The training and development of managers and team members no doubt represents one of the most important challenges facing 21st Century organizations. To meet these challenges, Sophie Ménard offers:

  1. Executive Coaching Services

  2. Organizational Change Management Services

  3. 360⁰ feedback assessment tools

  4. Psychometric Tools to Enhance Performance, and

  5. Workshops on a number of topics.

Except for workshops, all other products and services are designed for individuals, and may be administered individually to all members of a given team.

Executive Coaching

Coaching is a personalized and structured learning practice guided by specific objectives and desired outcomes determined by the manager and the coach. Managers who undertake a coaching process appreciate this practice because it can help them to better understand the expectations related to their role, to be more effective in relationships with their employees and colleagues, and to create partnerships and teamwork.

course-icon-iccp-3As an Integral Master Coach™, Sophie’s approach to executive coaching consists of developing sustainable capabilities in intermediate and senior managers as well as in executives through a coaching program that she designs with their participation. The coaching process usually last approximately 6 to 7 sessions with meetings taking place at an interval of 2 to 3 weeks. Personalized exercises are prepared for each coachee in alignment with their coaching objectives and desired outcomes.

Contact Sophie for more information on her executive coaching services.

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Organizational Change Management

Certified Prosci Change Management Consultant

As a certified Prosci change management consultant, Sophie will work with you, your team and your organization to:

  • Assess change readiness and prepare for change by building team structure and assessing sponsorship
  • Identify impacted groups
  • Build a holistic strategy for influencing individual transitions
  • Prepare a change management plan and an executive presentation on the business case for change management
  • Manage change through customized communication, sponsorship plans, coaching, training and resistance management plans
  • Reinforce change with the help of ongoing communication strategies

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360⁰ Feedback Assessment Tool

Why and how can you assess your managers’ and their teams’ performance?

Assessing managers’ and their teams’ performance helps determine the imbalances between the tasks at hand and the interpersonal relationships, which result in a loss of efficiency, and to set up personalized and efficient training and development programs. The assessment can be achieved through 360⁰ assessment feedback tools or through human behavior evaluating tools. The former collects feedback from individuals close to the person being assessed, i.e. managers, peers, internal clients and others, and provide recommendations based on this feedback. The latter analyzes human behaviors.

Leadership Circle Program (LCP)

leadership-circle-logoSophie is a Leadership Circle certified consultant who proposes this tool to managers who wish to explore where their strengths and potential blind spots lie.

The LCP measures all aspects linked to leadership. It assesses the 18 most critical competencies linked to leadership in managers, 11 internal assumptions that limit their efficiency, along with the styles and types of personality.

The results from the LCP are displayed as a circular graphic that shows how these dimensions integrate and influence each other. The circle is designed as a 4 quadrants template. The top-half of the circle displays Creative Competencies that contribute to efficiency. The bottom-half displays self-limiting Reactive Tendencies. The right half of the circle relates to the Tasks, i.e. Executing the task in a creative and efficient way. The left half of the circle addresses the Nature of relationships with individuals and groups. The LCP also includes the four following scales:

  • Reactive-Creative Scale, that measures the degree of balance between the creative and reactive dimensions;
  • Relationship-Task Balance, that measures the degree of balance between the relationship competencies and the achievement competencies;
  • Leadership Potential Utilization, which is a bottom line measure of global scores; and. . .
  • Leadership Effectiveness, which measures the leader’s perceived overall effectiveness.

From the results obtained, the individual being assessed by the LCP may undergo insights that will positively affect his/her development. The LCP is used to discover the most significant strengths and weaknesses and to determine those in need of attention.

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Psychometric Tools to Enhance Performance

EQ in Action Profile Assessment — Learning in Action Technologies

EQ-in-action-logoShould you wish to learn more about your capacities for introspection, self-healing or self-regulation and empathy, Sophie can support you to learn more about these important aspects of your being.

The EQ in Action Profile Assessment tool is based upon developmental psychology, interpersonal neuropsychology and interpersonal neurophysiology. Emotional intelligence (EI) refers to a group of emotional capacities — introspection, self-healing or self-regulation and empathy — that are prerequisites to efficient human relationships. It is developed from one’s own personal relational experiences that form the framework of our relations.

With the EQ in Action Profile Assessment tool, participants experience real-life situations. They watch several videos in which someone is talking directly to them. The participants have to track down what they feel as they watch the videos and attend to what the individual talking to them is experiencing. They received a report that is based on their reported experience and that provides a snapshot of their way of using their emotional competencies in various stressful situations. The whole exercise is designed to show to them how they interpret their experiences and how they react to different situations, and to identify their strengths and weaknesses in key dimensions of emotional intelligence. They are then invited to choose daily exercises that they will perform at the time and place of their choice, to allow them to improve areas of their choice, as in a physical fitness program. Measuring the 3 key components of emotional intelligence — introspection, self-healing or self-regulation and empathy — allow the development of a wider range of skills and competencies.

The EQ in Action Profile Assessment tool also includes a fitness handbook that provides a wide array of exercises for each of the measured dimensions and that encourages individuals to select daily exercises that they will commit to do for a one month period.

Solutions TRIMA, a world of competencies

logo-TRIMA-hor_enAs a TRIMA certified facilitator, Sophie can help you deepen your self-awareness through its three-dimensional model.

The TRIMA competencies based approach proposes an integrated three-dimensional model that defines human behavior: The preferences or Social styles, the Competencies and the Leadership styles. These dimensions can be interrelated to acknowledge the strategic alignment that characterizes every individual. The more one reconciles all three levels, the more he/she will display dynamism at work and congruence with his/herself through his/her actions.

The Social Styles: They represent the values, attitudes and beliefs of an individual. They inform on the person’s meaning of life, what he/she does in relation to his/her preferences. They correspond to one’s natural self.

The Competencies: They are filters used to prioritize every individual’s own capacities and to determine the ones that will allow him/her to be effective.

The Leadership Styles: They are the mobilizing forces that inform on the type impact that we exert on our environment and the people that surround us. They indicate the assertiveness or the self-expression that highlight our resources.

From the 120 competencies provided in the TRIMA model and by juxtaposing one microstructure to the others, we can identify through tests and interviews, the following aspects of an individual:

  • Who he/she is (Social Styles)
  • What he/she can do (Competency fields)
  • His/her mobilizing forces? (Leadership Styles)

To become TRIMA certified, contact Sophie.

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Research shows that sustained learning and development is more likely when workshops are offered in combination with psychometric tools and when it is linked to the organizational vision and its development strategy. Sophie Ménard has designed and offers the following workshops that can also be tailored to each client’s request:

  • Management Coaching: Conscious leadership (2days)
  • Creativity and Innovation (1day)
  • Interpersonal Communication and Team Dynamics (1 day)
  • Strategic Planning for Teams (1 to 2 days)
  • Train-the-Trainer (2 days)

indexMoreover, Sophie is also a DDI (Development Dimensions International) certified facilitator. She has access to numerous workshops on a wide array of topics from leadership to team conflict and effectiveness created by DDI and that are available in both official languages of Canada.

Sophie can help you find the workshop for your needs.

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