Psychometrics
of Perception
and Subjectivity

Professional Coach - NLP Master Practitioner - Collective Intelligence Facilitator

What I particularly like about the approach is that it's dynamic and doesn't put people in boxes. Intelli7 sheds light on the way a person and/or team operates.

I use it on an individual basis, to help my clients unblock situations quickly and concretely, based on behaviors that may be limiting and/or overused.

My clients gain a better grasp of their own resources in a concrete way. The realizations are powerful and lead to rapid action.

To make my collective interventions more fun, I've co-constructed a card game based on the Intelli7 approach. It's a fast way to create links between individuals and to allow exchanges on the way each one works.

This is an opportunity to get them thinking about the impact of using these behavioral practices on the project, on their managerial posture, or to cope with change ... and to align themselves with the practices to co-construct an action plan. Exchanges are smoother and make it easier to understand the model.

Intelli7 is a real asset in my coaching, enabling me to better understand the functioning of the person or group I'm coaching, to create a rapid alliance and adapt my coaching style accordingly.

To discover the card game:
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My references:
Eurométropole Strasbourg, CESI, Grand Meuse Sud, C2T, adidas ...

Conseil en organisation et management

My expertise lies in structuring fast-growing SMEs. For the managers of these companies, it's all about proving oneself in order to survive. Everything moves very fast, and we can be confronted with poorly explained situations, often linked to human dysfunctions, which act as a brake on development.

In this type of context, the Intelli7 model, which is highly visual and easy for anyone to grasp without being an expert, enabled me to easily capture the attention of managers and get them to usefully reflect on the question of matching human resources to the company's needs: how do we know if we have the right man at the right place?

I've used Intelli7 in a variety of ways, but when it comes to structuring companies of this type, I'd like to mention two that have generally made a real difference.

The first consisted, through a better understanding of the behaviors sought, in limiting decisions calling on the garbage can model.

This often unsuccessful strategy leads to recruiting for high-level positions, without too much formality or discernment, a person from the immediate environment. When the scope of recruitment is broadened and the desired behaviors have been clearly identified, the company has a better chance of recruiting an employee who will effectively support its development strategy.

The second type of action was to help reposition certain employees who were unsuitable or suffering in their jobs.

With the help of coaching based on a profile, we can help people to better understand their preferred operating modes and thus find their place; particularly on the manager/expert axis.

This helps repair a number of mistakes often made right from the start of the company.