Executive Board - Evolution in jobs / Conflict management
In anticipation of a change of organization, envision the future by questioning the teams.
Audit of perceptions
Take note of the perceptions of a group of people so as to know their views, expectations and objections and in order to prepare for the future.
Individual and confidential interviews, board meetings to produce a report and seminars mobilizing all participants based on the audit for initial action that is part of the change.
Stepping in to manage conflicts
Listen to opinions, analyze a strategy and propose the most appropriate action to anticipate the conflict before it worsens.
Individual and confidential meetings with the persons involved in the conflict, diagnosis and recommendations on what to do: meeting, team meeting or mediation.
Team Assistance - Developing skills
To help a team adapting to a company's change of a strategy and set up a new process together
Your coach is a mirror of the team on three different levels: individual, group and company. It is because the team sees iteself in situation it feels the need to adapt and inplement its own solutions.
Your coach offers a methodology with thematic meeting, work sessions supervision and co-ordination points. For the global performance of the team there are two coaches working together.
Return of experience: A team coaching implemented in the banking sector in order to help teams switch from a client administrative management to a client business relation resulted in a sketchbook summarizing the process and the four keys of success (See tab on website).
Develop skills on interpersonal communications, management styles, time management, conflict management, team cohesion.
Short, operational modules ( 1 day: 80% practical, 20% theoretical, interactions of the group that works out its solutions).
Mediation - Managing conflicts
Mediation, is an ethical process of communication, structured by rules.
In a conflict, each person sticks to their own viewpoint without listening to the other person: "I don't see why he doesn't get it."
A third party - the mediator with training & license- can help two people to talk to one another. He is impartial, neutral and plays the role of catalyst to get the two protagonists to see a new way of perceiving the situation.
- Individual and confidential meetings with the persons involved in the conflict and agreement by the parties on the idea of mediation
- Mediation meeting(s) with the persons involved in the conflict and the mediator, lasting from 3 to 6 hours
Training in mediation techniques, learn lessons :
- Understanding, the steps of the process
- Develop new soft skills
- Putting themselves in the situation of mediation to understand the process and take full charge of it
Seminar on demand
Respect of "ethical rules for mediators"
Individual Development - Orientation / Management
- Answer a question
Am I suited to this post? My management style?...
My image in interviews? My sales approach.
- Help with orientation, know how to present yourself
Choice of sectors and jobs and/or with training.
- Define a professional project
1 to 3 projects, linked to the market, short term and 5/10 years.
- Make a mid-career report (from age 45)
Develop one's employability or think about a life project.
- Develop relational skills
at high-stakes moments, filling a position, changing
(organization, team, orientation, manager, place.)
Short modules, individual interviews (1 to 10 depending on the mission), 1 to 2 hours.
Coaching approach and projective tools.
Palette RH was founded in 2011
HR consulting- Project manager (11 years)
Headed projects involving change with consulting to company managers.
and team assistance in the evolution of jobs and management.
Development of individual skills and professionalization
Assistance with professional orientation (junior/senior)
Air transport - Human Ressources Manager (20 years)
Restructuring and crisis communications (PSE)
HR policy for administrative staff, cabin crews and technical staff
Management of commercial flight attendant staff
Legal expert by training - post-graduate business law 1975 and CAPA 1978 at Paris I
Post-graduate degree HR - IAE (Int'l MBA) Paris 2000
Coaching degree 2002 and Mediation degree 2010 at PARIS II
CMAP & CMFM licensed mediator, contract teacher DU Mediation program Paris II
Industry and services sector
Systemic approach to relationships (Palo Alto school) and paradoxical communication.
Global and perceptive method, in addition to analytical thought method. The systemic approach is interested in the context, the nature of the relationship and retroaction.
"There are no wrong answers, just ill-stated questions".
Highlighting perceptions with the maieutic method
Questioning as to the registers of thinking/feeling/imagination/action(coaching )
Use of projective tools
- Tests: MBTI certified in 2000, Success Insights in 2003, Process Com in 2005
(communications process used by NASA for astronauts evolving in a confined environment) RIASEC 2007 (professional and private centers of interest) Conflict Dynamics Profile CDP 201
Production of situational and relational sketches
Visual language in addition to verbal language. Memorizing assets with sketches in a seminar notebook.
"a drawing is worth 1,000 words"