Level up your business – and yourself. With the SHIFT methodology, we support you in breaking free from limiting patterns and stepping into resilient, sustainable growth.
Our mission is to support the creation of organizational cultures where authenticity and courage are guiding forces.
We are committed to helping individuals recognize and unlock their inner resources—freeing themselves from self-limiting beliefs and facing their constraints with clarity and confidence.
We work for a world where people connect naturally, and where success is not about meeting external expectations, but about living a life that is true to oneself.
We support companies and their leaders on the path of authenticity and conscious leadership.
Together, we build from within—creating organizations that are attractive, resilient, and sustainable.
We pay close attention to context, organizational life cycles, generational knowledge transfer, and co-creation based on genuine involvement.
Because we know: this is the key to long-term effectiveness.
FESTINA LENTE & SHIFT
Make haste slowly – Question deeply – Reframe boldly.
Because the impact of leaders-especially the higher they are in the organization—is exponential.
They have the power to shape (or distort) culture in ways that are deeply influential.
And their effect doesn’t stop after an 8-12 hour workday: the atmosphere they create leaves a mark on their colleagues and often extends into their personal lives as well.
At Festina, we support leaders in becoming the best version of themselves.
We believe that leadership responsibility is twofold.
Owners and senior leaders carry enormous responsibility in choosing and empowering the leaders they place at the head of teams or business units. They shape the leadership mindset and level of awareness that flows through the organization.
But even greater is the personal responsibility: How does a leader relate to leadership itself? Are they willing and able to reflect on their own behavior? To question and re-evaluate the mindset and leadership practices that – while possibly successful so far – may need to evolve?
Are they willing to ask themselves: What is my responsibility in where our company or team is today?
As consultants, our role is to support and strengthen this willingness to take responsibility and to build the leader’s capacity for self-reflection.
We help leaders and their teams not only develop a new mindset, new skills, and new ways of coping – but truly inhabit them.
We build from the inside out.
When we are aware of our abilities and inner resources – and can actually access them – when we can see our shadow side and integrate it into our adult self, when we are open to “growing new branches” – this creates stability and enables us to level up.
SHIFT is about inner stability – whether at the individual or organizational level –
and it provides strong grounding in the face of external storms, volatility, and complexity. It catalyzes adaptation and the discovery of unconventional solutions.
Our ability and willingness to grow and renew ourselves is a competitive advantage. It can be valuable to step back from time to time and ask ourselves: What is my responsibility in this situation? What perspectives have I not yet considered? Who could I involve in shaping this decision?
Objective factors: a shift in the organizational life cycle, the arrival of a new investor, changes in structure or function, or the owner’s intention to step into a new role. Subjective signs: frequent mistakes, internal tensions, high rates of sick leave, and the sense of being on a hamster wheel – no matter how much faster or harder we work, we never seem to catch up. And then there’s the growing sense or urge that maybe… something needs to change? Most responsible leaders feel this at some point. It’s worth exploring this dilemma with us.
We involve not only HR and professional stakeholders early on, but also internal influencers. We co-create and co-design the development arc and content together with the participant team. This way, the program becomes part of the internal conversation even before it officially begins. For longer programs, we build in checkpoints and follow-up elements, and we actively support the follow-up process. We are most proud of SHIFT2, which, after a year and a half as a Festina-led program, has since become an in-house initiative.
We’re direct, bold, and light. We create a safe space where people can be real – where they can talk about what’s truly going on and what needs to be addressed. Our focus is on processes, systems and collaboration. We support a reflective and accountable way of working. And we do not support autocracy.
