Tailor-made workshops and seminars

We’re here to support you, offering solutions customised just for you!

  • Location
    Wherever you like

  • Duration
    Varies, depending on your needs

  • Price
    On request

  • Languages




One of our commitments is to “promote pragmatic, tailor-made and meaningful facilitation”.  We believe that working with our clients to develop strategies ensures that they are relevant to their needs and background whilst being adapted to their constraints.

Facilitation always involves 4 steps: planning, designing, implementing and monitoring. Our clients play key roles in each step.


This is the most important step in the process, and as the name indicates, this is when we devise a plan. We first consider the client: their background, challenges, objectives and expected results. We often need to identify any stakeholders involved, too. We then trial this plan with a representative group of participants, allowing us to identify their expectations and any constraints and potential obstacles. The success of the entire process hinges on this first step.


Once we have a clear vision of the project, we then work together to design the key steps for the group to achieve its objectives. There are 3 main reasons to involve participants at this stage: to mobilise the group, encourage collaboration and refine our approach by tailoring it to their concerns, aspirations and constraints.


The facilitator (or facilitators) puts the agreed plan into action while keeping the group focused on its objective. Depending on the scale of the plan or group of participants, the facilitator may bring in a few of your trained employees to help the participants understand the task at hand. These future facilitators will help to drive the process forward and demonstrate the importance of active participation.


Miracles take time and won’t happen if the facilitation practices learnt are not followed-up. Group dynamics and commitment inevitably peter out, and so we are vigilant in ensuring this doesn’t happen. We want to empower our clients to develop collaboration within their organisation. Beyond post-facilitation monitoring, which can take several forms (delayed feedback, activity monitoring, group coaching, training, etc.), we put tools in place that will allow them to repeat the experience independently.

We try to observe the following principles wherever possible to generate maximum involvement and engagement throughout the process:

  1. Encourage maximum participation with the client’s teams
  2. Identify the main parties affected by the topic at hand, and involve their representatives in the decision-making process as early as possible
  3. Co-create the process on the basis of our suggestions, but in consideration of your limitations
  4. Obtain commitments to successfully manage the outcome

Who's it for?

For organisations who want to make their collaborations more people-centric, and more fulfilling for those who contribute to their success, and ultimately, be better prepared for future challenges.

What's it for ?

Because facilitation is a soft approach to organisational transformation.

High-profile French leaders were interviewed as part of a French study presented in the book “Le dirigeant du troisième millénaire” (The Director of the Third Millennium), all of whom underlined the need to:

  • introduce more collaboration and collective intelligence
  • value diversity
  • help everyone discover their strengths and forge their own career path.

There is an awareness – what’s lacking is concrete action at each level of the organisation to support this. And so, facilitation can also prove useful in prompting organisations to take action.

Facilitation is a quick and organic process. The methods used can reveal the participants’ full potential and encourage engagement for collective progress. The repetition of facilitation activities within an organisation will without doubt give rise to innovation through group participation. In other words, facilitation helps generate what management guru Gary Hamel refers to as management innovation.

How? By developing autonomy, by giving meaning, by stimulating creativity, by believing in the group, by giving each person a voice, by emphasising skills rather than qualifications, by allowing free expression & respectful disagreement, by encouraging enthusiastic ideas, etc.

Jean-Philippe Pourpard


Laurence Cillaire


Simon Wilson


Interested ?