For organisations

Support for teams and organisations, from individual coaching to collective transformation.

A conflict that keeps dragging on, a transition that’s slow to take shape despite the effort already invested, a reorganisation that’s struggling to settle: these blockages slow down your team or organisation.

I support you with a systemic approach, through individual coaching, team coaching or facilitation, depending on the level and nature of the blockage, building on what already works in your context.

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🤝 Conflict resolution

A tension persists despite attempts to resolve it, whether between two people, within a team, or between teams.

I work on the stance and communication within the relationship concerned, identifying what keeps the disagreement alive over time.

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🌱 Lasting transition

A change put in place doesn’t hold over time: old habits return, momentum fades, efforts run out of steam, and fatigue or frustration sets in.

I identify what stalls or stops a transition once the initial momentum has passed, so it holds over time, without me.

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🧭 Role change

A new position, a reorganisation or rapid growth shakes up the reference points. The person or team can’t find their footing and struggles to take ownership of a new role. Or they can’t make a new structure hold over time.

I work on ownership of the role, helping the person or team navigate the organisation with full legitimacy.

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🧩 How we work together

1. We clarify the situation

What’s actually at play: the people involved, the dynamics between them, what’s already been tried.

2. We co-build the options

Solutions developed together with the people and teams involved, building on what already works in your context.

3. We experiment in the field

Actions tested and adjusted in real time, based on what emerges from your situation.

4. We embed the changes

New ways of working become your own: you know how to keep them alive by yourselves.

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Pricing

Support is tailored to an organisational context: the fee is defined by the size and type of organisation, and the duration and format of the engagement.

Free initial conversation (30 min) to understand your situation and put together a tailored proposal.

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🎯 Ready to talk?

Confidential conversation to understand your situation and see how I can help.

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❓ Frequently asked questions

“How do we know which area our problem falls under?”
Often, several areas overlap: a poorly handled role change can turn into a conflict, and an unresolved conflict can block a lasting transition. The initial conversation helps clarify where to focus first.

“Do you work through coaching or facilitation?”
Both, depending on the situation. Coaching works in depth over time (with an individual or a team). Facilitation steps in for a specific moment or topic (a meeting, a workshop, a one-off conflict) and helps introduce new tools. Coaching and facilitation are often combined.

“Our organisation doesn’t have an open conflict, just an organisation that’s no longer keeping up with growth. Is this for us?”
Yes, that’s typically the territory of a lasting transition, for example at the leadership team level: structure, roles and processes that need to evolve with growth, before a real blockage appears.

“How is the mandate framed (who decides, who is informed)?”
A tripartite agreement defines your development objectives, what remains confidential (the content of the sessions), and what is shared with the organisation (generally overall progress, not the details of the exchanges).