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Certified in NLP and systemic coaching, Frederic Gomez has gradually introduced these various methods into his recruitment activity, relying on these to better identify potential complementarities between clients and candidates. For several years he has made these techniques the basis of his coaching business, supporting not only at the behest of the candidates he recruits, but also of managers and their teams in transformation thinking and collaborative processes. He also offers mentoring services, making use of the business acumen acquired throughout his general management and consulting career to help his clients deliver good ideas that will become great successes, and translate these into concrete action plans.

A transdisciplinary toolbox

Frederic Gomez developed his coaching method by combining two applied psychology approaches:

NLP (neuro-linguistic programming) identifies and models mental representations of the self in order to define strategies for success. Pragmatic and focused on previously defined objectives, this method creates rapid results: both from an individual and collective perspective. The basic principle: each individual or organisation has the necessary resources to achieve its objectives. Coaching enables these to be identified, activated and reinforced.

Systemics (or systemic analysis) shifts the focus from the subject, in order to analyse interactions within an organisation and map out its conscious and unconscious system. More specifically, the Palo Alto systemic approach deals with how problems manifest themselves in the present, and uses the subjects’ current life situation to resolve these. This proves very effective in the resolution of conflicts, which represent a succession of unresolved relational dysfunctions. This toolkit is supplemented by a great curiosity for neurosciences, which allows him to offer a detailed explanation, and objectively anchor the work carried out. This forms a practical gateway to human functioning, and in particular to the role of emotions in our reactions to things and relationships with others.

Entrepreneurial coaching

The specificity of Frederic Gomez’s coaching approach is based on the combination of this expert toolkit, with field expertise acquired during a rich career in general management. A combination that avoids the effects of superficial support with overly theoretical solutions, and guarantees:

  • Coaching that is both ambitious and pragmatic, combining neutrality and the freshness of an external perspective with in-depth knowledge of the internal challenges of the profession.
  • Personal experience of solving and overcoming business and organisational issues identified during the work.
  • A thorough understanding of intercultural issues, experienced directly during several periods living abroad – in Asia in particular.
  • An understanding of the delicate business/creation relationship and the specific needs of each profession: knowing how to talk to all stakeholders, allowing all involved to communicate better together.

Services: from integration to transition

  • Coaching to take up new roles/support for recruited candidates
  • Individual and collective support
  • Professional reorientation and personal repositioning
  • Outplacements

Benefit: the virtuous circle of meaning

By offering meaning, both individually and collectively, and by improving interactions within the organisation, coaching is a vector both for well-being and performance. It initiates a virtuous circle binding the interests of the company and of each of its members.

Coaching: another practice within the recruitment process

Beyond these pure coaching services, the coaching approach is at the heart of the firm’s recruitment practice:

  • As a tool, enriching the understanding of issues from the initial briefing, by analysing the company’s culture and its functionality (hierarchal and peer relationships, circulation of information, formal and informal means of interaction, etc.).
  • Also as a target: marking the start of a new relationship, recruitment must anticipate the evolution of this relationship to offer long-term benefits to all parties.
  • Finally, as an asset in considering intercultural issues. By deciphering the cultural specificities of interaction systems, the recruiter is able to better ensure harmonious dialogue.

Resources: understanding NLP and systemic coaching