DEEP CHANGE PSYCHO-LOGICAL SAFETY®

Psychological safety is the fundamental condition that allows teams to learn, innovate, and collaborate effectively.

What does the say
researching

Psychological safety is the result of behaviors that can be modelled and trainable.

This collective resource is nourished by individual behaviors and directly correlated to a series of key performance and quality of life at work indicators.

of innovation

Because it allows individuals to take interpersonal risks (Interpersonal Risk-Taking), psychological safety Unleash creativity by eliminating the fear of negative consequences.

Of turnover

By providing a sense of stability and clarity (Identity and Clarity in Context of Team), she reinforces the commitment of employees to their team and to their organization. → Mechanism : Individuals who feel secure in their role.

Of a sense of belonging

Thanks to mutual trust and respect (Mutual Trust/Respect), she creates an environment where everyone feels included and valued.

Of inclusion

By guaranteeing organizational and structural support (Organizational/Structural Support), she allows all employees, including minorities, to express themselves without fear.

of trust and respect

By combining caring leadership (Supportive Leadership) and a climate of mutual respect (Mutual Trust/Respect), she Establishing a culture of transparency and constructive feedback.

Format

A scientific, structured and measurable journey.

The program

Invest in this program to measure and develop the agility and resilience of your employees, a scientifically validated lever for transforming change management and business performance. Our approach is based on a rigorous and empirically validated scale (reliability: α = 0.80 for agility and α = 0.85 for resilience), designed by experts in industrial and organizational psychology.

In prevention or reaction

Depending on your organizational context, activate this program in a proactive or curative mode.

Pragmatic

We develop this behavioral and relational competence at the heart of the action, for an immediate impact.

Measurable

We model this skill at the beginning and at the end of the program to measure its real impact.

Individual or collective

This development program can be deployed at the level of an individual, a team and an organization.

Tailor-made

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Scientific foundations

For whom?

A skill useful to everyone

Sustainable performance and innovation

Psychological safety is the driver of organizational excellence. By allowing your talents to express bold ideas without fear, you promote innovation and avoid costly strategic mistakes linked to silence. Transform trust into a driver of growth and sustainability for your business.

Collective intelligence and the right to make mistakes

Unleash the potential of your team! A climate of psychological safety allows everyone to take interpersonal risks and share their doubts. You reduce the unsaid, accelerate collective learning, and build a cohesive team that can solve complex problems with agility and proactivity.

Mental health and real inclusion

Psychological safety is the ultimate bulwark against burnout. By ensuring an environment where everyone feels supported and respected in their uniqueness, you reduce the stress associated with social interactions. Sustainably improve quality of life by placing emotional safety at the heart of your culture.

Talent Retention and Learning Culture

Attract and retain talent through a culture of measurable trust. Psychological safety is a prerequisite for the development of skills and commitment. Use this scientifically validated construct to transform your leadership paths and ensure the sustainable cohesion of human capital.

Agility and change success

70% of transformations fail due to lack of human support. Don't let the human factor get in the way of your projects. By anchoring agility at the individual level, you accelerate the adoption of your new operating models. Go from an imposed transformation to a naturally agile organization, capable of evolving in real time.

OUR S.H.A.R.P.® MODEL

Cognitive engineering-
behavioral change

Our protocol S.H.A.R.P.© transpose the 5 necessary conditions for change to the development of individual and collective behavioral competences.Objective: to make behavioral change measurable and sustainable.

SCAN

Explain why a change in behavior is necessary. We decode real activity to highlight how current behaviors produce limiting effects in the face of change and uncertainty. By placing the diagnosis at the heart of the workplace, we transform an intention to change into a logical and shared necessity.

HOOK

Validate the real desire to engage in change. We help talent identify the concrete gap between their current behavioral patterns and the intended purpose. By securing the alignment between the objectives of the organization and the profound motivations of the individual (self-concordance), we transform superficial adherence into a sincere and lasting commitment.

ACTIVATE

Identify and prioritize behavioral levers for change. We allow employees to clearly identify the behavioral dimensions to prioritize in their individual or collective transformation plan. By translating strategic goals into concrete and usable actions, we provide the method needed to know exactly what to do differently in a work situation.

REWIRE

Give the power to act in a real situation. We offer employees concrete levers to implement new behavioral patterns in their daily professional lives. By removing cognitive barriers and systemic blockages, we transform know-how into a capacity for immediate action.

PROVE

Anchor new automations and avoid a return to old habits. We set up feedback loops and progress indicators to secure the transfer of skills over time.

Partido preis

Change enablment: Adaptability as a behavioral skill

Subjectivity as a driver of change

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