Mestiza Change & Leadership Lab

A transformation doesn't survive the departure of the one who carried it.

Mestiza mentoring develops internal leaders who can drive transformation, and keep transforming, without you, without us.

Discuss a mentoring engagement

The real problem

Your best people carry the transformation.
But nobody carries them.

In SMEs, transformation often rests on a few key people: a motivated project leader, a manager who "believes in it," a CEO who pushes. But these internal change agents are rarely supported in their role.

The result: isolation, doubt, burnout. And a transformation that falters as soon as one of them lets go.

"My project leader is brilliant, but can't get the teams on board." Technical skills aren't enough. They're missing the change leadership posture.

"I've been a CEO for 20 years, but digitalization is beyond me." Experience doesn't protect you from being out of step. You need a space to learn without losing face.

"When the consultant left, everything stopped." If the capability to transform wasn't transferred, the mission failed, even if the deliverables were perfect.

The Mestiza approach

Mentoring is learning to own your role, not to play a character.

We don't give you a script. We structure you to find your leadership voice in a transformation context. How to deliver a difficult message, how to handle resistance, how to stay the course when nothing seems to move.

This work is individual, confidential, and grounded in your reality. Not theoretical models. Your real situations, your real dilemmas.

"A change leader isn't appointed. They're developed, through contact with reality, with the right support."

Who it's for

Three profiles, one shared need: owning your role in the transformation.

Every mentoring journey is personalized. But here are the profiles we structure most often.

The young project leader who needs to step up fast

First strategic program, cross-functional teams to convince, pressure to deliver. They have the potential but not yet the codes. Mentoring gives them the keys to the right posture.

Typical: Program Manager, Transformation Project Leader, PMO

The experienced executive in uncharted territory

20 years of expertise, unquestioned legitimacy. But digital or organizational transformation creates terrain they no longer master. Mentoring offers a judgment-free space to think.

Typical: CEO, Business Unit Director, SME Founder

The bridge manager between two worlds

Between leadership pushing fast and teams holding back, they translate, absorb, arbitrate. Mentoring helps them stop carrying alone and structure their influence.

Typical: Middle manager, Department head, Transition manager

The process

A structured engagement, not therapy.

Initial framing

Understanding the context, the role, the stakes. Together defining mentoring objectives and progress indicators.

Regular sessions

Individual sessions of 1h to 1.5h, every 2-3 weeks. Working on real situations, not textbook cases.

Hands-on practice

Between sessions: concrete actions to test, situations to observe, reflexes to build.

Handover

Journey review, formalization of learnings, autonomy plan. The goal: the mentee no longer needs us.

The difference

Neither generic coaching
nor theoretical training.

Mestiza mentoring comes from the field. It's grounded in the reality of transformations, not in abstract models.

Standard Coaching / Training

Generic leadership models

Coach without transformation experience

Exercises disconnected from daily reality

Focus on isolated personal development

Undefined duration, vague objectives

Mestiza Mentoring

Work on your real transformation situations

Mentor with 10+ years in digital transformation and 20+ years of professional experience

Every session = a real problem to solve

Focus on organizational role and collective impact

Defined duration, measurable objectives, handover

What it changes

Leaders who hold. And who make the transformation hold.

Role clarity

The mentee knows exactly what's expected of them, what they can delegate, and where to focus their energy.

Confident posture

They know how to deliver a difficult message, handle resistance, and stay the course without burning out.

Lasting autonomy

At the end of mentoring, they can transform. And develop other leaders around them.

In practice

A framework that respects your constraints.

3 to 6 months

A defined journey with a beginning, an end, and clear milestones. Not an engagement that drags on.

100% confidential

Exchanges stay between mentee and mentor. A truth space, free from internal politics.

Online or on-site

Video sessions for flexibility, on-site for key moments. Europe and Africa.

Have a key talent to structure for transformation?

A 20-minute conversation to understand the profile, the context, and see if Mestiza mentoring is the right answer.