of change projects do not reach their objectives (McKinsey)
of employees worldwide are not engaged at work (Gallup)
of HR managers consider that their organization is not ready for the future (Gartner)
Remotely or face-to-face, perfectly integrated into your existing programs and processes
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After extensive collaborative work, Chronopost has developed a new managerial charter, with values and a set of expected behaviors. Management wanted to deploy and anchor this new model in daily work, on all sites in France, while ensuring that everyone finds meaning and appropriates it with authenticity
The rapidly growing Axione company (Bouygues Group) recruits hundreds of people each year. The general management wishes to develop a culture of responsibility and safety at work - starting with all newcomers.
Faced with many changes, a director of the Air France group wishes to make each individual more responsible for their professional development project, to make them the number one player in their mobility.
Workforce reduction following a social plan => the CHSCT and the Site Management wish to re-mobilize the troops and allow each employee to look to the future in a positive and proactive way
months on average per pathway
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