EXECUTIVE COACHING
As executives navigate their way through turbulent decision-making and intricate situations, they may find themselves feeling isolated or unaware of certain contextual nuances and of their own behaviors.
Acting as trusted sparring partner, I offer personalized guidance, tailored to address individual challenges and aspirations.
Coaching is more than an academic exercise—it's a profound voyage into self-awareness. This transformative journey is built on a foundation of active listening, probing questions, and reflective exploration, which I employ to ignite self-discovery and heightened awareness within my clients.
However, coaching is not just a process of introspection—it's a catalyst for tangible change. Clients embark on a concrete path, where they tackle obstacles head-on, realize their objectives, uncovering and comprehending the nuances of the challenges they face, opening fresh perspectives, ideas, solutions, and action plans.
Becoming more effective leaders and managers, my clients become invaluable contributors to the success of their organizations.
MULTI-DIMENSIONAL APPROACH
SYSTEMS PSYCHODYNAMIC PERSPECTIVE
Person
Vision. Values. Competencies. Management style. Relationship to authority. Leadership. Handling of stress. Ability to change. Motivation. Behavior. Background. Age. Gender. Education and training. Communication style and methods. Self-confidence. Cognitive bias. And more...
Role
Onboarding and going from one role to the next. Specialist, manager or leader. Being a team member. Taking initiatives. Being autonomous or a lone wolf. Decision maker or adviser. Message conveyor, in which way. Cleaning the mess or developing. Training and supporting team and peers. Getting things right. And more...
Organization
Big or small. Head-office or subsidiary. Reporting lines, above and below. Team of specialists or of various functions. Multi-layered or lean. Local or multi-national. Changing organization or stability. And more...
Context
Restructuring or growing. Profitable or loss-making. Priorities. New vs. experienced management. Emergency, crisis or quiet pace. Strong competition or blue ocean market position. Driven by technology, cost, volume or margin. Changing world, how and how fast. And more...
Culture
Corporate culture: Listed, private-equity or family-owned company. Multinational, local or regional. Open or closed to mid-career new comers. Experts or generalists. Seniority. Compensation and rewards policies. Promotions. Sales, marketing, services, manufacturing or finance driven. Work life balance. Diversity and inclusion. Leader’s charisma. And more…
Working with different cultures (French, Western, Japanese, Asian, North and South American...), which have different approaches to: Communication, performance and feedback, persuasion, leadership, hierarchy and power, decision making, trust, agreeing, perception of time. And more...
MULTI-DIMENSIONAL APPROACH
We focus, with a proportion that varies for each person, situation, and session, on understanding who the coachee is as a Person, which Role has been assigned to them and how they play it (in perspective with the role of others), in which type of Organization, putting all aspects into Context, including Culture.
It is a Systems-psychodynamic approach; it considers the various elements that constitute a “system”, and puts them into dynamics and perspective:
ME AS A COACH
Having lived in 4 countries (France, Japan, Brazil and the UK), I have worked 35 years in executive positions, among which 15 years as CEO of various entities, different in size and complexity, in B to B and B to C sectors of activity (see biography).
To become an Executive Coach, I graduated from the INSEAD Coaching Certificate program, which I chose for its reputation of excellence, high-level business focus, and unparalleled diversity of students and trainers who have now become a precious network of fellow coaches with whom to exchange ideas and best practices.
I believe my experience in the corporate world helps me understand the professional context and difficulties of the Coachee, her/his objectives, as well as the objectives of the organization to which he/she belongs to and also, when useful, put things into perspective in terms of strategy, organization and operations.
More specifically, I have worked over the last 20 years in Japan and with colleagues and partners in most Asian countries, acting as a bridge between the French head-office and the Japanese and Asian subsidiaries. Appropriate questioning and insight will be brought into the coaching sessions whenever relevant because of the local cultural context. This will particularly make sense for French/Western executives working in Asia/Japan, or for Asian/Japanese executives working in a Western organization.
