Protect the investment you make when you relocate or promote a leader.
Organizational success is tied directly to how nimbly your leaders manage a leadership transition and uncertainty. These programs are strategic roadmaps built to reduce productivity loss and prevent talent loss during your most critical transition periods.
Delivered by an executive coach based in Barcelona who has led the operations herself.
First 100 Days: For Relocated Employees and New Leaders
Moving a manager to a new geography, or promoting someone into a bigger role, is a major investment. This structured 12 week program is built to protect it, covering both relocation onboarding and new manager support.
We turn the uncertainty of the first 100 days into steadiness: a clear, predefined roadmap so the employee or leader settles in with genuine confidence, the team's trust stays intact and your organization's investment in the move or promotion is protected.
See the full First 100 Days program →"Bengi was a huge support during a period of high pressure and demand. Her ability to bring clarity, structure my thinking and keep me focused on what truly matters made a real difference."
Iván HernándezThen Country Manager at BooBooSession structure, for your budget approval
Time commitment
- 12 weeks total, one session every two weeks: six core sessions
- Short check ins between sessions to keep momentum
- Exact session length and total hours confirmed in your proposal, based on the transition type
Pricing
Priced per participant. I send a proposal after our call, based on the number of people, the format and whether sessions happen online, in Barcelona, or both.
Tailored Leadership Interventions
Every organization's dynamic and threshold is different. Instead of a ready made template, I analyze your team's current bottlenecks with a rational eye and we design the right program together.
Common focus areas
- Leadership in multicultural teams: bringing different cultures together around shared goals.
- Fast growth and scaleup transitions: adapting leadership as an organization expands quickly.
- Conflict management: turning disagreement into a tool for growth instead of a bottleneck.
- Performance management: keeping targets and people development on the same line.
Not sure which one fits?
Is your team's priority one of these, or should we map a different roadmap entirely? Let's analyze the situation together, with no obligation.
A method built for real leadership transitions
01 · Safe Space
A confidential space where the leader or relocated employee can name what is really getting in the way, without performing confidence for their manager or their team.
02 · Deep Listening
I hear what sits beneath a status update, using years of operational instinct to spot the pattern behind a stalled team or a strained transition.
03 · One Clear Step
We turn the complexity into one measurable action for that week, so progress shows up directly in the team's output, protecting against the productivity loss a stalled transition usually causes.
04 · I Stay
I stay with the person through the full 12 weeks and we build the new way of working into a lasting system, so the change holds long after the program ends, protecting the investment your organization made in this transition.
Someone who has run the operation, not just studied it
I have sat in the seat your relocated employees and new leaders are sitting in, managing teams under real budget and performance pressure in a foreign city. Twenty years in global operations, fifteen of them in leadership, led the teams that served Google, Meta, TikTok, HP, Mango and Amazon.
That field experience is what shapes every leadership transition program I design for your organization.
From the people I've led and worked alongside
LinkedIn recommendations from managers, peers and direct reports from my operations career. None of them were mentoring clients; this is evidence of how I lead, not a client review.
"Bengi served as Senior Head of Operations during an 18 month period of intense organisational scaling. Her greatest contribution was her unwavering empathy and leadership of the team. She has a talent for navigating cross-cultural nuances, managing our largest international client with a level of diplomacy and professionalism that kept relationships strong across different countries. As she transitions into coaching, her ability to understand diverse perspectives and support individuals through stressful transitions will be an incredible asset. Bengi brings the human element to business."
Karen ReithThen COO and Co-founder at Service Club Delivery"Bengi consistently demonstrated outstanding leadership, professionalism, and a deep understanding of operational management. She has the ability to balance strategic thinking with hands-on execution. Bengi successfully optimized processes, established clear performance metrics, and fostered a culture of accountability and continuous improvement."
Ivanna Carolyne Neira PalmaThen Country Operations ExecutiveLet's talk about your team's first 100 days.
Tell me about the leadership transition your organization is facing and we will map out whether a First 100 Days program or a tailored intervention is the right fit.
Book a team analysis call