Organizational Consultancy, Psychotherapy & Supervision

ORGANISATIONAL DEVELOPMENT
From small belgian organisations to international organizations

PSYCHOTHERAPY

Individual, partnership, burnout

SUPERVISION

for coaches and psychotherapists


Contact

Services

Oléandre works with organizations and combines the tools of organizational development with those of collective intelligence.

Myriam Ladeuze is also psychotherapist and accompanies adults and couples in their daily or existential difficulties.

Oléandre offers supervision and training services for coaches and psychotherapists.

Organizations

Organizational Development Cconsultancy

Facilitation

Individual and Team Coaching

Trainings

More information

Individuals

Burn out Coaching

Individual Psychotherapy

Couple Psychotherapy

More information

Professionals

Coaches Supervision and trainings

Psychotherapists Supervision and trainings

More information

Tools

Developed by Eric Berne, transactional analysis is:

  • A theory of the structure and dynamics of groups and organizations. Transactional analysis proposes a grid for analysing the structure of an organization, its functioning, its dynamics, i.e. how individuals organise themselves together, how they live in a group to achieve a result.
  • A theory of communication. Transactional analysis helps to decode and, if necessary, improve communication between two or more people.
  • A theory of development : “What I express finds their origin inside me”.
    Transactional analysis proposes a theory of the intrapsychic, a theory on how the person builds and develops, in front of the world around them by making appropriate decisions. Decisions that are maintained as they are in adulthood can cause difficulties.

The framework of the practice is contractual, i.e. the link between the accompanying person and the accompanied person is based on the free negotiation and acceptance of a preliminary contract that makes everyone responsible for the work to be done and the objectives to be achieved.

The Berne Organizational Theory (B.O.T.) is a systemic model used to effectively support a group or organization.
B.O.T. tools help to develop both a global vision of an organization’s operating system and a precise vision of the key points to be analyzed. Beyond the understanding of the stakes of groups of people, B.O.T. offers options for interventions that are adapted to the situations encountered, and support for the implementation of actions to improve the group’s functioning.

Myriam Ladeuze is Certified in Transactional Analysis (CTA).

Have you ever wondered what makes you react like this or that? What makes you feel this way for a moment and that the next moment you feel that way?
We are deeply influenced by a set of inner voices, also called “selves“, telling us who we are and who we should be. These voices constantly challenge us in our daily lives, our activities, our moods, our relationships and our body.

The Voice dialogue is an approach that help to become aware of these sleves and their influences on our behaviors. Awareness takes place on several levels: at the intellectual level “we understand”, at the emotional level “we feel them” and at the physical level “we experience their energy”.

The development of the Aware Ego process is a key point of Voice Dialogue. The Aware Ego gives the ability to stand between any pair of opposites (the self saying yes and the one that says no) and to embrace them. It is an evolutionary process that deepens when we consciously experience our selves.

The Voice Dialogue in coaching aims to develop the coachee’s awareness so that they can consider other ways of approaching their work, their relationships with colleagues and superiors, take initiatives, etc.

Myriam started her training in Voice dialogue in 2004 with Hal and Sidra Stone among others.

For more information www.aware-ego.be

MBTI ® is at the confluence of two approaches:

    C.G. Jung’s

  • Typology: “differences in behavior are the result of spontaneous tendencies that encourage everyone to function in different ways”. Following Jung, the interest of typology is to allow everyone to recognize the a priori with which they approach a question and not to “classify” people.
  • The work of Katherine Cook Briggs and her daughter Isabel Myers whose objective was to make the Jung typology operational.

MBTI® is therefore a model for understanding the different types of personalities. 
It allows people to identify their own preferred ways of working and those of others, and provides options for developing more effective, productive and enjoyable relationships.

MBTI® highlights four dimensions, each characterized by two opposite poles, one of which is our preference: 1- How we draw our energy to recharge our batteries -2- How we collect and use information – 3- How we make our decisions and 4-How we manage our time and space.

The combination of these 8 preferences leads to 16 profiles that are characterized by specific personality traits. These different characteristics partly explain our personal and professional attractions as well as some of our stressful behaviors.

MBTI® is probably the most widely used personality typology in the world.

I use MBTI® for individual coaching, interpersonal relationships, to highlight group work processes, or corporate cultures.

Myriam Ladeuze is Certified MBTI.

” How do we act? “ It is this fundamental question that the DISC tool adresses. DISC uses the knowledge of emotions to better understand how a person finds energy, self-motivation and how they react to external pressures.

DISC dimensions,

  • Dominance
  • Iinfluence
  • Sstability
  • Cconformity

is the result of a method developed by psychologist William Moulton Marston to decipher and analyze behaviors (“the Emotions of Normal People” 1928).

From a personal perspective, DISC highlights the gap that can exist between natural behaviour (the daily comfort zone) and adapted behaviour (the response to environmental constraints).

From the interpersonal point of view, DISC aims to become aware of the impact of their behaviors in relationships with others and to better identify the different communication needs.

DISC also addresses team cohesion issues: communication difficulties, team resources and potential needs.

Myriam Ladeuze is Certified DISC.

« Comment agissons-nous ? » C’est à cette question fondamentale que l’outil DISC apporte des éléments de réponse. Le DISC se base sur les émotions pour mieux comprendre comment une personne trouve son énergie, son auto-motivation et comment elle réagit face aux pressions externes.

L’outil DISC,

  • Dominance
  • Influence
  • Stabilité
  • Conformité

est issu d’une méthode développée par le psychologue William Moulton Marston pour décrypter et analyser les comportements (« les Emotions des Gens Normaux » 1928).

Sous l’aspect personnel, Le DISC permet de souligner l’écart qu’il peut y avoir entre son comportement naturel (la zone de confort quotidienne) et son comportement adapté (la réponse aux contraintes de l’environnement).

Sous l’aspect interpersonnel, Le DISC vise à prendre conscience de l’impact de ses comportements dans les relations avec les autres et de mieux identifier les différents besoins de communication.

Le DISC permet également d’aborder les question de cohésion d’équipe : les difficultés de communication, les ressources de l’équipe et ses éventuels besoins.

Myriam Ladeuze est Certifiée DISC.

Organizational Development (OD) is a theory and practice of changing attitudes, beliefs and values of members of the organization through the creation and strengthening of long-term coaching and training curriculums.

OD is oriented towards action. It begins with a thorough analysis of the overall current situation and future requirements, and uses behavioral science approaches.

Its objective is to enable the organization to adapt to the rapidly changing external environment in many aspects.

Organizational development emerged from human relations studies in the 1930s, which found that organizational structures and processes influence workers’ behavior and motivation. Kurt Lewin is widely recognized as the founding father of OD.

The key concepts of OD theory include: organizational climate (the unique organizational climate, the mood or “personality” of an organization, which includes attitudes and beliefs that influence the collective behavior of members), organizational culture (deep norms, values and behaviors shared by members) and organizational strategies (how an organization identifies problems, plans actions, negotiates change and measures progress).

Myriam Ladeuze is certified by the NTL Institute in Organizational Development.

ALearning Organization (LO) is an organization whose members at every levels are focused on the continuous improvement of their collective efficiency. In this way, they continuously enrich the organization’s ability to achieve its objectives. (Peter SENGE, 1990).

At the heart of a Learning Organization is the conviction that enormous human potential is locked and undeveloped in our organizations. At the heart of this belief is the belief that when all members of an organization fully develop and exercise their essential human capacities, the congruence between the visions and the resulting personal and organizational goals will unleash this potential.

The development of a LO is based on the mastery of five disciplines : Personal Mastery, Mental Models, Learning Team, Shared Vision and Systemic Thinking.

The five disciplines are development paths based on fundamental values (people and organizations have the capacity to change for the better, this change requires open communication and a real culture of collaboration), theoretical elements and tools mastered through practice.
The objectives of a learning organization are the continuous improvement of collective performance (learning) and the continuous improvement of learning capacity (learning to learn).

There is more
than one method
to study things
Aristote

Oleander because when it blooms, no one knows if its flowers will be pink or white… it surprises until the end!

The main theme of my path is

World changes

  • Industrial engineer studies in Nuclear Physics, with a master’s degree in Biomedical Engineering completed in 1985.
  • Engineer and Team Leader until 1997
  • Business Unit Manager
  • Organizational Development Consultant, Facilitator and Coach since 2000
  • Psychotherapist since 2004
  • Supervisor since 2012

C.V.

Un style

  • Creation : My clients know better than I do what is right for their challenges. Creating a project that suits them is what I like about my work.
  • Observation : I look, I am interested, I dig, I analyze, I question, ….. I have the enthusiasm, the interest, the passion, the competence. Quality at the service of my clients.
  • Pragmatism : I am like a fish in water with theories and models and these make sense in their implementation.
  • Structure : The structure is necessary to offer people a space of freedom where everything can be said with respect for each other and where emergence is possible.
  • Provocation : Always benevolent but still provocative! I am deeply convinced that authentic feedback given in respect of others is a source of growth and promises autonomy.

References

  • Albemarle, ATOS Worldline, AXA, Federal Administrations, Bonduelle, Bordet Hospital, Boston Scientific, CapStAn, Carmeuse, C&A, Electrabel, Fabricom, GSKBio, ING, Koan, Associations de Notaires et de Médecins, Ogone, Oracle, Pierret, Sofitel, Tecna/ABM, Univar, Wolters Kluwer

Where?

Oléandre SPRL

33, rue de Béclines
B-1435 Mont-Saint-Guibert
+32 496 51 04 89
Privacy policy

myriam ladeuze

23, rue Lens
B-1050 Ixelles
info(@)oleandre.be