Prevent

Overall approach:

• Workshops based on what the participants have been through
• Priority given to exchanges in a friendly atmosphere
• Approach using games and experimentation
• Immediate action and development of new habits
• Method, structure and ingenuity: more than a wow effect

Themes:

• Switch
• Happy move
• Balance
• Failure and me
• Inspiring leaders
• …

Practically:

• Tailor-made formulas depending on your objectives
• Conferences, workshops and seminars

For whom?

• All staff

Overall objective:

• Learning to learn: self-coaching
• Developing talents and resources
• Managing pitfalls with “antidote” skills
• Grasping change, uncertainty and challenges in confidence
• Developing harmonious relationships with others

Content:

• Bouncing back from criticism and failures
• Listening to and channeling emotions
• Becoming strategist of one’s own time
• (Re)gaining one’s work-life balance
• Learning to communicate authentically
• Managing perfectionism
• Knowing how to say “no”
• Taking up a job successfully
• Becoming an inspiring manager

Practically:

• Individual coaching: 1½- to 2-hour sessions
• Coaching small groups: 2- to 3-hour sessions
• Inter-visions: 2-hour sessions

For whom?

• All staff

Overall objective:

• Strengthening cohesion in the team
• Creating a winning team
• Developing individual talents thanks to the team
• Help each member play his or her role within the team

Content:

• Stress management vs Energy management
• Managing priorities
• Motivational delegation
• Inspiring meetings
• Authentic communication
• Back to feed back
• Conflict management
• Change management
• Group dynamics

Practically:

• Five 3-hour workshops over 5 months for 4 to 12 people
• The first workshop is an analysis of the team’s needs
• Possibility of starting with a “team building” event

For whom?

• All staff
• Teams from Management / Direction

Overall objective:

• Transform your organisation to achieve exceptional results
• Involve the stakeholders in developing your strategic mission
• Achieve a sustained change brought about by your staff 

Approach:

• Respecting the six principles of co-creation (DNA)
• Self-management or apportioning the power differently within the organisation
• Wisdom and expertise of staff and other key players
• Participation by the staff with both mind and heart

Practically:

• Pilot project based on a transverse issue that you would like to deal with (e.g. How do you improve Well-Being at work?)
• 4-step process: Planning Group and the Main Question – Co-creative Workshops – Action Groups – Celebrating the results

Overall approach:

• Alternating “games” with moments of reflection/debriefing
• Inspiring activities like improv, juggling, etc.
• Concrete actions for a lasting change

Content:

• Better self-awareness & self-confidence as team members
• Efficient and open communication flow
• Agile and creative team in facing changes
• Strengthening confidence to manage uncertainty
• Improved transversal collaboration

Practically:

• Starting from one day
• Preferably outside the company

For whom?

• Project, Management and Executive teams

Overall objective:

• Clarify your career and life plans
• Fully express your talents
• Rediscover meaning in work and reconnect with your values
• Identify your sources of motivation and of commitment

Content:

• Your aspirations: dare to dream your future
• Balance in the “spheres of life”
• Summary of talents: our natural forces
• Key skills to be strengthened
• Pitfalls under stress: antidotes
• Values and beliefs: removing the barriers, identifying the levers
• Drivers: temperament and world map
• Personal and outside resources
• Choices and decisions: coherence
• Transition to a management position

Methods:

• Personality questionnaire
• NLP or transactional analysis tools, etc.
• Illuminating neurosciences
• Role play, situation simulation, etc.
• Interview based on skills
• Feedback techniques (Ofman, Johari window, etc.)

Practically:

• Context and expectations discussed during an interview with HR/Manager
• Selection of key skills to be observed
• Administration of an on-line personality questionnaire
• A "My career day" outside the workplace
• Summary written by the coach
• Feedback meeting involving HR and the manager
• Option: individual coaching as follow-up

For whom?

• All staff
• Evolution of current job
• Assumption of managerial post
• Horizontal or vertical change of job