Make excellence sustainable.
Better Being helps organizations support their leaders and teams through demanding periods. Our work aims to retain key talent, support clearer decisions and reduce burnout.
- 30+
- client organizations, from SMEs to large companies.
- 100+
- interventions delivered: training, workshops, offsites and activations, in companies and at events.
- 15+
- specialists in a bilingual network, brought in according to the mandate: certified coaches, sleep, movement, nutrition, mental preparation.
We start from your business issues.
Every mandate begins with a conversation about what is weighing on your organization. We then propose an approach that addresses it, and agree with you on what will be tracked along the way: participation, feedback, and how useful the changes tested turn out to be.
Keep your key talent
Support leaders through the transitions where you risk losing them: promotion, rapid growth, intense periods.
Clearer decisions
Leaders who keep the energy and space to decide calmly, even as the load increases.
Teams that keep the pace
A shared language and shared practices that last beyond the workshop.
Lower burnout-related costs
Prevent absences and departures instead of managing them after the fact.
These are the issues our work targets, not guaranteed results.
Support one leader, several leaders or a small cohort.
The situation
A promotion, a new mandate, a succession effort, or a critical role under growing pressure.
What we do
Each participant follows the Better Being Program with a lead coach.
- 12 to 15 weeks
- Starting calibration, individual sessions, group time and daily questions
- A specialist can step in if a specific need calls for it
Before we start, we agree with you on who the pilot is for, how long it runs and what you want to learn from this first experience. Each participant then sets their own goal with their coach; that goal stays confidential.
What you receive
- The Better Being Program for each participant, with a lead coach who coordinates the journey and brings in a specialist if a specific need calls for it.
- An end-of-pilot review covering participation, participants’ experience and their perception of the progress made, to the extent this can be shared without identifying anyone. The content of the review is agreed before the pilot starts.
Confidentiality of each journey
Personal goals, conversations with the coach and individual observations are not passed on to the employer. In a small group, some results will not be broken down if sharing them could identify a participant.
A first pilot, agreed before we start.
Executive coaching or the program?
An executive coach helps with a defined leadership issue: delegation, communication, decision-making. The program takes a wider view: the capacity to sustain a demanding role, including energy, focus, responses under pressure and what matters outside work. We recommend one or the other depending on the situation.
Move a team forward around a real objective.
The situation
A particularly demanding stretch, a need to realign or collaborate better, or a team day that has to serve a specific objective.
What we do
We clarify the objective with you, adapt the angle and content, choose the speaker and recommend the format. We deliver, then follow up as agreed.
Frequent topics
What you receive
- A proposal for content, format and speaker adapted to your audience.
- For an offsite: program, facilitators, participant communications and, when needed, transport, lodging and meals.
- A follow-up after the intervention, within the agreed scope.
“Their dynamic, turnkey approach inspires confidence right away. The team listens carefully, proposes concrete solutions and provides professional support from start to finish.”
Scope a broader effort, with a clear first deliverable.
The situation
A strategy that is hard to translate into practice, fragmented or underused initiatives, or performance standards to clarify before acting.
Upstream
The ambition still needs clarifying.
Define what sustainable performance means in your organization, take stock of existing supports, and identify priority populations and moments.
After a diagnostic
A strategy already exists.
Turn the findings into concrete interventions, bring in the right experts and prepare the activation with your internal teams.
The first deliverable is defined up front
For example, an activation roadmap or an intervention plan for a priority population. What comes next is decided afterward, with you.
Your leaders need more than new skills.
Four steps, one mandate lead.
Completed mandateA day for 15 managers.
A call to agree with you on the objective, the audience, the context, the change expected and what will show whether it helped.
In this mandateThe director wants her managers to share a common language on leadership and delegate better. Two objectives, one day.
The level of intervention (person, team or organization), the format, the contributors and the conditions for delivery. You approve it before we start preparing.
In this mandateValues and leadership in the morning, communication and delegation in the afternoon. A facilitator chosen for this audience.
We do the work, watch how the group responds and correct course along the way. One mandate lead remains your single point of contact.
In this mandateThe day is designed, prepared and led by Better Being. The director has nothing to coordinate on the day.
A review against the agreed criteria, then a recommendation: continue, adjust or stop. For a program, this is also when a wider rollout is decided.
Example criteria for a pilot: session attendance; share of participants who feel they progressed toward their goal; rating of the support.
Our approach, for individuals and teams →
A clear objective.
The right level of intervention.
Criteria agreed together.
FAQ
What HR and executives ask before scoping.
How is a first project with your organization prepared?
A call of about 45 minutes to agree on who the pilot is for, how long it runs and what you want to learn from it. We then send you a proposal, which you approve before any commitment.
What group size does the program work with?
The program runs for one person, a few leaders or a cohort. In a small group the review stays general: some results are not broken down if sharing them could identify a participant.
What does the sponsor receive?
An end-of-pilot review covering participation, participants’ experience and their perception of progress, with content agreed before the start. Never personal goals, the content of conversations or individual observations.
How is confidentiality protected?
Each participant signs their own confidentiality agreement with us. The employer may know who is enrolled and receives the invoice, but never receives session content or findings that could identify anyone. A specialist only sees notes with the participant's consent.
We already have executive coaching and an EAP. Where does this fit?
Alongside them. Executive coaching works on a defined leadership issue; the EAP addresses health needs. The program looks at the capacity to sustain a demanding role over time, and refers people to those resources when that is what they need. During scoping we take stock of what already exists to avoid duplication.
How much does it cost?
The program is billed per participant; team interventions and advisory mandates are priced by scope. We present the amounts in the proposal that follows the scoping call.
Let’s talk about what you want to change.
A scoping call of about 45 minutes to understand the context and recommend the right starting point. You can also send us a short note.