To allow you to better understand our approach and philosophy, here are some detailed practices

Individual support

Miss X  faces the challenges of starting a business. During a preliminary meeting prior to the start of the coaching process, we go over the difficulties she encounters with this new endeavor.  


This first meeting also allows us to confirm that we can work together and then one key objective is identified: by improving her self-confidence and demonstrating assertiveness towards her associates, Miss X will be able to start her business and lead her company to success. 


We continue to meet every 3 weeks. The modern means of communication (Skype, Facetime…) give us the flexibility to schedule some regular working sessions despite the busy schedule of Miss X. The sessions alternate between in-person meetings and virtual discussion. 


Various tools are provided to Miss X which are specifically tailored to her professional context. MissX is asked to implement her new skills and to keep on practicing them. Practice makes perfect. 6 to 10 sessions are typically scheduled. The outcome of the coaching is extremely positive: she is now asserting herself with her peers while respecting her values.

cohésion d'équipe

Team support

Prior to setting up the first collective session, we recommend performing what we call an “audit”. This audit phase includes one-on-one conversation with the project stakeholders and aims at conducting an internal diagnosis. This approach enables us to identify key areas of improvement such as “building a vision”, “facilitating collective intelligence” or “developing cohesion between team members.”


Our approach incorporates traditional methods but also brings in original and innovative methods. The participants are asked to disconnect from their normal frame of reference so as to think outside the box, develop unique solutions and discover new potential! 

travail d'équipe


After together defining the scope of the audit, the analysis on the ground starts by conducting face-to-face interviews. Our observations are then summarized and an in-depth root cause analysis is performed, leading to a collaborative search for solutions.

équipage aviron

COLLECTIVE Intelligence

The session takes place over one day. After sharing theoretical concepts, the facilitator leads discussions on the biases induced by our perceptions. Small group exercises allow the group to reflect on individual and group behaviors. Round table discussions contribute to the knowledge of oneself, of the others and ultimately to the development of self-confidence and more broadly to the building of confidence in others. Being aware of one’s own impact on others, and then getting to know each other’s habits and relational preferences is instrumental in improving daily professional and personal social interactions.


Our approach promotes cooperation and interdependence, while still maintaining personal autonomy.  It also makes it possible to work towards the construction of a common vision for the group. And last but not least, what a pleasure to discover that colleagues may master some skills better than us and be a helpful resource in the future as we continue to improve?


Drive change

Changes lead to group dynamics and new behaviors in the group. After discussing the main reasons for resisting change, the group assesses what needs to be done to implement the change: what needs to change? Which risks may rise with this change? What could lead to failure in implementing the change?

This preparatory step is key to defining how to implement the changes while taking into account the team and more specifically the individuals who compose it and their ability to drive the change: what is the target objective? How will the objective be attained?

Hop2 Win support continues after the implementation of the change (s); follow-ups are part of our strong and successful approach.