Andreu Ortiz facilitating an executive committee

Programs for companies · Executive committees and teams

When a committee needs to decide as a system,
not as a sum of individuals.

12-month program with Leadership Circle 360° applied to the collective, for executive committees that need to operate with focus, speed and shared accountability. I have worked with committees in international companies for more than a decade.

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01 · Who it's for

Executive committees that no longer hold together as a sum of individuals.

It's for your committee if…

The committee makes slow, misaligned decisions — or apparent alignment in the room that falls apart the moment each member returns to their area.
There is more than enough individual capacity, and collective performance below the sum of capabilities.
A business transformation already in motion — model change, merger, expansion, generational handover — requires the committee to operate differently, not just execute more.
You have run leadership programs that produced enthusiasm but did not produce a system.

It's not for you if…

You are looking for corporate training with a catalogue of skills.
You want a short 1–3 month intervention to 'align' without structural work.
The program sponsor is not the first executive, or is not willing to do the work in first person alongside their committee.
You expect results without commitment to cadence or to a 360° assessment of the committee itself.

02 · The argument

An executive committee is not a group of executives. It is the system that decides how the rest of the organization operates.

When the committee is fragmented, fragmentation replicates downward. When the committee decides in reactive mode, the entire organization executes in reactive mode. When the committee operates from creative judgment and shared accountability, the nature of execution changes.

Most executive development programs work on the individual and expect the system to change by aggregation. It does not work. Twelve good leaders in a room do not produce a good committee, just as twelve good musicians do not produce an orchestra. Systems change when you intervene in the system.

That is why this program has a 12-month architecture, with Leadership Circle 360° applied to each member and to the collective, and each group milestone is backed by 1:1 executive coaching between milestones. That depth is what sets this program apart from any standard team intervention.

03 · Architecture

12 months with Leadership Circle 360° applied to the individual and the collective.

Duration: 12 months of structured program, with sustained monthly cadence and measurable deliverables at each milestone.
Framework: Leadership Circle Profile™ (LCP) for each committee member and Collective Leadership Assessment (CLA) for the committee as a system.
Individual work: 1:1 executive coaching with each committee member between group milestones. That depth is what sets this program apart from any standard team intervention.
Collective work: Group Strategic Coaching and Leader Feedback sessions applied to the committee-as-system, not to a sum of individuals.
Measurement: Baseline with LCP and CLA in month 01, intermediate Pulse measurements, and a final CLA in month 12 against the baseline.
Team: No junior team. No subcontracting. You work directly with me from the first meeting through to the final Collective Assessment.

04 · Monthly cadence

Each group milestone is reinforced with 1:1 executive coaching between milestones.

Month 01: Individual Leadership Circle Profile + Collective Leadership Assessment of the committee. Baseline.
Month 02: Pulse + group Strategic Coaching.
Month 03: 1 Leader Feedback.
Month 04: Pulse + Strategic Coaching.
Month 05: 2 Leader Feedback.
Month 06: Pulse + Strategic Coaching.
Month 07: 3 Leader Feedback.
Month 08: Pulse + Strategic Coaching.
Month 09: 4 Leader Feedback.
Month 10: Pulse + Strategic Coaching.
Month 11: Group Pulse — state of the committee as a system.
Month 12: Final Collective Leadership Assessment. Measurement and contrast against the baseline.

05 · Recent case

25 global leaders transformed in 10 months. Results sustained at 18 months.

Program with a multinational committee. Same framework, same cadence, same individual work between milestones.

+34%
Improvement in Leadership Quotient (individual and collective LCP).
100%
Alignment with corporate mission at program close.
25 leaders · 10 months
Significant increase in speed and quality of committee decisions. Impact sustained at 18 months.

06 · Additional program to scale leadership

Same methodology in cohort format for middle management and emerging talent.

12 months, with peer coaching as the multiplier. Usually designed as a continuation of the committee program, once the leadership team has consolidated its own shift and wants to replicate the system downward without losing coherence.

Let's talk if you're considering it

07 · Investment

Aligned to scope, not to a catalogue.

The program is designed according to the number of executives on the committee, the cadence, the depth of individual work between milestones and the organizational scope. The structure is the same across every program: no junior team, no subcontracting, you work directly with me from the first meeting through to the final Collective Assessment.

For a conversation with context on scope and investment, book a strategic conversation.

Book a strategic conversation

Testimonials

Manager development programme

Next step

Confidential strategic conversation. 60 minutes. No cost. No commitment.

I come in with concrete questions about your committee and the transformation you want to drive. I leave confirming whether this program fits your situation or, if it does not fit, telling you what would make more sense even if it is not with me.