Work with a Heartbeat: How Full Circle is Guiding a Deep Transformation of Work in Spain

This blog post is part of 80+ case studies of progressive organizations we created for the ZeroDX awards 2025. These organizations embody the principles of RenDanHeYi in their work structures:

• Zero Distance to customer: Decision what to build is based on insights from the marketplace

• Autonomy: Small teams with full decision-making autonomy enable speed in execution

• Shared Rewards: Everyone in the micro-enterprise participates in its financial success.

The company operates with radical transparency and organic decision-making. Project roles are filled based on intuition, energy, and personal alignment rather than top-down planning. As Rocío Maronna, a member of the FullCircle team explained, "Innovation is not just possible, it is necessary. If we are not feeling what the organization or the people need, we are not doing our job." The group meets monthly for strategic decisions, while care rituals,from celebratory retreats to emotional check-ins,are embedded as a way of working. Much of the culture lives in small, daily gestures: spontaneous calls to check in on a teammate, shared meals after workshops, moments of silence when conflict arises. As Marina Revuelta described, "We don’t separate professional from personal. We accompany people as they are."

This approach aligns naturally with the values of RenDanHeYi. Like Haier’s model, Full Circle does not simplyrestructure organizations,it invites individuals to become agents of change from within. The team uses distributed governance and dissolves formal hierarchies in client organizations, but only after supporting leaders to shift their internal mindset. As Rocío shared, "Our roadmap is only a guide. We follow what emerges in the field. We listen deeply. And we help clients become autonomous, so they don’t depend on us."

In 2023, Fundación Dau began its journey with Full Circle. The organization is a benchmark in the pharmaceutical sector for inclusive employment, with 60% of its 180 employees being people with intellectual and developmental disabilities. Its operations include a certified laboratory, a packaging plant, and dedicated training and job placement programs. With its founding director set to retire in 2025, the foundation faced a pivotal moment: how to preserve its social mission while evolving toward a more distributed and human-centered model of leadership. Full Circle was invited to accompany this evolution,not just as consultants, but as long-term transformation partners. Full Circle began by interviewing every member of the organization, presenting the diagnosis in adapted language, andsupporting the executive team through intensive systemic coaching. This meant not just professional development, but personal healing work. As one team member recalled, "Transformation required them to go to the bottom of the U."

Over the following year, the foundation dissolved its executive committee and introduced three distributed circles: Pilotaje (Steering), Compromiso (Commitment), and Cuidados (Care). These spaces reflected a similar intent to RenDanHeYi's focus on decentralization and autonomy, but with a distinctly human-centered design based on Full Circle’s unique approach. While RenDanHeYi defines autonomy through the 'three rights' of decision-making, talent selection, and profit distribution, Full Circle arrived at similar principles through a different path. Their governance structure is rooted in presence, systemic awareness, and emotional balance,prioritizing relational dynamics over formal mechanisms while still encouraging distributed authority and self-management. Key tools such as a decision map, relational handbook, and salary commission were co-created and are now stewarded by the team. Full Circle’srole shifted over time from external guide to internal support, with Marina now serving as one of two co-coordinators inside the foundation, alongside the outgoing director.

The same logic guided the transformation at Share PLM, a digital consultancy founded by women engineers. Initially seeking support to design a fair salary framework, the team soon chose to restructure governance entirely.Hierarchical roles were flattened, and the same triadic structure,Pilotaje, Cuidados, and Compromiso,was introduced. Innovation happened not through predefined models but through daily experimentation and emotional attunement. Decisions were not made by procedure, but through dialogue, resonance, and shared sense-making.

In both organizations, the biggest shift was not structural but relational. Leaders began to see themselves not as decision-makers but as listeners, facilitators, and stewards. Employees began to speak more openly, propose their own ideas, and take initiative beyond their job scope. These shifts reflected a growing sense of ownership and trustthat extended across roles and responsibilities.

Within Full Circle itself, these values are fully embodied. Profit is shared (with a 25% target), salaries are never below a minimum living threshold, and all members are encouraged to pursue personal development, including therapy and training. Learning is not an add-on, but part of the implicit agreement. As Rocío put it, "We expect each other to growas people, not just as professionals."

Despite its small size, Full Circle has achieved disproportionate impact. Its model of care, courage, and co-creation isspreading quietly but powerfully across Spain. The team is selective with clients, prioritizing deep trust and emotional readiness. Projects vary in scale and scope,from coaching a founder through personal transformation to co-leadingentire governance redesigns,but all share one thread: a commitment to presence over performance, depth over speed.

This is not transformation as method. It is transformation as relationship. And it is precisely this human foundation that connects Full Circle so meaningfully to the RenDanHeYi movement.

Their work is not about adopting new tools, but creating new conditions for people to lead themselves,with empathy, with clarity, and always, with heart.