” What you get by achieving your goals is not as important as what you become by achieving your goals. And when we bring what is within out into the world, miracles happen. “
Henry David Thoreau
The Development of Organizations and People is at the heart of If Conseil, Coaching and Human Resources Consulting.
In Coaching, we offer individual or collective support (for a team or a group).
Oriented Solutions, we accompany our customers in search of change in small steps. We enable them to grow and develop in a sustainable way over time based on:
- A solid training in Professional Coaching
- Multiple approaches (Systemic Approach, Orientation Solutions, Neuro-Cognitive and Behavioural Approach …)
- Experience of individual and collective accompaniments in terms of sectors of activity (finance, legal, distribution, services, logistics, consulting, industry …), types of companies (private or public) Entrepreneurs, SMEs, large companies)
In Skills Assessment, If Conseil offers a development program that defines the professional project. Through a structured and structuring approach, we accompany you step by step in your reflections on your professional career, clarifying what is important to you in your professional environment and in identifying your professional aspirations.
Developing performance of organizations and the well-being of their people is at the heart of our approach, looking for coherence and purpose in HR projects. Our interventions will help you define your HR strategy , or your communication plan, develop specifications, steer a change management project, or reinforce cohesion in your teams.
We deliver personalized training and development programs aligned with your objectives.
Supervision is a development space allowing to think about one’s practice, to find solutions to issues arising in the coaching practice. The supervisor listens and underlines what the coach or consultant does not see or hear in the interaction with his/her client. Supervision brings clear-sightedness but also a help to developing one’s skills, while fully respecting the deontology framework.
Whether in coaching or consulting, our support is personalized,taking into account the situation and the need of our clients. We rely on our professional expertise in human resources, project management, change management, and individual and team coaching. One of our beliefs is that all of us can progress and change from the moment they feel like it. Solutions-oriented, we work with our customers to help them identify what they can use to move forward and overcome the difficulties they encounter, while allowing them to open up new areas of action.
APPROACHES & TOOLS
” Methods are the habits of mind and the economies of memory “ A. de Rivarol
In our practice, we leverage on different approaches and tools, customizing to fit the demand and the context we’re facing….
Systemic approach: starts from the principle of actors belonging to a complex relationship system, where often unforeseen reactions happen, especially when managers and leaders must drive change. The challenge of coaching is to open up to other ways of capturing this reality, with tools adapted to the complexity of relationships.
” Change will lead to insight far more often than insight will lead to change. “ Milton H Erickson
Solution-focused approach: focused on solutions for the client, this practice has been developed in the 1950s by the Palo Alto School in the US. It allows finding new possibilities for change in people and organizations. Instead of concentrating on the problem, the consultant helps the client finding possible and acceptable alternatives to solve the challenges he faces. By focusing on strong issues and the ‘here and now’, the Solution-Focused approach allows to have short interventions with visible and durable results.
Narrative practice® was born from the work of Michael White and David Epston in the 80s-90s. The narrative approach was born from the collaborative approaches considering that “the client is the one who knows” and from social constructionism, which considers values, beliefs, institutions, habits, labels, laws,… are co-constructed by the members of a culture, through their interaction from generation through generation, and from day to day, a principle which for sure also applies to companies. Thus this approach organizes the world of experience not as a system or a pattern, but rather as history and sense.
Examples of tools we can use :
- Tools coming from Solution-focused approach, Narrative practices, Neurocognitive Approach…
- MBTI® : Myers-Briggs Type Indicator®
- Motivation questionnaire: √ip2A inventory of personality, adaptability, assertiveness
- Emotional Intelligence questionnaire
- Thomas-Kilmann Methodology (TKI), evaluation of behaviours in conflict management
- Intellectual aptitude tests