Cédric

We advise on :
➲ Risk mapping : to reveal the true added value of HR within the business
➲ Organisational diagnostic for transitioning firms : define actions and how to implement them relying on the strengths of the organisation
➲ Team building : collaborative workshops targeting « know-how » and « know-how-to-be » to share a common vision and the DNA of the organisation
➲ Coaching of managers and middle-management : From being a CEO to become a conductor and foster the promotion of middle management.

We trained (situational diagnosis, training and implementation support) on:
➲ Managing priorities : to have a transverse vision of the organisation, from both a collective as well as an individual point of view.
➲ Skills review, yearly job performance review and monthly meeting : three key managerial skills to strengthen the pairing HR/ business and HR/ manager.
➲ The art to recruit and delegate : emphasize how important the dynamic within a group is by analysing the different delegation levels and synergies, such as how a new employee will fit in.

Three formulas :
➲ Imp’Act Flash : half a day to two days targeting an important / urgent managerial or organisational issue (training/ consulting)
➲ Imp’Act Global : actions on the operational side of your business and its development (shared time/ consulting)
➲ Imp’Act Premium : regular in situ interventions as well as a hotline (shared time/ consulting)
Let’s map together the range of solutions and the various dynamics within your organisation, relying on its strengths.

Contact me for an informal chat, I would love to speak with you about an organisational issue that you deem urgent.

"Nothing can be built without a diagnosis as accurate as possible, but above all, mostly accepted by all the stakeholders of the company!" Anthony Riboud

In other words:
✪ Soak up your environment and assess your impartiality before acting
✪ Involve the stakeholders impacted by your decisions: shareholders, top & middle management, staff, partners (business and trade unions), customers, suppliers.

The "Imp'Act" approach allows you to address urgent or important issues from a new perspective: by weighing your attitudes, actions and their direct, indirect and induced effects.
What are the impacts? Positive or negative, they are real. Is the content, or the style of the decision relevant?

Self-employed, I will be your contact throughout your evolution.

Corporate leader, in order to focus more on your business development, you need to:
✪ Increase your risk management control in emergency–like situations or through exponential growth
✪ Evaluate the cost of inaction to anticipate possible issues in case of a status quo
✪ Develop methods that promote staff’s autonomy

Examples of missions:
✪ Coaching Subsidiary managers’: Unlock individual talents and collective intelligence within the local organization as both are assets in complex situation with multiple actors;
✪ Implementation of a suitable operational mode: a contextualized approach tailored to the country or the region, the level of business development and local partners;
✪ Coaching Managers’: process analysis and activity’s valuation reflected in the collective and individual performance system adapted to the environment.

Contact me for a "diagnosis" call to assess the current situation within your organization.

Strategic analysis & change management
• Business sustainability analysis: Short and middle term vision strategy
• Implemented roadmap to design a new value proposition & architecture, enhance strategic alignment to ensure efficient implementation and consider CE’s specifities (human capital, stakeholders, environment).

Designed and facilitated the Continuous Improvement (CI) deployment strategy; led the transformation journey focussed on “waste management” and “5S” (workplace organization methodology).
Launched the plan in three key business units (as a test) : basic training (CI and lean) for 60 employees, codesign and implementation of short term CI projects (in Parts department, Component Rebuild Centres).
Ensured communication: quarterly management roll out plan implementation reviews, customer survey, open session, internal “fix-it” culture platform (CE and Caterpillar dealer network contents).
Developed people growth, key processes and procedures in support services (increased employee satisfaction): Human Resources (HR), Corportate Social Responsability (CSR), fleet, facilities and mentored the HR manager.

VINCI CONSTRUCTION subsidiary. Turnover: $260 M, 650 employees.
Managed the logistic department of a specific operation of $150 M & update logistic and security procedures including contract review.
Developed communication and support system to suppliers and management: weekly meetings, hotline, delivery plan, daily waste walk

Canadian exploration company with operations in Central Africa and West Africa.
Developed a successful performance management system (skills transfer, assessment, promotion) and a consistent database on SAGE payroll (including leave and manpower planning) to use for people management.
Designed and coordinated the negotiation of the collective agreement (successfully reviewed two years later).

Designed and implemented basic operating procedures (HR, finance, general administration, CSR, public relations) and developed an internal customer service oriented within the support services.

French international humanitarian volunteer organization established in 55 countries. Employees: 60 (volunteers: 800)
Implemented a transition management phase : develop projects portfolio (biodiversity, social and micro projects)
Recruited and mentored the national replacement (now in charge of several countries).

Designed and operate sustainable tourism projects with funds from bilateral or multilateral cooperation agencies.
Provide support to the local communities involved to develop and strengthen their abilities.