Tailor-made projects
services and modes of delivery

For special needs we work alongside clients as “temporary managers” to carry out exceptional projects such as events, selections, design and implementation of business channels, design and implementation of new organizational units.

We carry out high-impact coaching projects.

These are managerial development paths centered on empowering people, which have a major impact on the organization.

The path takes into account the needs of the business and the organization as well as those of the person: the change actions, referred to the person, all have a strong link to the organizational role and its outcome domains.

Impact on results is the starting point (goals) and simultaneously the ending point (as measurement of results) of the coaching journey.

Roles that have an organizational link to the person being coached (HR, direct boss, top management) are always involved in the paths.

Goals and outcome measures revolve around an Impact Matrix: a Return On Investment (ROI) is defined as the sum of the Roi of the results achieved by the person in his or her role, his or her team, the Organizational Unit to which he or she reports, and ultimately the company.

Traditional only because it is held in the classroom. But there is very little that is traditional.

Our training starts with the client’s business. It continually refers to facts, elements, data, customs, and actual patterns of customers. It all flows from the experience, from the essential contribution participants make to each other.

If we need to fix some concepts we do it in an engaging way: with a film, with an animation, through a short impactful reading. With a real case or live or filmed testimony. It is never trivial, not to be unnecessarily eccentric, but to be able to change attitudes, prejudices, and behaviors in practice.

We design and implement assessment projects for different purposes: assessment centers for selecting external or internal candidates to fill professional and managerial positions or to determine their potential. Development center as a starting point for skill development projects.

We use several methodologies all manageable by our software platform. Tests, more traditional activities such as in-basket or group dynamics, or innovative activities such as business simulation, automated in-basket, remote and recorded role playing. Different technologies are chosen with clients based on goals, constraints, participants and more.

Increasingly-especially for routes of a certain length-it is necessary to combine different technologies and methods in order to have a faster, more impactful, and more engaging result.

For these pathways, the backbone is usually a portal-our Stra-Le Academy platform or our clients’ platforms.

It often starts with a Development Center and combines innovative technologies such as classroom or distance simulations with high emotional impact methods: acting, other aggregating activities, sports.

Communities are formed and kept alive along the way with “social” systems in which everyone contributes to accomplishing tasks in the field and enhancing collective knowledge with personal contributions. The lecturer takes on the role of “moderator,” stimulating participation and marking out activities, times and results.

They are a summary of previous activities. They put together many activities.

These are usually important moments of a client who has decided to make major changes in their strategy and organization.

We first work on attitudes, values and culture. Often internal or external selections are needed with a precise and thorough measure of managerial skills new to the existing set-up.

Action is also taken on operational systems, which may relate to performance appraisal (performance management systems) rather than career paths, compensation or incentives for staff and networks.