WORKPLACE INTERVENTIONS
When what is happening between people starts to get in the way of the work.
Some situations cannot be resolved by another procedure or another meeting.
When tensions, unspoken issues or cooperation difficulties take hold, it can become necessary to create a different space to understand what is happening and allow the work to move forward again.
Discuss your situation
WHEN TO INTERVENE?
When relationships begin to hinder collective work
An intervention can be useful when a team or organisation is facing:
persistent tensions;
open or underlying conflict;
communication or cooperation difficulties;
difficult relationships between business partners or executive committee members;
rapid growth that disrupts existing balances;
an acquisition, merger, succession or change of leadership;
a reorganisation;
difficulty implementing agreed objectives collectively;
a loss of trust or engagement;
stress, overload or exhaustion that weakens both people and working relationships.
The aim is not to create a workplace without disagreement.
It is to help people regain enough clarity and relational safety to speak, decide and work together constructively.
Each situation is approached as a whole, distinguishing relational, managerial and organisational dimensions in order to respond appropriately. The aim is not only to restore dialogue, but to change the ways of working that keep tensions in place.
HOW DOES AN INTERVENTION WORK?
A process grounded in the real situation
Understand
An initial conversation with the sponsor clarifies the situation, its history, the people involved and the expectations.
When relevant, individual conversations can complement this first assessment.
Work on the situation
The intervention may take the form of interviews, collective sessions, workshops or longer-term support.
We work from the concrete situations participants are experiencing, rather than from theoretical cases disconnected from their reality.
Make patterns visible
The work gradually helps identify what is maintaining the situation: misunderstandings, interpretations, unclear responsibilities, communication habits, unspoken issues or recurring relational patterns.
Create movement again
It then becomes possible to put words where dialogue had broken down, clarify responsibilities and build more suitable ways of working.
AN INDEPENDENT THIRD-PARTY STANCE
Restore dialogue where the situation has become stuck.
I do not come in to judge people or decide who has the right interpretation of the situation.
I create and hold a framework in which what could no longer be looked at or said can gradually be worked through.
This third-party position helps move beyond power struggles and put responsibility back at the centre: what is happening between us, what is each person contributing to the situation, and what could we do differently?
FORMATS
An intervention tailored to the context.
Each intervention is designed specifically for the situation after an initial assessment.
- Individual interviews
- Team work
- Business partners / Executive Committee
- Collective workshops
- One-off or longer-term support
In person or by video, depending on the situation.
GET IN TOUCH
Has a situation become tense within your organisation?
An initial conversation allows us to clarify the situation and assess the most relevant way to intervene.
Contact me