MOMENTUM
Consulting & Coaching
What?
HR Audit & Management Support
diagnosis, recommendation, implementation
Looking from the outside, listening to what is said and not said, exchanging with senior executives, managers and associates, I make a diagnosis about your stakes, priorities, strengths and points of attention and propose an action plan to roll out in order to reinforce effectiveness and cooperation within the company.
Dynamics of change
individual, team and organizational coaching
Professional development combines working on multiple identities: personal, managerial, interpersonal, team & cultural ones. A tailor made approach fitting operational stakes such as building a new professional project, taking over a new management position, developing one’s leadership, teams’ effectiveness, sharing the company’s vision…
Accompanying a person, a team or an organization facing one or several changes is an opportunity for them to apprehend major stakes and challenges, connect to multiple resources to build appropriate and sustainable solutions compatible with their values.
Trust dynamics
the 9 steps to develop creativity & effective execution
Trust, as mistrust, can be contagious. To develop a self-confidence spiral, a confidence in others, within the organization, it is key to navigate through different steps, each, with cause and effect relationship, enabling the next one to happen, generating this trust dynamics.
Thanks to framework rules and regulation, relationships between people and teams strengthen, multiple views surface, cooperation & creativity emerge, unlocking actors’ capacity to solve together operational problems and create value for the whole organization.
Company vision
vocation, ambition, values, management principles, strategy, action plan
Each company has a specific valuable DNA, provided that it “runs through the veins” of each actor. To reach such a level, it is necessary all parties within the organization ecosystem agree upon the “company purpose” and make the link between key stakes and action plans.
In establishing the 6 vision levels of a company, in working on their coherence and alignment, collective intelligence emerges, organization & people’ Momemtum gather & reinforce.
Chaos Management
how to evolve in a changing & moving environment
Confronted with a reality more and more complex and uncertain, leaders and managers need however to cope with it, take the (right) risk to create or preserve the company value, whilst accepting themselves and their associates are vulnerable and can make mistakes.
In understanding this tension between unpredictability and imperfection, each leader will be able to accept and embrace other dimensions such as ambiguity, ambivalence, paradox, frustration, which will help them remain open to change.
In raising awareness about the word & one’s own vulnerability, the company leader will guide his managing team but also rely upon her, so that the whole organization adapts and develops
Piloting activity
facts, figures, transversal and self-explicit indicators
A company relates to people, process and performances. Sharing successes as failures, understanding how the business “works”, better, or underperforms, how each department impacts, how each individual contributes to the global performance is essential. This common understanding relies upon a shared vision and key performance indicators, explained and regularly communicated.
Profitable growth
ad hoc customer / product / service segmentation
Customers order, re-order up to recommending a company. The more they develop and grow the more they need to be well served with profitability. This requires an ability to listen, analyze their behaviors and trends in order to better fulfill their needs vs. the competition.
Creating Shared Value via the "3P" triptych
Profit, People, Planet
Creating shared value, taking into account all the stakeholders, shareholders, senior executives, managers, associates, vendors, customers, communities makes the value sustainable and healthy.
I became aware of this approach thanks to 2011 Michael E Porter HBR article, “creating shared value”, and I believe the more a company creates shared values, organizational, cultural, ethic and financial, the more the organization will be capable of developing and contributing positively to its environment.