The question behind our work
An organisation chart tells you who holds each position. It rarely tells you who supports whom when things become difficult. We look at where the load accumulates, which information fails to travel and which decisions stall.
Two complementary backgrounds
Josep Francesc brings experience in castells, leading a colla and technology company operations. Fèlix brings group facilitation grounded in his work with castells. Together we connect a shared experience with decisions, responsibilities and follow-through at work.
From the pinya to the organisation
The pinya is the collective base of a human tower; pinnacle points to its summit. Pinyacle joins these ideas: what a team can achieve depends on the structure supporting it. Castells belong to a living collective tradition. Our contribution is an application to leadership, not ownership of that tradition.
How we begin
We start with a recognisable situation: a stalled decision, a change in structure or a responsibility without an owner. We ask who needs to participate, what you have tried and what should be different afterwards. That helps us assess the fit and choose a format.
Experience and follow-through
A shared experience gives people words for situations they recognise: asking for help too late, always relying on the same person or working without essential information. Discussing what happened lets us compare perspectives and separate observations from interpretations.
Choosing a format
El Primer Castell combines diagnosis, experience and transfer for a team. A keynote opens the discussion to a wider audience. An offsite creates space to work through a decision and agree how to implement it. Each programme page explains the process and the requirements to clarify.
What progress means
Progress might mean clarifying a responsibility, agreeing when to ask for support or scheduling a review that did not previously exist. The team chooses which signals to observe and who will collect them. Follow-through means testing those agreements at work.
A useful first enquiry
Tell us what you would like to work on and why now. If you know them, include team size, city and approximate dates. There is no need to send internal documents or other people’s personal information; we will agree what else we need to understand.