Consulting
Clarify your priorities. Evolve your organization.
We support leadership teams in the decisions that shape their organization, from diagnosis to implementation.
Discuss your challengeStrategy and priorities
Share a direction, choose priorities and turn strategy into decisions and actions.
When to call us
- Priorities to choose
- A direction to share
- Projects piling up without trade-offs
What we do
- 01Targeted interviews
- 02Reviewing the options
- 03Working sessions with the leadership team
- 04Prioritization and steering
What you leave with
- Diagnosis summary
- Reasoned priorities
- Roadmap with owners and milestones
- Objectives and tracking indicators
Illustrative example
| Initiative | Owner | Milestone |
|---|---|---|
| Clarify the offer | CEO | Q1 |
| Set up steering | CFO | Q2 |
| Evolve the sales organization | Sales director | Q3 |
How it can continue
If needed, we follow the implementation with the leadership team.
Governance and organization
Clarify roles, decisions and ways of working so people work better together.
“Governance” here means how leadership works: responsibilities and decisions.
When to call us
- Slow decisions
- Unclear responsibilities
- Meetings that serve little purpose
- Little cooperation between teams
- An organization that has grown
What we do
- 01Reading how things really work
- 02Responsibilities and decision levels
- 03Governing bodies and rituals
- 04Cooperation and steering
What you leave with
- Responsibility map
- Decision and delegation framework
- How governing bodies work
- New rituals and an implementation plan
Illustrative example
| Exec committee | Managers | Teams | |
|---|---|---|---|
| Annual priorities | D | C | I |
| Team budget | C | D | I |
| How work is organized | I | D | C |
| Everyday tools | I | C | D |
D decides · C consulted · I informed
How it can continue
If needed, we support the new rituals and the follow-up of commitments.
HR, skills and management
Evolve HR and management practices to develop skills, engagement and cooperation.
Augmented HR: work, roles, skills, motivation and the use of tools, looked at together.
When to call us
- Scattered HR practices
- Managers without the right tools
- Skills that need to evolve
- Engagement to understand
- Roles changing with AI
What we do
- 01Diagnosis of practices
- 02Roles of HR, managers and leadership
- 03Priority skills
- 04Paths and management practices
What you leave with
- HR diagnosis
- Skills development priorities
- Management development path
- Practice framework and action plan
Illustrative example
- 01Shared reference pointsThe manager role expected
- 02Key practicesFeedback, delegation, one-to-ones
- 03Real situationsOn the team's own cases
- 04Follow-upRegular check-ins and adjustments
How it can continue
If needed, we support implementation, drawing on Seven's training.
AI and changing ways of working
Choose the uses and tools that meet your challenges, then organize their adoption by your teams.
When to call us
- Tools used without a shared approach
- Useful uses still to find
- Priorities to settle
- Teams that need guidance
What we do
- 01Diagnosis of practices
- 02Finding and comparing use cases
- 03Prioritization
- 04Usage rules and adoption
What you leave with
- Map of uses
- Roadmap
- Tooling recommendations
- Operating framework
- Training plan and adoption indicators
Illustrative example
- Answering requests (First use)
- Meeting notes
- Monitoring
- Data analysis
First use
How it can continue
If needed, we support adoption, drawing on Seven's AI training.
Our approach
Four steps, from diagnosis to follow-up
- 01DiagnosisInterviews and how things really work.
- 02Choices and designOptions, priorities and frameworks, with leadership.
- 03ImplementationDecisions, rituals and paths put in place.
- 04Follow-upCommitments, indicators and what comes next.
Formats
A format chosen with you
Schedule, scope and budget are set after our first conversation.
- 01Targeted mission
- 02Support for a leadership team
- 03Transformation followed over time
Questions
Before we talk
Can we work together without training?
Yes. A consulting mission stands on its own: diagnosis, priorities, roadmap, decision frameworks. Its deliverables do not require training. If training proves useful later, we will suggest it.
Where do we start?
With a conversation about your context and what you want to change. We then point you to the right area and the right person.
Who is involved?
On your side, leadership and the people the challenge concerns: the leadership team, HR, managers or teams. On Seven's side, who works on the mission depends on the area.
What deliverables?
They depend on the area: diagnosis summary, reasoned priorities, roadmap, responsibility map, decision framework, management development path, map of uses. Each area above lists its own.
How is the mission scoped?
After a first conversation, we set the scope, the schedule and the budget with you. None of them is fixed before.