We provide the missing piece in most transformational efforts of leaders, teams and organisations: real learning experiences that trigger and consolidate new behaviours.
With a powerful and yet simple facilitation style we create experiential journeys that boost your leadership awareness, unleash your team's potential and transform the culture of your organisation.
Roche
BMW
Samsung
HP
JTI
Takeda
Eden
Bayer
Schwarzkopf
San Miguel
Iveco
Leroy Merlin
SEAT
Fnac
Weleda
Capgemini
Alcampo
Sandoz
Huf
Hyatt
Gilead
Novartis
Medtronic
STEF
Ficosa
Verdecora
Aldesa
Radiant
Nutrexpa
Aecom
Ineco
Affinity
Eurico Ferreira
Most people have a reference point of the magical power of real teamwork, but very few know how to generate it. We design unforgettable team experiences that go far beyond intellectual constructs or artificial harmony events.
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Getting things done is so much easier with a clear focus. Yet many organisations move by inertia, through reactive impulses or shortsightedness. Our unique proposition: combining participative group thinking with deep emotional experience.
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Changing your reality starts with yourself and requires more than thinking and talking. It calls for a shift in AWARENESS. We support leaders and changemakers to discover their own potential, practice new behaviours and increase their impact.
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The collective programming of values, beliefs and behaviours always evolves. That evolution can be provoked and guided. Our combination of teambuilding, visioning, training and coaching allows for a more sustainable shift in organisational culture.
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An 8-person executive board wants to strengthen their connection and work more as a team. An intensive 3-day retreat provokes deep insights about their own leadership and communication style, and creates a powerful reference point for teamwork that allows them to work more effectively and efficiently on a daily basis.
2 months after his appointment, a new CEO uses the Altoren framework of a 3-day retreat to attune his leadership style to the team and boost mutual understanding, substantially reducing the integration time.
A team leader periodically organises high-impact events to bolster the sense of community and overcome perception barriers created by physical distance and too many online meetings.
A worldwide organisation needs to overcome significant communication barriers based on cultural differences. Over a period of 6 months, and according to their availability, teams from all levels of the organisation take part in various 2–3 day modules. Understanding and cooperation improve substantially.
Having won an important aerospace contract, the different area leaders first join a 3-day retreat. They create the interpersonal connection and chemistry needed to lay down the basic roadmap for the project.
Key players from different departments gather in 2-day experiential offsites to support a corporate communication scheme aimed at overcoming internal barriers.
A fashion brand runs all new shop staff through a 2.5-day teambuilding programme to ensure a seamless start for each new affiliate.
Members of a trade association want to replace the prevailing competitive mentality with a spirit of mutual understanding and collaboration to boost their businesses (win/win). Owners and key managers share a 3-day experience, during which they also agree on a basic cooperation strategy.
A political leader exposes key team members to a teambuilding and strategic visioning programme. This enables his team to convey a credible and powerful message with a motivating action plan.
The management and ownership of a rapidly growing hotel chain gather for 5 days. A blend of teambuilding and strategic planning allows them to attune to a common vision of growth and agree on next steps.
A successful 50-person company in a swiftly evolving market uses the Altoren programme to create a renewed vision and implement a clear strategy.
A traditional family business uses teambuilding experiences combined with strategic planning to shift from reactive to pro-active ways of working, agreeing on next steps and a growth vision.
Partners of an important consulting firm use an annual Altoren gathering to step back from high stress, reflect on the team's condition, and draw up next year's strategic plan.
The governing body and teaching staff of a College participate in teambuilding experiences followed by strategic visioning sessions, resulting in inspiring and aligned action plans.
Faced with expanding activities, an NGO gathers key players for a strategic visioning seminar and draws up a communication plan to keep the organisation aligned with its mission despite high volunteer turnover.
Leaders place themselves in real situations with their own teams. Each department leader runs a 2.5-day outdoor event and strategic planning session, coached by Altoren. Follow-up phases address specific leadership skills with all managers.
After detecting a strong gap in leadership competencies in production units, plant managers and team leaders run through a one-year programme to boost communication skills and people abilities.
Executives from different areas of a large corporation run through a 2-day programme to develop self-confidence in their new role and integrate important learnings about team leadership.
A large corporation integrates a 3-day high-impact journey into its talent development programme. The result is a strong reference point for teamwork and an enhanced ability to inspire others.
Business school students acquire hands-on learnings about leadership and teamwork in an experiential training that complements classroom curriculum and creates strong bonds throughout the course.
Altoren selects and trains teachers and students to reproduce experiential learning programmes throughout El Salvador, to foster a more active participation of classroom representatives in the handling of the Schools.
6 months after her appointment, the new CEO uses the Altoren framework to rally her leadership team around a renewed vision and agile ways of working. The programme is cascaded through the organisation with the concluding highlight of a big Vision celebration.
A medium-sized company undertakes a deep culture change over 5 years: to encourage open communication and teamwork, flatten its pyramidal structure, and basically shift from a fear-based culture to one of personal initiative. Altoren facilitates the simplification and updating of HR management. A series of high-impact trainings sparks off a change of mentality, followed by an extensive on-the-job coaching programme, monitored from within the company.
Amidst chaos and confusion due to the merger of two companies, our programme provides a basis for enhanced mutual understanding and cooperation. The new board of directors manages to develop a common vision without the usual friction and endless misunderstandings. Starting with top management, Altoren carries out high-impact events with the newly formed teams throughout the company, cascading the strategic visioning process down through the organisation.
As part of a major cultural change programme, we facilitate a short training and communication campaign about meeting effectiveness, followed by shadow-coaching for actual meetings.
A large pharmaceutical company decides to move towards the ideal empowerment culture described by Frédéric Laloux in his book Reinventing Organizations. We are tasked with preparing the top leaders of an entire region for this radical change in mentality and way of working. We first take top management on a powerful, one-week leadership experience, and then work with each country—in various phases of differing intensity—to integrate these new ways of working together.
To promote the corporate culture in new teams, we design experiential events combined with a carefully thought-out HR policy and a strong internal communication plan. Onboarding includes a 3-day Altoren retreat. Substantially changed departments experience a new teambuilding event with strategic alignment facilitation and coaching follow-through.
An extremely successful family business with some outdated paradigms is in the process of handing over management to the next generation. We set the stage for this top-down transformation, starting with the supervisory board and ultimately reaching all employees. Over a three-year period, we facilitate vision renewal, company culture enhancement, and the modernization of organizational processes.
An advanced technology firm with over 2,000 employees carries out an ambitious cultural transformation plan: to anchor a personal leadership mentality and boost real teamwork. All employees go through the same programme, with varying degrees of intensity (ranging from 1.5 to 3 days).
You took me and my executive committee to such a level of teamwork, that I consider it to be the key to my success as a leader over the years.
By far the best experiential training I've ever been on. People first and the results follow for sure.
In only 3 days we gained a whole year: that's the time we would normally have needed to fine-tune the team at such a high level.
I discovered the difference between working IN a team and working AS a team. The results we achieved are incredible!
No doubt it was the best training I've ever experienced. The learnings are a lesson for life.
It was very interesting to participate in a teambuilding that goes far beyond the 'playing games' approach. Despite my initial scepticism we achieved an amazing team chemistry.
I particularly liked how the sceptics got much more involved and with more enthusiasm than those who pretend to be open to everything.
I take with me the most profound appreciation of my colleagues' strengths, needs, abilities and personalities.
I was surprised by the level of openness, honesty and humility that remained in the group.
The team members can achieve anything they want — they just have to decide what their goals are.
The strength of a committed group of people, when focused on a clear objective, is just amazing.
We achieved our objectives in half the time. Impressive! It's all about focusing, drawing it out on paper… And it works!!
The day we presented our new strategic Vision, I realised how much the executive team had evolved.
We have moved away from short-term patchwork and are now acting upon clear medium term objectives.
I liked the way you drew us out of our comfort and got the team to actively contribute during the Visioning process.
The visual tool made it much easier to understand our objectives — a more creative approach to project development.
I loved how easy and intuitive the graphic facilitation moved us through the last day.
We unleashed our creativity and learnt how it is best accomplished with many minds and ideas.
I now fully believe in our company project.
Everyone's opinion and point of view needs to be taken into account before moving ahead.
Even if it sounds overdrawn, let me say it: you're the best personal and high performance coach I've ever come across in my long career.
I can now face challenges that before seemed impossible.
I learnt to speak more directly about myself and what I expect, need or want from others. This has been an incredible change.
Only through my own change can I promote change in others.
I learnt to reflect, to listen, to go deeper. Not that I wouldn't do it before, but now I do it from another perspective.
Your coaching allowed me to break down barriers and preconceptions that I had set up myself.
With your support I reviewed my belief system around honesty and discovered the courage to express my truth.
Know myself better, know that I have a useful role to play in the team, and above all, open up to people outside of my comfort zone.
My contribution to the team only improves with my personal growth.
I learnt to look at things in a different way, move out of my routine and realise that I am able to take risks.
The repercussion of your performance is the most profitable I've experienced in 20 years heading the Human Resource department.
The return of your work is a festival of renewed spirits, determination, and shared vision.
The change in the dynamics of the team was remarkable and the increase in performance far outweighed the cost of the programme.
Altoren managed to transform the task of planning and setting medium-term goals into an exciting journey of discovery, creativity, commitment and enthusiasm.
I discovered that we can change the Culture of our Organisation and how to go about it.
The programme exceeded all our expectations, sparked off an unprecedented wave of enthusiasm and openness and laid the foundation to create our Strategic Vision.
We achieved an extraordinary level of communication and personal interconnection which we turned into concise practical decisions.
The exponential improvement we achieved removed any doubts about embarking on such an innovative method.
The return of your work is a festival of renewed spirits, determination, and shared vision.
The change in the dynamics of the team was remarkable and the increase in performance far outweighed the cost of the programme.
You are masters at telling people the truth without ever hurting anyone.
How can a trainer free up so much energy in so many different people?
Let me congratulate you for the uniquely experiential approach and your ability and patience to handle our group of strong personalities.
I want to emphasise the facilitators' emotional involvement. Their 100% participation in our experiences created the programme's success.
Excellent facilitators. You have the ability to draw out the best in each person and through every detail.
The Altoren facilitators really knew how to capture our needs and demonstrated a surprising ability to adapt during the programme.
Let me emphasise your professional approach to each event. The way you induced us to draw our own conclusions was most rewarding.
This is true facilitation! You did an excellent job at integrating everyone and triggering each person's strength with just the right words.
Let me highlight Armin's professionalism and his ability to turn a difficult situation into an uplifting learning opportunity.
I'm surprised how professional, dedicated and enthusiastic the facilitators are.
We go deeper—beyond models, theories, fashionable buzzwords, motivational speeches, discussions, or re-engineering.
The core of our methodology is experiential learning — where physical, mental and emotional levels are mobilised simultaneously. Depending on your level of ambition, we custom design a programme using the following tools:
buy-in
learn
align
follow-through & train
The Leadership Circle Profile™ (LCP) is more than a standard 360° assessment tool. It is the result of years of rigorous research into what makes great leaders truly effective—an ongoing study backed by over 20 years of robust leadership data.
Grounded in the latest models of leadership and adult development, the LCP illustrates how a leader's behaviour is perceived across their work environment—providing a precise reflection of their structure of mind and thought patterns. The Leadership Circle has proven a exceptionally high correlation between a leader's developmental stage and their overall effectiveness, a finding validated by the Institute for Psychological Research and Application (IPRA): 'The Leadership Circle Profile is an internally consistent, valid measure for leadership development. The psychometric properties of Leadership Circle Profile are strong."
With the help of our certified coaches, the leader becomes aware of their underlying beliefs and assumptions — gaining much more leverage to make their contribution to the organisation impactful and transformative. This process results in a clear vision of themselves in the near future, as well as the actionable stepping stones to get there.
Our LCP coaches are widely experienced in the use of this tool as part of developmental processes and will guide you and your people to discover the key aspects of your behavioural tendencies that are keeping you from becoming a highly effective leader.
This model establishes a framework to measure and understand levels of awareness in an organisation. The model enhances the famous Maslow pyramid and creates a much more coherent and balanced picture of what moves people and communities. It is a comprehensive way to depict the culture of an organisation.
It is believed that people move up to "higher" levels of consciousness once basic needs are covered. But in reality we reside at different levels simultaneously. Each person, each company and even country has its own distribution of basic values. The model does not have "good" or "bad" values, but distinguishes between positive and potentially limiting values (example: being organised vs. bureaucracy).
A professional survey based on this model allows us to:
Hover or click a level to explore
Experiential education refers to all training methodologies where learning is rooted in experiences rather than the passive transmission of conceptual information. The idea that we learn better by doing than by trying to memorize information is by no means a discovery—and yet most educational systems still favor a purely rational and cognitive approach
To receive information and reflect upon it is certainly an important part of the learning process. But deeper and lasting changes are fed by hands-on experiences with high personal involvement. We use metaphors that mirror real working and life conditions. These metaphors enhance a team's potential by triggering the personal awareness of its members. Timely sharing of the experiences and a skilful feedback process provides integration of the learnings. Participants are then challenged to apply their new paradigms or practise their new behaviour with real life people and issues.
The Tools
There is an endless variety of tools for experiential training: group dynamics, indoor games, business simulations, outdoor events, expeditions, physical activities, and adventures. The most powerful tools trigger multiple levels of awareness simultaneously—thinking, feeling, being, and doing—while effectively drawing participants out of their comfort zones.
The most effective way to maximise output in a short timeframe is to combine outdoor events with structured indoor introductions, feedback loops, and follow-up processes. Outdoor training is a powerful tool when executed precisely, transcending the mere novelty of physical activity. Ultimately, what makes experiential training valuable is not the activity itself, but the facilitator's ability to seamlessly integrate the experiences and extract core takeaways in a timely manner.
Facilitation is the Key
The world is full of well-meaning people eager to tell others how to improve. But true learning comes from self-discovery—as the saying goes: 'Give a man a fish, and you feed him for a day. Teach a man to fish, and you feed him for a lifetime.'
This approach to teaching is what we call facilitation. A facilitator creates the framework and drives the learning process. They ask the right questions, intervene little, act as a catalyst, and allow the process to take its natural course—flowing seamlessly with the individual and group dynamics. Furthermore, they are masters at stimulating constructive feedback. True learning only takes place where we are not yet in control: outside our comfort zone. Do not be seduced by the tools alone; what truly matters is the caliber of the facilitator guiding the process.
It is a technique to conduct group processes which combines the art of good facilitation with graphic recording on partly pre-designed guides (templates). Large-sized posters serve as visual support to chart a group's doubts, ideas and decisions. Some posters have a pre-designed layout to guide the thinking process; others get drawn up spontaneously as the group evolves.
A skilful facilitator keeps the meeting flowing and on track — discreetly stimulating participation, making space for different points of view to be heard, encouraging the search for creative solutions, and pushing for closure with concrete commitments.
Particularly effective for
Benefits
What a Vision Map shows
Sustaining change requires consistent follow-through. The most impactful programmes don't end with the event—they build on it through structured reinforcement, coaching, and ongoing alignment.
The goal is not a one-time experience but a lasting shift. Our follow-through ensures that new behaviours become the default—not the exception.
Altoren draws its name from Alto Rendimiento — meaning High Performance — our foundational company established in Spain in 1996.
We're a network of facilitators, consultants and coaches with diverse backgrounds, united by shared values and a unique way of working:
Founder & Lead Facilitator
Partner & Lead Coach
Partner & Facilitator
Facilitator
Facilitator
Facilitator
Facilitator
Photographer & Co-Facilitator
A practical guide to mastering the art of giving and receiving feedback—at work, among friends, or at home.
The underlying principles, ground rules, tips and fun illustrations are based on 30+ years of experiential trainings with organisations, teams and individuals all over the world.
Get a copyTransformation is a journey to a better place. The location you choose holds symbolic power and becomes an enduring part of your organization's storytelling. Drawing on decades of experience, we have curated a selection of extraordinary venues that perfectly support your programme—or we can help you discover a new one close to you.
Whether you face a specific challenge now or want to explore long-term organisational changes, we're here to support you.
