The ORVIETO ACADEMY founders, Tina Hunstein-Glasl and Emilio Galli Zugaro, share a mission: to provide valuable support to people, teams and companies in profound change. Communication & leadership are crucial for this.

Our name stands for
our thinking, acting
& working together.

ORVIETO ACADEMY for Communicative Leadership

Orvieto is a cipher, a symbol of a conscious slowness, a pause in learning & development. With a better awareness of one’s own strengths, alert attention to oneself and the professional context in the 21st century.

Together with you, we want to solve today’s challenging problems: the loss of credibility, overworked leaders and teams, high turnover and dissatisfaction, critical customer dialogues and often a lack of value culture. Our approach is via Communicative Leadership.

The 5 Principles of Communicative Leadership

With communicative leadership, companies become a communicative system that listens to its stakeholders, responds to them empathetically and generates ongoing optimization of the strategy that enables profitable growth. This results in the ability to shape dialogue - with employees and investors, with customers and with society and its NGOs. In this way, success can be ensured over the long term, despite changes, and the company can survive in a complex environment and always be sure of the acceptance of all stakeholders ("License to Operate").


Inform – credibly establish relevance

Do you want to gain credibility, build trust and create relevance for your counterpart?

Inform credibly in an increasingly complex environment:

Digitization, new political frameworks, systemic loss of trust and changing power structures require a new basis for trust with stakeholders and therefore plausible communication of content.



  • Voice, Speech, Presentation
  • Writing and delivering speeches
  • Storytelling
  • Media training

Communicating – leading a connecting dialogue

Are you looking for ways away from confrontation towards mutual support?

Establish dialogue as the basis of all communication:

In times of constant change, building sustainable, resilient relationships with stakeholders is especially important. This is the goal of successful communication; by involving customers, employees, owners and society into your strategy, mutual understanding and support is created.


  • CSR
  • Reputation management
  • Dialogue management: conducting a dialogue with stakeholders, learning to listen in a structured way
  • Relationship management
  • Internal communication
  • Financial communication
  • State of the Art Corporate Communication
  • Integrated thinking: CSR boards, customer boards, stakeholder boards

Enable – enabling potential to make an impact

Not fully managing to bring the power of your team and the potential of the business to life?

Strengthening people, teams, companies:

It is one of the greatest challenges – but also the source of the greatest aha effects: Sensing potential, accessing it, and lifting it with the right tricks. The dynamics in teams can block or inspire this process – this is what determines the quality of leadership.


  • Leadership in the context of the 21st century
  • Strengths-based leadership
  • Basis of organizational development
  • Conflict resolution
  • Crisis prevention and crisis communication
  • Principle-based and holistic strategy
  • State of the Art HR
  • Motivation: from job to purpose in the company
  • Agile working – smart working

Empower – imparting power to shape

How do you move away from overload to distributed responsibility? What makes individuals see an issue as their own?

Unleashing energy and empowering stakeholders: Groups of people – whether in companies, families or nations – always develop their greatest effectiveness and also inner balance when each component of this group understands a part of the overall context as important for itself and receives and takes responsibility for it.


  • Coaching
  • Mentoring
  • Self-management as an individual
  • Self-management in the company
  • Empowerment through organizational development
  • Mens sana in corpore sano
  • Resilience
  • Mindfulness and attentiveness
  • Time Management
  • Monkey Management

Transform – inspire constant reinvention

Wouldn’t it be fantastic to be able to see constant change as a new opportunity instead of a burden?

Constantly reinventing yourself and the company:

We are in constant evolution and will never arrive. This basic characteristic of our time must be moderated sensitively. Inspiring visions for a sense of direction on the one hand, and the need to be combined with resilience and adaptability on the other hand.


  • Shaping the digital transformation
  • Managing complexity, setting the right focus
  • Execution of change: shaping the change process and operational implications for change implementation
  • Helping teams to perform: inspiring teams to perform
  • Realizing performance: Achieving performance goals through the change
  • Cultural audit
  • The draft plan
  • The Stakeholder Grid
  • Change Dashboard


ORVIETO ACADEMY Gründerin Tina Hunstein-Glasl
Tina Hunstein-Glasl Founder
Orvieto Academy Gründer: Emilio Galli Zugaro
Emilio Galli Zugaro Founder
Team Operations: Nicole Etheridge
Nicole Etheridge Operations Manager
Team Social Media & Content: Carolin Möhring
Carolin Möhring Social Media & Content Manager

Our concept improves your performance

Emilio Galli Zugaro
Founder of the ORVIETO ACADEMY

Our Philosophy – The Learning Concept

Effective learning comes from doing and practicing (70%), from relationships such as mentoring, coaching, sharing with peers and like-minded people (20%), and from formal learning (10%). We strive to offer you as much as possible from across the learning spectrum.

  1. 01

    Learning at eye level

    In the ORVIETO ACADEMY the trainers do not stand in a pulpit and preach, they are part of the learning moment: It is learning among peers, among colleagues. It is learning mutually, so that everyone - trainers and participants - can become even better. And it is a dialogue among adults, mature people, like-minded people.

  2. 02

    Trustworthy and emphatic in dealing with each other

    In our learning opportunities, we deliberately create a trusting and empathic environment so that learning is possible at eye level. The case constellations and examples discussed do not leave the workshop. It is a matter of honour and professional ethics to reward openness with confidentiality.

  3. 03

    Learning from the professionals with "history“

    Our trainers are not theoreticians. They are all successful practitioners. They have experienced what they offer as learning content, they have suffered through the same situations you are going through, they have learned from mistakes, which they are happy to share with you so you can benefit from them. They have a lot of practical experience, in large and small companies, whether self-employed or as entrepreneurs.

  4. 04

    Co-creation - living together

    Wherever possible, we want to develop learning outcomes and results together so that all participants take part and achieve ownership of the learning material. The more the participants get involved and take ownership of the learning material in their specific professional context, the more sustainable the learning success will be.

  5. 05

    Sustainability for long-term impact

    Yes, for many, "sustainable" is a buzzword. But we are serious about it: learning should have a long-term effect, it should be passed on, grow itself and become a lasting element of your everyday professional life. To ensure that this does not remain a lofty promise, we have introduced tutorials.

  6. 06

    Tutorials after the workshop

    All of our trainers are available to answer questions about the workshop topic for a full year after the workshop. How often does it happen that we participate in a great workshop and returning to everyday life makes what we have learned quickly fade away? We would like to prevent this with our "follow-up tutorials" and show solutions.

  7. 07

    No mass events

    Our workshops are limited to a maximum of twelve participants. This allows for trusting work (see also the book worth reading: Nancy Kline "Time to Think"). The participants can thus contribute and benefit from each other.

  8. 08

    Measuring helps to improve

    We measure our workshops according to the Net Promoter Score — NPS system — and publish these ratings.

  9. 09

    The Orvieto Recipe

    We are about content that serves a purpose, but also meets aesthetic, meaningful and harmonious criteria: Depth in discussions and learning topics; trust and empathy in the interaction within the Academy. Entrepreneurial thinking, attentive listening and acting, focusing on people and their strengths.

Leadership & communication must change.
How they change depends on all of us.

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