We believe that an external view is necessary, in many cases, so that the management teams, or a team from a particular department, can find the best solutions to achieve the objectives set out.

Our function is to become a mirror of what happens. In our interventions we place the focus on the "how", not the "what". We pay attention to the process, not to the content, always recognising the knowledge that exists in the organisation. We work with the "emerging", which allows us to modify and adjust the initial work plan directly, and improve the efficiency of the process.

From this focal point we provide support in decision-making processes; we provide strategies for communicating changes in the organisation; we intervene in the resolution of emotional conflicts; we contribute to integration of people from different companies in processes of mergers, etc.

We help you to think systematically in highly complex contexts and we develop alternatives that strengthen transformation processes.

We also develop tools that may help the organisation to learn more about how the people are that work in it, in terms of personal satisfaction staff levels, working atmosphere, feed-back, adaptation to the position, etc.

The intervention processes are adapted to the specific possibilities and needs of the organisation and designed to optimise the efficiency of this intervention in each specific context.

Forms of intervention

• Accompaniment in processes of change, that last a long time, by means of different types of Intervention: meetings with the General Managment; meetings with the Board of Directors; processes of interviews with key people; interventions with Department Managers and their teams; interventions and/or residential meetings to strengthen processes of reflection and decision-making, etc.
• Brief and focused interventions that allow situations to be settled, cleared or clarified. Help in cultural integration after mergers and takeovers.
• Participation in processes for revising the Identity and Direction of the organisation: who we were, who we are, who we want to be; where we have come from, where we are, where we are going.
• Creation of spaces for participation, by means of diverse methodologies, that achieve involvement and the assumption of commitments by all present.
• Regeneration of Work Teams (RWT): Interventions of between 3 and 6 months that support the resolution of emotional conflicts in natural teams.
• Workshops for generating organisational or group direction; expansion of the concept of value creation and enrichment of the outputs of the organisation or area; acknowledgement of the network of agents with whom it interacts and the dynamic of the system under an integrated perspective (methodologies developed by OMN).
• HR Consultancy: assessment of work teams, surveys on workplace climate, 360º feed-back, etc.