: managers in a recruitment context, HR staff tasked with recruiting
What to expect
: a clear, shared vision of your needs in terms of both technical and non-technical (behavioural) aspects, with each candidate developing in-depth understanding of the job's advantages and risks.
Content
: Flow assessment of the job requirements with three people connected to the environment, assessment of the technical skills required, writing up the job description and expected behaviours specs, assessing the shortlist (two candidates) and presenting a convergence report.
: managers in a recruitment context, HR staff tasked with recruiting
What to expect
: a clear, shared vision of your needs in terms of both technical and non-technical (behavioural) aspects, a shortlist of talent complete with skills and drive identified, with each candidate developing in-depth understanding of the job's advantages and risks, support and guidance through each stage of the recruitment process.
Content
: Flow assessment of the job requirements with three people connected to the environment, assessment of the technical skills required, writing up the job description and expected behaviours specs, head-hunting (direct contact) and assessing talent, presenting a shortlist (three to four candidates) along with a convergence report, collecting references, providing support all the way through negotiation up until contracts are signed.
Pricing
: 7 to 15 units (fixed price set at the start of the contract based on 23% of annual salary)
: employees and managers about to step into a new role (external or internal mobility).
What to expect
: new employees or managers equipped with a roadmap that encompasses check points, and regular tweaks to be made from the moment they take on their new responsibilities.
Content
: One-on-one Flow assessment, four 1.5-hour interviews
: HR staff in charge of training, transformation/change management managers
What to expect
: An inventory of current strengths and weaknesses in light of the transformations to be made, visibility with respect to long-term efforts to be made in order to align skills with priorities and challenges.
Content
: Assessing upcoming strategic projects, analysing practices currently in place hand in hand with key project/transformation/change management staff and analysing internal documents, making recommendations based on team availability and budget constraints.
: Employees and managers during brainstorming/reflection phases
What to expect
: Deeper understanding of your assets, perspective on work already carried out and aspirations, a clear vision of the next step in your career progression
Content
: A pathway structured into six interviews packed full of tests, including the Flow assessment
: Employees and managers struggling with an issue they hope to resolve
What to expect
: Deeper context-specific understanding of the issue, targeted qualification of the issue(s) in question and reflection on the root causes, pinpointing solutions to implement and long-term follow-up in order to tweak and anchor the solution(s)
Content
: One-on-one Flow assessment, four 1.5-hour interviews
: Diagnosing and identifying causes of stress and exhaustion (both individual and environmental), rolling out a custom-made action plan to replenish energy levels and establish a lasting, effective sense of balance, sharing tools tailored to the identified needs (such as time and stress management tools), back-to-work support for employees suffering from occupational exhaustion (burnout)
Content
: Seven 1.5-hour interviews + two three-way one-hour meetings
: A neutral safe space in which each individual is heard, support in resolving conflict based on a structured working method led by an impartial third-party mediator. The participants are responsible for resolving their conflict, which is dependent on their drive to make it happen.
Content
: One one-on-one interview with each employee + one to three face-to-face appointments to find a mutually-acceptable way of resolving the conflict
: Two conferences tailored to each audience, led by a burnout expert. Clear definitions to improve understanding of this condition, insights into how to spot its root causes and high-risk individuals, tools to assess exhaustion risk and take action ahead of time to protect yourself and others, a Q&A session
Content
: One 1.5-hour conference for employees, one two-hour conference for HR staff and managers
: Raised team awareness of the importance of understanding your own talents and how they are used, introductory reflective session on how to improve the way in which talents are used to the benefit of your team and yourself
Content
: One 1.5-hour conference for employees, one two-hour conference for HR staff and managers
: HR, managers, social and economic committee members, occupational stress contacts, watchdogs (designated contacts within a company)
What to expect
: Training to deepen understanding of burnout, learn how to identify employees at risk of exhaustion and to spot the signs of a burnout, learning what concrete action to take on root occupational causes, and how to support employees returning to the workplace. Session broken up into exercises with opportunities for the group to share experiences taken from the workplace with their peers.
: Three modules to improve understanding of burnout, insights into how to spot its root causes and high-risk individuals, tools to assess exhaustion risk and take action ahead of time to protect yourself and others
Content
: A two-hour online learning class, with unlimited access for a month following kick-off, featuring a combination of explanatory videos, learning tests, and the option of tracking employees' success rates
Pricing
: 1 unit
Wide-spread awareness of what burnout is and how to spot it
: Managing directors, HR directors, department directors
What to expect
: A decrease in burnout, a drop in difficulties experienced within teams, an increase in group performance, additional organisational agility, employees empowered to put their talents to work, improved use of human capital
Content
: Step 1: pilot with a team of five to 100 people — Step 2: drawing up a custom-made programme
Pricing
: Step 1 (pilot): from two units (depending on team size) — Step 2: from 10 units per year over three years (depending on ambitions and preferred working methods)
Commitment, performance and well-being within teams
