Sharing our know-how to help our clients take the best possible decision in their professional environment is the purpose of our consulting operations for businesses and organizations.

We analyze the organization’s internal procedures with respect to its strategic objectives in association with its internal and external customers’ needs.

For strategic reflection and planning.
 

TARGET MARKET

Executive boards, general management, business unit managers.
 

DURATION

2 to 3 days
 

TRAINING OBJECTIVES

At the end of the workshop, participants will be able to:

• Analyze in depth the components of their company culture.
• Make use of their culture’s strong points and incorporate them into their strategic reflection.
• Define a motivating vision.
• Inventory their company’s key values and understand how these values can become motivational levers for their employees.
• Make a prospective analysis and determine some scenarios of change.

 

KEY TOPICS

• Situation analyses (SWOT, PEST, Porter).
• The declared values and the lived values of the company.
• The fundamental values that influence the company culture.
• Setting strategic objectives.
• Change and catastrophe scenarios.
• The wording of messages that carry meaning./li>
• Obtaining adhesion to the strategy.

 

Sharing our know-how to help our clients take the best possible decision in their professional environment is the purpose of our consulting operations for the businesses and organizations that give their trust to us.
 
We analyze the organization’s internal procedures with respect to its strategic objectives in association with its internal and external customers’ needs.
We then propose a concrete action plan with the goal of drawing the company closer to its objectives.
We collaborate with many specialists in all fields. We bring together a grouping of skills in order to guarantee tangible results from the consulting process.
 

INTERVENTION SECTORS:

• Organizational development..
• Human resources development, counselling on succession planning and setting up indicators for HR service quality in the company.
• Performance evaluation systems: installing the concept throughout the company, building the tool, writing the guides, monitoring and assessing the evaluation procedure over a two-year period.
• Training development: implementing a training course for company executives and their succession, setting up complete turnkey training systems: creating the training concept, building a long-term training plan, making a catalogue, helping to manage the company’s training requirements.