For CHROs of growing mid-market companies. Turn your management line into performance coaching — re-engage, retain, and prove it to the Executive Committee. First conversation within 72 hours.
Engagement scores stall, key talent walks — and the cause is almost never the top. It sits in the quality of middle management. A manager who knows how to coach engages people, grows them, and keeps them. One who only knows how to report wears their teams down, quarter after quarter.
That is exactly where your mandate is decided. And exactly where most HR plans stop — for lack of a lever that acts on posture, not process.
The number-one move of CHROs who deliver in 2026: shifting their managers from control to coaching. We install that posture across an entire cohort of managers — not through top-down training, but through performance coaching, individual and collective, anchored in their day-to-day work.
Mapping of management stances (the Stance Compass) and an engagement baseline, team by team. We start from reality, not from a competency framework.
A cohort of managers: individual sessions plus group workshops built on the Fit to protocol. 90 days, with moves they can put into practice the following week.
Before-and-after measurement and a readout to the Executive Committee. Impact is shown — not narrated.
Your challenge is not only to act: it is to demonstrate impact to an executive committee that thinks in numbers. We build measurement in from the assessment stage, so that your next C-suite presentation rests on measured deltas, not intentions.
Move beyond the annual review into continuous conversation.
Give autonomy without losing control of the outcome.
Restore meaning and mastery, without perk inflation.
Spot the exhaustion of being held back before it reaches the breaking point.
Say what needs to be said — course correction, disagreement, departure.
Simple rituals that fit inside a packed week.
Transforming the management line is a change program that you carry — often alone, facing a C-suite that expects results. We also work on your own posture as CHRO: holding your ground in the trade-offs, embodying the change rather than enduring it, staying the course.
“Remarkable speed in responding to our needs, and great creativity in adapting strategically to what we asked for.”
“Ludovic combined an approach built on deep knowledge (of how the brain works) with a genuinely human one.”
You are committing your teams' trust and your organization's responsibility. The program is built to clear review by your legal department and your DPO without friction.
Not a pitch. An honest read of your management line and your engagement numbers — and a straight recommendation on what would move fastest. You leave with a point of view, whether we work together or not.
