Leadership development.

 

  • Objective: strengthen Leadership, Ownership, and Communication skills

    Target Audience: Directors, Senior Directors, Managing Directors (MDs), Senior Managers (SMs), etc.

    Duration: 9 months

    Format: each participant selects 4 modules and 2 workshops facilitated by senior coaches

    Modules

    • The Strategic Leader

    • The Influential Leader

    • The Coaching Leader

    • The T-Shaped Leader

    • The Transformational Leader

    • The Charismatic Leader

    • The Impactful Leader

    Workshops

    • Co-development (Codev)

    • Co-coaching

    • Practice Analysis

    • Client Storytelling

    • Personal Branding

  • Objective:

    • Identify cognitive, emotional, and relational strategies under pressure

    • Use data to measure the gap between how I perceive myself and who I truly am (self-calibration)

    • Assess risk-taking behavior and emotional intelligence

    • Strengthen individual contribution within a team

    • Build both an individual and collective action plan

    Target audience:
    Executives, Executive Committees (Codir), and Extended Executive Committees

    Individual format:
    1 hour for the assessment + 1 hour for the debrief

    Collective format:
    1 hour for individual assessment + 1 full day debrief including 2 group workshops

    Tool:
    OMIND – a neurotechnology platform combining virtual reality (VR), serious games, and body sensors

  • Objective:

    • Formalize one’s leadership style in order to improve it

    • Strengthen the feedback culture

    • Align talent development strategy with business strategy

    • Make leaders accountable for their own development

    • Refine the appropriate executive posture

    Target audience:
    Executive Committee (Codir) and Extended Executive Committee

    Duration: 2 to 6 months

    Format:

    • 2-hour 360° debrief with a senior coach

    • 1-hour action plan development session (3 weeks after debrief)

    Tools: Qualintra, TMS, Talent Q, or custom solutions

  • Objective: Reinvent one’s Leadership

    Target audience: Senior Directors, Senior Managing Directors, Regional and Business Unit Heads

    Duration: 9 months

    Format:
    Each participant attends 4 group modules led by senior coaches, along with two individual coaching sessions (2 sessions of 2 hours each).

    Group modules

    Self:

    • Storytelling & Elevator pitch

    • Managing performance over time

    Team:

    • Strengthening personal leadership

    • Embracing collective intelligence

    Disruption:

    • Integrating disruption into your pitch

    • Reinventing yourself

    Influence:

    • Embracing the duty of influence

    • Structuring a blended communication strategy

  • Objective: Strengthen Leadership

    Target audience: Directors, Senior Directors, Managing Directors, etc.

    Duration: 1 year

    Format:
    Each participant selects 2 capsules from each of the 3 modules below:

    Module Be

    • Better self-awareness

    • Leadership & storytelling

    • Personal branding

    • Leader as coach

    Module Lead

    • Creating a culture of feedback

    • Driving engagement through motivation

    • Empowering others

    • Re-inspiring your teams

    Module Foster

    • Communicating an inspiring vision

    • From resilience to re-enchantment

    • Developing talent

    • Building communities of success

  • Objective: Strengthen women’s leadership

    • Identify ambitions, obstacles, and strengths; define a strategy for success

    • Develop assertiveness: learn to advocate for yourself and master communication tools to express your needs

    • Integrate personal branding strategies

    • Transform your leadership posture to collaborate effectively in a predominantly male power environment

    Target audience: Senior women managers, senior directors, Executive Committee members (Comex), Managing Directors, etc.

    Duration: 6 months

    Format:
    Each participant takes part in:

    • 3 full-day group modules every 2 months, led by senior coaches

    • A workshop on mentoring and network development

    • Two individual coaching sessions (2 sessions of 2 hours each)

  • Context: Implementation of masterclasses on Feedback for top managers and Talents in France and Europe.

    Objective: Develop and strengthen a culture of Feedback to support team development and engagement.

    Encourage giving and receiving regular, ongoing Feedback.

    Address retention challenges among populations with high expectations around Feedback.

    Target Audience: Top managers and Talents

    Duration: 12 months

    Format:

    Step 1:
    3-hour in-person training/support workshops with the manager and their team, cascaded across three hierarchical levels.

    • Why Feedback is important

    • Best practices for effective Feedback

    • Adapting Feedback in a multicultural environment

    Step 2:
    12 months later: 1-hour conference focusing on two specific Feedback topics:

    • “Practicing and accepting giving and receiving positive Feedback”

    • “The importance of Feedback in managing your career”

  • Carrefour strengthens the collective within one of its Executive Committees (Comex) in France.

    Context: arrival of a new CEO without prior retail expertise, leading a relatively young team tasked with accelerating growth.

    Objective: create a united, engaged Executive Committee that dares to act in service of accelerating business development.

    Duration: 18 months

    Format: individual coaching, collective coaching, organizational coaching, and 360° feedback.

  • Managing Exposure and Pressure for International Marketing Directors (DMI) at L’Oréal Paris

    Context: L’Oréal has always made talent development a strategic priority. Aware of the intense pressure and challenges faced by its DMIs, the company tasked Be and Lead with designing a development and resilience program to address these issues.

    Objective:

    • Foster connections among DMIs to break down silos between brands and specialties

    • Encourage self-care and team well-being

    • Build maturity in handling complexity

    • Prepare for the next career step

    Duration: each DMI participates in the program throughout their mandate, typically 3 years.

    Annual 6-month program including:

    • Two 1.5-day sessions spaced 3 months apart

    • Three individual coaching sessions

    • Seven cohorts

    Format: individual and group coaching, personality assessment tools, and selection of complementary coaches from within the company.

    Results: this strategic initiative has led to:

    • Improved stress management

    • Smoother hierarchical relationships

    • Enhanced cross-functional collaboration between brands and categories

    • Reduced turnover

  • Support for the Extended Executive Committee: Objective to Strengthen the Culture of Engagement and Ownership

    Context: due to the success of the Extended Executive Committee’s support with a 360-degree assessment in 2021 and 2022, senior management decided to continue this support by covering three hierarchical levels organized into five groups. The Executive Committee (Codir) was one of these five groups, with the others composed of senior managers from the provincial factory and the Paris headquarters, at N-1 and N-2 levels from the Codir.

    The support program began with a kickoff to communicate objectives, followed by four modules alternating between in-person and remote sessions over five months. In parallel, quizzes, videos, and articles were shared via a digital platform to prepare or reinforce key topics addressed during the sessions.

    Sub-objectives were:

    • Develop ownership of oneself and one’s team

    • Foster risk-taking, intrapreneurship, collaboration, and managerial courage

    • Improve daily team support

    • Strengthen the link between the production site and Paris

    Duration: 5 months

    Format: Collective coaching and training on the following themes:

    • Taking care of oneself to take care of others

    • Saying no with skill

    • Co-coaching

    • Nonviolent Communication

    • Executive Presence

    • Collective Intelligence

    • Team Branding

    These aimed to grow the internal culture and develop a shared vocabulary.

    Results:

    • Average program evaluation score: 3.4 out of 4

    • Average facilitation evaluation score: 3.8 out of 4

    The strategic initiative had a significant impact, including:

    • Smoother communication across the three hierarchical levels

    • Easier escalation of issues related to meetings

    • Strengthened ability to say no

    • Improved management of confrontations

    Additionally, it helped establish a common vocabulary, increase participant engagement, and reinforce the culture of collective intelligence within the organization.