● MENTORING · CORPORATE LEADERSHIP & WELLBEING
Organisations behave like systems. Lead them like one.
Friction between functions, a culture that does not match the strategy, leaders under pressure and wellbeing initiatives with no plan. Strategy and talent are often already in place. What holds an organisation back is what that talent cannot yet express: engagement, alignment and leadership at every level.
INNATTI Mentoring diagnoses first, then aligns leaders, teams and systems around roles and purpose, in business language throughout. For CEOs, executive committees, HR directors, family offices and corporate decision-makers.
THE SYSTEMIC LENS
How many of these challenges does your organisation face?
“Most leadership work is software. I work on the operating system.”
DR EMILIE ROUJON
Leadership conflicts, power struggles and unclear authority. Two executives pulling in opposite directions; decisions escalated to the CEO.
Silos, low trust and dysfunctional team dynamics. Departments that blame each other; information that never travels.
Resistance to change and repeated patterns. A new strategy announced, then ignored; old habits back within months.
Intercultural leadership and Saudi–expatriate integration. Colleagues who work side by side without truly working together.
Succession and handover. A founder’s legacy and the order of the organisation at stake when leadership passes on.
Disengagement and turnover. Strong people leaving; teams doing the minimum.
● SIGNATURE PROGRAM · ORGANIZATIONAL TRANSFORMATION
AXIS Protocol™, the flagship architecture for systemic transformation
A tailored approach to leadership, culture and workplace wellbeing, used for restructuring, leadership transitions, team misalignment, cultural transformation, workplace wellbeing strategy, conflict and communication challenges, and change initiatives.
HOUR HAND
CEO & Executive Team
Set direction, sponsor the change and model leadership behaviours.
MINUTE HAND
Directors & Department Heads
Align priorities across functions and clarify responsibilities.
HOUR MARKERS
Managers & Team Leaders
Translate priorities into communication and daily team practices.
SECOND HAND
Employees & Frontline Teams
Contribute lived experience, participate and apply agreed changes. Underneath, the hidden gears: the system dynamics INNATTI works on.
WHAT WE OFFER
Six ways to work with your organisation
01
Organizational Transformation
AXIS Protocol™, the flagship program described above.
02
Systemic Executive Leadership
1:1 holistic coaching and executive mentoring for CEOs and C-level leaders.
03
Wellbeing Workshop Program
12 online modules for employees, grounded in chiropractic, neuroscience and nervous-system regulation: physical foundation and stress, nourishment and emotional intelligence, conflict management and mental health, lifestyle design and integration. A coaching and educational program, not medical treatment.
04
Corporate Solutions Programs
Four systemic programs for leaders, teams, change and culture.
05
Behavioral Transformation
Culture, communication and sustainable change.
06 · IN DEVELOPMENT
AI Health-Tech App
A data-informed wellness innovation, currently in development.
HOW AN ENGAGEMENT STARTS
From first conversation to follow-up
01 · FIRST EXCHANGE
An executive conversation
A confidential discussion of the situation, the stakes and what has already been tried.
02 · DIAGNOSIS
Reading the system
Interviews and observation across levels to see where alignment is missing.
03 · PROPOSAL
A tailored programme
Scope, success indicators and investment are confirmed in a tailored proposal, shared privately after this first exchange.
04 · FOLLOW-UP
Integration over time
Sessions, mentoring and follow-up so the change holds once the programme ends.
WHY TRANSFORMATION MATTERS
Potential is rarely missing. It is blocked.
“If you don't touch the structure, you're renting improvement.”
DR EMILIE ROUJON
The number of workers in Saudi Arabia looking for a new job has doubled since 2019 (Gallup, 2022). Only 26% of employees in Saudi Arabia are engaged at work (Gallup, State of the Global Workplace 2026). About 60% of the Saudi workforce is non-Saudi (King Abdulaziz University, 2019), so multicultural teams are the default. In a 2026 study of 384 public-sector employees, organisational conflict was a significant predictor of resistance to change (Problems and Perspectives in Management 24(3)).
One partner for the body, the mind and the unconscious patterns. The root cause named before anything is designed. Success indicators agreed in advance.
● NEXT STEP
Start with a message.
Every corporate programme is designed after an initial conversation. Tell us about your organisation and we will come back to you with a proposal.
INNATTI Holistic Leadership
Align the person. Transform the system.
RIYADH · MÁLAGA · ARLES
CONTACT