High Impact Teams en la industria life sciences.
«Yes, I would recommend ETBO without a doubt. Its methodology is very intuitive, practical and easy to apply, with an immediate impact on the way team members understand their role, recognise their contribution and understand how they jointly generate value.
What I highlight most is that it focuses on team effectiveness, moving away from the idea of an «ideal» profile and reinforcing the importance of diversity, complementarity, and collaboration among people.
In addition, working with the ETBO team has been an excellent experience. They demonstrate a great ability to adapt to the specific needs of each organisation, adjusting both the working dynamics and the language used to maximise the relevance and impact of the experience.»
Bayer is a global life sciences company operating in the fields of health and nutrition to address some of society's greatest challenges. With a historical presence in Spain and a strong commitment to innovation and sustainability, it develops solutions aimed at generating an impact on people, the environment, and the future of production systems.
The RAM team, made up of eight professionals including its leader, sought to recognise as a team its strengths, identity and possibilities for development. The objective was to build a common language that would allow them to make better use of the team's strengths, make their meetings more effective and transfer learnings to day-to-day work, always aligned with business and client objectives.
A bespoke experience was designed High Impact Teams, adapting the entire intervention to the team's reality, challenges and specific objectives:
The team incorporated a common language based on ETBO® roles, which facilitated a better understanding of how to collaborate, communicate and make decisions more effectively.
The commitments defined during the process were aligned with business and client objectives and were integrated into the team's usual dynamics, particularly in their work meetings, where ETBO® roles became part of their way of interacting and coordinating.
Thanks to the tools and resources provided, the team maintained development beyond the workshop, incorporating concrete practices to reinforce collaboration and collective performance.
The impact went beyond the team itself: the positive reception of the programme and the value perceived by the organisation led to a new collaboration, taking the methodology High Impact Teams by ETBO® to one of the hospitals with which the RAM team maintains a strategic relationship — expanding the scope of the intervention to other professional environments.
Activar el potencial de un equipo de RRHH.
«Sí, recomendaría ETBO por la calidad de sus servicios, la sencillez e intuitividad de su herramienta y el valor que aporta en el día a día. Además, transmite una gran confianza gracias al equipo humano que hay detrás: profesionales altamente cualificados que destacan por su experiencia, disponibilidad y compromiso. Su capacidad para comprender las necesidades del cliente, ofrecer un asesoramiento riguroso y proporcionar soluciones eficaces contribuye a generar una experiencia muy positiva y una relación de colaboración de gran valor.«
Planeta Group is a Spanish business group, headquartered in Barcelona, with its origins in the publishing sector (Editorial Planeta, founded in 1949) and a history of expansion into education, media and other businesses. It is one of the largest private groups in Spain, with a complex organisational structure and teams operating across different business areas.
The HR Recruitment team of the Direct Sales, Distance and Education Division needed to better understand how it functioned as a system, identify the strengths of each member, and empower them the ccollaboration between profiles with different responsibilities. The objective was to generate a common language that would facilitate the line-up, will reinforce the cability to work together and will activate the team's collective potential.
A [Potential Activation] session based on the ETBO® methodology: team diagnosis, individual reports for each participant, presentation and interpretation of the team map (distribution of roles, strengths, complementarities and imbalances), dynamicshouse experiential activation sessions, bite-sized training modules on [applied behavioural science for teams] and the definition of individual and collective commitments.
The team gained a deeper understanding of how they function as a system and the differential value of each person. The team map became a shared tool for more open conversations about strengths and complementarities, and the defined commitments made it possible to translate the learnings into the ccollaboration, coordination and day-to-day execution.
Formaciones ETBO en la industria farmacéutica.
«Recomendaría ETBO® por la proximidad y el detalle con el que es capaz de preparar los talleres. La atención a la individualidad y los matices son una parte fundamental cuando trabajamos en equipos multidisciplinares con personas de diversas formaciones y responsabilidades. Además, en la ejecución de las reuniones, siempre hay un tono amable que se adapta al estado del grupo: son capaces de leer los distintos estados de ánimo y tomar nota de los cambios a realizar.«
Novo Nordisk is a global biopharmaceutical company of Danish origin. World leader in the care of the diabetes and one of the leading companies in the field of the obesity, with a portfolio that also includes haemophilia, growth disorders and hormone therapies. With a presence in over 80 countries and a workforcthe of more than 50,000 people worldwide, their treatments reach tens of millions of patients.
The team of the The Obesity franchise needed to strengthen its collaboration, leadership and execution capabilities, not through a one-off intervention but through continuous support across different moments and challenges faced by the team. The objective: to translate learning into observable behaviours and concrete commitments that would generate a real impact on a day-to-day basis.
For three years, ETBO® has designed experiences tailored to every moment of the team, combining behavioural science, applied training and participatory methodologies:
Each intervention included participatory group activities, practical tools, and individual and collective commitments to facilitate transfer to the work environment.
Three years of continuous collaboration reflect the cconfidence placed in ETBO® as a team development partner. The interventions have generated a common language among the teams, strengthened the ccollaboration, improved the management of complex situations and translating the lessons learned into concrete commitments that promote the alignment and the cExecution capability.
High Impact Teams en startups.
«We were more complementary than we thought, the only thing was we weren't understanding each other. When you are clear about your intrinsic motivationshouse you can develop much more potential from each person. ETBO® helped us take the next step much more solidly, more deeply rooted.«
Sustainable Startup & Co is a sustainable innovation consultancy working with public administrationshouse and private companies to transform organisations by integrating sustainability and innovation. It supports entrepreneurs and institutions through innovation laboratories, training and impact strategies, being one of the leading Hispanic communities in green entrepreneurship.
In the middle of a growth phase (2025-2026), Sustainable Startup & Co needed to reshape its board of partners and redefine the basic principles governing their collaboration. Although the team was clear about its external purpose — transforming organisations towards the sustainability —, looking inwards there were pieces that just didn't fit: the motivations and concerns of each partner were not coming out to the surface-level in everyday conversations, which limited the team's potential without anyone clearly seeing it.
Cons the solution [High Impact Teams], the team worked to identify their natural roles, discover the motivations of each partner and align their collective purpose for the coming years. The process made it possible to connect with the real shortcomings and motivations of each person on the team, bringing out the brings to light concerns that do not normally come up in everyday conversation.
The team discovered that it was more complementary than it believed — they simply weren't understanding each other. Identifying the intrinsic motivationshouse of each partner allowed to refine the ccollaboration of the board with a more deeply rooted purpose and, according to José, «to develop the potential much further, even at an individual level». The process stopped being just a team-building exercise to become a real space for personal development within the organisation.
High Impact Teams en el sector del entretenimiento.
«Destacaría su forma de trabajar con el cliente: cercanía, escucha y capacidad de entender las necesidades antes de proponer soluciones. No se limitan a ejecutar lo que se les pide: aportan criterio, cuestionan cuando es necesario y plantean soluciones prácticas, adaptadas al negocio y orientadas a generar impacto.
Otro punto fuerte es su capacidad de innovación: ideas nuevas y enfoques diferentes que ayudan a salir de lo habitual, siempre aplicables a la realidad de la organización.
Valoraría también su comprensión del negocio y el contexto de la compañía: entienden su cultura, retos y prioridades, lo que hace sus recomendaciones más acertadas.
Esa experiencia les permite aportar perspectiva, anticipar dificultades y traer soluciones ya probadas, adaptadas al contexto del cliente.
En conjunto, destacaría su orientación al cliente, conocimiento de negocio, capacidad de propuesta e innovación, que les hace actuar más como un compañero de viaje que como un proveedor.«
iZen es un grupo internacional de producción audiovisual que integra compañías especializadas para desarrollar contenidos de ficción, documental y entretenimiento para audiencias globales, con proyectos como El Gran Prix, Memento Mori, El Cid, Bayona o Gala Inocente. Acompaña a clientes y socios en todo el proceso de producción, combinando creatividad, capacidad industrial y experiencia internacional para llevar proyectos de alto nivel a televisión y plataformas.
iZen atravesaba una etapa de crecimiento que exigía impulsar el desarrollo organizativo del grupo: fortalecer la colaboración entre equipos, consolidar una forma de trabajar compartida y preparar la estructura para escalar de manera coherente y sostenible. Como grupo que integra distintas compañías especializadas en producción audiovisual, el reto pasaba también por sostener la cohesión entre equipos con culturas y dinámicas propias, sin perder agilidad ni capacidad de ejecución.
En este contexto, el objetivo era claro: potenciar el alineamiento entre los equipos, generar un lenguaje común basado en comportamiento observable, mejorar la colaboración y la capacidad de ejecución, y sentar las bases, desde el diagnóstico conductual, de una evolución organizativa que acompañara el crecimiento del negocio de forma sólida en el tiempo.
A través del Proyecto ZEN, ETBO® acompañó a iZen con diagnóstico conductual de los equipos, informes individuales y de equipo, devoluciones personalizadas, sesiones grupales, talleres experienciales y evaluación de estilos de gestión del conflicto (TKI), aportando a líderes y equipos herramientas concretas para mejorar la colaboración.
La segunda fase amplió el foco del desarrollo de equipos al desarrollo organizativo: acompañamiento estratégico a RRHH y Dirección en la evolución de la estructura, definición de roles y job descriptions, alineamiento de mensajes, soporte en la implantación de Bizneo, consolidación del Catalyst Team como red de facilitadores internos, e incorporación de procesos de Performance Review, desarrollo y feedback.
El Proyecto ZEN dejó a iZen un lenguaje común basado en comportamiento observable entre equipos con culturas y dinámicas propias, y herramientas concretas para sostener la colaboración y la capacidad de ejecución sin perder agilidad. La segunda fase tradujo ese trabajo en estructura: roles y job descriptions definidos, el Catalyst Team consolidado como red interna de facilitadores, y procesos de Performance Review, desarrollo y feedback incorporados a la gestión del día a día. El resultado es una organización más alineada y mejor preparada para escalar de forma coherente, con RRHH y Dirección acompañando activamente esa evolución.
