The dynamic
of know-how
and behavior
reveals our ability to adapt

Certified NLP and Coaching Master Teacher - Professional Coach - Coach Supervisor - Relationship Consultant

As an NLP and Coaching teacher, I've been using Intelli7 since 2008 in NLP and Coaching certification training courses as a tool for exploring the unconscious.

Intelli7 awakens unconscious Intelligences and activates spectacular realizations that take the learner out of their automatic mode of operation.

Intelli7 is in this sense a powerful awakening tool that has no equal on the market.

It also enables the learner or coachee to become an actor of change, and to monitor the evolution and blossoming of these intelligences over time by analyzing gaps at each learning level.

As a Coach and Consultant in human relations, Intelli7 is for my clients a model for understanding human complexity.

It offers a practical framework for Human Management by objectifying the implicit interaction processes that underpin individual and collective efficiency.

My references:
TOTAL Energies - APTIV - ENDA IA - DPKO (ONU) - MAZAR - USAID - ORANGE TUNISIE - ALUMINIUM DU MAROC - COCA COLA - VIVO ENERGY - ATTIJARI BANK

Collective Intelligence facilitator, trainer, supervisor

Training

I've been using intelli7 since 2014 in individual and group coaching, and I appreciate the many possibilities of the approach and the very open notion of Dynamics.

Using the behavioral preferences of individuals and those of the group, I enable everyone to objectify their talents within the group's working framework. These insights reveal to the group people in comfort zones, under-utilized talents, over-adapted people as well as collective avoidances.

This also enables people to quickly regulate their relationships within the group. It provides an objective framework for expressing preferences, communicating better in the other person's world, asking the right questions and avoiding misunderstandings that are often mis-expressed.

This twofold work on relationships and preferences within the group ensures that the group's dynamics are set in motion in a very short space of time. It greatly facilitates training work, which can then be targeted to unblock energy, and encourage setting in motion.

Managerial assessment

The managerial assessment enables experienced managers in career development to refine, reposition and confirm their professional project by objectifying behavioral competencies in addition to the technical skills dealt with elsewhere (skills assessment, for example).

In this assessment, people are asked to define their own management style. They build on their behavioral preferences and can better contextualize their Soft Skills.

In peer groups, people can discuss their behaviors and become aware of different ways of reacting in a given situation by sharing on the effects.

Then they are led to work on the perception of the most suitable behaviors for one or more envisaged positions. These perceptions are compared with the perceptions of a panel chosen by them, made up of hierarchical superiors, HR, colleagues, ...

The comparison of their behavioral preferences and perceptions of the positions naturally creates a framework of contrasts which, after analysis, enables the implementation of an adapted action plan.

My references:
INRA, CNRS, university, Valimovia (real estate), STI, city of Marseille, CD13