From small belgian organisations to international organizations
Individual, partnership, burnout
for coaches and psychotherapists
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.
Organizational Development Cconsultancy
Individual and Team Coaching
Burn out Coaching
Couple PsychotherapyMore information
Coaches Supervision and trainings
Psychotherapists Supervision and trainingsMore information
“Myriam exerce ses activités de coach et de formatrice avec talent et conviction. Respectueuse de la personne et totalement objective, elle vous guide vers votre objectif en alliant douceur et fermeté, finesse et honnêteté, le tout dans un juste équilibre qui vous porte en avant.”
« Au-delà des performants outils de coaching appris lors de ma formation chez Oléandre, c’est un “savoir être” que Myriam m’a permis d’acquérir. Son dynamisme, sa qualité de présence, son écoute et son empathie, sa douceur et sa force à la fois sont autant de qualités vers lesquelles je voudrais tendre dans mon métier à venir »Marie-France P.
“Working with Myriam turns to be a very fruitful partnership. She quickly understands our needs and develops very effective solutions for our multinational environment. She is at the same time competent, creative, flexible and friendly”.Christine Fisette L&OD Manager, EMEA Boston scientific
” Voilà maintenant 7 ans que je collabore avec Myriam, que j’ai connue d’abord en tant que coach, puis en tant que formatrice au sein de notre entreprise et j’ai personnellement une grande confiance en la qualité de son travail, en sa déontologie, et en sa capacité assez rare d’après mon expérience à pouvoir oser dire les choses sur le faire parfois inadéquat, tout en respectant la personne dans ce qu’elle est. J’ai aussi une grande admiration pour son intelligence pratique et émotionnelle, son énergie communicative, son sens du partage et son côté novateur et curieux à chaque fois de nouveaux outils de développement. C’est typiquement le genre de personne qui vous aident à grandir et apprendre, je vous souhaite la même opportunité.”Raffaella Bolognese Human Resources - Albemarle Europe
“I have been working with Myriam Ladeuze – for many years now – on coaching and development projects. Each new collaboration is a great mix of success, learning and fun. Myriam has an incredible capacity to unravel complex situations, a clear vision and tools to make a whole team, an organization but also each willing individual reach their potential and objectives. I unreservedly recommend Myriam and feel privileged to have met her.”Elodie V. HR Director
“I have been working together with Myriam on one of our key leadership development programs. This was the first that we have designed and delivered in each of our 3 regions (US, EMEA and Asia Pacific), this year. The facilitation of this, intensive, 3-days program was quite a challenge for foreign facilitators to deliver in Shanghai, with participants coming from China, Korea and Japan. Yet, I observed how quickly Myriam could adapt her facilitation style so as to get the most response and interest from the group, while at the same time, doing so in a truly respectful way with regards to diverse cultural backgrounds and values. I was really impressed on her success to deliver a consistent program content, and on her flexibility to different audiences globally, so as to allow participants to really take out something important to them, after the training session is over”.R.B. L&OD
Developed by Eric Berne, transactional analysis is:
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:
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.
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.
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).
Oleander because when it blooms, no one knows if its flowers will be pink or white… it surprises until the end!