same time, hierarchies as the organizational structure served well to develop people to become "the best."

Ícono-2

Focus on actions and strategies was enough to obtain better financial results.

Ícono-3

Organizational culture was approached as a "soft" matter and, in most cases, as a good intention of the Human Resources team.

Until today, in the business world...

Icono-1-versión-responsive

Leadership based on competition and control allowed organizations to align and reach their objectives. At the same time, hierarchies as the organizational structure served well to develop people to become "the best."

Icono-2-versión-responsive

Focus on actions and strategies was enough to obtain better financial results

Icono-3-versión-responsive

Organizational culture was approached as a "soft" matter and, in most cases, as a good intention of the Human Resources team.

Conventional leadership, also known as Level 2 leadership and which control and hierarchy is the basis for its effectiveness, served well to drive organizations to where they are today, but it’s not enough to take them to the next level.

Today only the top 5% of leaders operate from the necessary perspective to manage the complex systemic change

David Rooke, William Torbert. Seven Transformations of Leadership.
Harvard Business Review

How we understand the business

We help our clients face their business challenges through the development of a conscious culture.

Through culture, it is possible to reach...

Ícono-4

Results

Better business results.

Ícono-5.2

Effectiveness

Greater effectiveness and better individual and group performance.

Ícono-6

Alignment

Alignment among the Leadership Team, the organization’s culture and the business strategy.

Our clients

Ícono-Comillas

“Integralis goes all the way with you and your organization until an appropriate ‘North’ is defined jointly. Their methodology involves and challenges the team, thus obtaining full commitment in the defined planning.”

Jaime Hill
CEO

Ícono-Comillas

“The added value of Integralis working throughout the evolutionary process of Mabe's culture was vital and very enriching. Connecting the culture of the organization with the business performance was conclusive. The support to promote, motivate and reward constructive styles as well as the collaborative working, enabled adopting and permeating our culture into every corner of the organization.”

Pablo Francis
VP Global de HHRR