We have no formulas or magic recipes for success. We find them together

Services - Projects - Cases

Services

What we do rarely fits into a category

To get to know us better, 
get to know our
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When finding your way is halfway to where you want to go.
Way Beyond does not provide formulas or magic recipes for success. We do not offer one-size-fits-all solutions for developing the core competencies that lead to an improved performance.
We provoke so that you can challenge yourself, question yourself and see from other angles.
We look at coaching as a process of personal discovery, led by the client and promoted by facilitation and conversational methods, in the search for the human skills and qualities that are fundamental to achieving the desired results.
In coaching, the Way Beyond team's combined experience exceeds 10,000 hours, with people from organizations of various sectors and sizes, both national and multinational. As far as distribution is concerned, 60% of these hours were held with middle management, 25% with members of top management and administration and 15% with senior managers. text goes here
We grow more when we grow together.
It is also through others and with others that we build ourselves as individuals. The more enriching the relationships we build, the greater our capacity for self-knowledge and personal development. For this reason, Way Beyond has been curating, over the years, a community of Mentors, who combine the sharing of experiences, the power of conversation, to, through it, accelerate the process of clarifying and overcoming challenges, as well as contribute to the achievement of life goals of their mentorees.
It's not coaching, it's not mentoring, it's not counselling. It is something else.
Sometimes an individual learning path does not fit with more or less standardized methodologies and approaches. In these cases, the best thing to do is to design, on purpose and with purpose, a totally personalized path. It is not a mere mix of approaches. Nor is it a hybrid approach.
At Way Beyond, inspired by the diversity of experiences and academic backgrounds of our team, we created this way of working according to which we adapt to the evolution needs, wishes and desires of each person.
It is this capacity for adaptation and adequacy that differentiates us. In order to improvise well, one must be well prepared. We might want to break a structure, but such structure must first exist.
"It is through conversation that we understand each other" may sound like smooth-talking. But it is not.
At Way Beyond, we believe in the power and art of conversation and how it can be used to promote effective positive changes.
It is through conversation that we understand each other. A popular expression that finds in conversation a means of getting closer.
In addition, when conversation intersects specific techniques and dynamics, it may become a powerful way to explore, evolve and grow around specific goals.
Learning to learn is the best thing we can teach.
Apprehending is different from learning. The first concept translates the act of understanding the world around us in order to deal with it. The second term goes beyond its understanding; it is related to the way the world reverberates, exercises and transforms our ability to perceive it and perceive ourselves.
Conventional schooling tends to privilege the former, with success in school corresponding to a supposed result of our ability to grasp information. True learning often comes later, in the face of challenges that test our ability to transform information into knowledge and knowledge into wisdom. No one teaches us how to learn. At Way Beyond, we believe that is the best thing we can teach.
An effective team is a group of people who agree on how to reach agreement when there is no agreement.
At Way Beyond, we see teams and organizations as living systems, composed of "result-oriented conversation networks". By getting teams talking about how they talk, we boost their performance.
Every team has its own culture. Even if they do not know it, even if they do not take care of it. Our models and methodologies allow teams to dedicate themselves to the creation of their own culture, making it evident, concrete and practicable.
This is the only way they can truly align on their purpose, get to know their resources and competencies and generate commitment.

Our best work springs from the concrete and real challenges of our clients.

Selected Projects

Learning experience design, Facilitation
A nationwide program, both on-site and remote, dedicated to conversations about feedback. After several more "traditional" training sessions on the subject, we were asked to design a kind of " helpdeskline", available from anywhere in the country and for anyone who might want to use it. The purpose was to create a true " Feedback & Feedforward Culture".
See case
Coaching
We supported the design and creation of a coaching program, in a corporate context, for which a pool of external coaches was created, all from the Way Beyond team. In a relationship of continuity, several people from the group were accompanied, in order to promote personal and professional development and to contribute to a cultural transformation, with particular emphasis on people with leadership responsibilities.
See case
Culture Design
We worked with 4 teams, over several months and, in some cases, years. Each of these projects was designed from scratch, in collaboration with the people in each department. The objectives, although all aligned with the strategy and culture desired for the organization, were adapted to each of the realities, as different as the Accounting and Taxation Department, the People Department or the Marketing and Communication Department.
Facilitation
We have designed a 3-day program to help develop internal facilitators. We have already replicated this program for different populations and geographies.
Mentoring
We supported GALP in the design and implementation of a mentoring program, which included internal communication, workshop facilitation with mentors and mentees, design of matching processes and a best practices manual for mentors.
Learning Experience Design
We collaborated in several programs and initiatives: design and delivery of a program dedicated to unconscious biases; videos purposely made on the same theme, accompanied by a digital work booklet; videos on feedback, which involved an investigation on the "state of the art" of feedback, in GALP's culture.
Coaching, Facilitation
We worked with the Gilead Portugal management team, with the purpose of helping them to design their own culture, with associated rituals, and a simple and clear mission definition. Above all, through team facilitation and coaching methods, we helped to create a space for conversation, which greatly clarified expectations and allowed the team itself to identify its own needs and solutions to its challenges as a team.
Coaching, Mentoring, Learning Experience Design, Culture Design
Based, once again, on the "3 C - High Performance Equation" model, we supported iBET's unit managers and executive committee in the development path as a team: clarification of the vision and mission, identification of the necessary competencies and team alignment. At a later stage, we supported the team in defining the meaning of their "Values".
Coaching
Accompaniment of a general manager of the group in Portugal. The emphasis was placed on developing leadership skills that would allow greater proximity with her people and, at the same time, the discovery of a better balance between "personal life" and "professional life". The relationship was maintained and we have been accompanying other people from this organization.
See case

Coaching, Facilitation, Culture Design
A long-lasting and multifaceted relationship that has challenged us to work with various teams and individuals in this organization, as a means to define their purpose, culture and, in some cases, their specific strategy; with leaders, who participate in the design of the programs with us, in order to promote alignment and a distinctive leadership culture; with thematic conversations that seek to claim a space for reflection in the leadership team.
Learning Experience Design
For example, we first worked with the infield team to design the program, so that it would serve their specific needs. We looked at two aspects: their work context and the significance of this conversation skill to their job. The result was a program co-constructed by the participants and the facilitators, meeting their objectives and being oriented towards the results they wanted to achieve: more confidence and clearer messages.
Leadership case / Conversation case
Culture Design, Facilitation
A two-way relationship: we are both customers and suppliers to Adagietto. We are partners, above all. It started when they challenged us to challenge them to think and innovate collaboratively, in a phase of important changes and transformations in the agency. After the established partnership, the agency changed its visual identity and positioning, changed facilities and restructured its internal organization.
See case
Learning Experience Design, Culture Design
By directly involving the management team and all the directors of BBVA Portugal, in strategic design workshops, we designed and delivered a leadership program, which was complemented by individual coaching sessions, directed at directors. Following this first approach, we worked with 27 natural teams of the organization, going through a phase of diagnosis, joint and personalized design, of the follow-up plan for each team, based on coaching methodologies and facilitation of team meetings. Simultaneously, the needs regarding internal communication were raised, and Way Beyond supported the resulting fine-tuning and implementation processes.
Coaching, Mentoring
Our relationship with this client goes back several years. We are part of their external coaching pool and we have been accompanying several people with leadership responsibilities. In addition, between 2011 and 2014, we supported the creation of coaching policies and philosophy for the organization, we co-designed the methodology for assessment and follow-up of individual coaching processes, we supported the creation of procedures for hiring external coaches, we trained internal coaches and we supervised their practice.
Learning Experience Design, Culture Design
EDP Soluções Comerciais challenged us to create a program for people nominated to leadership positions for the first time in their career. We accompanied a group of 12 people over a period of 6 months. The first phase of the program consisted of individual interviews, written reflection exercises and an assessment. In a second phase, several workshops were held on the themes of leadership and team management. In parallel, each participant was accompanied in 6 individual counseling sessions. The program ended with a celebration, on the terrace of a Lisbon hotel, with the presence of the management team, where the participants presented a digital journal reporting on their journey through the program. Still today, this program is referred to by our client, for the impact it had on the participants and their teams.
Coaching, Culture Design
As a means of promoting the development of its people, coming from different areas of the organization, this client has been hiring a set of individual processes for people with leadership responsibility and high potential.
We also co-designed the culture of the organization, working directly with the leadership teams and with all the people, in a concerted way.
We even created a "Team Digital Gathering" together with the House of Beautiful Business.

Learning Experience Design
We worked with several teams from this organization, in order to support them in the preparation of presentations with greater effectiveness and impact on their main interlocutors, inside and outside the organization. We also designed a specific communication program for trainees.
Coaching, Facilitation, Learning Experience Design
We designed and implemented a Leadership Alignment program: "Performance+Convivialité".
This partnership also led us to design and facilitate a working session to celebrate the good results achieved in a climate survey. This session also had the purpose of reflecting on the future in order to maintain or even improve the results obtained.
Coaching, Learning Experience Design, Mentoring
A project we developed with and for partners, within the scope of coaching, triggered internal work at PwC about the possible use of the approach in the organization. Years later, they challenged us again to design a program to prepare internal mentors. The collaboration went beyond that, with us contributing to the design of the program, to internal communication, and to the design of an innovative and personalized matching system. On top of all this, we accompanied the PwC mentors in supervision sessions.
See case
Coaching, Mentoring, Facilitation, Learning Experience Design
We were challenged by this client to design a communication program that would be different: focused on people (communicator) and not on presentations(powerpoints). It was at this point that we looked for inspiration in theater and began to make the program with actors, allowing us to work on the speaker (confidence, security, etc.), on the message (clarity of purpose) and on the impact (storytelling).