ACCIONA is a leading global company in sustainable infrastructure, water and energy, with a presence in multiple geographies and a highly distributed operation. In its Infrastructure unit, talent management and leadership become a critical lever for coordinating teams in different countries, cultural contexts and levels of organizational maturity.

The challenge is not only to execute complex projects, but to do so by aligning people, decisions and priorities in highly demanding environments.

Booster is the preferred tool for young leaders and employees, it allows them to feel that there is alignment and evolution, feedback and objectives, this has provided us with a significant increase in retention in key business profiles
‍_{Pablo Félix, Head of Talent — Acciona Infrastructures}

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ACCIONA was at a time of organizational evolution in which it needed to accompany the transition from primarily technical leadership to more relational and people-oriented leadership.
This change did not respond to a weakness, but to a natural need in global organizations that seek to maintain their competitiveness: to improve the ability of managers to activate the potential of their teams in increasingly demanding and distributed environments. As the Accion team pointed out, one of the main challenges was that management was often late:When teams have challenges, the manager tries to manage them, but sometimes it's a little late. The challenge was not to add more processes, but to build a system that would help managers to get ahead and lead more judiciously on a daily basis.
In practice, the challenge consisted of:


• Improve the quality and frequency of conversations between managers and teams
• Increase the definition and monitoring of objectives
• Align leadership practices across countries
• Increase engagement in key profiles
• Have greater visibility of what is happening in the teams


The challenge was not to add more processes, but to build a system that would help managers to lead better in their daily lives.

ACCIONA decided to implement Booster as a system to structure and activate its leadership model at scale. The initiative was promoted by the Infrastructure Talent team, with business participation, evaluating alternatives such as standard tools or internal developments on their existing stack. The deployment was carried out progressively by country (Spain, Brazil, Canada, among others) and organizational layers, accompanied by local HRBPs and specific training for managers. The difference, in the words of the team itself, was not only in functionality, but in the ability to adapt:“There are very proven standard market tools, but Booster can really adapt to what the organization needs.”The system connects in the same environment:

1. Objectives and their continuous monitoring
2. Structured 1:1 conversations
3. Feedback and development
4. Action plans
5. Interaction with proactive AI

And it allows all that information to become a useful context for decision-making.

The impact of the deployment has been significant both in adoption and in organizational behavior:


• 79% adoption among managers
• +43% increase in objectives with active monitoring
• More than 3,000 1:1 conversations conducted
• x4 expansion of the initial scope
• 500 initial managers, currently scaling to more than 2,000


In the daily operation of the system:

• +1,000 goals created
• +500 defined action plans
• +1,000 shared feedbacks
• +1,500 interactions with the system (AI and conversations)

Beyond metrics, the most relevant impact is reflected in the evolution of leadership within the organization: Booster helps to achieve more proactive leadership, to improve the quality of feedback and to better manage objectives, action plans and conversations. All of this is contributing to a gradual increase in the quality of leadership and commitment of people in the organization.

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But that's not all, in a world dominated by data...

The real impact of the deployment lies in Accion's ability to transform the information generated into a competitive advantage. The structuring of data on objectives, conversations, feedback and action plans is making it possible to open up a new scenario of strategic talent management, where the organization not only observes what is happening, but also anticipates and acts with greater judgment.


This approach is facilitating the construction of more effective business solutions, better aligned with the reality of the teams and with greater execution capacity, positioning Accion in a more advanced management model compared to its competitors. In this context, people management ceases to be a reactive process and becomes a strategic system directly connected to business results.