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why do companies
need coaching?

« There is no point in defending yesterday’s world when

you can build tomorrow’s world. »

Peter Drucker

Companies are constantly transforming in a world that is becoming increasingly complex (economic pressure, technological challenges, short-term objectives, reorganisations, mergers and acquisitions, financial pressures).

So what do companies do?
For their survival and their development, they implement a number of internal transformation plans, projects that pile up one on top of the other, not forgetting sacrifices that induces for their employees.
However, according to experts and studies (see Gallup polling institute), 70% of the projects initiated within companies never come to fruition, or produce only poor results. And as a result, only 26% of employees are committed, and 9% are really motivated by their work, the others refusing to collaborate and losing the meaning of what they do.

The reality is that – in times of difficulty – companies often turn in on themselves, lacking the necessary hindsight and time to reflect, and become disillusioned, despite the colossal efforts put in place internally.

Several factors explain this:

  • • It is not innate to live and work together
  • • The power of the collective dimension is often underestimated
  • • Companies do not capitalize on their cultural assets, which is a precious resource for commitment and belonging
  • • It is impossible for managers to perceive their overall situation, to have a clear view of their resources, their systems, their dysfunctions, their grey areas, their blind spots
  • • The pressure and the permanent adaptation hinder and exhaust companies by putting in place too much control, piloting and permanent reporting which only make them more cumbersome and prevent them from doing their job.

This is why companies benefit from being accompanied by professionals who are experts in human communities, their functioning and their adaptation mechanisms. To take the necessary step aside, to reinvent themselves, to re-circulate life within the organisation, to reduce their conflicts or to make them useful, to bet on the long term, to restore meaning on an individual level, to focus on the collective dimension and the mechanisms of cooperation necessary to a successful and perennial transformation.

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