Well-designed workshops can change the course of a project, a team, or even an entire organisation. We bring decades of leadership experience into the room, combining proven facilitation methods with a strong sense for group dynamics, motivation, and clarity of outcomes.

We design and run workshops that help teams tackle challenges, explore opportunities, and align on a shared course of action. Depending on the objectives, we work with formats such as:

• World Café Workshops – creating a dynamic, rotating dialogue where ideas build upon each other and new perspectives emerge naturally.
• Stop, Start, Keep – a simple but powerful framework to assess current practices, identify what to stop, what to start, and what to keep doing.
• LEGO® Serious Play® – enabling participants to think with their hands, explore complex topics creatively, and make ideas tangible.
• Structured Pre-Workshop Input – gathering feedback, questions, and expectations from all participants beforehand, ensuring that every voice is heard from the very start.

Whether it’s team development, strategy alignment, cultural change, or project kick-offs, our role as a facilitator is to create an environment of trust and focus. We guide discussions, ensure balanced participation, and capture actionable results — so that teams leave with both clarity and commitment.

In a world full of messages, the real question every prospect is asking is: “So what?” Why should they care about your product, service, or brand — and why now?

At Capo d’Ena, we help companies and marketing teams craft messages that are impossible to ignore. We strip away the noise and focus on what truly matters: the proven benefits you deliver to customers, the unique value you bring to the market, and the outstanding experiences people have when working with your company.

Our approach blends strategic clarity with the right dose of storytelling — creating narratives that resonate emotionally, stand out competitively, and build trust quickly. We ensure that every communication touchpoint reinforces your positioning, so that your brand is not just seen, but remembered and preferred.

The result? Faster time-to-money, stronger customer relationships, and sustainable growth driven by relevance, credibility, and consistency.

A company’s purpose is sometimes confused with its vision — but it is something far more personal and profound. True purpose sits at the intersection of passion, mission, vocation, and profession:

• You love it
• The world needs it
• You are paid for it
• You are great at it

We help our clients uncover exactly this sweet spot, making it tangible, unique, and deeply motivating for employees. When a company’s purpose is clear, it becomes the anchor for strategy, decision-making, and daily work — something no competitor can copy.

Culture design is equally powerful, but it’s not about imposing a new personality on an organisation. You can’t “design” a culture from scratch — but you can deliberately shape it by focusing on the behaviours and values that leadership and the entire organisation lives by. This is what sets great companies apart and earns lasting loyalty from customers.

Our work in this area can include:

• Redefining and articulating corporate values so they are meaningful and actionable
• Creating leadership guidance and best practice frameworks that translate values into behaviour
• Designing and launching brand ambassador programs that bring the culture to life across the organisation

By connecting purpose with lived culture, we help organisations inspire their people, attract the right talent, and strengthen bonds with their customers — building a foundation for both performance and pride.

We’ve all experienced them: the “never-ending” projects, the endless meetings with no clear outcome, and the brilliant initiatives, programs, or campaigns that somehow never reach the finish line. Why does this happen? Often it’s not a lack of ideas, but a lack of alignment, focus, and momentum.

At Capo d’Ena, we bring the expertise of global and strategic project management to cut through the noise and get things moving — fast. We motivate and activate all necessary stakeholders, ensuring everyone is aligned and committed to the outcome.

Our first step is to make the project and target description absolutely flawless — clear, measurable, and fully understood by all involved. Then, as both experienced professionals and humans who understand the pressures of real-world business, we guide the project with tools and methods we’ve applied successfully many times before.

From start to finish, we act as your safe harbour — keeping you on course, navigating challenges, and making sure your project arrives at its destination on time, on budget, and with the intended impact.

In times of transformation or crisis, leadership is tested on multiple levels. At Capo d’Ena, we combine highest empathy with a strong sense of urgency — ensuring that both the business and the people are guided safely through change.

We know that numbers and processes alone don’t secure success. Every transformation affects individuals, teams, and cultures — often across multiple countries and stakeholder groups. That’s why we place equal importance on understanding the emotional impact of change and addressing it with respect and transparency.

Our approach starts with a full stakeholder mapping — identifying the needs, concerns, and expectations of everyone involved. We then design a change roadmap that keeps the business moving forward while building trust and alignment among all parties.

Whether it’s a cultural transformation, a post-merger integration, a reorganisation, or a sudden market crisis, we bring decades of leadership experience in cross-cultural, high-pressure environments. We communicate clearly, act decisively, and always keep sight of the human side of change — because lasting success requires both stability and commitment from those who make it happen.

One of the biggest dilemmas in marketing today: companies are often frustrated with agency output — having to go through multiple design or concept phases that cost time, money, and sometimes even jobs if a poor concept makes it into execution. On the other side, agencies frequently start at a disadvantage because they never receive a briefing that is truly complete.

A strong briefing is more than a wish list — it’s the foundation of the entire project. It must include a clear description of the target groups, a precise understanding of the competitive landscape, and the specific USPs and positioning goals of the campaign or initiative. Without this clarity, even the most talented agency will struggle to deliver exactly what’s needed.

When running an agency pitch, we ensure it becomes a cross-functional team effort — involving purchasing, sales, and often HR alongside marketing. This guarantees that all relevant perspectives are covered and that the final partner can work seamlessly across the organisation.

We invest time upfront to:

• Develop a detailed company and culture profile for participants
• Define the scope and expectations of the assignment
• Select and invite the right candidates
• Structure the evaluation and negotiation process

This preparation pays off — the more rigorous the selection and briefing process, the fewer issues and misalignments you’ll face later. Our role is to guide and manage this process so that agencies deliver their best work, faster and with fewer costly detours.

When a key leadership role suddenly becomes vacant, continuity is everything. As an interim manager, I step in seamlessly to lead Marketing, Communications, or HR / People Development functions — and, where required, to take on related areas such as Investor Relations, HR Management, Corporate Academy Leadership, or the integration of newly acquired businesses through Insourcing and M&A activities.

My experience includes serving as Head of Global HR ad interim, harmonising global HR processes, onboarding regional directors, and initiating competency frameworks and leadership assessments. I have taken over Investor Relations in critical phases, producing annual reports, media conferences, and sustainability publications together with executive leadership. I transformed a product-driven training unit into a strategic corporate academy, aligning learning programs with culture, strategy, and sales performance.

In complex integration projects, such as acquisitions, I managed cultural transitions, stakeholder communications, and brand harmonisation in high-pressure environments. Across all these roles, I align quickly with executive teams, build trust within departments, stabilise operations, and implement structures that enable lasting success.

My goal is to ensure that when the permanent successor arrives, they inherit a well-structured, high-performing department — ready to keep moving forward without disruption.