Support for purpose-driven organisations
Coaching and systemic facilitation to transform your company's culture and develop more conscious, creative, and collaborative teams and leaders.
We create spaces where people learn to coordinate through action-oriented and commitment-driven conversations.
Teams develop the ability to take on challenges, assume an empowered stance and act from states of mind that promote confidence and effectiveness.
This strengthens collaboration, innovation and decision-making aligned with the common purpose.
Amaia Helguera > Services > Organizations
The work process
Each organisational support programme is unique. We start from a systemic perspective that considers both the people and the context and culture in which they operate.
Coaching Process
Exploration and diagnosis
Through interviews, listening sessions and group dynamics, we identify the needs of the team or organisation: current challenges, tensions, strengths and aspirations. Based on the results of the diagnosis, we define the process and the expected outcomes of the intervention.
Itinerary design and development
We develop a plan tailored to the team's reality, combining different work formats according to the objectives and timing: coaching sessions, experiential workshops, systemic dynamics, or leadership programmes.
Implementation and support
We facilitate spaces for learning and transformation by training these new forms of conversation, collaboration, and conscious leadership.
Integration and closure
We review lessons learned, celebrate achievements, and define sustainable practices to keep the transformation alive.
Common formats
Each organisation has its own timing, pace and learning curve. Based on the diagnosis and joint design, we develop a tailor-made plan that includes individual sessions, group workshops and meeting supervision, with different purposes:
Conscious leadership
Executive coaching for leaders who wish to act from a place of presence, coherence, and purpose.
Organisational wellbeing
Programmes that integrate emotional management, self-care and work-life balance.
Communication and collaboration
Workshops to improve listening, dialogue and coordination between teams.
Thought and innovation
Spaces where people align, connect and shape a common future.
Organisations, teams, and leaders with whom I have collaborated:
For more than 15 years, I have been facilitating transformation processes in large and small organisations.
I work with a people-centred approach because I deeply believe that real change happens when each individual feels seen, heard and connected to a greater purpose.
I have helped teams and leaders from different sectors to build more humane, creative, and conscious cultures:
Cases: diagnosis and project design
Growing start-up in the high-end tourism sector.
Phase 1: Request
Design a programme of more efficient meetings for the Executive Committee (COEX).
Phase 2: Diagnosis
We created an open space for conversation that allowed the team to become aware of their internal dynamics. Good practices emerged, as did clear areas for improvement, especially in the communication model, feedback, and fulfilment of commitments, aspects that were directly impacting the progress of the team's projects.
Phase 3: Project
We facilitated a process lasting several months in which the team tapped into its collective wisdom, addressed key sticking points and shared creative solutions. The result was the creation of their own model for working together, both in meetings and in terms of feedback and cooperative engagement.
Stage 4: Result
Following the process, we participated in a follow-up session to explore what had been integrated and the progress of the model created. In the words of the CEO:
‘We have gained confidence, authenticity, and commitment to make things happen in a collaborative and impactful way.’
Phase 1: Request
Improve team coordination and efficiency to adapt to an American-inspired leadership model.
Phase 2: Diagnosis
Through individual interviews and the use of tools such as Bridge®, we created a space for analysis and reflection that allowed us to identify competencies, leadership styles and areas for improvement in the Operations and Business Development teams. The diagnosis highlighted the need to strengthen communication, interdepartmental coordination and commitment management in a context of growth and cultural change.
Phase 3: Project
We designed and facilitated a six-month leadership programme to support the transition. The process focused on developing effective communication skills, cooperative leadership and commitment-based coordination, supporting the team in integrating new practices aligned with the desired leadership model.
Phase 4: Result
As a result of the process, the team incorporated a shared practice of effective meetings that increased trust, improved coordination between departments, and enabled a more fluid, aligned, and results-oriented way of working.
Phase 1: Request
Design an event that would strengthen team cohesion, motivation, and collaboration in a creative and constantly evolving environment.
Phase 2: Diagnosis
We created a space that was different from our day-to-day operations, designed to slow down the pace and create conditions for genuine listening. Through participatory and visual activities, the team was able to recognise their strengths, as well as the usual points of friction in creative contexts: communication, coordination and a sense of belonging amid pressure and deadlines.
Phase 3: Project
We designed and facilitated an experiential workshop that combined listening, shared reflection, and applied creativity. The team explored how they were collaborating, identified what needed attention, and co-created concrete initiatives to improve relationships between people, workflows, and collective energy. A space to align talent, focus, and purpose.
Phase 4: Result
The event generated greater cohesion and motivation, reinforced trust among team members, and established clear initiatives to continue building a culture of collaboration, creativity, and commitment, aligned with the challenges inherent to a technology company.