Setting the Stage: From Val d’Isère to Mexico City
The Atlas Platform’s Evolution Map—translated into 19 languages—is increasingly recognized as a powerful diagnostic and dialogue tool. Earlier this year, Philippe, Chief Vision Officer of a rapidly expanding international company, invited us to facilitate a session at their annual Top 30 Leadership Gathering in Val d’Isère. The organization had grown swiftly, with regional units developing highly autonomous, culturally distinct operations. Central leadership was seeking a way to foster cohesion without diminishing local identity.
The Evolution Map stood out as the only framework offering a developmental worldview for leaders that integrates individual, collective, subjective, and objective dimensions. It made visible the coexistence of multiple value systems within a single organization, each with distinct developmental needs. After a series of preparatory interviews, we created a customized map aligned to the organization’s reality. Participants engaged deeply in a collaborative mapping process, combining physical materials and the digital Atlas Platform interface.
The result was a resonant and honest depiction of gaps and possibilities between central vision and regional maturity. Leaders appreciated the clarity it brought to systemic needs such as leadership development, process alignment, and cultural coherence. Several approached us afterward, eager to bring this cultural reflection practice to their own regions. Among them was Andrés, Regional Director for Mexico.
The Mexico Workshop: A Shared Step Forward
Following additional preparation and interviews with the Mexican leadership, it became clear that the local team—after years of rapid growth—was ready for a pivotal step toward differentiation, deeper awareness, and integrated collaboration. The goal was not just to inspire, but to empower senior and mid-level leaders to initiate meaningful, self-directed transformation.
The two-day workshop took place in early June at the company’s beautifully designed headquarters in Mexico City. We reshaped the physical space to foster connection, moving aside large tables to form an open circle for the 17 participants. This allowed room for movement-based activities, group work, and meaningful dialogue.
We designed a flow that balanced structured learning with real-world relevance. Participants worked on their own leadership challenges and questions, using the new mindset and tools as a lens for reflection and action. As the workshop progressed, they stepped into deeper levels of attention, listening, and mutual presence. Partner-based dialogues early on helped quickly establish a warm, trusting atmosphere. Over the two days, the group increasingly supported one another as they explored and co-created new ways of working.
By the final circle, the room was filled with genuine, heartfelt appreciation.
Practices and Results: From Reflection to Initiative
“If you don’t manage culture, it manages you, and you may not even be aware of the extent it is…” – Ed Schein
The workshop integrated leading-edge methodologies:
- Atlas Platform’s Evolution Map – organizational maturity framework (macro & meso level)
- Theory U – deep listening and transformation
- Art of Hosting – participatory dialogue and co-creation
- Agility – team- and process-level evolution
- Sociocracy 3.0 – structure and consent-based decision-making
Key practices included:
- Levels of Listening (Theory U)
- Spiral Dynamics and stage development
- Atlas Platform Mapping
- Delegation Map (Management 3.0)
- Understanding conflict as a developmental lever
- Intuitive Journaling (Theory U)
- Pro-Action Café (Art of Hosting)
- Agile team formation and process review
- Peer feedback (Moreno’s drama techniques)
These practices steadily built awareness, trust, and alignment across the group.
By Day 2, when we asked who had concrete initiatives for organizational evolution, 11 of the 17 participants stood up. Their ideas included developing a shared goal-setting system for teams, creating an internal communications group to lay the foundation for collaboration, and initiating value stream mapping across functions. Using the consent principle from Sociocracy 3.0, the group clustered these ideas into four core initiatives, supported by a cross-functional enabling team. During the Pro-Action Café, participants received valuable ideas, peer feedback and refined their proposals.
On Day 3, individual coaching sessions were offered—and the demand was so high that we had to double the available slots. Leaders brought topics such as strategic decision-making, interpersonal dilemmas, and communication challenges. The atmosphere was one of openness, courage, and readiness for meaningful change.
Voices from the Room
“These two days have been an amazing way to connect and to unlock our most important human potential.” – Andrea
“A lot of teamwork, collaboration, and introspection. The result of two days together has been amazing.” – Steven
“This workshop helped me realize the opportunity we have to make real change when we listen to each other.” – Andrea
“It was super inspiring to be open to other opinions. I really trust we are going to reach this evolution.” – Yaz
“I’m totally convinced this is a point of inflection for our subsidiary.” – Andrés
What’s Next: A Model for Real Transformation
This 2+1-day format—now available as a packaged offering from Atlas Platform—includes follow-up and coaching, and is designed for organizations seeking deep, measurable change. It bridges insight and action, individual development and systemic evolution.
We’ve seen this approach resonate most strongly with:
- Leaders ready to evolve how they lead, relate, and collaborate
- OD consultants searching for high-leverage, evidence-based frameworks
If you’re curious about what this kind of work could unlock in your organization: