The energy is there. It leaks away in meetings that go in circles, avoided conversations, and decisions questioned 50 times over. Together, we spot the leaks and seal them.
The names change, the script doesn't.
The people involved are technically valuable. You can't see how to open the conversation without breaking something.
Decisions don't get made — or they fall apart between two meetings.
And you suspect there are others on the way out.
The usual words have stopped landing. You're looking for another register.
If you recognised yourself in one of these situations, we have something to do together.
Book a callNo new framework. We name what's really going on, we deal with it — and the system breathes again.
Technically strong, humanly expensive. Nobody knows what to do anymore. The team pays the bill in silence.
It resurfaces every two months in a slightly different form. Never quite made, never quite buried. A silent leak.
Parallel teams that have stopped talking. They rebuild what the team next door already shipped.
Written because that's the process. They guide no one. Rewritten, almost identically, the following quarter.
You celebrate the people who put out fires. You forget the ones who keep them from starting. Eventually, everyone becomes an arsonist.
The avoided conflict, the manager in distress, the team slowly falling apart. Never prioritised. It compounds — exactly like technical debt.
Before the crisis. There's a way to receive them, name them, settle them calmly. The team stops working around what has gone wrong.
Because they were made in a space where everyone could say what they needed to say. No weak consensus, no silent sabotage.
Boundaries become porous without becoming blurry. Information flows. Work stops getting done twice.
They become a tool for alignment and prioritisation. Not a quarterly ceremony with no real bite.
The quiet moves, the conversations that defuse, the calls that head off the fire. You no longer need a disaster to be recognised.
Not the forced enthusiasm of kick-offs. The sober joy of building something meaningful together. The signal that the system generates energy instead of consuming it.
It took me fifteen years to realise I was bulldozing solutions instead of aligning my teams.
EPFL engineer, I spent over twenty years in tech — building systems, leading teams, and learning the hard way that the problems we call technical are almost always human. My job today is to make sure it doesn't take you as long.
Transform, at depth, the way you hold the space. A place to put down what weighs, name what's stuck, prepare what matters.
Custom quoteScoped together during the 30-min call
Let's talkExternal, concrete and confidential support for your managers: dealing with difficult situations as they arise, not six months later.
CHF 1'250.— / monthper manager · company package up to 8 managers · initial 3-month commitment
Discuss your situationYour exec team needing to make a structural call. Your annual offsite. A team disagreement to untangle before it does lasting damage.
Custom quoteBuilt around the moment and the context
Request a quoteReal situations, measured results. Companies are anonymised for confidentiality — the situations, though, are exactly as they were.
Teams kept passing responsibility back and forth. Projects were slow. Consultants could no longer commit to deadlines.
What opened up
Cross-functional restructuring aligned around the value chain. Friction sharply reduced. Lasting adoption through participatory change management.
Swiss tech company · 18 months
Software team under constant tension. Fuzzy priorities, low delivery despite high effort. Visible fatigue.
What opened up
Delivery tripled — no new hires, no forcing. Stress noticeably down. The team got its enjoyment back, and that's what unblocked the rest.
Swiss tech company · 8 months
Scaling a team fast while preserving culture, cohesion, and quality of service.
What opened up
Team scaled without breakage. Smooth onboarding for new hires. Culture not just preserved, but strengthened by the growth.
Swiss tech company · 4 years
At first, they wanted to vent: leadership, the absurdity of the calls being made, what was being imposed on them. Legitimate — and not enough.
What opened up
A shift, not a leap: from complaint toward what was actually possible. They still work together. They've stopped complaining. They act.
2h/week · 6 months
I thought coaching was mostly useless — one of those management fads that pass. I agreed to play along, sceptically. I was wrong. REALLY wrong.
Today I feel so much more grounded, focused, solid. We built simple, practical mechanisms that strengthen my ability to stay focused.
Gilles is one of the people who's taught me the most about managing teams. He has a way of bringing energy and a deeply positive momentum.
A real pleasure to carry projects together, sharing essential values: cooperation and transparency.
With Gilles, you go deep, fast. I found my inner stability. I feel more flexible and more steady at the same time — my teams feel it too.
One-on-one coaching, weekly face-to-face.
I was able to dig into the source of my beliefs in a setting that was serious, caring and light all at once — a very subtle, very welcome balance.
I came out with a clear view of new behaviours to test, then adopt. The path is sharper.
A consultant hands you a solution. Together, we build the space in which your own solution becomes obvious and lasting. You walk away with a system that works without me, not with a dependency. (And yes — EPFL engineer, 20 years in tech: I understand your technical topics without a translator.)
Warmth is not softness. Making room for what's actually happening is exactly what allows you to make the difficult decisions and make them hold.
Coaching: two hours a week, over a few months. Espace Manager: two hours per month per manager, plus peer supervision and the hotline. And no, it doesn't add to the load — it cuts the time spent arbitrating the same tensions on a loop.
Espace Manager starts at CHF 1'250.— per month per manager. Coaching and one-off interventions are quoted together during the call. And if I don't think I can be useful, I'll tell you within 30 minutes — for free.
We move in steps, and you decide at each one. The initial commitment is short — three months for Espace Manager — and if it's not bringing you anything, we stop.
Both. Face-to-face in French-speaking Switzerland and up to Bern, remotely everywhere else.
Thirty minutes. You tell me where it stings. I tell you whether I can be useful. A conversation with no strings attached.
