Cultural transformation program

A solid program based on distributed leadership involving a committed organisation to generate collective interspersed initiatives.

Managing change is an everyday task. Cultural transformation is a more significant challenge involving the whole organisation, which considers emotions and is based on trust.

The cultural transformation program uses emotional dynamics to involve the entire organization transversally and is based on the Cooplexity Trust Development Model.


Considering emotions

No one commits to something they do not share that is imposed on them or in whose solution they do not believe.


By asking talent, we recognize and value their opinion. They feel involved in the change process from the beginning.


When participating in the diagnosis, we move from the problem to the solution. We feel responsible and motivated.

Error tolerance

Anyone who contributes is exposed to failure. Having space to experiment while controlling the impact of mistakes permits participation.


An initial test identifies what to change. The highest differences between what it is and should be will be discussed later in a workshop. The questionnaire focuses on interpersonal relationships or the cultural profile of the organization.

The same test will be conducted at the end of the transformation process to compare and see other development options.


A playful dynamic makes it possible to experience a situation of interdependence and complexity in such a way that the benefits of collaboration are assimilated through experience. Trust is identified as a critical factor of success.

The experience connects with the emotional side and predisposes positively obtaining a positive attitude in preparation for the workshop.


Being a collective process

Collaboration involves sharing collective values and beliefs in a trusted environment, influencing behaviour and favouring interaction.


Communication is a fundamental tool in human interactions. Trust is the basis for content to have value.


Cohesion aligns efforts and makes the intention positive. It trusts difference and diversity and multiplies results.


Coordination generates opportunities, avoids mistakes and saves resources. Trust is critical to this added effort.


In an interactive workshop, participants share the diagnosis and the solution. There are, therefore, three phases, analysis, ideation and initiatives. This builds a sense of ownership that ensures action.

Arriving at the workshop focusing on the central issues and the right attitude is fundamental to obtaining a quality result.


There is no better help than an external analysis. An observer with a neutral perspective gives participants objective feedback on their performance, behaviour, direct impact on others, and contribution.

From both relational and team dynamics analysis, it is a strong lever for development.


The evolution of an initiative depends on trust

What happens the day after the workshop will be the result of motivation and trust.


A common project is the perfect catalyst to motivate action and convert willingness into energy.

Breeding ground

Trust is the breeding ground where motivation will overcome the fear of decision-making and responsibility.


The best ideas do not come from a genius. Instead, they start as simple and evolve through interaction.


The workshop's outcomes are initiatives in the form of action plans or projects. Sometimes, they are focused on the individual level, and their objective is personal development. Sometimes, their purpose is corporate, and they define change and transformation projects.

Regardless of their purpose, the result is always personal and organizational growth.


Occasionally, projects are complex, long duration, and involve different departments, units or countries. In these cases, a platform specifically created for this company and this project develops a learning community.

Participants, tutors, mentors and coaches have a common space to create a sense of belonging and share knowledge and experience.

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