OSMOSEConsulting Request a call back

Method

We read the system, never the people.

The symptoms you see (disengagement, departures, silence in meetings) almost always come from the system: blurred decision paths, things left unsaid, overlapping roles. That is what we read, and that is why people talk.

Request a call backWhat is your situation?

Three stages

Read

Interviews, anonymous questionnaires, workshops.

Align

Debrief, ranked priorities, who carries what.

Transform

Support and re-measurement.

In a leadership transition

The manager first. Then the team.

1

What kind of manager you are

A mirror of your leadership style, one to one: how you decide, delegate, give feedback, hold up under pressure. It belongs to you and never goes to the company or the referrer.

2

What your team lives

The reading of the team and the system you inherit: confidential interviews, anonymous questionnaire, team workshop without you. Two sources of a different nature for every finding.

3

What you do with it

Your style set against what the team needs, then the 100-day Compass: three to five priorities, your rituals, the key people to secure. And the same measure at six months.

In a whole company. Human Blindspot reads from the leadership team to the front line: five blind spots, seven cross-checked tools, the clinical reading of the leadership team by a work psychologist. For an acquisition, a sale, a succession or a plan to deliver.

Request a call backOsmose Plein ImpactHuman Blindspot

The Osmose Management Radar

Six axes, sixty criteria, a maturity reading from 0 to 5.

  • Managerial clarity
  • Relational vitality
  • Handling of tensions
  • Ethical vigilance
  • Cross-team cooperation
  • Leadership
Managerial clarityRelational vitalityHandling of tensionsEthical vigilanceCross-team cooperationLeadership0 → 5
Shaped by multicultural teams

Twenty-five years leading in international houses (Guerlain, LVMH, L'Occitane, Puig), from Paris, Hong Kong, Brussels and Geneva, three working languages, teams where several cultures met. The method keeps two reflexes: never read a behaviour without its cultural context, and always check what "clear", "decided" or "frank" means in the team being read. The team questionnaire exists in French and English.

The foundations

Psychological safety (Edmondson), demands and recognition (Copenhagen Psychosocial Questionnaire, Karasek), bases of power (French and Raven), situational leadership. Recognised frameworks, carefully built items, and one rule: no conclusion from a single source.

What we are not

Not comfort coaching, not one more survey, not an assessment of people.

Take the Osmose TestRequest a call back

A transition is something you prepare.
Let's talk about yours, or the one you are supporting.

Request a call backGet the referrer pack

Leave your email or mobile number and the reason for your request: Aline gets back to you personally within 48 hours. A confidential first conversation, no commitment.