photo by Paulo Pereira
Elos Leadership is a five-day immersion programme for leaders who need people to act together in complex contexts of change. Everything Instituto Elos has built up over 26 years has been distilled into these five days. Not to explain the methodology, but for you to experience it first-hand.
5 days, 42 hours, Santos, São Paulo, July 2027, up to 30 leaders
We’re all rushing to talk to machines, whilst projects get bogged down in people’s hands.
Pressure to deliver results
More ambitious targets in less time. Artificial intelligence intensifies this pressure for productivity, with teams that never sleep and work on command.
Uncertainty
Understanding how AI is changing your market, your company and your career, and how we can prepare for it.
The greatest risk organisations face in this scenario is relational. With technical knowledge commoditised by AI, what sets leaders apart is their ability to build trust and to achieve results in collaboration with others. Humanisation is high-performance infrastructure. This is what we call relational infrastructure: the trust and bonds that enable a team to achieve things together.
The data confirms what you’ve already noticed in practice.
21 per cent
of people feel engaged at workGallup
70 per cent
of the variation in a team’s engagement comes down to who leads itGallup
9 per cent
of global GDP, or US$8.9 trillion a year, is the cost of low engagementGallup
30 per cent
Digital transformations achieve the expected results, and the key factor is the human dimensionBCG
2.1×
Companies with strong cross-departmental collaboration are more likely to outperform their peers in revenue growthMcKinsey
37 per cent
organisations with high collaboration friction are less likely to meet revenue and profit targetsGartner
Perhaps the key lies not in available resources, but in organisational capacity. Being truly human in 2026 means learning the craft of connection: turning adversaries into co-responsible partners, and inertia into collective action.
Most programmes develop leaders in controlled environments.
Elos does things differently. It places the leader in a real-world context, where no position in itself confers authority, and where the only way forward is to earn people’s trust. In a context of high social complexity, with many interests at stake and no formal hierarchy, leadership has to build trust quickly, find common ground between different interests and act together.
Elos Methodology
The seven practices, put into practice.
The method and its application in different contexts. The power of listening and vulnerability in leaders, and the effect this has on team collaboration.
Case studies
Who has used it, and how.
Cases in which the Elos Methodology has been used strategically by organisations across different sectors, including businesses, NGOs and government.
Hands-on
The collective effort approach.
Direct interaction with the community and application of the method in a real-life case, with the transformation taking place during the community work project.
An experience you can only have here.
The immersion programme runs alongside the GSA, the programme that trains between 40 and 60 leaders from around the world every year. The two groups meet in the field. You spend the week alongside international leaders who face challenges similar to your own, yet in completely different contexts.
The three pillars of high performance.
Elos’s technology strengthens organisational mobilisation capacity through three interdependent pillars.
Belonging
Building trust and a sense of community that underpin collaboration and delivery in high-pressure and complex situations.
Potential
Recognising and harnessing individual talents in the service of a common purpose, where each person contributes their very best to the collective outcome.
Agency
Developing leaders and teams who share responsibility, capable of working together and taking ownership of the strategy as a shared commitment.
30 minutes of a good chat
Would you like to introduce the Elos Leadership Programme into your organisation?
Those who have been through it.
“It should be compulsory for everyone in HR, leaders and company managers, to go through a process like this, because it helps you see yourself in the wider world. You get the chance to look at your work from a different perspective, which can be far more significant and impactful.”
Lua Barros, founder of Rede Amparo, 2025
“The way we looked at things was different every day. As an engineer, I’m used to working to plan and with the materials available. Here, we trained our eyes to adapt the project as resources became available. We used materials from a skip, and the next day it was full again, and that’s where the materials we needed came from.”
João PauloSabesp, 2015
“Teamwork, people coming together as one, children getting involved, communities, businesses. Everyone working together. A really good outcome. I intend to bring this sense of integration to my own workplace.”
Diego Lopes, Sustainability Coordinator at Rumo Logística, 2025
Twenty-six years at the forefront of complexity. Instituto Elos is a social technology organisation which, for the past 26 years, has been investigating how to achieve results where the command-and-control model fails. Its methodology has been applied in more than 1,000 communities across more than 60 countries.
In conversation with Margaret Wheatley, Adam Kahane, Fritjof Capra and Marshall Rosenberg. Certified by the Banco do Brasil Foundation as a social technology capable of informing public policy.
Natura
Vivo
ADM
Rumo
Arymax Foundation
Join an exclusive group of up to 30 leaders.
Learn to lead, not because you hold the position, but because you have people’s trust.
Investment
R$ 5,500
Payment by instalments
in up to 6 interest-free instalments
When
July 2027, in Santos
Including
teaching framework, facilitation, materials, lunch and two coffee breaks a day, transport during the immersion programme
Not included
accommodation, breakfast, dinner and transport to Santos
Who leads it?
Rodrigo Rubido, Paulo Farine and guests