Resources & Publications
Explore scientific insights, case studies, and expert commentary to stay ahead on psychosocial dynamics and leadership.
White Papers & Case Studies
Strategic approaches and lessons learned to secure complex transformations.
Mergers and Acquisitions in Europe: Value Creation Under Scrutiny
Mergers and acquisitions (M&A) in Europe are expected to accelerate again from 2026 onwards. Driven by market restructuring, competitive pressure and the search for critical size, they are often presented as obvious levers for value creation. Yet experience shows that this promise is far from being systematically fulfilled. While financial, legal and social dimensions are generally well managed, one decisive factor is still too often overlooked: the psychological acceptance of the merger by the people who experience it on a daily basis.
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AI, Consulting, and Organizational Psychology: A European Perspective
Independent consultants and professionals working in consulting firms across Europe are increasingly questioning the impact of AI. This concern is legitimate, as AI may be experienced either as an existential risk—raising fears of professional obsolescence—or as a powerful opportunity for development. My position is the following: AI will primarily amplify pre-existing talents, provided it is used thoughtfully and responsibly.
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A Toxic dynamic at Work in Organizational Crisis
Our interventions during organizational crises reveal a particularly toxic systemic dynamic structured around three interdependent phenomena: the progressive entrapment of formal power, inadequate support for transformations, and the emergence of compensatory implicit leaderships.
Explore →Let go of psychological debts at work to regain vitality
Letting go of psychological debts is like cleaning out your emotional closet. Sometimes you find old grudges in there that look like old-fashioned sweaters. So why not donate them to the "Forget It" association and make room for new, more constructive emotions? 😄 Letting go of psychological debts involves a process of emotional and mental release from grudges, resentments or frustrations you may feel towards someone or their company. Here are a few steps to detail this process:
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The Four Pillars of Sustainable Culture Transformation: Beyond Good Intentions to Measurable Impact
In contemporary organizational discourse, culture has become simultaneously omnipresent and poorly understood. Leaders regularly invoke it as a strategic priority, yet struggle to articulate its concrete contribution to performance. This conceptual imprecision creates a fundamental vulnerability: when culture remains undefined and unmeasured, it cannot be systematically developed, and investments in cultural transformation inevitably compete poorly against initiatives with clearer ROI. The framework presented here addresses this strategic deficit by establishing culture transformation as a measurable organizational capability rooted in four empirically validated pillars and distributed across five distinct domains of ownership.
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Existential Leadership Coaching: The Integrative Contextual Approach
When someone feels unsafe in a relational context (and a company is a relational system), their dysfunctional behaviours may intensify. For leaders, the consequences can be significant—both for themselves and for their professional environment. Here are the behavioural tendencies (they are traits, so more or less pronounced) that can be observed:
Explore →Books & Reference Works
Published references that shed light on organizational dynamics and psychosocial insights.
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!
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
Discover →Academic Publications
Chapters and reference articles backed by rigorous research.
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
Discover →Articles & Media Contributions
Commentary on psychosocial news and contributions to major French outlets.
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.
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 ?
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.
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…
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.
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.
Comment lutter contre la « zone de fin », cette perte de sens au travail qui démotive les salariés ?
Entre la démission et le burn-out, la « zone de fin » regroupe les travailleurs en perte de sens, qui ne sont plus en phase avec leur entreprise. Avec l’aide d’experts, l’édition du soir décrypte les mécanismes de la motivation et partage quelques conditions pour la retrouver.
Videos & YouTube Conferences
Training sessions, webinars, and conferences available online.
Transforming a Struggling Site: Leadership Strategies and Change Management
We discuss the challenges leaders face when transforming a site with a complex history. We explore key strategies for managing change, including acknowledging the psychological legacy, building a transformational leadership team, and the importance of seeking external advice to prevent crises.
Watch on YouTube →Existential Issues at Work: A Forgotten Dimension.
Working is not just about earning a living. It is also about seeking meaning, finding one’s place, and sometimes confronting oneself. In this video, we will explore the existential issues of work: why it shapes our identity, how it can both fulfill and exhaust us, and what this reveals about our relationship with the world.
Watch on YouTube →Leadership and Uncertainty: Navigating a Complex World
We explore how leaders can communicate effectively during times of global uncertainty by offering forward-looking scenarios and reaffirming the organization’s core values.
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