I want to help my team or a key person grow
Develop potential through tailored support.
Coaching: I help you grow your team or a key person, starting from what they actually experience at work.
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Twenty minutes free · French-speaking Switzerland (Lausanne, Fribourg), Bern or by video call
PHOTO 3 · LANDSCAPE 3:2
Coaching session: Victor and one person, closer, a calm exchange.
When developing a person becomes a priority
I work with managers, team leaders and high-potential people.
What took shape over the sessions
“Today, with my team, I am more confident in my management […] and I feel more legitimate with my peers in certain situations.”
Vincent Jost asked for a 360° himself, with some apprehension. Here is what followed.
Coaching
To anchor change.
One-to-one support, over six to nine sessions, to reach professional goals that matter to the person: taking on a new role to manage a team better, gaining ease in a difficult situation.
I don’t tell people what to do. I help the person step back, clarify what they want and find their own solutions, then turn them into concrete actions.
It is a development measure: an organization offers it to people it believes in. It is neither an evaluation, nor a sanction, nor therapy. Nor does it replace the manager’s role.
Up to nine sessions to turn what has been understood into observable changes
Confidential sessions, which belong to the person
Practical exercises to carry out between sessions
An interim checkpoint with you on what becomes observable
A kick-off session and a closing session that bring together the person, their manager and me
In support, if useful: 270° or 360° feedback, self-assessment included, discussed with the person and never handed over as a verdict
A question about coaching? Twenty minutes free to talk it over.
From first conversation to review, in five steps
Sessions take place at your premises, in a neutral room, or by video call.
- 1
Scope.
Together, we clarify what motivates the approach and what it should produce. I then meet the person concerned, alone: they must be willing. The first session takes place with three people: the person, the manager and me. Then the coaching takes place confidentially, one to one.
- 2
Explore.
Conversation first, instruments in support. Depending on the question asked, a psychometric inventory or 270° or 360° feedback brings useful insight. Sometimes neither is justified, because the dialogue is enough on its own.
- 3
Make sense.
What has been gathered is worked on over the course of the sessions rather than in a single debrief.
- 4
Support.
Up to nine sessions, with an interim checkpoint for you.
- 5
Review.
A three-way meeting brings together the person, the organization and me. The summary handed to you is first submitted to the person: without their agreement, nothing is passed on.
A framework set before the first session
A three-party agreement, signed before the first session: the organization, the person and me.
For the person:
they are willing and validate the summary before anything is sent.
For you:
an interim checkpoint on what becomes observable in the work.
What stays confidential:
the content of the sessions, in particular information relating to the private sphere.
Timelines and fees
Allow three to six months between scoping and review, sometimes a year, at the pace of the person and their deadlines.
Two flat fees, depending on the number of sessions:
Short coaching: six sessions
Long coaching: nine sessions
The format is chosen at the scoping stage. 270° or 360° feedback can be added if useful. Fees provided on request, amounts excluding VAT.
First call free.
One point of contact, from start to finish
Victor Jaques · Psychologist FSP
I scope, run and report back myself.
MSc in Counseling and Career Psychology (UNIL, 2021)
MAS in Management, Human Resources and Careers (UNIFR, UNIGE, UNIL, UNINE, 2024)
CAS in Change Management (HEC Lausanne, 2026)
Questions about coaching
What is coaching?
Coaching is one-to-one support over six or nine sessions, during which the person works with Victor Jaques on professional goals that matter to them. He does not tell them what to do: he helps them step back, clarify what they want and find their own solutions, then put them into practice. It is a development measure: an organization offers it to people it believes in. It is neither an evaluation, nor a sanction, nor therapy, and it does not replace the role of their manager.
What is 270° or 360° feedback?
360° feedback gathers the views of many people in the professional circle (management, peers, the team) and that of the person themselves on how they work. Without the team, it is called 270°. Victor Jaques uses an instrument centered on the managerial behaviors that research associates with manager effectiveness (Yukl, 2012). The instrument covers what the person does, and therefore what can be worked on. It thus avoids vague feedback, or feedback aimed at the person themselves, on which they cannot act. Victor Jaques offers it when the situation calls for it, and only then.
What does coaching with Victor Jaques involve?
Coaching includes up to nine sessions, at the pace of the person being coached. Two of them, the kick-off and the closing, bring together the person, their manager and Victor Jaques. After stepping back from their situation, the person tries out new ways of doing things in real situations, between sessions, then adjusts them. An interim checkpoint with the organization covers progress on the agreed areas and the observable changes at work.
When should I choose a development assessment or coaching?
It depends on the timing: a development assessment when a promotion is still to be decided, coaching when it has already been decided or when a key person is going through a difficult period. Three situations come up often.
A promotion to decide. An assessment puts the person in situations that match the demands of the target role. The organization decides on a solid basis, and the summary points to what needs work. If the promotion is confirmed, coaching then supports the transition into the role.
A promotion already decided. Coaching directly supports the transition into the role: the first months, the manager’s stance, the expectations to clarify. A 270° or 360° can be part of it, to increase the reach of the change.
A key person going through a difficult period, with too heavy a workload, doubts or a loss of drive. Coaching, without prior evaluation, helps them regain their footing and act. If the difficulty goes beyond the professional sphere, Victor Jaques says so and points to the appropriate help.
Does the person have to be willing to be coached?
Yes. Victor Jaques does not accept any coaching carried out against the person’s will. Moreover, the person can stop the coaching whenever they wish.
How is the neutrality of coaching ensured with respect to the manager?
The neutrality of coaching is ensured by a three-party agreement, signed before the first session by the organization, the person being coached and Victor Jaques. It sets what will be passed on and what will remain confidential. The person’s reflections belong to them; conclusions that concern the organization are meant to be shared. The summary intended for the manager is first submitted to the person: without their agreement, nothing is passed on. This confidentiality makes everything else possible.
How long does coaching last?
Coaching lasts three to six months between scoping and review, and up to a year when the situation requires it. With 270° or 360° feedback, a second measurement and a review meeting take place one year after the kick-off.
How much does coaching cost?
Coaching is offered at a flat fee, depending on its length: short coaching of six sessions, or long coaching of nine sessions. The format is chosen at the scoping stage. Depending on the results, it is possible to stop or extend a coaching. Fees provided on request, excluding VAT. The first call is free.
Where does Victor Jaques coach people, and in which language?
Victor Jaques is based in Fribourg and Lausanne. He works throughout French-speaking Switzerland (Geneva, Vaud, Fribourg, Neuchâtel, Valais, Jura) and in Bern, in French, as well as in Zurich and German-speaking Switzerland, in English. Depending on the service, assessments, sessions and workshops take place at the organization’s premises, by video call or in a neutral room, which suits internal candidates.
Twenty minutes to clarify your needs, free of charge.
Fribourg · Lausanne · Bern · by video call wherever you are