Managers

"Our young managers lack confidence and are too reluctant to take important decisions. "I feel like I'm caught between the expectations of the field and the demands of management. "I was promoted to manager, but I was never really taught how to manage. "I want people to respect me as a manager, without becoming authoritarian or rigid. "I want to evolve, but I don't really know what direction to take. "Sometimes I wonder if what I do really has an impact.

What is coaching for managers?

Coaching for managers is individual support to strengthen leadership, communication and posture in a management role. It enables you to gain confidence, adopt the right managerial reflexes and make a real impact on your teams.

It takes the form of :

Regular one-to-one sessions spread over 3 to 6 months.
Psychometric assessment of emotional intelligence or behavioural and motivational preferences (DISC+, EQ-I). As required.
Powerful traditional coaching techniques (NLP, Transactional Analysis, Apter...).
Practical exercises and aids to promote awareness of each key skill

Some examples of themes

Evolence helps managers to :

Asserting your managerial stance correctly

Mobilising and empowering your teams

Managing difficult situations more effectively

Adopting clear and motivating managerial communication

Why Evolence?

Evolence places the pragmatism at the heart of its coaching culture. We use practical tools to turn your challenges into levers for measurable and sustainable performance.

Coaching anchored in reality

Proven tools for measurable results

A tailor-made, adaptable approach

A network of experts to open up your prospects

Your coaching with Evolence

Remote, physical or combined. The proposed framework is adjustable to your needs and priorities.

Scoping interview

Analysis of strategic needs, specific expectations and the overall framework of the request. Scoping interview with the manager or client.

Initial exchange

Echange initial (or rmeeting tripartite, if applicable) for precisto set the objectives, establish the framework support and validate the expectations.

Coaching contract

Formulation of a written contract, including development objectives, evaluation criteria and monitoring procedures. The content of the sessions remains strictly confidential and is not subject tono reporting to a third party.

Individual coaching sessions

Regular, personalised support, focused on the challenges faced by the coachee, with exercises, targeted psychometric tools (DISC+, EQ-i, etc.) and adjustments during the process if necessary.

Review and projection

A shared review of progress, a look back at the initial objectives, and a projection of the next steps in a spirit of consolidation.

Total duration : A coaching programme generally lasts 3 to 6 months.
Number of sessions : The programme comprises between 8 and 12 sessions, with an additional follow-up session scheduled 3 months after the end of the programme.
Duration of a session : The duration of each session is to be determined.
Frequency of sessions : It is recommended that sessions be spaced between one week and ten days apart, with a maximum of two weeks between each session.

Format: Sessions can take place by videoconference and/or face-to-face.
Location: Face-to-face sessions can take place at your workplace or at a neutral location that I can suggest.
Flexibility : It is entirely possible to alternate between face-to-face and videoconference sessions, depending on your preferences and availability.

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