Individual coaching
Coaching for executives: how are you contributing to the dysfunctions in your teams?
Leading often means being alone with the decisions that matter, under the gaze of your team, your peers and your own management. It also means contributing, without meaning to, to what keeps repeating around you.
RE-LIER offers executives and managers one-to-one coaching that is confidential and demanding: developing your self-awareness and your relational skills, observing what is going on in your team, spotting your own part in it, and shifting your stance until the effects can be seen. In French or in English, on site or remotely.
When we are called in
- Taking up a new role or a transition: getting the first months right, finding your place with your team, your peers and your management;
- Asserting your leadership — moving from expert to leader, daring to make the call, truly delegating;
- Change or reorganisation to lead, amid complexity and under pressure;
- Strained relationships with a team, an associate or a partner, or a conflict or crisis to work through;
- Career direction to clarify: next step, meaning, balance.
Three movements: observe, become aware, change
A team’s difficulties never come from one person alone. But everyone contributes to them, including whoever leads it — rarely by intention, almost always by habit. The work consists in making that contribution visible, then shifting it.
Observe
What you see of your team is already filtered. We start from precise, dated situations — a meeting, a decision, a conversation that went wrong — not from a personality assessment.
- What keeps repeating in your meetings
- The subjects that never reach you
- The reactions you trigger without meaning to
Building awareness
What you deplore in others, you often feed yourself. The most uncomfortable moment, and the most useful. It is not a fault: it is the only lever you really have a hold on.
- Your intentions, and what they actually produce
- Your interpretations, and what they make you do
- Your team’s silence, and your part in it
Change your stance
A stance isn’t decided in a session, it is tried out between two. You leave with a concrete experiment and you come back with what happened. We adjust until it holds without you thinking about it.
- Attempts in real situations
- Failures analysed, not avoided
- Effects you can observe in the team
This work stays individual and confidential. When the collective itself is at stake, it runs alongside team coaching or Leadership team coaching.
How coaching works
Coaching is a journey in a few steps, in line with ICF standards: objectives set at the start, a clear framework, progress assessed at the end.
1. Clarify the need
1. First conversation
Understanding your situation and expectations, and checking that the working relationship can work. No commitment.
2. Set the objectives
2. A clear contract
Observable objectives, a rhythm and explicit confidentiality rules. When the company funds the coaching, the agreement is three-way: you, your company (HR, line manager) and the coach.
3. Do the work
3. Sessions at a steady pace
Identifying obstacles and resources, exploring options, trying out new behaviours between sessions.
4. Review
4. Measuring progress
A review against the initial objectives, shared with the company if it is involved, and possible next steps: autonomy, team coaching, training.
What is coaching?
The International Coaching Federation (ICF) defines coaching as a partnership with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. In practice, it is support that is time-limited, action-oriented, in which you find your own solutions.
Consulting
The consultant analyses and provides a solution.
Therapy
The therapist works on personal history and distress.
Coaching
The coach helps you develop your own answers and put them into practice, on your current professional challenges.
What you gain
Coaching works on you first. What you develop serves you well beyond the original situation.
- Greater self-awareness — understanding how you interact, how you react under pressure and the effect you have on others;
- Lasting relational skills — really listening, saying things precisely, handling difficult conversations, giving and receiving feedback;
- A stance you own — deciding and leading, with the right touch;
- More clarity about your priorities, your role and what you expect from others;
- Perspective under pressure — choosing your responses rather than reacting.
“By being both challenging and caring, Matthieu put me at ease and named, without judging, what was holding me back.”
A coached executive
Why RE-LIER
- A former executive turned coach. 17 years in business leading teams and business units, in France and internationally: I know from the inside the responsibilities of the people I work with.
- Proven practice. ICF-certified professional coach since 2017, with over 500 hours of individual coaching and 1,200 hours of team coaching.
- Solid approaches — Gestalt, systemic approach, sociodynamics and the Clear Leadership® method, for which I am one of the few certified trainers in France.
- In English or French, in person or remotely.
- A possible link with your team — individual coaching can be followed by coaching for your leadership team or a team workshop.
Frequently asked questions
How long does coaching last?
Usually 8 to 10 sessions of 1.5 to 2 hours, spread over six to nine months. The pace adapts to your situation and objectives.
What remains confidential?
What is said in sessions stays between you and your coach, in line with the ICF Code of Ethics. When the company funds the coaching, it takes part in setting the objectives and in the review, never in the detail of the conversations.
Who pays for the coaching?
Most often the company, as part of developing its leaders and managers. Coaching can also be undertaken privately.
In person or remotely?
Both are possible: in person or by video call. Many coaching engagements combine the two.
Can the coaching be in English?
Yes. I regularly coach leaders in English, particularly in international settings.
How is this different from leadership team coaching?
Individual coaching focuses on your stance and your decisions. Leadership team coaching works on how the leadership team functions as a group. The two are often combined, particularly when taking up a new role.
Do I also need to work with my team?
Not necessarily, but often. One-to-one coaching is enough when what is blocking sits with you and the team follows. When it is the collective itself that has settled into a pattern, individual work prepares the ground without replacing it, and the two run in parallel: team coaching or Leadership team coaching.
Let’s talk about your situation
A free 30-minute call, confidential and with no commitment, to see whether coaching can help you.
English 
French