OUR SERVICES
The nature and variety of her experience are designed to ensure success in her involvement as an organizational strategist with companies at both strategic and operational levels. Her service offering focuses on collaboration and coaching in the areas of strategic planning, workplace prevention (psychosocial risks), HR legal compliance, training and support for managers, continuous improvement, change management, the Team Factory staff engagement method, business transition, and analysis of MPO psychometric tests—all approached in a dynamic, integrated, and sustainable manner over time.
Strategic
planning
We help organizations (companies, administrations, associations, etc.) to develop a strategic thinking process to define their long-term objectives and determine the actions to be taken to achieve them, taking into account their internal and external environment. The aim is to align actions with the organization's objectives, mission, vision and values.
Determine where we want to go, how to get there, and what resources we need, while adapting to changes in the economic and market environment in order to remain an attractive employer.
Health and safety at work
Prevention (psychosocial risks)
Ensure the identification and analysis of psychosocial risks and risk levels in order to draw up an action plan and thus reduce the impact of these risks. Implement prevention and health programs to offer employees an exemplary quality of life at work.
Continuous improvement (processes)
With the Six Sigma Green Belt approach, it is able to guide and support its customers towards solutions tinged with the Six Sigma approach and the process review/improvement process.
HR legal compliance
The aim is to ensure the necessary regulation of company policies when changes, modifications and amendments to labor laws occur in the labor law sphere. Legal compliance of company policies is necessary in order to update policies and inform employees.
Change management
When transformations and changes occur in companies, the materialization and concretization must take place gradually but surely. With change management and “design thinking” tools, it becomes essential to manage change in collaboration with the company's employees/managers: healthy, step-by-step communication is the key to success in large-scale organizational transformations.
Team Factory Staffing Method (in partnership)
As part of the implementation of the employee engagement methodology, the goal is to raise management’s awareness of factors that have become essential for all companies seeking to retain their teams and achieve financial success, while fostering a shared vision among the company and its managers.
For a company and its managers to demonstrate courage in their decision-making, clarity is essential. The goal of this workshop is to establish a common language and a shared vision among all participants based on two key concepts: the level of engagement and the level of technical skills.
Next, develop an action plan to help disengaged employees grow and involve all employees in the teams.
At the conclusion of the process, provide recommendations and support to managers upon request regarding the implementation of the action plan and employee follow-up.
Business Transition
Supporting entrepreneurs, shareholders, and owners (sellers) who wish to pass on their businesses to buyers who will have the opportunity to acquire them. The goal is to create value for the businesses being sold to buyers by facilitating the transition. The goal is also to support and advise sellers during this major transition of passing on their business.
Training and support for managers
Training and support for managers will be integrated into a comprehensive approach covering management concepts such as PODC, communication, priority management, delegation, accountability, decision-making, change management, and more, all tailored to the needs of managers within organizations. Targeted one-on-one coaching for managers is also part of the service offering to help achieve organizational goals.
MPO psychometric tests analysis
(Management and Organizational Performance)
Organizations need to hire executives and managers who possess certain personality traits, skills, and communication styles to fill internal management positions. This may also involve promoting managers from within the organization. I am able to provide my clients with comprehensive psychometric testing.
MPO personality traits
Measures personality, which is the set of tools available to human beings to meet their needs in their environment, and behavior, which is the set of observable actions and reactions and interpretation of a given situation.
MPO talents
These tests measure 46 talents including interpersonal communication, self-confidence, self-control, analytical mind, flexibility, etc. These are grouped into 6 spheres and their scope of application: social skills, service skills, management skills, operational skills, task skills and sales skills (or with customers or service providers).
MPO communication
This dimension measures the type of communicator that represents the candidate. The MPO communication model represents four major dynamics: analytical, directive, cooperative, and expressive. Two aspects are measured: the need for assertion or caution and the degree of spontaneity or control in relationships.