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ORGANISATIONAL DEVELOPMENT
From small belgian organisations to international organizations

PSYCHOTHERAPY

Individual, partnership, burnout

TRAINING – SUPERVISION

for coaches and psychotherapists


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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

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Individuals

Burn out Coaching

Individual Psychotherapy

Couple Psychotherapy

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Professionals

Coaches Supervision and trainings

Psychotherapists Supervision and trainings

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Tools


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

The Voice Dialogue is an approach that allows us to become aware of these selves and their influences on our behavior. Awareness occurs at several levels: at the intellectual level “we understand”, at the emotional level “we feel them” and at the bodily level “we experience their energy”.

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

Voice Dialogue in coaching aims at developing the consciousness of the coachee so that he can consider other ways to approach his work, his 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(in French)

Elaborated by Eric Berne, transactional analysis is :

  • A theory of the structure and dynamics of groups and organizations. Transactional analysis proposes a grid for analyzing the structure of an organization, its functioning, its dynamics, i.e. how individuals organize 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 outside of me finds an origin inside of me”.
    Transactional analysis proposes a theory of the intrapsychic, a theory on how people build themselves, develop themselves, in front of the world around them by making adequate decisions. Decisions that are maintained as they are in adulthood can cause difficulties.

The framework of its practice is contractual, i.e. the link between the coach and the coachee is based on the free negotiation and acceptance of a prior contract which makes each person responsible for the work to be carried out and the objectives to be achieved.

The Berne Organizational Theory (T.O.B.) is a systemic model used to effectively accompany a group or an organization.
T.O.B. tools allow the development of 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, T.O.B. offers intervention paths that are adapted to the situations encountered, and support for the implementation of actions to improve the functioning of the group.

Myriam Ladeuze is Certified in Transactional Analysis (CTA).

The MBTI ® is at the confluence of two approaches:

  • The C.G. Jung’s theory of psychological types: “differences in behavior are the result of spontaneous tendencies that cause people to function differently”. For Jung, the interest of typology is to allow each individual to recognize the a priori with which he approaches a question and not to “classify” people.
  • The work of Katherine Cook Briggs and her daughter Isabel Myers to make Jung’s typology operational.

The MBTI® is therefore a model for understanding different personality types. 
 
It allows one to identify one’s own preferred modes of functioning and those of others, and provides guidance for developing more effective, productive and enjoyable relationships.

The 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 gather and use information – 3- How we make decisions and 4- How we manage our time and space.

The combination of these 8 preferences thus 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 behaviors under stress.

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

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

Myriam Ladeuze is Certified MBTI.

How do we do it? “” This is the fundamental question that the DISC tool provides some answers to. DISC is based on emotions to better understand how individuals find their energy,their self-motivation and how they reacts to external pressures.

The tool DISC,

  • D dominance
  • I</ Strong>nfluence
  • Stability.
  • C

is the result of a method developed by the psychologist William Moulton Marston to decipher and analyze behavior (“Emotions of normal people” 1928).

Under the personal aspect , the DISC makes it possible to underline the gap that there can be between one’s natural behavior (the daily comfort zone) and one’s adapted behavior (the response to the constraints of the environment).

Under the interpersonal aspect , the DISC aims to become aware of the impact of one’s behavior in relations with others and to better identify the different communication needs.

The DISC also makes it possible to address the issues of team cohesion: communication difficulties, the team’s resources and its possible needs.

Myriam Ladeuze is Certified DISC.

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

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

Its objective is to enable organizations to adapt to their external environment, which is rapidly changing in many aspects.

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

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

Myriam Ladeuze is certified by the Quality and Equality Institute (NTL) in Organizational Development.

A Learning Organization (LO) is an organization whose members at all levels are focused on continuously improving their collective effectiveness. 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 up and underdeveloped in our organizations. Central to this belief is the conviction that when members of an organization fully develop and exercise their essential human capabilities, the resulting congruence between personal and organizational visions and goals will unlock this potential.

The development of an LO is based on mastery of five disciplines: Personal Mastery, Mental Models, Learning Team, Shared Vision and Systems 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

They trusted us

Where?

Oléandre SPRL

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

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