OPTIMISING ORGANISATIONS BY DEVELOPING PEOPLE
Our action is based on the simultaneous and interdependent consideration of the issues facing the coachee and those facing the organisation (project, values, managerial principles, etc.).
The goal of our action is to optimise the efficiency of the customer organisation. We support the development of the coachees’ potential and know-how, on the assumption that they possess all the resources required to play a role in the change, assuming that they want to.
Our individual coaching methods are based on better self-knowledge (modus operandi, values, beliefs, etc.) and the quest for meaning. The coachee progresses towards independence by experimenting with new behaviours and then establishing them in the long term.
Support for a complex job transfer in a demanding environment.
Help the coachees to read their established modus operandi and to develop their own strategies to achieve excellence.
Enable them to adopt different behavioural, managerial or cross-functional positions.
Help managers and executives to develop their aptitudes and behaviours, so that they optimise their impact and their performance as managers.
Adopt a managerial style that is suited to the needs and the maturity of the team (development of employee autonomy).
Develop leadership, impact, political sense, capacity to take decisions, etc.
Develop a capacity to manage conflicts or tension, to optimise a sense of priorities, etc.
Enable people to develop their energy and their own resources that allow them to overcome their behavioural or communications difficulties.
Help a supervisor or a manager to make their work more understandable, to communicate better about their successes and difficulties, to develop their faculty of conviction or adhesion, to justify their position, etc.
The Kenseo method
We consider the organisational, managerial or cultural context associated with the analysis.
This first phase comprises two sessions: an interview between the coach and the individual, then a three-way meeting that includes the manager and/or HR.
This process defines the measurement and monitoring indicators that assess the dynamics and the energy of the change, and the achievement of the targets set.
By taking a look at themselves and their modus operandi, the coachees can identify paths of improvement, build on their strengths and develop their own solutions.
The coachees can experiment with new behaviours to achieve their objectives on the basis of situations experienced at work, new concepts, well adapted methodologies and a broader vision.
In each session, a debrief and challenging questions enable the coachees to understand the positive benefits of their new behaviours.
This meeting offers the coachees the opportunity to describe the progress they have made during this period, their successes, their difficulties and any points to be improved in the future.
It offers the means to:
- measure the achievement of the objectives using the indicators defined at the start of the coaching programme,
- consolidate the post-coaching phase, in order to achieve durable progress,
- receive feedback from management,
- share the points that still need to be worked on with management.
& THE CHALLENGES FACING ORGANISATIONS
BETWEEN COACHES AND CONSULTANTS
Kenseo is one of the 19 Syntec Coaching-labelled companies in France.
« We successfully entrusted KENSEO with individual support and repositioning missions. It is the quality of the trust and alliance between the consultants and their coachees that makes all the difference. »
« We have called on KENSEO for our strategic recruitments for several years. And when I was offered the opportunity to be coached, KENSEO was the obvious choice. The few months of support I received were professionally decisive. It gave me the energy to change the game, raise awareness of false beliefs and overcome obstacles. To a great extent, I can thank the professionalism of my coach, his command of powerful tools, such as transactional analysis and, of course, his human approach for this success. »
the Kenseo HR process
For people and organisations