How to transform the legal constraints related to psychosocial risks into opportunities?

Occupational risks are real
50% of sick leave illnesses are related to.
Psychosocial risks must be managed in the same way as other occupational risks especially knowing that changes have a significant impact on the health of employees.

Legal constraints are more and more severe
Since many years, constraints on work health conditions have been reinforced. Many companies are dedicating budgets to psychosocial risk assessments.
These investments should also contribute to the objectives of the company in terms of sustainable performance.

Well-being at work contributes to sustainable performance
We offer assessments and action plans that contribute to the company’s projects. Our approach favors the prevention of psychosocial risks through the improvement of the Quality of Work Life (QWL), a path reconciling well-being at work and sustainable performance.


Surveys to assess well-being at work, stress and motivation
+ Quantitative surveys through questionnaires
+ Qualitative surveys: group and/or individual interviews
+ Working groups, focus groups
Diagnoses for teams expressing difficulties
+ Qualitative individual or group interviews
+ Working groups
+ Managerial advice


+ Using scientifically validated questionnaires and methodologies
+ Offering a pragmatic approach: we take into account the company’s context and provide realistic recommendations, practical and concrete solutions
+ Proposing solutions on 3 levels: the work organization, the management, the individual
+ Delivering 3 types of recommendations on the prevention of psychosocial risks : primary, secondary, and tertiary prevention
+ Relying on our expertise of managerial and organizational consulting
+ Advising best practices from experiences in France and abroad


Training based on positive psychology

Positive psychology studies optimal human functioning and demonstrates that it is possible for each individual to increase his/her level of well-being. The Be Positive! Training programs facilitate the understanding of the mechanisms involved, and invites to explore their main components.

In an ever-changing and complex world, strengthening individual and collective resilience is essential! Constant change makes it necessary to adapt, to bounce back, to find meaning and to rely on one’s strengths.

Taking into account the human dimension to manage successul changes
We help managers and employees to understand the process of change giving them practical tools to cope better with organizational changes.


The Be Positive training programs

Positive psychology and mindfulness as a resource for professional development:

+ Developing resilience

+ Developing « Transform’Actors

+ Be Magic


+ Offering a customized approach
+ Ensuring a qualified team consisting of experienced professionals in management
+ Transmitting simple tools that foster a positive attitude
+ Proposing innovative formats: interactive conferences, workshops, sessions of successive short modules, individual coaching follow-ups
+ Relying on our experiences with different kind of participants : leaders, managers, HR professionals and health related professionals


Why consider guidance during difficult situations?

Crisis and challenges are unavoidable, they can strengthen us when they are well dealt with and overcome. Yet managers and HR professionals are not always well equipped to cope with crisis situations.

Transformation is about learning from difficulties
Learning from crisis so that they did not take place in vain, is a major stake for a truly comprehensive approach to prevention.
Good crisis management must be able to reduce the risk factors of the company and strengthen the capacity of health related professionals to manage difficult situations in the future.

Strengthening individual and collective resilience
We are convinced that it is very useful to offer guidance and simple tools in order to learn from difficult situations, to cope better with life’s challenges and bounce back.


A complete process of “crisis management”:
+ Assessment of the situation
+ Roll out of employee assistance program (EAP) / Psychological support helpline
+ Psychologists available on-site
+ Assistance and advice to managers and to HR professionals


+ Ensuring a reactive and structured approach
+ Providing to leaders, managers and HR professionals with coaching and consulting that takes into account the human impacts of sensitive situations, analyzing and deciding on the right actions to implement and helping them to manage their own stress
+ Guiding employees struggling with difficulties by offering the most appropriate tools
+ Taking into account all of the stakeholders involved
+ Helping leaders manage communications
+ Completing a “post analysis” to promote continuous improvement in terms of prevention.


Why opt for the Appreciative Inquiry method ?

Because it is the art of asking unconditional positive questions that stimulates the system in order to develop its full potential. It is an energising approach, resolutely pointed in a positive direction, building from successes, bridging the “ground” and the “summit”, allowing for a solid participation, nurturing a positive dialogue, stimulating vision and creativity, and accelerating positive changes.

As a practical approach, it is the conscious and recognised choice to focus the attention on what contributes to nurture energy in a company.
As a process, it is the discovery of what a system can do when it is at its “best” from a productivity and human standpoint. This is an inclusive process inviting everyone in the creation of motivating and efficient work organisations.
We propose a revitalising method in order to conduct transformations starting from the successes and the strengths of each person, to bring out the best from the past and the present, to look to the future with confidence.


+ Cohesion of teams, working groups, executive committees
+ Company conventions and seminars
+ Animation of specific projects: Well-being at work, Happiness at work, Work organisation, Development of management and leadership teams, Company culture, Innovation…


+ The definition of an attractive and stimulating project for a group (company or team)
+ A highly participative method : 2 on 2 interviews, discussions in small groups, results communicated to everyone
+ Search of the successes, the building blocks, the resources, the motivations on a specific topic
+ A focus on positive energy, on what is nurturing collective energy
+ A focus on action and results


Why Coaching is a powerful facilitator of change?

The human factor is key when taking people through change.
The coach is an external partner to managers who can help them break their isolation, and better conduct change.

The first resource for the manager is his or herself
Know yourself well, identify your strengths and weaknesses… supervising a team is a real opportunity to learn about the complexity of human beings and one’s self. The relational and emotional capabilities of each manager will make the difference.

Developing resilience
Change also creates an opportunity to adapt one’s self, to find new resource, to bounce back and to foster individual and collective resilience.


+ Individual and team coaching
Coaching resilience in difficult context :
Context: Company experiencing significant change (restructuring, redundancy plan, teams in conflicts, deterioration of the work atmosphere, managers under stress, risk of burn-out.
Objectives: To guide the change in a difficult context, manage stress and emotions, prevent burn-out, manage conflicts.

+ Development coaching
Context: Team that needs to renew its vision, generate new ways of working, newly incorporated team, arrival of a new manager, responsibility of a new project.
Objective : share a common vision, unite around a project, improve the overall efficiency of the group, better communicate inside and outside of the team.


+ Analyze the needs and propose the coach adapted to the specificities of the mission
+ Ensure the professionalism of the team: Supervised and trained coaches with corporate management experience
+ Establish a three-way contract where the coach, the coachee and the company agree on objectives and complete a post assignment review
+ Guarantee total confidentiality of the content of the sessions
+ Act with respect for the company balance and the managers coached