foundations_
Science + compassion
We don't work on hunches or fads. This is the science that guides our work, each study checked at the original source. And we say where the evidence is strong and where it is still promising.
of workers in Portugal report stress, depression or anxiety caused or made worse by work (EU average: 27%).
EU-OSHA, 2022of workers in Portugal have access to psychological support at work (EU average: 38%).
EU-OSHA, 2022working days lost every year worldwide to depression and anxiety.
WHO and ILO, 2022Compassion can be trained, and it makes a difference
What the science says
A meta-analysis of 21 randomised trials found that compassion training programmes bring moderate improvements in well-being and reductions in anxiety and psychological distress.
In another meta-analysis of 21 trials with employees, compassion practices at work reduced burnout and stress, with small to moderate effects.
What this changes in our work
Compassion is not a personality trait: it is a skill that can be developed. That is why our leadership training practises it with real managers and real situations.
See sources
- Kirby, J. N., Tellegen, C. L. e Steindl, S. R. (2017). Behavior Therapy, 48(6), 778–792. doi.org/10.1016/j.beth.2017.06.003
- Wang, X. et al. (2024). Loving-kindness and compassion meditations in the workplace: a meta-analysis. Stress and Health, 40(1), e3273. doi.org/10.1002/smi.3273
Those who care need care too
What the science says
In an experimental study, empathy training increased negative emotions when facing the suffering of others; subsequent compassion training reversed this effect and increased positive emotions.
A recent meta-analysis found that compassion and self-compassion programmes for healthcare professionals reduce compassion fatigue and increase satisfaction with caring work. And a meta-analysis of more than 45,000 nurses in 49 countries estimated that around 1 in 9 has symptoms of burnout.
What this changes in our work
In clinics and other healthcare organisations, we don't ask people who are already exhausted for "more empathy". We help teams care without burning out, and help management protect those who care.
See sources
- Klimecki, O. M., Leiberg, S., Ricard, M. e Singer, T. (2014). Social Cognitive and Affective Neuroscience, 9(6), 873–879. doi.org/10.1093/scan/nst060
- Alcaraz-Córdoba, A. et al. (2024). Current Psychology, 43(20), 18534–18551. doi.org/10.1007/s12144-024-05618-0
- Woo, T. et al. (2020). Journal of Psychiatric Research, 123, 9–20. doi.org/10.1016/j.jpsychires.2019.12.015
Self-compassion protects
What the science says
A meta-analysis of 27 randomised trials found that self-compassion interventions reduce stress, self-criticism, anxiety and depression, with moderate effects.
What this changes in our work
Leaders who are demanding of themselves without being harsh cope better with pressure and treat their teams better. Self-compassion is part of our work with managers.
See sources
- Ferrari, M. et al. (2019). Mindfulness, 10(8), 1455–1473. doi.org/10.1007/s12671-019-01134-6
Teams that feel safe learn more
What the science says
In a study of 51 teams, teams where people felt safe to ask questions and admit mistakes learned more, and this behaviour was linked to better performance. It is the study that gave rise to the concept of psychological safety.
What this changes in our work
In our diagnosis we listen to teams in confidential conversations and through the Alua Vitals questionnaire, which gives everyone a voice. That is how what people don't say in meetings comes to light.
See sources
- Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350–383. doi.org/10.2307/2666999
Psychosocial risks: an obligation, not an option
What the science says
Portuguese law (Lei n.º 102/2009, the legal framework for health and safety at work) requires employers to ensure that psychosocial risk factors do not endanger workers' safety and health. These risks must also be identified and assessed.
The international standard ISO 45003:2021 gives guidance on managing them like any other occupational health and safety risk, in organisations of any size.
What this changes in our work
We assess and help prevent psychosocial risks following the ISO 45003 guidelines. The standard is not certifiable: be wary of anyone who promises a certificate.
See sources
- Lei n.º 102/2009 (10 September), article 15(2).
- ISO 45003:2021. iso.org/standard/64283
- EU-OSHA (2022). OSH Pulse, Portugal factsheet. osha.europa.eu
- WHO and ILO (2022). who.int
We also draw on
- Engagement and results: a meta-analysis of 7,939 business units found relationships between employee engagement and customer satisfaction, productivity, profit and turnover. These are relationships, not proof of cause. Harter, Schmidt and Hayes (2002), Journal of Applied Psychology. DOI
- Onboarding: how newcomers are welcomed is associated with greater commitment, better performance and less turnover. Bauer et al. (2007), Journal of Applied Psychology. DOI
- Turnover: there is no single cause; many factors matter, depending on the context. Rubenstein et al. (2018), Personnel Psychology. DOI
Nonviolent communication: an approach we use
We use nonviolent communication to help managers and teams hold difficult conversations with respect. Studies show promising results for empathy and relationships between professionals, but research is still scarce and based on small studies. So we present it as an approach, not as proof.
See sources
- Adriani, C. et al. (2024). BMC Health Services Research, 24, 289. doi.org/10.1186/s12913-024-10753-2
What we don't claim
We don't use popular figures without a source, such as "70% of transformations fail" or "people don't leave companies, they leave managers". We don't claim that compassionate leadership on its own increases performance or retention: the solid evidence is for well-being and burnout. And we don't claim these studies validate our tools: the DTS* methodology and the COURAGE+ model are inspired by this science.
*DTS — Diagnose · Transform · Sustain. Sources checked on 6 November 2026.