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.

Possible ways forward

  • 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

The Emerg-Et-Sens approach

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