Innovative Solutions BRT was born as consulting and technical advice from the hand of industrial, computer and telecommunications engineers with more than a decade of experience in the industrial sector.

" Wherever there is a successful business someone once made a courageous decision "

-- Peter Drucker --


Discover the BRT machinery to satisfy the most demanding industrial sector

The business idea of the founders of BRT is supported by independent working groups and endorsed by several corporations "Business Angels" internationally

BRT Innovative Solutions is divided into 6 departments to give customer service


BRT INNOVATIVE SOLUTIONS is the result of a very specific philosophy that the founders of this company want to implement as its sign of identity. In general, employers blame their misfortunes to markets, its workers, unions, or legislation that protects or rather protegía- workers. However, the economy, markets or laws are only part of the equation for the proper functioning of companies. In fact, focusing only on these aspects involves considering that the problems come from the outside, apart from internal, organizational or management issues. Blaming others is always easier. Managing, directing and organizing companies and organizations is essential to its success.

But how the business community or the managers directs in general terms their companies? Are they using the latest trends and approaches in business management? Or, however, they are following outdated and obsolete models? Obviously, the answer depends on the company and even the sector.

However, overall, our companies follow models in line with the industrial revolution. There are signs, such as the high number of hours worked each day, coupled with low productivity per hour worked, the lack of flexibility in the work the culture of the presence, insufficient reconciliation, high absenteeism, high existence of toxic leaders and painful labor climates, or the scant innovation, which also suggests how are leading Spanish companies. They follow the business model based on control: autocracy, hierarchy, individualism, obedience, distrust, formal rules, extrinsic motivation, etc.

" BRT Innovartive Solutions believes in the democratic enterprise to innovate "

In this approach individuals only learn to assimilate the norms, rules and processes, so that routines and uncreative work abound in the organization. The most widespread emotions are negative, highlighting the anxiety, fear or apathy. In fact, a majority of workers claims to have toxic and egocentric leaders. The consequence of these companies idea is the little or null innovation, which makes difficult their survival today.


Besides this business model based on control, we can say that there are two business models: commitment and common good. The engagement model aims to give more to the employee hoping that this undertakes with the company. To this end, organizations are more participatory and pluralistic, listening to workers, there is a greater degree of trust between people and seeks involvement with the activity. So companies are able to continuously improved the established and innovations are proposed, even if they are incremental.


" The founders of BRT believe in cooperation as a model company "

The model of the common good, considered the most evolved and contemporary, tries to help its employees find meaning in their work, encouraging questioning and altruism. Companies who come to this model are characterized by a high degree of equality, direct democracy, and few hierarchical levels. In these enterprises, individuals are responsible and therefore self-monitored, do not need no rules or supervision, often help each other, there is full confidence, and like to challenge, create and go beyond. Of these organizations the more radical innovation, ie, new conceptual or technological products and services arises. Companies in the new economy, creative and highly technological industry usually follow such models.


Despite the fact that generally not seem that this model is rooted, in the best companies valued by the workers themselves seem to be emerging some of these behaviors. In recent research on these companies we observe the existence of a direct relationship between altruistic behavior and positive organizational results. Therefore, something may be changing in some companies.

According to many institutions, innovation seems to be an essential element for our organizations and businesses to survive, add value to society and, therefore, compete in the markets. However, to  innovate are necessary some ways of working, directing and organizing companies that seem scarce in the Spanish business world. This culture is intrinsically linked to democratic and participatory values, to promote experimentation, risk-taking or error tolerance, constructive dialogue, and with the greatest attention and interaction with the external environment.

Symptoms of which we spoke make clear that companies generally do not raise this participatory and innovative management style and, therefore, continue considering more appropriate to be guided by autocratic, hierarchical and bureaucratic styles easier to apply, but obviously less suitable for the XXI century. Thus, the Spanish businessmen and managers should use the crisis to promote changes and transformations in companies and organizations. Although the problem is that these changes require a change of mental model. It is not a question, as a well-known businessman said, to work more, but about working better.

Entrepreneurs and managers should take advantage of the crisis to promote changes

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