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Services

At emêrgap, we understand that organizations are platforms for human transformation.

That’s why our consulting services are:

PERSONAL TRANSFORMATION
|
BUSINESS AND ORGANIZATIONAL TRANSFORMATION
|
CONFERENCES ON TRANSFORMATION AND LEADERSHIP

PERSONAL TRANSFORMATION

01
SDP
SELF-DEVELOPMENT
PROGRAM

The SDP is a Self-Development Program that offers a simple methodology to create habits, incorporate competencies and accelerate one’s own development and that of the team through a development strategy that integrates all the dimensions of the individual: purpose, life balance, personal and professional relationships, productivity, competencies, and work methodologies.

It is aimed at leaders or future leaders who want to accelerate their personal transformation, becoming protagonists of their self-development, and thus contributing to the transformation of the organizations in which they work. The program lasts nine months, with the support of emêrgap’s team of mentors.

PROGRAM IMPACT

  • Appropriation of self-development by the leaders of the organization.
  • Confidence building in the team.
  • Development of a more effective work method. 

Program tools

INTELLECTUAL DIET
  • Head, heart and hands presents the self-development methodology experienced in the SDP in a novelized format, told through the story of Sara, a young executive. RIVERVIEW is a novel in which, ten years later, Sara faces the challenges of being a mother, a woman, and a top executive. This book is an invitation to reflect on personal purpose and life priorities.
PERSONALITY DIAGNOSIS
  • To effectively guide someone through the mentoring process, it is essential to know them in depth. There are tools such as DISC or MTBI that allow us to capture – in reasonably simple and memorable models – the diverse traits that define different personalities.
COMPETENCY MODEL
  • Our experience guiding companies through the process of transformation has shown that traditional management competencies are insufficient when it comes to tackling extraordinary changes. At emêrgap, we have identified twelve transformation competencies that are decisive in driving change with both speed and depth.
COMPETENCY DIAGNOSIS
  • A sharp diagnostic tool is recommended to describe specific behaviors that challenge the person and leave little room for complacency. This is the logic of the self-diagnostic instrument we use at emêrgap.
DEVELOPMENT STRATEGY
  • Throughout the mentoring process, we help each participant in the SDP identify their development challenges or, in other words, their strategic priorities for integral growth across all areas of their lives: personal, family, social and professional. We also help them determine the competencies needed to address these challenges effectively.
DEVELOPMENT PROJECT
  • Self-development remains confined to the mentee’s head (reflections) and heart (desires) until it is brought down into the hands by designing a personal transformation project around a specific competency. In the SDP, we help participants apply a project mentality to personal transformation by translating the competencies into daily and weekly behaviors.

SDP | SELF-DEVELOPMENT PROGRAM

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PERSONAL TRANSFORMATION

02
SDD
SELF-DEVELOPMENT
DEPLOYMENT

The SDD program is designed to deploy self-development in all employees, establishing it as a strategic capacity within the organization. This deployment is carried out by leaders who have already completed the SDP, assuming the role of mentors for their teams and integrating the self-development methodology with the Human Talent team. 

Implementing the SDD enables the organization to move beyond academic tourism and permanently transform its development model.

DAD VIDEOS

THE DAD PROGRAM PROVIDES LEADERS WITH VIDEOS AND OTHER
RESOURCES TO SUPPORT THEIR TEAMS IN THEIR SELF-DEVELOPMENT.

BUSINESS AND ORGANIZATIONAL TRANSFORMATION

01
TRANSFORMATION
CONSULTING

We define transformation as a collaborative effort to 1) design a transformation strategy aligned with the challenges of the specific sector, 2) execute improvement projects within the current business model and innovation projects that drive new growth and, at the same time, 3) develop new capacities within the organization.

We support companies with our Transformation Model, which consists of four phases:

  • Review of company documentation and interviews with leaders of the organization.
  • Workshop #1 Design of strategic priorities.
  • Workshop #2 Design of the portfolio of transformation projects.
  • Support to the teams in the implementation of the transformation.
02
CONSULTING IN
ORGANIZATIONAL
EXCELLENCE

The scarcest resource in management teams is time. And the resource with the greatest potential is the team’s own talent. 

Through our Organizational Excellence Model, we help teams diagnose their current state and design transformation projects focused on improving trust and developing a more efficient work method.

We accompany teams with our Organizational Excellence Model, which consists of three phases:

  • Interviews and diagnostic survey of Organizational Excellence. 
  • Workshop to identify challenges and design projects.
  • Workshop for monitoring the execution of projects.

CONFERENCES ON TRANSFORMATION AND LEADERSHIP

Conferences serve as a catalyst for creating strategic clarity and mobilizing people and organizations to transform. That's why we tailor our approach to the specific needs of each company and the characteristics of the audience. Two examples:

HEAD, HEART AND HANDS: TRANSFORMATION AS A JOURNEY

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Traditional management skills are not enough when it comes to tackling extraordinary changes: such as reinventing business models, redesigning the organization’s work processes, restoring deteriorated relationships, or regaining the enthusiasm of a tired team. In other words, today there is no shortage of managers, but rather a lack of leaders with the ability to transform themselves to lead their organization’s transformation. This conference offers a simple methodology for creating habits, incorporating competencies, and accelerating development of one’s self and one’s team.

FACE-TO-FACE: CONVERSATION AS A TOOL FOR TRANSFORMATION

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The quality of your leadership depends on the quality of your conversations, but, in the last decade, the trend to replace face-to-face conversations with messages has become an epidemic that deteriorates relationships between professionals and creates structural inefficiencies in companies. This conference presents a model for designing high-impact conversations that restore damaged relationships and realign and re-excite the team.