Complete support: from diagnosis to transformation
Transform alignment into performance
We bring data into what usually stays subjective. Our tools measure where a leadership team actually stands and turn the answers into figures, mappings and priorities.
We analyse those three dimensions as a whole to quickly identify the salient levers. Conditions for improving collective performance and efficiency.
We think people function reaches far beyond a support role: without the business, the human side is mere utopia; but without the human side, the business will miss execution.
Every engagement starts with a measurement and ends with something that holds without us.
We measure how aligned your leadership team actually is, question by question, and show where the reads diverge. Two weeks, no interpretation needed to read the result.
Scored report · executive seminar · action planWe turn a committee into a team: decision rules, arbitration, meeting rhythm, who owns what. The point is that decisions get made once.
Governance charter · decision map · facilitated comexStructure, roles, processes and steering, redesigned together and installed with the teams that will run them. Practical enough to survive our departure.
Target operating model · KPIs and dashboards · rollout planTalent in the right place, managers who manage, engagement you can read in numbers. HR becomes a growth engine rather than an administrative function.
Talent review · manager programme · workforce analyticsFor founder-led companies crossing the point where informal stops working. We stand up the missing functions and professionalize without killing the speed.
Interim leadership · function build · scaling roadmapFor funds: an organizational read before the deal, and a regular check on the teams running the assets. The same measurement, applied from the outside.
Pre-deal organizational audit · portfolio monitoringIn growth or restructuring phase. SMEs, mid-caps, startups, scale-ups, large group business units. Tech or industry and services. Investment funds: portfolio monitoring or audit.
CEO, executive committee, board mandates on key topics.
Each phase stands on its own. Together they take a leadership team from a first honest read to a new operating rhythm.
Alignment questionnaire (2 weeks). Executive seminar (0.5-2 days). Collective debrief. Work on gaps and blind spots. Co-construction of the action plan.
Regular presence, 1-2 days per week. STRUCTURE: organization, roles, processes. STEER: KPIs, dashboards, rituals. DECIDE: facilitation, arbitration, governance.
Regular executive committee support. Individual or collective mentoring. Discussion on key issues. An advisory role for executives, for as long as it is useful.
We approach topics in a balanced way. We consider stakeholders through a company / team / individual lens. Our approach is progressive: create options, set priorities, unlock full potential.
We are a trusted advisory partner committed to your side long-term to help you reach milestones. We rely on solid experience, global perspective, proven relevance, independence of mind and constant integrity.
1. Trust everyone to contribute to building the company.
2. Create a harmonious framework for collective and individual fulfillment.
3. Develop talents in their right place.
4. Respect people with particular attention to diversity and vulnerabilities.
5. Practice exemplary management in service of teams.
6. Ensure subsidiarity in decision-making within our community.
7. Align behaviors with shared values.
In Greek, the pyxis is the box that holds the needle - the instrument that tells a crew where it stands before it decides where to go. It measures, it does not steer.
A compass is useless to someone who already knows the way. It is decisive to everyone else.
In French, le sens carries both at once: the direction you are heading in, and the meaning that makes the heading worth holding. It is also order - what you put in place so that a group moves as one.
Measure the position, name the direction, give it meaning. That is the whole method.
On the Vektor North Executive diagnostic, and on the work that followed it. Translated from French where needed.
Vektor North Executive diagnostic across operating divisions, then support on the follow-through.
This is really good. What is interesting is the granularity.
I think this is what any operating unit could dream of. In my view you could run it every six months, and settle into a cruising rhythm from there.
A very fine synthesis.
Vektor North Executive diagnostic for the leadership team, then work on the recommendations.
Vektor North Executive is doing something important here.
Your analysis highlights, in a very logical and constructive way, the points to resolve - and how to resolve them.
I am not at all surprised by your observations, and completely aligned with the recommendations. Your feedback makes things clear.
Vektor North Executive diagnostic for the research unit, then a team seminar built on the report.
Your tool is effective: it produces good syntheses, and draws interesting and relevant proposals out of them.
We are going to make the most of this material - as a working document, as communication to our management, as an action plan.
Vektor North Executive diagnostic, then a full working session built on the report.
A great day, with good exchanges. We started with an hour and a half of debrief on your report. Thank you for supporting us in this effort to get structured.
Vektor North Executive diagnostic for a business unit, then a seminar and an action plan built on the report.
The tool is really well built - the balance between the three parts, the structure, it is very well balanced.
The debrief gave me a great deal, it is very rich. And the verbatims - I think they are brilliant.
It has been extremely useful to us. We took it into our seminar, and I used all of it for my action plan out to 2030. I have already shared the tool with my peers, and I will absolutely go on recommending it.
Organisation redesign and governance for an international project affiliate, then ongoing advisory.
The new organisation was announced and landed exactly as planned. It is much better now: the quality of the people shows - they carry more weight, they take charge, they are committed.
What an organisation needs at a moment like this is the people who can bind the others together around meaning. You are one of them, very essential.
Diagnostics and advisory mandates, from first read to new operating rhythm.
Your solution is genuinely good, because it is not intrusive - unlike consultants who land on you. People can answer freely.
Organizational read, then implementation alongside the team.
I think the report is well written and reflects cogent analysis. Which is a remarkable achievement given the short time that you have had to get to know the business. Then the implementation was extremely helpful.
Three structures supported, including an M&A negotiation.
Christophe supported us brilliantly across the three structures, and still does, with very sharp support on one of them, handling the negotiation of an M&A combination. He has also developed, with his partner, a remarkable digital solution.
Two series, both freely available, built on the same nine dimensions we measure: The Unsaid and A People Journey.
Begin with the two-week alignment diagnostic, then opt for complete support: seminar and transformation.
Launch the diagnosticLet's discuss your challenges