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Professional coach - Psychopratician - Trainer/consultant - Independent researcher

I have been using Intelli7 since 2015 as a professional coach serving professionals and individuals for issues of orientation, transition, installation, resolution of different types of problems, relational, or professional evolution.

The first benefit of intelli7 was to provide extremely precise objective elements that not only respected people's singularity but gave them the keys to understanding their own subjectivity. The effect of combining the subjective and the objective is always powerful and a source of promising deployment.

This was precisely the reason that led me to choose this tool from all those available on the market: respect for human complexity and singularity. After more than 5 years of use, I can say that this tool has lived up to all its promises and even exceeded my expectations. Indeed, I've been able to diversify my offering thanks to the tool's versatility.

The customers who have benefited from intelli7 have regularly confirmed its relevance in answering the questions they had. Indeed, many were struck by the value and power of the information that the balance sheet was able to bring to light very quickly.

I have the pleasure of recommending it without reservation to anyone who appreciates and values human beings in all their complexity and richness.

My references:
ICF, Emotional Intelligence Academy, Marshall Goldsmith Stakeholder centered coaching, Coaching with compassion, Dialogue Education Practitioner.

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.