Vanessa Bourquin

I support organizations inmobilizing their employeeson ecological and social transition issues, focusing on thehumanaspect rather than carbon.

This translates into developing an onboarding strategy (global or thematic) and implementing an operational action plan; which often breaks down intoawareness-raisingorcollective intelligenceworkshops adapted to the company's needs.

This support allows employees to be integrated into the company's project and to become **actors of this transition**.

Because this is what drives me: I want to restore hope, desire, and thepower to actto facilitate the transition to action.

I also use two workshops for this purpose:

It allows employees to project themselves into a future that is both sustainable and desirable.

It helps to understand 3 essential elements:

🧠 how narratives shape us;

🫸 that current dominant narratives are not compatible with the transition and keep us inactive;

💭 that new narratives can help us make the shift, by projecting us into new imaginaries to lead us to change our behaviors.

**

It answers the question: Why is it so difficult to change, even when we want to?

💡 Shed light on what is at play in the evolution of our behaviors in the face of ongoing transitions.

🔎 Explore, using concepts from cognitive science, why changing can be so difficult, even when we are all convinced that we need to.

🤓 Understand the role that emotions, biases, and other factors play in modifying our behaviors.

🫵 Cross-reference our perceptions and create a collective representation of the cognitive levers we can grasp to increase our capacity to act.