Leaders who know where they want to go, with a leadership team that moves forward together.
Your company has changed. So have the stakes.
The strategy is there, the talent is there, and everyone works hard. Yet some decisions take far too long, disagreements move into the corridors, and you know your organisation can do better.
I help leaders understand what is really holding their organisation back, and get their leadership team moving again.
The problem to solve is not always the one you think.
A disagreement between two directors may be a personal issue.
It may also point to unclear governance, a vision that is not truly shared, roles that have become blurred, or priorities that pull in opposite directions.
That is how a team of capable people can become a leadership team that makes poor decisions.
This is exactly where I come in.
“We all agree on the strategy. Yet everyone goes off in their own direction.”
The issue is probably no longer the strategy itself.
“Our meetings drag on. The real conversations happen afterwards.”
When disagreements can no longer be dealt with openly, what goes unsaid starts running the team.
“I have excellent directors. And yet I still end up settling every decision.”
This is no longer just about individual skills. It is about how the team works together, and about governance.
“We have grown. The way we work, much less so.”
What makes a company succeed with 30 people is not always enough with 100, 300 or 500.
Before changing people, look at the system.
I work with three complementary levels of insight.
See the organisation
The Systemic Resonance Model (MRS®) examines the components that actually make an organisation work.
Read the relationships
The Karpman Drama Triangle reveals the relational patterns that turn a useful disagreement into conflict, avoidance, rescuing or helplessness.
Understand the people
The Process Communication Model® and the Short Cut Map show how each person perceives, communicates, decides and reacts under stress.
See the system. Read the relationships. Understand the people.
Working on these three levels avoids quick fixes to poorly diagnosed problems.
Does this sound familiar?
What leaders tell me most often in a first conversation.
“My leadership team doesn’t share the same vision.”
A diagnosis of your organisation and an executive retreat to realign Vision, Governance and Relationships.
Systemic Resonance Model
Learn more“Unspoken tensions wear the team down. Meetings go round in circles.”
Spot the relational and power games that block progress, and build reflexes to step out of them.
Karpman Drama Triangle
Learn more“My managers don’t understand each other.”
Learn to read personalities and adapt the way you communicate with each person.
Short Cut Map and Process Communication
Learn more“I can see stress taking hold of my teams.”
Turn stress and emotions into useful energy to move forward.
Emotional intelligence
Learn moreHow is your company really doing?
Nine statements on the Vision, Meaning and Plan of your Project. Instant result: your three strengths, the point to watch and an idea for action.
They have trusted me
An executive committee that draws on its differences to deliver its strategic plan.
“Humour, professionalism and genuine care are his hallmarks.”
Jean-Marie Jacquet
Chairman, Euclide Industrie
High-performing leadership teams and successful senior hires.
“More than 20 years working with Jérôme on my leadership team and my senior executive recruitment.”
Bodil Sonesson
CEO, Fagerhult
A crisis overcome, and a delicate change carried through with the teams.
“His interventions never leave anyone indifferent.”
Loïc Laree
Director, Disney’s Hotels – Nature Division
30 years
supporting leaders
800+
certified trainers
7
published books
Qualiopi
French national quality certification
“I recommend his seminars most warmly.”
Stephen B. Karpman, creator of the Drama Triangle
“I recommend his seminars and his coaching.”
Taibi Kahler, author of the Process Communication Model®
Talks for senior leaders · Topics that make leaders think
Why don’t four excellent directors always make a great leadership team?
Is the person really the problem?
The nine conversations a leadership team must have before it is too late
How I work
Step 1 · Discover
A 30-minute call
Free and with no commitment, to understand your situation and what is at stake.
Step 2 · Understand
A diagnosis
A clear picture of what works and what is holding your organisation back.
Step 3 · Act
Tailored support
An executive retreat, training for your teams or coaching, depending on what you need.
About me
For thirty years, I have worked with leaders and leadership teams in France and internationally. Trained and recommended by Stephen Karpman and Taibi Kahler, I have certified more than 800 trainers and published seven books.
I work in English and in French, on site or remotely.
Read my portrait
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