The company, having overcome the challenges of Covid, is now experiencing strong growth driven by diversification through external and international acquisitions, a rapid increase in headcount (+200% in two years), and ambitious projects supported by an LBO. These transformations require new management approaches, improved delegation in a multicultural context, and the creation of a shared vision to unite teams and increase agility in the face of future challenges.

A 9-month coaching program was implemented to work on the organization’s purpose, strategy, operating principles, and individual preferences to be considered when defining shared team norms. The program also addressed how to manage disagreements by empowering team members to find group-beneficial solutions without systematically escalating to the CEO.

The result: a team with improved communication, letting go of personal conflicts for the benefit of the organization, stronger accountability through alignment on goals, and a growing culture of collaboration and performance spreading throughout the company.

This company was facing a weakening of its product-market fit, silos within the leadership team between “old” and “new” members, and an inefficient organizational structure, all of which were slowing down decision-making and reducing agility.

A thorough diagnostic was followed by a series of workshops using the EOS/Traction method to clarify objectives, structure collaboration, and implement performance tracking tools — with a strong focus on creating safe spaces for expressing underlying distrust and clarifying individual intentions.

The result: measurable improvement in communication and trust within the leadership team, clear priorities supported by aligned KPIs, and greater effectiveness through accountability mechanisms — boosting the company’s agility in a fast-moving market.

This company was undergoing a leadership transition following the departure of two partners, experiencing tensions related to the launch of a new product, communication issues between certain team members, and early signs of declining engagement.

A 7-month team coaching program was implemented, including an initial diagnostic, workshops on vision, SMART objectives, Team Canvas, MBTI profiles, and—most importantly—feedback sessions to identify potential reflections between their workshop dynamics and day-to-day collaboration.

The outcome: a measurable improvement in trust and communication within the team, reduced tensions, and a renewed focus on key priorities, with team satisfaction increasing by 20% according to an internal survey.