Founder of FDV Consulting, a strategic advisory firm specialized in foodservice & hospitality. Clients include international organizations such as FC Barcelona, Meliá Hotels International, Hilton Hotels, CBRE, Lagardère Travel Retail, The Social Hub, Cupra, Wallbox and Grupo Pacha. Speaker at HIP Madrid and lecturer in the Master’s program at Hofmann Hospitality School. Board Advisor at Noumena Data, technology company specialized in predictive data analytics for retail and commercial spaces, supporting strategic growth, market positioning, and data-driven decision-making.
Approach.
In service-intensive businesses, where people drive both customer experience and daily operations, revenue is often generated but not fully converted into performance. Without clear structure, strong leadership, and aligned teams, inefficiencies build up and profitability erodes. The priority is to restore operational clarity: establish structure, strengthen leadership, and implement a KPI-driven management system that enables consistent, data-driven decisions. When teams understand their roles and execute in alignment, strategy translates into daily operations — and the business delivers predictable, sustainable results.
Based in Barcelona, I work internationally with owners, investors and executive teams on business projects through strategic advisory and interim executive roles.
Methodology.
Organizational Structure
Design operational structures that reduce complexity and enable scalable models.
Leadership & Talent
Develop high-performance teams and strengthen leadership and professionalization.
KPI Analysis
Analyze key performance indicators to improve strategic decision-making and business results.
Strategic Communication
Align ownership, leadership and teams around clear strategic priorities and decision-making.
Operational Efficiency
Optimize processes through standardized systems that enhance productivity and profitability.
Advanced Negotiation
Lead complex negotiations and align interests across key stakeholders.
Client Testimonials.
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Executive coaching is a structured intervention designed to improve how decisions are analyzed, made and executed within an organization. It involves working directly with the person in charge, providing an external perspective that is not involved in day-to-day operations, allowing for greater clarity on the business context. In this process, the coach facilitates analysis and helps structure available information —including data and internal dynamics— while the executive interprets that framework, sets priorities and takes action accordingly. The result is greater clarity, stronger team alignment and an enhanced ability to translate business potential into tangible results.
Interim management involves taking on a temporary executive role to lead specific changes and deliver results within defined timeframes. In a context of global talent scarcity —particularly at senior level— many organizations lack the experience required to navigate certain situations. This is where interim management delivers immediate value. It is typically applied during periods of growth, restructuring or leadership gaps. The intervention is hands-on: assuming responsibility, structuring the organization and executing decisions to improve business performance. The objective is to accelerate results and leave behind a solid structure that supports the long-term leadership of the organization.
Executive coaching focuses on the individual and the team: it develops capabilities, improves decision-making and strengthens leadership so the organization performs better from within. Interim management, by contrast, acts directly on the business: it takes on executive responsibility, makes decisions and implements change. The key difference lies in the level of intervention. Coaching supports and develops; interim management executes and leads from within. In many cases, both approaches are combined: the organization is actively managed while the team’s capabilities are developed to ensure changes are sustained over time.
The process starts with an initial conversation to understand your situation, objectives and business context. From there, we define the most suitable type of engagement: executive coaching, interim management or a hybrid model. Each project is tailored to the organization’s real needs, with a clear focus on execution, timelines and measurable outcomes. The objective is not just to diagnose, but to intervene effectively, evolve the organization and generate a direct impact on business performance.
The delivery model adapts to the type of engagement and the organization’s needs. In executive coaching, collaboration is primarily remote, complemented by in-person sessions agreed with the client. In interim management, the level of on-site presence depends on the scope of the mandate and the company’s context, combining in-person and remote work as required. In organizational transformation processes, on-site presence becomes more intensive to support implementation and ensure team development and alignment.