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Organizational psychology
and sustainable performance

From strategic prevention to crisis management, we address complex psychosocial issues, high-impact transformations, and the restoration of collective trust.

Midori means "island of serenity" in Japanese

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Recent Publications
200+ Organizations supported
22 years Of scientific expertise
20+ CAC 40 groups
15 countries Interventions

Why clients call us

Executive teams reach out to us in four critical situations

Sustainable performance

To foster performance that respects people and lasts over time, moving beyond short-term fixes.

Complex transformations

To guide transformations that create resistance and tensions, preventing organizational trauma.

Acute psychosocial crises

Workplace suicides or attempts, alleged or proven harassment, violence, conflicts that freeze operations. We intervene urgently to secure, investigate, and restore.

Adaptive leadership

To develop leadership capable of mobilizing teams amid today’s complexity and uncertainty.

Trusted by leading organizations

Over 200 organizations supported through their most sensitive challenges

20+ CAC 40 groups supported
Engagements across 15 countries
Active in 15+ industries

The combined expertise of Matthieu Poirot and Emmanuelle Lépine turned a major crisis into an opportunity to strengthen our teams. Their complementarity between the ICI® approach and trauma management revealed invisible blockers.

Chief Human Resources Officer
Fortune 500 group, Technology sector

Six-month global program: audit, manager training, awareness, and e-coaching. We measured tangible impact on turnover and well-being. An integrative approach that shifted us from reactive management to preventive strategy.

Chief Executive Officer
Service company, 2,000+ employees

After a suicide on site, Midori Consulting conducted an independent investigation in 3 weeks. The differential report helped us understand systemic factors and make informed decisions. Their recommendations restored psychological safety.

Managing Director
Industrial SME, 150 employees

Our merger generated invisible tensions that paralyzed integration. Midori identified the accumulated psychological debt and rebuilt trust between teams. A success where previous consultants had failed.

Chief Operating Officer
International group, post-merger

Matthieu supported me as an advisor for two years during a major transformation of our professional body. His outside view, deep understanding of collective dynamics, and strategic guidance were decisive throughout this complex period.

President
National professional association

A social crisis had stalled HR-union dialogue for months. Midori intervened as a trusted third party and unlocked the situation within weeks. They regulated tensions while remaining equidistant from every stakeholder.

Chief Human Resources Officer
Industrial company, 800 employees

Facing a complex situation?

Your first conversation is complimentary so we can understand your context

Discuss your situation

What our clients are facing

Collective situations

  • Transformations that destabilize teams
  • Chronic conflicts eroding performance
  • Unresolved psychosocial tensions
  • Rising psychosocial risk indicators
  • Loss of meaning and engagement

Leadership challenges

  • Difficulty embodying change
  • Team tensions that must be regulated
  • Need to expand leadership impact
  • Growing emotional load
  • Questions about legitimacy

Our expert interventions

Socio-organizational diagnostic

In-depth audit using our comprehensive interview grid to identify psychosocial tensions in your context, across relational and organizational systems.

Psychosocial risk prevention strategy

Training, stakeholder support, and strategic advisory to design a global RPS prevention plan. Review of existing schemes and supervision of QWL/RPS leaders.

Transformation support

Prevention and regulation of psychosocial crises during major changes. Building collective mobilization capacities, cultural diagnostic for M&A, and support for family businesses.

Executive, HR, and manager coaching & advisory

Develop leadership that fosters engagement and innovation. Individual and collective programs that create lasting trust: complex case clinics, flash coaching, development coaching.

Psychological recovery development

Training, audits, and individual/collective support to install psychological recovery routines that regulate workload and prevent burnout.

Training

Transfer our know-how to HR teams, managers, HSE committees, and employee representatives to build internal prevention capabilities.

Social and psychological crisis response

Rapid intervention to defuse conflicts, restore social dialogue, and turn crises into opportunities for organizational growth.

Organizational mediation

Resolve interpersonal and institutional tensions while restoring cooperation and regulating relational debt.

Psychosocial & harassment investigations

Differential, end-to-end diagnostics to analyze, understand, and decide on psychosocial risk situations or harassment allegations.

Need a diagnostic or urgent intervention?

Response within 24 hours for urgent requests

Contact us

What sets our approach apart

How we differ from traditional HR consultancies

Proprietary scientific methodology

  • 20 years of action-research on psychological dynamics at work
  • Integrative Contextual Intervention (ICI®) certified and teachable
  • Socio-organizational audit grid validated on 200+ companies
  • Academic publications supporting our theoretical concepts
  • First full framework linking sustainable performance and psychological debt

Rare multidisciplinary expertise

  • Triple competency: Psychology + Management + Labor law
  • International experience: France, Europe, Africa, North America
  • 25 years of CHRO background in strategic roles
  • Traumatology: former head of the Paris Police psychological crisis unit
  • Bilingual interventions in French and English
  • International network of senior practitioners

Measurable outcomes

  • 200+ organizations accompanied in 16 years
  • 20+ CAC 40 groups supported
  • 85% of our clients work with us again
  • 15+ locations of intervention (Europe, USA, Africa, overseas territories)
  • Crises resolved in 4 months vs. 18+ months with standard approaches
  • Measurement of hidden costs of presenteeism (2.5x absenteeism)

Solutions tailored to your role

We help you restore trust, regulate psychosocial tensions, and protect psychological health at work

We maintain strict equidistance: we engage every stakeholder with the same professionalism and attention, regardless of their role or position.

For executives

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We help you secure transformations and prevent invisible social crises that destroy value. Our unique mix of organizational psychology and strategy ensures durable performance and credibility with stakeholders.

Benefits: Legal risk mitigation, reputation protection, sustainable social performance, informed governance of sensitive situations.

For CHROs

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We bring concrete tools and a scientific methodology to prevent psychosocial risks, regulate tensions, and support your managers. You gain efficiency while reinforcing your social legitimacy.

Benefits: Validated toolbox, stronger legitimacy with ExCo and employee reps, analytical capacity on complex issues, crisis anticipation.

For employee representatives

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We act as an independent trusted third party, focused on respect for people. Our role: regulate tensions, restore social dialogue, and ensure performance is built with justice and dignity.

Benefits: Independent expertise, effective employee protection, improved working conditions, calmer social dialogue.

For managers

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We help you read team dynamics, anticipate tensions, and develop management practices that combine performance and well-being. You strengthen your leadership posture and gain peace of mind.

Benefits: Framework to decode complex situations, relational skill development, support in sensitive moments.

For employees

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We provide a confidential, professional space to understand your situation and guide you toward concrete solutions. Our expertise helps you make your voice heard while protecting your psychological health.

Benefits: Professional, impartial listening, understanding of organizational dynamics, orientation to the right resources, support through the process.

Ready to turn your challenges into opportunities?

Schedule a confidential diagnostic with our team

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Insights & Publications

Exclusive briefings, deep analyses, and fresh thinking on hidden organizational dynamics

Research publications

Article

Workplace Bullying and Turnover Intention Among Boundary-Spanning Bank Workers: The Emotional Mechanism and the Amplifying Role of Workplace Unfairness

Abstract Background: Emotions play a central role in how employees respond to workplace bullying, influencing both their well-being and organizational outcomes. The purpose of the current study was to examine how workplace bullying and turnover intention are related to negative emotions and workplace unfairness. Methods: The research involved collecting data from 269 boundary-spanning bank workers (call center workers, frontline office staff, and customer service representatives) who experienced bullying. A moderated mediation was tested using Model 7 of the Process macro. The relationship between workplace bullying and turnover intention was analyzed, emphasizing the moderating effect of workplace unfairness and the mediating role of negative emotions. Results: The results validated the model, showing that an increase in negative emotions and workplace unfairness promotes the link between workplace bullying and the intention to leave. Increased negative emotions and perceived workplace unfairness amplified the relationship between workplace bullying and turnover intention. Conclusions: The findings underscored the cumulative risk of bullying environments for employee well-being and retention, providing practical recommendations for HRM and leadership strategies to cultivate healthier, more inclusive workplace settings. This study adds to the bullying–turnover literature by examining the joint role of negative emotions and workplace unfairness in a moderated mediation framework. The study connects these findings to sustainable labor management, emphasizing both theoretical and practical implications for organizations. Keywords: workplace bullying; mobbing; turnover intention; negative emotions; workplace unfairness; sustainable workforce management

Adm. Sci. 2025, 15(12), 496; https://doi.org/10.3390/admsci15120496

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In the media

We analyze psychosocial news, decode organizational issues, and share our views on the future of work.

Opinion | Plan de sauvegarde de l'emploi : prévenir les traumatismes organisationnels

Opinion | Plan de sauvegarde de l'emploi : prévenir les traumatismes organisationnels

Un PSE est un choc dans un collectif d’entreprise. Son manque d’accompagnement respectueux en fait un traumatisme dans la durée, écrit dans une tribune le psychologue Matthieu Poirot. Voici ses conseils.

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Affaire Kerviel : les banques doivent monter au front !

Affaire Kerviel : les banques doivent monter au front !

Qu'est-ce qui peut expliquer que les opérateurs des salles de marchés prennent des décisions considérées comme risquées financièrement pour l'établissement et frauduleuses par la réglementation ?

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Travail : le coût du présentéisme plus élevé que celui... de l'absentéisme

Travail : le coût du présentéisme plus élevé que celui... de l'absentéisme

Avec la crise, les employés sont plus enclins à venir travailler en toutes circonstances. Or un salarié présent à son poste mais fatigué ou malade est peu productif, ce qui a un coût considérable pour l'entreprise.

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Réussir les fusions-acquisitions : l’importance critique de l’accompagnement humain

Réussir les fusions-acquisitions : l’importance critique de l’accompagnement humain

Nombreuses sont les fusions-acquisitions qui se soldent par de véritables échecs financiers. Observateurs et experts attribuent ces échecs à diverses raisons : les mauvais partenaires, un mauvais prix d’acquisition, une erreur de timing, les deux entreprises sont intégrées trop rapidement ou trop lentement…

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Opinion | L'importance des dettes psychologiques au travail

Opinion | L'importance des dettes psychologiques au travail

"Ils n’arrivent pas à fonctionner ensemble" ; "Il y a de nombreux dysfonctionnements dans cette équipe". "Nous avons un climat tendu en ce moment, mais l’on ne comprend pas pourquoi". Les demandes d’intervention se focalisent facilement sur des approches individuelles, qui peuvent avoir un effet limité dans le temps.

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Opinion | Pour dépasser les fausses croyances sur le télétravail

Opinion | Pour dépasser les fausses croyances sur le télétravail

Le télétravail est un accord gagnant-gagnant pour l’entreprise et le salarié. Les entreprises peuvent ainsi recruter dans différents bassins d’emploi et faire baisser les coûts afférents aux locaux et transports. Il n’y aura pas de retour en arrière sur cette révolution.

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Reference books

Stress et risques psychosociaux au travail
Livre

Stress et risques psychosociaux au travail

L'individu et l'entreprise paraissent ' brouillés ' comme s'il fallait aujourd'hui choisir entre performance professionnelle et qualité de vie au travail. Faire comprendre l'enjeu du développement de la santé psychologique au travail est devenu un impératif économique et social. Dans cette optique, cet ouvrage définit les facteurs majorant les risques psychosociaux afin de les identifier. Il met ensuite l'accent sur une méthodologie visant à la prévention du stress et des risques psychosociaux prenant en compte les trois dimensions que sont l'organisation, le management et l'individu. Pour cette deuxième édition, l'ouvrage s'enrichit d'une partie consacrée au changement, de ses modalités d'accompagnement des entreprises illustrées de plusieurs cas concrets. L'ouvrage permet au lecteur d'acquérir une bonne connaissance des mécanismes psychologiques et managériaux du stress et des risques psychosociaux en milieu de travail et donne tous les outils théoriques et pratiques afin d'élaborer des stratégies de prévention.

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Stop Exhausting Yourself: 90 Days to Learn Psychological Recovery
Livre

Stop Exhausting Yourself: 90 Days to Learn Psychological Recovery

Recovering Is a Skill to Be Learned!* The world of work has never been so energy-hungry: constant change, chronic work overload, information overload… This book starts from the observation made by the author—a work psychologist and consultant—that more and more people are experiencing life imbalance and are no longer able to switch off from work. Yet current research on work-related stress clearly shows it: to remain effective over the long term and avoid burnout, to stay healthy and continue to improve, we need to alternate periods of strain with periods of recovery. Although treated as a taboo subject—much like in elite sports—recovery is the ingredient that makes the difference between amateurs and professionals. Why does this require a proactive, personal strategy to achieve it? What links exist between our stress levels and the effects of an uncontrolled allostatic load (wear and tear caused by stress)? Through a combination of the latest theories on work stress, case studies, questionnaires, and practical advice, readers will understand how their performance depends as much on the energy they put into their work as on their recovery strategies. Where do they stand in this balance? What effects does it have on them and those around them? What can they do to improve it? This book provides a genuine awakening to the central importance of recovery and reminds us how today’s society causes us to “forget” it. It will help you assess your level of allostatic load and define passive and active strategies to enhance your recovery through a personalized 90-day action plan. It will also enable you to start discussions with colleagues and managers to foster a professional culture of recovery.

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Develop Positive Leadership!
Livre

Develop Positive Leadership!

Develop Positive Leadership to Foster Engagement, Cohesion, and Effectiveness in Your Team! In a general context of workplace stress and volatility, what is the secret of managers who achieve excellent results while maintaining a high level of motivation, cohesion, and performance within their teams? How do they manage both to thrive themselves and to engage their collaborators on a daily basis? Positivity has now emerged as the fuel that unites and mobilizes people. Through a coaching plan enriched with questionnaires, practical exercises, and testimonials of best leadership practices, this book provides the keys to positive leadership. To achieve this, activate the right levers and take on the eight proposed challenges: Give meaning to work Start from deep motivations Focus your attention on strengths Express recognition Cultivate kindness and respect Lead by example Coach performance positively Transform without breaking

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Les situations difficiles au travail
Livre

Les situations difficiles au travail

Une situation difficile au travail correspond à l'accumulation de facteurs dépassant les capacités collectives de régulation d'une entreprise et les ressources psychosociales des personnes. Il en résulte un déséquilibre pouvant mettre en jeu la santé des salariés et l'efficacité du travail. Il peut s'agir de facteurs : - organisationnels : équipes marginalisées, choc de générations, perte chronique d'activité, bouleversement stratégique, etc. ; - individuels : situation de fragilisation, personnalité difficile, épuisement professionnel (burnout), etc. ; - relationnels : hyperconflit, harcèlement, persécution, management toxique, etc. Illustré de situations concrètes, cet ouvrage permet d'analyser les situations difficiles selon ces trois approches et d'en évaluer les risques. Il propose des outils d'accompagnement et de résolution des conflits. Enfin, il présente les bonnes pratiques à mettre en place pour prévenir ce type de situations. Cet ouvrage s'adresse aux praticiens de l'accompagnement professionnel (coachs-consultants en entreprise), aux professionnels de la santé au travail (médecins, psychothérapeutes, psychologues), mais également aux managers et aux managés.

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