Coaching a Deputy General Manager
- Sector Banking & Finance
- Mission type Management Coaching & Skills Assessment
- Mission duration Program spanning several months, with a decreasing pace.
The information presented on this page is intentionally anonymized. The confidentiality of our work is an integral part of our commitment to our clients.
The context
A leader at a strategic crossroads in his career
Our beneficiary is a Deputy Managing Director at a retail and investment bank, operating in a highly competitive and rapidly changing environment. Holding a very high-level position of responsibility, at the interface between senior management, operational teams, and governance bodies, he wished to take a step back from his career path and strengthen his position within the context of his organization's strategic evolution.
The mission entrusted to OREANCE combined two complementary components: an in-depth skills assessment to objectify one's strengths, areas for development and aspirations, and an individual coaching program to support the implementation of the identified areas for improvement.
The stakes
Clarify, reposition, perform
At this level of responsibility, the stakes of coaching go far beyond simply acquiring new skills. It's primarily about becoming aware of one's own resources and limitations, understanding how one's leadership style is perceived by those around them, and identifying the most relevant levers for action to strengthen one's impact.
In a sector as demanding as banking and finance—where regulatory, digital, and organizational transformations occur at a rapid pace—a leader's ability to adapt, engage their teams, and maintain performance over time is critical. This coaching program was specifically designed to address these areas.
Our approach
A two-stage program, from assessment to action
The program began with a structured skills assessment, conducted by Harry Abisur, aimed at establishing a precise record of the participant's proven successes, difficulties encountered, and underlying motivations. This phase utilized behavioral assessment tools, prospective and introspective interviews, and an in-depth analysis of the organizational context in which he worked.
Based on the findings of this assessment, an individual coaching program was implemented, using the ECOLE method to define specific objectives, measurable success indicators, and a personalized development plan. The sessions alternated between leadership work, analysis of real-life situations, role-playing exercises, and reflection on the beneficiary's values and professional choices.
The decreasing pace of the sessions allowed for a gradual increase in autonomy, up to the post-program follow-up ensuring the consolidation of acquired skills.
The results
A more grounded, more assertive, more effective leader
- Skills assessment completed and delivered with a personalized action plan
- Strengthened leadership, clarified and assertive leadership stance
- Enhanced communication with teams and governance
- Better management of complex situations and power dynamics
- Enhanced adaptability in a changing environment
- Autonomy and self-confidence significantly developed
Why this project is representative of our approach
This mission illustrates the relevance of an approach combining assessment of skills and coaching within a single, ongoing program. An assessment alone is not enough—without support in implementation, the insights gained remain theoretical. Coaching alone may lack the depth provided by structured work on professional identity and skills.
OREANCE offers this complementarity: a holistic view of the individual, a rigorous method, and a long-term commitment that transforms awareness into real and sustainable performance.
Are you leading in a demanding and changing environment?
Let's discuss your situation. First diagnostic consultation free and confidential.