Leadership Consulting
Specialised consulting service in human leadership, diversity, inclusion, and gender perspective, with a comprehensive approach that addresses the complexities of the intercultural world.
Beneficios para la organización
01
Mejora del clima laboral y de las relaciones interpersonales
02
Aumento de la satisfacción y la retención del talento
03
Resultados empresariales más sostenibles y equitativos
04
Creación de un entorno de trabajo más inclusivo e innovador
Mi metodología
A través de la innovación social y el design thinking, ayudo a las organizaciones a mejorar el clima laboral y los resultados empresariales, abordando las complejidades interculturales con empatía y cercanía.
Stage 1
Diagnostic audit on Leadership management
In this initial stage, a comprehensive analysis of the organisation's needs is carried out. This analysis is conducted with an integral gender perspective that recognises and addresses the complexities of the intercultural world.​
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Assessment of internal policies: Existing organisational policies related to diversity, inclusion, and gender equity (DEI) are examined in detail.
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Inclusion and diversity practices: The organisation's current practices in terms of inclusion and diversity at all levels are analysed.
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Equality plans: The effectiveness of existing equality plans, or the need to create them, is evaluated.
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Effectiveness of training programmes: Existing training programmes on leadership, diversity, inclusion, and gender perspective are reviewed.
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Gap analysis and organisational climate assessment: Information is gathered on the perception of employees regarding organisational culture, work environment, and perceived barriers related to diversity, inclusion, and leadership.
Stage 2
Design and development of the action plan
After the needs analysis, an action plan is created that responds to the identified areas of improvement. This plan should be customised to fit the specific needs of the organisation and includes:
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Clear and measurable objectives that reflect the values of inclusion, diversity and gender equality.
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Concrete actions that the organisation must carry out to achieve these objectives.
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Key performance indicators (KPIs) that allow you to monitor progress and evaluate the success of the plan.
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Specific strategies to implement each action, including resource allocation, responsibilities and deadlines.
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A tracking system to monitor progress and make adjustments as necessary.
Stage 3
Implementation of leadership management
In this stage, the execution of the action plan designed in the previous stage is carried out in a structured and coordinated manner. This involves:​
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Clearly communicating the objectives and actions to all staff in the organisation.
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Assigning responsibilities and the necessary resources for each action.
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Training staff on new policies, procedures, and inclusive practices.
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Implementing changes to internal processes, policies, and organisational culture as established in the action plan.
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Closely monitoring progress and addressing any challenges or barriers that arise during implementation.
Stage 4
Support and evaluation
Once the action plan has been implemented, it is important to provide monitoring and evaluation to ensure its effectiveness and the achievement of the long-term objectives proposed. This involves:​
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Conducting regular reviews to assess progress towards the established goals.
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Gathering feedback from teams and other stakeholders on the effectiveness of diversity and inclusion initiatives.
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Making adjustments to the action plan as needed in response to changes in the organisation or the external environment.
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Celebrating achievements and recognising the work of staff in promoting diversity, inclusion, and gender equity.
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Maintaining a commitment to continuous improvement and creating a truly inclusive and equitable organisational culture.
