middle management and executives

An individualized approach focused on results!

«A lever towards change!»

Types of Objectives

  • Maximize the unique potential of the individual based on achievable career goals;
  • Develop attitudes, skills, and specific behaviors;
  • Test ideas (sounding board) in order to eliminate the isolation behavior of the executives.
  • Prepare the upcoming generation of management
  • Administer changes within company (new position, company mergers, and reorganization).

Examples of situations encountered by executives

  • Develop leadership to implement change
  • Change limiting beliefs
  • Develop the power of influence
  • Learn to delegate effectively
  • Adapt to a new role and new expectations
  • Manage tactfully a conflict with an employee.

Expected results and effects

  • Expand self-knowledge
  • Achieve objectives in terms of attitudes and observable behaviors.
  • The vision, mission, and professional values identified according to the capacity level and behaviors.
  • Coherence between speeches and actions

«Coaching» Levels


1.Guide (give models as references)

Develop productive behaviors

2.Coach (observe and give feedback)

Develop a person state of excellence

3.Instructor (teach and integer strategies)

Develop new strategies

4.Mentor (develop new beliefs)

Eliminate barriers and limiting beliefs

Develop permissive beliefs

5.Sponsor (Prioritize developement)

Favour self-confidence

  Develop situations which lead to expansion

6.Awakener (create openings)

Give rise to new possibilities


  • Establish prior meeting between coach and manager-client to reach a common understanding of the objectives, expectations, and commitment;
  • Eight to ten work sessions of 3 hours each during one month
  • One follow-up meeting in the following 3 months.


  • The intervention requires an average of eight to ten work sessions of 3 hours each and a follow-up meeting in the next 3 months.
  • Each session is billed separately during the process
  • Please ask for a cost estimate.

Tools and Techniques

  • Discussion regarding the past, present, and future situation including the executive objective; SCORE.
  • Psychological indicator such as Myers-Briggs and/or Strength Deployment Inventory and/or LAB profile, transactional analysis, etc.;
  • NLP (Neuro-linguistic programing) and Ericksonian Hypnosis
  • Modify strategies and cognitive patterns used, and analyze the resulting impact;
  • Practice new behaviors;
  • Forecast and simulate future events.
  • Leadership Circle Profile

Notion of confidentiality

  • The objectives are discussed with the manager/administrator and his boss if the latter is the client;
  • The content of the work sessions is confidential;
  • The coach will define with the client the type and the frequency of the feedback to give him;
  • The coach will make sure that the manager/administrator fully understands the process and that he knows from now on the feedback which will be given.