Organizational coaching
Promoting your values

Promoting your values - 02/08/2010

Your organization possesses key vales that you want to display, disseminate and dynamize Your values: Leading by example. Ever since Collin's "Good to Great", a number of...
Improving cooperation within the organization

Improving cooperation within the organization - 02/08/2010

Developing collaboration between entities The quality of an organization is measured more and more in terms of the effectiveness of its interfaces with the other entities with which it works....
Coaching your organization during times of change

Coaching your organization during times of change - 02/08/2010

Customized coaching for your managers and leaders; an dynamic approach blending training, consulting and coaching. It is highly likely that your leaders will be called upon to manage a number of...
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Supporting and challenging your executive teams - Isabel BORNET - 20/08/2010

LIVE COACHING: live my manager’s life

Often mixed up with « life coaching » aka coaching in the personal life, live coaching is growing more popular for managers willing to take their practice to the next level. A coach is always limited. By time. By his ethics. By the coachee’s discourse. In traditional executive coaching, the coach only works indirectly with the reality expressed by the coached. The coach bases his analyses solely on his observations during the sessions and on the situations told by the coached. However some specific situations may demand highly efficient and responsive support. This makes it necessary to be able to question directly the facts told by the coached to help him more efficiently. Therefore in live coaching, not only does the coach plan sessions with his clients, he also takes part in crucial business moments of the manager’s life. The coach attends meetings and can...
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Let’s innovate, shall we?

Isabel BORNET - 06/08/2010
Let’s innovate, shall we?
A common mistake is to believe innovation is only about developing new products. But what top executives should really look at is the degree of “Business Innovation” in their organization. The concept behind “Business Innovation” comes down to one simple idea: the success of innovation should be measured by the value it adds to the customer. The first step to implement this is to act on MENTALITIES. Innovation can’t be spread throughout the company without the support of its members. Consequently companies should create a creation-friendly environment, enhancing innovating initiatives. The challenge is therefore about developing executive managers while fostering innovative leaders.
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Co-creating with your HR teams - Florence GAZEAU - 06/08/2010

Focusing your managers' development on your key business - Isabel BORNET - 29/07/2010

Mobilizing your teams, your champions and your key people - Florence GAZEAU - 06/08/2010

Managing diversity for a lasting performance

Managing diversity for a lasting performance
How to solve the equation of diversity? Diversity, what does it mean to you? Bane, Boon, Obligations? The official definition of diversity is...
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Accelerating the dissemination of best practices and stimulating cross-functional exchanges

Isabel BORNET - 30/07/2010
Accelerating the dissemination of best practices and stimulating cross-functional exchanges
The Vivacci coaching team recently met with a group of Human Resource Managers, Training Managers and Communication Managers in order to hear about the experience of their companies, all major groups, in disseminating good practices and developing cross-functional collaboration. Practice sharing is rarely spontaneously practised in these large organizations; each individual relies on others or on the "system" to disseminate good practices. Certain clients have tried to compile an inventory of best practices but with little success; selection of what is "best" has proved to be difficult owing to the overriding climate of in-house competition that tends to pollute the process and make people lose sight of the objective of mutual enrichment. At Vivacci we are experienced in facilitating the sharing of "good practices" and are able to propose organized practice exchange processes based on themes that are of...
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Management Development, HR Input and Support, Change Management and Executive Coaching