Executive team coaching: your leadership team loses at least 6 hours per person, every week, to friction.
Not in meetings. In decisions made twice, trade-offs relitigated, and cross-functional issues with no owner. It is measurable — and it can be halved.
every week
No commitment. You leave with a reading of your own situation.
Budget: it depends on three variables — the number of people assessed, the scope (executive team alone, or roll-out across the wider organisation) and the length of support after the debrief. We scope it in 30 minutes.
ESTELLE DENERVAUD
Facilitator COROLLES® · LeadToBloom
This is one of the people who will stand in front of your committee during the 3-hour debrief. You meet them before you decide.
Malek Bentouhami
Facilitator COROLLES® · LeadToBloom
This is one of the people who will stand in front of your committee during the 3-hour debrief. You meet them before you decide.
COLLECTIF LEADTOBLOOM
Facilitateurs COROLLES® · LeadToBloom
Our collective is around ten people ready to support your committee. You will meet one or more of these facilitators before you decide.
3h / 3 actions / 3 months
A 3-hour collective debrief, 3 actions decided by the executive team, followed over 3 months.
15 min per member
50 systemic questions online. No individual interviews.
Never attributable
Answers are aggregated. No one sees who answered what - not even you.
“And what if the results are bad, in front of everyone?”
This is the question every leader asks before opening up their committee. Here is exactly how the process handles it.
Who sees what, and when?
The 50 answers are aggregated by the algorithm before any human reads them. Neither you, nor the facilitator, nor the members can trace an individual answer. What surfaces are gaps in perception — not people.
Do you discover the results during the session?
No. You receive the findings beforehand, one-to-one with the facilitators. You know what will be shared, and how, before your committee hears it. You are supported through this phase and prepared for the debrief.
What if a member does not play along?
The diagnostic measures the dispersion of perceptions. A member who holds back or pushes back does not distort the result: they make it visible. That is working material, not an incident.
What if the executive team is already under strain?
That is the primary use case. The process makes collective functioning discussable without reducing it to individual blame: that is precisely what makes it possible to talk about it and move forward.
How it works, in four steps
Assessment
01
Each member answers 50 systemic questions online across the 4 dimensions: CAP, COLLECTIF, CLIENTS, CADRE.
15 min per member
Results
02
Aggregated by the COROLLES Maturity Index®. What surfaces are the real gaps between members — not the coach's impression.
No time required
Debrief
03
The facilitator runs a session with the committee: factual findings, a shared view of what is really at play, and the choice of 3 actions.
3h, the whole committee
Into action
04
3 priority actions, decided by the executive team itself, supported and equipped to last.
3 months
What the re-assessment showed at six months
Same diagnostic, same 50 questions, six months later. The figures below come from the process itself, not from a market average.
Average annual salary used: €45,000.
3 months to embed the first three actions — clarifying roles, decision principles, and follow-up on key projects. New measurement at 6 months : the executive team's maturity rises from 71% to 81% and the perception gaps between its members narrow. Time lost to friction falls from 6h to 3h per person per week — around €50k recovered over the year for a committee of 6.
The actions this executive team decided on
- Formalising values and purpose
- Defining and launching collective workstreams
- Clarifying the roles of decision-making bodies and formalising decision principles
- Formalising the continuous improvement process and follow-up on key projects
Why a re-assessment
At 3 months, the actions are embedded. At 6 months, we run the same diagnostic again: it is the only way to know whether the system has moved, or only the intentions. The re-assessment is offered to every executive team we support.
Ready to look at your executive team as a system?
30 minutes is enough to frame your challenges, check the process fits, and give you a budget range.
Not ready to involve your committee yet? Start with COROLLES ECHO — an estimate of the cost of your friction based on your public signals alone, with no one to mobilise.