Support for individuals

Following a merger, strategic redeployment, setting up of a new site, implementation of a new integrated management system, a dismissal, etc.

• A new manager/executive taking over
• Questioning of a manager/executive's way of working and performance
• Need to develop new management skills
• Resistance to change
• Career transition
• Review of how well individual values fit with the corporate culture, etc.

• Develop leadership skills: decision-making, delegation, supporting the team, cooperation, and so forth  
• Increased motivation
• Link the things that make sense to the individual with the change taking place in the organisation
• Support for the change
• Develop a new career project

An understanding, perceptive and open-ended approach

Emerg-Et-Sens supports managers and executives in aspects like:

• Helping them to accept the change, take it on board and see the change as meaningful in relation to their personal values and career projects
• Facilitating communication with their teams in connection with the change
• Dealing with resistance within their teams
• Stimulating creativity by encouraging talented people on their teams
• Developing personally and developing fresh motivation

Change can trigger personal problems and relationship problems.

• Managing stress and at times conflicting emotions 
• Managing internal conflict among and with personnel
• Restoring self-confidence
• Working on the individual's behaviour and facilitating relationships with those around him/her
• Optimising communication so that it becomes more effective and subtle

Among other things, Emerg-Et-Sens uses the AEC Disc^®  Method as a tool for personal and professional development. 

Coaching as a form of assistance

Assisting the coachee in the search for solutions to new and/or problematical socioprofessional situations, while respecting his/her identity and autonomy. 

Supporting the individual's process of change in the search for consistency with his/her essential values.

• Building a relationship based on trust and developing genuine participation
• Establishing partnershipand mutual commitment between the coach and the coachee
• Making the coachee responsible for finding solutions  
• Deciding on the aims, establishing the framework and the expected results, managing the process
• Falling into step with the coachee and accommodating the content
• Accommodating and managing emotions
• Listening, analysing, questioning, restating
• Communicating in a direct and genuine way so that the coachee is encouraged to develop his/her thoughts  
• Putting the content supplied by the coachee into perspective, questioning it and creating surprises
• Opening up avenues for development, broadening areas of awareness
• Getting the coachee to act and monitoring his/her development and faithfulness to the original aims 
• Ensuring the coachee's autonomy with respect to the initial issue