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a consulting firm created in 2007, located in Spain's Basque Country with an international vision. We do 'bespoke consulting', which is synony-
mous with 'tailored' services for each and every client. We move like fish in water in multicultural and multilingual environments. We work with
companies and organisations in all sectors, employing exactitude, method and honesty. We love creating close and trusted relationships with our
clients, and we are always ready to contribute our expertise at forums, and via reflections and initiatives that contribute to the common good.
Consulting, coaching (individual and team) and ad hoc training to guide and support teams and organisations during their cultural
transformation processes. We pose great starting questions in order to define the why and how of the road ahead. We focus on
developing leadership and teams and getting people involved/participating as levers for organisations' cultural transformation.
The present document gives an overall description of the type of interventions we offer. Tell us what you need, your ideas and
particular features and we will jointly define the most practical and well-adapted solutions and services for you.
We are specialists / certified in:
· Individual and team coaching (ontological, systemic and transpersonal)
· Barrett Analytics (tools to characterise the culture/values of communities, organisations, teams and leaders)
· Richard Barrett's cultural transformation model
· Systemic constellations for organisations
· EFR (Family-Responsible Company in Spanish) - Work-life balance management model for organisations
We offer individual coaching to senior management, middle management and people who hold key roles at the organisation, so that they can
achieve their objectives, overcoming barriers and developing their skills. Particularly recommended for change settings that demand new pers-
pectives, outlooks and relational skills.
The aim is to provide the client with a space where they can gain the distance needed to identify their challenges, obtain a clearer vision of their
operating modes and impacts on the environment, question their beliefs and attitudes that may limit them and strengthen their skills. The clients
are the ones who define and decide on their desired actions, behaviours and attitudes and/or that they need to develop to achieve their goals.
Organisations and companies that suggest coaching work to their employees do so – above all – to develop and release people's full potential
with regard to the future plans of each organisation.
An individual coaching process for a flexible number of sessions. A range of 4 to 7 coaching sessions that each last approxi-
mately 1.5 hours.
We also have one-off sessions (1 or 2) to work on specific topics, prepare people for difficult conversations, tackle a specific
obstacle, etc
Mode: Face-to-face and online
The goal of our intervention is to improve and consolidate team performance,
bearing in mind the real challenges and orienting them towards tangible
results.
We provide specific working sessions with the team to:
· Define their needs, challenges and goals.
· Jointly clarify and build the team's purpose (the raison d'être of the team).
· Strengthen cohesion and trust among team members.
· Improve the team's internal and external relations and communications.
· Learn to handle conflicts successfully.
· Take decisions as a team and commit to them.
· Develop mechanisms/skills for high-performance work.
· Take on co-responsibility for the team's results.
· Hold effective team meetings.
Team coaching is the process of working with a natural team to tackle challenges that require significant group performance results. Unlike individual
coaching, team coaching puts the spotlight on the system, on the relationships/interactions between team members and their impact on results, and
not on each individual person.
The team development process can start with a diagnosis (where we base it on
Barrett Analytics and/or other tools): either to find out the leadership style of
each team member or of the overall team.
Build TrustBuild Trust
Address and canalize conflicts in a productive way
Involvement and Commitment
Accountability
Result
oriented
Based on Patrick Lencioni’s Five Team Dysfunctions
Team coaching consists of two types of interventions:
1. Monographic workshops to reflect, initiate and train on the factors and skills involved in teamwork.
2. Working with them in real team operations meetings. Presence of coach to observe how what is worked on in the monographic sessions is put
into practice. The coach 'mirrors’ the group dynamics.
Kick-off: Introductory workshop to define the objectives of the process and ensure the team's engagement (5 hours).
Monographic teamwork sessions (some 25 hours distributed into 5-8 sessions).
Support at real operations meetings of the team (approximately 5 meetings).
Mode: Face-to-face and online (depending on the type of workshop and operations meeting).
1 2 3 4 5
0
1 2 3 4 5
Kick-off
Workshop (4-5h)
Goalsetting and team
engagement Duration
of the process:
12-15 months
1. Monographic Teamwork Sessions
(25 hours in 5-8 workshops)
2. Participation of the coach in operational meetings
(5 Meetings)
Cultural transformation is a medium-term process whose aim is to integrate an organisation's culture (set of values and practices) and strategy.
An organisation can only change if the people who work there transform and align their leadership styles, behaviours, management decisions and
the organisation's processes and policies with the values of the culture they want to create.
'Today who I am and the values I represent are just as important as the quality of my products and services'
Objectives of a cultural transformation process:
· To create a culture that goes hand in hand with strategy and drives it.
· To define the leadership style that responds to the new challenges and demands
of different stakeholders.
· To increase people's engagement and identification with the organisation's
values and connect them with a shared and meaningful project.
· To stand out from our competition, beyond economic rewards: attract talent.
· To increase teams' performance levels.
Method:
1.Culture assessment with Barrett Analytics.
These tools make the current culture tangible (set of values and behaviours) and
reveals the culture required for the organisation and/or teams. The results spotlight
current strengths and weaknesses and point to what must be developed to release
their full potential.
7
6
5
4
3
2
1
Seven Levels of Consciousness Model
by Richard Barrett
Collaboration
Contribution
Alignment
Evolution
Performance
Common
good
Self-interest
Relationships
Viability
Specific values are
assigned to each level
2 Designing a cultural transformation process:
We facilitate reflection leading to the organisation's strategic-cultural integration. We design the architecture of the 4 alignment processes for
cultural transformation:
1. Defining the organisation's purpose.
2. Defining shared core values.
3. People and leadership: strengthening the coherence between people's behaviours, decisions and core values.
4. Aligning the organisation's structure with the core values (review the structures, policies and processes so that they reinforce the
desired culture)
3 Support and facilitation:
· Create space to think about and define the desired culture and its transfer and implementation in the daily work.
· Participation processes with people from all organizational levels and areas: maximise their engagement and
collective action to drive the organisation's purpose and culture.
· Working groups / guidance for teams to: reflect on and define specific needs and subjects; generate the energy
needed in the transformation process.
· Individual and team coaching and ad hoc training as levers for transformation.
Support, guidance and facilitation throughout the cultural transformation process created jointly with the client (Phases 1,
2 and 3) We also conduct one-off interventions during any of the 3 phases.
Mode: Face-to-face and online depending on the type of intervention.
· Interpersonal communication skills
· Conversational skills: giving and receiving feedback; requests and offers for clear commitments and effective coordination, Non
violent Communication, etc.
· Effective teamwork
· Team decision making; effective meeting techniques; conflict management, etc.
· Seminar - How to lead organisations driven by a shared purpose and values?
· Using the Barrett Model for cultural transformation and appreciative inquiry as a foundation.
· Agent for Transformation Programme:
· In-House Talent Development Program to drive and support the organisation's cultural transformation.
· Internal leadership development programme.
We design ad hoc training for each client, customising the subjects, length and frequency to their precise needs.
Mode: Face-to-face and online
Industry:
CAF Power & Automation
Siemens Energy
Gestamp
Microdeco Group
Danobat Group
RPK
Ingeteam
Erreka
Services:
Guggenheim Bilbao Museum
Matia Fundazioa
Sogepark France
Euskalduna Bilbao Conference Centre &
Concert Hall
AGVAR Arquitectos
GUREAK
Education:
Centro Formación Somorrostro
MU – Mondragon Unibertsitatea
CIVSEM – Centro de Investigación en Valores
Centro Formativo Otxarkoaga
EEC - Escuela Europea de Coaching
Olabide Ikastola
Iparragirre Ikastola
Begoñaspi Ikastola
Sarriko Business School Bilbao
Public administrations:
Ermua Town Council
Basque Government Department of Social Economy
Gipuzkoa Provincial Government
Visesa
Sestao Berri
INAP – Navarran Institute of Public Administration
Business associations:
Chambers of Gipuzkoa and Álava
ADEGI – Asociación de empresas de Gipuzkoa
AIC – Automotive Intelligence Centre
Corporate Excellence – Centre for Reputation Leadership 
NGOs:
Greenpeace España  
I specialise in supporting and guiding organisations and teams in cultural transformation proces-
ses and in strategic-cultural alignment. To ensure that my clients can achieve their goals, I facilitate
safe and dynamic working spaces that encourage trust and progress. I am inspired by the
relationships I establish with my clients, their challenges and needs, providing my analysis skills,
common sense and equal parts rigour and humour.
Before creating EQUILIA, I led change management projects for international consulting firms
(IMR-Proudfoot, Management Consulting Group PLC, Lausanne Consulting Group). I have
worked as a consultant/coach at: Gestamp, Siemens Energy, Microdeco Group, the Guggenheim
Bilbao Museum, the Ermua Town Council, Centro Formación Somorrostro, MU-Mondragon
University, Danobat, Sogepark, DHL-Danzas, Henkel, THK, Marie Surgelés, MCL-Autolink and
Schmiedag Georgsmarienhütte.
Judith Castillo
Founding Partner
I am a founding partner of EQUILIA and I have been working as a consultant and coach in different European coun-
tries for over 20 years. I speak Spanish, French, English and German.
With a Master’s degree in Information and Communication Sciences from the Universities of Bordeaux and Münster,
I have kept studying what I am passionate about, personal development and the transformation of teams and organi-
sations: Executive and team coaching (ICF); Barrett Analytics (Barrett Values Centre); Systemic coaching and organisa-
tional constellations (Infosyon); Authenticity and presence, Theory U (Arawana Hayashi from MIT); Mediation and
conflict management; Negotiation skills for managers; Appreciative Inquiry (AI); Positive intelligence Shirzad Chami-
ne).
Arrate Iraolagoitia
Founding Partner
I am passionate about working with people and teams to develop their resources, talents and
potential to achieve the objectives they want or need. I am motivated by knowing that I contribute
to humanising organisations by value-based management and leadership, with and through
people.
I am a lifelong learner and have never stopped studying the different tools and methodologies for
personal development and the cultural transformation of teams and organisations: Executive and
team coach (ICF); Barrett Analytics (Barrett Values Centre); Systemic coaching and organisational
constellations (Infosyon); Transpersonal coaching and primal dance (EPTI); Mediation and conflict
management; Digital Trainer.
Before creating Equilia, I worked at international consulting firms (IMR, Proudfoot Consulting,
Argon&Co) participating in change management projects as a consultant/coach: Vittel-Con-
trex-Perrier Group, PSA Group, DANZAS-DHL, EDF France, HAYS Logistique and ESSILOR.
BSc in Chemistry from EHU/UPV (University of the Basque Country) and from ENSCM (École d’Ingénieur de Chimie
Montpellier, France), I have spent my entire career (over 20 years) in the world of consulting on change management,
cultural transformation and coaching in several European countries. Since 2007, I have been a founding partner of
EQUILIA.
I have extensive experience with leading projects with multidisciplinary and multilingual teams. I speak six languages:
Spanish, Basque, French, English, Portuguese and Italian.
The programmes in which we have trained and certified have official approval from these organisations:
We are part of the professional community of coaches of ICF Spain
We have collaboration network of international consultants and coaches
who are also certified by the aforesaid organisations.
We are happy to talk with you
Arrate Iraolagoitia
Mobile: (0034) 658804753
email: arrate@equilia.es
Judith Castillo
Mobile: (0034) 691521000
email: jcastillo@equilia.es
www.equilia.es

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EQUILIA - our services

  • 1.
  • 2. a consulting firm created in 2007, located in Spain's Basque Country with an international vision. We do 'bespoke consulting', which is synony- mous with 'tailored' services for each and every client. We move like fish in water in multicultural and multilingual environments. We work with companies and organisations in all sectors, employing exactitude, method and honesty. We love creating close and trusted relationships with our clients, and we are always ready to contribute our expertise at forums, and via reflections and initiatives that contribute to the common good. Consulting, coaching (individual and team) and ad hoc training to guide and support teams and organisations during their cultural transformation processes. We pose great starting questions in order to define the why and how of the road ahead. We focus on developing leadership and teams and getting people involved/participating as levers for organisations' cultural transformation. The present document gives an overall description of the type of interventions we offer. Tell us what you need, your ideas and particular features and we will jointly define the most practical and well-adapted solutions and services for you. We are specialists / certified in: · Individual and team coaching (ontological, systemic and transpersonal) · Barrett Analytics (tools to characterise the culture/values of communities, organisations, teams and leaders) · Richard Barrett's cultural transformation model · Systemic constellations for organisations · EFR (Family-Responsible Company in Spanish) - Work-life balance management model for organisations
  • 3. We offer individual coaching to senior management, middle management and people who hold key roles at the organisation, so that they can achieve their objectives, overcoming barriers and developing their skills. Particularly recommended for change settings that demand new pers- pectives, outlooks and relational skills. The aim is to provide the client with a space where they can gain the distance needed to identify their challenges, obtain a clearer vision of their operating modes and impacts on the environment, question their beliefs and attitudes that may limit them and strengthen their skills. The clients are the ones who define and decide on their desired actions, behaviours and attitudes and/or that they need to develop to achieve their goals. Organisations and companies that suggest coaching work to their employees do so – above all – to develop and release people's full potential with regard to the future plans of each organisation. An individual coaching process for a flexible number of sessions. A range of 4 to 7 coaching sessions that each last approxi- mately 1.5 hours. We also have one-off sessions (1 or 2) to work on specific topics, prepare people for difficult conversations, tackle a specific obstacle, etc Mode: Face-to-face and online
  • 4. The goal of our intervention is to improve and consolidate team performance, bearing in mind the real challenges and orienting them towards tangible results. We provide specific working sessions with the team to: · Define their needs, challenges and goals. · Jointly clarify and build the team's purpose (the raison d'être of the team). · Strengthen cohesion and trust among team members. · Improve the team's internal and external relations and communications. · Learn to handle conflicts successfully. · Take decisions as a team and commit to them. · Develop mechanisms/skills for high-performance work. · Take on co-responsibility for the team's results. · Hold effective team meetings. Team coaching is the process of working with a natural team to tackle challenges that require significant group performance results. Unlike individual coaching, team coaching puts the spotlight on the system, on the relationships/interactions between team members and their impact on results, and not on each individual person. The team development process can start with a diagnosis (where we base it on Barrett Analytics and/or other tools): either to find out the leadership style of each team member or of the overall team. Build TrustBuild Trust Address and canalize conflicts in a productive way Involvement and Commitment Accountability Result oriented Based on Patrick Lencioni’s Five Team Dysfunctions
  • 5. Team coaching consists of two types of interventions: 1. Monographic workshops to reflect, initiate and train on the factors and skills involved in teamwork. 2. Working with them in real team operations meetings. Presence of coach to observe how what is worked on in the monographic sessions is put into practice. The coach 'mirrors’ the group dynamics. Kick-off: Introductory workshop to define the objectives of the process and ensure the team's engagement (5 hours). Monographic teamwork sessions (some 25 hours distributed into 5-8 sessions). Support at real operations meetings of the team (approximately 5 meetings). Mode: Face-to-face and online (depending on the type of workshop and operations meeting). 1 2 3 4 5 0 1 2 3 4 5 Kick-off Workshop (4-5h) Goalsetting and team engagement Duration of the process: 12-15 months 1. Monographic Teamwork Sessions (25 hours in 5-8 workshops) 2. Participation of the coach in operational meetings (5 Meetings)
  • 6. Cultural transformation is a medium-term process whose aim is to integrate an organisation's culture (set of values and practices) and strategy. An organisation can only change if the people who work there transform and align their leadership styles, behaviours, management decisions and the organisation's processes and policies with the values of the culture they want to create. 'Today who I am and the values I represent are just as important as the quality of my products and services' Objectives of a cultural transformation process: · To create a culture that goes hand in hand with strategy and drives it. · To define the leadership style that responds to the new challenges and demands of different stakeholders. · To increase people's engagement and identification with the organisation's values and connect them with a shared and meaningful project. · To stand out from our competition, beyond economic rewards: attract talent. · To increase teams' performance levels. Method: 1.Culture assessment with Barrett Analytics. These tools make the current culture tangible (set of values and behaviours) and reveals the culture required for the organisation and/or teams. The results spotlight current strengths and weaknesses and point to what must be developed to release their full potential. 7 6 5 4 3 2 1 Seven Levels of Consciousness Model by Richard Barrett Collaboration Contribution Alignment Evolution Performance Common good Self-interest Relationships Viability Specific values are assigned to each level
  • 7. 2 Designing a cultural transformation process: We facilitate reflection leading to the organisation's strategic-cultural integration. We design the architecture of the 4 alignment processes for cultural transformation: 1. Defining the organisation's purpose. 2. Defining shared core values. 3. People and leadership: strengthening the coherence between people's behaviours, decisions and core values. 4. Aligning the organisation's structure with the core values (review the structures, policies and processes so that they reinforce the desired culture) 3 Support and facilitation: · Create space to think about and define the desired culture and its transfer and implementation in the daily work. · Participation processes with people from all organizational levels and areas: maximise their engagement and collective action to drive the organisation's purpose and culture. · Working groups / guidance for teams to: reflect on and define specific needs and subjects; generate the energy needed in the transformation process. · Individual and team coaching and ad hoc training as levers for transformation. Support, guidance and facilitation throughout the cultural transformation process created jointly with the client (Phases 1, 2 and 3) We also conduct one-off interventions during any of the 3 phases. Mode: Face-to-face and online depending on the type of intervention.
  • 8. · Interpersonal communication skills · Conversational skills: giving and receiving feedback; requests and offers for clear commitments and effective coordination, Non violent Communication, etc. · Effective teamwork · Team decision making; effective meeting techniques; conflict management, etc. · Seminar - How to lead organisations driven by a shared purpose and values? · Using the Barrett Model for cultural transformation and appreciative inquiry as a foundation. · Agent for Transformation Programme: · In-House Talent Development Program to drive and support the organisation's cultural transformation. · Internal leadership development programme. We design ad hoc training for each client, customising the subjects, length and frequency to their precise needs. Mode: Face-to-face and online
  • 9. Industry: CAF Power & Automation Siemens Energy Gestamp Microdeco Group Danobat Group RPK Ingeteam Erreka Services: Guggenheim Bilbao Museum Matia Fundazioa Sogepark France Euskalduna Bilbao Conference Centre & Concert Hall AGVAR Arquitectos GUREAK Education: Centro Formación Somorrostro MU – Mondragon Unibertsitatea CIVSEM – Centro de Investigación en Valores Centro Formativo Otxarkoaga EEC - Escuela Europea de Coaching Olabide Ikastola Iparragirre Ikastola Begoñaspi Ikastola Sarriko Business School Bilbao Public administrations: Ermua Town Council Basque Government Department of Social Economy Gipuzkoa Provincial Government Visesa Sestao Berri INAP – Navarran Institute of Public Administration Business associations: Chambers of Gipuzkoa and Álava ADEGI – Asociación de empresas de Gipuzkoa AIC – Automotive Intelligence Centre Corporate Excellence – Centre for Reputation Leadership  NGOs: Greenpeace España  
  • 10. I specialise in supporting and guiding organisations and teams in cultural transformation proces- ses and in strategic-cultural alignment. To ensure that my clients can achieve their goals, I facilitate safe and dynamic working spaces that encourage trust and progress. I am inspired by the relationships I establish with my clients, their challenges and needs, providing my analysis skills, common sense and equal parts rigour and humour. Before creating EQUILIA, I led change management projects for international consulting firms (IMR-Proudfoot, Management Consulting Group PLC, Lausanne Consulting Group). I have worked as a consultant/coach at: Gestamp, Siemens Energy, Microdeco Group, the Guggenheim Bilbao Museum, the Ermua Town Council, Centro Formación Somorrostro, MU-Mondragon University, Danobat, Sogepark, DHL-Danzas, Henkel, THK, Marie Surgelés, MCL-Autolink and Schmiedag Georgsmarienhütte. Judith Castillo Founding Partner I am a founding partner of EQUILIA and I have been working as a consultant and coach in different European coun- tries for over 20 years. I speak Spanish, French, English and German. With a Master’s degree in Information and Communication Sciences from the Universities of Bordeaux and Münster, I have kept studying what I am passionate about, personal development and the transformation of teams and organi- sations: Executive and team coaching (ICF); Barrett Analytics (Barrett Values Centre); Systemic coaching and organisa- tional constellations (Infosyon); Authenticity and presence, Theory U (Arawana Hayashi from MIT); Mediation and conflict management; Negotiation skills for managers; Appreciative Inquiry (AI); Positive intelligence Shirzad Chami- ne).
  • 11. Arrate Iraolagoitia Founding Partner I am passionate about working with people and teams to develop their resources, talents and potential to achieve the objectives they want or need. I am motivated by knowing that I contribute to humanising organisations by value-based management and leadership, with and through people. I am a lifelong learner and have never stopped studying the different tools and methodologies for personal development and the cultural transformation of teams and organisations: Executive and team coach (ICF); Barrett Analytics (Barrett Values Centre); Systemic coaching and organisational constellations (Infosyon); Transpersonal coaching and primal dance (EPTI); Mediation and conflict management; Digital Trainer. Before creating Equilia, I worked at international consulting firms (IMR, Proudfoot Consulting, Argon&Co) participating in change management projects as a consultant/coach: Vittel-Con- trex-Perrier Group, PSA Group, DANZAS-DHL, EDF France, HAYS Logistique and ESSILOR. BSc in Chemistry from EHU/UPV (University of the Basque Country) and from ENSCM (École d’Ingénieur de Chimie Montpellier, France), I have spent my entire career (over 20 years) in the world of consulting on change management, cultural transformation and coaching in several European countries. Since 2007, I have been a founding partner of EQUILIA. I have extensive experience with leading projects with multidisciplinary and multilingual teams. I speak six languages: Spanish, Basque, French, English, Portuguese and Italian.
  • 12. The programmes in which we have trained and certified have official approval from these organisations: We are part of the professional community of coaches of ICF Spain We have collaboration network of international consultants and coaches who are also certified by the aforesaid organisations.
  • 13. We are happy to talk with you Arrate Iraolagoitia Mobile: (0034) 658804753 email: arrate@equilia.es Judith Castillo Mobile: (0034) 691521000 email: jcastillo@equilia.es www.equilia.es