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Do you accept the challenge?

What does your HR Manager say about the idea of ​​”Fluid Enterprise”?
What about the algorithmic competencies for your executives

Strategic leadership development

For someone to develop their leadership skills, an individual must work on their role, their purpose, their beliefs and their values in order to demonstrate a capacity to influence the team and their surroundings.
Creating a frame of reference is a crucial step in this process, allowing the individual to take stock of the company’s corporate strategy, its business model and the characteristics of the organisation. We therefore employ projection models and diagnostic procedures on the company’s current situation in order to obtain an assessment of any discrepancies.
This enables us to define priorities and to assist the company during the process of change.

Leadership modules

Corporate transformations require that both managers and co-workers understand the processes at hand, and that they can adapt their style of leadership as necessary. This is one aspect of the process of change.
Developing leadership skills falls within the scope of our training programmes, which can optionally be accompanied by individual coaching sessions. Self-testing and 360 degree feedback are integrated into these programmes. We use online methods, support platforms, videoconferencing and face-to-face seminars.
We intervene by either taking responsibility for an entire programme, or in addition to existing programmes by providing coaching and restoring diagnostics-based methods.

Programmes for change

Understanding the reasons for change and knowing how to take them into account are powerful tools with a view to self-development. There is currently very little awareness of this subject.
Our training and coaching modules are adapted to the various levels in a company, with specific sections for middle management, managers and leaders. They can likewise be employed to provide support for organisations.
We use online methods, support platforms, videoconferences and face-to-face seminars.
These programmes are based on an understanding of the causes of change while being able to foresee both individual and collective reactions. Our training programmes are illustrated by numerous examples and case studies in which we ourselves have been involved as a consultant.

360° team

360 degree feedback facilitates a better understanding of the impact of a leader in his or her environment. The use of this kind of approach is intended to answer precise questions regarding implementation rules.
We are very committed to providing feedback in this way, and yet this element remains a weak area in a great number of processes. Similarly, it is essential to use methods which enable clear definition of priorities for development so that action may then be taken. In the same way, the production of median profiles paints a picture of the management and leadership practices present within a team and a company.
360 degree feedback is often incorporated in coaching and leadership development processes.

360° individual feedback

The smooth running of a team, no matter whether it is positioned within the hierarchical, functional or transversal structure or if it forms a self-contained unit, is key in developing performance. Measuring and objectifying a team’s performance helps to highlight points for improvement.
We make use of several methods, such as operational diagnostics questionnaires, 360° questionnaires and performance factor questionnaires.
We then construct team seminars which encourage expression, stress management and problem solving with the ultimate aim of boosting the team’s performance.


Evaluating skills, leadership abilities and development potential allows light to be shed on decisions relating to promotions, recruitment, team setups and optimising the conditions for success.
We carry out individual and team assessments through the use of established techniques. The feedback produced, which is constructive by nature, allows each individual to weigh up their own issues and their own development.
We are convinced that allowing managers to understand themselves better is a key factor in bringing about successful corporate transformations.

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