Organisation coaching
In a perpetually evolving world and a context of crisis and uncertainty, organisations are confronted with
a multitude of increasingly complex and important challenges. Simple economic and performance criteria are
no longer enough – to survive, they must now be agile and always ready to learn. Coaching an organisation
involves helping it to find the internal resources and solutions to the organisational problems it has to
face.
The purpose of this support is to increase the organisation's autonomy, responsibility and knowledge of
itself. Organisation coaching requires a highly specialised architecture and coordination.
Led by a team of experienced coaches and consultants, the process involves intervening at different levels
of the organisation and supporting a strategic evolution, a managerial transition, a cultural
transformation and an organisational change.
Organisation coaching: for whom ?
The organisation is a complex system coordinated through organised subgroups (teams), themselves consisting
of individual elements (people), working to achieve a collective goal. Some people use the term meta-team.
It can constitute a company as a whole, a public authority, a trade union, a political party or an
association. Organisation coaching targets executives who want to support their entire organisation in their
collective transformation projects.
It often involves mobilising energies, overcoming resistance to change, uniting, empowering or creating a
new dynamic. Merger and acquisition projects, changes in culture, competition or share ownership and
activity diversification or refocusing plans are all examples of critical situations for organisations in
which coaching proves vital.
Organisation coaching: for whom ?
Supporting organisational transformations
Building together to support an ambition or a transition
Identifying parallel processes and resistance to change
Successfully implementing a strategic action
Developing the organisation's resilience and capacity to adapt
Practical methods
Since organisations tend to self-regulate, the task of the coach is to reveal the system to itself, helping it to see itself as it is and discover its strengths, weaknesses, obstacles and potential so that it can not only identify and implement its own responses but also continually generate options for change.
We rely on a global, systemic coaching approach and liaise with your steering committee to prepare and
specify jointly the specific support architecture based on an analysis of the needs expressed by the
organisation.
NWe provide a global service aiming to understand the whole collective in all its complexity and diversity,
with the determined goal of making all the systems within the organisation into committed players serving
the required evolution, transition or transformation.
After analysing the requirements in consultation with the steering committee, a contract is drafted for the
service (objectives/performance indicators/methods), which may include :
Coaching the CEO (strategic thinking)
Coaching the executive committee (decision-making processes)
Coaching managers (implementing operational change)
Coaching teams (maturity)
At the end of the service, a final evaluation of the support is carried out with the CEO and the executive committee to assess the results (both qualitative and quantitative) in relation to the objectives.