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Coaching to evolve one’s attitude, mentoring to transmit the experience of a peer, co-development to mobilize the collective.
Three complementary forms of support to enable leaders and managers to strengthen their impact and take a step back.
At talenco, we combine individual, collective, and peer-to-peer mentoring, depending on your context and your objectives.
Since 2012, our senior consultants have been supporting leaders and managers with rigor and kindness. Former operational professionals certified in coaching, they are held to a strict code of ethics.
Managing a company exposes you to loneliness, pressure, and difficult decisions. Executive coaching provides a confidential space to take a step back, clarify your priorities, and evolve your approach. This self-improvement process benefits the entire organization.
Leading means deciding in uncertainty and complexity. Our executive coaching, provided by senior consultants, helps every leader to strengthen its leadership position, give it new meaning, better communicate its vision and encourage change.
Tailored support, sometimes based on our sOKRat management framework, to challenge established patterns and operate more agilely.
Our coaches respect a strict framework. They adopt a catalyzing stance, through listening, questioning, and feedback, without ever imposing a solution.
Available between sessions, they offer personal reflection exercises to extend the journey.
Held to absolute ethics and confidentiality, they do not produce any written reports.
Coaching adapts to the challenges faced by leaders and managers, especially for:
Let’s take a concrete example. For a SAIPOL manager, the challenge was to give meaning to the company’s ambition and to unite its employees. The talenco coaching focused on structuring ideas, taking external issues into account, developing listening skills, and ritualizing team meetings.
Each talenco accompaniment follows a clear and proven framework, designed to meet your specific needs and kept confidential. Three phases structure the journey, from the initial diagnosis to the shared assessment, to ensure precise objectives and measurable progress.
These three approaches complement each other. Individual coaching deepens a person’s perspective. Mentoring conveys the experience of a peer. Co-creation mobilizes the intelligence of a group. Depending on your needs, we combine these formats to provide truly tailored support.
Where the coach reveals, the mentor transmits. Mentoring puts a leader or manager in contact with an experienced peer, who shares their experiences, their landmarks, and their mistakes.
A valuable transmission for gaining height of view, securing a position, or lighting up a difficult decision.
Coaching can also be collective. Co-development brings together a group of peers (CODIR, COMEX, management teams…) to develop their collective functioning, improve interactions, strengthen cooperation, and clarify decision-making methods.
Team coaching works on the dynamics of the collective, whereas individual coaching works on the person’s posture.
A collective intelligence that sustainably instills new skills!
A session brings together eight participants for 90 minutes. It follows a structured process: presentation of the topic, clarification questions, exploration, then an action plan. Three roles rotate at each session: a client, consultants, and an facilitator, supervised by a talenco consultant.
Need to exchange ideas with our experts?
What is executive coaching?
It is an individual and confidential support. It helps a leader or manager to take a step back, evolve their attitude and achieve specific goals. The coach does not provide a solution: he or she creates the conditions for the person being supported to find their own.
What is the difference between coaching and mentoring?
The coach does not pass on his or her experience; instead, he or she helps the person find their own answers through questioning. The mentor, in turn, shares his or her own experience and established guidelines based on his or her own experience. Both approaches are complementary depending on the needs of the moment.
How many sessions does a talenco coaching session consist of?
The typical course of action involves eight 90-minute sessions, at least six of which are spread over several months. It begins with a diagnosis and ends with a shared assessment to measure the progress made and prepare for the next steps.
Is the content of the sessions kept confidential?
Absolutely. The coach is required to maintain strict confidentiality and does not produce any written report on the content of the sessions. Only the objectives and the framework are shared with the manager and the HR department; the content of the discussions is never disclosed.
Who are the coaches at talenco?
Senior consultants, former operational professionals certified in coaching. They adopt a catalyst role based on listening and questioning, and commit to adhering to strict ethical standards throughout the entire coaching process.
Do your coaches use specific tools?
When appropriate, we suggest using recognized self-awareness and leadership development tools: the Process Communication Model® (PCM), MBTI®, CliftonStrengths®, the DISC method, or 360° feedback.
What is co-development?
It is a form of collective coaching. A group of 8 pairs meets to help each other with real-life situations. In turn, each person presents a problem that the group explores and enriches. Co-creation is a powerful method for sustainably anchoring new skills.
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