Job offer
23 April 2025
Diagnosis + Performance
Do you need to assess your human capital, whether you are recruiting or already in post, to optimise the dynamics, motivation, and individual and collective functioning within your company?
Our “Diagnosis + Performance” service answers your questions about commitment and performance at every level of your organisation, whatever the context.
Our approach consists of identifying the deep-rooted skills of an employee, manager and/or team, and validating their alignment with their responsibilities, missions and professional challenges.
We use recognised scientific tools such as map&match and Disc and Driving Forces, supplemented by in-depth interviews and group workshops.
These tools, coupled with our recruitment expertise, enable us to address all types of context and issues.
We offer a range of tailor-made formats to meet all your needs:
- assessing a director, manager or employee for external or internal recruitment,
- facilitating and accelerating their integration into the organisation,
- understanding the talents and keys to success of your employees and helping them to express their full potential,
- correcting situations of individual and collective under-performance,
- understanding and optimising the functioning of a management team or functional team,
- supporting change, in particular transformation programmes (from practice to implementation).
Here are a few case studies and contact us!
Our tools
Diagnosis + Performance
map&match
Disc + Driving Forces
Some of our missions
Diagnosis + Performance
#1 Mission + Testimonial:
Individual support for a French SME executive in his job search
Context and issues
During a professional transition following redundancy, we can help an experienced executive find the next project that matches his expectations and skills, with a strong focus on re-energising him.
Given his experience, career path and personal skills, what type of position and context will François-Régis be most successful in, both professionally and personally?
Method and format
- 5 working sessions of 1h30 spread over 12 weeks,
- Debriefing of your map&match profile with the executive,
- Identification of appropriate professional responsibilities,
- Formalisation of two CVs,
- Preparation of a tailor-made presentation pitch.
Key points
- 3 main talents: steering the company, execution and striving for excellence.
- This is the profile of an operational, structuring Director, with a strong focus on results and quality. They are well-suited to turnarounds, improvements and company takeovers.
- Recommendation: work on reporting, decision-making, defining and implementing methods and processes.
Testimony of François-Régis de Vaublanc
Sales and Marketing Director for French SMEs
“Thanks to the “Diagnosis and Performance” method, I’ve been able to identify my talents and pinpoint the areas where I need attention or actions that consume energy.
I now have a perfect understanding of my professional ‘self’, which has enabled me to target the right professional opportunities and create CVs and LinkedIn profiles that effectively present my career path and highlight my professional achievements.
I’ve also fine-tuned my arguments and increased my impact in job interviews and networking meetings.
Valérie’s commitment to the process and method at Mind Partners is a harmonious blend of high standards and kindness”.
#2 Mission + Testimonial:
Assessing a potential CEO recruited to set up and launch a new subsidiary in Europe
Context and issues
LeaseWay is a French SME under LBO with strong growth in Europe.
The group management and the investment fund want to be sure that the candidate for the position of Managing Director will be able to meet the challenge of setting up and launching the subsidiary in Italy.
We have been commissioned by Group General Management and the Investment Fund to carry out an assessment of the prospective candidate.
Will the candidate meet the challenges of opening and launching the Italian subsidiary?
Method and format
- In-depth interview,
- Analysis of the map&match profile,
- Debriefing of the profile with the candidate,
- Summary and recommendations to Group General Management and the Investment Fund,
- Written report to the candidate and the principals.
Key points
- 3 main talents: in the dynamics of managing a company,
- This profile suits the challenges of a CEO in charge of setting up a subsidiary.
- One point to pay attention to: bring the necessary rigour to the analytical and operational aspects of the job.
- Recommendation: surround this executive with people experienced in implementing methods and processes.
Testimony of Franck Tettart
CEO Groupe LeaseWay
“For the company, the aim was to draw up a portrait of Virginie in the context of her recruitment as CEO of our Italian subsidiary.
The “Diagnosis and Performance” analysis allowed me to check the suitability of Virginie’s profile for the position of CEO in charge of setting up a subsidiary, as well as to draw up a clear picture of her strengths and areas for attention for the position, and to present it as objectively as possible to my shareholders.”
Testimony of Virginie Bernard-Vernay
CEO LeaseWay Italia
“Leaving Stellantis after a 25-year career to set up Leaseway’s Italian subsidiary from scratch was a risky challenge, a real “leap in the dark”!
The aim of my map&match profile was to confirm that I was the right person for the job.
The diagnosis of my main skills strengthened my self-confidence to take up this ambitious challenge, and greatly contributed to my decision to “take the plunge”!
Over the past two years, I’ve developed my strengths. I’ve also worked on my areas for improvement and, to name just one, I’ve finally overcome the ‘blank page’ fear!”
#3 Mission + Testimonial:
Diagnosis of an individual profile with the challenge of integration into the team
Context and issues
Support the integration of a new member of staff into her team by analysing her DISC and Driving Forces profile – all team members and the manager have already completed their individual profiles.
The aim is to help her discover her behavioural styles to get her to know herself better, identify any risks, facilitate her interactions with her colleagues and maximise her performance at the heart of the team.
Method and format
- In-depth interview,
- Analysis of the individual DISC Profile and Driving Forces,
- Individual debriefing with a focus on comfort zones, discomfort zones and over-revolution zones,
- Recommendations for adjusting behaviour to professional and relational situations,
- Written support.
Key points
- This is an open, enthusiastic, charming profile, with a spontaneous extroverted style, who wants to convince and acts at a fast pace. Occasionally indirect, reserved/introverted, a good listener and thinker with a steady pace of action.
- In all situations, she is ‘relational’, focusing on people and relationships rather than goals; she thinks ‘with her heart’ rather than ‘with her head’.
- Things to be aware of: she may be overconfident and put herself in danger; she may lack realism, accuracy and objectivity. She can also be manipulative, extravagant and talkative.
Her 3 main driving forces are:
- Economic: motivated by the search for quality and excellence. Versus the search for ROI
- Theoretical: highly motivated by the desire to learn everything that is important about a subject – scholarly profile
- Altruistic: focused on others, seeks to help, altruistic and accommodating.
Conclusion
- Aware of the strengths and risks of her preferred styles, the employee identified two spontaneous behaviours she could work on to optimise her individual performance, team collaboration and interpersonal skills.
- She shared her profile and discovered those of her colleagues to develop all the collaborative synergies and complementarities within the team.
- As a result, she quickly took her place and became more effective in her new position and organisation.
Testimony of Pauline
Consultant
“Working on my DISC profile with Valérie Chomel highlighted the risks inherent in my decision-making process. This insight echoed strongly with past situations and effectively helped me to rebalance my mode of action between intuitive impulse and analysis of the issues at stake.
Knowing myself better makes me more comfortable and efficient in the office and my professional relationships.”
#4 Mission + Testimonial:
Team building for a consultancy company
Context and issues
Against a backdrop of growth in France and internationally, and the development of its service offering, the consultancy, which operates in France and the UK, has a team of around a dozen people.
The manager wanted to optimise collective performance, and was looking at the tools and practices the firm could use to retain existing staff and attract new talent?
Method and format
- Framing interview (firm and manager),
- Individual map&match profile campaign,
- Individual debriefs,
- Analysis of the collective profile,
- Definition of the team’s responsibilities and challenges,
- 1 collective workshop to discover the individual profiles and the collective profile, work on strengths and areas for improvement,
- 1 collective workshop to formalise a concrete action plan.
Key points
- The team’s strengths lie in the way its talents complement each other (all the dynamics are activated), and a human DNA that is caring and close to the client, adapted to the firm’s business, focused on people and creating links between the various stakeholders (clients, consultants, the market, etc.).
- Recommendations: consolidate the shared vision; improve operational efficiency and delivery capacity by systematising processes and developing synergies between the divisions.
Testimony of Louis
Managing Partner
“From an individual point of view, the analysis of my profile formalised my appetites and my “irritants” or “energy eaters” according to the map&match terminology…
From a collective point of view, reading the team profile enabled us to spot at a glance our strengths, our complementarities and the obvious ‘holes in the racket’ with regard to our challenges.
Together, we defined a detailed action plan with the help of a facilitator. This enabled each member of the team to express his or her views, and to participate in the dynamic of building the firm.”
Testimony of Marie
Consultant in London’s office
“A very interesting tool and approach that makes me want to go further and invent the next
together.”
Testimony of Pierre
Consultant in Paris‘ office
“It was an interesting half-day which helped me to find out where to look for complementarities and to gain a better understanding of our collective.”
Why choose Mind Partners for an assignment
Diagnosis + Performance
+ Your benefits
- connect or reconnect with what you enjoy doing to boost your performance,
- discover your individual and collective motivational drivers,
- capitalise on your strengths to consolidate your leadership and the group dynamic,
- identify areas of risk and build action plans,
- find your right place and discover all the complementarities within the group
- envisage new perspectives and open yourself up to operational, structural or functional creativity, on an individual and/or group basis.
+ Our strengths
Our experience in recruitment since 2013
- knowledge of the employment market
- knowledge of sectors and professions
- knowledge of the skills and attitudes expected in varied and complex professional environments
- global vision of SME organisations and large groups
- network of regional, national and international players
Our expertise in coaching executives and senior managers since 2015
- a taste for human capital management,
- the ability to take a step back and help others to do so in order to create the conditions for optimum performance,
- experience of supporting change: of outlook, of direction, of perspectives, of objectives, of organisation, of priorities, of team management, etc….
