Managers their teams want to follow
A short, turnkey format to develop your managers' stance: in two sessions, a clear read on how they lead and a concrete development plan.
The leadership pack reveals your manager's stance: how they communicate, how they handle disagreement, what carries them and what makes them vulnerable under pressure. Three cross-read profiles, then two coaching sessions to turn them into a real development plan.
3 cross-read profiles 2 coaching sessions 1 action plan
Who is this pack for?
A new role, a step up in responsibility, tensions in the team: managing means constantly working with your own way of operating and everyone else's.
A new manager stepping into the role, who wants to build their stance on solid ground.
An experienced manager who needs to evolve how they communicate and handle disagreement.
A leader who wants to better understand how they operate under tension and tough decisions.
A key contributor or high-potential you want to retain and grow into more responsibility.
For broader, longer-term support, see workplace coaching.
What it changes for your manager, and their team
- Your manager knows where their strengths and blind spots lie.
- Disagreements handled more calmly and more fairly.
- A stance that holds, even under pressure.
- A clearer, more confident, more engaged team.
3 profiles + 2 sessions + a summary
Three recognized, complementary profiles that shed light on your manager's stance from three angles: their behaviour, how they handle disagreement, and what motivates them. Then two coaching sessions to connect them and draw out a concrete action plan.
The 3 profiles
DISC: how they operate
Their behavioural and communication style across four dimensions (Dominance, Influence, Steadiness, Conscientiousness): their dominant profile, communication preferences, and how those around them perceive them.
Conflict handling: facing disagreement
Their reflexes when facing disagreement, across five modes (Thomas-Kilmann model): competing, collaborating, compromising, avoiding, accommodating. We spot the modes they favour and those they rarely use, to widen their room for manoeuvre when tension rises.
Drivers: what carries them
What sets them in motion: their main sources of motivation, the ones that fuel their energy and the ones that, once thwarted, make them vulnerable under pressure. A key to holding their stance over time.
The 2 coaching sessions
Session 1: Cross-reading
With your manager, we read their three profiles and, above all, what their crossing reveals: where their styles reinforce each other, where they create blind spots. They leave with a clear, nuanced picture of their stance, strengths and watch-points included.
Session 2: Development plan
We turn those bearings into a concrete plan: a few priority, achievable goals, actions to try in their day-to-day as a manager, and markers to track their progress.
+ A written summary capturing their three profiles, the cross-reading, and their development plan, which your manager keeps to move forward on their own after the pack.
What the crossing reveals
One profile alone says little. It's their crossing that lights up your managerial stance. A few examples:
- A results-driven profile that handles disagreement by competing: a real asset for assertiveness and decisions, with a watch-point around power dynamics and win-lose habits.
- A steadiness-oriented profile that tends to avoid conflict: valuable for preserving harmony, but with the risk of postponing confrontations the team needs.
- A highly analytical profile that retreats into process under tension: a strength of rigour, to balance so you don't cut yourself off from the human side of disagreement.
The profile each manager receives
The manager takes the DISC and receives their detailed individual profile, like this sample. The cross-reading of the three profiles is then built with them in session.
Sample with illustrative data. Each participant's profile reflects their own answers.
How it works
Quote and scoping
We scope the need and context. The quote is free and with no obligation.
The 3 profiles online
The manager takes the three profiles at their own pace, on the secure platform.
Cross-reading
First session: cross-reading of the profiles, strengths and watch-points.
Development plan
Second session: concrete goals and a written summary to keep.
Pricing
By quote, depending on context: one or several managers, session format, in person or remote. Free quote, no obligation.