SHR supports executives, senior staff and managers in Le Locle and the canton of Neuchâtel: a structured space to think, decide and move forward on real situations.
The first months in an expanded role hinge on fast decisions and legitimacy that must be built. In Le Locle, coaching offers a space to set priorities, clarify posture and test decisions before making them.
Team conflict, disagreement with management, reorganisation: we work on real cases drawn from your day-to-day life in Le Locle and the local economic fabric (horlogerie de manufacture, micromécanique et sous-traitance de précision).
Ongoing support, typically six to ten sessions, with objectives set at the outset and reviewed along the way. Sessions on-site in Le Locle or by video conference.
Centre-ville, Les Frêtes, Le Bied, Chez-le-Bart.
35 minutes de Neuchâtel ; interventions dans toute la vallée du Locle.
La Chaux-de-Fonds, Les Brenets, La Sagne, Neuchâtel, Morteau (France) and the entire canton of Neuchâtel. Working languages commonly used in Le Locle: français.
Coaching Le Locle with SHR starts from a concrete goal set with the coachee and shared with the organisation: a new role, leadership presence, team management or workload balance. Every Coaching Le Locle engagement aims at visible change at work.
Coaching Le Locle relies on a three-way contract, spaced sessions and real situations worked on between meetings. Confidentiality is guaranteed: the organisation knows the goals of the Coaching Le Locle, never the content.
Our coaches know the local context and can run the Coaching Le Locle in the coachee’s working language, on site, at a neutral venue or online.
At the end of the Coaching Le Locle, a three-way review measures what has changed. To start Coaching Le Locle, a no-commitment first meeting checks that the working relationship can form.
In Le Locle, we support managers who lead long-standing, close-knit teams, which makes some decisions more delicate. Coaching offers a neutral, confidential space to clarify one’s posture, prepare a succession or evolve practices while respecting the company’s traditions.
Useful coaching is judged by what changes at work, not by how comfortable the sessions feel. We start from a goal set with the coachee and agreed with the organisation, then track progress against it.
A no-commitment conversation to check the fit between coach and coachee. If the alliance does not form, we propose another coach — it is the first condition for success.
Coachee, manager or HR, and coach agree on two or three observable goals and on what stays confidential. The organisation knows the goals, never the content of sessions.
Spaced sessions that leave time to experiment in between: real situations, preparing difficult conversations, field feedback. Tools such as 360° feedback are used only when they serve the goal.
A three-way review of the original goals, what has changed, what remains and how the organisation can support what comes next.
It is not therapy, not a disguised disciplinary measure and not a way to load an organisational problem onto one person. When the difficulty lies in structure, role or team, we say so and suggest the right lever.
Meta-analyses of workplace coaching report positive effects on performance, well-being and self-regulation, while stressing the weight of relationship quality and clear goals. Our coaches follow a recognised code of ethics: confidentiality, no conflicts of interest, and referral to another professional when a need is clinical.
At your premises in Le Locle, in a neutral venue, or by video conference. Our offices are located at 184 route de Saint-Julien, 1228 Plan-les-Ouates (Geneva).
Most often six to ten ninety-minute sessions, spaced two to four weeks apart, with a mid-point check-in.
In French, English or German — in Le Locle, most often in français.
No. The content remains confidential. Only the objectives and overall progress may be shared, with the coachee's agreement.
An initial scoping call within 24 hours to understand the context, the role and your needs.