Restore your organization's velocity
We partner with Executive Committees, leadership teams, CHROs, CIOs and project teams to remove the invisible blockers slowing down execution. Not training, transformation, grounded in research and real-world practice.
The stronger the trust and customer orientation, the more adaptable the organization. Every internal blocker divides that velocity.
Do you recognize yourself?
Three roles, one common thread: ambition blocked by human friction, never technical.
Your strategy never reaches the front line
"The ExCom decides, approves, communicates. And yet six months later, nothing has changed on the ground."
- Decisions dissolve between the ExCom and operations
- Strategic projects fall behind with no technical cause
- Energy goes into coordination meetings rather than execution
Engagement is dropping despite your initiatives
"Turnover is rising, engagement is declining, even though we've never invested more in wellbeing."
- Resignations are hitting your best people
- You're driving transformation without a clear ExCom mandate
- Internal surveys fall flat, actions don't follow
Your IT teams are excellent, but siloed
"My teams are individually brilliant. But AI is creating tension and projects are slowing down, for human reasons, never technical ones."
- Expertise doesn't flow between squads
- The arrival of AI is creating distrust rather than momentum
- Delivery stalls on relational friction, not code
Anonymized engagements,
measured results.
We don't name our clients. We measure our impact. Every engagement carries an indicator tracked with the relevant leadership team.
Three divisions were pulling strategy in opposite directions. Six structured confrontation workshops.
The project had stalled for 9 months. Diagnosis of relational, not technical, blockers.
The field had stopped executing HQ decisions. Feedback loop re-established.
High-potential departures. Work on psychological safety for managers.
Excellent but isolated expertise. Cross-team collective intelligence rituals.
HR was driving transformation without ExCom legitimacy. Mandate scoping and sponsor alignment.
Degraded post-restructuring climate. Rebuilding the managerial trust contract.
Over-validation, fear of failure. Right to experiment, framed and owned.
Two cultures that weren't talking. Shared language and common objectives.
Two entities, two cultures, one year to merge. Human integration architecture.
Disengagement
A disengaged employee doesn't say no. They execute at minimum, without initiative or feedback. It's the heaviest invisible cost.
Collective intelligence
The best ideas already exist within your teams. The question isn't generating them, it's creating the conditions for them to surface.
Client impact
An organization focused on its processes forgets its customer. Culture determines where attention flows: inward or toward value.
Responsiveness
Speed isn't about tools, it's about trust. Where trust is lacking, every decision goes through three rounds of approval.
Our convictions have sources.
Our approach draws on three decades of research, from Amy Edmondson on psychological safety to Peter Senge on the learning organization.
of a team's performance is explained by its psychological safety, the ability to speak up without fear of reprisal.
That's the share of field problems known to top management. The other 8 in 9 never surface.
productivity loss in disengaged teams, and an estimated global cost of $8.8 trillion per year.
Seven ways to work together.
From one-off diagnostics to long-term partnerships. Always tailored, never off the shelf.
Cultural diagnostic
Mapping invisible blockers: trust, information flow, psychological safety to speak up. A data-driven read of your organization.
- Interviews
- Measurement
- ExCom debrief
Executive coaching
Executive coaching to align strategic intent with operational reality.
- Coaching
- 1:1
- Co-development
ExCom alignment
Structured confrontation workshops to transform a committee into a collective.
- Facilitation
- Decision-making
Managerial transformation
Giving managers the postures that create safety and velocity.
- Posture
- Field
- Cohorts
Collective intelligence
Designing the rituals that surface ideas from the field to the decision-makers.
- Rituals
- Facilitation
AI change management
Making AI's arrival a driver of trust and momentum, not distrust. Frame the human before the tool.
- AI
- Adoption
- Postures
Measurement & progress loop
Trust and engagement indicators tracked over time. Culture, finally measurable.
- KPIs
- Barometer
- Tracking
Deux parcours structurés.
Quand le sujet est précis, nous proposons un cadre éprouvé, séquencé et mesuré.
Programme IA
Faire adopter l'IA par vos équipes sans casser la confiance. Un programme qui traite l'humain avant l'outil, parce que 70 % des projets IA échouent pour des raisons culturelles, jamais techniques.
- Sem. 1–2Diagnostic culturel IA : Shadow AI, résistances, peurs réelles
- Sem. 3–8Co-construction des usages, sandboxes et pilotes équipes
- Sem. 9–12Ambassadeurs IA, gouvernance et mesure de l'adoption
Customer Centric
Ancrer la culture client dans toute l'organisation. Ce que vos managers font vivre à leurs équipes, les équipes le font vivre à vos clients. Une transformation qui concerne chaque département.
- Phase 1Diagnostic de la culture client actuelle et des écarts managériaux
- Phase 2Exemplarité du sommet et implication de tous les départements
- Phase 3Ambassadeurs, rituels de service et KPIs de satisfaction
Des sessions courtes,
pour décideurs pressés.
Sessions inter-entreprises
Une demi-journée, un sujet, entre pairs dirigeants. Le format idéal pour tester notre approche avant un accompagnement de fond, ou simplement prendre de la hauteur.
Recevoir le calendrier →Practitioners, not theorists.
Yannick Touchard
INSA engineer and HEC-certified Executive Coach, Yannick led teams and transformations inside companies before founding humanistes. His conviction: trust is not an HR topic, it's the primary driver of organizational velocity. He works with Executive Committees, CHROs, and CIOs of large organizations.
Yannick works with a collective of experts who have all held real executive responsibilities. Field experience before theory.
ExCom Experts
Former executives with real operational responsibility
Certified Coaches
Individual and collective coaching
Facilitators
Collective intelligence and decision workshops
AI Specialists
Technology change management
Where does your organization stand?
Five questions, two minutes. An honest verdict on your organization's level of trust and velocity, and the first thing to look at.
Thirty minutes to see
what's slowing you down.
A direct conversation with Yannick Touchard. Together we identify your top 3 blockers. No sales pitch, no commitment.