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These topics are available for individual and group sessions

My HR areas for improvement: being open to improving my HR policy based on the recommendations of an expert after an HR scan and proven.

Implement new HR practices: building and implement my personal action plan based on the recommendations of an HR expert

Reset – Refocus – Restart: aligning the energies, intentions and commitment of my employees in order to boost their focus and ability to deliver through difficult times.

Manage the professional orientation of my employees: discovering the authentic ambitions of my employees, guide their professional career in line with their talent and calling.

Recruitment: hiring based on the skills required and my corporate culture, taking into account the experience, values and potential of the candidates.

Emotional Intelligence: practicing emotional intelligence for meaningful conversations, relationships and enthusiasm, being able to dismantle unproductive feelings.

Assertiveness: knowing how to listen and express myself more authentically, recognize and counter malicious forms of communication in a nonviolent way to build mutual trust, knowing how to respect myself, respond peacefully but steadily to verbal aggression avoid tensions and conflicts.

Create a caring corporate culture: formalizing and live the values within my group, promote generosity and discourage hostile behaviour.

Stimulate collaboration within teams: promoting tolerance and altruism, lay the foundation for a winning collaboration for all, define the rules for teamwork and promote ethics within the group.

Dealing constructively with change: keeping teams in a positive frame of mind during a change in the organization, helping employees to adopt a new way of working realistically and with confidence.

Manage diversity: enjoying the richness of a diverse team, being able to overcome the barriers associated with misunderstandings between different individuals.

Managing intergenerational differences: understanding the drivers, boundaries and possibilities of each generation, knowing how to reconcile the interests of the organization and those of the generations to create harmonious and enriching relationships.

Managing conflicts: through mediation turning conflicts into a source of inspiration to function consensually.

Stress management: going back to the sources of negative stress and approach problems realistically, use the energy for the solution, close the energy leakages.

Making a diagnosis of the risks of burnout: the Maslach test for the symptoms of burnout

Implement measures to prevent burnout: applying a long-term burnout detection approach to anticipate and eliminate the factors that cause burnout within the organization.

Managing burnout cases in my organization: promoting an open dialogue with people who show the first symptoms of burnout and guiding them until their return after a long absence.