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Ricardo Andorinho standing on the Portland San Antonio bench beside the coach in the closing minutes of a match
Portland San Antonio, last minutes. This is where a game is decided, and it is what Time-Out MBU practises.
Est. 2004 · Workshops for teams

Time-Out MBU. The structure your team uses when time runs out

Under pressure, teams stop using what they know. Time-Out MBU is a workshop for sports teams and companies where the team practises, before the moment, a short process for getting everything on the table and reaching a decision it can defend afterwards.

Led in the room by Ricardo Andorinho: 155 caps for Portugal, ten years at Sporting CP, and a Champions League final with Portland San Antonio.

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Clubs & Federations· Technical Staff· L&D· Executive Teams
The moment

Three rooms where the clock is the problem

The workshop is built around one specific moment: the one where the time left is shorter than the conversation needs. It looks like this in three different places.

A game, two minutes left

The score is close, the plan has stopped working, and the next possession has to be decided by people who are out of breath. This is the room the method came from.

A quarter that closes on Friday

Three functions each hold part of the picture and the meeting has forty minutes. The thing that would change the answer is the thing that costs somebody to say.

A client about to leave

One call, information nobody considers sufficient, and a decision that cannot wait for the next steering committee.

How it works

Three drills, three habits

Three exercises from handball, each named for something a company already argues about. The sport is the vocabulary here, not the evidence: what the room practises is the habit.

The pass under pressure

A closing window, and one thing that has to be said in one sentence. On a court it is a pass. In a company it is the handover that decides whether the next person acts or waits for more.

The two-player defence

Two people cover more ground than two people should, and only while each trusts the other to hold their side. Between functions, that trust is what stops two teams guarding the same gap.

The sixty-second time-out

One minute, information nobody considers sufficient, and a decision that has to be made anyway. This is the protocol the workshop drills.

Formats

Half a day, a full day, or a season

One team at a time, between 8 and 24 people. Quoted in a proposal and invoiced; nothing is bought with a card.

Time-Out · half a day

The way in. A simulation of the closing minutes, and the sixty second decision protocol the team keeps.

Jornada · a full day

Court and room. The same work, run on the team's own decisions, ending in something written down that someone owns.

Época · three months

For a management team or a squad, with a 4G measurement at the start and at the end, so the change is measured and not felt.

For team sport

Tactics get a whole week. The last five minutes get almost none.

For indoor team sports: handball, basketball, futsal, volleyball, hockey. A squad rehearses its system until it is automatic, and then decides the end of a game on whoever speaks first. In handball a time-out does not win a game on its own. It is a one minute pause that steadies the team, and what is said in that minute is what counts. That minute is the workshop.

Handball Basketball Futsal Volleyball Hockey Clubs & Federations Technical Staff Academies
Who leads the room

Ricardo Andorinho

A team leader before he was anything else. Ricardo Andorinho played 155 times for Portugal, ten years at Sporting CP and four at Portland San Antonio, where the club reached the Champions League final in 2006.

He was studying finance and business control while he was still playing, finishing in 2004, which is where this framework starts. He holds the state coaching title in handball, and universities invite him to lecture on this material.

He is in the room every time. The workshop is not delegated to an associate, and that is a constraint on how much of it can exist rather than a selling point.

TEDxHorta 2026 · Social Now 2022 · Wikipedia

What You Get

What changes for your team

Six weeks after an engagement, this is what is different.

Faster strategic decisions
Reduced organizational friction
Higher stakeholder alignment
Transparent governance
Better project execution
Defensible investment decisions
Cross-functional accountability
The Framework

Measured, not facilitated

MBU began in 2004 with the business algorithm framework, a structured model for understanding how organizations actually reach decisions. Twenty years of practice have refined it into the methodology behind every engagement.

Most advisors run a workshop and report what was said. We measure how a team reaches shared positions, where reaching them costs the most effort, and which working relationships carry disagreement well. That reading is structured and repeatable, so it can be revisited later rather than resting on how a meeting felt at the time.

Human-Centered Decision Design

The workshop is run by a person, in the room. The model that produces a team's scores is deterministic, with no AI and no machine learning, so a result can always be re-derived. And no report reaches a client until someone at MBU has read it and signed it off, which matters when the output informs decisions about people.

Proof

What already exists

MBU Intelligence holds a skills development protocol with the University of Évora. The workshop itself has been run for a national team, in a hotel meeting room, before a qualifying campaign. Both are agreements and sessions that happened, not results claimed for them.

The Evidence

A studied problem, not an opinion

Why capable teams struggle to decide together is one of the better-researched questions in organizational science. The findings are consistent, and they are not flattering to anyone's intuition, including ours.

  1. Groups discuss what they already share

    Teams reliably spend discussion time on information members hold in common and under-discuss what only one person knows. The effect is strong enough to have its own experimental paradigm, and it has held up across decades of replication.

    Stasser & Titus, J. Personality & Social Psychology, 1985 · Mesmer-Magnus & DeChurch, J. Applied Psychology, 2009
  2. Interpersonal friction costs more than disagreement

    Disagreement about the work and friction between people are different things. Meta-analysis finds the second is what reliably damages team performance, which is why it is worth measuring directly rather than inferring from how a meeting felt.

    De Dreu & Weingart, J. Applied Psychology, 2003
  3. Whether people speak up is a property of the team

    Psychological safety, the shared belief that the team is safe for interpersonal risk, predicts whether concerns, questions and errors are raised at all. Where it is absent, the information simply never arrives.

    Edmondson, Administrative Science Quarterly, 1999
  4. Process outweighs analysis

    Across 1,048 major business decisions, how the decision was reached mattered considerably more to the outcome than how well it had been analysed.

    Lovallo & Sibony, McKinsey Quarterly, 2010

We write about this in more depth, with the sources, in Insight.

What this means for you

None of this means your team is weak. These are properties of group decision-making itself, which is why they show up in capable, well-run organizations. The practical consequence is that the problem is fixable by changing the process rather than the people.

We measure relationships using 4G, an independently reviewed instrument.

About MBU

Twenty years of structured practice

MBU Intelligence has advised executive teams, boards and investors since 2004 from Évora, Portugal. Our methodology is framework-driven, transparent and evidence-based, and every workshop is run by a person.

Facing a decision your organization can't agree on?

Tell us about it, or run the diagnostic and see where your decision is stalling.

Or read how the measurement works before the day in the room.