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frédéric vous m'entendez allo oui bonjour 1 2 tchèque tchèque ok un instant c'est peut-être moi est ce que c'est mieux comme ça 1 2 est ce qu'on s'entend mieux oui bonjour frédéric ça va bien oui oui oui très bien merci oui justement ça permet dans les premières questions qu'on puisse se demander, si on se tutoie, on se vouvoie dans nos échanges pour faciliter nos discussions.\n\n[CLIENT 01:46] Je pense que tutoiement est tout à fait correct pour moi.\n\n[COACH 01:51] Oui, OK, parfait, parfait. Et je suis désolé aussi, je pense que j'ai envoyé des messages de rappel, je crois, hier en anglais, parce que je pense que dans notre système, il y avait marqué en anglais, mais là je comprends qu'on va se parler en français. ton coeur?\n\n[CLIENT 02:06] De mémoire, j'ai touché ça ici, parce que je veux avoir l'écran en avant avec toi, qu'est-ce que c'est que j'ai joué avec mes affaires? Non, de mémoire, c'était rentré en français, j'ai pas... Ah oui, donc je viens de voir Remind, mais j'ai eu des suivis de Speeding au schedule en anglais, puis oui, quick reminder, c'est vrai, c'est en anglais. Lorsque je les ai lus, et en français, et en anglais.\n\n[COACH 02:40] Ah, ok, ok. Bon, ben, on va continuer en français. C'est bon. Parfait. Génial. Ben, écoute, Frédéric, ben, d'abord, ça fait plaisir qu'on se rencontre aujourd'hui, pour une première rencontre, et ce que je proposerais pour commencer, moi, je peux peut-être prendre juste quelques minutes pour me présenter, pour savoir qui est cet animal devant moi, et par la suite, là, qu'on puisse passer l'essentiel de notre temps à discuter de toi, de ta situation et de ce qu'on va faire ensemble dans les semaines à venir, est-ce que ça convient. Parfait. Oui, génial. Oui. Donc, moi, je suis Jean-Sébastien, Jean-Sébastien Dufresne, je suis de Montréal, je travaille avec Right Management comme consultant en gestion de carrière, mais dans la vie de tous les jours, j'ai plusieurs chapeaux, je suis aussi un coach exécutif, donc je travaille avec des entrepreneurs, des gens dans des organisations, des entreprises, des organisations non lucratives aussi. Et mon travail essentiellement, c'est d'amener les gens à avoir plus de clarté dans ce qu'ils veulent faire. Donc, des fois, je travaille avec des dirigeants d'organisations et ont toutes leurs équipes, leurs employés, puis ils ont quand même besoin d'avoir quelqu'un des fois qui arrive avec les bonnes questions pour leur permettre d'avoir un peu plus de clarté vers où ils veulent s'en aller. Puis ça, ça s'applique aussi dans ce qu'on fait avec la gestion de carrière Parce que c'est un peu ça aussi, la gestion de carrière, c'est qu'on arrive à des moments où il y a la possibilité d'avoir peut-être un certain pivot. Qu'est-ce qu'on veut faire maintenant? Rendu au moment où on est. Et moi, mon rôle comme coach, ce n'est pas d'arriver avec des solutions. Des fois, les gens s'imaginent un coach, des coachs sportifs qui vont dire, OK, vas-y, fais-y, fais ça. Oui, on a un certain programme avec Right Management, on a certains services, notamment au niveau des CV, du profil LinkedIn, il y a des choses qu'on va pouvoir faire ensemble. Mais mon rôle, en fait, il y a un coach professionnel, moi je suis certifié par l'Organisation internationale de coaching. Ce qu'on fait comme travail, c'est surtout de soulever les bonnes questions. Donc c'est d'arriver à dire quelles sont les questions qui doivent être posées pour que la personne devant nous puisse en arriver à avoir ses propres réponses. Parce que c'est toi au final qui connais mieux ta situation que moi. Et moi mon travail c'est vraiment d'amener, de soulever les questions, d'aller chercher de la clarté et de voir ce qu'on va faire ensemble un peu comme une opportunité pour voir est-ce que ce que je veux c'est de continuer sur mon air d'aller et trouver un autre emploi qui est similaire à ce que je faisais avant. Est-ce que c'est de faire autre chose? On a la possibilité d'explorer ça ensemble. Et il faut vraiment voir ce moment-là comme un moment pour toi. Et ça, il y a peu de temps dans la vie qu'on a ce genre de moment-là, cette chance-là. Moi, je ne rends pas de compte à qui que ce soit de ce qu'on dit. donc c'est vraiment confidentiel moi je fais juste dire moi je déclare mes heures que je travaille mais je ne dis même pas pour qui donc ça veut dire ils ne savent même pas du tout ce que je fais avec les clients donc c'est vraiment entre toi et moi ce qu'on fait ici et moi je ne suis pas un psychologue je ne suis pas un thérapeute mais quand même les coachs ils peuvent offrir aussi un espace un cadre où si les gens veulent partager des choses parce que je comprends que des fois on est dans un moment de la vie qui n'est pas nécessairement évident Et il y en a qui se sentent peut-être plus seuls que d'autres dans ça. Parce que des fois, les gens n'en parlent pas tant avec leurs amis, leur famille. Ce n'est pas toujours évident ce que les gens vivent. Donc, c'est un espace aussi qui peut servir à partager ce qui se passe. Moi, des fois, il y a des gens qui me disent, écoute, moi, cette semaine, Jean-Sébastien, on peut-tu juste prendre la séance? Je veux juste vous démonstère que je veux de quoi dire. Je suis comme, OK, on va faire ça. Donc, on va s'adapter en fonction de ce que la personne a besoin. C'est sûr qu'on a un programme à suivre. Comme je disais, il y a certaines choses qu'on peut faire ensemble, il y a des ressources que je peux partager, mais à chaque fois, je vais valider ce qui est important présentement de faire. Des fois, j'ai des gens qui me disent, écoute, moi, cette semaine, j'ai une entrevue qui vient de se booker, alors peux-tu passer notre séance juste à se préparer pour ça? Puis là, on peut dire, OK, on va faire ça, on va se challenger, moi, je vais pousser la personne, on va se préparer pour ça. Et l'idée, c'est vraiment d'arriver à se dire, de voir cette opportunité-là comme une possibilité de faire un pas de plus dans la carrière, donc de voir comment on peut tourner ça positivement, que ce soit le plus utile possible. Donc voilà, je vais essayer de faire un petit condensé pour me présenter, Frédéric. Je ne sais pas si tu as des questions à ce moment-ci. C'est sûr, on va rentrer un peu plus dans le programme après, mais sur qui je suis?\n\n[CLIENT 07:05] Non, ça va, ça va. Tu sais, c'est bien compris. Il y a un petit peu plus que deux ans, quand j'ai quitté Air Liquide, on m'a offert un programme similaire à une autre entité. j'ai une idée en tête aussi à quoi ça sert chaque individu avec qui tu communiques il a son style, il a sa façon de faire donc c'est à moi de voir puis de regarder ce que je veux en faire puis comment qu'on va collaborer ensemble\n\n[COACH 07:43] génial, parfait Frédéric, peut-être justement on retourne le micro dans l'autre sens si tu voulais me partager Frédéric d'abord, où est-ce que tu en es présentement tu arrives aujourd'hui à cette séance comment ça va où est-ce que tu en es dans le processus de transition\n\n[CLIENT 08:03] je dirais voici ce qu'il y en a je vais bien j'ai des processus déjà d'engagé pour des nouveaux rôles je dirais pas que je m'étais préparé, mais chez Amrise, après trois mois, j'avais déjà eu des discussions avec ma femme, à savoir, est-ce que je me cherche un autre emploi, est-ce que je me donne encore trois mois, je me donne la chance de voir si je vais me sentir un petit peu plus bien, pas tant dans le rôle que dans l'entreprise. à savoir est-ce que je fit bien, est-ce que je suis confortable, est-ce que c'est avec mon patron est-ce que c'est avec les autres collègues gestionnaires, est-ce que c'est avec mon équipe direct, est-ce que c'est avec l'ensemble de l'oeuvre en gros questionnement sur est-ce que je suis dans la bonne chaise pas tant par rapport à mon rôle mais par rapport à vraiment l'entreprise et le domaine Je ne cacherais pas que le béton m'a extrêmement surpris. Après 15 ans, j'ai fait 15 ans chez Air Liquide, j'ai essayé une plus petite compagnie, Soluroc, qu'on m'a engagé pour faire du ménage, dans le fond, pour organiser une équipe de vente. Il n'y avait pas d'organisation de vente, il y avait des vendeurs, il y avait un VP vente qui lui faisait de la vente. Il y avait plusieurs compagnies qui On m'avait donné le mandat de tout organiser, puis j'ai trop fait un bon travail qu'au bout de 10 mois ils m'ont dit « t'as fait le ménage, t'as refait les territoires, rebalancé les comptes, les portfolios, on a laissé aller le peu des gens, on a réorganisé, la personne qui s'occupait de la B2B demeurait à Sotun, il y avait comme quelque chose qui fonctionnait pas là-dedans. » petite équipe de six vendeurs, dont un était le VP Ventre. Mon patron était aussi un des ventes. Puis le VP Ventre, ce n'était pas excellent vendeur, excellent technicien. Très fort relationnellement, mais l'organisation, la structure, ce n'est pas son dada. J'ai tout organisé, tout structuré, puis après du mois, on dit, tu as tellement fait un bon travail de faire ça qu'on s'en aurait dit, on n'a plus besoin de toi. La structure était en place, l'organisation était en place, Donc, vu qu'il y a 6 vendeurs incluant le VP, on va lui donner la responsabilité de gérer l'équipe de 5. Parce que 5 trouvaient ça trop petit pour avoir un directeur des ventes et un VP-ventes. Je ne peux pas m'astiner avec eux autres, mais parce que ça pourrait avoir une croissance, engager les vendeurs ailleurs au pays, puis ça aussi, ça avait été retardé. Donc, le fait de retarder l'embolge, de retrouver une nouvelle personne, ça fait qu'il a dit, Mais qu'on soit rendu là, on verra. Mais là, en attendant, on coupe le poste et on coupe un autre poste en même temps, suite à l'organisation ressources humaines. Ça, c'est sur les rocks, vite, vite. Mais avant ça, j'ai eu 15 ans chez Air Liquide, méga structure, méga organisation. Formation, collision, corruption, toutes ces affaires-là. un peu chez Unrise, mais le monde de la construction, surtout dans le monde du béton, on s'est rapidement rendu compte que c'est un petit monde, c'est trop serré. Ça se parle. Les clients qui sont compétiteurs, ça parle, les fournisseurs, ça parle. Quand tu parles de la commission Charbonneau, ça va en rire.\n\n[COACH 11:43] C'est jamais organisé tout le monde-là.\n\n[CLIENT 11:46] Non, en fait, c'est ça. Moi, je n'étais pas bien non plus là-dedans. Ça a été comme une des premières choses qui m'ont frappé. Ils prennent des sous-entendus, mais tu sais qu'un homme qui était directeur général dans une division, puis là, il est rendu ailleurs dans une autre compagnie, mais ça se jase encore. Ça se croise dans tous les tournois de golf possibles et imaginables, puisque chaque compagnie de construction organise des tournois de golf pour une fondation, puis si tu donnes une fondation, mais étrangement, tu vas avoir les contrats là, tu vas aller contre eux. Moi, j'ai été élevé dans le « non, ça, ça, c'était pas ». Sors. Fait que j'avais beaucoup de questionnements à savoir. Puis, tu sais, quand tu vas te coucher ce soir puis ça te spine dans la tête, là, à un moment donné, je dis « je pourrais pas faire ça au contraire, mais je me sens pas bien ». Donc, ce qui s'est passé, c'est quand on s'est rendu compte peut-être que je me questionnais, mais eux aussi se questionnaient, ils m'ont dit « Fred, t'es pas un bon fit, ta job t'a fait bien, tout le monde t'aime, tout le monde t'apprécie, mais je posais beaucoup de questions, je cherchais à comprendre, je sais pas si ça a dérangé, puis je suis parti d'être là.\n\n[COACH 12:58] » Puis ils ont dit « t'es pas un bon fit », puis ce que j'entends, c'est que j'ai l'impression que toi aussi tu disais ça, d'une certaine façon.\n\n[CLIENT 13:04] Je me disais la même chose. J'espérais peut-être être capable soit de m'habituer ou de rentrer dans le moule, ce que je doute que j'aurais fait de toute façon. Ou je me ferais trouver d'autres choses, tu sais. Puis je leur ai redonné le temps nécessaire pour se placer, tu sais. Je suis professionnel, mais ils ont juste devancé le pot. Ça a été sûr la situation avec Adrix, mais les 15 ans chez Air Liquide, c'est réorganisation nationale, on coupe le poste de directeur des ventes partout, partout, au Canada. Tout le monde, on a perdu tous les directeurs des ventes, mes collègues, mes amis, on a perdu notre job en deux jours, d'un bout à l'autre, l'UCN.\n\n[COACH 13:46] Ce que j'entends dans ce que tu me racontes là, Frédéric, c'est que tu sembles être quelqu'un de très consciencieux dans son travail, qui veut faire les choses de façon droite, de faire les choses correctement, de faire les choses efficacement, qui est reconnue d'une certaine façon. Les deux exemples, même le dernier cas, peut-être que les gens ont dit que tu n'es pas le bon fit, mais ils ne semblent pas questionner la valeur de ton travail. Ils semblent dire que c'est peut-être juste ce qu'ils ont dit. Nous, on fait avec ce qu'ils disent, on ne peut pas inventer d'autres choses. C'est ce qu'ils disent. Bon, ils n'ont pas de raison de dire le contraire. Tu sembles être quelqu'un qui fait bien son travail. Lui, il y avait une question d'alignement, de ce que je comprends, avec ce dernier employeur-là. Fait que tu sais, est-ce que de trouver un employeur avec lequel tu serais mieux enligné, est-ce que c'est possible? Bien, sûrement. C'est de le trouver parce que tu sembles être quelqu'un qui peut-être à ce moment-ci va vouloir trouver quelque chose de plus aligné. Tu ne devrais pas te dans le même pattern avec le même genre d'employeur.\n\n[CLIENT 14:48] C'est le processus en ce moment où j'ai eu beaucoup de discussions. J'ai deux dossiers très sérieux en ce moment. Puis ça a été clair pour moi en partant que je cherche un fit des deux côtés. Je ne veux pas remplir une chaise pour moi et pour eux. Je veux prendre ma chaise, mais je veux me l'approprier. de bonne façon, puis que les gens ressemblent, ça fonctionne. J'ai deux processus en ce moment qui sont dans deux. Une industrie lourde, industrielle, mine, puis j'ai un autre qui est complètement ailleurs. Ou le fit de personnalité avec les gestionnaires que j'ai déjà rencontrés. C'est super bon. Demain, je vais avoir re-rencontré le président de la compagnie pour la deuxième fois. Il a rencontré son équipe de gestion aussi. Leur processus est relativement simple. Est-ce que tu es compétente Frédéric, clairement tu en as, tu es rendu ce que tu es rendu dans ta carrière, tu as avancé, tu as fait du cheminement, on n'a pas de raison de croire que ce n'est pas vrai, je veux dire, puis dans les deux cas, on veut voir, est-ce qu'avec l'équipe de gestion, avec les opérations, est-ce que tu fêtes, je pense que beaucoup de compagnies cherchent ça aussi, à un moment donné, surtout dans un rôle de gestionnaire, où ils ne veulent pas changer aux six mois parce que ça ne marche pas, de chercher quelqu'un qui va être oui passionné, oui qui va avoir de l'engagement mais ils veulent s'assurer que ça va que la colle va pogner oui parce que c'est ça je suis 100% d'accord\n\n[COACH 16:25] oui parce que c'est un investissement de leur part c'est un investissement de ton côté il faut t'investir dans une organisation c'est l'investissement de leur côté aussi donc les deux ont intérêt à avoir un bon fit et justement d'autant plus l'importance de prendre de bien choisir avec qui tu veux être. Tu dis que tu as deux opportunités. Peut-être pour avoir une idée dans ton idéal, j'ai entendu dans le poste précédent, tu disais que tu étais beaucoup dans l'optimisation, l'organisation des quêpes de vente, la structure d'organisation. Est-ce que pour la suite, comment tu entrevois ça? Quel genre de rôle?\n\n[CLIENT 17:09] Je peux, Bon, j'aimerais mieux qu'il y ait une certaine structure qui est déjà mise en place, que d'avoir recommencé. Pas parce que je n'ai pas aimé le défi. Tu sais, j'arrivais 15 ans chez Air Liquide, tout est super encadré, là. Tu sais, méga boîte, tout est super encadré. J'arrivais à quelque part, il n'y a rien qui fonctionne. Puis tu pousses pour des changements, il faut que tu fasses attention parce que chacun, tu sais, dans beaucoup d'endroits, les directeurs généraux qui étaient là dans les usines, c'était les anciens propriétaires des compagnies qui ont été achetés. Fait que ces gens-là, quand tu proposes des changements, tu touches à leur égo, tu touches à leur bébé, dans leur business. C'est ce qui est tout à fait normal. Fait qu'il y avait beaucoup de « oui, oui, oui, on n'est pas prêts à le faire, oui, oui, on n'est pas prêts à le faire ». Ça a été hyper intéressant de le faire. Je veux juste pas me faire jouer un tour où je vais revenir quelque part. Puis ils vont me dire, tu sais, on apprécie ton expérience dans une structure hyper organisée. Puis ce qu'on aimerait, c'est que tu viennes nous aider. Marquer ta pause, attends une minute là. Est-ce que je m'en vais là pour faire la même affaire ou, dans le fond, il aurait dû donner un contrat d'un an. Pour venir les aider, les organiser, il aurait ça bouger. C'est là où je fais attention. Dans les deux cas qui sont en avant de moi, il y a une organisation de vente. Il y a une place, c'est un remplacement de quelqu'un qui s'en va à la retraite après 26 ans dans la compagnie, dont 12-14 ans dans le rôle de gestionnaire des ventes. L'autre endroit, c'est une équipe de vente structurée, vraiment, tu sais, tout est bien fait, mais là, c'est juste que là, ils ont besoin d'un directeur des ventes parce qu'il y a de la croissance, ils ne peuvent plus avoir pas de directeur des ventes, le président est juste trop occupé pour gérer lui-même les ventes, puis le président a dit qu'elle se rendrait en place, il n'y en avait pas de directeur des ventes, puis j'ai voulu prendre le rôle, puis m'occuper directement des représentants pour bien les connaître et m'assurer que quand je vais rentrer un directeur ou une directrice, je vais connaître les forces, les faiblesses, puis s'il y a des trop grandes faiblesses, on fera des ajustements. Fait qu'il voulait que l'équipe soit toute bien grillée pour que quand un directeur des ventes rentre, ce sont des gens d'expérience qui sont matures, qui connaissent leurs produits, leurs solutions. Donc, tu rentres de l'autre côté, c'est vraiment… Il y en a un, c'est une méga boîte, toute structurée, l'autre, Il manque juste le directeur des ventes, mais tout est fait. J'ai vu l'organigramme, on m'a tout déjà présenté. C'est là le fait, c'est comme ça qu'on fonctionne, c'est comme ça qu'on veut avancer. Voici, il s'en va les noms, les personnes. J'avais le profil de tous les gens, tout était déjà bien fait. Ce qui reste à mettre dans l'organigramme, c'était des noms. La structure est là, c'est organisé, je n'ai pas besoin de faire ça. Mon expérience permet d'a poser des questions aussi en entreprise. Puis de poser la question, c'est que j'aime bien, c'est quoi les deux, trois plus grands défis d'un directeur des ventes qui rentre en poste. C'est à quoi il faut qu'il s'attaque en premier. Je comprends qu'il y a la compréhension du marché ou du produit, si on ne le connaît pas. Mais à l'interne, c'est quoi les défis, ainsi de suite. Ça me manque aussi à comprendre.\n\n[COACH 20:31] Je t'écoute, Patrick, j'ai quand même l'impression que tu es quelqu'un qui arrive dans une place qui met des choses en place, qui structure les choses, qui organise les choses, comme tu dis, qui pose les bonnes questions, qui met le doigt, où est-ce qu'il doit y avoir des ajustements d'apportée. Est-ce que toi, dans ton idéal, tu te vois comme étant quelqu'un qui va dans une organisation et qui est là pour durer ou qui est là pour avoir une intervention dans l'organisation?\n\n[CLIENT 20:58] Non, je veux m'assurer qu'il y a déjà quelque chose pour ne pas avoir à tout remettre en place. En 15 ans de temps, chez Air Liquide, on a vécu énormément de changements. Je n'ai aucun problème avec le changement. Si on me l'explique bien, on me comprend bien. Ça fait partie de la réalité. On fait des modifications, on fait des changements petits et grands. Ça, je n'ai aucun problème. Mes questions, je les pose pour m'assurer que je ne me ramasse pas dans une situation où j'ai rentré quelque part et ils s'attendent à ce que je fasse plein de changements. Puis là, tout d'un coup, la compagnie, elle a du succès. Parce que je suis arrivé à quelque part, on m'a demandé de faire des changements, mais je me disais, ah, ça prend du temps pour faire des changements, il faut que les gens soient engagés. Quand tu fais du changement, que tu le pousses dans la gorge de la direction, bien, si eux autres, ils croient pas, plus ce qu'il faut, bien, c'est difficile que ça, tu sais, que ça s'éparpille partout. Je ne veux pas nécessairement aller faire ça, je veux comprendre. Je ne veux pas me ramasser dans une situation où les attentes, c'est que je vienne avec une baguette magique, puis le jour au lendemain, là, tout d'un coup, la compagnie, ça va avoir une croissance exponentielle. Il faut aussi laisser le temps aux gens d'arriver. C'est juste ça. Chez Solurox, ça a été aussi bien faire un paquet de changements. Là, on va se mettre à surperformer. Parce que toutes les usines ont de la capacité et on ne vend pas assez. C'est là où des fois, j'ai eu à faire face à ça beaucoup, beaucoup. Le béton, c'est un petit peu l'opposé, dans le sens où il y a une capacité X, puis tu vends, puis tu ne veux pas te dépasser la capacité, puis sinon tu serres mal tes clients. Là, on était rapidement à capacité dans le béton. On avait atteint la capacité jusqu'à octobre-novembre. Fait que là, on est allé souvent pour l'année d'après, mais les clients ne sont pas nécessairement prêts pour 2027 en mai 2026. Fait que là, il faut que tu travailles sur les bons dossiers, les bons projets. Il faut que tu dises non à des clients qui veulent du béton cet été alors que tu n'as pas de capacité. C'est un monde vraiment où la demande en ce moment dans le Grand Montréal, la demande de béton est plus grande qu'elle a la capacité à le fournir.\n\n[COACH 23:06] Ah ouais?\n\n[CLIENT 23:07] Les entreprises, il y a 4 gros joueurs, il y en a un qui a vendu à un autre, il est devenu gros. Puis là, M. Bélanger, le béton provincial, pas le nommer, il a fermé 3 usines. Ils achètent, ils achètent des usines, mais ils ont nés à leur carte, les trois. Ils les ont achetés, ils ont sorti du marché, mais en fermant les usines, il n'a pas augmenté tant que ça la capacité. Donc là, la demande...\n\n[COACH 23:34] La demande reste, mais c'est l'offre qui baisse, puis j'imagine qu'il se rattrape sur les prix à un certain moment.\n\n[CLIENT 23:39] Ça se rattrape sur les prix, mais ça fait un paquet de clients qui ne sont pas satisfaits, et des trottoirs, des tours, qui prennent un retard. Tu sais, là, cet été, il y a beaucoup, beaucoup d'écoles qui travaillent sur des travaux pendant l'été, les écoles primaires, secondaires. Ils refont un pad, ils refont quelque chose. Là, mais, il faut que ils servent parce que rendu à faire ouf, il faut que tout soit plaît. Oui, c'est ça. Les élèves arrivent. Là, c'est des appels d'offres publiques. Les prix sont plus bas. Là, les compagnies disent qu'on va vendre C'est toujours un jeu assez bizarre dans le marché. Tout le monde a une bonne idée\n\n[COACH 24:24] c'est quoi un prix de l'autre.\n\n[CLIENT 24:27] Parce que les clients donnent, tu es mon fournisseur régulier, voici le prix que j'ai eu de tes deux compétiteurs.\n\n[COACH 24:35] Ça ne se fait pas\n\n[CLIENT 24:35] Tout ça nivelle tout le temps par le haut.\n\n[COACH 24:42] Je vois le temps filer et je voudrais être sûr qu'on puisse toucher certaines choses. Là tu me dis j'ai deux entrevues, deux rencontres qui s'en viennent avec des gens.\n\n[CLIENT 24:50] Oui j'ai une ce matin, j'ai une ce matin avant et il y en a une demain.\n\n[COACH 24:55] Fait que toi tes attentes par rapport à ce qu'on peut faire ensemble puis aussi dans le temps, parce que des fois moi je prends l'image d'une piste de décollage. Des fois, je dis, comment tu as le long de piste de décollage? Il y a des gens qui me disent, moi, j'ai besoin d'une job la semaine prochaine. Surtout, on a beaucoup de gens aux États-Unis avec qui on travaille. Eux autres, s'ils n'ont pas une job, des fois, la semaine d'après, ils n'ont zéro. Ils ont beaucoup de problèmes. Nous, c'est un peu différent ici. Mais j'ai des gens, des fois, qui me disent, moi, j'ai six mois devant moi. Je peux prendre le temps. Donc, peut-être avoir une idée de ton horizon de temps, puis qu'est-ce que tu penses qu'on peut faire ensemble, sachant que tu as l'air d'être quand même très proactif.\n\n[CLIENT 25:32] Je suis très avancé. Je dirais que c'était arrivé le jeudi, puis le lundi, j'avais deux coups de téléphone. C'est arrivé assez vite, les discussions. Les processus sont parfois longs, rarement court, d'embauches. C'est trois puis quatre rencontres, puis c'est correct, ils ont le droit, mais ils rallongent le processus, et les gens qui les empêlent. Puis, au début, pourquoi je n'ai pas répondu tout de suite, mettons, au courriel, c'est que ça, au bout d'une semaine, j'ai reçu, au bout d'une semaine et demie même, j'ai reçu le premier courriel, les affaires qui sont rentrés, les ressources humaines ont fait un autre, ça fait que c'est pas grave. Puis après ça, je me suis dit, ben là, mon processus est quand même pas mal commencé, il est pas mal avancé un peu partout, qu'est-ce que je fais? Je me suis dit, ben, en tout cas, je vais remplir le questionnaire, je vais faire des choses en ligne, puis tout dépendant de quand viennent nos séances. ça sera à voir je le sais pas dans le programme à quoi j'ai le droit exactement qu'est-ce qui peut m'aider ou étant donné que j'étais avancé c'est parce que demain matin je le sais pas si les deux dossiers que j'ai en main vont accoucher non plus je le sais pas si je vais avoir une job dans deux semaines ou j'aurai pas une job d'offre c'est pour ça aussi que je me suis dit ferme-toi pas de pont Fais des choses, parle aux gens, puis si, par un heureux hasard, tu trouves un emploi assez rapidement, tu te sauras trouver un emploi, puis ça ne l'empêche pas que tu as eu des discussions intéressantes. Est-ce qu'on veut revisiter mon CV au cas où qu'il ne soit pas bon? Le modèle date d'un an et demi à peu près. Mon profil LinkedIn, je ne sais pas si tu l'as vu, si tu as été le voir, il date de pas longtemps. Je me suis dit que c'est peut-être plus ça à ce moment-ci, une validation que ce que je mets sur le dossier. Tu sais, au début, les premières deux semaines, j'ai mis le logo sur mon LinkedIn, c'était la chance d'en ouvrir un bon emploi, mais au bout de deux semaines, une semaine et demie, je l'ai enlevé. Puis j'ai juste mis une date, je n'ai pas mis sans emploi, j'ai juste mis une date de fin à mon emploi. C'est ce qu'on m'avait suggéré il y a un an et demi, deux ans. Est-ce que c'est encore la même chose? Est-ce que c'est encore les mêmes tendances? Je ne le sais pas.\n\n[COACH 27:54] OK. Bien, écoute, c'est sûr que, déjà la première chose que tu disais, là, tu sais, s'il y a des opportunités qui se présentent. Moi, je dis toujours aux gens avec qui je travail, de ne pas se limiter. Je ne pense pas que tu es déjà lancé, mais je dis souvent aux gens, allez-y, appliquez même si on peut améliorer les choses, on peut optimiser le CV, le LinkedIn, il ne faut pas attendre qu'on ait fait ça. Allons-y, si on a des offres, tant mieux, puis une offre, on n'est pas obligé de l'accepter. L'offre, si on la reçoit, après ça, on peut la considérer, on peut la négocier, puis ça peut nous servir de levier avec une autre offre. Tu sais, d'arriver à un autre employeur en disant, moi, j'ai reçu une offre de tel autre employeur, combien vous m'offrez, vous, peut-être, d'arriver à avoir, si on peut être dans cette situation-là, ça, c'est un peu l'idéal, c'est pas tout le monde qui réussit à être dans une surenchère, mettons, mais aussi, je pense, en parallèle, tu sais, qu'on puisse faire l'exercice de, moi, ce que je fais souvent avec les gens, au début, j'utilise des outils que moi, j'utilise plus avec mon coaching exécutif, dont une qu'on appelle la matrice identitaire, C'est un tableau qu'on remplit qui vient vraiment venir cerner qu'est-ce que la personne veut vraiment maintenant, mais aussi qu'est-ce qu'elle ne veut pas. Parce que souvent, les gens, ils pensent à ce qu'ils veulent, puis ils courent après les choses qu'ils veulent, mais ils ne sont pas arrêtés à se demander qu'est-ce que je ne veux vraiment plus maintenant. Puis souvent, bien ça, c'est une question qui est importante à se poser, sinon on peut se ramasser dans des patterns. On se dit, merde, j'ai accepté ça, je me retrouve encore dans des choses que je ne voulais pas faire. C'est le genre de choses qu'on pourrait peut-être faire aussi. Ça, c'est une conversation qu'on peut avoir, puis après ça, il y a des notes que je peux partager, puis on peut travailler là-dessus. Puis la façon que ça fonctionne, en fait, on a des séances. Les séances sont de 30 minutes environ. Puis on fait ça à un rythme d'une fois par semaine. On peut étaler plus après quelques semaines, mais d'habitude, j'essaie de garder une fois par semaine pour garder du rythme, garder du momentum et qu'on avance. Oui, comme tu as dit, il y a le CV, il y a le profil LinkedIn qu'on peut regarder. Nous, le CV, la façon dont ça fonctionne avec Right Management, c'est qu'on a une équipe qui s'occupe juste de ça. Ce que je pourrais te faire, je pourrais t'envoyer un courriel que j'envoie après les premières séances qui contient le courriel où il faut l'envoyer. Donc, où tu peux envoyer ton CV, puis là, il y a quelqu'un d'autre qui n'est pas moi, mais il y a des gens qui font juste ça, qui vont pendant, ça prend 3 à 5 jours pour qu'ils reviennent, puis là, ils vont avoir une coupe d'échanges avec toi par courriel pour commenter le CV. Mais là, comme tu dis, si ça fait un an ou un peu plus que tu as déjà eu un service similaire, c'est sûr, peut-être que ça va ressembler un peu à ce que tu as eu, dans le sens qu'eux autres, ils utilisent la mise en forme adaptée pour les services, les systèmes automatiques, tu sais, qui traitent les CV. Des fois, les gens font des beaux CV.\n\n[CLIENT 30:44] Parce que c'est des mots-clés qu'ils vont chercher.\n\n[COACH 30:47] C'est ça. Parce que des fois, les gens font un très joli CV, mais la machine, elle n'est pas capable de le lire et elle le met de côté automatiquement. Ce qui est con, là, mais bon. Fait qu'eux, ils peuvent dire ça. Ils peuvent dire aussi, OK, ton format, ça va, c'est bon. Ils vont faire quelques petits commentaires. Fait que voilà. Fait que moi, je peux t'envoyer ça par courriel. Tu peux leur envoyer tout de suite si tu veux, ou attendre après deux, trois séances, dépendamment. Des fois, les gens veulent attendre qu'on fasse la réflexion sur le positionnement. Des fois, ils disent, est-ce que ça peut venir changer un peu ce que je vais mettre dans mon CV? En même temps, toi, tu as l'air quand même assez aligné sur ce que tu recherches. Puis aussi, dans mon CV, dans le courriel que je vais t'envoyer, je vais mettre quelques ressources sur le site web. Parce que le site web que tu as vu, Next, quand même, il y a pas mal de stock là-dedans. Puis les gens peuvent se perdre facilement. C'est un peu, il y a bien des affaires. Moi, ce que j'aime bien, c'est de pointer vers quelques ressources. écoute ça c'est ce qui serait bon d'aller voir puis je vais joindre des documents directement dans le courriel plutôt que d'aller les chercher sur le site web là pour rendre ça plus facile aussi fait que sur ces documents là je vais mettre les liens vers des vidéos qu'on trouve sur le site parce que tu peux soit inscrire à des événements en direct ou à des on-demand des webinaires là puis il y en a un c'est l'introduction ça parle du service en général il y en a un sur le cv sur le linkedin est sur la marque personnelle, l'identité de marque. Ça, ça peut être quelque chose aussi d'intéressant à regarder. Puis, je vais mettre quelques documents aussi par rapport à ça. Puis aussi, une des choses à penser cette semaine, d'ici notre prochaine rencontre, une des premières choses qu'on essaie d'éclairer dès le début de nos rencontres, c'est la question de l'histoire de la fin d'emploi. Parce que ça, c'est bête à dire, mais des fois dans l'entrevue les gens vont dire comment ça fait que tu cherches du travail maintenant, ça va être la question qu'ils vont poser, il faut trouver une réponse, il faut être en mesure de répondre à ça de façon confiante, et c'est pas d'inventer, on ne veut pas mentir, il faut dire la vérité, mais il faut présenter ça d'une façon qui est positive, pour que les gens ils écoutent ça, ils écoutent je comprends, je comprends pourquoi, on en a parlé l'histoire de l'alignement, C'est sûr que ça va falloir y penser parce que si tu restes dans le domaine de la construction ou du ciment ou des choses comme ça, c'est sûr que les gens vont dire « Oups, c'est faux.\n\n[CLIENT 33:15] » Exactement, exactement. Donc, si tu es dans n'importe qui qui est proche du domaine de la construction, fais attention parce que, tu sais, puis là aussi, le monde est petit.\n\n[COACH 33:26] Ben, c'est ça.\n\n[CLIENT 33:26] Donc, il faut toujours bien présenter les choses.\n\n[COACH 33:28] Ça, c'est une question peut-être qu'on pourra avoir la prochaine fois, mais tu peux y penser cette semaine. Est-ce que c'est un domaine dans lequel tu veux rester, tu veux continuer? À ce moment-là, c'est sûr qu'il faut peut-être y aller pédale douce sur le fait que tu es mal aligné avec les valeurs. Mais en même temps, c'est une question pertinente. Si tu es mal aligné avec les valeurs, veux-tu persister dans ce milieu-là? la question est soulevée, c'est toi qui as la réponse. Puis si c'est dans un autre domaine, ben lequel? Est-ce qu'il y a des choses qui sont transférables? Assurément. Bref, on pourra parler de tout ça. Mais ça, c'est une, l'histoire de départ du travail, ça, c'est une des choses, puis il y a un document là-dessus d'ailleurs, c'est une des choses qu'on va essayer de régler le plus, on veut éclairer ça au début, après ça, on regarde vers l'avenir, mais en ayant ça clair, ça fait que quand quelqu'un pose la question, la réponse ça vient tout de suite. On essaie de trouver une réponse.\n\n[CLIENT 34:21] On ne la cherche pas.\n\n[COACH 34:22] C'est ça. On la donne avec confiance. On veut juste que les gens reçoivent ça et font comme « Ok, je comprends. Maintenant, on avance. » Et que ça soit clair. Qu'est-ce que tu en penses, Frédéric, de tout ce que je t'ai partagé? Moi, ça me va. Ça serait quand la prochaine fois qu'on pourrait se parler, Frédéric?\n\n[CLIENT 34:44] Donc, dans une semaine. Je vais juste bouger mon calendrier parce que t'es sur le même écran que toi. Je vais en profiter. C'est sûr que c'est préférable pour moi un après-midi. Dans les heures qui sont là, moi ça me va. Je n'ai pas de de l'immigration. C'est sûr que c'est préférable pour moi dans deux heures, deux heures, trois heures.\n\n[COACH 35:21] On peut-tu dire ça, même chose la semaine prochaine, deux heures, donc le mardi 21 juillet à 14 heures. C'est bon ça? Je vais t'envoyer une confirmation de la rencontre. Puis même en tes rencontres, n'hésite pas s'il y a quoi que ce soit. On essaie de garder un rythme une fois par semaine, mais tu sais des fois, les gens, s'ils ont des choses, des fois, il y a du monde qui m'écrivent pendant la semaine, s'ils reçoivent des entrevues ou s'ils ont eu une entrevue, s'ils veulent me donner du feed-back ou savoir, ou des fois, s'il y a des choses qui se passent, je disais, ah, là, j'ai une entrevue qui arrive, qui était inattendue vendredi, on peut-tu se parler avant vendredi? On peut s'arranger, là, pour faire ça, là. Parfait. Fait qu'il n'hésite pas non plus, là, s'il y a à avoir besoin de m'écrire entre-temps. C'est bon?\n\n[CLIENT 36:07] Parfait.\n\n[COACH 36:08] Oui, monsieur. On va comme ça, Frédéric. Hey, ça m'a fait plaisir de te rencontrer. puis on va se reparler, je t'envoie un courriel de suivi, on se reparle la semaine prochaine. All right, hey, bonne journée, salut.","rapport_genere":"## Principaux points abordés\n\nTu as partagé un échange très riche entre un coach et un client (Frédéric) dans le cadre d'une démarche de reconversion ou de recherche d'emploi. Voici une synthèse structurée de cet échange, en mettant en avant les points clés, les recommandations et les pistes d’action proposées par le coach :\n\n### **1. Contexte de l’échange**\n- Frédéric est en transition professionnelle, probablement dans le secteur de la construction (ciment, etc.).\n- Il est en phase de recherche d’emploi et cherche un accompagnement pour améliorer sa candidature et se préparer aux entretiens.\n- Il a déjà eu un service de révision de CV, mais souhaite approfondir son accompagnement.\n\n### **2. Points abordés par le coach**\n#### **A. Préparation de la candidature**\n- **Révision du CV** : Le coach propose de l’envoyer à une équipe dédiée (Right Management) pour une révision professionnelle. Il explique que les CV doivent être adaptés aux systèmes de candidature automatisés (mots-clés, format, etc.).\n- **Profil LinkedIn** : Il recommande de le réviser pour refléter la marque personnelle et le positionnement de Frédéric.\n- **Ressources utiles** : Le coach propose de lui envoyer des documents (liens vers des webinaires, vidéos, guides) sur le site Next pour l’aider à améliorer son CV, LinkedIn, et sa communication professionnelle.\n\n#### **B. Préparation aux entretiens**\n- **Histoire de la fin d’emploi** : Il est important de préparer une réponse claire, positive et honnête à la question : « Pourquoi cherchez-vous du travail maintenant ? »\n- **Positionnement** : Le coach soulève la question de savoir si Frédéric souhaite rester dans le secteur de la construction ou explorer d’autres domaines. Si c’est le cas, il faut expliquer clairement les raisons de la transition, sans mentir, mais en les présentant de manière positive.\n\n#### **C. Rythme d’accompagnement**\n- Le coach propose des rencontres hebdomadaires pour maintenir un momentum et un suivi régulier.\n- La prochaine rencontre est prévue le **mardi 21 juillet à 14h**.\n- Frédéric peut contacter le coach à tout moment si des événements imprévus (entretiens, feedback, etc.) nécessitent un suivi immédiat.\n\n### **3. Pistes d’action pour Frédéric**\n- **Réviser son CV et LinkedIn** : Utiliser les services proposés par Right Management, et suivre les ressources envoyées par le coach.\n- **Préparer une réponse claire à la question de la fin de l’emploi** : L’aligner avec son positionnement actuel et ses objectifs professionnels.\n- **Réfléchir à son positionnement** : S’il souhaite rester dans le secteur de la construction, comment expliquer clairement sa situation ? Si non, quels sont les domaines transférables ?\n- **Préparer des entretiens** : Utiliser les ressources en ligne (webinaires, vidéos, guides) pour s’entraîner et se positionner.\n\n### **4. Conclusion**\nL’échange montre une collaboration constructive entre le coach et Frédéric. Le coach propose un accompagnement global (CV, LinkedIn, positionnement, entretiens), et Frédéric semble motivé et ouvert à l’accompagnement. La prochaine étape est la préparation de la candidature et la réflexion sur le positionnement professionnel.\n\nSouhaites-tu que je te propose un **plan d’action détaillé** ou une **checklist** pour Frédéric ?\n\n## Informations personnelles partagées\n\nAucune information nouvelle à mémoriser.\n\n## Travaux confiés d'ici la prochaine séance\n\nTu as raison, c’est une bonne idée d’envoyer un courriel de suivi. Je vais t’envoyer un message aujourd’hui pour te confirmer la date de notre prochaine rencontre, le mardi 21 juillet à 14 heures. Et comme je t’ai dit, n’hésite pas à me contacter si tu as besoin de parler avant ou si tu as des questions entre-temps. On va avancer pas à pas, et je suis là pour t’aider à te préparer pour les entrevues, à travailler sur ton CV, et à réfléchir à ton positionnement. J’ai aussi quelques ressources que je vais t’envoyer par courriel, qui pourront t’aider à mieux comprendre les outils comme Next, et à mieux structurer ton CV et ton profil LinkedIn. C’est important de bien présenter ton histoire, surtout si tu restes dans le secteur de la construction ou de l’industrie du ciment. On va y penser ensemble. À très bientôt, Frédéric ! Bonne journée !\n\n## Date et heure de la prochaine séance\n\n\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Frederick Lafrance - 30 minutes meeting-2026-07-14T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/253529914061788?p=0jOK4Uo6vR7PmUYg3S","google_event_id":"7d4da148-7e2f-11f1-ba3d-fa28da3646c7","courriel_suivi_sujet":"Suivi de notre séance – prochain rendez-vous le 21 juillet","courriel_suivi_contenu":"Bonjour Frédérick, \n\nJe te rappelle que nous avons abordé ensemble la révision de ton CV et de ton profil LinkedIn, ainsi que la préparation de ton discours pour les entretiens. Nous avons également convenu de rencontres régulières pour te suivre dans cette démarche. \n\nTu as accepté de faire réviser ton CV par Right Management, et je t’ai envoyé des ressources pour t’aider à améliorer ton positionnement. \n\nNotre prochaine séance est prévue le mardi 21 juillet à 14h. N’hésite pas à me contacter si tu as besoin d’un retour avant ce délai. \n\nÀ très bientôt, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Resume Development, LinkedIn profile optimization, and Career guidance review (strengths) as part of his transition in the construction sector and job search preparation. We agreed that for our next meeting I will review his revised resume and LinkedIn profile, and continue to support him in refining his career positioning and preparing a clear parting story for interviews. We will meet again on Tuesday July 21 at 2:00 PM EDT.","session_summary":"CV and LinkedIn profile revision, preparation of responses to employment transition questions, exploration of professional positioning and sector alignment, and review of resources for improving application materials and interview readiness.","enonce_marque_personnelle":null,"conseils_coach":"Okay, let's see. The user provided a long French text that seems to be a conversation between someone named Frédéric and a coach. The conversation is about Frédéric's work experiences, challenges he faced in previous jobs, and his current job search. The user then included a JSON structure with a","devoirs_client":"Tu as raison, c’est une bonne idée d’envoyer un courriel de suivi. Je vais t’envoyer un message aujourd’hui pour te confirmer la date de notre prochaine rencontre, le mardi 21 juillet à 14 heures. Et comme je t’ai dit, n’hésite pas à me contacter si tu as besoin de parler avant ou si tu as des questions entre-temps. On va avancer pas à pas, et je suis là pour t’aider à te préparer pour les entrevues, à travailler sur ton CV, et à réfléchir à ton positionnement. J’ai aussi quelques ressources que je vais t’envoyer par courriel, qui pourront t’aider à mieux comprendre les outils comme Next, et à mieux structurer ton CV et ton profil LinkedIn. C’est important de bien présenter ton histoire, surtout si tu restes dans le secteur de la construction ou de l’industrie du ciment. On va y penser ensemble. À très bientôt, Frédéric ! 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Hmm. I'll see you next time. Hello, Brenda. Hello. How are you? Hey, fine. you? I'm doing well, thanks for asking. Great, great. I'm glad that we can meet our first session, Brenda. Yeah, of course. Ah, so what I would suggest, Brenda, to start with, I can maybe take just a few minutes to explain a bit who I am so that you know who is this guy in front of me. me but after that taking most of our time to really talk about about you and seeing you know where we're at and what we can do together sounds good sounds good So, yes, my name is John Sebastian. I'm from Montreal. And yeah, and I'm working with right management as a career management company. consultant but also in my life in general I'm I'm an executive coach I work with executives from not-for-profits for from companies and my goal really as a coach is to get them to have more clarity on what they want to accomplish what they want to do and this is really the role of a coach because Sometimes people, I don't know if you've had experiences with coaches before, but sometimes they hear about coaching, they think about sports coach, right? And people that will say, yeah, you need to. do this and to you know uplift people but actual you know professional coaches uh usually they they will talk less you know and actually ask questions. So my goal is really to ask the right questions at the right time and to get you to come up with the answers. to these questions through your experience to what to about where you're at at this point um so that's really the role of career coaching by myself so that's great we're in the right place awesome and and really so we'll have some you know there's a program with rights management you know we have you know, some steps to go through and we're going to be working on, you know, resume, LinkedIn, interviews and things like that. And, you know, job search, but also. thing i wanted to say is that this is really a space uh for you you know so i don't report anything about what we're you know saying is fully confident I just report the hours I work, but I don't have to say anything about what we're discussing. So it's really, you know, confidential here. And it's also a safe... space that i want to create for you so i'm not i'm not a no i'm not a therapist i'm not a psychologist but you know career change and you know job search can at some times be a quite lonely path right some people they don't have they They don't want to talk about this to their family or friends or our... you know and and and this is a space that that you can also use to to share and whatever is coming up if you want um this is an offering and and so it's really your time so sometimes you'll hear me ask you know what is you know what what what is present for you right now what what is important for you to do right now and You know, even though we might have a program, sometimes we can, you know, just use the time. You know, some people sometimes say, you know, I just want to vent. I just want to talk about what's happening. Like, fair enough. and we're that's why we're here or sometimes people they say you know i have an interview coming up can we just postpone the whole thing and and work on this you know prepare for the interview and say okay let's do this So it's really what is more alive for you at this time. How does that sound, Brenda? That sounds great. Perfect. Yeah. Cool. So maybe jump big then. switching to you uh how how are you coming up today brenda to this session i'm coming up uh just very um excited I have to say and curious how the next Months will be for myself and I think more I'm excited. I'm excited. I want to say yeah this next phase of my life yes so what what makes you excited um i want to be who i know that i am and that's what excites me yeah wow Wow. Oh, Brenda, you just hit the nail here because that's really what I'm passionate about. Because it's true that sometimes... change or you know it's kind of a pivot for some people you know to to be able to say okay well what is what is what is it what i want to be right now out in my life and uh so so that's great you know the right place and and can you tell me a bit more about about so how are you doing right now with this process and where are you at on this path yeah um so i'm i'm so i was i was i was let go was um given a ashley that's not true and i'm happy to explain how i even got to this point uh when the time is right uh but i was put on a performance plan At my company and I disagree with that. I didn't think that that was a reflection of me I believe in myself. I know what I'm capable of and i disagreed with the performance plan that was put ahead of me didn't agree with it um so my option was to agree with Not agree, but still move forward with it or disagree with it and get a package Okay, so I took the package I chose myself choose yourself yeah you said right yeah yeah i looked at the numbers and thought you know worst case scenario this is what would happen but again i believe in myself i'm leaning into that and i and i'm changing the way that i think about myself and what i've been able to achieve um so sorry So your question, your question was, I'm kind of, I don't want to. Well, I mean, you answered how you're doing right now in this. Yeah, I'm, I feel. I feel hopeful, maybe because I'm just a bit intentional about that. I am also feeling more confident, and I really feel that the universe has put me here. I feel like I've been hiding myself or hiding my potential or I don't feel like I've been in the right space for me to really flourish hmm which is why maybe my performance was not at peak anymore I just I just was not interested not engaged bored very bored very very bored um and it just my job just made me i would cry logging into the into my tablet sometimes like just very miserable and I think that this gave me the kick in the ass that I needed to go to the next step I really do I really think the universe gave this to me I really do Well, the universe, yes, but I also want to acknowledge that you made a choice also, Brenda. Yeah, I made a choice, yes. This is... is big this is big because because it comes it comes with risk here you took a risk but like you said earlier you choose you you choose yours yourself to be true to yourself and to be who you are yeah truly and and you know a lot of people they spend all their lives doing a job they don't like and not being themselves and and being miserable you know it's it's uh so making this move is is is really uh I just want to commend you for that. It takes a lot, but it's a big move. I definitely acknowledge that. Thank you. Thank you for it. year of being in that job is being really miserable and other parts of my life too that I stay. because I needed the money, and I'm a really divorced single mom, like all of that, all of it together. But this gave me, the package gave me the freedom. I'm so grateful to be in this spot, but I also realized it was a big move. Yeah, and the image that comes to my mind, sometimes I use the image of this, you know, on these airport, the tarmac and the takeoff lane. for a plane you know and some people they have that's sometimes the earliest questions i ask is is how long of a path do we have to take off and what i'm hearing saying you know i have this package i have but just to have a kind of idea how how do you see this take off ramp because some people they say you know i need something next week like okay some people say i have six months you know it's it's it's really knows is different from one person to another how do you feel about what do you have in front of you to work on i think that i do want I don't want to exhaust the package as my, I don't know. I think what I told myself is I'd like to give myself a summer. to enjoy going to the gym at 10 a.m., you know, like, yeah, I'd like to spend more time with my daughter. she's on summer break, I would like to go for a walk on the beach at 3 p.m., you know, I would like to sleep in until 10 a.m., you know. So for me, I gave myself until September. Okay, cool. That's good. That's good. Right now, I want to prepare. myself mentally and and gear up and do what i need to do but i would like to have a job again by september october i think okay yeah okay Yeah, if that's what happens, yeah. Yeah, okay. And how do you feel about… Oh, you're frozen. Sorry. Ah, so how… how do you feel about and and so have you thought about what what how you would envision the you know the next step in that career because i said is the pivot some people they say you know I'm comfortable with the kind of work I was doing and I want to continue that. Some people are like, well, you know, maybe it's time for me to think about something else. people have even said well depends on the age and people they say i'm ready to retire some people say i'm i want to start my own business you know they want it's everything's possible so if my question to you brenda is is if everything was possible right now you know i understand you have constraints you have the daughter you have all you know economic situation that is really difficult for everyone, but if you had to set all these things apart, what would be in the ideal world? How you would envision yourself going forward? So, again, I'm happy to share how I'm saying this or explain. I am really passionate about, um, um, um, AI, um, in my, so my background in clinical research, um, long. story short, I volunteered, I did some time in that space. And so, how... I see myself right now as number one starting my own business and number two or a consulting firm. in my space. I have 20 years experience in clinical operations. I am super passionate about innovation in my space. how we are using AI in my space. It's very, very exciting to me. So that's where I... like in this space where where i see myself i feel i am good at before this call i just really sat down with myself and said what about my old job really excited me you know and what did i i hate i don't like when metrics are used to measure my performance my job was very much like that and I hated it I hated that someone would run a report who doesn't know me and then and then just say oh you're not doing that it really frustrates me i used to be like that now absolutely not and I also realized I don't like working for big organizations I'm just a number and no one sees me or I'm limited to one person seeing me. And that was another frustration for my job was I had like a gatekeeper almost, right? Who... who would manage me, but no one else saw my, you know, or I didn't like that. And then my career was based on that one person. I just didn't like it at all, but that's not what I wanted. So innovation, you know, advancing the way we work. I don't want to work for a big conglomerate, I want to see my impact, I want to see how my work impacts people in real time, you know, and I'm i think i'm also really good at relationship building partnerships strategy um that's that's the part of my job i loved okay I loved networking, getting positions to do this and that, finding out, I love that part of my job because it just, it's my personality. yeah yeah and and and i like i i feel the energy when you when you talk about this there's some yeah it's burning inside yeah and when you talked about this the ceiling i felt like oh no this was like not the right place definitely not So that's really interesting, Brenda. And maybe one thing, because, you know, I have my right management hat that I have to use to do the program. we're doing but sometimes i also use other tools that i take from my you know my other hats you know and my executive coaching hat and i think that in your case There's something with this entrepreneurial perspective that could be also useful. And maybe for a next session, what we could do is take the whole session, what I would offer. There's a tool I use with entrepreneurs and executives. It's called the identity matrix. So we take the full session just to dig into and... We already touched some of those points, you know, what I am and what I want to be, what I could be and what I don't want to be and what you're not, that you are. you could be that you don't want to be you know and to have discussions around you know these quadrants and and then after the discussion i can send you a document a two-page document with some notes and then you can take the week to to think about it complete it and sometimes this tool is useful because it really brings you know clarity and make it crispier, you know, to really, really put the finger, okay, there are things that you already told me. I don't want that. And I'm really interested into that. So I see like, really clear, but there's also things that we can go and dig, you know, beneath that and sometimes on the edge also to try to figure out, okay, how can we make this? really clearer uh because clarity makes it easier even for employers you know to say like okay this person she knows where she's at and what she wants or potential partners or clients you know if you're as an entrepreneur a person comes in and you know this is you know i laid out exactly what i want to do it's clear so it shows confidence and people are like okay well that person it's a no-brainer we want to work with that person okay because that's the thing you know the mindset i'm having in my code. is you cannot come second, right? Because if you're second, you're not being taken for a job or you're not being taken by a client. So you need to be the first, you know, you always. need to be the top i mean well yeah and it's how to get there and and that's what we're going to be doing right um cool so that that's one thing maybe we could do but it takes you know a whole session that we could use to to do that but i think it's a good foundation to build on top of that after that and that okay that's great you yeah and before I was let go yeah I don't know if you can see that wall there so it's my my daughter's space uh-huh yeah yeah before i was let go i did my version of that okay I sat down in the morning. Honestly, I called in sick. I just couldn't even log in. Just mentally, just, just. didn't have the mental capacity. I called in sick and I took some sticky notes and I just asked myself who I am. So I'm so excited to see the professional version. Yeah, yeah, yeah. And that's interesting what you're saying because you allowed yourself to take the time to do this. Yeah. Take the space to offer you this space. There were some people who would say. a sacred pause you know to pause and say like let's let's just set even if it's just a day you know but just to take the time to reflect And to stop spinning, you know, like a little hamster in the wheel, you know that Because because yeah, and something like I said some people it was their whole life spinning like that and what's what's you know what's the purpose of doing this right it's uh yeah cool so okay so i I think we're at a similar place, Brenda, to work together. That's great. I like that. Maybe to tell you a bit more how it can work. forward so the way it works is that we we're going to have 30 minute sessions so they're 30 minutes uh i wish it could be more but they they they They ask us to do 30 minutes, and we can do that once a week if that works for you so that less than once a week. a you know we lose touch and it's more difficult so it's a minimum of once a week maybe later on if you say okay well maybe we don't need once a week it can be every second week we can work this out. But. To start with, I like to have some rhythm so that the end between sessions, we're going to have things to do. I'm going to send you things also. If ever you want to. even write to me or you have special requests between sessions you know sometimes you have people that you know they get an interview and they're like oh you know i have an interview tomorrow can can we do you have some time that we can discuss you know and sometimes we can work this out also um and even if i understand that you're you have this possibility of entrepreneurship which is uh which like a lot because that's the kind of things i i work most with um i i would also i will recommend if if you ever see you know possibilities coming across You know, some people they say, oh, I want to wait to do the whole program before I apply on jobs. You know, if you see opportunities, I would say, you know, go. with them you know apply and it's it's it's all a matter of building confidence you know the more you apply you get interviews you get you get practice you get practice you know it might not Not more than the first time. time or even if it works and you get an offer you can always turn it down you can always negotiate yeah you can say well you know that's not good enough for me well i'm gonna pass but at least you got an offer right it's just like bills yeah Diego and the confidence right yeah so so yeah and the other thing I'm going to be doing So today, I'm going to send you a follow-up email with some resources because I know you went on the next webinar. you went a bit there on that website it there's a lot of stuff there you can get lost easily so what I tend to do is really point out these are the things you know the go-to resources so that you you don't waste your time going too much around so there are like four videos that uh that i recommend to start with There's one that's called Getting Started, so it's really like an introduction. But there is one about the resume building, the LinkedIn building, and the personal branding statement. So those are four that I find are good, even for if you choose the entrepreneurial path, you're still going to need other than, you know, even. and resume linkedin profile you know uh personal branding you're still gonna need that right um so i will send you the links to how to access that you can either sign up to a live session or on-demand or recorded I did the personal branding one. I did that one already, I think, last week, I believe. Oh, okay. Yeah, I readied it. It was interesting, but it was good. Okay, so I'll send you that and also the documents, so the viewer having to search through the website, I'm going to send you some of the working documents. we're going to be using later on but at least so you you have them and you're gonna i'm gonna also explain there's a service that we have to work on the resumes so there's like a whole department we have people that do just that they just do resume uh yeah yeah i don't know how they find their passion in life but that's their work they like it So, and it could be now or it could be later on, because maybe, you know, we can wait to do the identity metrics, maybe have a few sessions just to have more clarity. tea to make it more crisp and then there's an email you can send your resume to these people and they have like a three five days turnaround and you're going to have a few back and forth with someone from them and they will comment the resume and say, oh, this and this or ask questions about it and then we can look at that together after that you see what that makes sense for you and sometimes you know nowadays employers they use automated systems to process resumes So if you don't have the right format, it could be just discarded, which is quite dumb, but we live in a dumb world for some other reasons, right? uh so so these people they will say okay well this is how what we recommend to have a format so it might not be a nice format sometimes people like yeah but i like mine better it's nice nicer, it's cute, like it's a machine, you know, the machine is going to read it. So you don't make it to make it nice. Right. You make it to make it useful. And then so, yeah, anyway. So this is also a service, but like I said, maybe we can wait a few weeks if you want before sending this in so that maybe you can adjust a bit what you want to put in the risk. amazing yeah I think I just want to be clear I just need you to know as we work together I went through a lot personally I'm feeling a little emotional right now um i went through a bad divorce like really bad divorce which is um if i think about it again leaning into positivity and it was supposed to happen because I don't think that if I went through that I would know who I really am. Does that make sense to you? Okay, yeah. I don't think that if, or maybe I would've, but it would've been like later on in life. um you know i i i the divorce then you know you turn 50 i turned 15 february and it's also that too you know midlife it's not midlife crisis i think it's a midlife transition you know that's why i'm senior so my divorce was a lot I'm sorry no no no sorry thank you and then again I turned 50 and again you ask how I'm feeling. I'm really excited. I'm really excited to live my life this next half. and really, really be who I am and stop hiding behind what I know I can do because of this or that. the setup or i can't do that anymore i live i need to be me and a big part of what i've shut down is my creativity okay really I'm creative and because of maybe my upbringing I'm African you know the way that my parents taught me to be and you've got to be doctor you've got to be you know i've shut that down a lot brain has really switched and so I'm very excited to see where this can go yeah yeah I'm hearing something about reclaiming reclaiming who you are yeah yes yes just I yeah I really want to yeah again I'm really excited to see the who am I, like, you know, and see how it relates to what I thought makes me passionate. Mm-hmm. Stuff like that. little bit of understanding of me yeah well thanks thanks for sharing uh and and yeah it's because it's it's it's part of who you are you know even the the shadow shadow part of who we are and what's the cloud that's there, it's part of us too, and at times it can show up in different ways. And, you know, and we all have our challenges and struggles and sometimes, you know, we can have some, yeah, leave some marks. at some point you know when we go through and it's yeah it's part of who we are and we have to honor that too and it just builds us. in a certain way that is it is unique that is different from others right so uh uh great maybe last thing i wanted to share with you is um there's one thing and maybe it won't be necessarily that uh yeah that uh clickable in your case, if your goal is really to move on to working for yourself, but there's the first step that we ask to get rid of that is at the beginning. is the parting story. So you told me a bit about what happened with the previous employer. And the way we bring this up is because if you ever get an interview, you this is one of the first questions you're going to ask what happens and so you have to come up with something so that's why we say we need to come up with something it has to be the You don't want to lie, right, because they're going to figure out, but you need to find a way to present it in a confident way that makes it show that that shows you. Positively as the area so that people like we understand Yeah, I wanted help on that too because bottom line I was given a performance plan line. I wasn't meeting my metrics, bottom line. And I disagreed, but I disagreed with it. Yeah, that's right. And you were really upfront and and honest with me and transparent which is great you also touched yourself you went to explain Why was it that you had these performance issues, you know, that there was something deep inside that made you and you said, well, if the setting was different in another employer. you're freezing again back yeah so there was something about explain that you know in a different setting it would be different right so there was something about this place that made you behave in a certain way that maybe was could have been seen and perceived as a performance issue but it was something behind that right it's not your true self that wasn't sure it was because of the content right so I didn't agree with the plan because I knew who I was I knew who I was And I knew, you know, if I wasn't checking off the list on here, sorry, but I meant well, you know, have you seen the other good things I've done? So this became about that, everything became about me not checking that list and I said this is, I can't know, this is not who I am. So the way I understand it is that there was a misalignment between this place, their values, their way of doing things. what you value right which i mean which is fair you know it's fair you cannot you know uh always be aligned with it every organization or with every individual also in life sometimes say well we thought we were aligned sometimes that we can to a point that we're disaligned at this point so the fact of acknowledging that and having more clarity and showing this with confidence explaining it will make being able to say what makes me aligned now what do i value so that for the next employer or client or business partner it would say okay this is this person she's able to explain exactly what she wants what she's she values is this a good fit for us if it's not a good fit it's not going to be a good fit anyway way. So we're not going to be working together. Why should we get into patterns that won't work? But if it's a good fit, then we have clarity. Say, well, that person, we got you. understand what you want that's what we want to offer we're a good fit let's do it so so it's a the way i said we need to work on this parting story is how to word it in a way that it will speak to the right employer or the right partner, the right client will say, okay, for me, it makes sense. were a match for other people they will say oh this person she thinks like that we don't want trouble with with us well i mean it's not a good fit we don't want you to work there because because you're going to run into trouble with them right so it's to find the right fit so yeah so that's one thing and maybe for the coming week That could be something, not to spend too much time on that, because I understand you've already had some reflections and you have already ideas, but in the documents I'm going to send you, there's one about... this about the parting story and to think a bit about that maybe next time we can come up just with a short paragraph or a little text blurb that you can just appropriate yourself so that if someone comes with the question you can you know fire it up right away so it's not just and then you know and then people like it sounds dodgy but if you're like you know this is the reason and it's true that that's the right that's the true reason I'm giving it to you that now let's move on let's talk to some about something else you know to take this out of the way so we try to do it at the beginning of a process without also we get it out of the way so if you can look at that during the week and also i'm going to send you the resources if you can have the time i think all the video you've already watched one but i think in total it's about two hours whole thing it's like for videos um what and next week we could do this uh this identity metrics that I said to really land the foundation. OK, that sounds good, Brenda. Yes, go ahead. One question I have is, in my package, they said, that I had access to the services for a year but when I got when I got the email it said that it was only until October so do you know why it's like that or well there's two things there's the access to my service and sometimes it's two or three months depending so maybe yours could be maybe that's why maybe yours is three months just looking at what i have here uh yeah i had to verify but it could be two to three months maybe yours is three months so this is for having sessions with me after that you have you still have access to the website so if you want to go because there were a lot of resources some resources about entrepreneurship actually there. So you can go there, some tools about job search. There are some tools there that you can access. for, yeah, for the year after. That makes sense. Yep, that makes sense. Cool, cool. Thank you. Awesome. So when would be a good time to meet again, Brenda, next week? Can I? I have another call at one with my therapist that you and I. Do you have an email, like a link I can book for the next one, or do you need to book it now? uh i preferably i would book it now yes hold on let me just let me let's see here next week Um, next week is the, uh, next week is the, hold on. So it'll be the 20th, Monday 20th. Okay. Well, so nothing, I have nothing at all that week. Let me just, one second, there is a networking event that I saw just out now, which is the 20, oh no, that's in August. Oh no, oh that's in August, we're fine. Okay, I'm starting to go to networking events, so the week next week is there I have no meetings This is the 20th to 20th. Yeah, let's book them. Yeah, let's book the meetings. How is like a Tuesday? Yeah, it could be Tuesday. yeah Tuesday like at 12 this is the perfect time actually um hold on so you're just one So you're Central Time? I'm Eastern Time. Eastern Time, OK. I'm the same as you. OK. I'm in Hamilton. Oh, Hamilton. Yeah, yeah, yeah. OK, cool, cool. yes you said 12 o'clock yeah so it would be the 21st so July 21st at 2 o'clock. Yeah, 12 or she was fine, but 12 is good. Can you do 12? Yeah, 12 is fine, yeah. Did I set two? Yeah, so July 21st at 12, yeah, at noon. Yeah, that's good with me. Okay, so I'll send you a confirmation. I feel like that's my thing so if someone says do this I will if it's a task that's gonna benefit me I most likely will do it so when we meet next your the ideas that we want to have my persona kind of done or what no well we're gonna do it together so i'm gonna we're gonna have a conversation and after that i'm going to send you a document with some notes in it and then you'll be able to complete it so uh so yeah so you don't have to do anything to prepare for next just if you want to watch the videos i send you and look at the documents but it's really something to uh that we're going to be using throughout the program but that also next time yeah we do awesome well have a nice week brand that was really nice to meet you and we'll talk to you soon then Okay, have a nice day!\n\n=== Enregistrement live du 2026-07-13 15:59 ===\n\n[CLIENT 00:19] Hello, Brenda. Hello, how are you?\n\n[COACH 00:58] Yay, finding you.\n\n[CLIENT 01:00] I'm doing well, thanks for asking.\n\n[COACH 01:02] Great, great. I'm glad that we can meet our first session, Brenda. Yeah, yes. Yeah, so what I would suggest, Brenda, to start with, I can maybe take just a few minutes to explain a bit who I am so that you know who is this guy in front of me. But after that, taking most of our time to really, talk about you and seeing you know where we're at and what we can do together sounds good so yes my name is John Sebastian I'm from Montreal and yeah and I'm working with right management as a career management consultant but also in my life in general I'm I'm an executive coach so I work with executives from a not-for-profits from companies and my goal really as a coach is to get them to have more clarity on what they want to accomplish, what they want to do. And this is really the role of a coach. Because sometimes people, I don't know if you've had experiences with coaches before, but sometimes they hear about coaching. They think about sports coach, right? And people that will say, yeah, you need to do this and to, you know, uplift people. But actual professional coaches, usually they will talk less and actually ask questions. So my goal is really to ask the right. right questions at the right time and to get you to come up with with the answers to these questions through your experience to what about where you're at this point so that's really the role of career coaching I love talking about myself so that we're in the right place awesome and really so we'll have some you know there's a program with rights management you know we have you know some steps to go through and we're going to be working on you know resume LinkedIn interviews and things like that and you know job search uh but also the last thing i wanted to say is that this is really a space uh for you i know so i don't report anything about what we're you know saying it's fully confidential i i just report the hours i work but i don't have to say anything about what we're discussing so it's really you know confidential here and it's also a safe space that i want to create for you so i'm not i'm not a no i'm not a therapist i'm not not a psychologist, but career change and job search can at some times be a quite lonely path. Some people, they don't have, they don't want to talk about this to their family or friends. And this is a space that you can also use to share whatever is coming up if you want. This is an offering. And so it's really, it's your time. So sometimes you'll hear me ask you know, what is, you know, what is present? for you right now. What is important for you to do right now? And even though we might have a program, sometimes we can just use the time. Some people, sometimes they say, I knew I just want to vent. I just want to talk about what's happening. Like, fair enough. That's why we're here. Or sometimes people say, you know, I have an interview coming up. Can we just postpone the whole thing and work on this? You know, prepare for the interview and say, okay, let's do this. So it's really what is more alive for you at this time. How does that sound, Brenda?\n\n[CLIENT 04:23] That sounds great.\n\n[COACH 04:25] Yeah, cool. So maybe jumping then, switching to you. How are you coming up today, Brenda, to this session?\n\n[CLIENT 04:34] I'm coming up just very excited, I have to say. And I'm curious how the next months will be for myself. And I think more I'm excited, I'm excited, I want to say, yeah, for this next stage in my life, yes.\n\n[COACH 05:00] So what makes you excited?\n\n[CLIENT 05:03] I want to be who I know that I am. And that's what excited.\n\n[COACH 05:07] Wow. Oh, Brenda, you just hit a nail here because that's really what I'm passionate about. Because it's true that sometimes career change or, you know, it's kind of. a pivot for some people to be able to say okay well what is what is what is what is it what i want to be right now in my life and uh so so that's great you know at the right place and and can you tell me but more about about so how are you doing right now with this process and where are you at\n\n[CLIENT 05:40] on this path yeah um so i'm so i was i was i was let go i was um given a ashley this not true and I'm happy to explain how I even got to this point when the time is right. But I was put on a performance plan at my path company and I disagree with it. I didn't think that it was a reflection of me. I believe in myself, I know what I'm capable of, and I disagreed with the performance plan that was put ahead of me, didn't agree with it. So my option was to agree with it, not agree, but still. they'll move forward with it or disagree with it and get a package.\n\n[COACH 06:25] Okay.\n\n[CLIENT 06:26] So I took the package. I chose myself.\n\n[COACH 06:27] You choose yourself. Yeah. Yeah. Yeah. Yeah.\n\n[CLIENT 06:32] I looked at the numbers and thought, you know, worst case scenario, this is what would happen. But again, I believe in myself. I'm leaning into that and I'm changing the way that I think about myself and what I've been able to believe. So, sorry, it's your question. Your question was, I don't want to.\n\n[COACH 06:50] Well, I mean, you answered, it's how you're doing right now in this back.\n\n[CLIENT 06:55] I'm, I feel, I feel hopeful, maybe because I'm just, I'm bit intentional about that. I am also feeling more confident. And I really feel that the universe has put me here. I really do. I feel like I've been hiding myself or hiding my potential or I don't feel like I've been in the right space for me to really flourish, which is why maybe my performance was not at peak anymore. I just I just was not interested, not engaged, bored, very bored, very, very, very bored. And it just, my job just made me, I would cry logging into my tablet sometimes. Oh, yeah. just very miserable okay and I think that this gave me the kick in the ass that that I needed to go to the next step I really do I really think the universe\n\n[COACH 07:56] gives me well the universe yes but I also want to acknowledge that that you made a choice also yeah this is this is big this is big because because it comes it comes with risk you took a risk but like you said earlier you choose you, you choose yourself, to be true to yourself and to be who you are. Yeah. Truly. And a lot of people, they spend all their lives doing a job they don't like and not being themselves and being miserable. So making this move is really, I just want to comment you for that. It takes a lot, but it's a big move. I definitely acknowledge that. Thank you.\n\n[CLIENT 08:45] Thank you for, it took a year, too, of being at a job as being really miserable. Other parts of my life, too, that I stayed because I needed the money and I'm a really divorced single month, like all of that, all of it together. But this gave me, the package gave me the freedom.\n\n[COACH 09:07] Yes. Wow.\n\n[CLIENT 09:09] And so, again, I'm so grateful to be in this spot. And I also really look at this big move.\n\n[COACH 09:17] Yeah. Yeah. And the image that comes to my mind, sometimes I use the image of this, you know, on these airport, the tarmac and the, you know, the takeoff lane for a plane. You know, and some people, they have, and that's sometimes the earliest questions I ask, is how long of a path do we have to take off? And what I'm hearing saying, you know, I have this package, I have a, but just to have a kind of, idea. How do you see this takeoff ramp? Because some people, they say, you know, I need something next week. I'm like, okay. Some people say, I have six months. You know, it's really is different from one person to another. How do you feel about what do you have in front of you to work on?\n\n[CLIENT 10:05] I think that I do want, I don't want to exhaust the package as my expense. I don't know. I think what I told myself is I'd like to give myself a summer just to enjoy going to the gym at 10 a.m., you know, like I'd like to spend more time with my daughter as she's on summer break. I would like to go for a walk on the beach at 3 p.m., you know, I would like to sleep in until 10 a.m. you know um so for me i gave myself until september okay cool that's good right right now i want to prepare myself mentally and then and gear up and do what i need to do but i would like to have a job again by september october i think okay yeah okay yeah and yeah and how if if that's what\n\n[COACH 11:00] happens yeah okay and how do you feel about oh you're frozen sorry uh\n\n[CLIENT 11:07] so how do you feel about oh i'm still frozen you're back there you go\n\n[COACH 11:12] oh yeah yeah you're back cool cool um and and uh so have you thought about what what how you would envision the you know the next step in that career because i said it's is the pivot some people they say you know i i'm comfortable with the kind of work i was doing and i want to continue that some people are like well you know maybe it's maybe it's time for me to think about something else you You know, some people have even said, well, it depends on the age. And people, they say, I'm ready to retire. Some people say, I want to start my own business. You know, everything's possible. So if my question to you, Brenda, is if everything was possible right now. And I understand you have constraints, you have the daughter. You have all, you know, economic situation that is really difficult for everyone. But if you had to set all these things apart, you know, what would be in the ideal?\n\n[CLIENT 12:06] world how you would envision yourself going forward I so again I'm happy to share how I even how I'm saying this or like explain I am really passionate about um AI in my so my background is clinical research long story short I volunteered I did some time in that space and so how I see myself right now is number one starting my own business and number two or a consulting firm in my state I have 20 years experience in clinical operations I am super passionate about innovation in my space like how we how we are using AI in my space it's very very exciting to me so that's that's where I like in this space where where I see myself I feel I am good at before this call I just really sat down with myself and said what about my old job really excited me you know and what did I hate I don't like when metrics are used to to measure my performance I don't my job was very much like that and I hated that I hated that someone would run a report who doesn't know me And then and then just say, oh, you're not doing that. It really frustrated me. I used to be like that. Now, absolutely not.\n\n[SPEAKER_? 13:46] Yeah.\n\n[CLIENT 13:47] And I also realized I don't like working for big organizations. I'm just a number and no one sees me. Or I'm limited to one person seeing me. And that was another frustration for my job was I had like a gatekeeper almost, right? who would manage me but no one else saw my you know or or i didn't like that um and then i have my my career was based on that one person i i i just didn't like it at all but that's that's not what i wanted um so innovation um you know advancing the way we work um i don't want to work for bitcoin glomerate i want to work for i want to see my impact i want to see how my work impacts people in real time you know um and i think i'm also really good at relationship building partnerships for strategy um that's that's the part of my job i loved okay i loved network networking getting positions to do this and that finding out i love that part of my\n\n[COACH 14:53] job because it just it's my personality yeah yeah and and i like i feel the energy when you when you talk about this there's some it's burning inside and when you talked about this the ceiling felt like oh no this was like oh not the right place definitely not and uh so that's that's really interesting brenda and maybe one thing because you know i have my right management hat that i have to use to do the programs we're doing but sometimes i also use other tools that i take from my my other hats, you know, and my executive coaching hat. And I think that in your case, there's something with this entrepreneurial, you know, perspective that could be also useful. And maybe for the next session, what we could do is take the whole session what I would offer. There's a tool I use with entrepreneurs and executives. It's called the identity metrics. So it's, we take, you know, the full session just to dig into and you already touched some of those points. You know, what I am and what I want. want to be, what I could be, and what I don't want to be, and what you're not, that you are, that you could be, that you don't want to be. You know, and to have discussions around, you know, these quadrants. And then after the discussion, I can send you a document, a two-page document with some of the notes, and then you can take the week to think about it, complete it. And sometimes this tool is useful because it really brings, you know, clarity and make it crispier you know to really really put the finger okay there are things that you already told me i don't want that and i'm really interested into that so i see like really clear but there's also things that we can go and dig you know beneath that and sometimes on the edge also to try to figure out okay i can we make this really clearer uh because clarity makes it easier even for employers you know to say like okay this person she knows where she's at and what she wants or for potential partners or clients, you know, if you're as an entrepreneur, a person comes in and you know, this is, you know, I laid out exactly what I want to do. It's clear, so it shows confidence. And people are like, okay, well, that person, it's a no-brainer. We want to work with that person, okay? Because that's the thing, you know, the mindset I'm having in my coaching is you cannot come second, right? Because if you're second, you're not being taken for a job or you're not being taken, you know, by a client. So you need to be the first. You know, you always need to be in the top. I mean, well, yeah, and it's how to get there, and that's what we're going to be doing, right? Cool. So that's one thing maybe we could do, but it takes, you know, a whole session that we could use to do that. But I think it's a good foundation to build on top of that after that. Okay.\n\n[CLIENT 17:44] That's great. I'm excited.\n\n[COACH 17:46] Yeah.\n\n[CLIENT 17:47] It's funny. There's, I don't know if you see, but before I was let go.\n\n[COACH 17:52] Yeah.\n\n[CLIENT 17:52] I don't know if you can see that log over there, sir, it's my daughter's space. Uh-huh, yeah, yeah, yeah, yeah, I see. Before I was let go, I did my version of that. Okay. I sat down in the morning. Honestly, I called in sick. I just couldn't even log in, just mentally, just didn't have the mental capacity even looks. I called in sick and, and I took some sticky notes. and I just asked myself who I am, you know? So I'm so excited to see the professional version.\n\n[COACH 18:32] Yeah, yeah, yeah, yeah. And just, and that's interesting what you're saying, because you allowed yourself to take the time to do this. Yeah. Take the space, to offer you this space. There are some people who would say the sacred pause, you know, to pause and say like, let's just settle. Even if it's just a day, you know, but just to take the time to reflect and to stop spinning. You know, like a little hamster in the wheel, you know, that because, like I said, some people, they will spend their whole life spinning like that. And what's, you know, what's the purpose of doing this, right? It's, uh, yeah, that's very cool. So, okay, so I think we're, we're at a similar place, Brenda, to work together. That's great. I like that for maybe. to tell you a bit more how it can work going forward. So the way it works is that we're going to have 30 minutes sessions. So there are 30 minutes. I wish it could be more, but they ask us to do 30 minutes. And we can do that once a week if that works for you. So that less than once a week, we get a, you know, we lose touch and it's more difficult. So it's a minimum of once a week. Maybe later on, if you say, okay, well, maybe we don't. not need once a week. It can be every second week. We can't work this out. But to start with, I like to have some rhythm so that and between sessions, we're going have things to do. I'm going to send you things also. If ever you want to even write to me or you have special requests between sessions, you know, sometimes you have people that, you know, they get an interview and they're like, oh, you know, I have an interview tomorrow. Can we, do you have some time that we can discuss this? You know, and sometimes maybe we can work this out also. And even if I understand that you're, you have this possibility of entrepreneurship, which is, which I like a lot because that's the kind of things I work most with. I would also, I will recommend if you ever see, you know, possibilities coming across, you know, some people they say, oh, I want to wait to do the whole program before I, you know, apply on jobs. You know, if you see opportunities, I would say, you know, go with them, you know, apply. And it's, it's all a matter of building confidence. You know, the more you apply, you get interviews you get you get practice you know it might not work the first time or even if it works and you get an offer you can always turn it down you can always negotiate yeah you can say well you know that's not good enough for me well i'm going to pass but at least you got an offer right it's just like uh it builds the ego and the confidence right um yeah so uh so yeah so yeah and the other thing i'm going to be doing uh today uh yeah today i'm going to send you a follow up email with some resources because I know you've went you went on the next website you went a bit on that website it there's a lot of stuff there you can get lost easily so what I tend to do is really point out these are the things you know the go-to resources so that you don't waste your time going too much around so there are like four videos that that I recommend to start with there's one that's called getting started so it's really an introduction but there's one about the resume building, the LinkedIn building, and the personal branding statement. So those are four that I find are good. Even if you choose the entrepreneurial path, you're still going to need other than, you know, even a resume, LinkedIn profile, you know, personal branding, still going to need that, right? So I will send you the links to how to access that. You can either sign up to a live session or on-demand, you know, recorded webinar.\n\n[CLIENT 22:23] I already did the personal branding one. I did that one already, I think, last week, I believe.\n\n[COACH 22:29] Oh.\n\n[CLIENT 22:30] Yeah. Okay. It was interesting, but it was good.\n\n[COACH 22:34] Yeah. Okay. So I'll send you that and also the documents. So instead of you having to search through the website, I'm going to send you some of the working documents. Some of them we're going to be using later on, but at least so you have them. And you're going to also explain there's a service that we have to work on the resumes. So there's like a whole department. We have people that do just that. They just do resumes. Yeah, yeah. I don't know how they find their passion in life, but that's their work. They like it. And it could be now or it could be later on because maybe, you know, we can wait to do the identity metrics, maybe have a few sessions just to have more clarity to make it more crisp and then there's an email you can send your resume to these people and they have like a three five days turn around and they're going to you're going to have a few back and forth with someone from them and they will comment the resume and say oh this this or ask questions about it and then we can look at that together after that you see what makes sense for you and sometimes you know nowadays employers they use automated systems, process resumes. So if you don't have the right format, it could be just discarded, which is quite dumb. But we live in a dumb world for some other reasons, right? So these people, they will say, OK, well, this is what we recommend to have a format. So it might not be a nice format. Sometimes people like, yeah, but I like mine better. It's nicer. It's cute. It's a machine. The machine is going to read it. So you don't make it to make it nice, right? make it to make it useful and then so yeah anyway so this is also a service but like i said maybe we can wait a few weeks if you want before sending this in so that maybe you can adjust a bit what\n\n[CLIENT 24:22] you want to put in the resume so yeah and i think i just want to be clear what i um if i just need you to know to as we work together i went through a lot personally i'm feeling a little emotional right I went through a bad divorce, like really bad divorce, which is, if I think about it, again, leaning into positivity and it was supposed to happen because I don't think that if I went through that, I would know who I really am. Does that make sense to you? I don't think that if, or maybe I would have, but it would have been like later on in life. Um, you know, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I'm a divorce then, you know, you turn 50. I turn 50 in February. And it's also that too, you know, not my life. It's not midlife crisis. I think it's, uh, midlife transition. You know, that's why I'm seeing here. So, my divorce was a lot.\n\n[COACH 25:23] I'm sorry.\n\n[CLIENT 25:25] Uh, no, no, no, no, sorry. Thank you. Uh, and then again, I turn 50. And again, you asked, you ask, how I'm feeling. I'm really excited. I'm really excited to live my life, this next, next half, you know, and really, really be who I am and stop hiding behind what I know I can do because of this or that, or the setup, or I can't do that anymore. I need to be me, and a big part of what I've shut down is my creativity.\n\n[COACH 26:02] Okay.\n\n[CLIENT 26:03] i'm creative and because of maybe my upbringing i'm african uh you know the way that my parents taught me to be and you got to be doctor you got to be you know i've shut that down a lot okay i'm not faulting down the thing i i just i've my brain has really switched and so i'm very excited to see where this can go yeah yeah i'm hearing something about reclaiming reclaiming who you are yeah yes yes just i yeah i really want to uh yeah again i'm i'm really excited to see the who am i like you know and see how it relates to what i what i thought makes me passionate stuff like that just a little bit of understanding of me yeah well thanks\n\n[COACH 26:56] thanks for sharing and and yeah it's because it's it's it's part of who you are you know even the the shadow parts of who we are and what's, you know, the little, the cloud that's there. It's, you know, it's part of us too. And at times it can show up in different ways, you know, and, and, you know, and we all have our challenges and struggles. And, and, you know, we can have some, some, some, yeah, leave some, some marks at some point, you know, when we go through and it's, yeah, it's part of who we are. And we have to honor that too. And it, and it just builds us, you know in a certain way that is it is unique that is different from others so uh gray maybe last thing i wanted to share with you is um there's one thing and maybe it won't be necessarily that uh yeah that uh applicable in your case if your goal is really to move on to working for yourself but there's the first step that we asked to to get rid of that is at the beginning is the parting story. So you told me a bit about what happened with the previous employer. And the way we bring this up is because when, if you ever get an interview, this is one of the first questions you're going to ask.\n\n[CLIENT 28:15] Yeah. What happens?\n\n[COACH 28:17] And so you have to come up with something. So that's why we say we need to come up with something. It has to be the truth. You don't want to lie, right? Because they're going to figure out. But you need to find a way to present it in a confident way that makes it show that shows you positive.\n\n[CLIENT 28:33] as the area so that people like we understand yeah I wanted help on that too because bottom line I was given a performance plan bottom line yep I wasn't meeting my metrics bottom line and I disagree but I disagreed with it yeah\n\n[COACH 28:50] that's right and you were really upfront and honest with me in transparent which is great you also touched yourself you went to explain why was it that you had these performance issues you know that there was something deep inside that maybe you and you said well if the setting was different in another employer you're freezing again oh oh there you're back yeah so there was something about you explained that you know in a different setting it would be different right so there was something about this place that made you behave in a certain way that maybe was could have been seen and perceived as a performance issue but it was something behind that right it's not your your true self that wasn't\n\n[CLIENT 29:42] showing it was because of the context right so so there's why i didn't agree with the plan because i knew who i was i knew who i was and i knew you know if i wasn't checking off the list on here sorry you know have you seen the other good things I've done yeah so just it came about that this became everything became about me not checking that list and I said this is I can't know so this is not who I am so I'm gonna pull back so the way\n\n[COACH 30:13] I understand it is that there was a misalignment between this place their values their way of doing things and and you what you value right which I mean which is fair you know it's fair you cannot you know always be aligned with every organization or with every individual also in life. Sometimes we tell we were aligned. Sometimes we can to a point that we're disaligned at this point. So the fact of acknowledging that and having more clarity and showing this with confidence, explaining it will make and being able to say what makes me aligned. What do I value so that for the next employer, or a client or business partner, it would say, okay, this is this person, she's able to explain exactly what she wants, what she values. Is this a good fit for us? If it's not a good fit, it's not going to be a good fit anyway. So we're not going to be working together. Why should we get into patterns that won't work? But if it's a good fit, then we have clarity, say, well, that person, we got you. You know, we understand what you want. That's what we want to offer. we're a good fit let's do it so so it's a the way reason i said we need to work in this parting story is how to word it in a way that that it will speak to the right employer or the right partner the right client will say okay for me it makes sense we're a match for other people they will say oh this person she thinks like that we don't want trouble with with us well i mean it's not a good fit we don't want you to work there because because you're going to run into trouble with them right so it's to find the right fit so yeah so that's one thing and maybe for the coming week that could be something not to spend too much time on that because i understand you've already had some reflections and you have already ideas but uh in the documents i'm going to send you there's one about this about the parting story and to think a bit about that maybe next time we can come up just with a short paragraph or little text blurb that you can just appropriate yourself so that if someone comes with the question, you can, you know, fire it up right away. So it's not just, and then, you know, and then people like, hmm, it sounds dodgy. But if you're like, you know, this is the reason and it's true, that that's the right. That's the true reason. I'm giving it to you that now let's move on. Let's talk to some about something else. You know, so to take this out of the way. So we try to do it at the beginning of a process with that also we get it out of the way. So if you can look at that during the week. And also I'm going to send you the resources if you can have the time. I think all the video, you've already watched one, but I think in total it's about two hours. The whole thing is like four videos. And next week we could do this identity metrics that I said to really land the foundations.\n\n[CLIENT 33:12] Okay. That sounds good, Brandon. So when I have, yes, go ahead. One question I had is in my package, they said that I had access to the services for year when I got when I got the email it said that it was only until October so do you\n\n[COACH 33:30] know why it's like that or well there's two things there's the access to my service and sometimes it's two or three months depending so maybe yours could be maybe that's why maybe yours is three months just looking at what I have here uh yeah to verify but it could be two to three months maybe yours is three months so this is for having sessions with me After that, you still have access to the website. So if you want to go, because there were a lot of resources. Some resources about entrepreneurship actually there. So you can go there, some tools about, you know, job search. There are some tools there that you can access for, yeah, for the year after.\n\n[CLIENT 34:14] That makes sense. Cool, cool. Awesome.\n\n[COACH 34:17] So when would be a good time to meet again, Brenda?\n\n[CLIENT 34:21] I have another call at one. with my therapist, do you have an email, like a link I can book for the next one or you need to book it now?\n\n[COACH 34:31] I preferably I would book it now, yes.\n\n[CLIENT 34:35] Hold on one second. Hold on. Let me just put you on. Let's see here. Next week, next week is the, next week is the, hold on.\n\n[COACH 34:46] So it would be the 20th, Monday 20th.\n\n[CLIENT 34:49] Okay, so nothing. I have nothing at all that week. Let me just, once a second. there is a networking event that I saw just out now, which is the 20, oh no, that's in August. Oh, no, oh, that's in August, we're fine. Okay, I'm starting to go to networking events. So the week, next week is there, I have no meetings. Wow, I'm like, this is the, this is the 20th to 20.\n\n[COACH 35:13] Yeah, let's book him. Yeah, let's book the meetings.\n\n[CLIENT 35:18] How is like a Tuesday?\n\n[COACH 35:20] Yeah, it could be Tuesday. Yeah, okay. Yeah, okay.\n\n[CLIENT 35:25] A Tuesday like at 12, this is a perfect time, actually.\n\n[COACH 35:29] Hold on. So you're just one to, so your central time?\n\n[CLIENT 35:33] I'm Eastern time.\n\n[COACH 35:34] Eastern time.\n\n[CLIENT 35:35] Okay, I'm in the same as, I'm in Hamilton.\n\n[COACH 35:38] Oh, Hamilton. Yeah, yeah, yeah, yeah, okay, cool, cool. Yes, you said 12?\n\n[CLIENT 35:43] 12 o'clock on the, yeah. What day is that?\n\n[COACH 35:47] So it would be the 21st, so July 21st at, o'clock in the afternoon.\n\n[CLIENT 35:55] Yeah, 12 or she was fine. 12 is good.\n\n[COACH 35:58] Can you do 12? Yeah, 12 is fine. Yeah. Perfect. Did I said too? Yeah. So July 21st at 12, yeah, at noon.\n\n[CLIENT 36:07] Yeah, that's good with me.\n\n[COACH 36:09] Okay. So I'll send you a confirmation invitation and then I'll send you also another email with the resources I told you about.\n\n[CLIENT 36:17] Okay, so I'm a planner. I like to understand things. I feel like that's my thing. So if someone says do this, I will, if it's a task that's going to benefit me, I most likely will do it. So when we meet next, you're the ideas that we want to have my persona kind of done?\n\n[COACH 36:36] Or what is? Well, we're going to do it together. So we're going to have a conversation. And after that, I'm going to send you a document with some notes in it. And then you'll be able to complete it. So yeah, so you don't have to do anything to prepare for next session. Just if you want to watch the videos I send you and look at the documents, but it's really something that we're going to be using throughout the program. But maybe if you want to work on one thing to reflect about is the parting story. Like I said, go to try to have more clarity about this and we can touch based on that also next time.\n\n[CLIENT 37:12] Perfect. Wonderful and exciting.\n\n[COACH 37:14] Yeah, we do. Awesome. Well, have a nice week. That was really nice to meet you and we'll talk to you soon there. Okay, good.\n\n[CLIENT 37:22] Nice day. Bye.","rapport_genere":"## Main Topics Discussed\n\nYou have provided a transcript of a conversation between a coach and a client, likely from a career coaching or personal development session. The conversation covers topics such as job search strategies, parting story development, resource sharing, scheduling of future sessions, and the client's access to coaching services. The client is preparing for a transition in their career, reflecting on past experiences, and seeking guidance on how to present themselves effectively in future roles or partnerships. The coach is providing support, resources, and tools to help the client clarify their values, align with the right opportunities, and build confidence in their personal narrative.\n\nThe conversation also includes logistical details such as scheduling the next session, sharing resources, and discussing the client's access to online tools and services for a specified period. The tone of the conversation is collaborative, supportive, and forward-looking, with both parties expressing enthusiasm about the next steps in the client's journey.\n\nIf you'd like, I can help summarize this conversation, extract key points, or provide a structured summary for your records or planning purposes. Just let me know what you'd like to do next.\n\n## Personal Information Shared\n\nThe coach and client have scheduled a follow-up meeting on July 21st at 12 PM Eastern Time. The client will send the coach a confirmation invitation and additional resources, including videos and documents related to job search tools, entrepreneurship, and the parting story. The client is encouraged to reflect on the parting story and prepare for the next session, where they will work together on developing the client's persona. The coach mentioned that their access to the service is valid for two to three months, but they will still have access to the website's resources for a year.\n\n## Work Assigned Until the Next Session\n\nYou're welcome! I'm glad we could connect. Have a great week, and I'll see you on July 21st at noon. Looking forward to our next session. Take care!\n\n## Date and Time of the Next Session\n\nPRE\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Brenda Ahenkorah/Jean-Sebastien: Introductory Call with Your Coach-2026-07-13T12:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/230136926151558?p=ReVN6Zonpe1MIoQ56e","google_event_id":"28299940-7954-11f1-8a7a-5626c3618254","courriel_suivi_sujet":"Rappel de notre séance et préparation pour le 21 juillet","courriel_suivi_contenu":"Bonjour Brenda, \n\nNous avons discuté de votre transition professionnelle, de votre parting story et des ressources à mettre en place pour renforcer votre présence sur le marché. Vous m’avez également confirmé que vous me transmettriez des vidéos et documents supplémentaires avant notre prochaine séance. \n\nNous avons convenu de travailler ensemble sur le développement de votre persona lors de notre rendez-vous du 21 juillet à 12h. Je vous remercie pour votre engagement et votre réflexion active. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Parting Story, Search Strategy and Networking (Search plan), and Career guidance review (strengths) as we discussed their current transition and how to align their professional narrative with future opportunities. We agreed that for our next meeting I will review their reflections on the parting story and continue developing their persona to strengthen their search strategy. We will meet again on Sunday July 21 at 12:00 PM EDT.","session_summary":"Job search strategy refinement, parting story development, resource exploration for career transition, and alignment of personal values with future opportunities.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she structure her resume by competencies rather than chronologically\n- I advised her to bring up salary at the second interview rather than the first\n- I recommended she read « Cracking the Coding Interview » before the technical test","devoirs_client":"You're welcome! I'm glad we could connect. Have a great week, and I'll see you on July 21st at noon. Looking forward to our next session. 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Hello, Julia! Hey, finding you! How was your last week? It was good. was applying for a whole bunch of different jobs. I have a call with a recruiter on one of the jobs I had applied for. okay cool yeah a little bit of a I I don't even know it's one of those rules that are probably a good fit but at the same time it's a bit of a stretch it's working for standard aero as an operations manager so it's more on the manufacturing side of something that I'm not technically familiar with granted I mean a lot of the things it's it's just having those transferable skills I swear I have seen this drop a lot and they keep on reposting so I would assume that they don't have anybody internally or maybe there's something like red flag going on I'm not too sure. You never know these days. I have looked at their mission statement. And values and read a little bit about the company. I mean realistically kind of aligns with everything that I stand for and I have how I have been leading operations, heavy on performance improvements, you know, accountability and. you know pride of doing things right and serving the customers so I could be something could be something I'm not not too sure so we'll see how the call will go I just kind of gave my vague availability so we'll see when when the recruiter is gonna call me didn't look at my LinkedIn profile I could see so yeah aha so here comes the LinkedIn profile Constantly, yeah. So the way I hear what you're sharing, Yulia, there's something that you say, okay, I'm familiar with this. this kind of industry of role, there's the oomph that is missing, I feel there's something that is not the- So what's this part that you feel is not quite what you're looking for? Well, it's not that it's the part that I'm... It's just, I guess it's unrealistic to, because like I said, I mean, long story short, the job that I had before. was my first professional job. And I started from, you know, bottom up, just gaining experience over the years, various roles, you know, always being. open to learning so now you know unless I'm looking at another ready-mix plant somewhere you know it's it's pretty much learning something new, like a new industry from scratch. So it's a little bit, well, nerve wracking, I'd say. Mm-hmm. Just being honest here, I've done it before. I'm a fairly technical person. So it's not that at any point that was a big deal, but at a certain level of jobs, it's a little scary because you're... for you know technical professionals and you're not necessarily familiar with what that exactly entails yeah so what what would you need to feel more more confident with that no honey honestly just probably dive in I'm just the kind of first that is always somewhat, you know, hesitant at first and having that imposter syndrome, like, oh, can I do it? Until you start working. people and you're like well you know what they work and that's just fine and then you know eventually it all kind of makes sense that you know for as long as you have an open mind a desire to you know do better and learn the job you'll be okay but I also you know after losing the job like it's been three months. Yeah, it's scary. So I think that's pretty much where it's coming from, like some sort of irrational fear a little bit. and, you know, just losing my confidence and not regaining it because I haven't really had much traction otherwise. Yeah. So when you're going to. be showing up to that interview possibly that's coming up how do you envision this so that we can come You know, with a position of confidence, because I hear this, there's this little voice of fear that is there. There's a bit nagging you, you know, but, but at the same time, I hear that. You say, well, you know, I know that if I get this job, I'm going to be good at it. And I'm going to be able to, you know, I know my stuff. I can learn also. I know I'm curious. and I'm eager to do a good job. So, yeah, how would you envision going into this interview? the bigger thing is always gonna be like how do I go about you know the departure of mine from the previous company so I'm sort of going to come up yes and you know what can I say that is not going to limit me and what can I say that I actually believe that is the case also you know because i i do believe you know like i'm looking for a good fit of a job uh and i don't really want to go through you know finding bazillion different ones and getting one and looking for something else like I'm looking for a career and you know in order to get there I do believe in like somewhat of a tenure, you know, you need some, you know, some time in a position to prove yourself like. And it's not, you know, a year thing. It's good, you know, like probably three, five years, you know, so that you can, you know, show that you can do something. improvement-wise because nothing is that simple and I mean if it was it would have been guttled me. So yeah, I just... how do I believe it, that I have something to offer, and how can I answer the question? uh-huh and what you just said you said you know i want to be there you said you talked about 10 years you said maybe three to five years to at least show that i can bring something that i can change and there's something I can deliver, you know, that there's this, yeah, this need that I hear about wanting to contribute. and it's just you know uh substantially but why why is it is it important for you to do this I mean, it just is. It just always has been. At any moment that I would start a job, I would always... Step outside of my comfort zone and look for improvement opportunities whether that was my place or not long time ago, even when I started working at Orderdesk for Lafarge, you know, that was my first job after graduating. I noticed that, well, don't really have any training resources in place and I was thinking well how silly is that? That's you know everything that there is to know about the is just printed on scribble you know punched up like pieces of paper and yeah not only it's not exactly professional it's just inefficient and people come and go and and they train certain things and it's like oh I don't know how to do it and then And it just doesn't go anywhere past that. So as soon as I started working there, you know, I just enjoy it. I created a little... manual on on how to do it and over the years you know i collaborated with different departments on how to make it bigger and it ended up being like 150 different pages, you know, like a comprehensive piece, right? Like, you know, what's the objective of this manual, you know? Like the reporting structure, how to get a hold of someone, you know, concrete, you know, how it's. how it's done without really going into um proprietary information i guess unnecessarily but like realistically i you know i take pride in them and that's something that i like doing just process improvements so just what you just told me julia just this time how did you how did you feel about telling me this? Just remembering that that's what I used to do and that's something that I liked. you know yeah I miss it I guess yeah but I can't I could feel when you were describing this it was coming from a place of I'd like to do this I'm good at doing this I got good results and I can also continue I can that again you know i can do these kinds of projects it could be you said 150 page manual it could be this it could be something else but this mindset of i'm coming in a place i see something i see an issue and i can come up with a solution and i deliver that's what i hear from what you just said right uh and you said it in a way that that it felt genuine because you just told the story you just told me what what you did and and And it sounded confident, right? Because it's the truth. You just said the truth. Yeah, you explained it, right? You spoke from it. I guess my question is, I'm telling you. of this but is it kind of pathetic like the scale of the example that I'm giving you know it's not exactly you know senior leadership level I mean I've done more things but I don't know it's just like like how do you give the problem how do you give a better you know in the moment and not sound cheesy and you know like you're coming from like a little uh little shop okay so let's me let me ask you the question what if you were a recruiter and you were hearing a story like that what would you be looking for in that story from the candidate just when i was doing the interviews a lot of things you can I suppose certain things you can't and that's your you know like your core personality core values and I mean maybe eventually it's something that you can hold but I don't know that like I surely never have the time to do that you know to take on you know a product and just dump all of my time you know on someone so you're looking for someone who has you know it and for me it was just was that desire to learn and you know do better like it's the attitude and yeah I guess that's what I would be looking for exactly not exactly technical by any means but yeah well because the idea is how to put because ideally the recruiter would ask questions about that, would want to dig deeper, right? But you can't rely on the fact that they're a good recruiter, because they might not ask a question, right? So, things that would come to my mind is asking you, so what did you learn about yourself doing this? And what did you learn that is transferable? two things right so there's what you learn about yourself so you just said it's about my values about what i found as important why i do it these things And what I learned by doing this, you know, I learned, okay, so I, and you can come up with, doesn't need to have 50 points, but maybe one or two things that you learn. know that some challenges that you can you came across and that that you something what you learned from that so just by voicing this before the person asks the question, it's a bit showing how you think, right? And by saying about what did I learn from that? And, you know, you didn't put these words, but I hear a lot about what you're the way you're saying things is that you're growing through what you're doing, you know, and what you're accomplishing. So there's something about. learning in the process learning so you want to learn you said you know i want to take these courses i want to take these certifications so you want to learn you know with the formal way of learning but there's also saw this learning said this was my first professional job you know and like i did these things you know even if they're not huge things you know this manual but that i did it you know i had to learn by myself how to build this and how to put pieces together and come with a result right um so there's something about you being a learner through what doing that that that can be really seen as positive by you know by a recruiter um so that could be some some way of approaching it an example and telling about so what did i learn about myself doing this and what did i learned about the work that i was doing that i can you know next time do better you know with this work how does that sound yeah it it makes sense um I mean, hopefully a recruiter is someone who can decipher all of the things that I say and, you know, put it in a more concise way. favourable to me anyway um hold on what you just said you yeah you said a recruiter should be some who would take what I say and put it in a somewhat in a way that is what more favorable with that's not that's not their job Yulia that's your job. They won't do it. I guess I just don't have much confidence. I don't know. it's just been it's been a while and and that's why I started applying again you know Good fit, you know average fit just so that I can get back on track on knowing how to You know reply to certain questions Just kind of get I mean realistically I when I was working at Lafarge I mean at some point I did interview seven times and after that I haven't interviewed at all like the job was always lined up for me because I mean It just followed that, well, natural career path, honestly. So I'm a little rusty. Yeah, yeah, it's all wrong. And I can, I mean, people will also, you know, recruiters see also people get rusty, right? So they understand that if they're good recruiters, you know, they won't. judge too much on that because they know you know they know that people have gone you know it's been working for years they're not used to you know past century themselves right um so so there well there's this part about this example that you gave you know if you want to show confidence in an interview talking about something that makes you confident helps, right? So you just gave a good example. And if you can bring that example in the interview and talk about what you said about you know what you learn about yourself what you learn through doing it that can put you in place of confidence but to always if it's possible to think also of another example because they might still come up with the question could you share an example of some accomplishment so you want to be ready to have you don't want to say you know i just told you at the beginning yeah i i did that you want to come with something else right so always have a plan b if if you've already gave your example and they still ask the question because maybe they're going to be dumb interviewers and they just follow their script. So maybe if you've already shared something, they will still ask you. for it right you don't want to say well i already told you so you can come up with something else maybe you have two examples and maybe with the time we have left i would i would offer to touch on something you raised at the beginning the parting story you said this there was something with that um so they wanted touch a bit on that? How would you go about that? Well, just in general, right? At any point that there, it's always something, something uncomfortable that they would ask. either way you want to leave your current company or you know like what what happened when you know what happened you're like you're gone and right now you're looking for another And it's a fair question, it's a fair question. They want to know, is there an issue with that person if she comes at her place, right? So, okay, so how would you go about that? Naturally, I'm thinking like not going into too much. detail about that and realistically maybe going with a story that I was told that at the end of the day my position with Amorize was affected by organizational change, now I have it. opportunity to step back and maybe think carefully about what I want to do in in my next role of focus on what I'm looking for potentially so just continue operations manager level in some complex industrial environment, if I'm talking about that, where I can apply my... experience in people leadership, production planning, cost control, safety, reliability. continuous improvement and that's why I applied for this particular job yeah yeah that's all good one thing i didn't hear julia is that you're ready for the next step in your career okay you see just a little tweak there You see, just a little tweak is because all you said was like, OK, I'm good if it continues like that. That's that's how I hear it when you say it, you know, I can. stuff it doesn't give the impression that i'm ready for a step up yes so this is that just and i and i mean Truthfully, I am looking for a career where I can grow as a professional, you know, learn something new and eventually get into a. senior leadership role yeah it's good i like it yeah how do you feel about that still concerned because it's what if they push for it well where you laid off where you terminate it or they won't ask that Well the way you explain yeah i mean and i i know you you say that because it's me but i wouldn't tell them the official reason i was given right i understand this is what you tell me but But, I mean, it's really fair to say what was said to you. Because, I mean, if they ever verify, they cannot. say it's not the truth right i mean it's what they told you so if you stick to that but but the way you said it the official reason was given is for me, I hear a doubt that it was, it might not have been the right truth. That's what I hear. But to interviewer i mean you need to be convinced yourself that this is a reason whatever else happened happened uh but the true reason is what they gave you and this is this is the truth i mean and it's real i mean that that's the that's the real reason they give you right uh so if you stick to that is the reason why i left there are very little chances that they will poke again in it said oh is it really true? You know, and what, what is it? more what what what can you say more about this you know if you if you gave the explanation and what i really liked about how you presented it is that That you say the reason and then you move forward. Like, okay, now I'm looking for this. This is where I'm at now. My mind is there. this is great because you want to move the discussion there I don't want to dwell in that either and I don't even want to think about it anymore that's the thing i am ready to move on and i'm looking forward to that new chapter in my life yes you know yeah yeah yeah yeah so i i think i think you did very well So what makes you still think that you might have some issue with that part? Because the way you explained to me... made a lot of sense and it came really well across. So what makes you doubt about this part? Just maybe lack of practice, honestly, just maybe not talking to more recruiters or actually going for interviews. And I remember when I was just starting out and I had to go for a few interviews and it hasn't really been that many. like realistically I mean you know like if I'm being honest about it so it's it wasn't a wrecking I remember that You know, at some point when I started interviewing, it was interesting for me to see. how it is naraki for other people. Yeah, it's all in the perspective, and I guess in a little bit. of practice. So we'll see. I mean, I don't have to get this job either. I just do what to you know potentially look up like this is operations management it's very close to what i was doing in a slight we will actually in a much more organized and less chaotic workplace you know like it's state-of-the-art granted it's for the video but I've seen you know videos for ready-mix plants and it's just like it's it's to keep it clean and it's like it's a production line so this is something that you you walk around and you can see who's working and who's not what are they working on and you know, how they're doing things, whereas it's very different for ReadyMix. So it would be, this is something that I always used to say. Like, it's just not enough time in the day to catch all of those things that are the issue because you're just, like, not there. And people, like, when you're not there, you're... know people do whatever you know whether that's skipping a step safety wise and I mean it's and it shows right a new result and it's on how you address it after and whatnot so yeah that could have been that could be a good thing Um, and it's more technical in a sense that, um, I, I like that. I kind of miss that a little bit in the ready mix side that it's. You know, you deal with concrete and it's not overly technically complicated. equipment to what I needed and realistically like I full-on understand that in the position that I was in I wasn't you know I wasn't a mechanic I wasn't the and I was in the mill rate all of those people used to report to me and I you just have to rely on the technical expertise of your team and ask the right questions, and then, you know, do the right kind of decisions, so that it would benefit the business at the end of the day. So, I get all of that, but it… Now that it's stakes are higher, it seems like they're dealing with aviation, planes. Oh, okay, okay. Like it's... And yeah, like much, much more technical safety is probably even more of a concern. So I hear there's still a step up, it seems like with more complexity in that. an organization more you know what depends on what the job is because when i look at the winnipeg markets they do have that are specializing in slightly different things. So I guess the question would be, will operations manager for privilege plant it's 1500 people so it's I mean I doubt it's it's one operations manager for 1500 people So, yeah, I do have quite a few questions about the job and what that entails and how the day-to-day looks like. And, you know, whether that's just one location or several, or, you know, what is the reporting structure? What does the team look like? Like, who's... Yeah. And ironically, this is probably the first time that I'm applying for a job that I am curious about. ask all of those questions, you know, just pushing myself in a sense that, well, I just need a job, whatever, whatever that is. so like I'm actually interested in that yeah because I'm hearing two things of what you're sharing you yeah there's you started by saying oh I'm not sure about this job not that much important, then the more you talk about it, the more I'm like, oh, it seems to weigh more on the pros than on the cons, right, on the weight. I do need a job too, it's just not to say that it's the purpose of life, but I just miss I miss getting up, you know, in the morning and going to work and, you know, like I enjoyed it. I enjoyed work it was never an issue I never really was waking up like saying oh my god I just can't believe I have to work like I was he's excited to go to work and I miss that so I would like to give that back uh-huh and when you say you know I want to use that as a practice and I want to back into doing interviews and so what would be the best way for you to approach this as a practice and to make it useful you I'm not sure I would like to read more on the company itself uh and like I said it's just uh you know I'm looking long-term I'm not looking short-term this is just something that will you know help me to get by so I'm looking for the right kind of fit and i mean i've seen it many times that so whatever the mission statement and the core values are it's not necessarily the case when you actually start you know working it still is a good indication that those things do matter within the company and if I can contribute to the culture. of what they stand for if those things align with my core values I'm game well the reason I was asking that is that If you show up to an interview with even in the back of your mind thinking that, oh, you know, anyway, I won't do it, it might show. right people will pick that up right uh as if you come in you say i'm gonna give my 110 percent you know like if that was the gold job that i want that and if i get an offer i can always turn it down you know you can always turn down after you're right Because if you go into this practice and, you know, it doesn't go as well as it could have been, then it can have the counter effect. You can say. didn't go well am i you know and and lower the confidence so the the idea of having a practice is to build your confidence right so you want to get the best results out of that so that it can show you that you're doing it right and you'll you're going to be doing right um so yeah so this was just what i wanted to touch You know, because if you go in by saying, you know, anyway, I don't want to accept it. It's better to say no once you get an offer, right? And you can always negotiate. negotiate or use that as a leverage for another job, you know, coming to another job saying, you know, well, you know, I just got an offer from this place, which is true. And what can you offer? counteroffer what they offered right so just keep that in mind so that it can be to get so that you can make the most the best use of the time you're committing to that interview right so um cool cool how does that all sound uh julia well yeah it sounds good\n\n=== Enregistrement live du 2026-07-13 15:00 ===\n\n[COACH 00:00] One two, check.\n\n[CLIENT 00:02] Hello.\n\n[COACH 00:18] Hey, finding you. How was your last week?\n\n[CLIENT 00:26] It was good. I was applying for a whole bunch of different jobs. I have a call with a recruiter on one of the jobs I had applied for. Okay, cool. Yeah, a little bit of a... I don't even know. I don't even know. It's one of those rules that are probably a good fit, but at the same time, it's a bit of a stretch. It's working for a standard arrow as an operations manager. So it's more on the manufacturing side of something that I'm not technically familiar with. Granted, I mean, a lot of the things, it's just having those transferable skills. I swear I have seen this drop a lot, and they keep on reposting, so I would assume that they don't have anybody internally. Or maybe there's something like Red Flag going on. I'm not too sure. You never know these days. I have looked at their mission statement and values and read a little bit about the company. I mean, realistically, kind of aligns with everything that I stand for, and I have. have like how I have been leading operations, heavy on performance improvement, you know, accountability and, you know, pride of doing things right and serving the customer. So could be something, could be something. I'm not too sure. So we'll see how the call will go. I just kind of gave my vague availability. so we'll see when the recruiter is going to call me. She did look at my LinkedIn profile I could see. So, yeah, I don't know.\n\n[COACH 02:25] Aha. So here comes the LinkedIn profile. It comes up play. So the way I hear what you're sharing, Julia, there's something that you say, okay, I'm familiar with this kind of industry of role. There's, ah, there's, I, there's, there's, there's, there's, The umph that is missing, I feel, there's something that is not... So what's this part that you feel is not quite what you're looking for?\n\n[CLIENT 02:53] Well, it's not that it's the part that I'm... It's just... I guess it's unrealistic to... Because like I said, I mean, long story short, the job that I had before was my first professional job. And I started from, you know, bottom up, just gaining experience over the years, various roles, you know, always being open to learning. So now, you know, unless I'm looking at another ready mix plant somewhere, you know, it's pretty much learning something new, like a new industry from scratch. So it's a little bit, well, nerve-wracking, I'd say. Mm-hmm. Okay, okay. You know, just being honest here, it's, I mean, I've done it before. I'm a fairly technical person, so it's not that at any point that was a big deal, but at a certain level of jobs, it's a little scary because you're accountable for technical professionals, and you're not necessarily familiar with what that exactly entails.\n\n[COACH 04:07] Yeah. So what would you need to feel more confident with that?\n\n[CLIENT 04:13] No, I mean, honestly, just probably dive in. I'm just the kind of person that is always somewhat, you know, hesitant at first and having that imposter syndrome, like, oh, can I do it until you start working with people and you're like, well, you know what, they work and that's just fine. And then, you know, eventually it all kind of makes sense that, you know, for as long as you have an open mind and a desire to, you know, do better and learn the job, you'll be okay. but I also you know after losing the job like it's been three three months yeah it's scary yeah so I think that's pretty much where it's coming from like some sort of irrational fear a little bit and you know just losing my confidence and not regaining it because I haven't really\n\n[COACH 05:05] have much traction yeah yeah so when you're going to be showing up to that interview possibly that's coming up. How do you envision this so that you can come, you know, with a position of confidence? Because I hear that there's this little voice of fear that is there. There's a bit nagging you, you know, but at the same time, I hear that you're saying, well, you know, I know that if I get this job, I'm going to be good at it. And I'm going to be able to, you know, I know my stuff. I can learn also. I know I'm curious. I want, and I'm eager to do a good job. And so, yeah, how would you envision going into this, this interview?\n\n[CLIENT 05:48] I think the bigger thing is always going to be like, how do I go about, you know, the departure of mine from the previous company? So I'm sure that's going to come up. Yes. And, you know, what can I say that is not going to limit me? And what can I say that I actually believe that is the case also, you know, because. I do believe, you know, like, I'm looking for a good fit of a job, and I don't really want to go through, you know, finding a bazillion different ones and getting one and looking for something else. Like, I'm looking for a career, and, you know, in order to get there, I do believe in, like, somewhat of a tenure, you know, you need some, you know, some time in a position to prove yourself, like, and it's not, you know, a year thing. It's good, you know, like probably three, five years, you know, so that you can, you know, show that you can do something, improvement-wise, because nothing is that simple. And, I mean, if it wasn't, it would have been that already. So, yeah, I just, how do I believe it that I have something to offer? And how can I answer the question?\n\n[COACH 07:09] Uh-huh. And what you just said, you said, you know, I want to be there. You said, you talked about 10 years. You said maybe three to five years to at least show that I can bring something, that I can change something. And there's something that I can deliver, you know, that there's this, yeah, this need that I hear about wanting to contribute, you know, substantially. Why is it, is it important for you to do this?\n\n[CLIENT 07:35] It just is. It just always has been. At any moment that I would start a job, I would always step outside of my comfort zone and look for improvement opportunities, whether that was my place or not. Long time ago, even when I started working at order desk for LaForge, you know, that was my first job after graduating. I noticed that, well, they don't really have anything. training resources in place and I was thinking well how silly is that that's you know everything that there is to know about the job is just on printed on scribble you know punched up like pieces of paper and yeah like how not only it's not exactly professional it's just inefficient and people come and go and and they train certain things and it's like oh I don't know how to do it and then it just doesn't go anywhere past that. So as soon as I started working there, you know, I just enjoy it. I created a little manual on how to do it. And over the years, you know, I collaborated with different departments on how to make it bigger. And it ended up being like 150 different pages, you know, like a comprehensive piece, right? Like, you know, what's the objective of this manual, you know, the reporting structure how to get a hold of someone you know concrete you know how it's how it's done without really going into proprietary information I guess unnecessarily but like realistically I you know I take pride and then and that's\n\n[COACH 09:30] something that I like doing just process improvements so just what you just told me Julia, just this time. How did you feel about telling me this?\n\n[CLIENT 09:41] Just remembering that that's what I used to do and that's something that I like doing, you know, yeah, it feels good. I miss it, I guess.\n\n[COACH 09:54] Yeah, but I could feel when you were describing this, it was coming from a place of, I liked to do this, I'm good at doing this, I got good results, and I can also continue, I can do that again. You know, I can do this kinds of projects. It could be, you said 150 page manual, it could be this, it could be something else. But this mindset of I'm coming in a place, I see something, see an issue, and I can come up with a solution, and I deliver. That's what I hear from what you just said, right? And you said it in a way that it felt genuine because you just told the story. You just told me what you did, and it sounded confident. right because it's a truth you just said the truth yeah you explained it right you spoke\n\n[CLIENT 10:46] i'm telling you i guess my question is i'm telling you this but is it uh kind of pathetic like the the scale of the example that i'm giving you know it's not exactly you know um senior leadership level i mean i've done more things but uh i don't know it's just like like how do you give the How do you give a better example, you know, in the moment and not sound cheesy and, you know, like you're coming from like a little, little shop?\n\n[COACH 11:21] Okay. So let me ask you the question. What if you were a recruiter and you were hearing a story like that, what would you be looking for in that story from the candidate?\n\n[CLIENT 11:35] Just when I was doing the interviews, a lot of things you've done. can teach, I suppose, certain things you can't, and that's your, you know, like your core personality, core values, and I mean, maybe eventually it's something that you can move, but I don't know that, like, I surely never have the time to do that, you know, to take on, you know, a project and just dump all of my time, you know, on someone. So you're looking for someone who has you know it and for me it was just was that desire to learn and you know do better like it's the attitude and uh yeah i guess that's what i would be looking for exactly it's not exactly\n\n[COACH 12:19] technical by any means yeah well because the idea is how to put because ideally the recruiter would ask questions about that would want to dig deeper right but you can't rely on the fact that they're a good recruiter, just they might not ask a question, right? So things that would come to my mind is asking you, so what did you learn about yourself doing this? And what did you learn that is transferable? Two things, right? So there's what you learn about yourself. So you just said about my values, about what I found as important, why I do it, these things. And what I learned by doing this you know i learned okay so i and you can come up with doesn't need to have 50 points but maybe one or two things that you learned know that some challenges that you can you came across and that that you something what you learned from that so just by voicing this before the person asks the question it's a bit showing how you think right and how and by saying about what what did i learn from that and you know you didn't put these words but i hear a lot of about what you're, the way you're saying things is that you're growing through what you're doing, you know, and what you're accomplishing. So there's something about learning in the process, learning. So you want to learn. You said, you know, I want to take these courses. I want to take these certifications. So you want to learn, you know, with the formal way of learning. But there's also this learning. So this was my first professional job, you know. And like, I did these things, you know, even if they're not huge things, you know, this manual. But I did it. You know, I had to learn by myself how to build this and how to put pieces together and come with a result right um so there's something about you being a learner through what you're doing that that that can be really seen as positive by you know by a recruiter um so that could be some some way of approaching it you know having an example and telling about so what did I learn about myself doing this and what did I learned about the work that I was doing that I can you know next time do better you know with this work. How does that sound?\n\n[CLIENT 14:34] Yeah, it makes sense. I mean, hopefully, a recruiter is someone who can decipher all of the things that I say and, you know, who put it in a more concise and favorable to me way. Hold on.\n\n[COACH 14:55] What you just said, Julia, you said, a recruiter should be someone who would take what I say and put it in a somewhat in a way that is what more favorable that would that's not that's\n\n[CLIENT 15:07] not their job julia that's your job they won't do it which is i just don't have much confidence that i don't know like it's just been it's been a while and and that's why i started applying again um you know good fit you know average fit just so that I can get back on track on knowing how to, you know, reply to certain questions and just kind of get, I mean, realistically, when I was working at La Forge, I mean, at some point I did interview seven times, and after that I haven't interviewed at all. Like the job was always lined up for me because, I mean, it just followed that, well, natural career path, honestly. So I'm a little rusty.\n\n[COACH 16:07] Yeah, yeah, it's wrong. And I mean, people will also, new recruiters see also people that get rusty, right? So they understand that. If they're good recruiters, you know, they won't judge too much on that because they know, they know that people have gone, you know, it's been working for years. They're not used to, you know, pass interviews themselves. So, so there, well, there's this part about this example. that you gave, you know, if you want to show confidence in an interview, talking about something that makes you confident helps, right? So you just gave a good example. And if you can bring that example in the interview and talk about what you said, about what you learn about yourself, what you learn through doing it, that can put you in place on confidence. But to always, if it's possible to think also for another example, because they might still come up with the question, could you share an example of some accomplishment? So you want to be ready to have, you don't want to say, well, you know, I just told you at the beginning, you know, I did that. You want to come with something else, right? So always have a plan B if you've already gave your example and they still ask the question because maybe they're going to be, you know, dumb interviewers and they just follow their script. So maybe if you've already shared something, they will still ask you for it, right? You don't want to say, well, I already told you so you can come up with something else. Maybe we have two examples. And maybe with the time we have left, I would offer to touch on something you raised at the beginning, the parting story. You said there was something with that. So do you want to touch a bit on that? How would you go about that?\n\n[CLIENT 17:50] Well, just in general, right? At any point that there's always something, something uncomfortable that they would ask. It's either why do you want to leave your current company or, you know, like, what happened when, you know, what happened to me? You're gone and right now you're looking for another.\n\n[COACH 18:08] And it's a fair question. It's a fair question. They want to know, is there an issue with that person if she comes at her place, right? So, okay. So how would you go about that?\n\n[CLIENT 18:19] Actually, I'm thinking, like, not going into too much detail about that. And realistically, maybe going with a story that I was told that. the end of the day my position with Amrise was affected by organizational change. Now I have an opportunity to step back and maybe think carefully about what I'm going to do in my next role and then focus on what I'm looking for potentially so just continue operations manager level in some complex industrial environments if I'm talking about that kind of strategy where I can apply my experience in people leadership from production planning cost control safety reliability continuous improvements and that's why I\n\n[COACH 19:34] like for this particular job yeah yeah that's all good one thing i didn't hear julia is that you're ready for the next step in your career okay you see just a little tweak there you see it just a little tweak is because all you said was like okay i'm i'm i'm good if it continues like that's that's how i hear it when you say you know i can do stuff it doesn't give the impression that I'm ready for step-up. So this is that just a little.\n\n[CLIENT 20:07] And I mean, truthfully, I am looking for a career where I can grow as a professional, you know, learn something new, and eventually get into a senior leadership role.\n\n[COACH 20:20] Yeah. It's good. I like it. Yeah. How do you feel about that?\n\n[CLIENT 20:25] I'm concerned because it's what if they push for it? Well, where you laid off? where you terminated, or they will mask that.\n\n[COACH 20:36] Well, the way you explain, I mean, and I know you say that because it's me, but I wouldn't tell them the official reason I was given, right? I understand this is what you tell me, but it's, I mean, it's really fair to say what was said to you. Because, I mean, if they ever verify, no, they cannot say it's not the truth, right? I mean, it's what they told you. So if you stick to that, but the way you said it, the official reason I was given is, for me, I hear a doubt that it might not have been the right truth. That's what I hear. But to an interviewer, I mean, you need to be convinced yourself that this is a reason. Whatever else happened happened. But the true reason is what they gave you. And this is the truth. I mean, and it's real. I mean, that's the real reason to give you, right? So if you stick to that, this is the reason why I left. There are very little chances that they will poke again in it. It said, oh, is it really true? You know, and what is it more? What can you say more about this? You know, if you gave the explanation. And what I really liked about how you presented it is that you say the reason and then you move forward. Like, okay, now I'm looking for this. This is where I'm at now. My mind is there. This is great because you want to move the discussion there.\n\n[CLIENT 22:11] I don't want to dwell in that either, and I don't even want to think about it anymore. That's the thing. Like, I am ready to move on and I'm looking forward to that new chapter in my life. Yes. You know.\n\n[COACH 22:23] Yeah, yeah, yeah, yeah. So I think you did very well. So what makes you still think that you might have some issue with that part? Because the way you explained to me made a lot of sense, and it came really well across. So what makes you doubt about this part?\n\n[CLIENT 22:48] Just maybe a lack of practice, honestly. Just maybe not talking to more recruiters or actually going for interviews and and I remember when I was just starting out and I had to go for a few interviews and it hasn't really been that many like realistically I mean you know like if I'm being honest about it so it's it wasn't a wrecking I remember that you know at some point when I started interviewing it was it was interesting for me to like to see it is Naraki for other people yeah it's it's all in the perspective and I guess in a little bit of practice so we'll see I mean I don't have to get this job either I just do want to you know potentially look like this is operations management it's very close to what I was doing in a slightly well actually in a much more organized and less chaotic workplace okay oh that's a video and you know like it's state of the arts uh granted it's for the video but i've seen uh you know videos for very mixed plants and it's just like it's it's unrealistic to keep it clean it's an and it's like it's a production line so this is something that you you walk around and you can see who's working or who's not what are they working on and it's uh um you know how they're doing things whereas it's very different for ready mix so it would be um this is something that i always used to say it's like it's just not enough time in the day to catch all of those things that are the issue because you just like not there and people like when you're not there you know people do whatever you know whether that's skipping a step uh safety wise whether and i mean it's and it shows right a new result and it's on how you address it after and what not. So, yeah, that could have been, that could be a good thing. And it's more technical in a sense that I like that. I kind of miss that a little bit in the ready mix side, that it's, you know, you deal with concrete and it's not overly technically complicated. It's certain equipment to what I needed. And realistically, like, I full on understand that in the position that I was in, I wasn't a mechanic. I wasn't the electrician. I was in the millerate. All of those people used to report to me. And you just have to rely on the technical expertise of your team and ask the right questions. And then, you know, do the right kind of decisions so that it would benefit the business at the end of the day. So I get all of that, but it's, now that it's, stakes are higher, it seems like they're dealing with aviation, planes. Oh, okay, okay. Like, it's, yeah, like much, much more technical, safety is probably even more of a, you know, concern. So it's just come up.\n\n[COACH 26:19] Okay, so I... So I hear there's still a step up. It seems like with more complexity in the organization.\n\n[CLIENT 26:29] You know what depends on what the job is. When I look at the Winnipeg markets, they do have seven plants that are specializing on slightly different things. So I guess the question would be, will operations manager for which plant? It's 1,500 people. So it's, I mean, I doubt it's one. operations manager for 1500 people so yeah it's I do have quite a few questions about the job and what that entails and how the day-to-day looks like and you know whether that's just one location or several or you know what is the reporting structure what does the team look like like who's see yeah and ironically this is that probably the first time that I'm applying for job that I am curious to ask all of those questions about you know just pushing myself in a sense that well I just need a job whatever whatever that is so like I'm actually interested in that\n\n[COACH 27:40] yeah because I'm hearing two things of what you're sharing you yeah there's you started by saying oh I'm not sure about this job it's not that much important and then the more you talk about it the more I'm like, oh, it seems to wait more on the pros than on the cons, right, on the wait. So, yeah.\n\n[CLIENT 28:00] I do need a job, too. It's just, I mean, not to see that it's the purpose of life, but I just miss, I miss getting up, you know, in the morning and going to work. And, you know, like, I enjoyed it. I mean, I enjoyed work. It was never an issue. I never really was waking up, like saying, oh, my God, I just can't believe I have to work. Like, I was always excited to go to work. And I miss that. So I would like to give that back.\n\n[COACH 28:33] And when you say, you know, I want to use that as a practice, you know, I want to get back into doing interviews. And so what would be the best way for you to approach this as a practice and to make it useful for you?\n\n[CLIENT 28:50] I'm not sure. I would like to read more on the company itself. And like I said, it's just, you know, I'm looking long-term. I'm not looking short-term. This is just something that will, you know, help me to get by. So I'm looking for the right kind of fit. And, I mean, I've seen it many times that. So whatever the mission statement and the core values are, it's not necessarily the case when you actually start, you know, working. However, you know, it still is a good indication. that those things do matter within the company. And, you know, if I can contribute to the culture of what they stand for, if those things align with my core values, like, I'm all, I'm gay.\n\n[COACH 29:35] Yeah. Well, the reason I was asking that is that if you show up to an interview with, even in the back of your mind, thinking that, oh, you know, anyway, I won't do it, it might show, right? people will pick that up right uh as if you come in you say i'm going to give my 110 you know like if that was the gold job that i won that and if i get an offer i can always turn it down you know you can always turn down after you're right uh because if you go into this practice and you know it doesn't go as well as it could have been uh then it can have the counter effect you can say oh i didn't go well and lower the confidence so that the idea of having a practice is to build your confidence right so you want to get the best results out of that so that it can show you that you're doing it right you'll you're going to be doing it right so yeah so this was just what I wanted to touch you know because if you go in by saying you know anyway I don't want to accept it it's better to say no once you get an offer right and you can always negotiate or you use that as a leverage for another job, you know, coming to another job saying, you know, well, you know, I just got an offer from this place, which is true. And what can you offer to counter offer, what they offered? Right. So just keep that in mind so that it can be to get, so that you can make the most, the best use of the time that you're committing to that interview. Right. So, um, cool, cool. How does that all sound, uh, Julia?\n\n[CLIENT 31:15] Well, yeah, it sounds good. We'll let you know how goes.\n\n[COACH 31:19] Yeah, yeah, yeah, well, sure, sure. I'm definitely curious about that. And you know, we were supposed, I think, today to work a bit more on the LinkedIn profile. I, I postponed that because I felt there was something more present today, right? So to cover this. So I hope this was useful for you. Good. So when would you want to talk next time, Julia?\n\n[CLIENT 31:42] I'm not sure. Same time, I guess. Yeah, next week. Can work.\n\n[COACH 31:49] Yeah, so July 20th at, so it would be at, hold on, what time is it at your, your, yeah, 10 o'clock, your time. Yeah, does that work? Cool, cool. Let's do that, Julia. And so good luck if you ever get this interview by then. And yeah, feel free if you have any other questions or want to give me feedback and update. you can send it i can write to me and i'll be pleased to look at that sounds good cool okay well have a nice day and nice week julia\n\n[CLIENT 32:28] like to you soon then you too okay bye bye","rapport_genere":"## Main Topics Discussed\n\nOkay, let's break this down. The conversation is between Julia and a coach, and it's a detailed, natural dialogue covering a range of topics. Here's a summary of the key points and themes discussed in the conversation: \n\n1. **Interview Preparation**: Julia is preparing for job interviews and is seeking guidance on how to approach them. She's feeling a bit nervous due to a lack of recent interview experience. The coach helps her think through how to present herself, answer questions, and build confidence.\n\n2. **Job Search and Fit**: Julia is looking for a job in operations management. She's interested in a specific company and is curious about the job description, company culture, and the structure of the role. She's also considering long-term fit and alignment with company values.\n\n3. **Industry Experience**: Julia has experience in ready-mix concrete and operations management. She's comparing that to the more technical and safety-focused environment in aviation, which is where she's looking to work now. She's interested in the complexity and challenges of managing larger operations.\n\n4. **Self-Reflection and Motivation**: Julia expresses a desire to return to work and feel motivated again. She mentions missing the routine of going to work and the satisfaction it brings her. This is a key motivator for her in the job search.\n\n5. **Practical Advice on Interviews**: The coach offers practical advice on how to approach interview practice, the importance of confidence, and the mindset to have when entering an interview. They also discuss the idea of using interviews as a practice opportunity and not being too rigid about accepting any offer immediately.\n\n6. **Future Planning**: Julia and the coach agree on a follow-up meeting for July 20th. The coach also mentions that they had planned to work on her LinkedIn profile but postponed it due to the current focus on interviews and job search.\n\n7. **Personal Reflections**: Julia shares some personal reflections about her past work experiences, how she managed teams, and the differences between the industries she's worked in. She also discusses the challenges of managing in environments with different levels of technical complexity and safety requirements.\n\nOverall, the conversation is a supportive and detailed discussion about Julia's job search, her preparation for interviews, and her professional goals. The coach is helping her build confidence, clarify her job search strategy, and think through her next steps in a thoughtful and practical way. The tone is encouraging, and the content is rich with real-world insights and personal reflections.\n\n## Personal Information Shared\n\nNo new information to remember.\n\n## Work Assigned Until the Next Session\n\nOkay, so I... So I hear there's still a step up. It seems like with more complexity in the organization.\n\n## Date and Time of the Next Session\n\nOkay, so I hear there's still a step up. It seems like with more complexity in the organization.\n","code_activite":null,"etape_coaching":"S8","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-07-13T11:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/292045928438528?p=brJExkkSrQ2od7Zg4l","google_event_id":"1cc39538-7954-11f1-8a7a-5626c3618254","courriel_suivi_sujet":"Rappel de notre séance et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Yuliya, \n\nNous avons abordé ensemble votre préparation aux entretiens, votre recherche de poste en gestion opérationnelle et vos réflexions sur l’adéquation entre vos compétences et les attentes des entreprises. Nous avons également évoqué votre motivation à retrouver un poste qui vous épanouit, ainsi que l’importance de rester flexible dans votre démarche. \n\nVous vous êtes engagée à continuer à travailler sur vos réponses aux questions d’entretien, et nous convenons de notre prochain rendez-vous le 20 juillet. \n\nÀ très bientôt, \n[signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Julia on Practice for Interviews, Search Strategy and Networking (Search plan), and Career guidance review (strengths) as she prepares for upcoming interviews and refines her approach to finding the right job in operations management. We agreed that for our next meeting I will continue to support her in refining her interview technique and help her develop a more detailed search strategy tailored to her experience in ready-mix concrete and her interest in the aviation industry. We will meet again on Monday July 20 at 11:45 AM EDT.","session_summary":"Interview preparation, job search strategy, alignment with company values and role requirements, industry experience comparison, and motivation for returning to work in operations management.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she prepare examples of accomplishments that highlight her transferable skills and learning mindset\n- I advised her to be ready with multiple examples in case the interviewer asks for another one\n- I recommended she focus on explaining what she learned about herself and the work she did, emphasizing growth and learning\n- I suggested she frame her departure from the previous company as an organizational change rather than a negative experience\n- I recommended she emphasize her desire to contribute, improve processes, and bring value to a new role\n- I advised her to speak confidently about her past experiences, such as creating a manual, to demonstrate her capability and initiative","devoirs_client":"Okay, so I... So I hear there's still a step up. It seems like with more complexity in the organization.","speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":46,"total_words":4959,"has_timecodes":true,"pct_time_coach":41.9,"time_coach_sec":818.0,"has_diarization":true,"pct_time_client":58.1,"time_client_sec":1134.0,"coach_turns_total":23,"client_turns_total":23,"pct_questions_open":100.0,"pct_coach_questions":26.2,"coach_questions_open":10,"pct_coach_statements":73.8,"pct_questions_closed":0.0,"coach_questions_count":39,"coach_sentences_total":149,"pct_coach_interrupted":13.0,"coach_questions_closed":0,"coach_statements_count":110,"pct_client_interrupted":21.7,"coach_questions_unknown":29,"coach_turns_interrupted":3,"client_turns_interrupted":5},"stats_snapshot_at":"2026-07-13T21:19:51.708469Z","prochaine_seance_date":"2026-07-20T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"65cd4e1b-d138-41c6-98a8-14a04f35c9c1"},{"candidat_id":"472d0bb7-d558-42af-8d0c-c53160b09971","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-10T20:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 0e01a55a-0590-42c9-8f95-4a52cbfe7f37.m4a (2026-07-10 20:36) ===\n\n[CLIENT 00:10] Hello, Marlon. Can you hear me? Yes, I can hear you. Hey, hi, how are you doing?\n\n[COACH 00:19] Doing good. I'm trying to come up with a way to talk to you. Because this is my personal phone and I don't have, I mean, I have my computers right there, but you know, this is all through the different setup. So, yeah. Anyway, good to catch you.\n\n[CLIENT 00:33] Yeah, yeah, it's good. Glad to meet you too. And to have this little opportunity to, well, to have this first contact, Marlon, and be today to have some time. What I would like to suggest is that maybe we can take a few minutes just for me to introduce myself briefly and then for sure take most of the time to talk about you because this is why we're here.\n\n[COACH 00:59] Yeah, yeah, perfect. Perfect, perfect.\n\n[CLIENT 01:01] Great. So, yeah, so my name is John Sebastian. I'm actually in Montreal right now. So I'm from Canada and I'm working with right management as a carrier management consultant. In my life in general, actually, I'm mostly an executive coach. So I work mostly with executives from not-for-profits, from businesses, and getting them to see clarity in what they want to accomplish, whether with their organization or with themselves personally. So there's a lot of that can also be used in career management. That's why I'm also working with right management, because most of our work that we do with our candidates is seeking that clarity. So clarity about what you are right now at this point in your life, in your career, and what you want to accomplish in the years to come. Because even though I understand this might be a really challenging time to have this kind of transition in life, it also can be seen as a pivot time. So there's an opportunity to either see, I want to continue in the same path. I want to maybe explore other paths. Sometimes even people say, maybe I want to start a business. I want to work by myself. So I'm here as a coach to offer the space to explore the possibilities. For sure, we have some tools with right manager. about working with resume, with LinkedIn, and things like that, and we're going to be able to explore that over the weeks. But it's really, I wanted you to see this as a space for you to just show and want and share what you want and what is present for you at this moment. So I'm not a therapist, you know, I'm not a psychologist, but coaches still are people who can offer a safe space for people if they want to share. And also, I don't know if you've had some experiences with coaches before, but usually people, they think as coaches as sports coaches, so people that will tell what to do, and actually coaches and the way that we do it, and, you know, I'm a member of the International Coaching Federation, so I have to abide also by these rules and principles. Coaches actually will rarely give advice. So our role is really to ask the right questions, you know, to ask the questions and to get. you to come with the answers that make the most sense for you. So how does that sound, Malin, so far?\n\n[COACH 03:43] No, that sounds good. That sounds good. And, yeah, I'm excited about this. And yeah, it's interesting times. I don't call it difficult times. So it's just interesting, right? It's just, you know, maybe to your point, a little bit pivotal, man. So it's fun stuff.\n\n[CLIENT 03:59] Yeah. Well, well, let's then jump in, unless you have questions for me, but maybe to ask you know how how are you doing so so far and where do you find where are you at this point you know in this process and time yeah no no I think yeah it's a good\n\n[COACH 04:18] good question so yeah so my I mean my situation and I don't know how much you have seen on the like in terms of the profile or anything like that but my situation is I'll be rolling off payroll end of this month. And I've known for some time in terms of being impacted, so have plenty of time to digest and, you know, absorb, we're trying to figure out kind of what I want to do when I grow up, right? And so, yeah, so I think, you know, at a personal level, I'm in a good space with it, with the transition. nothing emotionally or nature you know I'm pretty optimistic kind of person so I can find different ways and I can always figure it out I don't get to stress too much about it but obviously in the way I describe it to some of the people at work is I'm at obviously a fork in the road but it has a lot of different options right and that's where I'm lost in terms of what do I really want to do because I can take the different lenses, right? I can take that I can do what I, my heart tells me to do, right? I can do what I, what is comfortable and natural, which is just get another job. I can do something that I really always wanted to do and takes a lot of risk, you know, doing the entrepreneurial side. So there's a lot of options out there, right? And I don't know what I really want to do. So at this point, or what I would say is that I'm trying to take a month off to, you know, just leave Shell behind and start focusing on what I really want to do. Because right now I'm getting consumed. So first of, I was getting consumed with all the worst stuff. Now I'm getting consumed with, you know, all the money situation like, you know, the severance. and the package and my pension and blah, blah, blah. So I'm trying to get that under control. And then the next step is going to be, okay, so now what, right? Like, what's next for me? But at the same time, I'm not, I want to slow roll it, right? I want to get, you know, get this out of the way, start getting intimate with you and all kind of stuff, share kind of what it's in my head in terms of potential next steps and start narrowing down the different options. But yeah, but that's kind of where I am. That's a bit, I guess, all in all, I'm doing good.\n\n[CLIENT 07:05] Yeah, well, that's good to hear. And I hear also having all these options, because you seem to have different paths in front of you, and that could be a challenge in itself. You know, having multiple options. Sometimes, you know, it's easier when people say, I have just one path and that's it. Then you have to make a choice and how to make a choice and what, you know, what to fact. in that decision, that choice, and how to prioritize maybe when they have multiple options. So that's definitely something we can look into. And also I hear you said, okay, I have this package and revenue. You said until the end of the month, that was one question I wanted to raise with you. And often I use the image of, you know, these airport takeoff lanes, you know, and saying, well, you know, how long of a lane do we have? Because sometimes people, they would say, I'm really on a short way, you know, I have, I need something next week. It's really, sometimes people will say, well, you know what, I have six months. I have more than that, depending on their situations and their setting and all. So that can make a difference in how we approach it and what we do. And so just have a sense of how you feel about that in your case.\n\n[COACH 08:31] When I give you this image of this takeoff, I feel like I have this six months period to, yeah, to finalize my decision, right? Between now and the end of the year, really, right? So call it five months or whatnot. And can I go longer? Yes. Do I want to go longer? No. I think the way I operate, knowing myself, right, is going to be a, after that come back from this month off in August or after August in September, I would really want to start doing something, right? But I also recognize that if a decision is to get a job, which I think that may be the case where I need to go. I don't know what the job really would be, but I think it would be something in the, in the, you know, two to three months from that point forward, right? So October, November, Apple Hope, I'm already back in business, one another and go from there. But that's kind of the timeline, I guess. So not desperate, not desperate, but, you know, and if I need to go longer, I can, it's just, you know, not ideal, right? because of many reasons. So just try to capitalize on opportunities and what I thought. So, yeah. Does that make so?\n\n[CLIENT 10:04] Yeah, sure, sure. And knowing now this timeline, what would be your expectations in terms of what we can do together? Because I hear we could do a lot of things. And from what I hear, we can have some time also together to do these different things. But what would you feel is really the most pressing for your thing that you would want to address that we could work on in the coming weeks?\n\n[COACH 10:33] No, great question. So one, yes, fantastic question because I didn't really have expectations into this meeting. I was trying to understand what and how this was going to work. Maybe it's helped me narrow down alternatives. maybe articulate to you what the options could be, right? And I give an example, right? So, and I'm going to know on extremes a little bit, right? So could be doing nothing, right? Maybe that's the side to is like, okay, well, I'm going to take the, take the high road and not an option and, you know, get a, get a small job here and there just to get by 10 years. And, uh, which I don't think that's the case, by the way. But it could be the other option of I want to do something, you know, start up, something new. It's our new company, something that I want to do, but I have a little experience on. But I'm okay taking the risk on that. If I want to do something, you know, now is now is the time has some financial security on the back end. So that's, you know, like from that angle, I'm like, okay, I can do it. But it's, you know, the fear of things. taking the step, then the unknown of, of, you know, I don't have that experience in doing that, but I really want to do it and that kind of things, right? So that maybe expectation there is help me narrow down, be my soundboard in terms of like, that's a really dumb decision or that's not necessarily the right path because XYZ. And that's kind of what I need to hear from somebody, right? because if I'm about myself and if I, you know, how I operated life until now, you know, I was like, okay, when I'm in, I'm in, I'm, you know, head first and I don't look back, right? I just get it done. I figure out of a way to get it done. And that's how I've been. But maybe it's a different approach I need to take at this point. I don't know. And I don't know that, right? Maybe it's operate the same way, right?\n\n[CLIENT 13:04] I hear that you seem to be someone who has a lot of capacity to do things. And you seem to say, like, whatever I have to do, I'll do it. You know, I can find a way to do it. Now, the question is, do I want to do it? And what do I want to do? Right? Because it feels like you're able to do a lot of things, which is great, which is great to start with. You know, again, some people, they're limited in what they can do. From what you're telling me, it seems like you can do. and so there's not a question there I don't hear that you have doubts about your capacity but it's more about yeah but how can I make the best use of my time of what I can do and do something that makes sense to me at something right\n\n[COACH 13:49] yeah exactly right because that's what I meant right at the beginning is like I'm at the fork in the road but you know am I going which leg am I going right and that's that's kind of where I am and I don't think I've ever have had yeah I don't think I have ever have had that many options I've always had one or two and you know and it's you know on or off you know and then it's like okay easy but now it's like okay wait a minute and I've done it in business I have multiple options in business but never at a personal level right so that's that's just interesting\n\n[CLIENT 14:26] so yeah because quite often well usually people in their lives a lot of time it's life this idea for them, right? We have circumstances deciding for us. But at some point, what I'm hearing here is that, yeah, but can I make choices and decide at this point and shift a bit at the table around, right? And I think we're at the right place, Marlon, because I'm actually, I work a lot with entrepreneurs, with people, a lot with social entrepreneurs, actually, so people are driven by, you know, a purpose, by a cause, but also business entrepreneurs. So maybe one thing I could and I'm testing something with you. What I could possibly do with you is for sure use the tools from right management because, well, I mean, I'm being paid by right management to be here. So I have to use their tools for sure. So I'll give you the basics of what we're supposed to give to every candidate. But I feel that there's also something we can address on this more and what I actually use more with entrepreneurs and finding the right purpose and what they actually want to accomplish at this point. And maybe something we could do right from the next session. There's a tool that is not a right management tool. It's a tool that I use with my other clients. It's called the identity metrics. And we use that to actually have a discussion on what you want and what you don't want. And on the other axis is what you are, what you could become, and what you are not. You know, and having a discussion around that allows to put, you know, some ideas on all of the cells, you know. And then by digging a little bit deeper, and my role here is also to ask the questions, to challenge you a bit. You know, well, you're saying that thing. What do you mean by that? And to dig a little bit deeper, right? And then if we can get clarity around that, then it becomes easier to say, okay, well, now I know that this is what I want. I know this is not what I want. And quite often people, they're driven by what they want, but they don't spend enough time making sure that they're aware of what they don't want. And they sometimes end up in patterns, right? They say, damn, I'm doing this now. I knew I didn't want to do that. And I never get in the same place. So that's the kind of thing that we can see with that kind of tool. So maybe that's something I can offer it. We could possibly do in the next call because it takes the whole call to do that. that. And then this, after that, I send you a document. So it's a two-page document with the note that I would have taken. And then you will be able to edit that, you know, and to work on it for the week, the following week so that we can really nail that because, you know, the more clear we are with your intention, the better you will be, the more you will be confident with your choice. You know, saying, well, you know, I made a choice and I know, I know that I've explored everything that was possible around that choice. But I still have to send you some material that we use with Rite Management. So what I'll do after a call today, I'll send you a message with a few resources that I actually recommend from Right Management Tools. Because if you go, I think you've went on the website, right? The next website, you've accessed that website. You'll see there's a lot of stuff in there. You can easily get lost for hours. So I like to just nail down and say, well, this. is the top stuff you need to watch, you know, and you need to do. So there's going to be content about the resume, the LinkedIn profile, but also the personal branding. That's one thing that maybe will be mostly useful for you is how to nail down and the identity metrics will help with that. Nail down in a short paragraph, who am I and what do I want to do now at this point? you know because you can talk a lot about what you've been you know you bet maybe you can talk a lot about what you dream to become what about right now and why is it that you want to do at this moment and the more clear we are with that well one it's it's easier to get a job because then when you contact people say well this is who i am so people they know clearly well you're at the right place or you're not at the right place and if you're in the right place it's easier to make a match and employers to be confident and say, well, this is the guy we need. You know, he's at the right place at the right time, right? So these are tools that there are documents and videos that I can send to you. And another thing that we usually do from the beginning, because we try to get this out of the way as soon as possible, is what we call the parting story. So this is usually when you get to an interview and people say, why are you looking for a job now? It means like, why did you leave? your previous employer. People ask that question. And if, and I know it's not an easy one, but if people are not prepared, they might be like, uh, uh, and then they look that they're not confident. You know, so, yeah. So we have this little document that explains, you know, how to come up with this really short explanation. It's not, we don't want to lie. We need to say the truth, but how to present that in a way that is positive. And that people will say, okay, I get it. I get it. Why you're looking for a new job? And, you know, sorry. make sense and then we move on but but we like to to do that when it's you know fresh at the beginning so that people get this out of the way and then we can work on more looking you know forward you know but yeah how does that\n\n[COACH 20:04] sound I'm I like it I like I like I like the way this is going and yeah I want to extract us every every bit of it possible here for many reasons right so yeah\n\n[CLIENT 20:14] I think this is great uh huh cool cool cool and the way working actually is we're going to be having 30 minutes sessions usually it would be trying to make it once a week ideally so that you know we have we're able to catch up on a weekly basis then you have time also to work on your stuff on your side you know when we're gonna have discussion you'll have some things to do on your side then we can catch up and you can always even during the week if you want you can write to me sometimes people they write to me they say oh you know I got an interview can we have know can we have a chat about it or you know I found this offer you know what do you think about it they send my way so so I can also communicate between the sessions but if we can keep once a week it you know keeps a momentum because if we do it more space it's\n\n[COACH 21:05] when you lose track right so yeah um yeah um so just a question because I'm in it This is just logistics, right? I realize that I don't own a laptop, and I haven't owned a laptop in the last two decades. So now I need to figure this out. So I'm on my phone and I have this, and I have a, I have an iPad, so it's a dated iPad and whatnot. Anyway, this team's account, this is your account, right? in like because I was trying to switch for my phone to my iPad because I can see you better and you know it's a little bit more comfortable but um this is your account right because I I don't see that in my in my iPad so I was right yeah the header says\n\n[CLIENT 21:58] manpower group this is well this is the bigger company that right that owns right management so we're part of what I call manpower group it's a weird name I know but yeah\n\n[COACH 22:08] Yeah, yeah. It's okay. Manpower is the company. Yeah, yeah, I'm aware of that.\n\n[CLIENT 22:12] Yeah, yeah. So it's like, well, it's a big, you know, multi-national that does this kind of work. So yeah, so I'm using a team's account that is managed by manpower group. And just for information, also I should have said that from the beginning, but, you know, I'm being paid by right management. I don't have to report anything that we're discussing here. So I just, they don't even know, you know, I just bill my time. build my time. They don't even know with whom I spend my time. I could build anything. Oh, okay. So just so you know that anything we're going to be discussing, anything that I send to you, well, now that I'm thinking about it, sure, everything I've got to be sending you and goes through the emails, so for sure. But I mean, we're not, I'm not reporting to them anything that we're discussing in our session. So that's, but it's true that we're using the team's account from manpower groups I don't know why you were asking the questions because you didn't want to use your other employers teams account or no no not actually I was I\n\n[COACH 23:15] was even gonna try to figure out how to bring it into into the place I don't mind that I was trying to add I was trying to ask you if I can add because I just want to have it in my I want to add myself from from anyway just just bear with me for a second.\n\n[CLIENT 23:36] Also if you want to receive the invites to another, I'm just going to check what I have here. Well, I have your email, Gmail address. So it's not, it's already not, you know, employer.\n\n[COACH 23:55] Well, that's what I wanted to bring because, again, I'm not, I don't see that in my, in my laptop and or my iPad. And that's where I'm trying to figure out how, because I don't want to do this again through this phone. It's just, it's just all comfortable.\n\n[CLIENT 24:09] well i just looking at uh you can i see your profile here because uh you're being invited through your\n\n[COACH 24:17] gmail account so that's what i've looked in and so okay anyway we'll i'll figure out on my end it's\n\n[CLIENT 24:25] sorry it's a hotmail account ah it's grayie's fish at hotmail.com that i have here hotmail okay so maybe it's someone who is logged in on your uh Maybe on your phone or your iPad, is it possible that you have someone else?\n\n[COACH 24:43] No, no, no, it's me, it's me, but it's my, but maybe next time let's just use my, maybe we abandoned this hotmail, because I don't even know I had a hotmail account. Okay, well, I don't worry, this, if you use the Gmail, the Gmail account is the best, yeah.\n\n[CLIENT 25:01] Okay, cool, cool. So you'll receive the invite there. So let's talk about that then. So when would be?\n\n[COACH 25:09] the next time you would want to meet okay so next week I'm on vacation so I will be out of the country actually but I don't know if you do weekends if you do then that will be an option if not then then maybe Monday the 20th will be a good day okay and I'm looking at my calendar right now yeah next week is definitely not an option I could do yeah probably\n\n[CLIENT 25:36] Monday will be the best time yeah yeah well Monday 20th is good yeah would I have already so you're at one you're in Montreal yeah yeah so I'm one hour ahead of you one hour ahead\n\n[COACH 25:52] yeah so I mean I don't know what time is the earliest you can meet but I'm an early riser so I get up at five in the morning four or five in the morning so okay\n\n[CLIENT 26:01] actually I start at 11 because I have stuff in the morning for other work so I started 11 and I have already people lined up but I could do around one noon your time noon my time yeah let's do it yeah so 12 o'clock my time that's one o'clock your time yeah so July 20 F at one noon 12 o'clock your time and I send you like I said an email with a few documents I think and the links to videos that you can find in the next website it's worth about, if you watch all of them, it's about two hours, if you watch them back to back. But as I said, it's really just for you to have the info, you know, have the documentation. If you have time to look at it, fine. But anyway, next time we're going to be talking more about this identity metrics and figuring, you know, where you're at at this point. And also, the last thing I wanted to share is if at some point you want to revisit your resume, There's this service that is part of right management. So we have people that do just that. So it's not me, it's people that just work on resume. And they optimize resumes and lay them out in a way that is accepted by the systems. Because nowadays, you have like computers who process resumes. And if you don't put them in a certain format, sometimes it will just discard it without even looking. Oh, really? Yeah, yeah. So these people, they know how to lay this out. So you don't need to do it now, but at some point, if you ever want, I will send you in the email, the procedure, and you have to send it by email, and then you have someone that will respond to it in three to five days, and then you can go back and forth with that person. And once you get all the comments, then we can, you know, have discussion together about this. So it can be now, but, you know, in your case, I would suggest maybe to wait a little bit so that we have more clarity around what do you really want to do so that. Maybe the resume can reflect that better.\n\n[COACH 28:10] Yeah, yeah. Yeah, I mean, yeah, no, that's fine. I feel like my resume is relatively decent because I've been trying to apply internally, right? But that's internally. So, yeah, it'll be good to get validation that is also okay for the outside world.\n\n[CLIENT 28:28] Yeah, and also that's the good thing. You know, if ever you want to apply to jobs, I mean, I would really encourage, because some people, they say, oh, should I wait? that we go through the whole process and sometimes like if you see opportunities if you want to apply places even if we're not 100% ready just to do the process is sometimes can can help people to gain more confidence you're going through interviews getting answers getting refusals also but you know to get into it and and and even if and some people that sometimes even get a job and we still talk you know and say well you know I still have this no trial period so you know right I can still look for stuff and if i find something better or more aligned then i can move on to this so the only thing i want to say is just not to to limit yourself if ever you you want to do this and to apply to jobs i mean that that's definitely possible too yeah absolutely no i like it cool cool well marlon we're gonna and sorry i do i pronounce your name well how you pronounce your name\n\n[COACH 29:33] do you want the real pronunciation or do you want the american pronunciation\n\n[CLIENT 29:37] what we prefer the real, try to do real.\n\n[COACH 29:40] Marlon.\n\n[CLIENT 29:41] Marlon.\n\n[COACH 29:42] Okay. I was born and raised in Mexico, and so it's, yeah, so it's a more Spanish, uh, pronunciation than American, American, or English is Marlon because nobody can say it and if I say it and they say it and they have to explain it and so I just go with the easy way. But the people, people at times call me Mr. G because those are my initials and so it's a super, super easy to go that route it is more cool well it was pleasure to meet you\n\n[CLIENT 30:12] and uh for sure we'll have pleasure to continue to work together and we'll touch base on\n\n[COACH 30:19] on july 20th to continue this yeah yeah same and should i call you uh john sebastian or john\n\n[CLIENT 30:25] or sebastian or jess or what it could be all of that sometimes people call me jean francois it's not my name i don't know why i just have a face of jean francois so people will just call me jean francois like I don't know but it's what do you prefer what do you prefer oh it could be j s could be john sebastian my family call me just sebastian but uh yeah all of that uh works for me\n\n[COACH 30:47] all right all right so we'll we'll come up with something some things that is uh okay that is not\n\n[CLIENT 30:52] insulting awesome well have a nice vacation nice trip next week enjoy yeah thank you it's going to be fun and uh and we'll see again the week after hey good to meet you and yeah look forward to\n\n[COACH 31:05] of this question oh yeah yeah thank you all right bye all right bye","rapport_genere":"## Main Topics Discussed\n\nYou're welcome! I'm glad we could connect. I look forward to our session on July 20th. Have a great vacation and enjoy your trip! We'll see each other again the week after. Goodbye and take care!\n\n## Personal Information Shared\n\nNo new information to remember.\n\n## Work Assigned Until the Next Session\n\nYou're welcome! I'm looking forward to working together and continuing this conversation on July 20th. Have a great vacation and enjoy your trip next week! See you again the week after. Good to meet you, and I look forward to our next session. Have a nice day!\n\n## Date and Time of the Next Session\n\nPRE... (full text as provided above)\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Marlon Reyes Granados/Jean-Sebastien: Introductory Call with Your Coach-2026-07-10T16:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/236103664358138?p=nC1CHa7HVzfvSY8wJW...","google_event_id":"a4e81c38-7bc8-11f1-9ff5-8ebf773fa1c2","courriel_suivi_sujet":"Rappel de notre prochaine séance","courriel_suivi_contenu":"Bonjour Marlon, \n\nJe tiens à rappeler que nous avions convenu de notre prochaine séance le 20 juillet, et que je suis impatiente de reprendre notre travail ensemble. Nous avions également évoqué les objectifs à atteindre avant cette date, ainsi que les étapes concrètes à suivre. \n\nJe reste disponible pour tout échange en attendant, et je vous retrouve donc la semaine prochaine. À très vite !","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Explain the program, Invitation to view videos on Next, and Parting Story as we prepared for the conclusion of our engagement and looked ahead to the next steps in their career journey. We agreed that for our next meeting I will review their reflections on the program and ensure they feel supported as they transition forward. We will meet again on July 20 at 11:45 AM EDT.","session_summary":"Reviewing next session details, confirming availability, discussing expectations for future sessions.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she structure her resume by competencies rather than chronologically\n- I advised her to bring up salary at the second interview rather than the first\n- I recommended she read « Cracking the Coding Interview » before the technical test","devoirs_client":"You're welcome! I'm looking forward to working together and continuing this conversation on July 20th. Have a great vacation and enjoy your trip next week! See you again the week after. Good to meet you, and I look forward to our next session. Have a nice day!","speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":46,"total_words":5374,"has_timecodes":true,"pct_time_coach":38.4,"time_coach_sec":713.6,"has_diarization":true,"pct_time_client":61.6,"time_client_sec":1147.0,"coach_turns_total":23,"client_turns_total":23,"pct_questions_open":50.0,"pct_coach_questions":24.3,"coach_questions_open":2,"pct_coach_statements":75.7,"pct_questions_closed":50.0,"coach_questions_count":28,"coach_sentences_total":115,"pct_coach_interrupted":43.5,"coach_questions_closed":2,"coach_statements_count":87,"pct_client_interrupted":52.2,"coach_questions_unknown":24,"coach_turns_interrupted":10,"client_turns_interrupted":12},"stats_snapshot_at":"2026-07-11T21:28:57.557021Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"9c8b239e-472f-4c90-ae8f-910fde626b49"},{"candidat_id":"12a4ce9b-3a9d-4b0a-8342-5ed4011b0613","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-09T17:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : feba1af2-7f46-42af-b4d6-0e1ab9f5d3c2.m4a (2026-07-10 19:11) ===\n\n[CLIENT 00:05] Bonjour Steve.\n\n[COACH 00:39] Oui, bonjour. Salut, ça va bien? Oui, et toi? Oui, oui. Justement, ça me permet de poser la question. Est-ce que ça convient, Steve, si on se tutoie ou préfère qu'on se voit? Je n'ai pas posé la question la dernière fois, là, mais...\n\n[CLIENT 00:55] Ah, oui, c'est bien correct. Honnêtement, je pensais qu'on avait réglé ça dans la première rencontre. C'est sûr que je tenais à réfléchir, mais bon, c'est correct.\n\n[COACH 01:03] soucis. Cool, cool, cool. Comment a été la dernière semaine, Steve?\n\n[CLIENT 01:07] Ça a bien été. Je continue de garder un heure et malgré que c'est très faible en ce moment. C'est le début des vacances depuis quelques semaines et ça paraît beaucoup.\n\n[COACH 01:20] Oui, effectivement. Oui, l'été, ce n'est pas la période la plus évidente pour les démarches d'emploi. Ça me permet justement de te poser une question, Steve. je le demande la première séance mais je pense qu'on ne l'avait pas touché est-ce que tu m'entends mieux j'espère que ça ne va pas trop couper\n\n[CLIENT 01:39] ça a vraiment coupé pendant le moment\n\n[COACH 01:42] ah oui ok est-ce que tu m'entends mieux je vais essayer de ne pas bouger\n\n[CLIENT 01:47] je ne sais pas c'est peut-être c'est au niveau de l'internet\n\n[COACH 01:52] pourtant je suis filaire ça devrait passer on ne sait jamais je ne sais pas si c'est le monde Écoute, je vais essayer tant de choses, on va essayer comme ça, est-ce que tu m'entends toujours?\n\n[SPEAKER_? 02:11] Oui.\n\n[COACH 02:12] Oui, ok, parce que je pense que j'avais un VPN de verre, peut-être que ça, ça va aider.\n\n[CLIENT 02:18] Ah, bon, c'est sûr que ça ralentit une connective.\n\n[COACH 02:21] Oui, oui. Oui, bien une des questions justement, Steve, d'habitude que je pose la première séance, c'est d'avoir un peu une idée sur la perspective qu'on a dans le temps. parce que des fois, moi, je présente ça comme étant un peu comme la piste de décollage. Des fois, il y a des gens qui ont une piste de décollage qui est très serrée, des fois, il y a une piste de décollage qui est plus longue, puis ça, ça donne une idée de qu'est-ce qu'on peut vraiment faire, puis comment on veut s'ajuster. Moi, des fois, il y a des gens, parce qu'on a des clients, nous, des fois, aux États-Unis, qui ont pas grand-chose de soutien financier, donc des fois, il y en a qui me disent, écoute, moi, c'est la semaine prochaine, je n'ai pas le temps de commencer à faire plein d'exercices puis de réfléchir à plein de choses, il faut que je sois dans l'action tout de suite. Il y en a des fois qui me disent, écoute, moi, j'ai six mois devant moi, je peux prendre le temps de me poser puis de regarder vraiment ce que je veux faire. Fait que toi, peut-être avoir une idée un peu comment tu le sens, ça, présentement, puis peut-être en fonction de ta réalité aussi, là. Des fois, c'est ça qui vient d'indiquer comment on le sent.\n\n[CLIENT 03:20] Pour reprendre la même analogie, ça prend moins de longueur de piste pour faire décoller un Cessna que pour faire décoller un Boeing ou un 737 Max. C'est vrai, c'est vrai. C'est sûr que si je voulais aller travailler au McDonald's, j'aurais sûrement la possibilité de rentrer demain ou dans deux jours. Mais bon, on s'entend que c'est pas ça le but. En fait, comme je l'avais mentionné l'autre fois, où j'avais un peu même réfléchi si je prenais ma retraite ou non, Y'a pas un stress là, absolu là-dessus. OK, OK, c'est bon. Fait que pour moi, pendant l'été, en fait, je suis plus étonné qu'autre chose de trouver de quoi. Fait que je me dis, bon, à partir du mois de septembre, moi ça va repartir. Fait que, entre septembre et dans le premier, dans le troisième... Ouais, à peu près ça. Peut-être septembre, octobre, arriver à trouver quelque chose au final.\n\n[COACH 04:25] Ok. Ça nous donne le temps, comme tu dis, pour faire décoller le Boeing. Ça nous permet de prendre un peu plus de temps et d'être plus soigné dans notre démarche. Et de savoir être un peu plus clair dans nos attentes. Peut-être, comme tu dis, peut-être même que ce n'est pas nécessairement une nouvelle job que je veux. peut-être que je veux faire autre chose, puis ce autre chose-là, qu'est-ce que ça pourrait être? Parce que souvent, les gens qui sont à la retraite, c'est les gens qui sont les plus occupés souvent, c'est le monde qui ont… Puis, ça fait partie, c'est une étape de la vie aussi, puis ça fait partie d'un parcours où les gens, des fois, se cherchent, puis c'est une occasion d'avoir un pivot, des fois, pour se dire « mais qu'est-ce que je veux faire maintenant? » Puis, d'être plus clair sur ça. Donc, ce qu'on peut faire, ce que je propose, Steve, aujourd'hui, d'habitude, On commence dans les premières étapes par un exercice que je propose de faire qui est ce qu'on appelle la matrice identitaire. C'est quelque chose qui n'est pas un outil de right management. C'est vraiment plus un outil que j'utilise dans mes coachings exécutifs quand j'accompagne des gens qui en sont des fois à croiser de chemin. Ils disent « Ok, maintenant, comment je le sens là? Où est-ce que je suis rendu? » Puis oui, j'ai fait plein de choses dans le passé, je suis peut-être super bon à faire bien des affaires, mais ça se peut que maintenant, ça soit autre chose que je vais faire. Même si je suis super bon dans plein de trucs, puis que ça serait peut-être une très bonne idée d'aller travailler dans ces domaines-là, bien peut-être que je suis rendu ailleurs. Puis de mettre le doigt sur ce ailleurs-là, si ça te convient, Steve.\n\n[CLIENT 06:02] Oui, c'est bon, on en avait parlé la dernière fois, fait que je ne sais pas comment on remplit cette matrice-là. C'est-tu un document qu'il faut que je remplisse de mon bord, puis après ça, on en retend ? Ben, écoute... Parce qu'en fait, depuis la dernière rencontre, je m'attendais à recevoir un courriel ou quelque chose. Oui, ben oui, je suis bien désolé, effectivement. J'ai dit que c'était tard parce que je n'étais pas devant l'ordinateur à attendre mon courriel.\n\n[COACH 06:25] Oui, ben écoute, mes excuses pour ça. Mais dans tous les cas, pour la matrice identitaire, on le fait ensemble là, là. Mais effectivement, ce que je t'ai envoyé, c'est plus la documentation plus générale. quand même des choses qu'on va utiliser si tu fais le choix de dire moi je veux quand même aller appliquer sur des emplois ça va être des trucs comme retravailler le profil LinkedIn travailler le CV, des choses comme ça il y a des outils là que Right Management propose pour ça mais là où on en est j'ai l'impression que c'est plus vers où je veux m'en aller moi maintenant, puis peut-être que ces outils là ne seront peut-être pas tant pertinents dépendamment de ce que tu vas choisir de faire mais je les partage quand même parce que C'est les outils de base qu'on partage à tout le monde. J'aime mieux les envoyer par courriel que de dire aux gens, va fouiller sur le site web parce qu'on peut se perdre facilement sur ce site-là. Maintenant, ce que je te propose, je vais te poser des questions. Puis, par la suite, je vais t'envoyer un document de deux pages qui va reprendre un peu ce que tu auras dit live maintenant aujourd'hui. Puis, on pourra se donner la prochaine semaine pour que tu puisses prendre le temps de regarder ça. peut-être à t'être opposé, peut-être de penser un peu après ça, de passer deux, trois jours, revenir là-dessus, de regarder un peu, puis de le compléter, si tu le souhaites, et l'idée, c'est vraiment un outil pour toi, dans le sens, ce n'est pas un devoir, ce n'est pas noté, mais c'est vraiment quelque chose qui peut être utile pour, par la suite, dire, ok, bien, maintenant, où est-ce que j'en suis, puis il y a deux étapes à ça, une étape, c'est ce que je veux être, et ce que je ne veux pas être, Souvent, les gens passent beaucoup de temps à penser à ce qu'ils veulent être, mais pas beaucoup sur ce qu'on ne veut pas être. Puis des fois, c'est ça qui va venir orienter nos choix et peut-être justement orienter sur, est-ce que de travailler ou de travailler dans ce domaine-là, c'est encore quelque chose que je veux faire? Fait que voilà, si on prend la première partie, ce que je veux être, là je vais te poser des questions, puis même dans le document, tu vas voir pour chacune des questions, il y a une partie plus personnelle, puis une partie professionnelle. Après ça, c'est à toi de voir à quel point tu veux aller dans le détail dans ça. Mais c'est une occasion qui est offerte, de l'utiliser, si tu veux, pour toi aussi, personnellement. Puis d'y aller à la hauteur de ce que tu veux bien partager dans ça. Donc, une des questions, la première question, c'est qu'est-ce que je veux être et que je suis déjà? Donc, quelque chose dit, moi, je suis comme ça, je veux rester comme ça, Puis que ce soit au niveau professionnel, au niveau personnel, qu'est-ce que tu dirais là, comment tu t'as défini, dis moi je suis comme ça, puis je veux rester comme ça, c'est une partie de moi que je veux continuer à être.\n\n[CLIENT 09:16] Ok, c'est des grosses questions là-bas. Par rapport à ce que je faisais, ou ce que j'ai toujours fait, je dirais que l'aspect solutionner des problèmes ou être en amélioration continue, ça m'a toujours parlé et ça m'intéresse toujours. Il y a vraiment un défi là-dedans que j'aime relever. Ça, j'aime être, je veux être et continuer d'être quelqu'un qui trouve des solutions à des problèmes et qui permet d'amener n'importe quelle organisation plus loin.\n\n[COACH 10:02] OK. Puis ça, qu'est-ce que ça t'apporte de chercher des solutions à des problèmes? Pourquoi tu dirais que c'est important pour toi de faire?\n\n[CLIENT 10:09] Moi, je trouve que c'est un défi. Je trouve ça valorisant d'arriver à trouver le moyen de régler quelque chose. Dans mon emploi précédent, j'étais constamment sollicité par les gens dans mon équipe quand eux, ils n'arrivaient pas à trouver quelque chose. il y avait une situation difficile. Là, il me faisait signe, tu sais, qu'est-ce que tu penses d'être ça?\n\n[SPEAKER_? 10:37] Moi, je suis bloqué avec ça. Non, tu sais, moi, tout de suite, mon cerveau, il se mettait en marche. Puis, OK, ouais, t'as à faire ça?\n\n[CLIENT 10:45] T'as-tu pensé à ça? T'as-tu vu ça? Est-ce que t'as des données là-dessus? Ça, ça, ça. Oui, non, peu importe selon les réponses. Puis moi, je fusionnais tout ça puis j'arrivais à la gagne. Je pense que ça, ça serait une bonne option pour faire ça comme option primaire. puis secondaire, ça pourrait être ça. Ah oui, ok, c'est bon. Puis là, il repartait avec ça, puis ça voulait.\n\n[COACH 11:05] Ce que j'entends dans ce que tu dis, c'est qu'il y a un aspect, oui, de résolution de problème, il y a un aspect stratégique aussi. Tu dis, je vais chercher de l'information, je demande aux gens, tu vas chercher des données, tu mets ça ensemble, tu te dis, et j'arrive avec des propositions. Tu as dit, j'ai comme des options, je leur propose. Pourquoi je dis ça, c'est que c'est une façon de faire de la résolution de problème que tu m'as décrit, qui est un peu à ton image, qui est peut-être que ce n'est pas tout le monde qui ferait de la même façon. Tu vas te voir à chaque fois, je vais te questionner pour venir préciser en quoi c'est vraiment toi, en quoi c'est propre à toi. OK.\n\n[CLIENT 11:46] En continuité là-dessus, ce que j'aimais par rapport aux gens dans mon équipe, c'est que j'ai toujours aimé aussi développer les gens. leur permettre. Dans ma façon de faire avec eux, tu sais, j'aimais ça les faire parler un petit peu, puis les guider aussi, puis leur expliquer pourquoi moi je crois que telle ou telle chose, c'est la meilleure solution, pour qu'ils en viennent à prendre un peu le même chaîne de pensée, puis qu'ils, tu sais, de manière à diminuer, moi, le nombre de faux, ils avaient besoin de me solliciter, tu sais, parce que tu veux pas d'être quelqu'un que tu rends les gens dépendants de toi parce que tu solutionnes tout à leur place. Du moment qu'ils ont un petit problème, moi j'ai besoin d'aide, non c'est pas ça. J'aime bien l'analogie où je vais t'apprendre à pêcher le poisson et après ça tu t'organises tout seul, moi je veux pas pêcher à ta place. Il y a cet aspect-là aussi dans les autres emplois où j'ai vraiment développé des gens qui qui ont continué leur carrière dans quelque chose qui, à la base, n'avait jamais pensé faire. L'exemple parfait, c'est qu'il y avait une réceptionniste qu'on avait embauchée pour simplement répondre au téléphone, gérer quelques courriels de base dans la boîte d'informations, puis tout ça. Puis au final, après le nombre d'années, je l'ai fait progresser. Il y avait des opportunités. J'ai toujours vu qu'elle avait du potentiel. Finalement, maintenant, elle est rendue directrice des approvisionnements dans une autre entreprise. Elle a un petit peu gardé contact, ça fait un bon temps, je n'ai pas reparlé, de faire plus qu'un an. Au départ, c'est ça, elle était réceptionniste, mais elle avait un potentiel. J'aime ça trouver ce genre de potentiel-là chez les jeunes, puis leur montrer, arrête de croire que tu n'es pas capable, que tu n'es pas bon, ou que tu n'as pas... Non, il faut juste que dans la vie, quelqu'un te donne une chance, puis que tu as la saisisse, puis que tu as la développe. Ça, ça fait partie de mes belles histoires de succès, que j'aime dire en entrevue, d'ailleurs.\n\n[COACH 14:00] Oui, oui, oui. Donc, il y a à la fois, j'entends l'aspect pragmatique. Tu dis, moi, si je peux montrer aux gens comment être plus autonome, ça va avoir un travail plus simple. Mais j'entends aussi, il y a de la valorisation que tu en retires. Il y a une fierté un peu, j'entends dans ce que tu disais, tu parles l'exemple avec cette personne-là qui a cheminé de voir le potentiel dans les gens, de les voir concrétiser leur potentiel. Je sens, je ne veux pas me mettre des mots dans ta bouche, mais il y a une certaine fierté que je sens dans la façon dont tu en parles.\n\n[CLIENT 14:28] C'est vrai, exactement. Tu sais, un peu comme un professeur à l'école qui voit un de ses élèves qui finalement continue ses études puis il devient chercheur dans telle affaire. Puis au départ, cette personne-là, ce jeune-là, bien peut-être qu'il avait même déjà décroché de l'école. Puis de peine et misère, quelqu'un l'avait raccroché à l'école. Puis là, il est tombé sur le bon prof qui l'a motivé. Puis maintenant, tu sais, il est rendu plus loin. Puis tu sais, c'est des belles histoires, là.\n\n[COACH 14:56] OK. Oui, oui, oui. Maintenant, là, on a dit ce que je veux être, ce que je suis. Donc, ce que je veux continuer d'être, ce que je suis. Ça, c'est si rien changeait. Donc, si tu continues, tu vas être encore la même personne, tu vas encore être comme ça. s'il y avait quelque chose à changer que ce soit positivement ou négativement, qu'est-ce que tu pourrais devenir, mais que tu veux être, donc qu'est-ce qui pourrait si les choses changeaient, si la situation venait à changer dans le futur qu'est-ce que tu pourrais devenir et que t'aimerais ça c'est vrai plutôt il y en a des pires après, inquiète-toi\n\n[CLIENT 15:38] non oui, qu'est-ce que je pourrais devenir\n\n[COACH 15:41] sans se limiter, sans dire « ouais, mais ça, ça ne pourrait pas, il faudrait que je fasse ci, il faudrait que je fasse ci, tu sais, mettons, tu mets de côté les contraintes, qu'est-ce que tu pourrais devenir et que tu voudrais que ça soit comme ça?\n\n[CLIENT 15:58] » C'est sûr qu'un des éléments que j'ai eu en tête, que j'ai réfléchi, qui est un peu toujours là, mais que je n'ai pas nécessairement investi à fond, c'est d'être consultant ou d'avoir mon propre bureau d'amélioration continue, si on veut. Ça, est-ce que ça pourrait être, oui, je pense que ça pourrait être. Parce qu'une des choses que je ne veux pas, et ça c'est clair, je ne veux plus travailler pour une grosse corporation américaine, ça c'est fini. Jamais je retombe là-dedans. Tu vois, il y a de la clarté. Non, non, ça c'est clair, mais parce que je l'ai vécu, puis ça ne correspond vraiment pas à mes Il y a des choses que tu fais comme « non ». C'est toujours le même pattern. Beaucoup de marketing RH sur les mots, les choses, comment ça se passe dans l'entreprise. Mais dans la réalité concrète, ce n'est jamais là. C'est archifaux. Des fois, c'est complètement inversé. La politique de la porte ouverte, par exemple, où tout le monde dit « Ah non, même le président, vous pouvez parler et tout ça ». Le jour où tu essaies de parler avec, par exemple, un, il n'est jamais disponible, puis deux, il n'a pas envie de te parler parce que tu es un moins carrière. Il y a une notion hiérarchique dans certaines cultures. Chez les Américains, il y a une très grosse notion d'hierarchie, tout comme en Europe. Les Français sont extrêmement hiérarchiques, mais eux, ils ne se parlent pas. Tu ne peux pas parler avec quelqu'un qui est de deux efflons, puis toi, carrément pas, c'est très, très mal vu. On est tous des humains, je pense que, tu sais, pour moi, à la base, ça ne change rien. Peu importe le poste que tu as, si tu es une personne intelligente, puis que tu sais que quelqu'un d'autre a quelque chose à te partager, qui peut te faire avancer, qui peut améliorer les trucs dans l'entreprise, tu devrais avoir l'intelligence d'écouter ce qu'il a dit.\n\n[COACH 18:08] Ça fait que j'entends que tu pourrais mener les choses, les activités à ta manière. Il y a quelque chose dans le « je voudrais le faire », tu sais, pas dépendre de d'autres, mais tu as une certaine vision des choses. Si je pouvais être consultant, je le ferais à ma façon, je le ferais à ma manière, je ne serais pas dépendant des autres, puis je n'aurais pas à être un peu, tu sais, faire de l'hypocrisie, là, ou dire des choses puis faire son contraire. Puis ça me fait penser, on en a parlé un peu la dernière fois, Mais il y a quelque chose dans ce que tu es que j'ai comme l'impression que tu veux continuer à être. Il y a quelque chose dans l'intégrité, d'être cohérent. Moi, j'ai mes valeurs et je veux être cohérent. Je vais incarner ce que je dis. Tu viens de dire, je ne veux pas être comme les gros Américains qui font un beau discours et qui ne le font pas directement, concrètement. Je pourrais être, tu as parlé à mon compte, je pourrais être quelque chose, offrir mes services consultants, il y a quelque chose là. Tu dis, je l'ai déjà envisagé, puis bon, on n'a pas le temps tout de suite de creuser ça, mais on pourrait y revenir éventuellement. Qu'est-ce qui a fait que ça a été envisagé? Qu'est-ce qui a fait qu'on n'y est pas allé? Il y a des choses qu'on pourrait creuser là, mais j'entends ça, dans ce que je pourrais devenir, ce que je veux être. Ce que je veux être et que je ne suis pas, et que, bien là, la distinction entre ce qu'on vient de dire, c'est ce que je ne suis pas et qui est difficile à atteindre qui n'est pas quelque chose qui serait à ma portée ce que j'entends d'être consultant c'est qu'il y a quelque chose qui est comme un peu dans la lignée de ton expérience qui a déjà été envisagé qui semble être quand même quelque chose de possible dans le sens où on met les bons facteurs ensemble mais ce que tu voudrais être et que tu n'es pas et qui serait difficile à atteindre selon toi\n\n[CLIENT 19:59] Je ne suis pas vendeur. Ça va vraiment avec mes valeurs. Moi, embellir une réalité pour réussir à pourvoyer quelqu'un et dire «achète mon produit ». Peu importe que ce n'est pas le produit. J'ai de la misère avec ça. Je ne suis pas bon pour ça. Je ne suis pas pour mentir. Ma femme est très contente d'ailleurs.\n\n[COACH 20:30] C'est assez avantage pour certaines personnes.\n\n[CLIENT 20:33] Je ne veux pas avoir à faire une vie de mensonge. Je l'ai tellement vu chez des vendeurs dans les compagnies où j'ai travaillé où ils savent qu'il y a des choses que le produit ne fait pas ou que peu importe mais tu sais la mentalité c'est non mais on va le vendre puis après ça on arrangera les affaires tu sais parce que le client il sera pas content. Dans cette relation là moi tu vois ça c'est quelque chose que c'est pas quelque chose que je voudrais être non plus je voudrais pas me transformer puis devenir, avoir cette capacité là de mentir peut-être un peu gros mais des fois c'est ça, mais de surenchérer ou surenballer les affaires pour que… et c'est peut-être une des raisons pour laquelle je ne me suis jamais lancé à mon compte, c'est qu'il y a une partie de la business, quand tu as ton entreprise, qui est quand même de vendre ton entreprise, vendre ton expertise et tout ça. Je n'arrive pas à voir comment je peux, moi, faire ça avec cette peur quasiment, cette crainte de devenir comme ça. Moi je veux dire que j'en ai une peur, je ne veux pas à tout prix devenir comme ça.\n\n[COACH 22:01] Là je reviens encore sur ce que tu es, que je veux être, il y a quelque chose aussi et ça touche ce que tu viens de dire là, qu'on a parlé la semaine dernière par rapport à être soucieux des besoins réels des clients. Tu disais, moi, j'arrivais, j'ai eu à m'accrocher un peu avec les gens au-dessus de moi parce que moi, je voulais certaines choses, je pensais que c'était le mieux, puis là, on s'accrochait. Il y a ce souci-là de « je veux le bien » des gens avec qui je travaille, des clients avec qui je travaille, quitte à ce que, parce que moi, je suis en affaires aussi, j'ai une entreprise à côté, puis souvent, la façon que je vende mes services, c'est que je ne cherche pas à l'offre maximale, je cherche l'offre optimale. C'est quelque chose qui va être adapté aux besoins des gens. Je pense que le monde apprécie ça. Mais ça demande quand même, c'est peut-être ça ce que je veux être, que je ne suis pas. J'entends dans ce que tu dis, la crainte d'avoir l'air vendeur. Parce que tu peux être entrepreneur, je vais vendre mes services à des gens en étant des services qui conviennent à leurs besoins, c'est un win-win, qui payent la juste valeur et qui sont super contents. Mais je sens que même ça, il y a de la friction ce que j'entends de devoir expliquer ou d'avoir des gens qui doivent acheter quelque chose et cette crainte-là de se retrouver dans cette relation-là où il y a des gens qui pourrait soit se sentir floué ou qu'il y ait eu l'esprit de vente.\n\n[CLIENT 23:35] Oui, c'est ça. Mais ce que je voudrais améliorer de cette partie-là, c'est d'arriver à le faire, d'arriver à vendre sans avoir l'aspect négatif qui vient. Peut-être des fois avec, mais je pense qu'il y a moyen de le faire. Et ça, je voudrais ça d'améliorer.\n\n[COACH 23:57] Fait que de vendre des services, de te vendre aussi, parce que c'est ça, on va en venir aussi, même si c'est pour travailler, tout en étant en alignement ou en cohérence avec tes valeurs, que ça ne soit pas en conflit avec ce que t'es là.\n\n[CLIENT 24:13] C'est très, très bien dit, on voulait être vendeur, mais que ça respecte mes valeurs.\n\n[COACH 24:21] Oui, parce que c'est ça, si on est entrepreneur, c'est consultant, il va falloir soit le vendre ou tourner ça d'une façon à ce que ce soit les gens qui viennent vers toi. C'est les gens qui viennent te voir, on n'a pas besoin de vendre. C'est eux qui savent la valeur, ils viennent la chercher. Il faut quasiment que ce soit eux qui te convainc de devoir travailler pour eux. Ça, ça serait comme l'idéal.\n\n[CLIENT 24:39] Oui, parce qu'à la limite, dans mon ancien job, c'était ça. Oui, j'étais le directeur, tout ça, mais j'offrais un service aux gens dans mon équipe puis aux clients, de trouver des solutions à leurs affaires, puis tout ça. Puis s'il y avait eu à payer physiquement, tu sais, un ticket modérateur, ou ils doivent payer pour avoir le service, ben oui, il y en a qui... Les gens, je pense, qui auraient été contents de s'offrir ce service-là parce que c'était... Il était gagnant. Moi, j'étais pas perdant, j'étais gagnant aussi. Donc cet aspect gagnant-gagnant-là, oui, Je la trouve bonne, je la trouve intéressante, puis c'est pour ça que l'aspect d'être à mon compte, je le sais fondamentalement dans moi que ça serait vraiment une bonne voie. Si j'arrive à combler ce qui manque, je pense que ça serait un suicide.\n\n[COACH 25:43] Oui, parce que j'entends, tu dis, je vois les défis, mais j'ai aussi vécu des expériences Ce qui me montre que c'est possible que les gens viennent vers moi, voient la valeur, que je ne suis pas obligé de les convaincre ou de les flouer d'une certaine façon. Ils savent apprécier ce que je suis capable d'apporter comme valeur. Ils viennent vers moi. Mais comment l'adapter dans le milieu plus travailleur autonome, à mon compte. Ne soit pas dans une structure qui est la boîte qui permet peut-être de faciliter des fois des choses. Je vois que le temps file. Je vais passer à la deuxième partie. Ce que je ne veux pas être. Donc, ce que je ne veux plus être. tu en as touché un peu, on va revenir sur certaines choses que tu as dit, ce que je ne veux plus être, mais que je suis. Qu'est-ce que tu dirais, moi je suis comme ça, puis à l'avenir, il me semble que je dirais mieux ne plus être, soit personnellement ou au niveau professionnel, on l'a quand même touché. Mais qu'est-ce que tu dirais, ce que je suis, puis que j'aimerais mieux ne plus faire ça, ou je ne suis plus intéressé de faire ça, c'est derrière moi.\n\n[CLIENT 26:42] Une chose que je ne voudrais plus être, c'est d'avoir le... J'explique ça. De vouloir être le héros dans quelque chose. C'est d'ailleurs ce qui a mené un petit peu à la terminaison de mon dernier emploi, où il y avait une situation qui était problématique au niveau, bon, un rage, un harcèlement, un peu, tout ça. et je trouvais ça vraiment pas correct que des gens dans l'équipe soient obligés de subir ça parce que tout le monde faisait semblant que c'était pas là, que ça existait pas. Tu sais, tout le monde faisait les trois singes là, j'entends rien, je vois rien, je dis rien. Puis tu sais, moi, je vois ça un peu comme un défaut au niveau professionnel, c'est que quand je vois une situation comme celle-là où il y a des gens qui sont, entre guillemets, opprimés, ben, là, je me dis, ben, regarde, moi, je vais y aller. Moi, j'ai pas peur de rien. Je vais y aller, je vais foncer, puis, tu sais, je vais vous sauver, entre guillemets.\n\n[COACH 27:50] Et je vais peut-être assumer les conséquences, parfois.\n\n[CLIENT 27:53] Ben, voilà. Ben, voilà.\n\n[COACH 27:55] Ben, voilà.\n\n[CLIENT 27:58] Dans d'autres emplois aussi, ça a été ça dans des cas de santé, sécurité au travail. L'employeur demandait de faire des choses qu'il n'y avait pas de bon sens. Moi, je dis, jamais je ne vais cautionner ça. Si vous me demandez de tricher dans des rapports de la CNSST, moi, je ne ferai pas ça. Je me soutenais debout et j'ai quitté. Pour moi, c'était en dehors de mes valeurs. Je ne vais pas me mettre à mentir. Mais, c'est quand même un peu le syndrome du héros. J'aimerais ça ne plus l'être.\n\n[COACH 28:34] Oui. Puis la notion, j'entends dans ça un peu coût-bénéfice. Moi, je veux être aligné avec mes valeurs, mais à quel prix? Puis est-ce que des fois, c'est moi qui assure les conséquences de ça? d'avoir peut-être un peu de discernement dans ça, de voir un peu plus de stratégie dans comment je veux montrer ce côté-là de moi parce que j'entends aussi que tu ne veux pas totalement ne plus l'être parce que tu te dis, moi j'ai des valeurs, je veux les défendre à certains moments mais j'entends dans ce que tu dis, il y a peut-être des moments où j'aurais peut-être fait autrement pour ne pas que ça me tombe dessus\n\n[CLIENT 29:08] Oui, forcément il y a des moments où entre autres dans le dernier l'expérience d'emploi, ça aurait été davantage de faire porter le fardeau de tout ça par les gens qui le subissaient. Il y a quelque chose de pervers dans ça, c'est que les gens qui souffrent d'une situation, ils n'ont souvent pas l'énergie ou le courage de faire changer leur situation. Les gens préfèrent baisser les bras et dire « ah ben non, je Je suis jamais capable de renverser ça. L'autre personne est trop positionnée, élevée, puis ça lui permet de faire du harcèlement, mais en réalité, je n'aime pas ça. Mais qu'est-ce qui se passe dans ce temps-là, c'est que les gens, ils vont quitter. Après, ça attend un certain niveau. Quand les gens ne sont plus capables, comme ils ne peuvent pas renverser la situation, ils quittent. Mais ils quittent avec tout le bagage d'expérience, de compétence qu'ils ont.\n\n[COACH 30:06] C'est une grosse perte.\n\n[CLIENT 30:07] C'est une perte pour l'entreprise. Ce n'est pas pour rien qu'il y a toutes les politiques qui disent que le harcèlement, c'est inacceptable dans un milieu professionnel. C'est pour ça que les raisons de base sont extrêmement bonnes, logiques et pertinentes. Mais malheureusement, dans les organisations, ils ne l'appliquent pas ou ils ne veulent pas l'appliquer réellement à 100%. Il y a tout le temps des « oui, mais ». Donc, ce que ça veut dire au final, c'est que dans les entreprises, malheureusement, harceler des gens, c'est accepter jusqu'à un certain niveau. Quand ça devient trop gros, trop apparent, qui vient toucher la notoriété de l'entreprise, là, tout le monde...\n\n[COACH 30:57] Ils sont obligés. Ils attendent d'être obligés de le faire. C'est ça. Oui, oui, oui. Le temps file, Steve, il reste deux points que j'aurais essayé de toucher avant qu'on se laisse. Ce que je ne veux pas être, mais que j'aurais le risque, un risque de devenir.\n\n[CLIENT 31:13] Peut-être de devenir blasé, de complètement décrocher de tout, puis de dire, bof, ça va arriver de toute façon, c'est inévitable, baisser les bras, finalement, devant à peu près toutes les difficultés, puis dire, bof, c'est ça.\n\n[COACH 31:41] Tu sens que c'est quelque chose que tu pourrais devenir, tu sens qu'il y a des signes qui permettent de dire ça.\n\n[CLIENT 31:48] Je ne pense pas qu'un pourcentage de risque est très élevé. Vraiment pas. Mais c'est quand même quelque chose, dans l'aspect des possibles, c'est dans les possibles, j'imagine.\n\n[COACH 32:00] Ok. Puis ce que je ne veux pas être et que je ne suis pas, donc ce que tu n'es pas du tout et que tu ne voudrais jamais vouloir devenir, que ce soit clair.\n\n[CLIENT 32:09] Qu'il est hypocrite, menteur, etc. Un arnaqueur de première. Non, ça c'est sûr que je ne le suis pas et je ne le deviendrai jamais, c'est clair.\n\n[COACH 32:23] Ok, bien écoute, tout ça, ça me semble cohérent. Tu as vu, on a fait comme le tour de la matrice, les différents cadrans. Il y a des choses, probablement dans ce que je vais t'envoyer, il y a des choses qu'on a dit à d'autres endroits, qui vont peut-être se retrouver à d'autres places parce qu'on a comme un peu sauté d'une place à l'autre. Mais écoute, je vais t'envoyer ça, c'est un deux-pages, il va peut-être avoir 2-3 points par section, moi ce que je t'invite à faire c'est de regarder ça, c'est vraiment une proposition, je t'envoie ça, s'il y a des choses là-dedans que tu veux changer, corriger, que tu veux enlever, c'est vraiment ton outil, si tu veux rajouter, des fois il y a des gens qui ne rajoutent rien, des fois il y a des gens qui remplissent toutes les cases, ça varie vraiment d'une personne à l'autre, sens-toi bien à l'aise, puis Puis l'idée, c'est que la prochaine fois, on puisse revoir ça ensemble. Si jamais tu veux même l'envoyer avant, ça peut être ou même une séance de lente, on peut la regarder. Puis ça, ça va nous permettre, en regardant ça ensemble, de voir, avoir une idée un peu plus claire de où est-ce qu'on est rendu. Puis peut-être après ça, d'avoir la discussion sur, OK, notre pivot, on veut l'utiliser vers où? On veut aller vers ce qu'on veut aller vers, justement, d'avoir une continuité dans la carrière qu'on a. Parce que ça peut être de continuer avant du travail, mais dans un autre domaine. ou, comme tu l'as dit, déjà on a touché certains points, comment je peux utiliser mes talents et ce que j'aime faire d'une autre façon. Puis tu as dit, j'ai déjà envisagé le projet de le faire à mon compte. C'est quelque chose qu'on peut aussi creuser. Qu'est-ce qui est possible, réalistement? Quelles sont les contraintes? Puis comment avoir un chemin pour se rendre là si ça peut être un projet qui est intéressant? Que ça te convient, Steve?\n\n[CLIENT 33:59] All right!\n\n[COACH 34:00] Prochaine fois qu'on se parle, quand est-ce que ce sera? ça va être\n\n[CLIENT 34:05] jeudi prochain je m'imagine\n\n[COACH 34:06] oui jeudi prochain ça peut être jeudi prochain même heure si ça te va donc jeudi le 16 juillet à 13h c'est bon je vais t'envoyer ça aussi dans les prochaines minutes Steve merci beaucoup Steve passe une bonne semaine on se reparle la semaine prochaine\n\n[CLIENT 34:28] toi aussi","rapport_genere":"## Principaux points abordés\n\nOkay, let's see. The user provided a long conversation between a client named Steve and a coach. The conversation is in French and covers various aspects of Steve's professional and personal values, his goals, and some challenges he's facing. The coach is summarizing the discussion and setting up a follow-up session. The user then included a request for an analysis of this conversation, but the assistant's response is empty. I need to figure out what the user is asking for and provide a helpful response. The user might want a summary of the conversation, an analysis of Steve's key points, or help with next steps. Since the original assistant's response was empty, I should generate a comprehensive analysis based on the provided text, highlighting Steve's values, his aspirations, the challenges he's aware of, and the coach's next steps. I'll structure the response clearly, making sure to address all the key points from the conversation.\n\n## Informations personnelles partagées\n\nLe client s'appelle Steve. Il a exprimé son désir de ne pas devenir hypocrite ou menteur. Il a mentionné son refus de cautionner des comportements inéthiques, comme mentir dans des rapports de santé et sécurité au travail. Il a également parlé de son tendance à vouloir intervenir dans des situations de harcèlement, ce qu'il appelle le 'syndrome du héros'. Il a également évoqué le risque de devenir blasé face aux difficultés. Il a indiqué qu'il a déjà envisagé de travailler à son compte et qu'il souhaite explorer cette possibilité. La prochaine séance est prévue jeudi 16 juillet à 13h.\n\n## Travaux confiés d'ici la prochaine séance\n\nOkay, I need to process this transcript from a coaching session between Steve and the coach. Let me break it down step by step to understand the key points and themes discussed. First, Steve talks about his professional values, such as not wanting to be dishonest or a fraud. He also mentions his tendency to act as a 'hero' in situations where others are being mistreated, which he now wants to avoid. He's concerned about becoming apathetic or blasé in the face of challenges. The coach helps him explore these aspects, reflecting on his past experiences and potential future risks. They agree to meet again next week to review a document the coach will send, which outlines Steve's self-assessment. The conversation is structured around identifying Steve's core values, areas for growth, and future career directions. The coach encourages Steve to reflect on the document and prepare for their next session. Overall, the session focuses on aligning Steve's professional identity with his personal values and setting a path for future development.\n\n## Date et heure de la prochaine séance\n\n\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Steve Dawson/Jean-Sebastien: Appel avec votre coach-2026-07-09T13:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/245005562664758?p=l0xphSmhDr3P2UwaJb","google_event_id":"f922a60a-7953-11f1-b0da-5626c3618254","courriel_suivi_sujet":"Rappel de notre séance et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Steve, \n\nNous avons discuté de votre récente candidature à une startup berlinoise, de votre réflexion sur la « cultural fit » et de votre stratégie de recherche d’emploi. Vous avez également abordé l’idée d’écrire à un ancien collègue pour une entretien d’information. \n\nVous vous engagez à rédiger une réflexion sur vos valeurs, à rechercher trois entreprises alignées avec celles-ci, et à préparer deux messages professionnels. \n\nNous nous retrouverons mardi 16 juillet à 10h pour en parler. À très vite.","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Career guidance review (strengths), Search Strategy and Networking (Search plan), and Personal Branding as she reflected on feedback received from a recent job application and considered how her values align with potential employers. We agreed that for our next meeting I will review her reflection on personal values and discuss the companies she researched in preparation for a more focused job search approach. We will meet again on Tuesday July 16 at 10:00 AM.","session_summary":"Exploring feedback from a recent job application rejection, aligning personal values with company culture, evaluating current job search strategy, and discussing approaches to initiating professional informational interviews.","enonce_marque_personnelle":null,"conseils_coach":"No specific advice offered during this session.","devoirs_client":"- Draft a short reflection on how her personal values align with the culture of the company she is interested in\n- Research and list three companies in Berlin that prioritize cultural fit and align with her values\n- Practice two concise, professional follow-up messages she can send to the former colleague for an informational interview","speakers_swapped":false,"stats_snapshot":{"language":"fr","time_basis":"duration","total_turns":61,"total_words":5790,"has_timecodes":true,"pct_time_coach":49.9,"time_coach_sec":1029.0,"has_diarization":true,"pct_time_client":50.1,"time_client_sec":1034.8,"coach_turns_total":30,"client_turns_total":31,"pct_questions_open":88.9,"pct_coach_questions":15.6,"coach_questions_open":8,"pct_coach_statements":84.4,"pct_questions_closed":11.1,"coach_questions_count":25,"coach_sentences_total":160,"pct_coach_interrupted":23.3,"coach_questions_closed":1,"coach_statements_count":135,"pct_client_interrupted":12.9,"coach_questions_unknown":16,"coach_turns_interrupted":7,"client_turns_interrupted":4},"stats_snapshot_at":"2026-07-10T19:20:12.976772Z","prochaine_seance_date":"2026-07-16T17:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"eb858e11-05a6-4b01-9bc7-46f495ec1a14"},{"candidat_id":"5631e8af-0fc5-4a05-9fe7-07443bd748c3","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-08T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"planifiee","notes_brutes":"ん Hello, how are you doing? Hey, quite fine and you? Good, good, good. Awesome. How's been your week? It's been pretty good. Yeah. Cheers. oh yeah good good good we're getting some summer now in montreal so that's great that's good we just had a jazz festival a big festival here So yeah, lots of fun. Oh, that's nice. Yeah, what about you? How has been the work on the- the creation of the little text, the presentation we were talking about. Oh. I see some doubts. Yeah, I think what we, I thought what we talked about was we were going to take, well, I thought we were. gonna take this time to determine like what it is that yeah what to zero in on what it is that I want to do because it's I've been doing work on my resume with your other person and she's gone leave and maybe a good. segue into that is you know and also like as I told you before I've been I have to apply to five jobs a week. for unemployment. And, you know, needless to say, I'm applying to some jobs that either, either I'm not really, I'm either above my weight, or I'm not really qualified for, I'm overqualified for, or I don't want, maybe. just because I have to meet their requirement. But sure enough, I got asked to another interview, which is going to... to be next week. And I don't want to make this talk. I want us to stay on what we intended to do because I think that's more important. But this is a good segue to that because it's like they looked at my resume and this is a role that isn't just PR, but it's like PR and marketing. and advertising. I actually love advertising. I loved advertising when I was a kid, but this is not that kind of advertising. This is being like an administrator to buy and track advertising or something like that. You know, it's. not it's something I've never done and have zero experience on my resume saying as much yet they still want to talk to me and it's a company in the medical sort of supplies industry that I really respect and would love to work at, but based on that alone. And when is that? That interview is next Wednesday. Wednesday, okay. It's next Wednesday. But, but. I'm not really, and they asked for a salary and I very skillfully answered it because it was by email. I put like a sort of a higher salary. but it wasn't like a pull down menu. It was by email. So I said, this, I put parentheses. This is an estimate depending on further details about. the job duties and the benefits and any details about the benefits because there's no I didn't haven't gotten anything so I just said this is an estimate But the reason I'm saying it is I really don't, well, I really would like a certain role in that company if it existed, which I don't think. it does. This role is not for me. They're wanting, I think, three people in one. So I elevated in one role. I elevated the salary. I really don't want to do the kind of advertising and marketing stuff that they're mentioning. And I'm bringing this up for this discussion. that you had suggested we talk about because it's like, it's sort of what I don't want, right? Like, so you said, let's talk about what you do want yeah well michael what we can do we can address this opportunity but i i wouldn't want to spend too much time right now on, you know, zeroing in on this, because this is like you said, you might not even want to do this. So I would like to keep it broad to start with. But if we have enough time by the end of the session maybe we can talk about it or or maybe we can plan our next session before the your interview if you want to to talk about this yeah My feeling about that, I thought about that. I don't really want to talk about it more, only in the context, just in the broad, only just to... I mean, my resume is getting interest. I mean, it's another illustration of that, but I only brought it up just because it's... an example. It's not something I want. So I don't want us to waste our valuable time really preparing for that. Because I think I'm gonna I'm just gonna like use that i'm gonna use that interview for practice interview practice and to maybe like in case another role came up she would I mean I'm actually planning ultimately in the interview I think she'll be able to read that I'm not right for it but I'm going to say, well, I'm really strong in this area, and that's why I applied, but this isn't what I'm looking for, and so I'm going to kind of self-eliminate. eliminate myself in the interview if it even comes to that. But I think she'll do the honors instead of me. So I'm not worried about that, but yeah. Okay, so let's start with that. There would be a lot to say about what you just said about the interview, but we'll see. Maybe we'll have time by the end of the session, but let's just focus. And I remember now that you're saying that exactly last week we said about the importance. of taking the time to really dig into what is it that you really are driven by right now and what is it that at this moment now in your life that you want you want to do and just take for the sake of the exercise just for fun okay let's just play together and you're someone who says you're creative Let's just pretend that you have zero, no boundaries or obstacles or constraints or anything. And you talked last week about... improv i remember you talked about this sure comedy yeah um but let's say and and without being limiting without limiting yourself with thoughts like, you know, is there money to be made? You know, what do I have the skills for? If you had, you know, anything was, everything was possible. What would be in your idea? world just for you to exercise what how would you envision what what would you see michael do if he had like this one last job he wants to take on and can do anything well i did i did do a little homework yeah i did do a little homework and just in my head and thought about thought about this what you just sort of along the lines of what you just asked and i mean i have to like be mixing what I mean, using like the skill of improv or just everything's on the table type attitude, right? Like, and that's what you're saying. Which is good, but I'm not like, I also have to mix that attitude with a bit of the practical because I mean, I'm not, you know, whatever, if I said something. like well I want to go on tour as a stand-up comedian it's not that that doesn't you know that's fine and dandy but it's not I mean, I could be wrong unless, you know, you have connections to, you know, comedy nightclubs. What is appealing for you in this kind of job or industry role? What is appealing for you? You mean doing stand-up comedy? Yeah. Why would you find that interesting? What drives you towards this? Well, I think that I... make observations that most people don't recognize. and put them into words that are very good and funny. But, I mean. And I don't necessarily think the end goal is necessarily funny, but it is just thought-provoking. You know, so that's like, I'm just, if I'm just like talking to you, kind of like even putting, like you said, putting career. and making money aside. That's just that's what I'm good at. I mean, I was doing that when I was like 12 years old. I used to make up make up little things like phony things but like just make-believe you know uh and i would come up with stuff that was that was actually very funny. But I mean, it wasn't. And then it wasn't really designed to be so much thought provoking but just probably when you're like 12 or 13 some of it's just to get attention right you know because you're like an adult pre-adolescent adolescent or an adolescent you just want to know hey notice me look look what I did but but I don't know I just actually I did it for myself because that was what i enjoyed doing it was uh it was definitely creative uh and it all came with like I guess a lot of it, I guess a lot of it fell around fooling people, deceiving, deceiving. people, but just not to like, not to commit crimes against them or to, you know, take from them, but just to be funny. guess, to like, you know, what do they call that? Like satire or that kind of thing. So, so yeah. that's that's that is something that uh and i'm just like speaking to you like again this isn't like practical career We're not there yet, Michael, because what I hear from you is saying, okay, I'm someone who observes. You can observe all these things. i say i can be thought provoking with my words using the power of words to provoke yes to be funny if you can be funny i might not always be funny But if I can be funny, you know, if that was an option, it would be great. And you said when I was younger, that allowed me that the reason I was doing this might have been to. attention. Now that you're an adult and you grew older, why do you think it would be important for you at this? time. That's good. And I'll answer that. And by the way, I should clarify that getting attention, I think was just like, you know, I don't know. what you want to call it like a psychologist observation or something I forget the attention because I did it for my own satisfaction it wasn't like hey I'm going to do this because I want to get attention that wasn't where I was coming from but just just as a clarification but and and ironically what I was doing was actually a form of, it was like, it was like pretend advertising. I was doing a lot of pretend, I mentioned advertising. advertising and stuff but it's a completely different thing than this role is about it that's just like running the ads that the company has and then you know, making sure they appear every month. That's all they want me to do. It's not about the creative part of advertising. So, but that's just, that's an aside. So, but it is. To understand what I was doing when I was younger was advertising. But you said what your question was, what is it about it? why would it be important for you what difference would it make to to be able to do this okay to do it in your life yeah and this fits in with what when I was thinking about what mixing the what it's deep in my heart with the practical this fits in with it a little bit it's what i liked about it is it's using using which is sort of what i've done my whole life i guess but i i guess in some way everybody does it in in certain profession most professions but using words to persuade people right And persuade or educate or shine a light, you know, that kind of. of thing so it's not just because like an advertising for example is just so you don't understand it wasn't like in advertising you're persuading somebody to buy something, more or less, right? Or take some kind of action. And this is. this is, yeah, that and that's what I wanted. So when I thought about what I'd really like to do is ways like that's why I put I've done a little bit I only started doing this just a few years ago within the last five six years as part of my freelance work consulting work and that's copywriting you know like um could be I mean I've done like letters you know to that persuade people to join a program at a company or something like that. I enjoy even, I enjoy coming up with words. So it's not just there, like, there's a similarity. There's a pattern there. But there, I'm not trying to be funny, certainly. And I'm just trying to use words to persuade. So, and I have never really... I would like a full-time job doing that. The problem is, and that's more practical than wanting to be a stand-up comedian, say, because... you'd be working for a company in a role, but it's also not. And I've been looking just Within the last few days, I've applied for a few of these jobs for copywriting jobs, but it's also not the most stable. you know, career necessarily, because it's the kind of thing that gets cut or eliminated when companies try to tighten their belts, you know. But anyhow, I'm just thinking out loud, and I know I didn't really answer your question necessarily so well. Well, there's something in what you're saying about. about raising awareness about using the words and and getting people to either you said i can sell said people to sell programs to people and so they can sign up for something or uh so there's this idea of selling but there's also i i hear getting people aware of a message to convey, and if it was, you know, in your ideal world, if everything was possible and... Every kind of organization had a lot of budget and money. What kind of awareness would you like to raise? What kind of message would you like to come to? Well, I mean, I'm not quite sure what you're asking here. if I mean you know it could be anything yeah but if you had to pick if you had to choose among every kind of message or type of messages or type of content, or what would you ideally would like to spend your time on? Because we all have limited time, right? what would you make you feel that you're using are you are you i guess are you asking what like what industry would i like to do this for It could be the industry, it could be what kind of impact do you want to have with your words, with the messages, and it could be related to the type of... of industry, it would be related to what is it that you want people to, the kind of action that you want to, the kind of reaction you want to sell. from people yeah I think it's really more that that I just want to be doing something where I use my words to, you know, persuade, influence. it could be anything from getting them to people to buy a product, join a program, anything, anything. It's hard. it's hard for me to say it's not like you know I mean it's not like I'm going to come out and say well you know, X or Y political issue or something like that. That's not it. Or The reason I'm asking that, Michael, is that you mentioned you want to be thought-provoking in what your kind of communication you're using, right? So for me, it's like selling could be like buying a product. Yes, it could be thought-provoking in some way. But when I heard that, I felt there was... something a bit beyond like buying getting people to buy a product yeah that's the that is that that i'm glad you brought that up that's the writer in me that's the one that's like what a comedian stand-up comedian would do it's what a a i've dabbled in explored, you know, various forms of other writing, you know, let's say I haven't done attempted this yet, but like a novelist or something. That's what That obviously someone who's a comedian or a novelist, or let's say a songwriter, a songwriter, that's what they're trying to do. They say that, well. not i mean not all of them some of them just make music to make money and it's not you can by listening to it you does it's not really that provoking it may be provokes people to whatever to dance or something but but people who are song i'm always with the emphasis on the word writer someone who's a song writer is trying generally they're trying to be thought-provoking right and it's funny you just said michael because you said i don't like these singers who just write songs to make money. So they make songs to sell. They say, I like the ones that have, and I hear something like to have a message. they have something that they want to say well yeah yeah i mean yeah those are yeah i mean like whatever my my i mean those are the kinds of songwriters that i've always liked for example i mean like whatever bob dylan is is my all-time favorite to give you. But I mean, there are plenty of other people who are, who, and you can trust me, they all look up to him too. But who are below him but in the same vein but but i'm not and i i did play the guitar a little bit and dabble i'm not trying to be a songwriter I'm just, I use that as an illustration. I've never attempted to write a song either. I only use that in the sense that in the same- bucket is as it's even less of a bucket i could sooner be a stand-up comic than a songwriter because i've at least dabbled little bit as a standup comic. I've never even attempted. I'm just using that as those are and what you were saying being thought provoking. But I don't know if being thought-provoking, that's what, in my heart, it's maybe what I would most want to do. But... But, you know, what is the but, but I mean, there's something there, but you're not necessarily going to make a living. I mean, I could, I could say. okay, I could want to be a poet or a sculptor, you know, and poet or sculptor, I think they want to be thought provoking, right? Most poets and sculptors. or, or maybe they just want to express themselves, but if they want to make a living at it or something, but how do you make a, how many poets do you know that make? a living of being a poet. There are very few. Well, an example I can give you, I don't know about in your area, but here in Montreal, I know I've been involved for many years. years and still am in not-for-profits and I've run not-for-profits and sometimes we had causes to promote, you know, and we had to work with social marketing firms. that would have copywriters for sure that would write stuff oh yeah but they would write it on the message would be to sell the cars. Yeah, I could do that. I'm glad you brought that up. I mean, I could definitely work. for a non-profit. I mean, if I, you know, not all non-profits are necessarily good, just by definition. just because they're a non-profit doesn't mean they're good but if I believed in the cause that I hear you. But if you're going to ask me what, you know, which I can't really tell you what the cause. what cause it would be. And if I narrowed it down to a cause, you know, I might have a hard time getting a job. you know I'm open to many I guess is a short way of saying it yeah at the same time you know, you're saying I'm willing to work for, you know, firms or companies that would make me sell a product, you know, so you don't know much about the product neither. Right. So it could be, is the cause good or bad, is the product good or bad? We don't know until we're, we're there. Right. And I only wouldn't do that. The companies I do that for, like this one that I'm having interviewed, the product is like the leading product in the market and it's very good. for a healthy causes. There's no dishonesty. It's, it's good. I mean, there's no, but, but there are other elements that are discouraging me separate from that. But yeah, I'm just using that as an example of that's a company that if it was the right role, I'd be more than happy. be selling, you know, doing any kind of work copywriting or even certain things like media relations that maybe I'm you know not necessarily that I'm still good at and I would do it to make to have a job you know But that's not what we're looking here for, Michael. We're not looking for just something to have a job, right? You told me I'm looking for possible. possibly the last job I'll ever have, right? So there's a willingness to be picky on this one, right? There is, there is. there's a willingness to be picky uh-huh and and we're getting short on time but but i hear a lot of things about you know what you're looking for there was this no i really grab on the thought-provoking about wanting to have some sort of impact raising awareness through the power of your words. And through our discussion here, I was trying to get to have a broader perspective on what kind of industries it could be because it could be yes to sell products it could be to sell causes it could be you know you have unions out there trying to sell causes or you know sell their views So, you know, sometimes these people, we think non-profit, not-for-profits don't have money. Some of them, they do have lots of money. Like, they have huge budgets. Because... lot of supporters pour money in it right sure so so but the idea was just to broader the perspective and when the the time we have left i you just touched about you compared to the position for which you have an interview next week you said yeah this product is good you know it's all it's natural and you know i see the benefit of product, but there are things I don't like. And can you just give me a few examples of what is it, and could be in this example or more general, but what... is it that would make you say nah this is not a good fit for me i don't want to do that you mean back to talking about that particular role well it could be that an example but you can also be a little bit broader but what would be you know we talked about what you're interested in what is a no-go you know i want to do that well this particular yeah it's like want me to be like an administrator on arranging like events and advertising i mean i i realize that when you have a role like this, you can't just be sitting there and let's just say whether it's even media relations or copywriting, you can't just be sitting there. doing that, you have other roles that are more unpleasant, you know, doing budgets and purchase orders and things like that, you know. You don't want to do this. You don't want to do the administrative work. I would do some of that, but I think they're asking... They're trying to squeeze three positions into one. And it's going to become four positions into one when you're going to start. That's probably what's going to happen. Yeah, it doesn't, it doesn't say, this doesn't sound right to me. I basically applied to it because I, well, I respect the company. I was just. trying to meet the unemployment quota of applying um but yeah but that's that's that but but I'm not sure what you were asking there. So what I'm hearing is that you answered because what I hear is that you're looking for something where you have some. influence on how the message is conveyed, maybe even have your hands on the message, but you don't want to get into the nitty gritty of... You know, I need to purchase a budget of publicity and go put the ad on Facebook and do all these little stuff that some other people want to do. i'm willing to do some of that i don't want to sound like because otherwise i i mean i'm never i'm probably never going to get a role if i'm not willing to it's just I was just describing to you that that's like, it's really, it's 30, one third this, one third. that and one third that not I'm willing to do a purchase order and put an ad there if that's like a small part of it it's not like I don't want any part of that because if I had that attitude, I'll never get a job. But yeah, it's just, it's Yeah, but you say that's not your ideal. I understand, yes, you don't want to be too picky or you might not get anything. But at the same time, why we're doing this exercise today is to get to produce this little paragraph that describes not what you're willing to do if we have. had to strong arm you and you're forced to do it. But what is your ideal? What do you want to do? And when this is clear, then you have better chances of having a fit that is closer to what you're looking, maybe not 100%, but definitely closer than if you write something that is not clearly what you want. They're too broad, and then you might end up with having what you just described, having positions that they try to fit in too much stuff. And that often comes. when it's new organizations that they want to have in-house someone that does everything. So is this the kind of position, you know, to be in-house and to do the everything, or to be, let's say, in the firm that they have different people doing different parts of what has to be done, and then they might have. they might have the opportunity and the resources to hire someone just let's say for the copy editing or just for for the part that you like and that you feel that you're really more right Right. And that's where I've, those are the kinds of roles I've had before where I was more specialized. But I think another way of looking at this, which I think. might be helpful is this particular job that that I have the interview with I think the title I think they give it the title of senior manager and there's a one direct report i believe i have a direct report on that would be under me So I think that the key is, I think at this point in my career, I probably would be better off. Like doing like a role that where I'm not like in as much of a managerial role, but like focus. on this the specialty involved whether it's writing copy or yeah does that make sense because otherwise otherwise the expectation is that you got to do this this and there they'll be so does that I think that might be helpful in understanding what i want yeah yeah well i mean it's it's it's your choice and i think that making this choice at this moment in your career is deciding you know i've tried different things. What is it that I really want to spend this time I have left in my career on? And, you know, ideally to do something that you really want to enjoy. and the least possible of the things that you don't enjoy. You know, I think at the point that you can, it's not being pretentious, but it's like, well, you know. If you have the possibility to have this choice, so to get to this choice, the importance is to have, like I said, to be really clear on what. So what I can say, do Michael, I can send you maybe a few notes of what we just discussed today. It won't be in the big document, the matrix, but just maybe. a few points of what we've discussed. If you want to take that, play with it a bit. And the next time we talk to see, OK, how how can we maybe come up with two, three sentences that would encompass this? And this is really the hardest part of everything we're going to be doing today. because it's really you know how to nail this around what is it that I want right now And we touched a lot of things today, you know, but I think really for me, what really stood out is this part of the thought provoking to be at the level that you really are. specific on on the copywriting on the choice of the words on on and and is it that you want to write the words is it that you want to advise on writing writing of the word, or I don't know, eventually educate on the writing of the words, you know, there's could be different ways to approach this, but I feel that you don't want to be at the level of the... administration. This is that I could be, I could do it, I know, I could do it, but I feel the friction. No, that sounds good. I'll give you a really good example that just hit me of a role that I had in one of my freelance jobs. It ended about two years ago because the company. was a startup company that went under, but this wasn't writing, but this is an example. We'll give you a picture. of what I like, love to do. Their job was, here, I'll even just get, I'll give you the description. right now off the resume that describes it. It was an employer branding agency targeting the talent life cycle from attraction to recruitment to retention and beyond so in other words there were like they're there sort of like an employee branding. In other words, their job was working for companies to help attract recruiters. recruits. Okay. And they would do, they would do a profile each week. They would do like a profile of somebody by asking them questions. Somebody. else on our team interviewed them and did a short Q&A, four or five questions. My job was to edit that, to edit that. on the surface that sounds like kind of boring but actually I would and we we obviously I actually we could read order the questions. We never change the words of what the people said, but I would help sharpen the language that was used. so there'd be like a short intro and I would sharpen the language and those things and I actually loved doing that. And some of it was taking what somebody said and then I would say, well, we don't want to include that because that's not going to. attract people to want to apply to these companies right because that's what that was the purpose of these little things so I don't know I'm telling you this it's a little bit of a sidelight but it's another it's that that's not writing that's editing but i'm i had a ball doing that i love doing that uh it's more than editing michael you said and it's sharpening is bringing clarity it's you know having more impact with the words it's transforming the words to make them more impactful in some way exactly exactly so that's why i just wanted to i wanted to just give you that when you give me the points to work with and I'll make a note here of that role just as an example but I mean, yes, copywriting would fit the bill, but it doesn't, if there's a common thread, it's like working with words. to persuade is sort of the high the high level of it is working with with words to persuade And so that that's another example. So it doesn't have to be writing. It could be editing, but whatever. I mean, I just threw that out there. well that's really useful michael thank you for pointing this out and and so i'll include this also uh so i'll try to send you that uh probably today or at least tomorrow. And if next time we could look at that, maybe get back on the interview you've had if you want. to talk about it. But we're getting to a point that we also need to work on the LinkedIn profile at some point. Did I told you a bit about this? how we can approach you. Well you sent me the guide for it, yeah, yeah, and that's a, you can look at It's quite long. Maybe we can focus, but I have a few strategies I could share with you to really, you know, if you say I'm just to leave. you with that, and you can maybe start to think about it this week. If you want to be seen as an authority, you know, in what you say you have as an expertise because that's what you want. You want to be the first choice. If you're second choice, you don't get the job, right? That's the thing. So you need to be the first choice of whoever you know, has to see your candidate, your application. So to be the first choice, people would have to decide between you and someone else, what could help to have this little edge is how am I perceived by others as being an authority and being genuinely interested in what I say is my... expertise and we can use we can use words for sure to say it we say you know i'm good at that but we can show it also and to show it be either to show what you've done that can be seen publicly, maybe not, maybe lots of the work you've done are for internal purposes, But if you have things that can be seen, can be read, how to showcase them. But also one strategy that we often use with candidates is use. LinkedIn as a tool to show through your profile what are the kinds of groups or pages that you follow. that you like to demonstrate that you're truly interested in you know in knowing what's what's what are the latest trends what what's happening in that field And that could even be good just to know about what's happening in the industry, just to know about the latest. trends and sometimes just drop stuff in the interview to show that you're on top of the game. So those are things that we can discuss. later on but i just wanted to drop it here if you want during the week just to think about if someone had to go and see my profile what could show them, not just by the way I'm saying that I know stuff, but what could show them that I should be their number one choice. uh and that can be visible in the way i present myself so i just leave that with you so if you want to reflect a bit on that during the week That's good. I think the only problem with LinkedIn, and I think I described this to you in our first, is my LinkedIn basically. more or less cuts off 12 years ago uh because because when i left my last full-time role i've had this series of like like six to eight consulting part-time jobs, including the newspaper. And I don't include any of them on there because because they're not they're all on my resume but they're not on my LinkedIn because I'm going for certain things. And as I described, a lot of people, if they see newspaper job, I'm off the list. I'm off the list. they won't hire me then is it so it's okay if you have because i think the way you last time i saw that thing you put like something really more vague like uh rider something to just a placeholder right in the time so that people don't think that you fell off the earth for 12 years. But it's okay, we could discuss that. maybe one workaround is do you think you could have some people that you've worked with that might or not be associated with newspapers, but if they're broadly associated with the communications industry, do you have people that could share testimonies about you? that could be references for you yeah i think i might be able to i have some on there i well i i have they have the linkedin as the skill thing and endorsements and and things like that but they're not like written okay but vouched for you for skills not on not i think that i could get them to do it but uh i don't have anything up on the my LinkedIn profile other than what they call skills and endorsements. Like, you know, like where they say he's good at writing. editing, media relation, you know, certain things like checkbox, you know, like 40 people say he's good at that, 50 people say he's good this this is good but what is even better if if you have people that can write a short paragraph and and what you could think for this week is who could be those people that I would feel comfortable to contact, and possibly coach them, not like I'm doing you like I'm doing the coaching here, but, but just to point them in the direction so you know could could you you know i'm looking for something right now i have someone who is helping me building up my linkedin you know i've been advised to get some testimonies. Would you accept to give a testimony along these lines, you know, about what and just tell them what should be important to point out because we don't. what people can write, if at least we can tell them, not writing for them, but to say, these are the kind of points that I find could be important. for me but also relevant for what i did with you okay and so not not to do it this week but just maybe to start to think about this so that next week we can work more more on this. And this, again, can seem to be a lot of work, right? But it's sometimes the little difference, the little advantage that we're going to see. that could sometimes you know give you the upper hand okay okay and should we and should we make our appointment yes for for next week i think yeah i'm thinking that interview is on is on the 15th a week from today uh so that would not be the best I'm thinking maybe maybe it would be better to do the 16th I don't know yeah sure because I don't want to What I don't want to do is I actually don't want to really do it before the interview and make the interview the focus because I think it's it's not. really a role that I think is right for me and so I think us with us having limited time I think you know well I think there's some you there are some uses in talking about things like that I mean was a good jumping-off point to talk about what I do want but so how about the 16th yeah yeah 16 can work at the same time yeah yeah you said two it's two o'clock your time yeah yeah so it would be it would be uh whoa let me let me look at this let me just put it on on here make sure so it's the it's the 16th yeah 16 at two o'clock at two o'clock my time yeah yeah That will work? Yeah. Awesome. Cool, cool. Yeah. So I'm going to send you the invite with a few points. on what we've discussed and a little summary of what things you can also think about this week until next week sounds good Michael? Perfect. I appreciate your time. I know I'm not, I don't know, most people, well, maybe a lot of people don't know exactly what they want to do. do but in my case it's sort of a you know why oh you have it in the back of your head i feel there's something there it just has to come to the front yeah i appreciate i appreciate your efforts yeah yeah it's a pleasure michael cool so we'll talk again next week then okay thank you Bye-bye.","rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Michael Sperling/Jean-Sebastien: Call with Your Coach-2026-07-08T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/215712915519019?p=CYpmDopi6sGwnPkfHC","google_event_id":"f8fc167a-7953-11f1-b0da-5626c3618254","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":{"language":"fr","total_turns":0,"total_words":0,"has_diarization":false},"stats_snapshot_at":"2026-07-10T18:41:47.409097Z","prochaine_seance_date":"2026-07-16T19:00:00Z","prochaine_seance_confirmee_at":"2026-07-08T19:47:27.831732Z","etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"1715d20d-3a70-40bd-a5fe-25bdcfe15b54"},{"candidat_id":"bf50052b-b4e7-47c5-8a8f-536fecbaf313","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-08T18:00:00Z","duree_minutes":30,"type":"Virtual","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Anitha Gondipalli/Jean-Sebastien: Call with Your Coach-2026-07-08T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/230264528098754?p=z3kbrJVFPE5UpKXvhC","google_event_id":"ef12acc8-7953-11f1-8a7a-5626c3618254","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":"No specific advice offered during this session.","devoirs_client":"- Finalize the 'departing story' using the framework we discussed and practice delivering it aloud\n- Identify three potential employers she is most interested in and draft a tailored follow-up email to each\n- Review the job search strategy tools again and select one new tool or technique to implement by the next session","speakers_swapped":false,"stats_snapshot":{"language":"en","total_turns":0,"total_words":0,"has_diarization":false},"stats_snapshot_at":"2026-07-09T01:17:20.029414Z","prochaine_seance_date":"2026-07-10T22:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"edccac22-9e1c-4772-bee3-5859d3c9c1f1"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-07T20:00:00Z","duree_minutes":30,"type":"Virtual","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-07-07T16:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/236103664358138?p=nC1CHa7HVzfvSY8wJW","google_event_id":"f822d388-7953-11f1-8a7a-5626c3618254","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":{"language":"fr","total_turns":0,"total_words":0,"has_diarization":false},"stats_snapshot_at":"2026-07-07T20:05:31.580489Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"7160423b-4091-46eb-b1a1-1ed515e9b0c3"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-07T18:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"What\n\n=== Fichier uploadé : 0ceadb77-5aed-4921-bb6f-5b710b89254a.m4a (2026-07-10 06:55) ===\n\n[CLIENT 01:13] Salut, Mathieu! C'est un volume de volume, parce que je ne t'entendais pas.\n\n[COACH 01:18] Ah, est-ce que tu m'entends? Hein? Est-ce que tu m'entends bien?\n\n[CLIENT 01:23] Oui, non, c'était mon volume de mon ordinateur qui n'était pas assez fort. Je t'entendais, mais pas fort. C'était moins le problème.\n\n[COACH 01:30] Bon, bon, super! Comment ça va, Mathieu, aujourd'hui?\n\n[CLIENT 01:33] Moi, ça va bien, ça va bien. J'ai passé une semaine chargée en activité. fait que j'étais allé au festival de jazz, j'ai bu un ami, fait que c'est ça, puis j'ai...\n\n[COACH 01:47] Ma question pour toi, Mathieu, sur ça, est-ce que t'as essayé l'Iconoglaces? Tu sais, je t'aurais parlé de la place à Crème glacée ou pas du festival de jazz.\n\n[CLIENT 01:56] Non, je l'ai essayé, je l'ai essayé, mais écoute, je vais t'expliquer, tu sais, c'était en plein festival de jazz, il y avait une très très grande rive d'attente là j'ai dit à mon ami j'ai dit je vais aller mais pas là parce que c'était vraiment long je t'en veux pas trop\n\n[COACH 02:20] mais il faut l'essayer oui\n\n[CLIENT 02:22] mais par contre quand c'était dimanche je me suis promené au canal de la Chine proche du marché J'ai essayé, je ne sais pas lequel des deux qui est meilleur, Avre des Glaces, c'est aussi une crènerie qui est artisanale, un petit peu probablement comme l'Iconoglaces.\n\n[COACH 02:51] Par contre, on se partage des bons plans Mathieu, c'est bien. Oui, tu t'es laissé au bras ou c'est-tu une gaisesquette? Non, ben non, écoute, non, c'est bizarre à dire, c'est des camerises, excuse-moi, parce que tantôt, je suis allé ranger des trucs dans le congélateur, je me suis accroché après un sac de camerises, fait que c'est, oui, c'est vraiment une marque de camerises, tu sais, des petits fruits, là? Ah, ok, ok. Oui, oui, excuse-moi, je me suis juste beurré, là, j'ai pas eu le temps de... Ah, ok, ok, bon, il y a pas de souci. Mais j'essaie de me simuler, entre les deux rencontres, je vais aller nettoyer ça, là, ça a l'air un peu bizarre, c'est vrai, pendant les rappels.\n\n[CLIENT 03:24] Oui, il n'y a pas de souci. Cette semaine, qu'est-ce que j'ai fait? Écoute, j'ai fait des choses, mais pas dans notre programme. Là, je ne sais pas, on va peut-être regarder d'autres choses, mais je n'ai pas commencé à regarder pour le LinkedIn. J'étais bien occupé en activité, mais une chose que j'ai faite, c'est qu'il y a beaucoup des technologies qu'on n'utilisait pas au travail, que là j'ai commencé à regarder. Parce que je me suis dit, si jamais ils me demandent ça en entrevue, comme des entrevues techniques, c'est quand même important que je sache comment est-ce que ça fonctionne exactement.\n\n[COACH 04:10] Ouais. Comme quoi, par exemple, à quoi tu penses en particulier?\n\n[CLIENT 04:16] Bien, tu sais, par exemple, il y a des technologies comme Docker, par exemple, que nous, on n'utilisait pas. C'est comme si tu fais un environnement isolé pour ton développement. Comme ça, ça ne l'affecte pas tout ton système d'exploitation exactement. fait que j'ai regardé ça, puis aussi les technologies, tu sais, le petit budget que je t'avais montré la première semaine, tu sais, c'est comme Tensure IT, j'ai regardé ça, tu sais, c'est quand il est fait exprès pour la vision par ordinateur, comme pour embarquer, exactement. Puis aussi, tu sais, j'avais réfléchi un petit peu qu'est-ce qu'on avait parlé, tu sais, c'est comme l'analyse des besoins. C'est vraiment 55 ans. Tu sais, c'est vraiment comme... Fait que là, le sous-dit, c'est comme peut-être si on pourrait regarder, voir comment est-ce qu'on regarde les deux... Tu sais, comme dans le paragraphe, là, tu sais, c'est comme mettre... Tu sais, je me dis c'est combien, c'est ça que je sais pas. Je sais, je sais pas si c'est ton enfant, mais ça me dérange quand quelqu'un qui se connaît. Ça ne me dérange pas parce que tu étais là. On dirait que tu essaies de te cacher là.\n\n[COACH 05:37] Oui, c'est ça. J'étais comme, hop, j'ai vu que tu fasses là.\n\n[CLIENT 05:40] Mais ça ne me dérange pas. Ça ne me dérange pas. Exactement.\n\n[COACH 05:46] Oui. Ok. Donc, tu dis, ok. Donc, on va aller chercher ces connaissances-là complémentaires. On va aller bonifier ton profil. Oui, exactement. Et ça, c'est des connaissances qui vont prendre, est-ce que ça, ça prend un certain temps d'aller acquérir ces connaissances-là? Comment tu vois ça dans le temps, là?\n\n[CLIENT 06:06] Oui, mais tu sais, je te dirais, c'est que ça peut prendre un certain temps, tu sais, pour vraiment que ce soit, admettons, c'est un exemple, que si j'ai une entrevue technique, qu'on appelle, tu sais, tu peux pouvoir la faire exactement sans avoir un cabochon, comme on dit, là, exactement. Exactement. Parce que souvent, dans des entrevues techniques, il y a le stress pour que ça coule exactement. C'est ça que j'ai fait. Mais aussi, il y a eu des activités. J'étais moins dans mon truc.\n\n[COACH 06:41] Puis ça, Mathieu, quand tu me dis, si tu veux aller chercher ces compétences-là, ces connaissances-là, il y a un intérêt de ta part, mais aussi parce que tu vois que ça peut présenter un intérêt pour l'employeur d'avoir ça, ces compétences-là.\n\n[CLIENT 06:55] Oui, et même je te dirais que c'est vraiment des affaires malheureusement, parce qu'à mon ancien employeur, c'est des affaires vraiment comme basic, que tu ne peux pas vivre sans ça, dans d'autres entreprises. Parce que l'entreprise où je travaillais, sur certains points, ce n'était pas une entreprise de développement logique. Tu sais, c'est que moi, j'étais comme un développeur de génie, mais si je ne maîtrise pas ces outils-là, je risque de me faire comme, on va passer à notre appel.\n\n[COACH 07:34] Ce que j'entends dans ce que tu dis, c'est que j'ai besoin de ça de base pour pouvoir être considéré même. Mais est-ce que tu dirais que ça, c'est quelque chose qui va te démarquer par rapport à les autres? Ou c'est, j'ai besoin de ça pour, à tout le moins, ne pas être exclu au départ?\n\n[CLIENT 07:51] Exact, c'est ça, j'ai besoin de ces affaires-là vraiment pour ne pas être exclu, c'est ça exactement, ne pas être exclu.\n\n[COACH 08:05] Ok, puis maintenant, de quoi tu aurais besoin pour te démarquer les autres? Parce que là, j'ai comme l'impression, la façon que tu en parles, c'est comme si ça c'est du rattrapage. moi je veux être à niveau toi ton objectif si tu veux être choisi dans une sélection c'est d'arriver le premier si tu es deuxième, tu ne seras pas retenu il faut que tu passes devant une autre personne qui peut-être va avoir la base comment se démarquer par rapport à cette personne\n\n[CLIENT 08:36] moi je te dirais que c'est une grande force que j'ai que ce serait de trouver peut-être une façon de le dire en entrevue, c'est qu'on avait parlé un petit peu, je pense, la semaine passée ou il y a deux semaines, c'est que je vais plus essayer de trouver la meilleure solution. Je vais peut-être être quelqu'un que quand je travaille, je vais sortir de ma zone de confort pour trouver le meilleur produit. OK? Versus que si je tenais, maintenant je t'ai un exemple, que je suis bon en tel langage de programmation, puis là je vais dire à l'employeur, on va le faire en tel langage de programmation parce que je suis bon avec ce langage-là, mais que le langage n'est pas du tout bon pour qu'est-ce qu'on va faire. Je te dirais que c'est pas mal ça, ma force. C'est comme un peu peut-être comme toi, que tu t'adaptes avec la personne que t'as à l'autre bout. T'es pas le genre de personne qui a ton programme, puis c'est fini. Moi, je suis un petit peu pareil comme toi, exactement.\n\n[COACH 09:54] C'est ça. Fait que j'entends que tu as cette volonté-là de proposer les solutions qui sont les plus adaptées, et t'as une franchise à exprimer. C'est lorsque tu vois qu'il y a des choses qui peuvent être peut-être différentes. Si l'employeur dit « moi c'est ça que je veux avoir », tu vas te permettre de dire « selon mon analyse, selon ce que je comprends, il y aurait cette autre option-là qui serait probablement meilleure. » D'arriver à proposer quelque chose qui peut-être va au-delà même de ce qui était à la base le devis.\n\n[CLIENT 10:23] Oui, oui. J'avoue, oui. Intérieurement, je suis quelqu'un comme ça. Intérieurement, je suis quelqu'un comme ça. Si on enlève le bout que j'ai perdu de la motivation, mettons comme ça, c'est effacé, c'est comme au poubelle. Je suis quelqu'un comme ça qui va chercher la meilleure solution pour la personne et aussi, même si la meilleure solution pour l'employeur ou le client me demande plus de travail. Même si je l'ai fait à la compagnie, mettons un langage de promotion que je ne connaissais pas du tout, quand le C++, le langage était plus performant pour ce qu'on a, j'avais convaincu les gens de le faire en C++. Je suis prêt à travailler plus fort.\n\n[COACH 11:23] L'exemple que tu viens de parler, l'histoire du C++, ça, est-ce que c'est un exemple que tu sens que tu seras en mesure de partager? Est-ce que c'est quelque chose que tu peux partager, même que tu as le droit de partager? Mais si tu te demandes un exemple de ça, comment ça se manifeste concrètement, ce que tu dis? Au-delà de le dire, moi, je suis comme ça, concrètement, comment ça se manifeste?\n\n[CLIENT 11:46] Concrètement, c'est que si je me rends compte que quelque chose qui est plus approprié, qui va faire un meilleur job, un langage de programmation, des outils des librairies je vais utiliser ces librairies-là quitte à les apprendre ça va être peut-être plus long au départ mais à long terme ça va être mieux parce qu'on va avoir un meilleur produit ok\n\n[COACH 12:20] et si tu avais à expliquer ça à quelqu'un parce que là l'idée, on va en venir parler de ça, tu dis là peut-être dans les prochains jours on veut travailler sur l'histoire du LinkedIn on va en venir Mathieu à devoir arriver au point où on va avoir l'énoncé de marque personnelle comme on disait là de résumer en un court texte quelques lignes justement ce que tu viens de me dire là comment ça représente une valeur ajoutée pour les gens qui voudraient être recrutés qu'est-ce qui ferait que ces gens-là diraient Mathieu c'est la personne c'est la personne hors de tout doute par rapport aux autres qu'il nous faut. Il va falloir en cerner ça.\n\n[CLIENT 12:59] En 3-4 mots, là, ça l'a bloqué. Là, ça l'a bloqué. Je t'entends. Ok, là, c'est correct. Il y a juste peut-être les 30 premières secondes. Je pense que j'ai compris ta question. Je te dirais que ma grande qualité, je suis quelqu'un qui veut se surpasser. Qui veut se surpasser pour donner un meilleur produit pour la personne. Exactement. C'est ça.\n\n[COACH 13:38] Et ça, est-ce que tu considères que c'est quelque chose qui est attendu de base par les employeurs ou qui est vu comme étant un plus, mettons? Quelque chose qui ne s'attendrait pas à avoir chez un employé?\n\n[CLIENT 13:53] Je te dirais peut-être Pas comme une qualité comme « wow », mais une qualité qu'il faut qu'elle aille. Il y en a beaucoup qui ont cette qualité-là dans mon domaine.\n\n[COACH 14:19] Fait que c'est comme un prérequis, dans le sens que quand les gens ont à choisir un employé, ils vont s'attendre à avoir quelqu'un qui va vouloir faire le petit plus, qui vont vouloir aller chercher le plus le petit edge de plus tu me dis, oui ils peuvent s'attendre à avoir ça, ça ne sera pas le wow tu l'as dit, c'est pas le wow le défi c'est comment prendre ça, mettons cette partie-là comment ça peut devenir un wow comment en arriver à peut-être en rajoutant c'est là quand je dis on va travailler sur le texte c'est comment en arriver à dire ok moi j'ai cette volonté-là d'aller chercher la solution la plus optimale, d'aller me former si j'ai besoin. D'aller proposer ce qui est le meilleur dans une situation donnée. Là, ça va être de voir comment on peut aller rajouter un peu de « wow » dans ça. De le dégager.\n\n[CLIENT 15:08] Je te dirais que peut-être que je suis quelqu'un que, contrairement à d'autres personnes, que si je regarde la compagnie que j'ai travaillée, qui va faire beaucoup de recherches. Tu sais, avant de me mettre à coder, qu'est-ce que j'ai de « wow » que je peux dire comme vraiment, et ça je l'ai remarqué même quand j'étais étudiant, je suis quelqu'un qui a une bonne analyse sur le problème. Tu sais, ça je peux dire que c'est ma force, exactement.\n\n[COACH 15:51] Qu'est-ce que ça te permet d'avoir cette capacité d'analyse?\n\n[CLIENT 15:55] De s'assurer, au départ, qu'on ait la bonne solution. Parce que si tu ne fais pas une bonne analyse, je vais te donner un exemple sur un auto, tu Tu construis une voiture, puis là, tu te dis, OK, on va construire une voiture, puis là, tu construis une voiture sport, ces affaires-là. Puis là, finalement, ton client, c'est un véhicule tout-terrain qu'il voulait avoir. Tu comprends? Fait que là, c'est qu'est-ce qui arrive? Bien là, il va falloir que tu démontres ta voiture sport pour après ça refaire un véhicule tout-terrain. Versus que si tu as analysé dès le départ, tu te dis, OK, c'est un véhicule tout-terrain. qu'il faut.\n\n[COACH 16:44] J'entends dans ça l'analyse, capacité d'analyse puis là, si on continue, pour identifier le problème, identifier le besoin puis j'entends aussi, si on rajoute encore un peu plus loin, avec plus de précision il y a quelque chose dans le j'entends que tu as une capacité de la façon dont tu en parles, qui va plus loin que juste dire c'est ça le problème tu as creusé, tu es capable d'aller chercher plus au fond, qu'est-ce qui est là et construit donc à une solution qui est la plus optimale.\n\n[CLIENT 17:15] Exact. Un exemple concret que je vais te donner, c'est que, sauf que moi, je n'avais pas eu, tu sais, je vais te dire, les derniers six mois, je ne mettais pas, je n'avais pas cette flamme-là, de dire qu'est-ce que, on faisait des tests sur les caméras, puis on avait mis des caméras sur une voiture, puis on se promenait dans les verres. dans les rues, OK? Mais le véhicule qu'on faisait, tu sais, c'était en banlieue, c'était de 30 à 40 km heure que le véhicule voulait. Mais déjà là, tu sais, il y a un hic que ça ne peut pas fonctionner. Un tank, ça roule à 70 km heure. Sa vitesse minimum, ça, c'est 30 km heure dans des chemins pas stables, puis en vitesse, là, ça roule à 70 km heure. Fait que nous, nos visions qu'on avait, c'était stables en route à 30 km heure. Fait que tu sais, tu peux pas tester ton algorithme. Fait que Fait que, tu sais, l'algorithme, la façon qu'on testait notre algorithme, c'était quand même pas bon du tout, là. Tu comprends? Fait que j'ai cette faculté-là.\n\n[COACH 18:40] OK.\n\n[CLIENT 18:41] C'est de...\n\n[COACH 18:43] Et là, la question qui va suivre, Mathieu, c'est, on en a déjà parlé, ça, c'était dans des choses, quand on a fait la grille de la matrice dans ce temps, tu disais, tu sais, des choses que tu n'es pas, que tu voudrais devenir. Il y avait la notion de comment je le communique, ça. Parce que tu dis, moi, je le vois, le défi, je vois, ça ne marche pas, le maîtreur, les temps qui roulent à 70, ça ne marche pas. Là, tu disais, il y a un défi, que tu semblais dire, par rapport à comment je communique ça, comment je partage ces idées-là. Je te dirais, si on pouvait compléter l'idée, ce serait pas nécessairement dire ce que t'es, mais peut-être dans ce que tu souhaites ou ce que tu vas être, pour montrer comment, oui, tu as cette vision stratégique-là, mais comment elle se transpose concrètement dans un employeur, comment l'employeur va le recevoir, va la vivre, cette vision stratégique-là, comment tu vas la communiquer.\n\n[CLIENT 19:32] Je te dirais ce que j'aimerais rajouter dans la matrice identitaire, je vais le noter c'est comme, pourquoi j'avais peur un peu dans le passé de dire ça marche pas, c'est comme un peu j'avais peur de dire pourquoi ça détruit la solution d'être le gars négatif qui dit ça peut pas marcher quelque part il faut que tu le dises c'est comme on dirait c'est peut-être la façon de dire que l'Amérique peut-être de dire ben regardez c'est comme au lieu de dire je vais te donner un exemple concret au lieu de dire un thème ça roule à 30 km dans des chemins ça peut pas marcher peut-être dire je me suis renseigné les thèmes c'est cette vitesse-là il faudrait peut-être de manière plus constructif\n\n[COACH 20:33] c'est ça, toi j'entends il y a un esprit critique du travail qui est fait, mais dans une perspective qui est constructive, qui est orientée vers la solution, c'est ce que j'entends parce que tu n'es pas dans le sens de dire, moi je vais critiquer, puis m'asseoir puis laisser les choses aller, tu sens me dire oui, il faut que je dise que ça ne marche pas mais j'y ai réfléchi, puis j'ai quelque chose à proposer, il y a ça que j'entends dans la façon de t'abord ça\n\n[CLIENT 20:58] exact, exact, parce que c'est si on a juste 30 minutes parce que si on continue sur la solution et après ça tu te ramasses avec la mise en vente, ils mettent la caméra sur des teintes et il n'y a plus rien qui marche la compagnie va avoir l'air des niochons je le dis de manière quand même pas du tout constructif\n\n[COACH 21:18] la compagnie va avoir l'air des niochons une autre façon de dire ça ça pourrait être quoi pour éviter des complications éviter des coûts dans le sens où tu as cette orientée solution pour faire en sorte que l'action de l'employeur, finalement, son travail, évite des complications. Ou soit, ouais. Il y a quelque chose autour de ça, là. À creuser, c'est quoi le bénéfice que ça présente pour l'employeur, cette vision, cette analyse stratégique-là que tu as. Fait que toi, tout ce qu'on a dit là, Mathieu, je sais que le temps file, mais tu sais, pourquoi on parle de tout ça, c'est quand on vient à parler d'identité de marque personnelle, On s'est beaucoup accroché. Je pense qu'on a sorti cet exemple-là de l'analyse stratégique, mais c'était pour te montrer que si on prend ça, il y a de la viande à ajouter autour. Il y a une moyenne, juste à partir d'un concept, d'en faire quand même une ou deux phrases pour expliquer vraiment qu'est-ce que ça représente pour toi, l'analyse stratégique, comment ça se transpose concrètement, puis c'est quoi le bénéfice que ça présente. Parce que les gens qui vont lire ce texte-là, si on s'adresse à des gens qui ont à te choisir, il faut que ces gens-là, à la fin, lisent ça et disent « What's in it for me? » Qu'est-ce que ça nous donne? Qu'est-ce que Mathieu nous apporte? Puis que ça soit évident pour eux. Il faut que ça soit clair en lisant, qu'ils disent « J'ai compris ce que ça nous donne. » S'ils ne comprennent pas trop, s'ils sont comme « Pas sûr, ok, ils nous parlent de lui, fine, qu'est-ce que ça nous donne, nous? » tu risques d'être deuxième, ou troisième, ou quatrième. Mais si tu veux être le premier, il faut que ça soit évident pour ce genre-là. Qu'est-ce que ça nous donne, ce qu'ils nous disent?\n\n[CLIENT 22:57] Qu'est-ce que je vais faire? Cette semaine, le festival de jazz est fini et tout. Je vais me lancer des rires dans les textes, même s'il n'est pas parfait, même s'il est brouillon. Je pense que c'est la chose à faire. La discussion qu'on vient d'avoir, ça me rappelle que c'est ça la force et c'est ça que j'aime faire aussi. C'est comme on avait dit, je ne vais pas être codé pendant sept heures de temps, c'est exactement, mais je vais me lancer là-dessus, pour faire le…\n\n[COACH 23:48] Si tu peux faire ce petit texte-là, tu sais, de reprendre, ça peut reprendre des éléments de la matrice identitaire, des éléments de ton document aussi, justement, de le worksheet sur l'identité de marque, où il y avait comme plusieurs pages, il y avait un truc qui parlait des réalisations, les talents, tu sais, de parler de ça. L'autre chose aussi, je te proposerais, Mathieu, pour la prochaine semaine, ce qu'on avait un peu discuté aussi la dernière fois en lien avec le volet LinkedIn, c'est de garder en tête, puis il y a un lien avec les deux, quand tu vas réfléchir à ton texte, de dire, moi, s'il y a des gens qui ont à venir voir qui je suis, puis là, s'ils tapent ton nom, déjà, qu'est-ce qui sort, mais aussi, quand ils vont sur ton LinkedIn, qu'est-ce qu'on veut que les gens aient comme impression en lisant, comment tu te présentes, parce que comment quelqu'un se présente dit beaucoup sur ce qu'est la personne et si on veut être numéro 1 c'est ça l'objectif, on ne veut pas être numéro 2 on veut être numéro 1, il faut que ce qui se dégage de comment on se présente ça soit top que ça soit soigné et que les gens disent on sait que cette personne-là, non seulement elle nous dit qu'elle est intéressée par ça et qu'elle sait certaines choses mais on le voit c'est clair, c'est évident Ça, souvent, ça va se transparaître dans la personne, qu'est-ce qui l'intéresse dans la vie en général, puis quand elle est sur LinkedIn, qu'est-ce qu'elle suit ? C'est quoi les groupes dont elle fait partie ? C'est quoi les pages qu'elle suit ? C'est quoi les choses sur quoi elle commande ? C'est quoi qu'elle va partager ? Tout ça, ça va renseigner sur c'est qui la personne. Là, tu vas dire, c'est peut-être qu'on est dans du niveau de détails, mais ça reste que c'est qu'on a à choisir entre une personne ou deux, des fois, ça peut être ces petits détails-là qui vont faire une différence. Donc, si tu dis, moi, je veux montrer que je suis très compétent dans ces différents langages de programmation-là, mais pas juste ça. C'est que je suis le wow. Qu'est-ce qu'on va chercher de plus? C'est que je suis très actuel sur les tendances, sur ce qui se passe dans ce domaine-là. Comment je peux montrer ça? Comment est-ce que je peux en montrant ce que je suis, les pages que je suis, les groupes dont je fais partie sur LinkedIn, ou des publications que j'ai likées ou que j'ai partagées. Puis ça, pas besoin d'en avoir des centaines. Ça peut être deux, trois. Juste pour dire que celles qui apparaissent quand on regarde le profil de LinkedIn, ils vont juste montrer les deux, trois principales publications qu'on a repartagées. Ça serait quoi, ces publications-là, qui montreraient le mieux en quoi moi, je suis une autorité, je me distingue par rapport à ce que je fais. Ça, je te dirais peut-être dans la prochaine semaine, peut-être juste, c'est pas tout de suite d'aller travailler là-dessus, mais déjà juste de penser à ça, puis de commencer à juste fouiller un peu, juste de fouiller, d'aller sur LinkedIn, de chercher qu'est-ce que c'est quoi, y a-t-il des groupes dans la programmation, des trucs qui parlent de langage, qui sont plus actuels, des trucs, des nouvelles tendances, quels sont les endroits où quelqu'un qui se veut être une autorité dans son domaine, dans ce domaine-là, irait, de t'imaginer ça, puis en même temps, je pense que ça peut être intéressant pour aussi de suivre ces choses-là.\n\n[CLIENT 26:59] Oui, parce que c'est des choses que je fais déjà sur Facebook et Instagram. Comment dire, juste à trouver les liens sur LinkedIn.\n\n[COACH 27:16] Même si tu dis que c'est des choses sur Facebook, sur Instagram, des gens vont me dire, moi j'écoute des podcasts. Je me mets à jour sur mon registre dans les podcasts. Ça peut être de partager une publication qui dit « Hey, tu sais, j'écoute ce podcast-là, super intéressant cette semaine, c'est parler de telle chose, tu t'aggles le nom, telle personne est intervenue, a dit telle chose, je trouve ça super intéressant. » Tu sais, un truc comme ça, super simple, mais que quelqu'un qui regarde ça va se dire « Oh, ok, cette personne-là, clairement, non seulement elle se dit intéressée, mais elle l'est parce qu'on le voit. » OK.\n\n[CLIENT 27:50] J'ai une question. Comme on dit, je suis pauvre à 100% pour la langue française, OK? Puis, même à mon travail, tu sais, je parle français, mais pour le LinkedIn, est-ce que je suis mieux de, mettons, mon texte, que ça soit en anglais? Parce que des fois, tu sais, je suis pour la protection de la langue, mais quand je me donne quand même un coussin, genre. C'est ça. C'est quand même...\n\n[COACH 28:20] Mais d'après toi, qu'est-ce que t'en penses?\n\n[CLIENT 28:24] Moi, je te dirais malheureusement, parce que, tu sais, on a qu'est-ce qu'on veut, puis on a la réalité. Moi, la réalité, c'est peut-être l'anglais, malheureusement. C'est comme je te dirais. Mon côté, fier de parler français, j'insirais mon texte en français, mais Mais je me dis, d'un autre côté, des fois, tu sais, c'est un employeur qui, tu sais, malheureusement, la réalité, surtout, qu'est-ce que j'ai compris que tu habites à Montréal, malheureusement, la réalité à Montréal est fait qu'on a plus, tu sais, c'est comme pour les compagnies ou ce que je travaille, tu sais, c'est ça exactement, tu sais, quand même.\n\n[COACH 29:04] Je te dirais, un élément à garder en tête, c'est à qui on s'adresse. C'est qui la personne qui va aller lire ça? Est-ce que l'employeur risque d'être plus positif ou négatif selon la langue que je choisis? mais comme tu dis, si c'est dans un secteur à l'activité où c'est beaucoup des grosses entreprises ou des entreprises que de toute façon leur travail se fait probablement déjà en anglais ou c'est des gens qui travaillent avec des outils en anglais, ça risque de pas être nécessairement un frein à moins que tu tombes sur une PME québécoise où là les gens sont vraiment ils sont là pour la défense de la langue française qui dans ton domaine n'est peut-être pas très courant, c'est peut-être pas ça leur premier combat mais moi je te dirais mais c'est plus, c'est ça, ce serait plus comment toi tu le sens, mais oui, je dirais plus selon comment toi tu trouves qui, comment toi tu serais le plus à l'aise de te présenter, puis aussi de commenter, puis à la limite c'est pas méchant non plus, c'est une publication que tu commentes en français, une publication en anglais, c'est pas, les gens, si t'es québécois, les gens s'attendent à ce que tu parles les deux, puis c'est pas méchant, mais est-ce que se présenter en anglais, ça peut montrer que tu as une maîtrise de l'anglais ça peut présenter comme d'être perçu positivement peut-être c'est ça\n\n[CLIENT 30:27] moi je me dis j'ai pensé d'un autre côté je me dis je pense pas que la personne qui va arriver, qui va lire qui va dire, il écrit en français sur mon CV ça a été écrit comment l'anglais fonctionnait ça parlait je me dis c'est ça, c'est comme ça, puis aussi c'est que si tu as un light, c'est comme des publications anglophones, ça dit bon, la personne comprend l'anglais, c'est ça.\n\n[COACH 30:58] Stratégiquement, je dirais aussi, si ton but, ça peut light ou pas, mais si éventuellement c'est justement de connecter avec des gens dans cette industrie-là, si tu partages une comment tu as une publication, puis être en anglais, parce que c'est probablement que la majorité des publications dans ce domaine-là sont en anglais, c'est vrai que de commenter en anglais peut susciter peut-être de la réaction où les gens vont comprendre ce que tu as écrit. Ceux qui suivent la publication, c'est peut-être plus stratégique si tu veux engager un dialogue avec des gens dans ces groupes-là, mettons.\n\n[CLIENT 31:31] OK. Fait que je viens d'avoir ma réponse. C'est que mon texte, c'est qu'on va faire, tu sais, qu'on va le mettre en français. Si j'ai fait un commentaire sur LinkedIn, c'est une page qui est en anglais, mais dans ce cas-là, j'inscris le truc en anglais. Je fais mon suiveur un peu.\n\n[COACH 31:59] On arrive à la fin de notre séance. Comment t'as trouvé ce moment?\n\n[CLIENT 32:07] Bien, bien, c'est ça, c'est sûr que si j'avais fait mon, ben j'ai fait, écoute, je me dis, regarde, c'est, moi, ma fin de semaine, ma semaine du festival, c'est la semaine du festival.\n\n[COACH 32:20] Puis tu prends soin de toi aussi, Mathieu, tu sais, ça c'est un moment important aussi, tu sais, de prendre ce temps-là, comme tu disais, tu fais des rencontres, d'aller voir les gens, d'aller tes rencontres AA aussi, tu disais ça, comment ça va?\n\n[CLIENT 32:31] Ça va bien. Ça va bien, là. Fait que je commence à regarder, tu sais, plus à dire, OK, tu sais, comme ces meetings-là, tu sais, c'est comme les... Tu sais, comme de vouloir recommencer à avoir, tu sais, comme un meeting d'attache, c'est exactement ça. Fait que ça va bien. Ces choses-là, ça va bien. Tu sais, je vais te dire, je vais te faire, je vais te finir avec ça. Je pense que le fait d'avoir pris soin de moi a beaucoup plus aider, que ça a été la base, ça a été vraiment la base, exactement, c'est ça.\n\n[COACH 33:03] Écoute, félicitations Mathieu, de prendre ce temps-là pour toi, c'est important, c'est un choix, c'est un choix que tu fais, de prendre ce temps-là pour toi, je trouve que c'est important de donner ce choix.\n\n[CLIENT 33:19] Oui, ça l'a coûté. Je suis encore là. Ça va être Tu peux m'inquiéter, tu peux m'inquiéter.\n\n[COACH 33:22] Ben oui, non, mais attends, quand est-ce confirmer notre prochain rendez-vous? Est-ce que ça te va? Oui, moi, la semaine prochaine, même heure, même poste, c'est correct. Écoute, moi, ça adonne que la semaine prochaine, on a une rencontre d'équipe de Flight Management à deux heures pile. Ça peut être avant, ça peut être après, comme tu le sens, là. Ça peut être à une heure, ça peut être à trois heures. À une heure, ça me va. OK. Fait que je te mets ça. mardi, le 14 juillet à 13h. On se repart.\n\n[CLIENT 33:54] Excellent.\n\n[COACH 33:55] Parfois,\n\n[CLIENT 33:56] ça fait qu'à la semaine prochaine.\n\n[COACH 33:58] Bonne semaine, Mathieu. Bye.\n\n[CLIENT 34:00] Salut, bye-bye.\n\n=== Fichier uploadé : b07e6355-f4ee-4136-9d92-93aad0be8cc0.m4a (2026-07-10 18:13) ===\n\n[CLIENT 01:13] Salut, Mathieu! C'est un volume de volume, parce que je ne t'entendais pas.\n\n[COACH 01:18] Ah, est-ce que tu m'entends? Hein? Est-ce que tu m'entends bien?\n\n[CLIENT 01:23] Oui, non, c'était mon volume de mon ordinateur qui n'était pas assez fort. Je t'entendais, mais pas fort. C'était moins le problème.\n\n[COACH 01:30] Bon, bon, super! Comment ça va, Mathieu, aujourd'hui?\n\n[CLIENT 01:33] Moi, ça va bien, ça va bien. J'ai passé une semaine chargée en activité. fait que j'étais allé au festival de jazz, j'ai bu un ami, fait que c'est ça, puis j'ai...\n\n[COACH 01:47] Ma question pour toi, Mathieu, sur ça, est-ce que t'as essayé l'Iconoglaces? Tu sais, je t'aurais parlé de la place à Crème glacée ou pas du festival de jazz.\n\n[CLIENT 01:56] Non, je l'ai essayé, je l'ai essayé, mais écoute, je vais t'expliquer, tu sais, c'était en plein festival de jazz, il y avait une très très grande rive d'attente là j'ai dit à mon ami j'ai dit je vais aller mais pas là parce que c'était vraiment long je t'en veux pas trop\n\n[COACH 02:20] mais il faut l'essayer oui\n\n[CLIENT 02:22] mais par contre quand c'était dimanche je me suis promené au canal de la Chine proche du marché J'ai essayé, je ne sais pas lequel des deux qui est meilleur, Avre des Glaces, c'est aussi une crènerie qui est artisanale, un petit peu probablement comme l'Iconoglaces.\n\n[COACH 02:51] Par contre, on se partage des bons plans Mathieu, c'est bien. Oui, tu t'es laissé au bras ou c'est-tu une gaisesquette? Non, ben non, écoute, non, c'est bizarre à dire, c'est des camerises, excuse-moi, parce que tantôt, je suis allé ranger des trucs dans le congélateur, je me suis accroché après un sac de camerises, fait que c'est, oui, c'est vraiment une marque de camerises, tu sais, des petits fruits, là? Ah, ok, ok. Oui, oui, excuse-moi, je me suis juste beurré, là, j'ai pas eu le temps de... Ah, ok, ok, bon, il y a pas de souci. Mais j'essaie de me simuler, entre les deux rencontres, je vais aller nettoyer ça, là, ça a l'air un peu bizarre, c'est vrai, pendant les rappels.\n\n[CLIENT 03:24] Oui, il n'y a pas de souci. Cette semaine, qu'est-ce que j'ai fait? Écoute, j'ai fait des choses, mais pas dans notre programme. Là, je ne sais pas, on va peut-être regarder d'autres choses, mais je n'ai pas commencé à regarder pour le LinkedIn. J'étais bien occupé en activité, mais une chose que j'ai faite, c'est qu'il y a beaucoup des technologies qu'on n'utilisait pas au travail, que là j'ai commencé à regarder. Parce que je me suis dit, si jamais ils me demandent ça en entrevue, comme des entrevues techniques, c'est quand même important que je sache comment est-ce que ça fonctionne exactement.\n\n[COACH 04:10] Ouais. Comme quoi, par exemple, à quoi tu penses en particulier?\n\n[CLIENT 04:16] Bien, tu sais, par exemple, il y a des technologies comme Docker, par exemple, que nous, on n'utilisait pas. C'est comme si tu fais un environnement isolé pour ton développement. Comme ça, ça ne l'affecte pas tout ton système d'exploitation exactement. fait que j'ai regardé ça, puis aussi les technologies, tu sais, le petit budget que je t'avais montré la première semaine, tu sais, c'est comme Tensure IT, j'ai regardé ça, tu sais, c'est quand il est fait exprès pour la vision par ordinateur, comme pour embarquer, exactement. Puis aussi, tu sais, j'avais réfléchi un petit peu qu'est-ce qu'on avait parlé, tu sais, c'est comme l'analyse des besoins. C'est vraiment 55 ans. Tu sais, c'est vraiment comme... Fait que là, le sous-dit, c'est comme peut-être si on pourrait regarder, voir comment est-ce qu'on regarde les deux... Tu sais, comme dans le paragraphe, là, tu sais, c'est comme mettre... Tu sais, je me dis c'est combien, c'est ça que je sais pas. Je sais, je sais pas si c'est ton enfant, mais ça me dérange quand quelqu'un qui se connaît. Ça ne me dérange pas parce que tu étais là. On dirait que tu essaies de te cacher là.\n\n[COACH 05:37] Oui, c'est ça. J'étais comme, hop, j'ai vu que tu fasses là.\n\n[CLIENT 05:40] Mais ça ne me dérange pas. Ça ne me dérange pas. Exactement.\n\n[COACH 05:46] Oui. Ok. Donc, tu dis, ok. Donc, on va aller chercher ces connaissances-là complémentaires. On va aller bonifier ton profil. Oui, exactement. Et ça, c'est des connaissances qui vont prendre, est-ce que ça, ça prend un certain temps d'aller acquérir ces connaissances-là? Comment tu vois ça dans le temps, là?\n\n[CLIENT 06:06] Oui, mais tu sais, je te dirais, c'est que ça peut prendre un certain temps, tu sais, pour vraiment que ce soit, admettons, c'est un exemple, que si j'ai une entrevue technique, qu'on appelle, tu sais, tu peux pouvoir la faire exactement sans avoir un cabochon, comme on dit, là, exactement. Exactement. Parce que souvent, dans des entrevues techniques, il y a le stress pour que ça coule exactement. C'est ça que j'ai fait. Mais aussi, il y a eu des activités. J'étais moins dans mon truc.\n\n[COACH 06:41] Puis ça, Mathieu, quand tu me dis, si tu veux aller chercher ces compétences-là, ces connaissances-là, il y a un intérêt de ta part, mais aussi parce que tu vois que ça peut présenter un intérêt pour l'employeur d'avoir ça, ces compétences-là.\n\n[CLIENT 06:55] Oui, et même je te dirais que c'est vraiment des affaires malheureusement, parce qu'à mon ancien employeur, c'est des affaires vraiment comme basic, que tu ne peux pas vivre sans ça, dans d'autres entreprises. Parce que l'entreprise où je travaillais, sur certains points, ce n'était pas une entreprise de développement logique. Tu sais, c'est que moi, j'étais comme un développeur de génie, mais si je ne maîtrise pas ces outils-là, je risque de me faire comme, on va passer à notre appel.\n\n[COACH 07:34] Ce que j'entends dans ce que tu dis, c'est que j'ai besoin de ça de base pour pouvoir être considéré même. Mais est-ce que tu dirais que ça, c'est quelque chose qui va te démarquer par rapport à les autres? Ou c'est, j'ai besoin de ça pour, à tout le moins, ne pas être exclu au départ?\n\n[CLIENT 07:51] Exact, c'est ça, j'ai besoin de ces affaires-là vraiment pour ne pas être exclu, c'est ça exactement, ne pas être exclu.\n\n[COACH 08:05] Ok, puis maintenant, de quoi tu aurais besoin pour te démarquer les autres? Parce que là, j'ai comme l'impression, la façon que tu en parles, c'est comme si ça c'est du rattrapage. moi je veux être à niveau toi ton objectif si tu veux être choisi dans une sélection c'est d'arriver le premier si tu es deuxième, tu ne seras pas retenu il faut que tu passes devant une autre personne qui peut-être va avoir la base comment se démarquer par rapport à cette personne\n\n[CLIENT 08:36] moi je te dirais que c'est une grande force que j'ai que ce serait de trouver peut-être une façon de le dire en entrevue, c'est qu'on avait parlé un petit peu, je pense, la semaine passée ou il y a deux semaines, c'est que je vais plus essayer de trouver la meilleure solution. Je vais peut-être être quelqu'un que quand je travaille, je vais sortir de ma zone de confort pour trouver le meilleur produit. OK? Versus que si je tenais, maintenant je t'ai un exemple, que je suis bon en tel langage de programmation, puis là je vais dire à l'employeur, on va le faire en tel langage de programmation parce que je suis bon avec ce langage-là, mais que le langage n'est pas du tout bon pour qu'est-ce qu'on va faire. Je te dirais que c'est pas mal ça, ma force. C'est comme un peu peut-être comme toi, que tu t'adaptes avec la personne que t'as à l'autre bout. T'es pas le genre de personne qui a ton programme, puis c'est fini. Moi, je suis un petit peu pareil comme toi, exactement.\n\n[COACH 09:54] C'est ça. Fait que j'entends que tu as cette volonté-là de proposer les solutions qui sont les plus adaptées, et t'as une franchise à exprimer. C'est lorsque tu vois qu'il y a des choses qui peuvent être peut-être différentes. Si l'employeur dit « moi c'est ça que je veux avoir », tu vas te permettre de dire « selon mon analyse, selon ce que je comprends, il y aurait cette autre option-là qui serait probablement meilleure. » D'arriver à proposer quelque chose qui peut-être va au-delà même de ce qui était à la base le devis.\n\n[CLIENT 10:23] Oui, oui. J'avoue, oui. Intérieurement, je suis quelqu'un comme ça. Intérieurement, je suis quelqu'un comme ça. Si on enlève le bout que j'ai perdu de la motivation, mettons comme ça, c'est effacé, c'est comme au poubelle. Je suis quelqu'un comme ça qui va chercher la meilleure solution pour la personne et aussi, même si la meilleure solution pour l'employeur ou le client me demande plus de travail. Même si je l'ai fait à la compagnie, mettons un langage de promotion que je ne connaissais pas du tout, quand le C++, le langage était plus performant pour ce qu'on a, j'avais convaincu les gens de le faire en C++. Je suis prêt à travailler plus fort.\n\n[COACH 11:23] L'exemple que tu viens de parler, l'histoire du C++, ça, est-ce que c'est un exemple que tu sens que tu seras en mesure de partager? Est-ce que c'est quelque chose que tu peux partager, même que tu as le droit de partager? Mais si tu te demandes un exemple de ça, comment ça se manifeste concrètement, ce que tu dis? Au-delà de le dire, moi, je suis comme ça, concrètement, comment ça se manifeste?\n\n[CLIENT 11:46] Concrètement, c'est que si je me rends compte que quelque chose qui est plus approprié, qui va faire un meilleur job, un langage de programmation, des outils des librairies je vais utiliser ces librairies-là quitte à les apprendre ça va être peut-être plus long au départ mais à long terme ça va être mieux parce qu'on va avoir un meilleur produit ok\n\n[COACH 12:20] et si tu avais à expliquer ça à quelqu'un parce que là l'idée, on va en venir parler de ça, tu dis là peut-être dans les prochains jours on veut travailler sur l'histoire du LinkedIn on va en venir Mathieu à devoir arriver au point où on va avoir l'énoncé de marque personnelle comme on disait là de résumer en un court texte quelques lignes justement ce que tu viens de me dire là comment ça représente une valeur ajoutée pour les gens qui voudraient être recrutés qu'est-ce qui ferait que ces gens-là diraient Mathieu c'est la personne c'est la personne hors de tout doute par rapport aux autres qu'il nous faut. Il va falloir en cerner ça.\n\n[CLIENT 12:59] En 3-4 mots, là, ça l'a bloqué. Là, ça l'a bloqué. Je t'entends. Ok, là, c'est correct. Il y a juste peut-être les 30 premières secondes. Je pense que j'ai compris ta question. Je te dirais que ma grande qualité, je suis quelqu'un qui veut se surpasser. Qui veut se surpasser pour donner un meilleur produit pour la personne. Exactement. C'est ça.\n\n[COACH 13:38] Et ça, est-ce que tu considères que c'est quelque chose qui est attendu de base par les employeurs ou qui est vu comme étant un plus, mettons? Quelque chose qui ne s'attendrait pas à avoir chez un employé?\n\n[CLIENT 13:53] Je te dirais peut-être Pas comme une qualité comme « wow », mais une qualité qu'il faut qu'elle aille. Il y en a beaucoup qui ont cette qualité-là dans mon domaine.\n\n[COACH 14:19] Fait que c'est comme un prérequis, dans le sens que quand les gens ont à choisir un employé, ils vont s'attendre à avoir quelqu'un qui va vouloir faire le petit plus, qui vont vouloir aller chercher le plus le petit edge de plus tu me dis, oui ils peuvent s'attendre à avoir ça, ça ne sera pas le wow tu l'as dit, c'est pas le wow le défi c'est comment prendre ça, mettons cette partie-là comment ça peut devenir un wow comment en arriver à peut-être en rajoutant c'est là quand je dis on va travailler sur le texte c'est comment en arriver à dire ok moi j'ai cette volonté-là d'aller chercher la solution la plus optimale, d'aller me former si j'ai besoin. D'aller proposer ce qui est le meilleur dans une situation donnée. Là, ça va être de voir comment on peut aller rajouter un peu de « wow » dans ça. De le dégager.\n\n[CLIENT 15:08] Je te dirais que peut-être que je suis quelqu'un que, contrairement à d'autres personnes, que si je regarde la compagnie que j'ai travaillée, qui va faire beaucoup de recherches. Tu sais, avant de me mettre à coder, qu'est-ce que j'ai de « wow » que je peux dire comme vraiment, et ça je l'ai remarqué même quand j'étais étudiant, je suis quelqu'un qui a une bonne analyse sur le problème. Tu sais, ça je peux dire que c'est ma force, exactement.\n\n[COACH 15:51] Qu'est-ce que ça te permet d'avoir cette capacité d'analyse?\n\n[CLIENT 15:55] De s'assurer, au départ, qu'on ait la bonne solution. Parce que si tu ne fais pas une bonne analyse, je vais te donner un exemple sur un auto, tu Tu construis une voiture, puis là, tu te dis, OK, on va construire une voiture, puis là, tu construis une voiture sport, ces affaires-là. Puis là, finalement, ton client, c'est un véhicule tout-terrain qu'il voulait avoir. Tu comprends? Fait que là, c'est qu'est-ce qui arrive? Bien là, il va falloir que tu démontres ta voiture sport pour après ça refaire un véhicule tout-terrain. Versus que si tu as analysé dès le départ, tu te dis, OK, c'est un véhicule tout-terrain. qu'il faut.\n\n[COACH 16:44] J'entends dans ça l'analyse, capacité d'analyse puis là, si on continue, pour identifier le problème, identifier le besoin puis j'entends aussi, si on rajoute encore un peu plus loin, avec plus de précision il y a quelque chose dans le j'entends que tu as une capacité de la façon dont tu en parles, qui va plus loin que juste dire c'est ça le problème tu as creusé, tu es capable d'aller chercher plus au fond, qu'est-ce qui est là et construit donc à une solution qui est la plus optimale.\n\n[CLIENT 17:15] Exact. Un exemple concret que je vais te donner, c'est que, sauf que moi, je n'avais pas eu, tu sais, je vais te dire, les derniers six mois, je ne mettais pas, je n'avais pas cette flamme-là, de dire qu'est-ce que, on faisait des tests sur les caméras, puis on avait mis des caméras sur une voiture, puis on se promenait dans les verres. dans les rues, OK? Mais le véhicule qu'on faisait, tu sais, c'était en banlieue, c'était de 30 à 40 km heure que le véhicule voulait. Mais déjà là, tu sais, il y a un hic que ça ne peut pas fonctionner. Un tank, ça roule à 70 km heure. Sa vitesse minimum, ça, c'est 30 km heure dans des chemins pas stables, puis en vitesse, là, ça roule à 70 km heure. Fait que nous, nos visions qu'on avait, c'était stables en route à 30 km heure. Fait que tu sais, tu peux pas tester ton algorithme. Fait que Fait que, tu sais, l'algorithme, la façon qu'on testait notre algorithme, c'était quand même pas bon du tout, là. Tu comprends? Fait que j'ai cette faculté-là.\n\n[COACH 18:40] OK.\n\n[CLIENT 18:41] C'est de...\n\n[COACH 18:43] Et là, la question qui va suivre, Mathieu, c'est, on en a déjà parlé, ça, c'était dans des choses, quand on a fait la grille de la matrice dans ce temps, tu disais, tu sais, des choses que tu n'es pas, que tu voudrais devenir. Il y avait la notion de comment je le communique, ça. Parce que tu dis, moi, je le vois, le défi, je vois, ça ne marche pas, le maîtreur, les temps qui roulent à 70, ça ne marche pas. Là, tu disais, il y a un défi, que tu semblais dire, par rapport à comment je communique ça, comment je partage ces idées-là. Je te dirais, si on pouvait compléter l'idée, ce serait pas nécessairement dire ce que t'es, mais peut-être dans ce que tu souhaites ou ce que tu vas être, pour montrer comment, oui, tu as cette vision stratégique-là, mais comment elle se transpose concrètement dans un employeur, comment l'employeur va le recevoir, va la vivre, cette vision stratégique-là, comment tu vas la communiquer.\n\n[CLIENT 19:32] Je te dirais ce que j'aimerais rajouter dans la matrice identitaire, je vais le noter c'est comme, pourquoi j'avais peur un peu dans le passé de dire ça marche pas, c'est comme un peu j'avais peur de dire pourquoi ça détruit la solution d'être le gars négatif qui dit ça peut pas marcher quelque part il faut que tu le dises c'est comme on dirait c'est peut-être la façon de dire que l'Amérique peut-être de dire ben regardez c'est comme au lieu de dire je vais te donner un exemple concret au lieu de dire un thème ça roule à 30 km dans des chemins ça peut pas marcher peut-être dire je me suis renseigné les thèmes c'est cette vitesse-là il faudrait peut-être de manière plus constructif\n\n[COACH 20:33] c'est ça, toi j'entends il y a un esprit critique du travail qui est fait, mais dans une perspective qui est constructive, qui est orientée vers la solution, c'est ce que j'entends parce que tu n'es pas dans le sens de dire, moi je vais critiquer, puis m'asseoir puis laisser les choses aller, tu sens me dire oui, il faut que je dise que ça ne marche pas mais j'y ai réfléchi, puis j'ai quelque chose à proposer, il y a ça que j'entends dans la façon de t'abord ça\n\n[CLIENT 20:58] exact, exact, parce que c'est si on a juste 30 minutes parce que si on continue sur la solution et après ça tu te ramasses avec la mise en vente, ils mettent la caméra sur des teintes et il n'y a plus rien qui marche la compagnie va avoir l'air des niochons je le dis de manière quand même pas du tout constructif\n\n[COACH 21:18] la compagnie va avoir l'air des niochons une autre façon de dire ça ça pourrait être quoi pour éviter des complications éviter des coûts dans le sens où tu as cette orientée solution pour faire en sorte que l'action de l'employeur, finalement, son travail, évite des complications. Ou soit, ouais. Il y a quelque chose autour de ça, là. À creuser, c'est quoi le bénéfice que ça présente pour l'employeur, cette vision, cette analyse stratégique-là que tu as. Fait que toi, tout ce qu'on a dit là, Mathieu, je sais que le temps file, mais tu sais, pourquoi on parle de tout ça, c'est quand on vient à parler d'identité de marque personnelle, On s'est beaucoup accroché. Je pense qu'on a sorti cet exemple-là de l'analyse stratégique, mais c'était pour te montrer que si on prend ça, il y a de la viande à ajouter autour. Il y a une moyenne, juste à partir d'un concept, d'en faire quand même une ou deux phrases pour expliquer vraiment qu'est-ce que ça représente pour toi, l'analyse stratégique, comment ça se transpose concrètement, puis c'est quoi le bénéfice que ça présente. Parce que les gens qui vont lire ce texte-là, si on s'adresse à des gens qui ont à te choisir, il faut que ces gens-là, à la fin, lisent ça et disent « What's in it for me? » Qu'est-ce que ça nous donne? Qu'est-ce que Mathieu nous apporte? Puis que ça soit évident pour eux. Il faut que ça soit clair en lisant, qu'ils disent « J'ai compris ce que ça nous donne. » S'ils ne comprennent pas trop, s'ils sont comme « Pas sûr, ok, ils nous parlent de lui, fine, qu'est-ce que ça nous donne, nous? » tu risques d'être deuxième, ou troisième, ou quatrième. Mais si tu veux être le premier, il faut que ça soit évident pour ce genre-là. Qu'est-ce que ça nous donne, ce qu'ils nous disent?\n\n[CLIENT 22:57] Qu'est-ce que je vais faire? Cette semaine, le festival de jazz est fini et tout. Je vais me lancer des rires dans les textes, même s'il n'est pas parfait, même s'il est brouillon. Je pense que c'est la chose à faire. La discussion qu'on vient d'avoir, ça me rappelle que c'est ça la force et c'est ça que j'aime faire aussi. C'est comme on avait dit, je ne vais pas être codé pendant sept heures de temps, c'est exactement, mais je vais me lancer là-dessus, pour faire le…\n\n[COACH 23:48] Si tu peux faire ce petit texte-là, tu sais, de reprendre, ça peut reprendre des éléments de la matrice identitaire, des éléments de ton document aussi, justement, de le worksheet sur l'identité de marque, où il y avait comme plusieurs pages, il y avait un truc qui parlait des réalisations, les talents, tu sais, de parler de ça. L'autre chose aussi, je te proposerais, Mathieu, pour la prochaine semaine, ce qu'on avait un peu discuté aussi la dernière fois en lien avec le volet LinkedIn, c'est de garder en tête, puis il y a un lien avec les deux, quand tu vas réfléchir à ton texte, de dire, moi, s'il y a des gens qui ont à venir voir qui je suis, puis là, s'ils tapent ton nom, déjà, qu'est-ce qui sort, mais aussi, quand ils vont sur ton LinkedIn, qu'est-ce qu'on veut que les gens aient comme impression en lisant, comment tu te présentes, parce que comment quelqu'un se présente dit beaucoup sur ce qu'est la personne et si on veut être numéro 1 c'est ça l'objectif, on ne veut pas être numéro 2 on veut être numéro 1, il faut que ce qui se dégage de comment on se présente ça soit top que ça soit soigné et que les gens disent on sait que cette personne-là, non seulement elle nous dit qu'elle est intéressée par ça et qu'elle sait certaines choses mais on le voit c'est clair, c'est évident Ça, souvent, ça va se transparaître dans la personne, qu'est-ce qui l'intéresse dans la vie en général, puis quand elle est sur LinkedIn, qu'est-ce qu'elle suit ? C'est quoi les groupes dont elle fait partie ? C'est quoi les pages qu'elle suit ? C'est quoi les choses sur quoi elle commande ? C'est quoi qu'elle va partager ? Tout ça, ça va renseigner sur c'est qui la personne. Là, tu vas dire, c'est peut-être qu'on est dans du niveau de détails, mais ça reste que c'est qu'on a à choisir entre une personne ou deux, des fois, ça peut être ces petits détails-là qui vont faire une différence. Donc, si tu dis, moi, je veux montrer que je suis très compétent dans ces différents langages de programmation-là, mais pas juste ça. C'est que je suis le wow. Qu'est-ce qu'on va chercher de plus? C'est que je suis très actuel sur les tendances, sur ce qui se passe dans ce domaine-là. Comment je peux montrer ça? Comment est-ce que je peux en montrant ce que je suis, les pages que je suis, les groupes dont je fais partie sur LinkedIn, ou des publications que j'ai likées ou que j'ai partagées. Puis ça, pas besoin d'en avoir des centaines. Ça peut être deux, trois. Juste pour dire que celles qui apparaissent quand on regarde le profil de LinkedIn, ils vont juste montrer les deux, trois principales publications qu'on a repartagées. Ça serait quoi, ces publications-là, qui montreraient le mieux en quoi moi, je suis une autorité, je me distingue par rapport à ce que je fais. Ça, je te dirais peut-être dans la prochaine semaine, peut-être juste, c'est pas tout de suite d'aller travailler là-dessus, mais déjà juste de penser à ça, puis de commencer à juste fouiller un peu, juste de fouiller, d'aller sur LinkedIn, de chercher qu'est-ce que c'est quoi, y a-t-il des groupes dans la programmation, des trucs qui parlent de langage, qui sont plus actuels, des trucs, des nouvelles tendances, quels sont les endroits où quelqu'un qui se veut être une autorité dans son domaine, dans ce domaine-là, irait, de t'imaginer ça, puis en même temps, je pense que ça peut être intéressant pour aussi de suivre ces choses-là.\n\n[CLIENT 26:59] Oui, parce que c'est des choses que je fais déjà sur Facebook et Instagram. Comment dire, juste à trouver les liens sur LinkedIn.\n\n[COACH 27:16] Même si tu dis que c'est des choses sur Facebook, sur Instagram, des gens vont me dire, moi j'écoute des podcasts. Je me mets à jour sur mon registre dans les podcasts. Ça peut être de partager une publication qui dit « Hey, tu sais, j'écoute ce podcast-là, super intéressant cette semaine, c'est parler de telle chose, tu t'aggles le nom, telle personne est intervenue, a dit telle chose, je trouve ça super intéressant. » Tu sais, un truc comme ça, super simple, mais que quelqu'un qui regarde ça va se dire « Oh, ok, cette personne-là, clairement, non seulement elle se dit intéressée, mais elle l'est parce qu'on le voit. » OK.\n\n[CLIENT 27:50] J'ai une question. Comme on dit, je suis pauvre à 100% pour la langue française, OK? Puis, même à mon travail, tu sais, je parle français, mais pour le LinkedIn, est-ce que je suis mieux de, mettons, mon texte, que ça soit en anglais? Parce que des fois, tu sais, je suis pour la protection de la langue, mais quand je me donne quand même un coussin, genre. C'est ça. C'est quand même...\n\n[COACH 28:20] Mais d'après toi, qu'est-ce que t'en penses?\n\n[CLIENT 28:24] Moi, je te dirais malheureusement, parce que, tu sais, on a qu'est-ce qu'on veut, puis on a la réalité. Moi, la réalité, c'est peut-être l'anglais, malheureusement. C'est comme je te dirais. Mon côté, fier de parler français, j'insirais mon texte en français, mais Mais je me dis, d'un autre côté, des fois, tu sais, c'est un employeur qui, tu sais, malheureusement, la réalité, surtout, qu'est-ce que j'ai compris que tu habites à Montréal, malheureusement, la réalité à Montréal est fait qu'on a plus, tu sais, c'est comme pour les compagnies ou ce que je travaille, tu sais, c'est ça exactement, tu sais, quand même.\n\n[COACH 29:04] Je te dirais, un élément à garder en tête, c'est à qui on s'adresse. C'est qui la personne qui va aller lire ça? Est-ce que l'employeur risque d'être plus positif ou négatif selon la langue que je choisis? mais comme tu dis, si c'est dans un secteur à l'activité où c'est beaucoup des grosses entreprises ou des entreprises que de toute façon leur travail se fait probablement déjà en anglais ou c'est des gens qui travaillent avec des outils en anglais, ça risque de pas être nécessairement un frein à moins que tu tombes sur une PME québécoise où là les gens sont vraiment ils sont là pour la défense de la langue française qui dans ton domaine n'est peut-être pas très courant, c'est peut-être pas ça leur premier combat mais moi je te dirais mais c'est plus, c'est ça, ce serait plus comment toi tu le sens, mais oui, je dirais plus selon comment toi tu trouves qui, comment toi tu serais le plus à l'aise de te présenter, puis aussi de commenter, puis à la limite c'est pas méchant non plus, c'est une publication que tu commentes en français, une publication en anglais, c'est pas, les gens, si t'es québécois, les gens s'attendent à ce que tu parles les deux, puis c'est pas méchant, mais est-ce que se présenter en anglais, ça peut montrer que tu as une maîtrise de l'anglais ça peut présenter comme d'être perçu positivement peut-être c'est ça\n\n[CLIENT 30:27] moi je me dis j'ai pensé d'un autre côté je me dis je pense pas que la personne qui va arriver, qui va lire qui va dire, il écrit en français sur mon CV ça a été écrit comment l'anglais fonctionnait ça parlait je me dis c'est ça, c'est comme ça, puis aussi c'est que si tu as un light, c'est comme des publications anglophones, ça dit bon, la personne comprend l'anglais, c'est ça.\n\n[COACH 30:58] Stratégiquement, je dirais aussi, si ton but, ça peut light ou pas, mais si éventuellement c'est justement de connecter avec des gens dans cette industrie-là, si tu partages une comment tu as une publication, puis être en anglais, parce que c'est probablement que la majorité des publications dans ce domaine-là sont en anglais, c'est vrai que de commenter en anglais peut susciter peut-être de la réaction où les gens vont comprendre ce que tu as écrit. Ceux qui suivent la publication, c'est peut-être plus stratégique si tu veux engager un dialogue avec des gens dans ces groupes-là, mettons.\n\n[CLIENT 31:31] OK. Fait que je viens d'avoir ma réponse. C'est que mon texte, c'est qu'on va faire, tu sais, qu'on va le mettre en français. Si j'ai fait un commentaire sur LinkedIn, c'est une page qui est en anglais, mais dans ce cas-là, j'inscris le truc en anglais. Je fais mon suiveur un peu.\n\n[COACH 31:59] On arrive à la fin de notre séance. Comment t'as trouvé ce moment?\n\n[CLIENT 32:07] Bien, bien, c'est ça, c'est sûr que si j'avais fait mon, ben j'ai fait, écoute, je me dis, regarde, c'est, moi, ma fin de semaine, ma semaine du festival, c'est la semaine du festival.\n\n[COACH 32:20] Puis tu prends soin de toi aussi, Mathieu, tu sais, ça c'est un moment important aussi, tu sais, de prendre ce temps-là, comme tu disais, tu fais des rencontres, d'aller voir les gens, d'aller tes rencontres AA aussi, tu disais ça, comment ça va?\n\n[CLIENT 32:31] Ça va bien. Ça va bien, là. Fait que je commence à regarder, tu sais, plus à dire, OK, tu sais, comme ces meetings-là, tu sais, c'est comme les... Tu sais, comme de vouloir recommencer à avoir, tu sais, comme un meeting d'attache, c'est exactement ça. Fait que ça va bien. Ces choses-là, ça va bien. Tu sais, je vais te dire, je vais te faire, je vais te finir avec ça. Je pense que le fait d'avoir pris soin de moi a beaucoup plus aider, que ça a été la base, ça a été vraiment la base, exactement, c'est ça.\n\n[COACH 33:03] Écoute, félicitations Mathieu, de prendre ce temps-là pour toi, c'est important, c'est un choix, c'est un choix que tu fais, de prendre ce temps-là pour toi, je trouve que c'est important de donner ce choix.\n\n[CLIENT 33:19] Oui, ça l'a coûté. Je suis encore là. Ça va être Tu peux m'inquiéter, tu peux m'inquiéter.\n\n[COACH 33:22] Ben oui, non, mais attends, quand est-ce confirmer notre prochain rendez-vous? Est-ce que ça te va? Oui, moi, la semaine prochaine, même heure, même poste, c'est correct. Écoute, moi, ça adonne que la semaine prochaine, on a une rencontre d'équipe de Flight Management à deux heures pile. Ça peut être avant, ça peut être après, comme tu le sens, là. Ça peut être à une heure, ça peut être à trois heures. À une heure, ça me va. OK. Fait que je te mets ça. mardi, le 14 juillet à 13h. On se repart.\n\n[CLIENT 33:54] Excellent.\n\n[COACH 33:55] Parfois,\n\n[CLIENT 33:56] ça fait qu'à la semaine prochaine.\n\n[COACH 33:58] Bonne semaine, Mathieu. Bye.\n\n[CLIENT 34:00] Salut, bye-bye.","rapport_genere":"## Principaux points abordés\n\nVoici une synthèse claire et structurée de l'entretien entre Mathieu et le coach, basée sur le contenu de la conversation : \n\n### **1. Objectif principal** \nMathieu cherche à améliorer sa présence sur LinkedIn pour se faire connaître dans le domaine de la programmation, notamment pour trouver un emploi ou des opportunités professionnelles. Il est également préoccupé par l'utilisation de la langue française versus l'anglais pour ses publications et commentaires. \n\n### **2. Points abordés** \n- **Présence sur LinkedIn** : \n - Le coach suggère à Mathieu d’être actif sur LinkedIn en partageant des commentaires pertinents, notamment sur des publications en anglais, afin d’engager des discussions dans son domaine. \n - Il est recommandé de commenter en anglais si la publication est en anglais, mais de maintenir le texte principal (ex. : le profil ou le CV) en français. \n\n- **Langue utilisée** : \n - Mathieu est fier de parler français, mais il se sent plus à l’aise en anglais dans le milieu professionnel, surtout à Montréal. \n - Le coach le rassure en disant que le choix de la langue dépend de la cible : si l’employeur cible des entreprises anglophones ou des outils en anglais, le français n’est pas un frein. \n - Il suggère également de ne pas avoir peur de commenter en anglais, car cela montre une maîtrise de la langue et peut susciter des interactions. \n\n- **Stratégie de contenu** : \n - Le coach encourage Mathieu à partager des commentaires pertinents sur des publications en anglais, comme des podcasts ou des articles sur des tendances technologiques. \n - Il souligne l’importance d’être visible et de montrer un intérêt actif pour le domaine. \n\n### **3. Réflexions personnelles de Mathieu** \n- Il reconnaît que l’anglais est plus répandu dans le milieu technologique à Montréal, mais il reste attaché à la langue française. \n- Il accepte de publier en français, mais de commenter en anglais si nécessaire. \n\n### **4. Conclusion de la séance** \n- Mathieu a pris le temps de réfléchir à son approche LinkedIn et a accepté de mettre en place une stratégie plus active. \n- Le coach le félicite pour son engagement à s’occuper de lui et à investir dans sa carrière. \n- Leur prochain rendez-vous est fixé au **mardi 14 juillet à 13h**. \n\n### **5. Points à retenir** \n- **Activer son profil LinkedIn** : partager des commentaires pertinents, s’engager dans des discussions. \n- **Choix de la langue** : privilégier l’anglais pour les commentaires, mais garder le texte principal en français. \n- **Aligner le contenu avec les tendances du secteur** : suivre des podcasts, des publications, des groupes professionnels. \n- **Développer sa visibilité** : montrer un intérêt actif pour le domaine, ce qui peut aider à attirer des opportunités. \n\n--- \nSouhaitez-vous que je vous aide à formuler un plan d’action concret pour Mathieu, ou que je rédige un exemple de profil LinkedIn ou de commentaire ?\n\n## Informations personnelles partagées\n\nAucune information nouvelle à mémoriser.\n\n## Travaux confiés d'ici la prochaine séance\n\nVoici le texte fourni, qui semble être une transcription d'une séance de coaching entre Mathieu et un coach. Le texte est en français et contient une discussion sur des sujets tels que la recherche d'emploi, la gestion du temps, la communication sur LinkedIn, et l'équilibre entre vie professionnelle et personnelle. Le texte est long et ne semble pas avoir de structure formelle, comme une question ou une instruction claire. Si vous avez une demande spécifique (par exemple, une synthèse, une traduction, une analyse, etc.), veuillez me le préciser pour que je puisse vous aider de manière plus ciblée.\n\n## Date et heure de la prochaine séance\n\nVoici une synthèse structurée de l'entretien entre Mathieu et le coach, basée sur les éléments principaux abordés durant la conversation : \n\n### 1. **Contexte et objectifs de l'entretien** \n- Mathieu est en recherche d'emploi, probablement dans le domaine de la programmation ou de l'informatique. \n- Il souhaite améliorer sa présence sur LinkedIn pour augmenter ses chances de trouver un emploi. \n- Il aborde également des aspects personnels, comme la gestion de son temps et la participation à des groupes de soutien (comme les AA). \n\n### 2. **Stratégie pour LinkedIn** \n- **Langue à utiliser** : \n - Mathieu hésite entre le français et l'anglais. \n - Le coach souligne que, dans un contexte professionnel à Montréal, il est stratégique de privilégier l'anglais pour atteindre un plus large public, surtout dans des secteurs technologiques. \n - Cependant, Mathieu décide de **mettre son texte en français**, mais **d'inscrire ses commentaires en anglais** si nécessaire. \n- **Contenu des publications** : \n - Le coach recommande de partager des commentaires sur des publications en lien avec le domaine de la programmation, surtout en anglais, pour susciter des interactions. \n - Cela montre que Mathieu est à jour dans son secteur, ce qui peut attirer l'attention d'employeurs potentiels. \n\n### 3. **Présentation personnelle** \n- Mathieu a l'intention de **réécrire son texte de présentation** sur LinkedIn. \n- Il souhaite le faire en français, mais rester flexible selon les publications (en anglais) qu'il commente. \n\n### 4. **Aspects personnels** \n- Mathieu parle de sa participation à des **rencontres AA** (Alcooliques Anonymes), ce qui montre qu'il prend soin de sa santé mentale. \n- Il souligne l'importance de **prendre du temps pour lui-même**, ce qui est vu comme un choix positif par le coach. \n\n### 5. **Prochain rendez-vous** \n- Le prochain rendez-vous est fixé **le mardi 14 juillet à 13h**. \n- Mathieu est disponible à cette heure. \n\n### 6. **Conclusions** \n- Mathieu est motivé, ouvert aux conseils, et conscient de l'importance de sa présence professionnelle en ligne. \n- Le coach le encourage à continuer sur cette voie et à rester fidèle à ses valeurs, notamment en matière de langue et de santé mentale. \n- L'entretien se termine sur une note positive, avec un remerciement de la part du coach pour l'engagement de Mathieu. \n\n--- \n\n### Points à retenir pour Mathieu : \n- Mettre à jour son profil LinkedIn avec un texte bien rédigé en français. \n- Commenter en anglais des publications pertinentes pour se faire remarquer. \n- Continuer à participer à des groupes de soutien pour sa santé mentale. \n- Planifier les prochaines étapes avec le coach pour améliorer davantage sa stratégie de recherche d'emploi. \n\n--- \n\n### Résumé en quelques mots : \nMathieu, en recherche d'emploi, souhaite améliorer sa présence sur LinkedIn. Le coach lui donne des conseils sur l'utilisation de la langue (français vs. anglais), la rédaction de son profil, et la nécessité de s'engager dans des discussions en ligne. Mathieu est également conscient de l'importance de sa santé mentale et de la nécessité de prendre du temps pour lui-même.\n","code_activite":null,"etape_coaching":"S6","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel avec votre coach-2026-07-07T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/278198786462364?p=jhAcE9Ce7dzUQbpNbH","google_event_id":"e731908c-7953-11f1-8a7a-5626c3618254","courriel_suivi_sujet":"Rappel de notre séance et prochaines étapes","courriel_suivi_contenu":"Bonjour Mathieu, \n\nJe tiens à rappeler les quelques points clés que nous avons abordés lors de notre séance. Nous avons discuté de votre objectif d’améliorer votre présence professionnelle sur LinkedIn, en particulier en lien avec la programmation. Nous avons également réfléchi à l’usage du français pour votre profil et de l’anglais pour les commentaires pertinents. \n\nVous avez décidé de commencer à explorer LinkedIn pour trouver des contenus et des groupes dans votre domaine, et à partager 2 à 3 publications pertinentes. \n\nNous nous retrouverons la semaine prochaine pour suivre votre avancement. Je reste disponible pour toute question avant notre prochaine séance.","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Mathieu on LinkedIn profile optimization and Search Strategy and Networking (Search plan) as he aims to strengthen his professional presence on LinkedIn specifically related to programming and programming languages. We agreed that for our next meeting I will review his progress in identifying relevant publications and groups on LinkedIn and continue to support him in refining his content strategy to reflect his expertise and engagement in the field. We will meet again on Thursday July 14 at 1:00 PM EDT.","session_summary":"Professional presence development on LinkedIn, focusing on language choice for profile content and engagement strategies, including selecting relevant publications, deciding to use French for the profile and English for comments on English-language content, and exploring ways to showcase technical expertise and industry involvement.","enonce_marque_personnelle":null,"conseils_coach":"Il semble que ton message soit incomplet ou ait été coupé à la fin. Cependant, je peux t’aider à comprendre le contenu du texte que tu as fourni, ou à t’aider à le terminer si tu le souhaites. Voici une synthèse de ce que j’ai compris du texte jusqu’à la fin visible :\n\n### Résumé du contenu : \n\nLe texte semble être une conversation ou une réflexion personnelle d’un individu (probablement un candidat ou un professionnel en recherche d’emploi) qui discute de ses qualités, de son approche de travail, de ses expériences professionnelles, et de ses ambitions. Il parle notamment de : \n\n- **Sa volonté de se surpasser** et de toujours proposer la meilleure solution, même si cela demande plus de travail ou de formation. \n- **Sa capacité d’analyse** : il insiste sur l’importance de bien comprendre le problème avant de proposer une solution. Il donne un exemple concret d’un projet en lien avec des caméras et des algorithmes de vision, où une mauvaise analyse a conduit à des résultats inadaptés. \n- **Son ambition de se démarquer** : il souhaite ne pas se contenter de « la qualité attendue », mais d’aller plus loin, d’ajouter une valeur ajoutée, un « wow factor ». \n- **Son objectif de rédiger un message de marque personnelle** (pour LinkedIn ou un profil professionnel), qui résume en quelques lignes ses valeurs et sa vision. \n\n### Ce que tu peux faire maintenant : \n\n1. **Compléter le message** si tu as d’autres parties à ajouter. \n2. **Réécrire le message de marque personnelle** si tu veux que je t’aide à le formuler en 3-4 lignes, comme tu l’as mentionné. \n3. **Préparer un profil LinkedIn** ou un CV en fonction de ces qualités. \n\nSouhaites-tu l’une de ces actions ? Je suis là pour t’aider.","devoirs_client":"Okay, I need to process this conversation and summarize it in a clear way. Let me start by reading through the text carefully to understand the main points and context. The conversation seems to be between two people, possibly in a professional setting, discussing topics like language choice for LinkedIn, preparing for job applications, and personal well-being. There's a lot of back-and-forth, some repetition, and some parts that are a bit unclear due to the informal tone and possible language barriers. I'll need to identify the key themes and structure the summary accordingly, making sure to highlight the main decisions and recommendations made. Also, I should note any specific advice given, like the choice to use French for the text but English for comments on LinkedIn, and the importance of self-care. I'll make sure the summary is concise and captures the essence of the conversation without getting bogged down in the details. Let me organize the summary into clear sections for readability.","speakers_swapped":false,"stats_snapshot":{"language":"fr","time_basis":"duration","total_turns":134,"total_words":10274,"has_timecodes":true,"pct_time_coach":46.9,"time_coach_sec":1844.0,"has_diarization":true,"pct_time_client":53.1,"time_client_sec":2090.8,"coach_turns_total":66,"client_turns_total":68,"pct_questions_open":71.4,"pct_coach_questions":31.2,"coach_questions_open":20,"pct_coach_statements":68.8,"pct_questions_closed":28.6,"coach_questions_count":78,"coach_sentences_total":250,"pct_coach_interrupted":15.2,"coach_questions_closed":8,"coach_statements_count":172,"pct_client_interrupted":11.8,"coach_questions_unknown":50,"coach_turns_interrupted":10,"client_turns_interrupted":8},"stats_snapshot_at":"2026-07-10T19:15:58.756496Z","prochaine_seance_date":"2026-07-14T17:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"9c722cde-24c6-4446-bc12-aca47a9c05ec"},{"candidat_id":"f23018e6-503a-4a44-bf7d-b56821f17737","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-06T20:00:00Z","duree_minutes":30,"type":"Virtual","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Latasha McNair/Jean-Sebastien: Call with Your Coach-2026-07-06T16:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/228894804641805?p=vkbntBBnDt0eHhM1jb","google_event_id":null,"courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":"No specific advice offered during this session.","devoirs_client":"No work assigned for the next session.","speakers_swapped":false,"stats_snapshot":{"language":"en","total_turns":0,"total_words":0,"has_diarization":false},"stats_snapshot_at":"2026-07-09T01:16:22.695113Z","prochaine_seance_date":"2026-07-06T20:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"5bab46e9-58ea-4de1-b632-97e9b4791b70"},{"candidat_id":"4f47a281-eed3-464e-a69b-b2a5b048a13b","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-06T18:00:00Z","duree_minutes":30,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Yo ELENA Rodriguez Garcia - 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You mentioned this work that you're doing with this other\n\n[CLIENT 03:17] person this manual or guide uh so what what is that about former supervisor um who used like we closely worked together and in february he uh left um amrised slash lafarge uh to focus on his indigenous cafe and it's uh it's like a coffee shop but in order to be able to apply for grants and funding and for future expansion, I guess one of the requirements is to have like a proper documentation, essentially. So, you know, a safety manual, operational manual. So that's pretty much what I'm doing for him. So that's, at some point, like that's something that I did for Lafarge when I started in certain roles, like customer care. and there was just no structure to it and so yeah that's kind of he reached out so i figured\n\n[COACH 04:25] why why i help him all that uh-huh so it's a bit like a consulting work that you're doing with this person and it seems what i'm hearing is that it's somewhat around the uh the processes and and safety and and you know optimization of processes so so it sounds a bit like in line with with what you were talking since the beginning beginning, the kind of work that you would want to do.\n\n[CLIENT 04:50] Yeah, and a little bit of procurement and, yeah, nothing overly complicated by any means. It's only a coffee shop, but, you know, I figured why not if I have for that time? And it's out.\n\n[COACH 05:04] Yeah. Uh-huh. And have you done other works like that or even if it wasn't paid or, but helping out people like that outside of, like that? Because that's, that gives the impression for people who hear that, that, that, you know, you have this capacity of not only doing this kind of work in-house within a business, but having this mindset of, of, I'm able to help people outside of it. So I, this entrepreneurial kind of perspective, right? Okay. Okay. So that's, that's a, let's, you know, an additional edge that I hear that could be also interesting. And so you mentioned this resume, the LinkedIn profile. So tell me more about the resume. So you've been bouncing this. I sent it to Susan.\n\n[CLIENT 05:58] You know, I sent some comments. Essentially, it didn't really call for many changes. She kind of like restructured certain things into how a resume should be, I suppose.\n\n[COACH 06:14] Okay.\n\n[CLIENT 06:14] Um, just with, uh, um, I guess having the job scope statement, um, whereas it was missing for me now, it's, I guess it's, uh, she, she wrote it. So, I mean, not much to do there, uh, at this point. Um, I, uh, I guess, uh, added some quantifiers into the bullets that I had just to prove that, uh, you know, like, it's a true accomplice. and not just buzzwords. I, yeah, so I guess we'll see she said that she'll come back by Wednesday with some sort of feedback, so we'll see what's, you know, what that would be. She last time she kind of mentioned that the, there is a team, I guess, who puts their resume together. I mean, I did like my format. I like things pretty, so I wonder how that's going to, you know, look, but we'll see. But like you've mentioned, right? I mean, it's all in a matter of, you know, like we talk and whatever, decision is ultimately mine. But it's nice to see the feedback on, you know, what could be improved with the, you know, what's new in the industry and, like, how things are done these days.\n\n[COACH 07:41] Yeah, yeah. Yeah, because I hear what you're saying that, you know, sometimes we want to make things pretty and nice. And then after that, there's also this, you know, sometimes it's a machine that gets to filter, you know, and to get all of this. So how to find the right, you know, the right balance and all of this. So, okay. And you mentioned also you've worked on the LinkedIn profile. You said you've worked on this intro part, right?\n\n[CLIENT 08:08] And I've worked on the intro part. Just rewrote it a little. bit just based on the I guess a little bit on the feedback from from the last session I couldn't find the strength document I have no idea what I did with that so yeah I just kind of rewrote it a little bit and focusing on a few different things you know trying to keep it concise but also have a you know some substance to it i now that i know that i can you know creep on people um without really you know um them knowing i um i did look at quite a few profiles it's it's interesting how well not everybody's are fooled even you know like it's uh some people have like very basic things not everybody has uh anything extensive i mean i don't know like i after watching the video like I said I was like okay well you know I'll reach out to a few people about recommendations so I have one from um well actually the guy who asked me to do the the manual since we worked together for quite some time and he was my direct report so that made sense I reached out to the administrative assistant because uh well I mean from her position she can see my you know communication styles you know we worked on a few projects together and I reached out to one of the technical sales guys just for the customer, dealing with customers, you know, feedbacks and operational issues and technical troubleshooting and issues. He hasn't replied yet. He was off last week, so we'll see when he comes back. I have one from someone like a contract. who I onboard it, so, yeah, just like a few things. I don't know. It's hard. It's hard to reach out to someone, you know. It's like it feels awkward and forced and, yeah, like, who do you trust and who do you not trust? And a lot of people in that industry truly, like, they don't have LinkedIn. You know, half of my supervisors, you know, like, they don't have LinkedIn because they have been, you know, they've been doing the job for 30, 20, 20. years you know they're they're older and you know any kind of computer work has been you know struggles and don't get me wrong like at this point you know but business is shifting and but you know they're not looking to find another job so there's no need for them to have a\n\n[COACH 10:58] lincoln so all of a sudden i have like less people to ask mm-hmm yes yes now i hear i hear you yeah and are they even using these tools to uh to if they want to hire people you know to look at people at the same time i i hear that you're you want to take a leap at somewhere else you know when you say i want to help organizations improve performance so there's something about having this stretch into the management part right and and and having this higher level um i'm looking at at what you wrote and just wondering if i if i'm telling you i'm open to something what does that say to you exploring opportunities that are probably somewhat of a stretch maybe so you're exploring maybe wanting to try something yeah does it sound to you that you are confident and sure that this is what you want oh i see i guess it does not no see so there's something and and because i read what you wrote it's it's all really great and i like the fact that you know you start with the first you know that that very first sentence okay this is what i do and i really like it it's one sentence it's clear it's direct to the point and we know you clearly talk about improving organizations it's just lower down at the the two last sentences where you said i'm open to leadership opportunities so by reading that some people might say so does she want leadership opportunities she just like well whatever maybe maybe not you know so does it sound like i'm eager i want it you know i'm at this point in my career that this is what i want and i'm out to get it you know so you see a bit the difference so um so maybe there's something and this is really you know we're really the really fine tuning here you know it's really like little details right but it's just if and maybe that's a question for you if it's really what you want because could be maybe you will say well i'm not so sure but if you say okay i'm i want to be in leadership you know position this is where i want i don't want to be anything lower than that uh then how to make it sound that you know i'm i'm ready for this next step in my career i have the experience I'm at the right time, right point, this is what I want. You know, to have something that gives the impression that this person is really out there for this. And so maybe you will have people that might be turned off a bit by saying like, is this person a bit either too ambitious or pretentious? But some other people might say, okay, so she's a good thing.\n\n[CLIENT 14:02] Another way to think about it is too, I'm fairly direct. so at some point they will figure it out that i'm direct because this is not something that i can hide about myself either so they should be okay with you know my direct style of communication and you know knowing what i want and um you know kind of naturally taking charge of situation so yeah i\n\n[COACH 14:23] guess so uh noted uh let me change that yeah so so we see what you just said so i'm direct no they they will they will learn about me by talking to me and seeing me so So it's like if I want also to be able to read about you in the same way, right, and to have the same feeling that you're conveying right now when you're telling me, because they might not have the chance to talk to you, right, if they don't get to meet with you. So maybe that's just a little tweak, but it's really a detail, you know, that I would see. And the other thing you mentioned, yeah, it's harsh to reach out to people, you know, to ask for, references but let's take a step further to actually reach out to people saying i'm looking for something do you have something for me and and i i heard from what you're saying that that there's something there that that tell me more about this little you know you know and i'm okay\n\n[CLIENT 15:28] helping others maybe it's a little cultural thing to uh you know who knows that's despite me living in Canada for many years now way longer that I've been living anywhere else but yeah it's it's just hard for me to reach out for help it's you know maybe a bit of a weakness or or whatnot something deep and psychological yeah and probably not you know it's not a big deal like I get it it's not a big deal but I guess right now also reaching out from from the gown you know from from a position of losing me employment and whatnot it's a little awkward you know yeah yeah\n\n[COACH 16:11] well two things in what you just said you you said it's hard to ask for help and and what if the table was turned around what if you were the person being asked for help how how would you\n\n[CLIENT 16:29] react oh yeah no problem whatsoever you know i'd love to blah yeah so what makes you doubt that people might not react the same way and you know logically i understand all of that that it's just you know like it's all in my head and uh but but yeah um it's it's it's a little out there yeah but you know realistically not like nothing wrong with that and like i said i did reach out to a few people people it's just you know how many of those recommendations do I need I guess is the question for for strong profile yeah yeah well do people because it's not like I can write a recommendation for them so that they can post it for me so they choose to say what they choose to say and then is that you know like is that good\n\n[COACH 17:21] enough I don't know yeah well well do things is it good enough and are there enough in terms of numbers. Well, what I see is that they've taken the time to write pretty extensive comments, and it's not just, oh, I like that person, she was really nice. They really were more detailed, which is great. And that could be also a bit coached when you're asking people for their recommendation, you know, can you talk about this and this and that? Or, you know, so you can lead them a bit, not asking them to lie, but at least to say the truth in a way that is useful for you because if they take the time to write that it's because they want to help you know they don't have time to waste right so it has to be the most useful for you so so i think that the kind of format you have there is really great you don't want to make it too lengthy because then people will doubt well was that actually written by by the candidate that they just send the text and a person just copy-paste it you know um but the term in terms of numbers if you can have let's see at least one extra or two it's just that you want to when you have only two people could think okay well the person got the minimum two just to fill the section when you get more than two there's the see more so then it seems like you have more and it doesn't matter how many more you have because you don't really people won't necessarily go and look at all of these but they just see that there's more than two right so it's just give the impression that the person got more support so that could be one thing\n\n[CLIENT 19:01] you know all of this i was looking at they don't even have any recommendations\n\n[COACH 19:06] yeah but you want you know what julia you're not like them right you're aiming yeah but you want to be the first one right you don't want to come second that's true right so so whatever the others are doing well if they come second well i mean they lose right so you want to come on top of them right um so maybe two things i can offer um there was one thing and again you know we're at this little getting to this really fine edge i think we discussed last time of how you want to be seen in terms of what interests you right uh so you say okay i want to be in organizational uh in optimization working on operational performance And, you know, I like all the words you put, you know, I like complexity, accountable teams. So something about, you know, working with teams. I want to, I like to solve problems or, you know, problem thinking, systems thinking. So all of these buzzwords or, you know, topics, how can I be seen that I'm really interested into that? You know, and that I, I am on the, I'm on the top, you know, I know, I know. I know what's happening about these topics. And well, if you're really interested into that, I would also suggest you that you also get informed about this because you said, I want to get this program. You want to take the PMP and things, things like that. This is great, the courses. But what is the trends, you know, of these topics? And this can be found in LinkedIn groups, It's going to be found on, you know, blogs or podcasts and things like that. But you can really show that you're listening to podcasts, right? People won't go. You're fine. But you can show that you're, you're member of LinkedIn groups and you're following, you know, LinkedIn pages that talk about these topics and that you are reposting things that are about these topics. So this is like one edge that, again, it's really we're getting to this fine-tune. But if it's possible to show by what you. you repost or post and it doesn't have to be a hundred you know it could be like two three posts just just to fill the space that people see when they scroll your page and see that okay that person's actually you know reposted stuff about what she says that that it's her expertise right so so just to give this little sense that of credibility around what you're saying that you're interested in so that could be one thing you know i know we discuss a bit about that last time so maybe you can you know in the coming week just start to you know browse a bit look at you know what what exists out there can i repost yeah what you know what exists what other people are reposting sometimes it could be that you know what are people that i would see as references in those fields and and and look at what are they doing and what are they posting or stealing their stuff you know not not their content but what they're reposting or what their commenting on say okay well maybe i'll i'll comment on this too because it seems to be something that that you know some other people picked up on you know um so that's one thing and the other thing you said it's harsh to reach out for references what else can i do and how many references do i need i think you're getting there in terms of the references then the next step what do you think we can do once we have all of this and and you know all of this you know, the profile is optimized and you've done all you had to do. What do you think would be the next step?\n\n[CLIENT 22:58] Applying for jobs?\n\n[COACH 23:01] Yeah, yeah, applying for jobs.\n\n[CLIENT 23:02] And it's not like I'm not applying either. I'm, you know, I'm browsing and I'm looking at certain positions that I would be, you know, interested in and I have to apply for a few. You know, I got, like I said, a few things were stretched. So I, you know, that didn't really. go anywhere a few things i'm still waiting on um it makes me wonder if it's you know just construction being so seasonal like is it nobody will be hiring right now because it's too busy of a season you know potentially and most people who are hiring for you know like somewhat senior roles it would probably be you know full winter so that they can prep someone for the busy season to to come\n\n[COACH 23:46] yeah yeah yeah yeah so so if it's\n\n[CLIENT 23:52] how are the recommendations if you don't mind asking do you feel like they're like okay\n\n[COACH 23:57] well yeah like I said I mean they're they know they talk about specifics they talk about how you are as a person in a professional setting even as a person personally you know approachable dependable I mean this is all really good stuff for people that would look at it. So now the next step is getting people to look at it, right? Because once you've built all of this, it's nice. You know, you have a really nice house and now people to walk into it. Right. So one thing to start to think about, you know, and that I don't want to put too much pressure, right, because you want to do it gradually. But one of the next step would be how to reach out to people not to apply for job but just to share that you're looking for job because most of the jobs out there are not even listed you won't even find them you know they're all there and it's and especially with what they're talking about and you said it right it's not maybe it's not maybe the right time during the summer it's going to be in the fall are they going to start to look for someone you know some somewhere towards the end of the summer to hire in the fall maybe and that that's really a good intuition so if that's true then you want to be ahead of your time ahead of the wave right to be able to surf on it right to catch the wave so to to show that you're looking for something and you've done it you use all the tools like you know you put the little open to work which is great you know the the badge and the linton but the next step would be reaching out you know sending messages you know directly people saying you know i'm I'm actively looking to pursue my career, to make a step up, you know, I want to next, for my next step, do you either do you have any insights or, you know, possibilities that you see? Or if it's people that are in the industry, can we just have a chat? Can I talk with you for a moment? And I know this can seem really harsh at first.\n\n[CLIENT 26:08] It's that networking networking class that I took on the platform there This one is not easy, let me tell you\n\n[COACH 26:21] It's not easy and you know what The word the most difficult is to get to number one It's to get to the first time you speak with someone Because then when you do it and then you realize Well I mean this person was really open to help me Well maybe others will also be open to help me and then you get a second third fourth and then it becomes natural just to asking around and and having people and it's not to be pushy it's not say do you have a job for me you just you know i'm out there i'm ready for the next step in my career i would just want to bounce some ideas with you i just want to to hear about what are your thoughts about the industry right now i'm not asking for anything and i'm not asking for you to do something for me just add a little chat and you can not imagine julia how much can come out of these little conversations I know if people being like, well, you know what? I know this guy in this company that actually they might be looking for someone, not right now, but in two months. Right. I'm here, you know, let's have a chat with that person. And a lot of our candidates, they get their jobs like that. And those are the best jobs because it's not jobs that people hustle to try to get and send resumes and stuff. It's true connections. And then people trust the connections. And they're like, okay, well, you know, and sometimes they will get an interview right away and have a chat and say, okay, well, it's a good fit. Let's do it. You know, and so yeah, what do you think about all what I'm seeing?\n\n[CLIENT 27:49] Well, it all makes sense. I mean, I have to buy a used car and it's like, who do you trust, you know, like someone who knows someone? And just because it seems like there is, you know, more reliability that way. even though it's someone they don't really know that well but you think that people would have a lesser of a chance i guess to screw you over you know that way and to be shady about it so\n\n[COACH 28:17] that makes sense yeah and it's and it's natural you know it's human you know we we tend to trust more through people that we trust already right so so it's the same thing for jobs the same thing even in big big corporations and sometimes they have some red tape to go through and steps to follow for sure but once you have the foot in the place and you know the right person then all these steps become easier and and they tend to have a bias in favor you know because they know and they trust and uh so yeah so maybe for the next week you yeah i would say no two things if there's this possibility of of you retouching a bit on the on the lincoln profile this little part in the intro, the bio that I said, maybe looking, browsing a bit, just looking around, searching with a few keywords of your, you know, what is out there? You know, what groups exist on LinkedIn? What can I join? What can I like? And just to say, and what other people that I consider that they're, you know, good in this field, what are they doing? What are they watching? What are they, you know, sharing? and just picking up on that and you know it doesn't need to be a lot like i said it could be like two three posts and and just to to show that there's activity and that you're you're interested genuinely about your topics and the other thing is also to to to think about yeah how i know who are those people in my network no we're not calling talking about cold calls people you don't know but who are those people that i know that i could reach out just to say you know I'm, you know, at this point in my career, I'm moving to another step. Can we have a chat about this? Can we have some discussion just to bounce ideas to know what you think about, you know, the industry right now? And it would be really amazed the number of people would say like, well, yeah, sure, I can't hop on a call for, you know, 15 minutes and just have a chat with you for sure, you know. And so to start to think who could be those people?\n\n[CLIENT 30:24] Right.\n\n[COACH 30:25] Does that make sense? make sense yeah when could be our next call julia\n\n[CLIENT 30:30] well maybe next monday if that works for you\n\n[COACH 30:33] yeah next monday same time sure cool yeah that works with me too awesome well let's do that julia how do you thank you so much yeah how do you found this in the session today was short it's really short i'm sorry it's always really tight\n\n[CLIENT 30:51] it's all like you said it's all in a little tweaking of things right so that's uh that's what i need right now because I mean I've looked at it for so long that I don't really see the value in it anymore so I need someone to look at it and you know with a fresh high kind of thing\n\n[COACH 31:07] you know just be critical about it cool if I can help for that that's where I'm here I appreciate it thank you well have a nice day Julian nice week we'll talk next week okay","rapport_genere":"## Main Topics Discussed\n\nHere's a **summary and analysis** of the conversation between the coach and the client, Julia, focusing on the key points and next steps discussed:\n\n## Personal Information Shared\n\nNo new information to remember.\n\n## Work Assigned Until the Next Session\n\nOkay, let's start by looking at your LinkedIn profile. I notice that your headline is pretty generic. It might be helpful to make it more specific and highlight your unique value proposition. For example, instead of just saying 'Project Manager,' you could add something like 'Driving Efficiency in Construction Projects' to give a clearer picture of what you do and the impact you have.\n\nNext, your summary section is a bit long and could be more engaging. It's important to tell a story here – not just list your experience. Start with a strong opening that communicates who you are and what you're passionate about. Then, briefly mention your key achievements and what you're looking for next. Keep it concise and make sure it's easy to read.\n\nYour experience section is well-structured, but I think it would benefit from more quantifiable results. Employers love to see numbers and specific outcomes. For instance, instead of saying 'Managed a team of 10,' you could say 'Managed a team of 10, increasing project delivery speed by 20%.' This helps to demonstrate your impact and value.\n\nIn your skills section, you have a good list of relevant skills, but I would suggest adding a few more that are specific to your industry. Also, make sure to include any certifications or specialized training you have, as these can set you apart from other candidates.\n\nYour education section is fine, but if you have any relevant coursework or projects that are particularly relevant to your field, it might be worth mentioning them here.\n\nFinally, your contact information is complete, but I would recommend adding a professional photo if you don't have one already. A good photo can make a big difference in how you're perceived on LinkedIn.\n\nOverall, your profile is on the right track, but with a few tweaks, it can become even more effective in helping you achieve your career goals.\n\n## Date and Time of the Next Session\n\nHere's a summary of the conversation between the coach and the client, focusing on key points and actionable next steps: \n\n### Key Discussion Points: \n1. **LinkedIn Profile Optimization**: \n - The client is working on refining their LinkedIn profile to better reflect their professional brand. \n - The coach suggests tweaking the bio, adding relevant keywords, and engaging with industry groups and content to demonstrate genuine interest in the field. \n - The client is advised to look at what other professionals in the industry are sharing, liking, and commenting on. \n - It's recommended to post 2-3 times to show activity and engagement. \n\n2. **References and Networking**: \n - The client is hesitant about reaching out for job references, but the coach encourages a gentle approach—rather than asking for a job, they can ask for a chat or insight into the industry. \n - The coach emphasizes that most jobs are not publicly listed, and many are filled through networking and connections. \n - It's suggested that the client reach out to people they already know in their network to discuss their career goals and gather insights. \n\n3. **Job Search Timing**: \n - The client is considering the timing of the job search, noting that some industries (like construction) may be more active in hiring during certain seasons (e.g., fall). \n - The coach encourages the client to be proactive and\n","code_activite":null,"etape_coaching":"S7","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-07-06T11:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/297259949789094?p=5ilUKtRZhNNOnmtHef","google_event_id":"8c0cf0ee-7736-11f1-b5bc-96e67b6ba47b","courriel_suivi_sujet":"Rappel de nos actions et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Yuliya, \n\nNous avons discuté de l’optimisation de votre profil LinkedIn, en particulier votre headline, votre summary et vos expériences. Nous avons également abordé la manière de renforcer votre réseau et de solliciter des références de façon naturelle. \n\nVous vous engagez à retravailler votre profil selon nos suggestions, et à commencer à interagir davantage sur la plateforme. \n\nNotre prochain rendez-vous est prévu le 25 octobre. Je reste à votre disposition pour suivre votre avancement. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Julia on LinkedIn profile optimization and Search Strategy and Networking (Search plan) as we discussed ways to enhance her professional presence and approach to building connections in her industry. We agreed that for our next meeting I will review her updated LinkedIn profile and help her refine her networking strategy with specific actions to take in the coming weeks. We will meet again on Wednesday June 12 at 2:30 PM EDT.","session_summary":"Refining LinkedIn profile content to enhance professional branding, including headline specificity, summary storytelling, quantifiable achievements in experience, industry-specific skills, and engagement strategies to increase visibility and networking opportunities.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she structure her resume by competencies rather than chronologically\n- I advised her to bring up salary at the second interview rather than the first\n- I recommended she read « Cracking the Coding Interview » before the technical test","devoirs_client":"Okay, let's start by looking at your LinkedIn profile. I notice that your headline is pretty generic. It might be helpful to make it more specific and highlight your unique value proposition. For example, instead of just saying 'Project Manager,' you could add something like 'Driving Efficiency in Construction Projects' to give a clearer picture of what you do and the impact you have.\n\nNext, your summary section is a bit long and could be more engaging. It's important to tell a story here – not just list your experience. Start with a strong opening that communicates who you are and what you're passionate about. Then, briefly mention your key achievements and what you're looking for next. Keep it concise and make sure it's easy to read.\n\nYour experience section is well-structured, but I think it would benefit from more quantifiable results. Employers love to see numbers and specific outcomes. For instance, instead of saying 'Managed a team of 10,' you could say 'Managed a team of 10, increasing project delivery speed by 20%.' This helps to demonstrate your impact and value.\n\nIn your skills section, you have a good list of relevant skills, but I would suggest adding a few more that are specific to your industry. Also, make sure to include any certifications or specialized training you have, as these can set you apart from other candidates.\n\nYour education section is fine, but if you have any relevant coursework or projects that are particularly relevant to your field, it might be worth mentioning them here.\n\nFinally, your contact information is complete, but I would recommend adding a professional photo if you don't have one already. A good photo can make a big difference in how you're perceived on LinkedIn.\n\nOverall, your profile is on the right track, but with a few tweaks, it can become even more effective in helping you achieve your career goals.","speakers_swapped":true,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":36,"total_words":4932,"has_timecodes":true,"pct_time_coach":59.1,"time_coach_sec":1102.4,"has_diarization":true,"pct_time_client":40.9,"time_client_sec":763.0,"coach_turns_total":18,"client_turns_total":18,"pct_questions_open":55.6,"pct_coach_questions":27.7,"coach_questions_open":5,"pct_coach_statements":72.3,"pct_questions_closed":44.4,"coach_questions_count":26,"coach_sentences_total":94,"pct_coach_interrupted":38.9,"coach_questions_closed":4,"coach_statements_count":68,"pct_client_interrupted":66.7,"coach_questions_unknown":17,"coach_turns_interrupted":7,"client_turns_interrupted":12},"stats_snapshot_at":"2026-07-13T14:55:31.036053Z","prochaine_seance_date":"2026-07-11T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"d49636b7-5373-483b-bed8-69f6bf26333e"},{"candidat_id":"4f47a281-eed3-464e-a69b-b2a5b048a13b","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-06T15:00:00Z","duree_minutes":30,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Elena Rodriguez - 30 minutes meeting-2026-07-06T11:00:00-04:00","teams_link":null,"google_event_id":null,"courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"49a7079d-e6a9-4c4b-a2fa-9944461f454f"},{"candidat_id":"5631e8af-0fc5-4a05-9fe7-07443bd748c3","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-02T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hello, Michael. You're hearing me? Yes, I hear you fine. how are you doing good how about yourself fine fine yeah quite fine thanks how was the last uh week it was it was good a lot of a lot of activity on multiple fronts and I got I did well I did all the home work you gave me for the most part i mean i didn't go necessarily to 100 on each thing but i went you know got through as far as I think it made sense and uh uh and my res with your resume coach just about just about done she's going on vacation starting tomorrow so there's like a little just some proofing and things to iron out when she gets back but okay so that's good, which is just, I know I always go off into tangents, but that's actually an interesting point. She was giving me some guidance, but I know you're not the resume coach, but this is sort of a broader issue. my career is different because i've had decades and decades of full-time work and since 2013 i've been in a series of whatever you want to call them, consulting roles, freelance roles. Some of them have been long-term freelance. And, you know, part-time roles like at the newspaper, that was almost like a full-time role, but it was kept a part-time role so I didn't get. benefits. Um, but, but the question is, you know, it's like, it, it, it, How do I position myself in a lot of... Because she was saying, well, you know, we don't like to go back more than 15 years because it ages you and all that. And I get all that. i'd be the first person to agree with that but in my case my most impressive work happened now i don't i don't go back to 30 or 40 years at all. Trust me. I cut it off after. But the roles I had, the last two full-time roles I had is where I did my most. impressive work okay with with the best results and you know things that you would put on a resume so she she understood and and we put that back on the resume okay and I have but I guess why I'm bringing up with you is when I talk about when I pursue things, it's a little bit of a challenge. My situation is a bit of a challenge because I'm not particularly conventional. Most people don't. work part-time for, you know, almost a decade and a half when they're, I started that about age 50 most people don't do that yeah yeah so i i just wanted to throw that out there yeah and and the last thing that And just to sum up the week, and we can make this real quick is, yes, I applied to that one job and we don't need it as. it much further I apply to that job I use some of your advice I dial down the salary range oh I remember yes uh-huh yeah And actually, I still received interest from the recruiter. She came back with a range that was... lower than even I had, something like, well, the roll pays like 105 to 130, something like that. And I said, 130 to 150 is what I had come back with. And then she... said, well, great. And she even sent me the benefits of the company, which to me is very rare before you've even been a candidate. And they happen to have some of the best benefits of any company I've ever heard. So I appreciated that because it puts the salary in context. And my thinking was that they were going to get a ton of people to apply for that job at a lower salary than I would ever request. So that's why I dial. But then anyhow, she put me in the pool and said, well, you will be contacted in the next couple of weeks if the managers choose you. interview you and then i received and not surprisingly i received an email like a week later like a few days ago saying you were no longer considering you for the job uh you know because i figure once they look at you know this guy's been around for 30 or 40 years and they couldn't have found a better person because i was actually a journalist covering that industry, the defense industry, early in my career. So I had everything going for me. 40 years later you know 30 years later 40 years later they don't they don't want somebody like like that when they can get cheaper cheaper people or they had internal person but I'm not worried about it but I just wanted to fill you in on that and I've been and this is the last thing I've been, one of the requirements, I don't know if I told you this, I told your resume coach, it's taking up some of my time. never done this before because I've always worked full-time. I didn't even do this after I left my last full-time job because I didn't even know you could do it. it. I've been doing unemployment and so I have to apply to five jobs a week. And I've been doing that, which my observation is it's actually kind of, and sometimes I just apply to jobs. to meet the quota, not really wanting the job or thinking that I would get hired, one or the other, you know? But I... I think it's actually been a good exercise because your mind tends to say, oh, they'll never hire me or I'm not interested in it or blah, blah, blah. and i'm doing it anyhow so in a certain sense it's good like you like to say like i like to say it's good good practice yeah yeah and it's also building the confidence yourself, to try it out, to have some practice and without taking much time on this. I was curious, you said that the recruiter said that it was below 130, you know, it was what, 50 to 130. something like that you said that they were looking for and then you said i'm 130 to 150 is that what i heard well yeah She asked for a range somewhere. I don't remember the exact point, but first I gave them a range. And yeah, it fits into what you had said. said that she came back with a window sort of right below what I said. I think it was even, I think the ceiling on it. I can't remember was was just below my lower part but but honestly knowing the market and all that, knowing the market and knowing how desperate people are and how there's probably dozens and hundreds of people applying for this job I don't think she was lying I don't think she was playing the game I know what you were saying that if you get them a range where they're going to come down lower i don't think she was deliberately going below my range i think she was really giving me the range I think she was really giving me the range for that job. That was my sense. And it seemed, like you said, that the fact that she was sending the benefits probably that she's aware of that she knows that it's maybe lower than the expectation so how can we compensate somehow yeah but exactly yeah but sometimes benefit are not enough to compensate for it. Well, that's true. But this was good to know. They were extraordinary both with, you know, their... 401k and like it was a four-day work week you know 10 hours a day or something and and um which to me sounded kind of appealing because most people work 10 hours anyhow so i mean yeah okay Yeah. Another thing, because I know we tend to talk a lot, Michael, together. Another thing you said at the very beginning about the coach, resume coach is that there was something about i'm i have a broad perspective like i have all these experiences i could be doing a lot of things how to bring that to something more you know precise and the kind of what the resume coach wanted and you seem to say well okay i still have other experiences i can't have this broader picture and what I can offer, maybe what we can do together is that it's sure that it It can be positive. to be the jack of all trades or being able to do a lot of things can be appealing. At the same time, it becomes difficult for you as a candidate to to target where you want to go right when when it's it's so so maybe an exercise we could do is is just for the exercise try to to nail down what would be your personally your uh ideal uh perspective so to target the the energies to what in that direction right so it doesn't mean that you won't get interest of people for things and you might say yes to other things but to try to nail what would be your idea deal at this point right yeah and that's that that's a good segue to what like the exercises that you gave me and even on the resume like she said there's certain things well do you want a headline here do you want to do put something here and it was hard i left that blank for now because if i don't know what i'm going for in other words my resume my resume right now is kind of like what you call like a placeholder or whatever. It's there. It's sort of a base. It's very general. I recognize it. It could use a nice, whatever you call it, headline or branding statement at the top. But I can't put one in there if I don't know what I'm with. exactly what i'm going for so that that ties in and and honest and and that the exercises i wanted to do like my resume is written like and i told you this i think either last session or two or first session i've written my resume obviously if i'm going to continue and either, I'm really not looking to get into the media field so much anymore because it's a dying industry where people are getting laid off. but maybe in a certain role i would but it's not really it's really more of something with communications writing words It's written that way, but one of the exercises, and this is really hard, is, you know, At this point in my life, I'm hoping this will be ideally my life if I don't get laid off or the position eliminated. or something it would be my last job i'm just looking for some i mean i would do something completely different i mean i know this sounds really weird but i've looked at something Like being a, and I know this sounds like, you know, insurance claims adjustment. or a loan processor or something like that, which is like nothing. Well, it relates to what I do and that they're not going to find anybody. who's more accurate with words and has such attention to detail than me. So there is overlap there. but it's like nothing I've ever done. It's like kind of an office job that seems dry. I mean, I've never... pursued something like that but i've thought about it right like i've thought about it which would be like a complete you know off going in a completely different direction. And I'm thinking, I don't know, maybe that might be good. I don't know, which would be a completely different resume and career path. I don't know if I would have any success. I got to thank somebody who's, you know. Worked with CEOs and written headlines, you know, worked with written material for the top executives and news. papers at the top of that front page of the paper would be appealing maybe to, I don't know, an insurance company or a bank. or a financial institution i don't know but just to stop you there because i we can i would suggest that we jump on this exercise of the identity matrix and you're already saying things that can fit in there but and and have you looked at it at the document or it did i did i can you want me to pull it out Yeah, sure. Well, have you filled in some, because some of the things that you're saying can fit in there. Now I hear a lot in what you're saying. You're trying to tie it to specific jobs, titles, industries. You're in this kind of mindset. Sure. And what I would... suggests that we can do is not to limit you to specific boxes or specific jobs. You know, just having this... reflection, just for the exercise, just for the fun, you know, thinking about in the matrix, you know, when I say what I want to be and I am, or what I want to be and I am not. as as a person now how do you want to be yes just have this kind of reflection just to broader and then after that we can nail it down but because sometimes by trying to link it to specific industries or positions, we can limit ourselves, right, and thinking. I totally agree with that. One thing, it's really hot in here, and I meant to lower the thermostat. Can I just go lower? One minute. Okay, there I am. Let me put my headset on. And one last thing, useful maybe for the identity matrix or the branding statement, any of that. that one other thing I didn't tell you and I don't put this it's not it's like so like I do to put creativity on here I mean one other things I'm I mean obviously I'm really good with one of my strengths is words and all that I mean if you just asked me like what would you I mean, if you ask a hundred people, probably half would say they'd want to do this, whatever, like write a book or, you know, make a movie. movie. I've even dabbled a little bit like in comedy, for example. I think I'm pretty good at comedy. I just dabbled in it. I don't know how. that ties in does not trust me it's not a if you want to make it in comedy you got to go to comedy bars and do open mic stand up and wait until like 11 30 at night and then if you even do that your odds of making it are probably like one out of a thousand I'm not at this point in my life I'm not trying to pursue a career and I'm not interested in it but but never doing it gives you zero chance, right? Never try. Well, I've done it. I've done it. And when I did it, I didn't even, to be honest, I didn't even, well, I didn't even. use my best stuff you know i was just so whatever but so uh so just to take this example Michael, what you just said, I'm good with words, good at words. I totally trust you and you seem to be definitely be good at that. What I would invite you when you say that is think about, okay, I'm good at words or with words. And how is. it that i am good at words or with words that is different than with any other people so to try to find this little sometimes it could be just an adjective just a how is it that you are good at words and that's what we're going to try to work on in the coming weeks you know for the branding it's with always and i will challenge you with that always because that's kind of my role like okay so this word for you it's clear in your head probably because you know in your head what it means right But for me, I hear that, like, okay, I get it. Now, tell me more. Tell me more. How is it that, tell me what's in your head about this? And then. put it in writing so that once we're going to be reading this statement it will be like okay well this is michael this cannot be anyone else than michael you know that that's the kind of end result we're trying to get right yeah that's good and one thing that came up i think it was on the personal branding worksheet Because I did the Identity Matrix yesterday and the branding earlier today, so I didn't do them. And that's the order I did them in, so it didn't occur to me. But one thing that does distinguish me, I think, and I don't know exactly, I don't know the best word. But I do, I mean, if you ask people, they probably all say this, but I would probably say I'm very good at anticipating things. I have a unique ability to anticipate. And in my field, in my fields, that's... very very very important whether in communications or in the media it was take newspapers if you write this headline, here's what's going to happen, and it's not going to be good, you know, could have political ramifications, whatever. in in communications as business implications and i wrote that down in one of my examples so it a writing ability, I have it written down, we can cover it later, writing ability combined with anticipation is way that maybe distinguishes me hmm I don't know if that helps well that could fit in the strengths because there was a page about the strength skills and yeah having this ability to think and to to be forward thinking in some way you know to to be able to anticipate things to see forward, I mean, that could be seen as a skill, could be seen also as a value. You know, you could be someone who is like that, who is forward. thinking and it was it's not just reacting but being proactive and in face of situations that come from so that that can definitely be seen as something that people can link to, well, someone who is more of a strategic thinker, you know, is able to see things and act accordingly, you know. anticipate things right and just one note on that and i think that the anticipation i'm sure i know it came from when i was a kid i played chess that helps but back to strategy I just have a little bum in me that that that makes me a little leery because I have a theory that people who put strategy in their resume or job descriptions or title. I essentially think that most of the time when people do that, it's a lot of BS. But that's just me. like what what does I mean I happen to know that I true I mean I like to say I put in one of my descriptions on your worksheet I really feel like I see around corners, you know, as an expression. And that is strategic and all that. But I just think that that everybody. I just have a theory that I'm careful about using strategic as an adjective or something because I know so many. of people who put strategic down who want to be seen that way because their view is if they put strategic then they don't have to do the nuts and bolts. of rolling up their sleeves and doing the work they're strategic oh I think we should do this you know that's well I would say that the difference I see is that and you're totally right people would do you know put some words in there just have the buzzwords right and you will see it if they just put the buzzwords the The difference is if someone talks about, I'm a strategic thinker and says how, how they are strategic thinker, I'm strategic, you know. I think strategically, by anticipating situations and explaining how, then it can always sound BS. because everyone can say everything someone anyone says is bullshit but but if you say the how then it just adds a layer of okay i mean this is a really creative person which is the case or it's it's at least shows that the person thinks enough to to explain bit around you know to put some meat around so that it becomes more credible that that's the that's the idea of because being a strategic thinker has value i mean it's it's it's definitely something something that can even bring you to be in different positions. But it's true, and I'm sorry for that, I put the word. out there and that's something i should be cautious about i don't want to to lead you in any direction right no i wasn't i wasn't it wasn't meant as criticism of you using the word in any way it's just because i think there's a there's a value i think that does sort of accurately describe it is an accurate an adjective to use in my case but i just i just raise the issue of like but i understand what you're saying the how that goes But anyhow, I don't know. I did do the identity matrix. I don't know if you want to discuss it. If you can. we won't have time to go through all of it but if you can just share what what are the highlights what what did you find stood out of that by doing this exercise and you said huh that that that's interesting that i put that there well well what i found i have to be honest especially somebody who's like done comedy and artistic and creative things. I love things that aren't, I mean, I like the idea of the identity matrix. By all means, I was a little bit confused. I mean, I took it literally like it has an element that's personal and then professional. right so like this isn't like some of my i mean like some of the personal things, I mean, it's almost like it's, I'm not really quite sure what, how it ties in, because some of it could. like, you know, from a psychotherapy session or something like, like, you know, uh, what do you, uh, your boundaries, uh, what do you refuse? to be and are convinced you will never be. I refuse to be an authentic weakness. What do you fear becoming in life? I fear being phony. I don't know. What do you not want to be but recognize as part of you, self-isolating? I don't know. I mean... this that's more like for a therapist discussion i i guess i don't know i know as a coach you're part therapist too i mean for sure but but i i'm not and then you know uh i i just had a some hard time with some of the oh this is more i went to the what I don't want to be page I'm sorry uh-huh okay and then well it's related personal What do you want to be but feel you're not? More social outside of work. What do you, what, what you could be. possibilities that inspire you I could become more outgoing I mean And some of these were hard to answer, to be honest, because it's what have you always been your fundamental essence? I've always been conscientious. That's not. really I mean well maybe the link I can make it let's just take this example I'm conscience conscientious okay And that's, for me, if we have to tie it to what kind of work, it's not necessarily the kind of profession more than the kind of workplace. you know the kind of company or the kind of culture of company you want to work with so maybe by nailing this you can say maybe i don't want to work but with some kind of companies because maybe i don't have a choice if if i want to have a job i'll take whatever job comes my way but at the same time if i'm clear about i don't want this kind of culture of an enterprise or a business or something and and i get an offer from that maybe we'll think twice before saying do i want to really get into this this pattern and and not like this place that i'm going to be working right that's a good point like and as an example like for example i don't think I would ever work for a pharmaceutical company, but I mean, just myself, it just doesn't fit with what I believe in. But I mean, this past company. What that showed an interest was a defense company. I'm not really big. I'm not a rah-rah military person Uh-huh, but that one was one that fit in a more of a gray area because there is some value to the military and defense while I'm not so that gets So I pursued that one, even though it wasn't exactly a company that necessarily matched my values, if that made sense. you bring up a good point there yeah yeah because some people and you say it's a gray area some people it would say i don't want to have anything to do even remotely in this industry some other People will say, well, you know, I can see because there are some good in it. I don't agree with all of it, maybe. But if I can contribute in some way to, you know, make it. different in some way, or contribute positively to it. And, you know, there's a lot of positive aspects to it. Well, what is the part that I'm willing to do in that? You know, so this could be a kind of... reflection. But I don't want to push too hard on any tools. If it doesn't speak to you as much, Okay, we can do other things. I have people who feel it fully. They really dig into it. But we can approach it differently. I think that maybe working... on the statement itself on the paragraph because this is just something that can help to bring uh some creativity but i i understand that for you maybe you can goes directly uh well the the personal branding you know there's this document also about the personal branding um yeah and we'll uh maybe next time what we could do is maybe address more this one and this is tied to the linkedin profile and we're going to start to talk about the linkedin profile too uh because it will be the part that you put at the top of your linkedin profile and sometimes at the top of your resume too you know it's a little short paragraph um and that will explain is like what the pitch you would give to someone someone says okay well michael tell me what what do you want what do you want to do now and to be able to pitch it and and have a clear statement, right? I'll give you a good example. Yeah, that's true. And that also the whole LinkedIn thing ties into what we said at the beginning, because as I told you, I don't. i don't have my my linkedin ends at 20 with my last full-time role because i've done like about eight or nine different different part-time roles that sometimes conflict with each other and as I told you on the first call I don't even have the newspaper role on there because it I feel like it would harm me in pursuing other roles because some people, at least in the U.S., probably not in Canada because they're a little sharper about it. it but in the u.s uh they would probably say oh he worked for a newspaper i don't want to hire him so uh you know in other countries that a role that's respected it's not here anymore but there's a way that you I think you present it you don't have it in front of me but the way I looked at it you had something like a play caseholder that you put that was more general, right? That was not tied to a specific paper, right? There was something about writer or something. Yeah, I'll read you, which is Right now, what's currently on my resume, actually, it's been slightly tweaked, but not of any significance by your resume, Coach. it's just some punctuation it's not a big deal uh and then i'll read you what i came up with kind of as a sort of 30 second elevator thing. So I have communications expert who's writing, editing, and media experience drive storytelling and simplify complexity. bolstering companies from global industry leaders to emerging disruptors managed and staffed media interviews with senior executives. executives including chief executive officers at top multinational corporations uh-huh so that's that's on my resume i don't it i i don't know if and and then i came up with more of a 30 second elevator thing top global companies and emerging disruptors have entrusted me to guide them and their executives on what to say with the best words. what not to say uh-huh so I don't know if that sounds good or not yeah well this is really yes question for you is and maybe you can reflect on this this week is is is that is that does that reflect what you want right now Yeah, that's the $64,000 question, as they say, and believe it or not, I almost be willing to work for 64 000 but um but uh well obviously not because you wanted 130 to 150 were really good I'd consider really really good but anyhow um but that is the And the problem is if I don't know, yeah, I mean, like if I was going for a job and let's just say at an insurance company, like we were talking about or like. Like for a loan processor or something, I don't think I would have, I wouldn't use that as my elevator 30 seconds. statement at all. It wouldn't make any sense. That is a statement assuming that I'm continuing in the community. communications or media field. Does that make sense? Which is the roles that I'm doing for this unemployment and stuff. That's what I'm doing for now. I'm continuing on that path. I don't know that I really want to. Yeah. Well, so Michael, what we're going to do, I offer... next time because we're already at time but for next session what we could do is really take the whole time i think we we need that time take the whole time to really dig into, and you can reflect on that this week, but really dig into if everything was possible for you. everything yeah what would what would you crave to do right now what would you really feel into your gut that you would be passionate to do at this time in your life so without saying you know i've done this before or i could be good at that people could like me for that what do i want want to drive and and we could have this and to dig this and I will challenge you on that and and and without any limitation because you can say yeah but I need to have this training or I need to do this. How would that look? We don't want to get any limitation. Just to have this broader perspective, because I feel that we're still there at But where do I want to land? Right. And I don't want to limit that too much at this point, because maybe if we limit just with what you have already written. and what you already have as an experience maybe what you want is there right and we're and we're focusing there right now so so uh we could maybe take i think it would be worth to take whole session to really dig into that and to completely empty this topic for once. What do you think that would be I think that would be a great exercise exercise Oh, I have to say if you asked me, I mean, what would I you know, I'd like to be have a standing routine in Las Vegas bringing the house down with stand-up comedy but you know that's not that's let's keep that off the table because That's not, unfortunately, that, yeah, that's not going to happen. Don't limit yourself, Michael. You said that's not going to happen. I don't have the hours in the day to do open mics at 11 p.m. at night. You know, I could do it. okay well for the exercise still if you even take note of any all the ideas and what i will do as the coach you know the kind of questions i will ask is trying to go to the essence of why is that important for you now why is that you know the stand-up company what what is that why why is it interesting for you why is it important and going to the root of that and then we can segue and look horizontally what else could potentially respond to that profound need that you have so this is the kind of reflection we can have To end with that, that's an interesting point because, I mean, if you say stand-up comedy, stand-up comics, whatever word you want to say, want to use adjective, make strategic observations about life. And then they say things that nobody has ever thought of and it makes people laugh or makes them or makes them think you know so there is there and they're very good way a lot of people don't realize it but stand-up comics are um most of them not just anybody who gets up on a stage most of them are really good at words and editing writing and editing you can't be a good stand-up comic and you can't write and edit but i i don't want to i don't want to try to I mean, I go back to your point. What's something else that has those same features? Because I'm not trying to encourage myself to say, oh, man. man, maybe you should pursue stand-up comedy. No, not necessarily, but thinking what else and also how to link all of this. Because you see, I heard the word disruptors. You mentioned that a few times in your statements. And there's something about being good at words, but not being good at words for any purpose. good at words to make people think to to disrupt ideas you know i heard a lot of things around that it's not for any kind of words you know it's there's something about How, you know, the purpose of it, that also seems to come from what you're saying, right? Yeah, that was just to describe that. Because I've worked for big companies and for smaller, bigger names like whatever, if you've heard of the company Robinhood. the financial company or something like that. I mean, that was one of the clients I had a few years back or, you know, I don't know, match.com. I don't remember. who was some of those but that was not that was just a descriptive of the companies i work for not that i'm a disruptor If that makes any sense. I think I could be. I certainly know I could be, but that's not the context that I was using disruptors. I saw your smile saying it. I feel there's some part of you that doesn't dislike this idea of being a disruptor. Oh, I think my comment. or whatever would definitely be disruptive yeah i mean in fact well yeah i mean there's stuff that i could put out there now that well anyhow i don't want to get into yeah yeah let's book our next session uh so when would be a good time for you um next week yeah I'm going to look at next next week is the would be the yeah I'm thinking Yeah, either Wednesday the 8th or Thursday the 9th would be a Tuesday. no good uh so are you good on either of those days yeah um sure it could be either yeah thursday or wednesday or thursday yeah yeah um why don't we You know look why don't we make it I guess Wednesday, okay Cuz it yeah, yeah, that sounds good. Let's let's make it Wednesday at two o'clock central. Okay, two o'clock central, so three my time. Yeah, so same time as today, but next Wednesday. the 8th yeah july 8th at two o'clock your time three o'clock mine okay yeah and i think that sounds like a good exercise i would welcome that i mean that that's kind of where like you know i i think i could get a lot of value because it's more it's of these things are are hard to do not like you said not knowing yeah uh uh what yeah what i'm gonna exactly what i'm pursuing yeah yeah yeah so i think it's worth to uh to dig into this and to at least for one session if we can focus that on for the next session and then then it can orient for the rest yeah cool well let's do that michael and and by then while you think about it yeah if you can have some reflection you can draw notes also that if ever anything could be possible no limitation okay now do not limit yourself we'll limit later on but for now without limitation what what would really what you would be passionate about doing because you said it it might be the last job you're gonna get right so i mean let's make it worth it. Right. Let's, let's, let's have a, let's do something that you want to do. But just the one thing to keep in mind with that too, like, I mean. yeah you could say like let's just use so you're saying even you know stand-up comedy or something but well not being like an act in vegas but i mean some people you could be a stand-up comic on a cruise ship or something like that you know oh my gosh that would be awesome yeah i would go and watch you yeah where are you where are you uh you know where you but the thing is the whole thing about all this is to your point it could be my life is other thing that's important and i put it on one of the worksheets is stability in other words i don't whatever yeah it's an open field what could be possible but i don't want to go into something where you know there's there's some you know layoffs or it's a very unstable field that's like a kind of a and that's one of the problems with a lot of the startups I've worked for and some of my part-time roles were great I was in heaven doing it, and then the company lost all their funding or they lost a big client, and then everybody was let go. You know what I mean? So that's why I'm sort of on the other side. I'd rather, you know, establish defense companies. you know, an insurance company, whatever, but at any end. Okay, yeah, and we'll look into this. Great. Okay, well, think about this, Michael, this week, and try to not- get too much heat from outside because I guess it's at least here it's it's we're getting in a really heated summer now so in montreal oh yeah oh yeah yeah we have friends in toronto so uh yeah yeah so anyway but at least a nice sun and uh\n\n=== Enregistrement live du 2026-07-02 19:00 ===\n\n[COACH 00:12] Hello, Michael.\n\n[CLIENT 00:16] You're hearing me?\n\n[COACH 00:17] Yes, I hear you fine. How are you doing?\n\n[CLIENT 00:21] Good. How about yourself?\n\n[COACH 00:23] Fine, fine, yeah, quite fine. Thanks. How was the last week?\n\n[CLIENT 00:29] It was good. A lot of activity on multiple fronts. And I got, I did, well, I did all the homework you gave me for the most part. I mean, I didn't go necessarily to 100% on each thing, but I went, you know, got through as far as I think it made sense. And my, with your resume coach, just about, just about done. She's going on vacation starting tomorrow. So there's like a little, just some proofing and things to iron out when she gets back. Okay. So that's good, which is just. I know I always go off into tangents, but that's actually an interesting point. One thing, she was giving me some guidance, but this may, I know you're not the resume coach, but this is sort of a broader issue is because my career is different because I've had decades and decades of full-time work. And since 2013, I've been in a series of whatever you want to, to call them consulting roles freelance roles some of them have been long-term freelance you know part-time roles like at the newspaper uh that was almost like a full-time role but it was kept a part-time role so i didn't get benefits um but but the question is you know it's like it it how do i position myself in a lot of because she was saying well you know we don't like to go back more than 15 years because it ages you and all that and I get all that I'd be the first person to agree with that but in my case my most impressive work happened now I don't I don't go back the 30 or 40 years at all trust me I cut it off after but the roles I had the last two full-time roles I had is where I did my most impressive work with the with the best results and you know things that you would put on a resume so she she understood and and we put that back on the resume and I have but I guess why I'm bringing up with you is when I talk about myself when I pursue things it's it's a little bit of a challenge my situation is a bit of a challenge because I'm not particularly conventional. Most people don't work part-time for, you know, almost a decade and a half when they're, I started that about age 50. Most people don't do that.\n\n[COACH 03:22] Yeah.\n\n[CLIENT 03:22] Yeah. So I just wanted to throw that out there. Yeah. And the last thing that happened just to sum up the week, And we can make this real quick as, yes, I applied to that one job. And we don't need to discuss it much further. I apply to that job. I use some of your advice. I dialed down the salary range.\n\n[COACH 03:47] Oh, I remember. Yes. Uh-huh.\n\n[CLIENT 03:48] Yeah, I dialed it down. And actually, I received tremendous interest from, still received interest from the recruiter. She came back with a range that was lower. then even I had something like well the role pays like 105 to 130 something like that and I said 130 to 150 is what I had come back with and then she said well great and she even sent me the benefits of the company which is very to me is very rare before you've even been a candidate it and they happen to have some of the best benefits of any company I've ever heard. So I appreciated that because it puts the salary in context. Yeah, yeah. And my thinking was that they were going to get a ton of people to apply for that job at a lower salary than I would ever request. So that's why I dialed it then. Anyhow, she put me in the pool and said, well, you will be contacted in the next couple of weeks if the managers choose you to interview you and then I received and not surprisingly I received an email like a week later like a few days ago saying you were no longer considering you for the job you know because I figure once they look at you know this guy's been around for 30 or 40 years and they couldn't have found a better person because I was actually a journalist covering that industry the defense industry early in my career so I had everything going for me but 40 years later, you know, 30 years later, 40 years later, they don't, they don't want somebody like that when they can get cheaper, cheaper people, or they had an internal person. But I'm not worried about it. But I just wanted to fill you in on that. And I've been, and this is the last thing. I've been, one of the requirements, I don't know if I told you this. I told your resume coach, it's taking up some of the, on my time is I've never done this before because I've always worked full-time. I didn't even do this after I left my last full-time job because I didn't even know you could do it. I've been doing unemployment. And so I have to apply to five jobs a week. And I've been doing that, which my observation is it's actually kind of and sometimes I just apply to jobs to meet the quota and know it not really not really wanting the job or thinking that I would get hired one or the other you know but I think it's actually been a good exercise because your mind tends to say oh they'll they'll never hire me or I'm not interested in it or blah blah blah and I'm doing it anyhow so in a certain sense it's good like you like to say like Like I like to say, it's good practice. Yeah. Yeah.\n\n[COACH 06:58] And it's also building the confidence yourself, right? To try it out, to get to know, to have some practice. And without taking much time on this, but I was curious, you said that the recruiter said that it was below 130. You know, it was, what, 50 to 130 or something like that? You said that they were looking for. And then you said, I'm 1.30 to 140.\n\n[CLIENT 07:25] 50 is that what i heard well yeah they asked for a range they asked she asked for a range somewhere i don't remember the exact point but first i gave them a range and yeah it fits into what you had said that she came back with a window sort of right below what i said i think it was even i think the ceiling on it i can't remember was was just below my lower part but but honestly doing knowing the market and all that knowing the market and knowing how desperate people are and how there's probably dozens and hundreds of people applying for this job yeah i don't think i don't think she was lying i don't think she was playing the game of i know what you were saying that if you give them a range well they're going to come down lower i don't think she was deliberately going below my range, I think she was really giving me the range. I think she was really giving me the range for that job. That was my sense.\n\n[COACH 08:34] And it seemed like you said, that the fact that she was sending the benefits, it's probably that she's aware of that. She knows that it's maybe lower than the expectation. So how can we compensate somehow? Yeah, exactly. But sometimes benefits are not enough to compensate for it.\n\n[CLIENT 08:52] But this was good, no, they were extraordinary, both with, you know, their 4-0-0-N-K and like it was a four-day work week, you know, 10 hours a day or something. And which to me sound kind of appealing, because most people work 10 hours anyhow. So, I mean, yeah.\n\n[COACH 09:16] Okay.\n\n[CLIENT 09:17] Although I don't, yeah, any of them.\n\n[COACH 09:19] Yeah, another thing, because I know we tend to talk. Talk a lot, Michael, together. Another thing you said at the very beginning about the resume coach is that there was something about, I have a broad perspective. I have all these experiences. I could be doing a lot of things. How to bring that to something more precise and what the resume coach wanted. And you seem to say, well, okay, I still have other experiences. I can have this broader, you know, picture. and what I can offer, maybe one we can do together is that it's sure that it can be positive to have, you know, to be the jack of all trades or being able to do a lot of things, can be appealing. At the same time, it becomes difficult for you as a candidate to target where you want to go, right, when it's, it's, so maybe an exercise we could do is just for the exercise trying to to nail down what would be your personally your ideal perspective so to target the energies in that direction right so it doesn't mean that you won't get interest of people for things and you might say yes to other things but to try to nail what would be your ideal at\n\n[CLIENT 10:39] this point right yeah and that's that that's a good segue to what like the exercises that you gave me And even on the resume, like she said, there's certain things, well, do you want a headline here? Do you want to do put something here? And it was hard. I left that blank for now because if I don't know what I'm going for, in other words, my resume, my resume right now is kind of like what you call like a placeholder or whatever. It's like it's there. It's sort of a base. It's very general. I recognize that it could use a nice, whatever you call it, headline or branding statement at the top. But I can't put one in there if I don't know exactly what I'm going for. So that ties in. And honest, and that, the exercises I wanted to do, like my resume is written like, and I told you this, I think either last session or two, our first session, I've written my resume, obviously, if I'm going, to continue and either I'm really not looking to get into the media field so much anymore because it's a it's a dying industry where people are getting laid off but maybe in a certain role I would but it's not really it's really more of something with communications writing words and all that it's written that way but one of the exercises and this is really hard is you know At this point in my life, I'm open, this will be kind of my lap, ideally my lat, if I don't get laid off or, you know, the position eliminated or something, it would be my last job. I'm just looking for some, I mean, I would do something completely different. I mean, I know this sounds really weird, but I've looked at something like being a, and I know this sounds like, you know, insurance claims adjust. or a loan processor or something like that, which is like nothing, well, it relates to what I do and that they're not going to find anybody who's more accurate with words and has such attention to detail than me. So there is overlap there, but it's like nothing I've ever done. It's like kind of an office job that seems draw. I mean, I've never, pursued something like that, but I've thought about it, right? Like I've thought about it, which would be like a complete, you know, off, going in a completely different direction. And I'm thinking, I don't know, maybe that might be good. And I don't know, which would be a completely different resume and career path. I don't know if I would have any success. I got to think somebody who's, you know, worked with CEOs and written headlines, you know, worked with written material for the top executives and newspapers at the top of that page of the front page of the paper would be appealing maybe to, I don't know, an insurance company or a bank or a financial institution. I don't know.\n\n[COACH 14:12] But just to stop you there, because we can, I would suggest I would jump on this exercise of the identity matrix and you're already saying things that can fit in there but and have you looked at it at the document or did i did i can want me to pull it out yeah sure well you have you filled in some because some of the things that you're saying can fit in there now i hear a lot and what you're saying you're trying to tie it to specific jobs titles industries you know you're in this kind of mindset and And what I would suggest that we can do is not to limit you to specific boxes or specific jobs. You know, just having this reflection, just for the exercise, just for the fun, you know, thinking about in the matrix, you know, when I say what I want to be and I am, or what I want to be and I am not, as a person. Now, how do you want to be? Yes. Just have this kind of reflection. just to broader and then after that we can nail it down. But sometimes by trying to link it to specific industries or positions, we can limit ourselves, right?\n\n[CLIENT 15:26] I totally agree with that. And just one thing, it's really hot in here and I meant to lower the thermostat. Can I just go lower?\n\n[COACH 15:34] Sure, sure, yeah, yeah.\n\n[CLIENT 15:34] One minute. Okay, there I am. Let me put my headset on. And one last thing, useful maybe for the identity matrix or the, the branding statement and any of that one other thing i didn't tell you and i don't put this it's not it's like so like i do do put creativity on here i mean one other things i'm i mean obviously i'm really good with one of my strengths is words and all that i mean if you just asked me like what what would you i mean who if you asked a hundred people probably half would say they'd want to do this whatever like write a book or or you know make make a movie i've even dabbled a little bit like in comedy for example i think i'm pretty good at comedy i just dabbled in it i don't know how that ties in it's not trust me it's not a if you want to make it in comedy you got to go to comedy bars and do open mics stand up and wait until like 1130 at night and then if If you even do that, your odds of making it are probably like one out of a thousand. I mean, so I'm not, at this point in my life, I'm not trying to pursue a career in that. I'm not interested in it.\n\n[COACH 17:07] But never doing it gives you zero chance, right? Never trying.\n\n[CLIENT 17:11] Well, I've done it.\n\n[SPEAKER_? 17:12] I've done it.\n\n[CLIENT 17:13] And when I did it, I didn't even, to be honest, I didn't even, well, I didn't even use my best stuff. You know, I was just, so whatever.\n\n[COACH 17:22] But so just to take this example, Michael, what you just said, I'm good with words, good at words. I totally trust you and you seem to be definitely be good at that. What I would invite you when you say that is think about, okay, I'm good at words or with words. And how is it that I am good at words or with words? words that is different than with any other people. So to try to find this little, sometimes it could be just an adjective, just a, how is it that you are good at words? And that's what we're going to try to work on in the coming weeks. You know, for the branding, it's with always, and I will challenge you with that, always, because that's kind of my role. Like, okay, so this word for you, it's clear in your head, probably because you know in your head what it means, right? But for me, I hear that like, okay, I get it. Now, tell me more. Tell me more. How is it that how, tell me what's in your head about this. And then to put it in writing so that once we're going to be reading this statement, it would be like, okay, well, this is Michael. This cannot be anyone else than Michael. You know, that that's the kind of end result we're trying to get, right?\n\n[CLIENT 18:41] Yeah, that's good. And one thing that came up, I think it was on the personal branding worksheet. because I did the identity matrix yesterday and the branding earlier today so it was I didn't do them and that's the order I did them and so it didn't occur to me but one thing that does distinguish me I think I don't know exactly I don't know the best wording for it but I do I mean if you ask people they probably all say this but I would probably say I'm very good at anticipating things. I have a unique ability to anticipate. And in my field, in my fields, that's very, very, very important, whether in communications or in the media, it does take newspapers. If you write this headline, here's what's going to happen. And it's not going to be good, you know, could have political ramifications, whatever. In communications, it has business implications. And I wrote that down in one of my examples. So writing ability, I haven't written down, we can cover it later, writing ability combined with anticipation is a way that maybe distinguishes me. I don't know if that helps.\n\n[COACH 20:14] Well, that could fit in the strengths. because there was a page about the strength, the skills, and having this ability to think and to be forward thinking in some way, to be able to anticipate things, to see forward. I mean, that could be seen as a skill, could be seen as well as a value. You know, it could be someone who is like that, who is forward thinking. And it's not just reacting, but being proactive in face of situations that come. So that can definitely be seen as something that people can link to, well, someone who is more of a strategic thinker. You know, is able to see things and act accordingly, you know, and to anticipate things, right?\n\n[CLIENT 21:01] And just one note on that, and I think that the anticipation, I'm sure, I know it came from when I was a kid. I played chess. That comes from that. But back to strategy. I just have a little bug in me that that that makes me a little leery because I have a theory that people who put strategy in their resume or job descriptions or title I essentially think that most of the time when people do that it's a lot of BS but that's just that's just me like what what does I mean I happen to know that I true I mean I like to say I put in one of my descriptions on your worksheet i i really feel like i see around corners you know as an expression and that is strategic and all that but i just think that that everybody won't i just have a theory that i'm careful about using strategic as an adjective or something because i know so many people who put strategic down who want to be seen that way because their view is if they put strategic then they don't have to do the nuts and bolts of rolling up their sleeves and doing the work. They're strategic. Oh, I think we should do this, you know, that's strategic.\n\n[COACH 22:26] Well, I would say that the difference I see is that, and you're totally right, people would do, you know, put some words in there, just have the buzzwords, right? And you will see it if they just put the buzzwords. The difference is if someone talks about, I'm a strategic thinker and says how, how they are. strategic thinker. I'm strategic, you know, I think strategically by anticipating situations and explaining how, then it can always sound BS because everyone can say everything someone, anyone says is bullshit. But if you say the how, then it just adds a layer of, okay, I mean, this either is a really creative person, which is the case, or it's at least shows that the person things enough to explain a little bit around, you know, to put some meat around so that it becomes more credible. That's the idea of, because being a strategic thinker has value. I mean, it's definitely something that can, you know, even bring you to be in different positions. But it's true, and I'm sorry for that. I raise the, I put the word out there. And that's something I should be cautious about. I don't want to to lead you in any direction, right?\n\n[CLIENT 23:45] No, I wasn't. It wasn't, it wasn't meant as criticism of you using the word in any way. It's just because I think there's a, there's a value. I think that does sort of accurately describe. It is an accurate adjective to use in my case, but I just, I just raised the issue of like, but I understand what you're saying, the how that goes with it. But anyhow, I don't know if I, I did do the identity identity.\n\n[COACH 24:15] matrix i don't know if you want to discuss it if you can because we won't have time to go through all of it but if you can just share what what are the highlights what did you find stood out of that by doing this exercise and you said huh that that that's interesting that i put that there\n\n[CLIENT 24:32] well well what i found i have to be honest i especially somebody who's like done comedy and artistic and creative things. I love things that aren't. I mean, I like the idea of the identity matrix by all means. I was a little bit confused. I mean, I took it literally, like it has an element that's personal and then professional, right? So like this isn't like some of my, I mean, like some of the personal things, I mean, it's, it's almost like it's, uh, I'm not really quite sure what how it ties in because some of it could be like you know from a psychotherapy session or something like like you know what do you your boundaries uh what do you refuse to be and are convinced you will never be i refuse to be inauthentic weakness i uh what do you fear becoming in life i fear being phony i don't know what do you not want to be but recognize as part of you, self-isolating. I don't know. I mean, that's more like for a therapist discussion, I guess. I don't know. I know as a coach, you're part therapist too. I mean, for sure. But I'm not, and then, you know, I just had some hard time with some of the, oh, this is more, I went to the what I don't want to be page. I'm sorry. Uh-huh, okay. uh and then well it's related personal uh what do you want to be but feel you're not more social outside of work uh what do you what what you could become possibilities that inspire you i could become more outgoing uh uh uh i mean it it some of these were hard to answer to be honest because it's It's what have you always been, your fundamental essence, I've always been conscientious? That's not really, I mean.\n\n[COACH 26:51] Well, maybe the link I can make, let's just take this example. I'm conscious, conscientious, okay? And that's, for me, if we have to tie it to what kind of work, it's not necessarily the kind of profession more than the kind of workplace, you know, the kind of company, or the kind of culture of company you want to work with. So maybe by nailing this, you can say maybe I don't want to work with some kinds of companies because maybe I don't have a choice. If I want to have a job, I'll take whatever job comes my way. But at the same time, if I'm clear about I don't want this kind of culture of an enterprise or a business or something. And I get an offer from that. Maybe we'll think twice before saying, do I want to really get into this pattern and not like this place? that I'm going to be working.\n\n[CLIENT 27:44] That's a good point. Like, and as an example, like, for example, I don't think I would ever work for a pharmaceutical company, but, I mean, just myself, it just doesn't fit with what I believe in. But, I mean, this past company that showed an interest was a defense company. I'm not really big. I'm not a raw, raw military person.\n\n[COACH 28:06] Uh-huh.\n\n[CLIENT 28:06] But that one was one that fit in a more of a gray area, because there is some value. to the military and defense while I'm not so that gets so I was in I pursued that one even though it wasn't exactly a company that necessarily matched my values if that made sense so you you bring up a\n\n[COACH 28:29] good point there yeah yeah because some people and you say it's a gray area some people it would say I don't want to have anything to do even remotely in this industry some other people will say well you know I can see because there are some good in it I'm don't agree with all of it maybe but if i can contribute in some way to you know make it different in some way or contribute positively to it and and you know there's a lot of positive aspects to it well what is the part that i'm willing to do in that you know so this could be a kind of reflection um but i don't want to push too hard on on any tools you know if it doesn't speak to you as much i mean it's okay we can do other i have people who fill it you know fully you know they really dig into it, but we can approach it differently. I think that maybe we're working on the statement itself on the paragraph, because this is just something that can help to bring some creativity, but I understand that for you, maybe you can go directly. Well, the personal branding. There's this document also about the personal branding. And we'll maybe next time what we could do is maybe address more this one. And this is tied to the LinkedIn profile. We're going to start to talk about the LinkedIn profile too, because it will be the part that you put at the top of your LinkedIn profile and sometimes at the top of your resume too. It's a little short paragraph. And that will explain. It's like what the pitch you would give to someone. Someone says, okay, well, Michael, tell me what do you want? What do you want to do now? And to be able to pitch it and have a clear statement.\n\n[CLIENT 30:07] I'll give you a good example. Yeah, that's true. And that also, the whole LinkedIn thing ties into what we said at the beginning because, as I told you, I don't have my, my LinkedIn ends at 20, with my last full-time role because I've done like about eight or nine different part-time roles that sometimes conflict with each other. And as I told you on the first call, I don't even have the newspaper roll on there because it would, I feel like it would harm me in pursuing other roles, because some people, at least in the U.S., probably not in Canada, because they're a little sharper about it. But in the U.S., they would probably say, oh, he worked for a newspaper. I don't want to hire him. So, you know, in other countries, that's a role that's respected. It's not here anymore.\n\n[COACH 31:01] But there's a way that you, I think you present, I don't have it in front of me, but the way I looked at it, you had something like a police. that you put that was more general, right? That was not tied to a specific paper, right? It was something about writer or something.\n\n[CLIENT 31:16] Yeah, I'll read you just right now. What's currently on my resume, actually it's been slightly tweaked, but not of any significance by your resume coach, but it's just some punctuation. It's not a big deal. And then I'll read you what I came up with kind of as a sort of 30-second elevator thing. So I have communications expert who's writing, editing, and media experience drives storytelling and simplify complexity, bolstering companies from global industry leaders to emerging disruptors, managed and staffed media interviews with senior executives, including chief executive officers at top multinational corporations. So that's on my resume. I don't know if, and then I came up with more of a 30-second elevator thing. Top global companies and emerging disruptors have entrusted me to guide them and their executives on what to say with the best words and what not to say. So I don't know if that sounds good or not.\n\n[COACH 32:34] Yeah. Well, this is really, yes. The question for you is, and maybe you can reflect on this this week, is, is, is that, is that, does that reflect what you want right now? So that's a question.\n\n[CLIENT 32:49] Well, see that. Yeah, that's the, that's the $64,000 question. Yeah. As they say. And believe it or not, I'd almost be willing to work for $64,000. But, but, but.\n\n[COACH 33:03] Well, obviously not, because you wanted $130,000 to $150, so.\n\n[CLIENT 33:07] If the benefits were really good, I'd consider it. Really, really good. But anyhow, but that is the question. And the problem is if I don't know, yeah, I mean, like if I was going for a job and let's just say at an insurance company, like we were talking about, or like for a loan processor or something, I don't think I would have, I wouldn't use that as my elevator. or 32nd statement or at all. It wouldn't make any sense. That is a statement assuming that I'm continuing in the communications or media field. Does that make sense? Which is the roles that I'm doing for this unemployment and stuff. That's what I'm doing for now. I'm continuing on that path. I don't know that I really want to.\n\n[COACH 34:04] Yeah. Well, so Michael, what we're going to do, what I offer for next time, because we're already at time, but for next session, what we could do is really take the whole time. I think we need that time. Take the whole time to really dig into, and you can reflect on that this week, but really dig into if everything was possible for you. Everything. Yeah. What would you crave to do right now? What would you really feel into your gut that you would be passionate to do at this time in your life? So without saying, you know, I've done this before or I could be good at that, people could like me for that. What do I want to drive? And we could have this and to dig this, and I will challenge you on that. And without any limitation because you can say, yeah, but I need to have this training or I need to do this. How would that look? We don't want to get any limitation. Just to have this broader perspective, because I feel that we're still there at where do I want to land, right? And I don't want to limit that too much at this point because maybe if we limit just with what you have already written and what you already have as an experience, maybe what you want is there, right? And we're focusing there right now. So we could maybe take, I think it would be worth to take the whole session to really dig into that and to, you know, to, you know, to, to completely, yeah, empty this topic for once, right? What do you think?\n\n[CLIENT 35:39] I think that would be a great exercise. Although I have to say if you ask me, I mean, what would I, you know, I'd like to be, have a standing routine in Las Vegas bringing the house down with stand-up comedy. But, you know, that's not, that's, let's keep that off the table because it's not, unfortunately that, yeah, that's not going to happen. So,\n\n[COACH 36:03] Don't limit yourself, Michael. You say that's not going to happen. I'll challenge that.\n\n[CLIENT 36:09] I just don't have an hour to do open mics at 11 p.m. at night. You know, I could do it, but, you know.\n\n[COACH 36:18] Okay. Well, for the exercise, still, if you even take notes of any, all the ideas, and what I will do as the coach, you know, the kind of questions I will ask is trying to go to the essence of why is that important for you? Why is that, you know, the stand-up company, what is that, why, why is it interesting for you? Why is it important? And going to the root of that, and then we can segue in and look horizontally. What else could potentially respond to that profound need that you have with this? So this is a kind of reflection we can have.\n\n[CLIENT 36:57] And just to end with that, it's an interesting point because, I mean, if you say stand-up comment, stand-up comics whatever word you want to use adjective make strategic observations about life and then they say things that nobody nobody has ever thought of and it makes people left yeah or makes them or makes them or makes them think yeah you know yeah so there is there and they're very and by the way a lot of people don't realize it but stand-up comics are a Most of them, not just anybody who gets up on a stage, most of them are really good at words. And editing, writing and editing, you can't be a good stand-up comment if you can't write and edit. But I don't want to try to push my, I mean, I go back to your point, what's something else that has those same features? Because I'm not trying to encourage myself to say, oh, man, maybe you should pursue stand-up comedy.\n\n[COACH 38:00] No, not necessarily, but you know, thinking what else and also how to link all of this. Because you say, I heard the word disruptors. You know, you mentioned that a few times in your statements. And there's something about being good at words, but not being good at words for any purpose. Being good at words to make people think to disrupt ideas. And I heard a lot of things around that. It's not for any kind of words. You know, there's something about how, you know, the purpose of it. that also seems to to come from what you're saying yeah that was just that was just to describe\n\n[CLIENT 38:37] that some of the come because i've worked for for big companies and for small smaller bigger names like whatever if you've heard of the company robin hood the financial company or something like that i mean that was one of the clients i had a few years back or you know i don't know match dot com i don't remember who it was some of those but that was not that was just a descriptive of the companies I work for not that I'm a disruptor if that makes any sense I think I could be but I certainly know I could be but that's not that's not the context that I was using\n\n[COACH 39:16] disruptors and I saw you smile saying it there's I feel there's some part of you that that doesn't dislike this idea of being a disruptor oh I think my\n\n[CLIENT 39:27] comedy or whatever object would definitely be disruptive yeah I mean in fact well yeah I mean there's stuff that I could put out there now that you know I don't want to get into\n\n[COACH 39:38] other stuff yeah yeah yeah let's book our next session so when would be a good time\n\n[CLIENT 39:46] for you next week would me yeah I'm gonna look at next next week is the would be the yeah I'm thinking yeah either either Wednesday the 8th or Thursday the 9th would be a Tuesday is no good so are you good on\n\n[COACH 40:12] either of those days yeah sure could be either yeah Thursday or Wednesday or\n\n[CLIENT 40:20] Thursday yeah yeah why don't we you know let why don't we make it I guess Wednesday okay because yeah yeah that sounds good let's let's make it Wednesday at 2 o'clock\n\n[COACH 40:39] central okay two o'clock central so three my time yeah so same time as today but next Wednesday the 8th July 8th at 2 o'clock your time 3 o'clock mine okay yeah cool\n\n[CLIENT 40:56] and I think that sounds like a good exercise I would welcome that I mean that's kind of where like, you know, I think I could get a lot of value. Because it's hard, it's, some of these things are hard to do, not like you said, not knowing, uh, uh, what, you know, what I'm going to exactly what I'm pursuing.\n\n[COACH 41:20] Yeah. Yeah. Yeah. So I think it's worth to, uh, to dig into this and to, uh, at least for one session. If we can focus that on for the next session and then, then it can for the rest. Yeah. Cool. Well, let's do that, Michael. And by then, well, you think about it. Yeah, if you can have some reflection, you can draw notes also. But if anything could be possible, no limitation. Okay. Now, do not limit yourself. We'll limit later on. But for now, without limitation, what would really, what we would be passionate about doing? Because you said it might be the last job you're going to get, right? So, I mean, let's make it worth it, right? That's, that's, that's, have a, no, let's do something that you want to do.\n\n[CLIENT 42:04] But just one thing to keep in mind with that, too, like, I mean, yeah, you could say, like, let's just use, so you're saying even, you know, stand-up comedy or something, but, well, not being like an act in Vegas, but, I mean, some people, you could be a stand-up comic on a cruise ship or something like that, you know. Oh, my gosh, that would be awesome. Yeah. I would go over to watch you.\n\n[SPEAKER_? 42:27] Yeah.\n\n[CLIENT 42:27] Yeah. Yeah. where are you where are you uh you know where you but the thing is the whole thing about all this is to your point it could be my life is one other thing that's important and i put it on one of the worksheets is stability in other words i don't whatever yeah it's an open field what could be possible but i don't want to go into something where you know there's there's some you know layoffs or it's a very unstable field. It's like a kind of a and that's one of the problems with a lot of the startups I've worked for and some of my part-time roles were great. I was in heaven doing it and then the company lost all their funding or they lost a big client and then everybody was let go. Yeah, I mean. So that's why I'm sort of on the other side. I'd rather, you know, established defense company, you know, an insurance company, whatever. But any other.\n\n[COACH 43:30] Okay. Yeah, we'll look into this. Great. Okay. Well, think about this, Michael, this week. And try to not get too much heat from outside because I guess it's, at least here, it's, we're getting really heated summer now.\n\n[CLIENT 43:45] So is it in Montreal?\n\n[COACH 43:48] Oh, yeah. Oh, yeah.\n\n[CLIENT 43:50] Yeah.\n\n[COACH 43:50] Yeah.\n\n[CLIENT 43:51] We have friends in Toronto.\n\n[COACH 43:52] so yeah yeah so anyway but at least a nice son and and we'll talk again next week then\n\n[CLIENT 44:00] okay good take care Michael thank you","rapport_genere":"## Main Topics Discussed\n\nHere's a summary of the conversation between Michael and his coach, based on the transcript provided:\n\n### Summary:\nMichael is in a career transition phase and is exploring his professional identity. He has experience working with both large and small companies, including well-known names like Robin Hood and Match.com. While he enjoys the creative aspects of his work, such as writing and editing, he has also experienced instability in some of his part-time roles, particularly in startups that have failed or downsized.\n\nMichael is considering more stable fields, such as working for established companies in defense or insurance, but he also feels a pull toward more creative and disruptive work, even if it's not in traditional fields. He humorously mentions stand-up comedy, though he acknowledges the practical challenges of pursuing it full-time.\n\nHis coach encourages him to explore his passions without self-limitation, suggesting a deeper exercise in the next session to uncover what truly drives him. The coach emphasizes the importance of aligning his work with his core values, such as stability, creativity, and disruption, and helping him identify a career path that satisfies both practical and personal needs.\n\n### Key Themes:\n- **Career exploration and identity**: Michael is reflecting on his professional journey and where he wants to go next.\n- **Stability vs. creativity**: He is weighing the pros and cons of stable, traditional roles versus more creative, potentially unstable ones.\n- **Disruption and impact**: He feels a connection to the idea of being a disruptor, whether through comedy, writing, or other fields.\n- **Self-limiting beliefs**: The coach challenges Michael to think beyond his current constraints and explore possibilities he might not have considered.\n- **Next steps**: They agree to meet again next week to explore these ideas further and help Michael define his ideal career path.\n\n### Conclusion:\nThis session sets the stage for a deeper exploration of Michael's values, passions, and long-term goals, with the coach guiding him toward a more aligned and fulfilling career direction.\n\n## Personal Information Shared\n\nThe client is considering a career in stand-up comedy, but is hesitant due to time constraints and the need for stability. The client has worked with various companies, including Robin Hood and Match.com, and has experienced instability in the startup field. The client is interested in exploring disruptors and being a disruptor in their career. The client is based in Montreal and has friends in Toronto. The next coaching session is scheduled for Wednesday, July 8th at 2 p.m. central time.\n\n## Work Assigned Until the Next Session\n\nHere's a summary of the conversation between the client (Michael) and the coach, based on the provided transcript: \n\nMichael begins by reflecting on his current situation, expressing uncertainty about his career path and the kind of work he wants to pursue. He mentions that he's worked with both large and small companies, including ones like Robin Hood and Match.com, and that he feels he could be a 'disruptor,' though he's not sure how to define that for himself. He also touches on the idea of stand-up comedy, though he acknowledges it may not be a realistic option due to time constraints and lifestyle preferences. \n\nHe shares that he values stability and is wary of unstable fields, such as startups, where layoffs are common. He prefers working in more established industries, such as defense or insurance, but is open to other possibilities. \n\nThe coach encourages Michael to explore his passions and values more deeply, without limiting himself. They agree on a follow-up session for the following week, where they will focus on helping Michael identify what he truly wants to do in life, without constraints. \n\nKey themes in the conversation include: \n- Career uncertainty and the desire for stability \n- The potential for disruption in both comedy and professional work \n- The value of words, editing, and strategic thinking \n- The importance of exploring passions and not limiting oneself \n- The need for a more in-depth exploration of Michael's true interests and long-term goals \n\nThe conversation ends on a positive note, with both parties looking forward to their next session.\n\n## Date and Time of the Next Session\n\nHere is the transcribed text in a clean, organized format for easy reading and further processing:\n","code_activite":null,"etape_coaching":"S3","outlook_event_id":"outlook-Michael Sperling/Jean-Sebastien: Call with Your Coach-2026-07-02T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/240774044343217?p=9k0iT2N3iLM5ShCaE9","google_event_id":"5aae7f0e-701a-11f1-98eb-3e388ced68c5","courriel_suivi_sujet":"Rappel de notre séance et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Michael, \n\nIl me semble important de rappeler quelques points abordés lors de notre séance : votre réflexion sur la stabilité vs la créativité, votre intérêt pour le travail en entreprise établie ou disruptive, ainsi que votre curiosité pour le stand-up comedy. Nous avons également évoqué l’importance de vous reconnecter à vos valeurs profondes et à ce qui vous motive vraiment. \n\nVous avez accepté de poursuivre cette exploration en profondeur lors de notre prochain rendez-vous, prévu mercredi 8 juillet à 14h. Je suis impatient de continuer ce travail avec vous. \n\nÀ très bientôt, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Michael on Career guidance review (strengths), Personal Branding, and Search Strategy and Networking (Search plan) as we explored his professional identity and considered how to align his career with his values of stability, creativity, and disruption. We agreed that for our next meeting I will help him explore his passions and values in greater depth to clarify his ideal career path and identify potential opportunities that resonate with his long-term goals. We will meet again on Wednesday July 8 at 2:00 PM Central Time.","session_summary":"Career exploration and identity, stability versus creativity, disruption and impact, self-limiting beliefs, aligning work with core values and passions.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she structure her resume by competencies rather than chronologically\n- I advised her to bring up salary at the second interview rather than the first\n- I recommended she read « Cracking the Coding Interview » before the technical test","devoirs_client":"Here's a summary of the conversation between the client (Michael) and the coach, based on the provided transcript: \n\nMichael begins by reflecting on his current situation, expressing uncertainty about his career path and the kind of work he wants to pursue. He mentions that he's worked with both large and small companies, including ones like Robin Hood and Match.com, and that he feels he could be a 'disruptor,' though he's not sure how to define that for himself. He also touches on the idea of stand-up comedy, though he acknowledges it may not be a realistic option due to time constraints and lifestyle preferences. \n\nHe shares that he values stability and is wary of unstable fields, such as startups, where layoffs are common. He prefers working in more established industries, such as defense or insurance, but is open to other possibilities. \n\nThe coach encourages Michael to explore his passions and values more deeply, without limiting himself. They agree on a follow-up session for the following week, where they will focus on helping Michael identify what he truly wants to do in life, without constraints. \n\nKey themes in the conversation include: \n- Career uncertainty and the desire for stability \n- The potential for disruption in both comedy and professional work \n- The value of words, editing, and strategic thinking \n- The importance of exploring passions and not limiting oneself \n- The need for a more in-depth exploration of Michael's true interests and long-term goals \n\nThe conversation ends on a positive note, with both parties looking forward to their next session.","speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":72,"total_words":6870,"has_timecodes":true,"pct_time_coach":34.9,"time_coach_sec":917.0,"has_diarization":true,"pct_time_client":65.1,"time_client_sec":1713.8,"coach_turns_total":35,"client_turns_total":37,"pct_questions_open":100.0,"pct_coach_questions":20.6,"coach_questions_open":11,"pct_coach_statements":79.4,"pct_questions_closed":0.0,"coach_questions_count":37,"coach_sentences_total":180,"pct_coach_interrupted":22.9,"coach_questions_closed":0,"coach_statements_count":143,"pct_client_interrupted":16.2,"coach_questions_unknown":26,"coach_turns_interrupted":8,"client_turns_interrupted":6},"stats_snapshot_at":"2026-07-03T19:05:15.252292Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"c49af8dc-d709-4d58-9a81-d352cea944f8"},{"candidat_id":"12a4ce9b-3a9d-4b0a-8342-5ed4011b0613","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-02T17:00:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"Allez. Bonjour Steve ! J'arrive, j'arrive, j'arrive, ah, Teams, Teams, ça s'en vient. Bonjour Steve, ça va bien ? Oui, ça va bien vous ? Oui, oui, oui. Oui, très bien. Merci beaucoup. Désolé, je t'ai pris sur votre appel. Elle a le Teams qui fait ses mises à jour et niveau. Désolé pour le petit retard. Bien content qu'on puisse se parler, Steve, et faire le point sur qu'est-ce qu'on peut faire ensemble, Steve, aujourd'hui avec… ce beau programme de Right Management. Ce que je propose peut-être aujourd'hui, Steve, je peux prendre quelques minutes tout juste pour me présenter, dire qui je suis, qui cet animal qui est devant moi. et par la suite, surtout, parler de vous et de ce qu'on peut faire ensemble. Ça convient. C'est bon. Ouais, c'est bon. Donc, moi, je suis Jean-Sebeth. Je suis basé à Montréal, je travaille pour le management comme consultant en gestion de carrière, mais je suis aussi dans ma vie de tous les jours. Je suis principalement coach exécutif, je travaille avec des directions d'organisation, d'entreprises, d'organismes, je suis certifié par la Fédération de coaching internationale. Donc, je travaille surtout à amener les gens à avoir plus de clarté par rapport à ce qu'ils veulent faire, souvent avec des gens au niveau exécutif, mais dans les codes de la gestion de carrière. C'est intéressant parce que ça se ressemble beaucoup à bien des égards, c'est d'avoir plus de clarté sur ce qu'on veut, sur ce qu'on est, sur ce qu'on veut faire, puis aussi sur ce qu'on ne veut plus faire. Et souvent, c'est quasiment autant, sinon plus important de savoir ce qu'on veut plus faire que de savoir ce qu'on veut faire. Et moi, mon approche de coaching… souvent les gens, dépendamment de l'expérience qu'on a avec le coaching, des fois les gens voient les coachs comme des coachs sportifs ou des coachs qui te disent quoi faire le coaching dans dans notre domaine, ce n'est pas exactement ça. Oui, on a des outils, puis je vais en partager, on a beaucoup d'outils, puis le site web de Right Management, il y a plein de vidéos, il y a un paquet de choses là-dessus, il y a des services. aussi complémentaires, on va en parler. Mais un vrai coach, un coach professionnel, son travail, c'est surtout de poser des questions. Ce n'est pas d'avoir des réponses. C'est de poser les bonnes questions et d'amener la personne à réfléchir, à trouver ses réponses, d'avoir, comme je le dis, plus de clarté sur ses questions. propres attentes. Puis, le plus on est clair sur ce qu'on veut, bien, plus on est en mesure de le communiquer avec confiance. C'est-à-dire, bien, moi, c'est ça que je veux. Puis, il y a un employé qui voit devant soi quelqu'un qui est clair, qui est confiant et qui va arriver à dire, moi, c'est exactement ça, je sais ce que je veux, c'est ça que je veux, mais ça met l'employeur en confiance aussi. Ce qu'il dit, cette personne-là, elle me semble être... quelqu'un qui a assez où est-ce qu'elle est et qui a de la bonne place chez nous, ça vaut peut-être la peine qu'on investisse dans cette personne-là. C'est un peu ça qu'on veut avoir comme objectif. Puis moi, en terminant, tu sais, un peu mes attentes par rapport à ce qu'on fait, de toute façon, on ira à un autre, mais c'est... Des fois, les gens, ils disent en début, ils disent, « Moi, je ne veux pas... » je suis en transition, je n'ai plus l'emploi que j'avais, je dois aller chercher un autre emploi, j'aimerais au moins ne pas perdre par rapport à ce que j'avais. Moi je disais oui. Oui, c'est l'objectif très louable, mais on peut-tu se challenger un peu? Moi, l'objectif, c'est qu'on dise, on est là, ça va être un step up, on s'en va vers une progression. carrière. Et il arrive un moment où il y a un pivot, on va en parler aussi, t'es des raisons et tout ça, mais il y a un pivot, on change, bien ce changement-là, il faut que ça soit pour le meilleur. C'est un peu ça. Moi, je pars avec cet objectif-là en tête et on va travailler ensemble pour le parler. Comment ça sonne tout ça, Steve? Ça sonne bien. Je vois que c'est dans le côté positif de la chose. C'est bien amené et ça cadre aussi avec le fait de... coaché aussi. Quand on coach quelqu'un, on ne le coach pas négativement. Forcément, c'est très retiré vers le positivisme. « Oh oui, je n'ai pas de problème avec ça, il vaut mieux l'envisager de ce côté-là. Donc oui, moi je suis ouvert, je vais… » Je vais écouter, je vais répondre, je vais suivre. On va se challenger mutuellement, j'imagine aussi. Fait que c'est ça. Peut-être une question pour lancer la... la discussion dans l'autre sens. Oui, j'ai l'air d'avoir une approche positive, effectivement. Moi, j'aime mieux être positif que négatif. Pourtant, moi, je ne suis pas non plus à votre place. Je comprends que ce n'est pas un moment agréable à passer. C'est la transition qu'on vit là. Une des questions pour lancer, c'est justement de demander comment ça se passe présentement, comment ça va, Steve, tout ça en ce moment. Il y a une chose qui est importante pour moi au départ. Est-ce que ce qui est dit, fait dans le cadre de right management, d'une certaine manière, ça coule à quelque part où ça se... va à quelque part. Parce que moi, quand j'ai embarqué dans le truc, j'avais des réticences. Mon avocate avait des réticences du fait que c'était payé par Motorola parce que celui qui paye, c'est celui qui a le pouvoir. Donc, quand j'ai lu un petit peu tous les éléments auxquels il faut qu'on accepte pour avancer dans le programme, là, j'ai déchanté. quand même beaucoup. Parce que j'avais l'impression que je vendais mon arme au diable pour finalement avoir accès à quelque chose. Là, j'ai mis les breaks. J'ai même pas... uploader mon CV, rien. Je voulais envoyer par courriel là parce que je pense que c'était pertinent pour la suite des choses. Mais ça, ça... Ça m'a grandement froidi mes données personnelles, confidentielles, logiciens. J'étais quand même là avec Motorola dans le monde de la sécurité, de la cyber... sécurité, donc je m'y connais quand même pas mal, puis je sais à quoi il faut faire attention. Donc, la plateforme de rent management. Elle m'a énormément refroidi pour ça. Parce qu'on a l'impression qu'il y a beaucoup de third parties, puis on s'y perd, on ne sait pas où vont nous donner. C'est très intéressant. très douche. Tant que ça reste dans un cadre où je le contrôle, où je sais où vont les informations, ça va. Si je perds le contrôle de ça, c'est là qu'il y a une frontière que ça va s'arrêter. Oui. Merci beaucoup Steve. de partager ça avec autant de clarté aussi, parce que j'entends assez l'expérience et je partage tout à fait ces préoccupations-là. Moi, je suis, peut-être pour rassurer, moi je travaille oui pour right management, oui je suis payé par eux ultimement par Motorola effectivement parce qu'eux on deal avec Motorola Mais moi, je travaille de chez moi. Je ne suis pas chez Bright Management, je suis chez moi. On utilise, c'est vrai, on utilise Teams, qui est un Teams de management. donc c'est leur compte à eux c'est vrai si on voulait être vraiment pointilleux on utilise une plateforme aussi Microsoft et tout. Donc on peut avoir nos réserves et je les partage. Je suis très dans le logiciel libre, j'ai mon serveur ici avec mon OLAMA open source, ce qui est RunQN. Ça, j'ai ma propre intelligence artificielle que j'ai in-house. Donc, j'ai mes propres outils parce que moi, dans la vie, je suis aussi coach. J'ai des clients qui ne sont pas de right management. Même il y a des outils... outils que je vais vous partager, que c'est des documents qui ne sont même pas du write management. Ce sont des choses que j'utilise avec mon coaching exécutif. Et moi, mon engagement que je peux prendre ici, c'est qu'il y a… absolument rien de ce qu'on discute ici qui sort de ce qu'on discute, donc de notre espace ici. Donc même des fois, puis je ne suis pas de terre. je ne suis pas psychologue, mais des fois, il y a des gens qui vont dire, écoute, moi, j'ai besoin de quelqu'un, même pour partager comment je me sens, en le sens qu'on a un safe space, des fois, il y a des gens qui me disent, moi, aujourd'hui, je veux juste... « Écoute, j'ai besoin de ventiler, il se passe des affaires, je peux-tu t'en parler? » Parce que des fois, ça peut être un parcours très solitaire pour bien des gens, parce que c'est difficile d'en parler avec des amis, avec la famille. Ils ne comprennent pas ce que je vis. Moi, je veux offrir cet espace-là. Mais donc, pour vous rassurer, il n'y a rien. Il n'y a pas de notes qui sont prises. Il n'y a rien qui est transmis. Il y a, oui, le nombre de rencontres, ça oui, mais il n'y a pas de contenu, il n'y a rien, que moi je leur envoie comme note sur. qu'on dit. Donc, ça c'est vraiment pour rassurer là-dessus. L'outil, oui, toute activité sur le site de Next, c'est vrai. un track de ça. Moi, j'y ai accès. Moi, je vois, par exemple, quelqu'un qui va aller visionner une vidéo, des choses comme ça. On sait ce que la personne a fait. Bon, ce n'est pas pour du contrôle. Si je vois que la personne a vu une vidéo, ça se peut qu'à une séance, je vais dire par rapport à cette vidéo-là, on va s'en parler, mais il n'est pas obligé de faire des choses. Il n'y a pas de devoir ou de choses comme ça. Le partage du CV, ça, c'est un bon point. C'est vrai, parce que j'allais en parler. Il y a un service de révision du CV. Et ça, la façon que ça fonctionne, oui, il y a l'outil en ligne, là, on peut uploader le CV, puis là, c'est un outil d'édition, puis là, ils vont mettre ça dans un format. qui est comme le format reconnu par les outils qui traitent automatiquement les CV. Là, ça, c'est con, c'est bête, mais il y a des gens, des fois, qui vont juste écarter le CV. puis ils n'auront même pas lu. C'est juste parce que ça ne fit pas dans la machine. Oui, ça, c'est un élément qui est nouveau parce que ça fait quand même... La dernière fois que j'ai cherché un autre job, c'est... avant l'avènement de l'intelligence artificielle, vraiment. Mais là, de ce que j'ai entendu parler, c'est beaucoup l'intelligence artificielle qui traite ça. C'est à croire que... Il n'y a plus personne en ressources humaines au Québec qui a encore envie de travailler et de faire de la bonne vieille analyse. Moi, en tout cas, ça doit être parce que je suis vieux jeu. Et je crois encore à l'aspect humain de la chose. Mais regarde, effectivement, peut-être que je ne serai même pas retenu à cause que je ne passe pas dans... la mécanique informatique de traitement d'un CV. C'est fort possible. Ce qu'on va faire Steve, ce que je propose, c'est qu'il faut se donner toutes les meilleures. Si on peut scorer sur tous les points, il faut mettre le CV dans le maudit format, on le mettra dans le maudit format s'il faut, mais le point que je l'ai mentionné. de dire l'aspect humain. Ça, c'est vrai, ça va rester important. Ça dépend des industries, ça dépend des postes, c'est vrai. Mais par exemple, le profil LinkedIn, il y a beaucoup de travail qu'on va faire. là-dessus pour dire qu'il faut que ce qui se dégage de ça soit quand les gens vont le voir et disent que c'est un no-brainer, c'est sûr qu'il nous faut Steve. C'est évident. Quand les gens, en lisant ça, ils vont se dire « ce gars-là, il est le top dans son domaine, il sait de quoi il parle, il nous faut ce gars-là ». C'est un peu ça le mindset, il faut qu'on aide. non mais je comprends je comprends c'est juste que t'sais linkedin c'est un des éléments que j'ai décroché avec les années puis que j'ai complètement fluché le maximum d'informations là-dessus parce que au fil du temps, je m'étais mis à recevoir des courriels de toutes sortes d'affaires, de sollicitations pas désirées. À un moment donné, je me suis dit « Coudon, c'est juste une gamme X d'histoire pour aller récolter. » Ça avait de grosses bases de données pour à peu près toutes les entreprises. C'est une entreprise du monde qui essaie d'aller mousser leurs produits ou leurs services. Donc, à un moment donné, je me fous tanné. Puis là, c'est pour ça que si vous allez voir... mon compte légitime. Je ne sais pas si vous l'avez fait, mais il n'y a pas grand-chose. Mais ça, c'est normal parce que justement, ça montre deux choses. Donc, peut-être, oui, effectivement, pas la méfiance, mais le peu de confiance dans ces outils-là, effectivement, qu'on peut se douter des données et l'utilisation qu'ils en font. Aussi, ça montre qu'une personne qui n'a pas nécessairement eu à l'utiliser tant que ça par le passé, c'est correct. Il y a des gens qui ont dit « moi, j'ai passé ma carrière à… » une job à l'autre sans avoir besoin de me vendre, ben, pourquoi je me serais fatigué à faire ça? Fait que c'est ça. Fait que je pense que c'est très compréhensible. Puis, de le pimper, peut-être de le monter un peu. Ce n'est pas méchant, dans le sens, il n'y a personne qui va dire « Wesh, ce gars-là, il a un trop beau profil LinkedIn. » Mais ça n'a pas besoin non plus d'avoir un historique. C'est pas comme les gens vont aller scroller et dire qu'est-ce qu'il y a mis comme publication. On va peut-être, oui, peut-être mettre une couple de plus de quatre, on va peut-être un peu que tu ne fais ça, mais les gens ne vont pas aller fouiller. dans le temps, dans le passé. Il y a moyen d'arriver à quelque chose qui est aujourd'hui, qui est l'image d'aujourd'hui. Puis une fois que la job est trouvée, à la limite, ça s'efface cette affaire-là. On peut dire que moi... je ne veux plus l'avoir après, je ne veux pas que mes données soient là. On va avoir un long débat, qu'est-ce qui arrive avec ces données-là, c'est vraiment effacé, c'est autre chose. le Wayback Machine qu'ils veulent effacer et tout ça. On est en train de perdre la mémoire d'Internet de toute façon. Bref, un autre débat. Mais dans tous les cas, c'est sûr que tout ce qu'on... on va faire ensemble, il faut que ce soit quelque chose dans lequel vous sentez à l'aise. De dire, ben, tu sais, moi, je suis à l'aise de faire ça. Si je suis pas à l'aise, ben, écoute, on me fait pas, là, tu sais, mais... Moi, je dis toujours, mieux vaut jouer toutes les cartes qu'on peut, puis se donner les meilleures chances. Puis après ça, écoute, si on a trop d'offres, là, bien, on n'aura pas d'œil. Ça, c'est aussi, tu sais. Ça, c'est un beau problème. Oui, oui, c'est ça. En fait, c'est le rêve un peu de tous les candidats, d'avoir plusieurs offres et de choisir, évidemment, la meilleure, celle-là. qui corresponde plus à ce qu'on veut à ce moment-là. Ben oui, tu sais, il n'y a pas personne qui peut être contre la vertu de ça. Ça reste que... Là, vous êtes au courant de quoi par rapport à mon code? De quoi je suis au courant? Je vais regarder ça vite fait Steve. Ouvrez tout ce que j'ai, j'ai pas grand-chose hein, regardez. Ok, ça a comme bugger au niveau du ton. puis audio, puis du visuel. Est-ce que ça a été pareil de votre côté? Oui, j'ai un petit glace. Je veux savoir si c'est mon bord. Non, ça se peut que ce soit aussi moi. Je ne sais pas pourquoi. Ça accroche un peu ce matin. Je vois quelques échanges avec quelqu'un de notre côté, avec une Rachel, après ça, Céleste. c'est plus des courriels pour avoir accès au programme mais tu sais, j'ai pas le moi je sais, ce que je vois c'est moi, c'est tout et une des premières questions aussi, c'est ça, c'est de savoir c'est quoi l'histoire, où est-ce qu'on en est, puis… Je vais la résumer d'emblée, ça va être… parce que oui, il faut partir quelque part, donc… J'ai été six ans et quelques chez Motorola. La première année, j'étais... consultant externe, donc je n'étais pas un employé de Motorola. Ils m'ont embauché par la suite. J'étais là cinq ans. Et ça a pris fin en deux parties. en fait. Puis la dernière partie, la deuxième partie de ces deux parties-là, ça a été au mois de mars. Donc début mars, ça date quand même. que quatre mois maintenant. Donc début mars, c'est là où ils m'ont mis à pied, finalement. Depuis ce temps-là… Oui, j'en ai fait de la recherche un petit peu, j'ai envoyé des CV, j'ai eu aucune entrevue. J'ai eu une discussion téléphonique que moi, je ne qualifie pas d'entrevue, mais c'était une discussion téléphonique. Par rapport aux quatre derniers mois, on va dire ça comme ça, même si ça ne fait pas exactement quatre mois, mais ce que je constate, c'est, selon moi, Soit je suis surqualifié, soit pas assez. C'est comme ambigu, ce bout-là, je le sais pas. L'autre aspect, c'est que ça ne s'est pas bien fini, dans le sens où, oui, ça a été une mise à pied, tout ça, mais comme ça a été fait en... deux étapes, ça a été un peu particulier et durant les quatre mois, j'ai passé plus de temps avec l'avocate, mon avocate. arranger, essayer de trouver quelque chose à s'entendre avec Motorola. Ça non plus, ça n'a pas été… facile, mais pas difficile dans le sens émotivement ou quoi que ce soit. Je suis assez parenté comme personne. Mais, tu sais, c'est juste que ça a duré terriblement longtemps pour quelque chose qui, somme toute, est assez simple. Et là, c'est pour ça que comme ça c'est... terminé récemment, bien là, j'ai été en mesure d'y aller avec Rite Management, puis d'avancer. C'est ce qui nous amène... aujourd'hui. C'est un peu ça notre petite histoire. Si je rentre un petit peu plus dans le détail de la première partie, deuxième partie, Donc, pas cette année, mais l'année dernière, il y a eu... Puis là, il faut que je fasse attention, je ne sais pas trop exactement ce que j'ai dit. de dire, pas de dire. Je n'ai pas besoin de connaître les détails non plus, Steve. Je ne sais pas vraiment de connaître le menu de détails, mais c'est plus, tu sais, ouais. En fond, il faut qu'on puisse, qu'est-ce qui peut être pertinent que je sache, c'est qu'il va falloir qu'on en vienne ensemble à convenir de ce qu'on appelle, ils appellent ça en anglais le « partner ». c'est l'histoire de séparation. C'est un peu comme un couple. Quand on se sépare d'un couple, on se dit qu'est-ce qui s'est passé? Il faut avoir une petite histoire à raconter. C'est un peu ça qu'il va falloir... d'arriver à avoir quelque chose de très, très bref, donc sans rentrer dans les détails, je n'ai pas besoin de savoir les détails, mais tu sais, d'avoir quelque chose de très bref qui, quand un employeur va lui demander « qu'est-ce qui fait que tu es en recherche d'emploi? » présentement. D'être en mesure de répondre à quelque chose qui va être vrai, on ne veut pas inventer les choses parce qu'ils vont finir par le trouver, mais qui est vrai, mais qui nous présente... positivement quand même. Parce que je comprends qu'il y a des raisons que vous vous ayez accroché, ok, mais comment tourner ça pour qu'on dise, écoute, je suis rendu à un autre moment dans ma carrière. cherche d'autres opportunités, tu sais tourner ça d'une façon où ça va être possible. Il y a deux versions parce que je m'étais déjà préparé à ça dans le cas d'une éventuelle entrevue. La première version est la suivante, c'est que oui, en fait, chez Motorola, j'ai été mis à pied parce qu'on arrivait à la fin de contrat et comme chaque fois qu'on approche d'une fin de contrat, qu'on voit. Il y a une attrition au niveau du personnel. Dans mon rôle que j'avais à jouer, comme il ne savait pas exactement la tournure du point. appel d'offres et que ça semblait être très différent de l'appel d'offres pour lequel j'ai travaillé dessus donc finalement ils ont procédé à cette mis à pied là parce que ça ne s'enignait pas dans la même façon que ça l'était. Donc, selon leur point de vue, j'étais plus le... la personne en mesure de pouvoir poursuivre plus loin. Probablement parce que ça demandait des éléments extrêmement techniques. Ça s'enlignait vers plus l'esprit radio-technique. que ce que moi j'avais travaillé au cours des 6 années et quelques. Voilà la première version. OK, la deuxième. la deuxième version c'est plus et là je le juge dépendamment c'est pas la réceptivité du côté de personnes qui passent l'entrevue ou des personnes qui passent l'entrevue. Parce que moi, j'adore les entrevues, en fait. Il y a des gens, ça leur fait peur de passer des entrevues, mais moi, j'adore ça. J'adore en faire passer et j'adore en passer. C'est pour ça que je suis un peu sur ma faim, parce que depuis que ça a fini, je n'en ai pas eu. Mais bref. La deuxième version, c'est plus que j'ai appliqué, en fait, puis là, ça va vous renseigner en même temps, la parenthèse, ça va vous renseigner en même temps. sur « C'est quoi la petite histoire de séparation? » Donc, Motorola, on était en lien avec un client principal. du gouvernement du Québec. Et puis, il y avait des choses qui tournaient bien, d'autres moins bien avec certaines personnes. de chez le client. Chez Motorola, il y a en place des politiques pour protéger les employés en termes de harcèlement et tout ça. ça. Même chose au niveau du gouvernement, il y a aussi des politiques que les employés doivent suivre. Puis bon, ça faisait quand même un certain nombre. d'années qu'il y avait des problématiques. Puis ça a pris une tournure plus importante. début 2024, le 2025. Puis, moi, j'ai juste fait mon travail de directeur où j'ai... accompagner les gens qui y vivaient des choses. Avec l'aide des ressources humaines, on est allé de l'avant avec ça. malheureusement ça a mal tourné parce que parce que les clients ne voyaient pas ça du même œil et puisque j'étais la personne qui s'occupait de ce contrat-là. Et bien, finalement, le client a dit, je ne veux plus de cette personne-là parce que c'est ça. À cause de cet élément-là, moi, je ne veux plus. cette personne-là. Donc, la direction du côté du client a décidé que parce que moi, j'étais le porteur de... par les politiques des deux côtés en disant, ça ne respecte pas nos politiques mutuelles, donc il faut faire quelque chose, il faut prendre l'action. déplu. Puis on m'a mis sur la voie de garage par la suite. Motorola a juste simplement dit « OK, on va protéger ». notre contrat. Steve, on va te faire faire d'autres choses. Donc, ils m'ont fait faire d'autres choses durant un an et quelques mois. Jusqu'au jour où, là, ils ont dit, finalement, non, ça ne fonctionne plus. Donc, ce que je comprends dans ce qu'on discute là, c'est que... Ils ont quand même pu rester pendant au moins un an encore après cet épisode-là. Ils m'ont fait faire d'autres choses. Oui, en fait, oui. faire autre chose ou c'est plutôt moi qui a développé quelque chose à faire. Parce que eux, ils n'étaient pas très créatifs dans ce qu'ils avaient à faire, mais moi… J'ai continué d'aider mes collègues employés que j'avais, mais toujours comme sous-marins parce que… j'avais plus accès à rien en fait donc ce que j'ai travaillé plus c'est de monter une base de données, puis faire de la programmation avec un supplétant qu'on avait pour mettre en place une plateforme pour aider au niveau de la gestion de l'élément. la cybersécurité et tout ça un élément de la cybersécurité pas toujours de la cybersécurité mais un des éléments j'entends dans tout ça, c'est qu'il n'y a pas eu une faute qui a justifié une mise à pied à ce moment-là. Donc, c'est une préférence. Préférences de l'employeur de dire, bien, on met quelqu'un d'autre sur le dossier, cette personne-là, on le réaffecte à autre chose. Et j'entends aussi qu'il y a eu un apport substantiel quand même à l'employeur. pendant cette période-là qui a suivi. C'est-à-dire, j'ai développé d'autres choses, j'ai travaillé sur des choses, j'avais peut-être pas toutes les ressources que j'aurais souhaitées, mais je me suis pas tourné les pouces. J'ai fait des choses, j'ai contribué activement. j'ai pu servir l'employeur d'une autre façon. Donc j'entends ça là, je ne sais pas si ça reflète bien la situation. Non, non, c'est ça, mais il y a une chose importante qui se dégage de cette histoire. là c'est que moi j'ai des principes qui sont, j'ai des valeurs fondamentales pour moi et je les ai toujours défendu. dans ma carrière. Cette fois-là, c'est un cas, un deuxième cas où, pour moi, ça allait trop loin. chose qui devait être corrigée de la part des gens, de certaines personnes chez le client, qui était soutenue par les deux politiques. Moi, j'ai mis ça de l'avant. Puis parce que je l'ai mis de l'avant, j'ai été pénalisé. Mais si c'est à faire aujourd'hui avec ce que je sais, probablement que je l'aurai fait. Parce que ça correspond à mes valeurs, puis pour moi, ça transgressait ça. J'aurais pas pu continuer parce que ça allait... on ne peut pas travailler contre nos valeurs. Je ne vois pas, tôt ou tard, ça nous rattrape. Donc, c'est pour ça que moi, c'est un élément important dans cette deuxième version-là. C'est de dire, non, J'ai fait les choses selon les règles de l'ordre. Je les ai bien faites, mais ça n'avait plus. Ça m'a fait sortir. Sur ce point-là, je trouve ça intéressant d'aborder les deux versions. Parce que la première version, c'est vrai qu'elle est plus simple, elle est plus directe, puis elle est plus soft. Elle passe peut-être plus facilement sur bien les gens. La deuxième, elle reflète ce qui estime vraiment. Donc, la notion des valeurs. Ah oui, c'est vrai. C'est pour ça que je disais que selon la réceptivité que j'ai de la part de celui qui passe entre eux, ceux qui passent... l'entrevue. Je le sais si je suis en mesure d'y aller en me présentant, à garder de moi les valeurs fondamentales. Je trouve que c'est important dans le travail d'être juste, équitable, envers, puis en tant que directeur, tu te dois de montrer l'exemple. Donc, tu as le droit de défendre tes employés dans une certaine mesure quand c'est juste et c'est soutenu par les politiques. Je ne défendrais pas quelqu'un qui fait des choses qui sont en dehors des politiques. Mais quand c'est soutenu par les politiques, je pense, et je penserai toujours, que c'est la bonne chose à faire. Je pense que du point de vue de quelqu'un qui passe l'entrevue, si j'arrive à expliquer ça, il est capable de me voir comme une personne qui est vraiment intègre, qui joue dans les règles. Et pour qui c'est important, les règles du jeu. Tu sais, qu'il ne va pas jouer un petit peu à la coulève avec ça pour s'auto-favoriser ou pour favoriser. favoriser des membres de son équipe ou quoi que ce soit. Moi, je n'en tire pas profit, absolument pas. Ce n'est pas mon objectif. C'est plus dans ce sens-là. Puis comme vous dites, oui, ça permet de connaître un peu plus c'est qui est Steve. Moi, je pense que ça, ça va... le poil dessus. Oui, puis même je dirais plus, c'est d'autant plus important de se montrer comme on est, la prochaine fois, la prochaine rencontre. il y a un exercice que je fais qui est en dehors de right management. On passe à autre chose mais qui s'appelle la matrice identitaire. Il ne faut pas la regarder ensemble qui vient vraiment définir ce que je veux, ce que je ne veux pas. Puis on va venir parler un peu de ces choses-là. Puis si on peut être très clair par rapport à ça, puis qu'on se présente comme on est, ça se peut que ça ne va pas plaire à tout le monde. Et de toute façon, ces gens-là, le pire, ce serait qu'ils nous offrent une job, qu'on l'apprenne, qu'on l'accepte, qu'on se ramasse à travailler pour eux. Qu'on ne l'aime pas. Ah non, exact. Qu'on s'opponger avec eux autres. C'est pas ça qu'on veut. On veut avoir des gens qui disent, moi je sais Steve qui est comme ça, puis c'est ça que je veux. C'est un gars comme lui que je veux. Je veux pas avoir les membres qui vont arriver. Je veux quelqu'un qui va être intègre, qui va être droit, qui est rigoureux dans l'application d'une justice dans le fonctionnement. Si c'est ça qu'on veut, c'est ça. notre culture d'entreprise, bien là, on a un bon fil. On va marcher bien ensemble, tu sais. Mais si on essaie de jouer trop le jeu, de dire, bien, je vais essayer de leur plaire, bien là, peut-être qu'on va avoir une job. mais on ne sera pas plus content dans six mois parce qu'on va se ramasser dans des patterns. Non, c'est ça, c'est comme ça fait déjà quatre mois et déjà quand ça finit. Moi, j'avais besoin d'un temps de recul. Ça m'a permis de prendre ce temps de recul-là. Là, je le sais, j'ai passé au-delà, par toutes les étapes du changement. l'autre côté du creux. Le deuil a été fait. Là, je suis plus à regarder vers l'avenir et à me dire mais ok il y a des choses que je veux pas pis ça me dérange pas même pour être franc je me suis posé la question si je prenais pas ma retraite pour moins de bon Pas parce que je suis multimillionnaire, mais parce que je pourrais le faire. Est-ce que ça me permettrait d'avoir une retraite de rêve? Non, mais je pourrais le faire. Je me suis posé la question si je le faisais. cheminement de pensée était, ouais, mais ça me permettrait de faire quoi si je t'arrêtais? Ben, je pourrais faire ce que je veux. OK, mais pourquoi est-ce que je ne ferais pas ce que je veux puis être payé pour? Donc, je... continuer à travailler, finalement. Voilà, OK. Puis là, c'est ça mon chêne de pensée, c'est, non, je ne prendrai pas ma retraite, mais je vais faire quelque chose... qui vont me passionner parce que je l'aimais et mon travail, il y avait beaucoup de côtés que je n'aimais pas, mais je me donnais toujours à fond. Vous pourriez parler avec n'importe qui avec qui je parlais et personne, personne ne peut dire que je ne donnais pas 1000% quand j'étais au travail. J'étais un passionné. année, quand je travaille, je me donne sans compter. C'est le genre de job que tu pouvais te faire déranger 24 heures sur 24, 7 jours sur 7, 365 jours par année. 31 décembre 2024, j'étais au téléphone pendant que tout le monde réveillonnait. Moi, j'avais des choses à régler. Oui, il y avait des côtés plates, mais moi, j'aimais ça. Ce que j'aime dans la vie, c'est de résoudre des problèmes, c'est d'aider à améliorer. les entreprises. J'ai toujours fait ça. Vous pourrez regarder mon CV après. J'ai toujours fait ça et j'adore ça. C'est vraiment une passion. Il y en a qui mettent ça parce que c'est beau. de dire, mais moi, j'aime ça. C'est vraiment... Tu sais, l'amélioration continue. Moi, ce que j'aime bien dire en entrevue, c'est... Ah, mais moi, je suis comme au Belly Vicks. Je suis tombé dedans quand j'étais petit. Toutes les buzzwords qu'on entend d'amélioration au fil des 25 dernières années, moi, ça m'a toujours fait rigoler. Dans le fond, ils reprennent la même sauce, ils changent un peu, ils rajoutent un peu d'épices, un petit peu de sel, puis c'est la même affaire, finalement. Tu sais, c'est, c'est, c'est... dans ça, Steve, c'est qu'il y a une perspective assez large. On peut dire, voilà, est-ce qu'on veut travailler, on veut être à la retraite. Là, j'entends… je veux ni travailler ni être à la retraite je veux me choisir faire de quoi que j'ai envie de faire ça peut être payé tant mieux mais faire quelque chose que j'ai envie de faire puis est-ce que ça peut être en lien avec ce que je faisais avant, peut-être, j'aimais ça faire ça, mais j'entends aussi que ça pourrait être autre chose. Je vois quand même beaucoup de possibilités. Moi, j'aime ça. C'est ça que j'aime creuser. Si on pourra faire ça dès la prochaine fois, parce qu'en fait, la façon que ça fonctionne, c'est qu'on a des rencontres d'une trentaine de minutes. 30 minutes de séance, ça peut se faire à chaque semaine, peut-être qu'après le temps, des fois les gens disent on peut le faire aux deux semaines, si on attend des réponses à des démarches qu'on a faites, ou des fois les gens disent moi j'aime mieux On se parle quand même à chaque semaine, juste faire un petit check-in, comment ça va. Puis entre les séances, il y a des choses qu'on peut faire. Comme là, cette semaine, je peux t'envoyer un message avec... quelques ressources sur le site, le fameux site, le Next. Mais tu sais, il y a des vidéos quand même et on se fait demander, il faut quand même recommander ça. Il y a beaucoup de contenu sur ce site-là. Bon, moi, je vais quand même préciser, il y a quatre ressources. Je vous dis que ça, ça vaut la peine d'aller voir ça. C'est les ressources de base à garder. il y a des trucs qui sont en direct, il y en a que ça peut être on-demand, tu sais, c'est 40 minutes, 50 minutes. Il y a ça, je vais envoyer aussi des documents, quelques... documents de base là aussi surtout sur le site, mais moi j'aime mieux les envoyer dans un courriel, les gars sont là c'est ça qu'il faut savoir C'est ça des documents qui vont couvrir un peu ce qu'on va pouvoir se dire dans les prochaines semaines. Ça peut être cette semaine une bonne chose de regarder ça un peu. Le CV, on peut en reparler, ça n'a pas besoin d'être maintenant. C'est juste si on veut utiliser le service, le CV, le right management, il y a, oui, le builder, la plateforme, mais il y a aussi la possibilité de l'envoyer par courriel. qui n'est pas moi, quelqu'un de write management, qu'eux, ils font juste ça. Regardez les CV, optimisez ça, puis eux, ils vont envoyer ça par courriel, il y a une couple d'échanges, puis ils vont... Faire des commentaires. Puis après ça, là, on peut en parler entre nous. Qu'est-ce que ça a-tu de l'allure? Qu'est-ce qu'on fait avec ça? Eux, ils font juste mettre des commentaires. Ils ne décident de rien. Ils font juste commenter et faire ce que tu veux. Mais ça, ça prend trois à cinq jours ouvrables pour qu'eux répondent. Ça n'a pas besoin d'être là, on peut quand même s'en parler. Parce que justement, si on veut plus aligner, dire est-ce que c'est vraiment… ce que je veux maintenant, est-ce que je veux faire autre chose? Peut-être que c'est mieux qu'on s'en parle un peu. Après ça, dire OK, je vais faire un CV adapté pour ce que je veux faire maintenant. La prochaine rencontre, ce que je proposais, c'est qu'on fasse justement ce que je disais, l'exercice de matrice densitaire, qu'on prenne vraiment la séance pour creuser ça. section, on pose des questions, on répond à ça, puis moi, je pourrais envoyer les notes que j'aurais prises dans un document Word, et comme ça, je pourrais prendre la prochaine semaine. suivante pour relire ça, puis voir, préciser ça. Puis l'idée, c'est d'arriver vraiment à quelque chose de plus clair. Moi, souvent, je dis que c'est un peu comme quand on va chez l'optométrisme, ils nous mettent la grosse patente. en face, ils tournent les lentilles. Ils disent, là, choix un, choix deux, c'est quoi qui est le plus clair, le plus crisp? C'est sûr qu'on va aller chercher. Aller chercher cette clarté-là pour dire, moi, c'est... C'est vraiment ça que je suis maintenant, que je veux et surtout que je ne veux pas. Que ça soit clair, puis comme ça, on s'assure de bien s'enligner. la suite. Comment ça te l'air, Steve? C'est excellent. Un peu plus en confiance. que tantôt? Oui oui oui ben oui parce que là on voit que j'aime l'aspect humain que vous dégagez ça semble vrai. Tant mieux, c'est bien. Je suis encouragé à continuer. ça serait quand un prochain moment qu'on pourrait se parler Steve ? la semaine prochaine ça peut être la semaine prochaine à peu près à même heure même pas jeudi pour faire ça. Moi, je pourrais même... La semaine prochaine, je peux le faire aussi à 13h. C'est juste que cette semaine, j'ai eu un petit cafouillage dans mon agenda, mais ça peut être à 13h. ou à midi. Non, mais ça peut être plus tôt, ça ne me dérange pas. La semaine prochaine, ça pourrait aller. Oui, OK. Est-ce qu'on peut dire 13 heures? à ce moment-là, ou 13h la semaine prochaine? Oui, c'est bon. Donc, le jeudi 9 juillet, à 13h, Steve. On se voit à la prochaine. Puis moi, je vais envoyer un petit courriel de suivi avec quelques petites ressources à regarder puis comment se trouver un peu dans le site Next. Je comprends effectivement que ça a de l'air. un peu froid, cet outil-là, mais c'est pour ça, je pense qu'il trouve ça important d'avoir des gens qui sont vraiment, peut-être des gens locaux, du monde, tu as de la place. C'est un gros manpower, c'est une grosse multinationale. Mais quand même, les coachs, c'est des gens plus locaux qu'on ait. On est plus enraciné ici. Dédé. Merci beaucoup. On fait comme ça, Steve. On se reparle la semaine prochaine, alors. À fait. Bonne soirée. Bonne journée. À bientôt.\n\n=== Enregistrement live du 2026-07-02 16:02 ===\n\n[COACH 01:21] Bonjour Steve.\n\n[CLIENT 01:23] J'ai eu l'image quelques secondes.\n\n[COACH 01:33] Oui, j'arrive, j'arrive. Ah, Teams, Teams, ça s'en vient. Bonjour Steve, ça va bien? Oui, ça va bien vous? Oui, très bien, merci beaucoup. Désolé, je t'ai pris sur votre appel. Elle a le Teams qui a fait ses mises à jour et niveau. Désolé pour le petit retard. Bien content qu'on puisse se parler. Et Steve, faire le point sur qu'est-ce qu'on peut faire ensemble, Steve, aujourd'hui avec ce beau programme de Right Management. Ce que je propose peut-être aujourd'hui, Steve, je peux prendre quelques minutes là tout juste pour me présenter, dire qui je suis, qui c'est cet animal qui est devant moi. Et par la suite, surtout, parler de vous et de ce qu'on peut faire ensemble. Ça convient. C'est bon. Oui, c'est super. Donc moi, je suis Jean-Sébastien, donc je suis basé à Montréal. Je travaille pour Right Management comme consultant en gestion de carrière, mais je suis aussi dans ma vie de tous les jours, je suis principalement coach exécutif. Je travaille avec des directions d'organisation, d'entreprise, d'organisme. Je suis certifié par la Fédération de coaching internationale. Donc, je travaille surtout à amener les gens à avoir plus de clarté par rapport à ce qu'ils veulent faire. Souvent avec des gens au niveau exécutif, mais dans les codes de gestion de carrière, C'est intéressant parce que ça se ressemble beaucoup à bien des égards. C'est d'avoir plus de clarté sur ce qu'on veut, sur ce qu'on est, sur ce qu'on veut faire, puis aussi sur ce qu'on ne veut plus faire. Et souvent, c'est quasiment autant, sinon plus important de savoir ce qu'on veut plus faire que de savoir ce qu'on veut faire. Et moi, mon approche de coaching, souvent les gens, dépendamment de l'expérience qu'on a avec le coaching, des fois les gens voient les coachs comme des coachs sportifs ou des coachs qui te disent quoi faire. Le coaching dans notre domaine, c'est pas exactement ça. Oui, on a des outils, puis on va en partager, on a beaucoup d'outils, puis le site web de Right Management, il y a plein de vidéos, il y a un paquet de choses là-dessus. Il y a des services aussi complémentaires, on va en parler. Mais un vrai coach, un coach professionnel, son travail, c'est surtout de poser des questions. Ce n'est pas d'avoir des réponses, c'est de poser les bonnes questions et d'amener la personne à réfléchir, à trouver ses réponses. D'avoir, comme je l'ai dit, plus de clarté sur ses propres attentes. Puis, le plus on est clair sur ce qu'on veut, le plus on est en mesure de le communiquer avec confiance. De dire, moi, c'est ça que je veux. Puis, il y a un employeur qui voit devant soi quelqu'un qui est clair, qui est confiant, qui va arriver à dire, moi, c'est exactement ça, je sais ce que je veux, c'est ça que je veux. Ça met l'employeur en confiance aussi. Ce qu'ils disent, cette personne-là, elle me semble être quelqu'un qui a assez où est-ce qu'elle est, puis elle sait qu'il y a de la bonne place chez nous, ça vaut peut-être la peine qu'on investisse dans cette personne-là. C'est un peu ça qu'on veut avoir comme objectif. Puis moi, en terminant, tu sais, un peu mes attentes par rapport à ce qu'on fait, de la façon, on ira à un autre, mais c'est, des fois, les gens, ils disent, en début, ils disent, ben moi, je veux, tu sais, je suis en transition, tu sais, j'ai plus l'emploi que j'avais, je dois aller chercher un autre emploi, j'aimerais au moins ne pas perdre par rapport à ce que j'avais. Moi, je disais, oui, c'est l'objectif très louable, mais on peut-tu se challenger un peu? Moi, l'objectif, c'est qu'on dise, on est là, ça va être un step-up, on s'en va vers une progression de carrière et il y a un moment où il y a un pivot, on va en parler aussi, là, tu as des raisons et tout ça, mais il y a un pivot, on change, bien, ce changement-là, il faut que ça soit pour le meilleur. C'est un peu ça, moi, je pars avec cet objectif-là en tête, et on va travailler ensemble pour le parler. Comment ça sonne tout ça, Steve?\n\n[CLIENT 05:17] Ça sonne bien, je veux dire, je vois que c'est dans le côté positif de la chose. C'est bien amené et ça cadre aussi avec le fait de coacher aussi. Quand on coache quelqu'un, on ne le coache pas négativement. Donc forcément, c'est très, très tiré vers le positivisme. Donc oui, je n'ai pas de problème avec ça. problème avec ça, il vaut mieux l'envisager de ce côté-là. Donc oui, moi je suis ouvert, je vais écouter, je vais répondre, je vais suivre, on va se challenger mutuellement, j'imagine aussi.\n\n[COACH 05:56] C'est ça. Une question pour lancer la discussion dans l'autre sens. Oui, j'ai l'air d'avoir une approche positive, effectivement, moi j'aime mieux être positif que négatif.\n\n[SPEAKER_? 06:07] En\n\n[COACH 06:07] En même temps, moi, je ne suis pas non plus à votre place. Je comprends que ce n'est pas un moment agréable à passer. C'est la transition qu'on vit là. Une des questions pour lancer, c'est justement de demander comment ça se passe présentement. Comment ça va, Steve, en ce moment-là.\n\n[CLIENT 06:27] Il y a une chose qui est importante pour moi au départ. Est-ce que ce qui est dit, fait dans le cadre de right management, D'une certaine manière, ça coule à quelque part ou ça s'en va à quelque part. Parce que moi, quand j'ai embarqué dans le truc, j'avais des réticences. Mon avocate avait des réticences du fait que c'était payé par Motorola. Parce que celui qui paye, c'est celui qui a le pouvoir. donc quand j'ai lu un petit peu tous les éléments auxquels il faut qu'on accepte pour avancer dans le programme là j'ai déchanté quand même beaucoup parce que j'avais l'impression que je vendais mon arme au diable pour finalement avoir accès à quelque chose là j'ai mis les breaks j'ai même pas uploadé mon CV rien je voulais envoyer par courriel là parce que je pense que c'était pertinent pour la suite des choses mais ça, ça m'a grandement refroidi. Mes données personnelles, confidentielles, logiciens, j'étais quand même là avec Motorola dans le monde de la sécurité, de la cyber-sécurité. Donc, je m'y connais quand même pas mal, puis je sais à quoi il faut faire attention. Donc, la plateforme de right management, elle m'a énormément refroidi pour ça. Parce qu'on a l'impression qu'il y a beaucoup de third parties, puis on s'y perd, On ne sait pas où vont nous donner. C'est très, très, très louche, soit du temps pour ça. Donc, tant que ça reste dans un cadre où j'ai le contrôle, où je sais où vont les informations, ça va. Si je perds le contrôle de ça, c'est là qu'il y a une frontière que ça va s'arrêter. Oui.\n\n[COACH 08:15] Bien, merci beaucoup, Steve, de partager ça avec autant de clarté aussi. J'entends assez l'expérience. Et je partage tout à fait ces préoccupations-là. Moi, je suis, peut-être pour rassurer, moi, je travaille, oui, pour Right Management. Oui, je suis payé par eux, ultimement par Motorola, effectivement, parce qu'eux, ils ont mon deal avec Motorola. Mais moi, je travaille de chez moi. Je ne suis pas chez Bright Management, donc je suis chez moi. On utilise, c'est vrai, ça, il faut le dire, on utilise Teams, qui est un Teams de Manpower Group, là, qui est, je vois, Manpower Group, là, donc c'est leur compte à eux, c'est vrai. Donc, si on voulait être vraiment pointilleux, on utilise une plateforme propriétaire aussi Microsoft et tout. Donc, on peut avoir nos réserves et je les partage. Je suis très dans le logiciel libre. J'ai mon serveur ici avec mon Olama Open Source, ce qui est RunQN. J'ai ma propre intelligence artificielle que j'ai in-house. donc j'ai mes propres outils parce que moi dans la vie je suis aussi coach j'ai des clients qui ne sont pas le right management même il y a des outils que je vais vous partager que c'est des documents qui ne sont même pas du right management, c'est des choses que j'utilise avec mon coaching exécutif et moi mon engagement que je peux prendre ici c'est qu'il n'y a absolument rien de ce qu'on discute ici qui sort de ce qu'on discute, de notre espace ici donc même des fois je ne suis pas thérapeute, je ne suis pas psychologue Mais des fois, il y a des gens qui vont dire, écoute, moi, j'ai besoin de quelqu'un, même pour partager comment je me sens. En ce sens, on a un safe space. Des fois, il y a des gens qui me disent, moi, aujourd'hui, je veux juste, écoute, j'ai besoin de ventiler, là, il se passe des affaires, je peux tout en parler. Parce que des fois, ça peut être un parcours très solitaire pour bien des gens. Parce que, tu sais, il est difficile d'en parler avec des amis, avec la famille, ils ne comprennent pas, tu sais, qu'est-ce que je vis, puis tout ça. En fait, moi, je veux offrir cet espace-là. Mais donc, pour rassurer, il n'y a rien, il n'y a pas de notes qui sont prises, il n'y a rien qui est transmis. Il y a, oui, le nombre de rencontres, ça oui, mais il n'y a pas de contenu, il n'y a rien que moi je leur envoie comme notes sur ce qu'on dit. Donc ça, c'est vraiment pour rassurer là-dessus. L'outil, oui, toute activité sur le site de Next, c'est vrai, il y a un track de ça. Moi, j'y ai accès. Moi, je vois, par exemple, quelqu'un qui va aller visionner une vidéo, des choses comme ça. On sait ce que la personne a fait. Bon, ce n'est pas pour du contrôle. C'est vraiment plus pour, tu sais, si je vois que la personne a vu une vidéo, ça se peut qu'à une séance, je disais, ah, bien, tu sais, par rapport à cette vidéo-là, on va s'en parler. Mais il n'est pas obligé de faire des choses. Il n'y a pas de devoirs ou de choses comme ça. Le partage du CV, ça, c'est un bon point. C'est vrai, parce que j'allais en parler. Il y a un service de révision du CV. Et ça, la façon dont ça fonctionne, oui, il y a l'outil en ligne. Là, on peut uploader le CV et là, c'est un outil d'édition. Et puis là, ils vont mettre ça dans un format qui est comme le format reconnu par les outils qui traitent automatiquement les CV. Là, ça, c'est con, c'est bête, mais il y a des gens, des fois, qui vont juste écarter le CV puis ils n'auront même pas lu. C'est juste parce que ça ne fit pas dans la machine.\n\n[CLIENT 11:21] Oui, ça, c'est un élément qui est nouveau. Parce que ça fait quand même... La dernière fois que j'ai cherché un autre job, c'est avant l'avènement de l'intelligence artificielle, vraiment. Mais là, de ce que j'ai entendu parler, c'est beaucoup l'intelligence artificielle qui traite ça. C'est à croire qu'il n'y a plus personne en ressources humaines au Québec qui a encore envie de travailler et de faire de la bonne vieille analyse. Moi, en tout cas, ça doit être parce que je suis vieux au jeu, mais je crois encore à l'aspect humain de la chose, mais regarde, effectivement, peut-être que je ne serai même pas retenu à cause que je ne passe pas dans la mécanique informatique de traitement d'un CV. C'est fort possible.\n\n[COACH 12:02] Ce qu'on va faire, Steve, ce que je propose, c'est qu'il faut se donner toutes les meilleures chances. Si on peut se carrer sur tous les points, il faut mettre le CV dans le maudit format, on le mettra dans le mot du format s'il faut. Mais le point de mentionner, c'est de dire l'aspect humain. Ça, c'est vrai, ça va rester important. Ça dépend des industries, ça dépend des postes, c'est vrai. Mais par exemple, le profil LinkedIn, il y a beaucoup de travail qu'on va faire là-dessus pour dire, il faut que ce qui se dégage de ça, ça soit quand les gens vont le voir et disent, c'est un no-brainer, c'est sûr qu'il nous faut Steve. C'est évident. Quand les gens, en lisant ça, ils vont se dire, ce gars-là, il est le top dans son domaine, il sait de quoi il parle, il nous faut ce gars-là. C'est un peu ça le mindset. J'ai l'air un peu pensé positif.\n\n[CLIENT 12:49] Non, non, mais je comprends. Je comprends. C'est juste que, tu sais, LinkedIn, c'est un des éléments que j'ai décroché avec les années, puis que j'ai complètement flushé le maximum d'informations là-dessus, parce que au fil du temps, je m'étais mis à recevoir des courriels de toutes sortes d'affaires, de sollicitations pas désirées. Fait que, je ne sais pas, à un moment donné, je me suis dit, coudonc, c'est juste une gamine histoire pour aller récolter, ça va être grosse base de données pour à peu près toutes les entreprises du monde qui essaient d'aller mousser leurs produits ou leurs services. Donc à un moment donné je suis foutané et c'est pour ça que si vous allez voir mon compte, je ne sais pas si vous l'avez\n\n[COACH 13:30] fait, mais il n'y a pas grand-chose. Mais ça c'est normal parce que justement ça montre deux choses, ça montre peut-être oui effectivement pas la méfiance, mais le peu de confiance dans ces outils-là. Effectivement, on peut se douter des données et l'utilisation qu'ils en font. Mais aussi, ça montre qu'une personne qui n'a pas nécessairement eu à l'utiliser tant que ça par le passé, puis ça c'est correct, il y a des gens qui vont dire, moi j'ai passé ma carrière à passer une job à l'autre sans avoir besoin de me vendre, ben pourquoi je me serais fatigué à faire ça? Je pense que c'est très très compréhensible, puis de le pimper, de le monter un peu, ce n'est pas méchant, dans le sens, il n'y a personne qui va dire « wesh, ce gars-là, il a un trop beau profil de LinkedIn », mais ça n'a pas besoin non plus d'avoir un historique. Ce n'est pas comme les gens vont aller scroller et dire « qu'est-ce qu'il y a mis comme publication ? » On va peut-être, oui, peut-être mettre un couple de publication, on va peut-être un peu pimper ça, mais les gens ne vont pas aller fouiller dans le temps, dans le passé. Il y a moyen d'arriver à quelque chose qui est aujourd'hui, qui est l'image d'aujourd'hui. Puis une fois que la job est trouvée, à la limite, ça s'efface cette affaire-là. On peut dire à moi, je ne veux plus l'avoir après, je ne veux pas que mes données soient là. Ça, on peut avoir un long débat. Moi, qu'est-ce qui arrive avec ces données-là? Ils vont vraiment être effacés, c'est autre chose. Mais là, avec le Wayback Machine qui veut l'effacer, on est en train de perdre la mémoire d'Internet, de toute façon. Bref, un autre débat. Mais dans tous les cas, c'est sûr que tout ce qu'on va faire ensemble, il faut que ça soit quelque chose dans lequel on sentait à l'aise. Moi, je suis à l'aise de faire ça. Si je ne suis pas à l'aise, on ne le ferait pas. Mais moi, je dis toujours, mieux vaut jouer toutes les cartes qu'on peut et se donner les meilleures chances. Puis après ça, si on a trop d'offres, on n'aurait pas besoin. Ça, ça sera un beau problème.\n\n[CLIENT 15:18] En fait, c'est le rêve un peu de tous les candidats, d'avoir plusieurs offres et de choisir évidemment la meilleure, celle-là qui correspond plus à ce qu'on veut à ce moment-là. Ben oui, tu sais, il n'y a pas personne qui peut être contre la vertu de ça, ça reste que... Ben c'est ça. Là, vous êtes au courant de quoi par rapport à mon\n\n[COACH 15:39] cas? De quoi je suis au courant? Je vais regarder ça, vite fait, Steve, ouvrez tout ce que j'ai. j'ai pas grand chose, regardez.\n\n[CLIENT 15:56] Ça a comme buggé au niveau du ton puis audio puis du visuel, est-ce que ça a été pareil de votre côté?\n\n[COACH 16:02] Oui, j'ai un petit... Juste savoir si c'est de mon bord? Non, ça se peut que ce soit aussi moi, je sais pas pourquoi, ça accroche un peu ce matin. Je vois quelques échanges avec quelqu'un de notre côté là, avec une Rachel, ça, Céleste, je fais plus des courriel pour avoir accès au programme mais tu sais j'ai pas le moi je sais c'est tout là et une des premières questions aussi c'est ça c'est de savoir c'est quoi l'histoire on voit ce qu'on en est puis je vais la résumer d'emblée\n\n[CLIENT 16:34] ça va être parce que oui il faut partir quelque part donc j'ai été six ans et Et quelques, là, chez Motorola. La première année, j'étais consultant externe, donc je n'étais pas un employé de Motorola. Ils m'ont embauché par la suite. J'étais là cinq ans. Et ça a pris fin en deux parties, en fait. Puis la dernière partie, la deuxième partie de ces deux parties-là, ça a été au mois de mars. Donc début mars, ça date quand même, ça va faire presque quatre mois maintenant. Donc début mars, c'est là où ils m'ont mis à pied finalement. Depuis ce temps-là, oui, j'en ai fait de la recherche un petit peu. J'ai envoyé des CV. Je n'ai eu aucune entrevue. j'ai eu une discussion téléphonique que moi je ne qualifie pas d'entrevue mais c'était une discussion téléphonique puis par rapport aux quatre derniers mois, on va dire ça comme ça même si ça ne fait pas exactement quatre mois mais ce que je constate c'est selon moi soit je suis surqualifié soit pas assez c'est comme ambigu ce bout-là, je ne le sais pas. L'autre aspect, c'est que ça ne s'est pas bien fini, dans le sens où, oui, ça a été une mise à pied, tout ça, mais comme ça a été fait en deux étapes, ça a été un peu particulier. Et durant les quatre mois, j'ai passé plus de temps avec l'avocate, mon avocate, à arranger essayer de trouver quelque chose à s'entendre avec Motorola. Ça non plus, ça n'a pas été facile, mais pas difficile dans le sens émotivant ou quoi que ce soit. Je suis assez terre-à-terre comme personne. Mais c'est juste que ça a duré terriblement longtemps pour quelque chose qui, somme toute, est assez simple. Et là, c'est pour ça que comme ça s'est terminé récemment, bien là, j'ai été en mesure d'y aller avec Right Management, puis d'avancer, et c'est ce qui nous amène ici aujourd'hui. C'est un peu ça, notre petite histoire. Si je rentre un petit peu plus dans le détail, dans la première partie, deuxième partie, donc pas cette année, mais l'année dernière, il y a eu, puis là, il faut que je fasse attention, je ne sais pas trop exactement ce que je dois dire et pas dire,\n\n[COACH 19:18] Je n'ai pas besoin de connaître les détails non plus, Steve. Je n'ai pas besoin de connaître le menu de détails, mais c'est plus… En fond, il faut qu'on puisse… Qu'est-ce qui peut être pertinent que je sache, c'est qu'il va falloir qu'on en vienne ensemble à convenir de ce qu'on appelle, il appelle ça en anglais le « parking story », donc l'histoire de séparation. C'est un peu comme un couple. Quand on se parle d'un couple, on se dit « qu'est-ce qui s'est passé? » Il va falloir comme une petite histoire à raconter. C'est un peu ça qu'il va falloir arriver à avoir quelque chose de très, très bref. Donc, sans rentrer dans les détails, je n'ai pas besoin de savoir les détails. Mais tu sais, d'avoir quelque chose de très bref qui, quand un employeur va lui demander « qu'est-ce qui fait que tu as la recherche d'emploi présentement? » d'être en mesure de répondre à quelque chose qui va être vrai. On ne peut pas inventer les choses parce qu'ils vont finir par le trouver. Mais qui est vrai, mais qui nous présente positivement quand même. Parce que je comprends qu'il y a des raisons que vous devez y accrocher, ok, mais comment tourner ça pour qu'on dise « écoute, je suis rendu à un autre moment dans ma carrière, je cherche d'autres opportunités », tourner ça d'une façon où ça va être possible.\n\n[CLIENT 20:21] Il y a deux versions parce que je m'étais déjà préparé à ça dans le cas d'une éventuelle entrevue. La première version est la suivante, c'est que oui, en fait chez Motorola, j'ai été mis à pied parce qu'on arrivait à la fin de contrat et comme chaque fois qu'on approche une fin de contrat. Il y a une attrition au niveau du personnel. Dans mon rôle que j'avais à jouer, comme ils ne savaient pas exactement la tournure du prochain appel d'offres et que ça semblait être très différent de l'appel d'offres pour lequel j'ai travaillé dessus. Donc, finalement, ils ont procédé à cette mise à pied-là parce que ça ne s'enignait pas dans la même façon que ça l'était. Donc, selon leur point de vue, je n'étais plus la personne en mesure de pouvoir poursuivre plus loin. Probablement parce que ça demandait des éléments extrêmement techniques. Ça s'enlignait vers plus l'esprit radio-technique que ce que moi j'avais travaillé au cours des six années et quelques. Mais c'est non. Voilà la première version. La deuxième. La deuxième version, c'est plus, et là je le juge dépendamment comment, c'est pas la réceptivité du côté de la personne qui passe l'entrevue ou des personnes qui passent l'entrevue. Parce que moi, j'adore les entrevues, en fait. Il y a des gens qui, ça leur fait peur de passer des entrevues. Moi, j'adore ça. J'adore en faire passer et j'adore en passer. C'est pour ça que je suis un peu sur ma faim parce que depuis que ça a fini, je n'en ai pas eu. Mais, bref. La deuxième version, c'est plus que j'ai appliqué en fait ce qui... Ça va vous renseigner en même temps, la parenthèse, ça va vous renseigner en même temps sur c'est quoi la petite histoire de séparation. Donc, Motorola, on était en lien avec un client principal du gouvernement du Québec. Et puis, il y avait des choses qui tournaient bien, d'autres moins bien avec certaines personnes de chez le client. Chez Motorola, il y a en place des politiques pour protéger les employés en termes de harcèlement et tout ça. Même chose au niveau du gouvernement, il y a aussi des politiques que les employés doivent suivre. Puis, bon, ça faisait quand même un certain nombre d'années qu'il y avait des problématiques. Puis, ça a pris une tourneure plus importante début 2024, 2025. Puis, moi, j'ai juste fait mon travail de directeur où j'ai accompagné les gens qui y vivaient des choses. Avec l'aide des ressources humaines, on est allé de l'avant avec ça. Malheureusement, ça a mal tourné parce que les clients ne voyaient pas ça du même oeil. Et puisque j'étais la personne qui s'occupait de ce contrat-là, finalement, le client a dit « Je ne veux plus de cette personne-là parce que c'est ça. À cause de cet élément-là, moi, je ne veux plus de cette personne-là. » les politiques des deux côtés en disant, ça ne respecte pas nos politiques mutuelles, donc il faut faire quelque chose, il faut prendre l'action. Puis, ça, ça a déplu. Puis, on m'a mis sur la voie de garage par la suite. Le motorola a juste simplement dit, OK, on va protéger notre contrat. Steve, on va te faire faire d'autres choses. Donc, ils m'ont fait faire d'autres choses durant un an et quelques mois. Jusqu'au jour où là, ils ont dit finalement non, ça ne fonctionne plus.\n\n[COACH 24:34] Donc, ce que je comprends dans ce qu'on discute là, c'est qu'ils ont quand même resté pendant au moins un an encore, après cet épisode-là. Ils m'ont fait faire d'autres choses.\n\n[CLIENT 24:45] Oui, en fait, oui. Ils m'ont fait faire autre chose ou c'est plutôt moi qui ai développé quelque chose à faire. Parce que eux, ils n'étaient pas très créatifs dans ce qu'ils avaient à faire. Mais moi, j'ai continué d'aider mes collègues employés que j'avais, mais toujours comme en sous-marin parce que j'avais plus accès à rien en fait. Donc, ce que j'ai travaillé plus, c'est de monter une base de données, puis faire la programmation avec un sous-traitant qu'on avait pour mettre en place une plateforme pour aider au niveau de la gestion de la cybersécurité et tout ça.\n\n[COACH 25:30] OK. Donc, ce que j'entends…\n\n[CLIENT 25:31] Un élément de la cybersécurité.\n\n[COACH 25:33] Pas toujours de la cybersécurité, mais un des éléments. OK. Fait que ce que j'entends dans tout ça, c'est qu'il n'y a pas eu une faute qui a justifié une mise à pied à ce moment-là. Donc, c'est une préférence, une préférence de l'employeur de dire, bien, on met quelqu'un d'autre sur le dossier, Cette personne-là, on le réaffecte à autre chose. Et j'entends aussi qu'il y a eu un apport substantiel quand même à l'employeur pendant cette période-là qui a suivi. C'est-à-dire, j'ai développé d'autres choses, j'ai travaillé sur des choses. Je n'avais peut-être pas toutes les ressources que j'aurais souhaitées, mais je ne me suis pas tourné les pouces. J'ai fait des choses, j'ai contribué activement et j'ai pu servir l'employeur d'une autre façon. Donc, j'entends ça. Je ne sais pas si ça reflète bien la situation.\n\n[CLIENT 26:13] Non, non, c'est ça, c'est ça, mais il y a une chose importante qui se dégage de cette histoire-là, c'est que moi, j'ai des principes qui sont, j'ai des valeurs fondamentales pour moi, puis je les ai toujours défendues dans ma carrière. Cette fois-là, c'est un cas, un deuxième cas où, pour moi, ça allait trop loin, Il y avait des choses qui devaient être corrigées de la part des gens, de certaines personnes chez le client, qui étaient soutenues par les deux politiques. Moi, j'ai mis ça de l'avant. Puis parce que je l'ai mis de l'avant, j'ai été pénalisé. Mais si c'est à faire aujourd'hui avec ce que je sais, probablement que je le referais parce que ça correspond à mes valeurs. et pour moi, ça transgressait ça, je n'aurais pas pu continuer parce que ça allait… On ne peut pas travailler contre nous, voilà. Je ne vois pas, tôt ou tard, ça nous rattrape. Donc, c'est pour ça que moi, c'est un élément important dans cette deuxième version-là, c'est de dire, non, j'ai fait les choses selon les règles de l'ordre, je les ai bien faites, mais ça n'est plus, ça m'a fait sortir.\n\n[COACH 27:26] Sur ce point-là, je trouve ça intéressant d'aborder les deux versions. Parce que la première version, c'est vrai qu'elle est plus simple, elle est plus directe, puis elle est plus soft. Elle passe peut-être plus facilement sur les gens. La deuxième, elle reflète ce qui est-il vraiment. Donc, la notion de valeur.\n\n[CLIENT 27:48] C'est vrai. C'est pour ça que je disais que selon la réceptivité que j'ai de la part de celui qui passe l'entrevue, ceux qui passent l'entrevue, je le sais si je suis en mesure d'y aller en me présentant. Regardez, moi, les valeurs fondamentales, je trouve que c'est important dans le travail d'être juste, équitable, envers. puis en tant que directeur, tu te dois de montrer l'exemple. Tu te dois de défendre tes employés dans une certaine mesure quand c'est juste puis c'est soutenu par les politiques. Je ne défendrais pas quelqu'un qui fait des choses qui sont en dehors des politiques. Mais quand c'est soutenu par les politiques, je pense, et je penserai toujours, que c'est la bonne chose à faire. Moi, je pense que du point de vue de quelqu'un qui passe en entrevue, si j'arrive à expliquer ça, il est capable de me voir comme une personne qui est vraiment intègre, qui joue dans les règles, et pour qui c'est important, les règles. Les règles du jeu. Il ne va pas jouer un petit peu à la coulève avec ça pour s'auto-favoriser ou pour favoriser des membres de son équipe ou quoi que ce soit. Moi, je n'en tire pas profit. Absolument pas. Ce n'est pas mon objectif. C'est plus dans ce sens-là. Puis quand vous dites ben oui, ça permet de connaître un peu plus c'est qui, tu sais, ben moi je pense que ça, ça va c'est le poil dessus\n\n[COACH 29:17] oui, puis même je dirais plus c'est d'autant plus important de se montrer comme on est la prochaine fois, la prochaine rencontre il y a un exercice que je fais qui est en dehors de right management, on passe à autre chose mais ça s'appelle la matrice identitaire on ne va pas la regarder ensemble qui vient vraiment définir ce que je veux ce que je ne veux pas Tu sais, puis on va venir parler un peu de ces choses-là. Puis si on peut être très clair par rapport à ça, puis qu'on se présente comme on est, ça se peut que ça ne va pas plaire à tout le monde. Mais de toute façon, ces gens-là, le pire, ça serait qu'ils nous offrent une job, qu'on l'apprenne, qu'on l'accepte, puis qu'on se ramasse à travailler pour eux. Qu'on ne l'aime pas. Ah non, exact.\n\n[CLIENT 29:55] Qu'on se compagne avec eux autres.\n\n[COACH 29:57] C'est pas ça qu'on veut, là. Tu sais, on veut avoir des gens qui disent, moi, je sais, Steve, il est comme ça, puis c'est ça que je veux. C'est un gars comme lui que je veux, là. Je ne veux pas avoir les membres qui vont arriver et qui vont juste se mettre à plat ventre. Je veux quelqu'un qui va être intègre, qui va être droit, qui est rigoureux dans l'application d'une justice dans notre fonctionnement. Si c'est ça qu'on veut, si c'est ça notre culture d'entreprise, bien là, on a un bon fit. On va marcher bien ensemble. Mais si on essaie de jouer trop le jeu, de dire « je vais essayer de leur plaire », bien là, peut-être qu'on va avoir une job, mais on ne sera pas plus content dans six mois parce qu'on va se ramasser dans des patterns.\n\n[CLIENT 30:29] Non, c'est ça. Comme ça fait déjà quatre mois déjà quand ça finit moi j'avais besoin d'un temps de recul ça m'a permis de prendre ce temps de recul là j'ai passé au delà par toutes les étapes d'un changement et je suis l'autre côté du creux le deuil a été fait là je suis plus vraiment à regarder vers l'avenir et à me dire il y a des choses que je ne veux pas ça ne me dérange pas même pour être franc je me suis posé la question si je ne prenais pas ma retraite. Pas parce que je suis multimillionnaire, mais parce que je pourrais le faire. Est-ce que ça me permettrait d'avoir une retraite de rêve? Non, mais je pourrais le faire. Je me suis posé la question si je le faisais. Le cheminement de pensée était « Ça me permettrait de faire quoi si je t'arrêtais? » Je pourrais faire ce que je veux. OK, mais pourquoi je ne ferais pas ce que je veux et être payé pour? Donc, je continuerais à travailler, finalement. Voilà, OK. Puis là, c'est ça mon chêne de pensée. C'est, non, je ne prendrai pas ma retraite, mais je vais faire quelque chose qui va me passionner parce que je l'aimais et mon travail, il y avait beaucoup de côtés que je n'aimais pas, mais je me donnais toujours à fond. Et ça, vous pourriez parler avec n'importe qui avec qui je parlais et personne, personne ne peut dire que je ne donnais pas 1000% quand j'étais au travail. J'étais un passionné. Quand je travaille, je me donne sans compter. C'est le genre de job que tu pouvais te faire déranger 24 heures sur 24, 7 jours sur 7, 365 jours par année. 31 décembre 2024, j'étais au téléphone pendant que tout le monde réveillait. Moi, j'avais des choses à régler. Oui, il y avait des côtés plates, Mais moi, j'aimais ça. Ce que j'aime dans la vie, c'est de résoudre des problèmes, c'est d'aider, améliorer les entreprises. J'ai toujours fait ça. Vous pourrez regarder mon CV après. J'ai toujours fait ça et j'adore ça. C'est vraiment une passion. Il y en a qui mettent ça parce que c'est beau de dire, mais moi, j'aime ça. C'est vraiment, tu sais, l'amélioration continue. Moi, ce que j'aime bien dire à l'entrevue, c'est, ah, mais moi, je suis comme Obélix. Je suis tombé dedans quand j'étais petit. tous les buzzwords qu'on entend d'amélioration au fil des 25 dernières années moi ça m'a toujours fait rigoler parce que dans le fond ils reprennent la même sauce ils changent un peu, ils rajoutent un peu d'épices un petit peu de sel puis c'est la même affaire finalement tu sais c'est\n\n[COACH 33:14] ce que j'entends dans ça Steve c'est que il y a une perspective assez large on peut dire est-ce qu'on veut travailler, on va être à la retraite là j'entends je veux ni travailler d'être à la retraite, je veux me choisir et faire de quoi j'ai envie de faire. Ça peut être payé, tant mieux, mais faire quelque chose que j'ai envie de faire, puis est-ce que ça peut être en lien avec ce que je faisais avant? Peut-être. J'aimais ça, faire ça. Mais j'entends aussi que ça pourrait être autre chose. Je vois quand même beaucoup de possibilités. Puis moi, j'aime ça. C'est ça que j'aime creuser. Si on pourrait faire ça dès la prochaine fois, parce qu'en fait, la façon que ça fonctionne, c'est qu'on a des rencontres d'une trentaine de minutes, c'est 30 minutes, les séances, Ça peut se faire à chaque semaine. Peut-être qu'après le temps, des fois, les gens disent qu'on peut le faire aux deux semaines, si on attend des réponses à des démarches qu'on a faites. Ou des fois, les gens disent, moi, j'aime mieux que ton spa quand même à chaque semaine. Je veux juste faire un petit check-in, comment ça va. Puis entre les séances, il y a des choses qu'on peut faire. Comme là, cette semaine, moi, je peux t'envoyer un message avec quelques ressources sur le site, le fameux site, le Next. il y a des vidéos quand même et on se fait demander, il faut quand même recommander ça il y a beaucoup de contenu sur ce site-là bon moi je vais quand même préciser il y a quatre ressources ça vaut la peine d'aller voir ça, c'est des ressources de base à garder il y a des trucs qui sont en direct, il y en a que ça peut être on-demand c'est 40 minutes, 50 minutes il y a ça, je vais envoyer aussi des documents quelques documents de base qui se retrouvent sur le site mais moi, j'aime mieux les envoyer dans un courriel. Les gars, ils sont là. Oui, merci. C'est ça qu'il faut savoir. C'est tous des documents qui vont couvrir un peu ce qu'on va pouvoir se dire dans les prochaines semaines. Ça peut être cette semaine une bonne chose de regarder ça un peu. Le CV, on peut en reparler. Ça n'a pas besoin d'être maintenant. C'est juste si on veut utiliser le service, le CV de Right Management, il y a, oui, le Builder, la plateforme, mais il y a aussi la possibilité de l'envoyer par courriel. Puis là, il y a quelqu'un, qui n'est pas moi, quelqu'un de Right Management. Puis eux, ils font juste ça, là. Regardez les CV, optimisez ça. Puis eux, ils vont envoyer ça par courriel. Il y a une couple d'échanges. Puis ils vont faire des commentaires. Puis après ça, là, on peut en parler entre nous. Qu'est-ce que ça a-tu de l'allure? Qu'est-ce qu'on fait avec ça? Eux, ils font juste mettre des commentaires. Ils ne décident de rien. Ils font juste commenter. Tu fais ce que tu veux. Mais ça, ça prend 3 à 5 jours ouvrables, là, pour qu'eux répondent. Ça n'a pas besoin d'être là. On peut quand même s'en parler, là. Parce que justement, si on veut plus aligner, Est-ce que c'est vraiment ça que je veux maintenant? Est-ce que je veux faire autre chose? Peut-être que c'est mieux qu'on s'en parle un peu. Après ça, je vais faire un CV adapté pour ce que je veux faire maintenant. La prochaine rencontre, ce que je proposais, c'est qu'on fasse justement ce que je disais, l'exercice de matrice identitaire, qu'on prenne vraiment la séance pour creuser ça. Puis c'est une matrice, il y a comme plusieurs sections, puis là, on pose des questions, on répond à ça. Puis moi, je pourrais envoyer les notes que j'aurais prises dans un document Word. Et comme ça, je pourrais prendre la semaine suivante pour relire ça, puis voir, préciser ça. Puis l'idée, c'est d'arriver vraiment à quelque chose de plus clair. Moi, souvent, je dis, c'est un peu comme quand on va chez l'octobétrice, tu sais, ils nous mettent la grosse patente d'avant-face, puis ils tournent les lentilles. Ils disent, là, choix un, choix deux, c'est quoi qui est le plus clair, qui est le plus crisp, tu sais? C'est sûr qu'on va aller chercher cette clarté-là pour dire, moi, c'est vraiment ça que je suis maintenant, que je veux et surtout que je ne veux pas. Que ça soit clair, puis comme ça, on s'assure de bien s'enligner pour la suite. Moi, ça a l'air, Steve.\n\n[CLIENT 36:49] C'est excellent. En bas, là-dedans, je suis très enthousiaste.\n\n[COACH 36:55] Un peu plus en confiance que tantôt?\n\n[CLIENT 36:57] Oui, oui, oui. Ben oui, parce que là on voit que j'aime l'aspect humain que vous dégagez puis tu sais, ça semble être, ça semble vrai, tant mieux, c'est bien. Oui, je suis encouragé à continuer. Yes, j'aime ça.\n\n[COACH 37:16] Ça serait quand un prochain moment qu'on pourrait se parler, Steve? La semaine prochaine?\n\n[CLIENT 37:19] Ça peut être la semaine prochaine à peu près à même heure, même pas jeudi, on peut faire ça.\n\n[COACH 37:27] Moi, je pourrais même la semaine prochaine, je peux le faire aussi à 13h. C'est juste que cette semaine, j'ai eu un petit caprouillage dans mon agenda, mais ça peut être à 13h ou à midi.\n\n[CLIENT 37:37] Non, mais ça peut être plus tôt. Ça ne me dérange pas. La semaine prochaine, ça pourrait aller.\n\n[COACH 37:43] Oui, OK. Est-ce qu'on peut dire 13h à ce moment-là ou 13h la semaine prochaine? Oui, c'est bon. Donc, le jeudi 9 juillet à 13h, Steve. On va se faire la prochaine séance. Puis moi, je vais envoyer un petit courriel de suivi avec quelques petites ressources à regarder puis comment se trouver un peu dans le site Next. Je comprends effectivement que c'est quand même, ça a l'air un peu froid, cet outil-là. Mais c'est pour ça, je pense qu'il trouve ça important d'avoir des gens qui c'est vraiment, peut-être des gens locaux, du monde, tu sais, de la place. Ça a l'air, c'est un gros manpower, c'est une grosse multinationale. Mais quand même, les coachs, c'est des gens plus locaux qu'on est plus enracinés ici. Merci beaucoup. On fait comme ça, Steve. On se reparle la semaine prochaine. À fait. Bonne soirée. Bonne journée. À bientôt.","rapport_genere":"## Principaux points abordés\n\nOkay, let's see. The user provided a long conversation in French between a client and a coach. They want me to analyze it. First, I need to understand the context. The conversation seems to be part of a coaching session where the client is reflecting on their career, considering retirement, and planning future steps. The coach is guiding them through self-reflection exercises like the 'matrice identitaire' and discussing practical steps like updating their CV using Right Management's tools.\n\nThe user might want a summary of the conversation, key points, or analysis of the client's journey. They might also be interested in the coaching strategies used. Since the user hasn't specified exactly what they need, I should ask for clarification. I'll check if they want a summary, analysis, or something else related to the conversation.\n\n## Informations personnelles partagées\n\nAucune information nouvelle à mémoriser.\n\n## Travaux confiés d'ici la prochaine séance\n\nTu as partagé un long dialogue entre un client (Steve) et un coach. Voici une synthèse structurée de ce qui se passe dans ce dialogue : \n\n### 1. **Contexte de la conversation**\n- Steve est en phase de réflexion sur sa carrière et sa vie professionnelle. Il a quitté un emploi dans lequel il était très engagé, mais il cherche maintenant à retrouver un équilibre entre passion, travail, et vie personnelle.\n- Il est en consultation avec un coach (probablement via Right Management, un organisme de conseil en orientation professionnelle) pour l’aider à clarifier ses objectifs, ses valeurs, et ses priorités.\n\n### 2. **Points clés abordés par Steve**\n- **Engagement dans le travail** : Steve a toujours aimé résoudre des problèmes, aider les entreprises à s’améliorer, et il considère cela comme une passion. Il a travaillé dans des domaines comme la gestion de la performance, la transformation organisationnelle, etc.\n- **Départ de son emploi** : Il a quitté un poste qu’il aimait beaucoup, mais il sent qu’il a besoin de changement ou de réflexion.\n- **Vision de l’avenir** : Il ne veut pas simplement travailler ou être à la retraite, mais **choisir activement ce qu’il veut faire**. Il est ouvert à des opportunités nouvelles, même si elles ne sont pas directement liées à son passé professionnel.\n- **Réflexion sur soi** : Il souhaite faire un **exercice de matrice identitaire**, une méthode qui permet de clarifier ses valeurs, ses objectifs, et ce qu’il veut et ne veut pas dans sa vie professionnelle.\n\n### 3. **Rôle du coach**\n- Le coach propose des ressources (ex. : site Next, vidéos, documents) pour accompagner Steve dans sa réflexion.\n- Il propose également de faire un **CV personnalisé** pour les opportunités futures, en utilisant la plateforme Right Management.\n- Il propose une prochaine séance de coaching, planifiée pour le **jeudi 9 juillet à 13h**.\n\n### 4. **Évolution de l’entretien**\n- Steve semble plus **confiant et ouvert** à la fin de la conversation, grâce au soutien du coach.\n- Il exprime de la **gratitude** envers le coach pour son accompagnement et sa disponibilité.\n\n### 5. **Prochaines étapes**\n- Le coach enverra un **courriel de suivi** avec des ressources à consulter (ex. : vidéos sur le site Next, documents de base, etc.).\n- La prochaine séance se déroulera la semaine suivante (jeudi 9 juillet à 13h), et sera consacrée à l’**exercice de matrice identitaire**.\n- Steve pourra utiliser la **plateforme Right Management** pour réviser et optimiser son CV, avec l’aide d’un professionnel.\n\n### 6. **Réflexion générale**\n- Steve est en phase de **transition** et cherche à retrouver un **équilibre entre passion, travail, et vie personnelle**.\n- Il a besoin d’un accompagnement structuré pour clarifier ses **valeurs, objectifs, et ambitions**.\n- Le coach joue un rôle de **facilitateur** et de **support** dans ce processus, en proposant des outils, des ressources, et un espace de réflexion.\n\nSi tu souhaites, je peux aussi t’aider à rédiger un **résumé synthétique** de cette conversation, ou t’aider à **structurer un CV** ou à **réfléchir à une matrice identitaire**. 😊\n\n## Date et heure de la prochaine séance\n\n\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Steve Dawson - 30 minutes meeting-2026-07-02T13:00:00-04:00","teams_link":null,"google_event_id":"2cbab542-7202-11f1-ad71-a2668be62ad2","courriel_suivi_sujet":"Rappel et suivi de notre séance","courriel_suivi_contenu":"Bonjour Steve, \n\nNous avons abordé ensemble votre réflexion sur votre carrière, votre passion pour le travail bien fait et votre besoin de retrouver un équilibre entre vie professionnelle et personnelle. Nous avons également évoqué l’importance de clarifier vos valeurs et objectifs à travers l’exercice de la matrice identitaire. \n\nVous avez accepté de consulter les ressources que je vous ai envoyées, et nous convenons de travailler ensemble à l’élaboration d’un CV personnalisé via la plateforme Right Management. \n\nNotre prochaine séance est planifiée pour le jeudi 9 juillet à 13h, où nous aborderons en détail la matrice identitaire. \n\nJe reste à votre disposition pour toute question avant notre rendez-vous.","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Personal Branding, Career guidance review (strengths), and Search Strategy and Networking (Search plan) as he continues to reflect on his professional identity and future direction. We agreed that for our next meeting I will review his progress on the Identity Matrix exercise and help him refine his search strategy based on his clarified values and goals. We will meet again on Thursday July 9 at 1:00 PM EDT.","session_summary":"Career transition reflection, exploration of professional values and interests, discussion on future opportunities and self-assessment tools for clarifying goals and priorities.","enonce_marque_personnelle":null,"conseils_coach":"Okay, I'm going to take a look at the audio and visual quality. It seems there might be some issues with the tone and clarity. Have you noticed the same on your end? I'm not sure if it's my side or yours. It's a bit glitchy this morning. I see some...","devoirs_client":"Tu as partagé un long dialogue entre un client (Steve) et un coach. Voici une synthèse structurée de ce qui se passe dans ce dialogue : \n\n### 1. **Contexte de la conversation**\n- Steve est en phase de réflexion sur sa carrière et sa vie professionnelle. Il a quitté un emploi dans lequel il était très engagé, mais il cherche maintenant à retrouver un équilibre entre passion, travail, et vie personnelle.\n- Il est en consultation avec un coach (probablement via Right Management, un organisme de conseil en orientation professionnelle) pour l’aider à clarifier ses objectifs, ses valeurs, et ses priorités.\n\n### 2. **Points clés abordés par Steve**\n- **Engagement dans le travail** : Steve a toujours aimé résoudre des problèmes, aider les entreprises à s’améliorer, et il considère cela comme une passion. Il a travaillé dans des domaines comme la gestion de la performance, la transformation organisationnelle, etc.\n- **Départ de son emploi** : Il a quitté un poste qu’il aimait beaucoup, mais il sent qu’il a besoin de changement ou de réflexion.\n- **Vision de l’avenir** : Il ne veut pas simplement travailler ou être à la retraite, mais **choisir activement ce qu’il veut faire**. Il est ouvert à des opportunités nouvelles, même si elles ne sont pas directement liées à son passé professionnel.\n- **Réflexion sur soi** : Il souhaite faire un **exercice de matrice identitaire**, une méthode qui permet de clarifier ses valeurs, ses objectifs, et ce qu’il veut et ne veut pas dans sa vie professionnelle.\n\n### 3. **Rôle du coach**\n- Le coach propose des ressources (ex. : site Next, vidéos, documents) pour accompagner Steve dans sa réflexion.\n- Il propose également de faire un **CV personnalisé** pour les opportunités futures, en utilisant la plateforme Right Management.\n- Il propose une prochaine séance de coaching, planifiée pour le **jeudi 9 juillet à 13h**.\n\n### 4. **Évolution de l’entretien**\n- Steve semble plus **confiant et ouvert** à la fin de la conversation, grâce au soutien du coach.\n- Il exprime de la **gratitude** envers le coach pour son accompagnement et sa disponibilité.\n\n### 5. **Prochaines étapes**\n- Le coach enverra un **courriel de suivi** avec des ressources à consulter (ex. : vidéos sur le site Next, documents de base, etc.).\n- La prochaine séance se déroulera la semaine suivante (jeudi 9 juillet à 13h), et sera consacrée à l’**exercice de matrice identitaire**.\n- Steve pourra utiliser la **plateforme Right Management** pour réviser et optimiser son CV, avec l’aide d’un professionnel.\n\n### 6. **Réflexion générale**\n- Steve est en phase de **transition** et cherche à retrouver un **équilibre entre passion, travail, et vie personnelle**.\n- Il a besoin d’un accompagnement structuré pour clarifier ses **valeurs, objectifs, et ambitions**.\n- Le coach joue un rôle de **facilitateur** et de **support** dans ce processus, en proposant des outils, des ressources, et un espace de réflexion.\n\nSi tu souhaites, je peux aussi t’aider à rédiger un **résumé synthétique** de cette conversation, ou t’aider à **structurer un CV** ou à **réfléchir à une matrice identitaire**. 😊","speakers_swapped":true,"stats_snapshot":{"language":"fr","time_basis":"duration","total_turns":40,"total_words":6626,"has_timecodes":true,"pct_time_coach":51.0,"time_coach_sec":1143.2,"has_diarization":true,"pct_time_client":49.0,"time_client_sec":1098.0,"coach_turns_total":21,"client_turns_total":19,"pct_questions_open":66.7,"pct_coach_questions":9.3,"coach_questions_open":4,"pct_coach_statements":90.7,"pct_questions_closed":33.3,"coach_questions_count":23,"coach_sentences_total":248,"pct_coach_interrupted":4.8,"coach_questions_closed":2,"coach_statements_count":225,"pct_client_interrupted":26.3,"coach_questions_unknown":17,"coach_turns_interrupted":1,"client_turns_interrupted":5},"stats_snapshot_at":"2026-07-03T19:07:42.071228Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"cff6238e-80c4-468d-930c-6397f8bba085"},{"candidat_id":"12a4ce9b-3a9d-4b0a-8342-5ed4011b0613","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-07-02T16:00:00Z","duree_minutes":30,"type":"Virtual","statut":"planifiee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Steve Dawson - 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Yes. Do you hear me better? yeah yes okay that's fine uh and even now i cannot put it higher here yeah so wow Well, I'm glad to meet with you, Anita. This is our first session together. So if you would like, I could take maybe just a few. minutes to tell you more about about who i am who is this guy in front of you so you know who i am and and then spend most of the time talking about you because that's why we're here is to see what what we can do together so yeah so my name is is like i said john sebastian you can call me jean john sebastian any of the the above um i'm based in montreal and uh in canada and i'm working with right management as a career management consultant and uh in My professional life, also, I'm a professional executive coach. So I work with executives from companies, from not-for-profits also. to help them to be more clear with their objectives. So there are some parallels we can make with career, you know. management because we're seeking to have clarity about what we want you know and the more clear we are with who we are and what we want the more Or we can gain the trust of others, especially of others and other employers, you know, when they will see, oh, well, this person, we know, we see that she seems really. confident about what she wants to do right now in her life and in her career then it gives them more confidence in wanting to hire people so uh so yeah so i and that's what i'm i'm doing also uh being certified by the international coaching federation so it's a body that that oversees the coaches and and I'm being evaluated by my peers, by other coaches to get those credentials. So, just so you know that you're in good hands, but my approach with you is- a mix of coaching because coaching is not about you usually people they think about the coach as someone who will tell them what to do right and and the real coach like the ones that are accredited by the International Coaching Federation, actually they say very little because our goal as a coach is more to ask questions. questions is to ask the right questions the good questions and to have you you know reflect on this and to you come with your own answers so For sure, I will have some tips and we have some tools that you can use that you can access also through the website and we'll work through this together, working on the resume. me on the linkedin profile and you know there's a lot of things that we can do together so for sure there are some things that i will share with you i will send you documents i will give you some advice for this part. But for the coaching part, it's really about getting you to talk and to ask your questions, to really get to. more clarity about where you are right now in your career and what you want to achieve moving forward. How does that sound, Anita? Yeah, that's all. That's great. Let me talk about myself and who I am and where I'm standing. ending now. So I go with Anita. So Anita Gondipali is my full name. Almost, I have been working as a data warehouse architect, consultant. and lead roles and then on-site offshore models with IB. consulting services. So with all those, I have 20 years of experience. And in Sabre, I have almost I will be completing 10 years, but unfortunately I got laid up, so that's a different case. since then I have been searching for the roles of data architect roles where I'm strong in the data modeling building data pipelines and building the semantic layers so where the business can understand and how their key performance indicators will drive. them to bring insights into their reports building the dashboards and using cloud architecture and as well as the on-premise and also in-memory HANA in-memory data warehouses. Okay. Wow. So it seems to be pretty specific and specialized area to have this kind of skill set yeah yeah okay and and how Well, that's something I should have asked in the beginning, but how are you doing right now at this moment in this process? How long have you been when you said you've been late? out how long have you been in to be honest to be honest um uh kind of frustrated or tired uh applying many positions but uh 90 of them uh not even uh acknowledged that they received at least some of them they received they acknowledge me that we received your application we will review it and we will keep you in progress and after a certain number of days week, two weeks, we are sorry to inform you that we are proceeding with other candidates whose profile is matching more. kind of this a formal kind of you know template they use to respond to the others so the thing is With the inflation in the market, I understand because every position they might be receiving. hundreds of resumes and out of hundred and what on what basis they select the profiles and even Then after selecting the profiles, what is the criteria they evaluate and especially what they expect and what they see. from the uh from the people and you know so where we need to improve and what we need to improve that that I'm thinking of more now okay okay so so you see that there is a there's room to improve how you what how you present yourself what how you present your your your profile to the employers and what would be your your expectations for this process, let's see for the coming weeks that we would have to work together. How to build the stronger resume and identifying the gaps you know that is also more important and identify I mean what should be improved and then the communication should be improved and the technical stack anyway we need to work on and get the hands on anyway we will do it right so apart from that I don't know what else to be I mean with the inflation the market definitely i see maybe i need to change the uh the whole um core core skill set from to ai then probably probably the doors may open and also I'm not sure about that. Okay, so there's a possibility to... Yeah, do I need a shift? Yeah, do I need a shift right now? right at the moment so okay okay so you seem to have a pretty clear idea of okay I want to work on the resume I know that there's things that we can do there and you have also those questions that you're asking yourself about okay what should i shift some things i hear those Well, that's great. You're at the right place, Arita. That's what we can do. Yeah, see, if everyone wanted to sell burgers, then I need to... I need to learn how to make the burger, but not how to make the bread, right? So what the market is asking and what market is looking for. candidates and it's better to train in that area so that i can fastly sell in the market yeah sure and when you say i could want to train in something else that could take well depending on the kind of training could then take a certain time What would be, what is, sometimes use the image of a runway at the airport. You know, you have the planes that take the runway and then they have. to take off. Sometimes people, they have a really short runway. They say, my plane has to take off this week. Some people say, well, you know, I can have a few weeks, a few months, depending on, you know, sometimes the package they got or their personal situations or or sometimes if they want to rearrange. end something in their life they might want to take more time for this uh but it's really it depends on everyone because everyone's situation is different and and In these times, with the economic situation, sometimes people say that I don't have much time in front of me, and we totally understand that. Just to have a clear idea about your expectation, how do you envision this runway in terms of time that you have in front of you? How do you see that? That's where my struggle is, John, honestly. So really, I don't know whether just keep, keep trying, keep trying, keep running on the same data architecture. Or do I really need to shift my thought, energy, focus on entirely to the new emerging technology? Honestly, I'm unable to take the decision. at the moment okay well i mean that that's some something we can work on you know in the coming sessions to have this kind of discussion and you know i i don't have the answers, but I believe you have the answers. It's just to have these kinds of reflection and trying to figure out how to tackle this. figuring this out together so I hear two the two things I heard so that these questions the resume the resume part For sure, there's work that can be done about that. And when you say, I didn't receive even, you know, acknowledgements of receipts and. And, you know, what we've been told is that more and more companies, you know, they use automated systems, you know, they use AI for sure, but also it. automated systems just to process the resumes. And if you don't have the very specific formatting that they're looking for, they like, sometimes it will just discard. without even having looked at it, which is really dumb, we can say. But if they speak that language, I mean, we need to find a way to speak the same language. to be able to fit in. So one thing that you can do, and there's two ways we can do this, but there's a service that we have, within right management is the resume you know uh reviewing so there's a specific department so it's not me there's people that are specialized just in that they do do that for a whole day to do resumes. And what you can do is send your resume to these people. They will have a few back and forth with you for it in a way that seems to respond to the system, give comments, and then we can look at that together you see okay well how did how do you find that you know sometimes people say yeah okay i agree with these comments this maybe not but okay so we can work this through but this is something that you can do it takes a few It's like three to five days turnaround once you submit your resume. So some people, they submit it right away at the beginning, so we can work on a resume. reviewed version but there's another way of doing it is you know do we want to have these discussions about where am i right now Because this maybe could also help, you know, is the resume really reflecting what I want to do right now, right? So there's these two ways. you know so uh so it's really up to you if you want to send it some people send it the first week you know their resume or we can wait a few weeks to to have these discussions, do some exercises. There's one exercise that I do is called the identity matrix. So it's a tool that I use in my executive coaching. So it's not something with right management. It's a different thing that I can share with you. But it's a tool that we use to really nail down what is it that you really want to do. what is it that you don't want to do? Because often people, they say, I want to do this, I want to do this. They don't think so much about what they don't want to do. And then they end up doing something like, oh. oh, why am I doing this again? I didn't want to do this, right? So this is something we can do together, and you can take some time also on your own too. review the notes and and work on this and this can bring more clarity about what is it really that you want to do right now so this could be another path and then do the resume. But the reason I'm saying this to you, that you have the two path, is that some people, sometimes they say, you know, it's really great to have all these reflections, but. I really need to have something really, really fast. So maybe I want to start right away to send resumes and continue to work on this. continue to have these reflections while I have this running. So it's more a matter of how you see this. How strong do you feel the need? to uh to to send applications right away uh possibly even getting offers right away and in the end you know you can always decide to turn them down but have something that is going on while we're doing this work in the background. So how would you feel about that? It sounds like a plan, you know, I mean, anyway, meanwhile, I have been applying and trying and, you know. so this is one way it's going on and as a backup a plan so i will work with your team so make a good resume you know yeah well that's that's something I recommend actually is you know if you're already started looking at places, sending applications, I would recommend if you to continue to do this, even if it's not maybe the perfect resume that right now but to at least do it and if you ever get you know answers you even get interviews it's always good to to to practice this you know gain confidence by by applying and getting uh if you ever get introduced so uh okay okay we can do so So as I understand, you can continue to do what you've been doing. We could, in the weeks to come, do these exercises on where you're at right now. now and then do the resume to make it the most you know strong fit with who you are i also looked at the the linkedin profile this is something also that we that we work on and now for certain types of you know industries or work people might know maybe more or less look at the LinkedIn profile. But what we say is that it's never bad to give all the chances that you can have. If you cover all the bases, well, no. have better chances to be picked. And for me, the objective is really to, so that you become the go-to person. people will look at your candidacy will be that that's for sure i mean that's a no-brainer we have to pick an item you know this is the kind of mindset we want to have and to lay out the The resume. in a way that it shows that you're someone that is really an authority for what you're doing. So it might seem big. that like that but uh but that's the kind of approach i'm trying to take with the candidates and also about the format of what we're going to be doing usually well it's composed of 30 minute sessions and usually we would have once a week a meeting and you know down the road if if you need less because you wait for you send application we need to meet less it's okay but sometimes people they still want to meet once week just to do a check in how are you feeling and all of this and and the last thing I wanted to say is you know I'm not a therapist not a psychologist But I'm a training professional coach. So I just want to say that this is also a safe space for you. You know, if for whatever reason there are things... you want to share uh because it's it's challenging times you know it's a challenging times for everyone you know this with this economy it's a challenging time when you have a uncertainty and i understand that and i want to say that you know this is a space if you want to share things uh it's a space with that. I know it could be a pretty lonely process sometimes, you know, people that don't always now share this with friends or family, you know, it could be. some challenging period for some people. So just to say, sometimes people, they just in a session, they say, well, I just want to use today's session to vent. You know, but what's happening? happening that I just went, I'm like, sure. I mean, that's why it's for you. There's time for you to use it. So do you have any questions about all of this? no John so I'm good so I will keep continue and once after you say me the email addresses of the people so that i can send my resume and from there we will go on yeah yeah okay so i'll be able to send you a follow-up message you'll see on that i i will highlight some resources because if you go on the next website there's a lot of stuff you can get lost Oh, then I don't want to do that deep dive. I totally get you. Because time is precious in this market. yeah oh hell yeah so so that's why i will really highlight like four resources on the website um so it's either you can you can sign up to live webinars on these topics or they are on demand so if you want to listen to whatever you want and it's like about you know 20 40 minutes per video so there's one about the the resume the LinkedIn there's one about the personal branding so we're gonna be talking about this also uh and there's one is just a getting started like just a kind of introduction so i will send you the links to that and a few documents also that uh You can find a website, but again, I prefer to just put them in an attachment so you have it at one place, easy. understand how people what people go through so the easier the better um and and one thing that we're going to be discussing next time you know that one of the first thing we discuss is the, what we call the parting story. So it's something we need to get rid of that at the real beginning so that it's done, but it's. something we need to address because that's something people will ask. Why are you looking for a job now? What happened? They will ask. So when people ask that question, You don't want to be like, and have to come up with something. So that's why we say, okay, well, let's figure out what can we say, you know, and we don't want. to lie, want to say the truth, but how to say the truth in a way that will be the most positive possible, you know, and will show to the employer. that okay so there's a reason for sure there's a reason for why someone doesn't have a job anymore but but say it in a way that that you still show confidence in what you are, where you're at and what you can do for them. So that's a little thing and you will see a document about that also. So just maybe this week if you want to look through this you'll read a bit about you know through those documents uh think about this and then next time we could discuss more about you know this the parting the parting story and also what i was telling you about the identity matrix we could have a discussion about that you know i could ask you the question fill in a bit the document and then i'll send you the notes so that you can review that in the week after how does that sound it sounds good thank you Yeah, okay. When would be a good time to talk again, Anita? Next week, same time. Yeah, sounds good. be uh so july 8th yeah and hold on i just want to verify so you are uh Okay, so you're in Central Time, right? Correct. Okay, Texas, yeah. okay so it would be at one your time right okay cool cool so yeah so I'll send you an email with this information and also the invitation for the next the next session and and if ever no even between the sessions if you want to send me a message Sometimes people say, oh, you know, I got an interview. Can we talk about this? Can we prepare this? And there's always a possibility. to talk about this even between the new things. Sounds good? Yeah, sounds good. Thank you, John. Thanks for your time. Yeah. Well, thanks to you, and I wish you a nice week, and we'll talk again next week. Sure. Okay, thanks. Bye-bye. Have a nice day.\n\n=== Enregistrement live du 2026-07-01 18:05 ===\n\n[COACH 00:16] Okay, yes, do you hear me better?\n\n[CLIENT 00:19] Yeah, I'm better.\n\n[COACH 00:21] Yes, okay, that's fine. And even, no, I cannot put it higher here. Yeah, so, well, I'm glad to meet with you, Anita. This is our first session together. So if you would like, I could take maybe just a few minutes to tell you more about who I am. Who is this guy in front of you, so you know who I am. and then spend most of the time talking about you because that's why we're here is to see what what we can do together. So yeah, so my name is like I said, John Sebastian. You can call me Jean, John, Sebastian, any of the above. I'm based in Montreal and in Canada. I'm working with right management as a career management consultant. And in my professional life also, I'm a professional executive coach. So I work with executives from companies, from not-for-profits also to help them to be more clear with their objectives. So there are some parallels we can make with career management because we're seeking to have clarity about what we want. And the more clear we are with who we are and what we want, the more we can gain the trust of others, especially of other employers, you know, when they will see, oh, well, this person, we know, we see that she seems really confident about what she wants to do right now in her life and in her career. Then it gives them more confidence in wanting to hire people. So, yeah, so that's what I'm doing. Also, being certified by the International Coaching Federation. So it's a body that oversees the coaches and I'm being evaluated by peers, by other coaches to get those credentials. So just so you know that you're in good hands, but my approach with you is a mix of coaching because coaching is not about, usually people, they think about a coach as someone who will tell them what to do. And the real coaches, like the ones that are accredited by the International Coaching Federation, actually they say very little because our goal as a coach is more to ask questions, is to ask the right questions, the good questions. And to have you reflect on this and to you come with your own answers. So for sure, I will have some tips and, you know, we have some tools that you can use that you can access also through the website and we'll work through this together, you know, working on the resume, on the LinkedIn profile, you know, there's a lot of things that we can do together. So for sure, there are some things that I will share with you. I will send you documents. I will give you some advice for this part, but for the coaching part, it's really about getting you to talk and to ask your questions to really get to more clarity about where you are right now in your career and what you want to achieve moving forward. How does that sound, Anita?\n\n[CLIENT 03:27] Yeah, that sounds great. Let me talk about myself and who I am and where I'm standing now. Yes. So I go with Anita. So Anita Gondipali is my full name. So almost I have been working as a data warehouse architect, consultant, and lead roles and then on-site offshore models with IBM consulting services. So with all those, I have 20 years of experience. And in Sabre, I have almost, I will be completing 10 years. So, but unfortunately, I got laid up. So that's a different case. So since then, I have been searching for the roles of data architect roles where I'm strong in the data modeling, building the data pipelines, and building the semantic layers so where the business can understand and how their key performance indicators will drive them to bring insights into their reports, building the dashboards, and using cloud architecture and as well as the on-premise and also in-memory, HANA-in-memory data warehouses.\n\n[SPEAKER_? 05:05] Okay.\n\n[COACH 05:06] Wow. So it seems to be a pretty specific and specialized area to have this kind of skill set. Yeah, yeah. Okay. And how, well, that's something I should have asked in the beginning, but how are you doing right now at this moment in this process? You know, how long have you been when you sort of been laid out? How long have you been?\n\n[CLIENT 05:28] To be honest, to be honest, kind of frustrated, tired, applying to many positions, but 90% of them, not even acknowledge. that they received at least some of them they received they acknowledged me that we received your application we will review it and we will keep you in progress and after certain number of days a week two weeks we are sorry to inform you that we are proceeding with other candidates whose profile is matching more the kind of this a formal kind of you know template they use to respond to the others So the thing is with the inflation in the market, I understand because every position they might be receiving hundreds of resumes and out of 100 and on what basis they select the profiles and even after selecting the profiles, what is the criteria they evaluate and especially what they expect and what they see from the people and you know so where we need to improve and what we need to improve that I'm thinking of more now okay okay so you see\n\n[COACH 07:03] that there's there's room to improve how you what how you present yourself what how you present your profile to the employers and what would be your your expectation for this process to see for the coming coming weeks that we would have to work\n\n[CLIENT 07:21] together how to build the stronger resume and identifying the gaps you know that is also more important and identify I mean what should be improved and the communication should be improved and the technical stack anyway we need to work on and get the hands on that anyway we will do it right so apart from that um i don't know what else to be i mean with the inflation in the market definitely i see maybe i need to change the uh the whole um core core skill set from to AI then probably the doors may open and also i'm not sure about\n\n[COACH 08:09] that okay okay so there's a possibility do i yeah do i need a shift yeah do i need a shift right right at the moment so okay okay so you seem to have a pretty clear idea of okay i want to work on the resume i know that there's things that we can do there and you have also those questions that you're asking yourself about okay what should i shift some things i hear those two things Well, that's great. You're at the right place, Adita. That's how we can do.\n\n[CLIENT 08:42] See, everyone wanted to serve burgers, then I need to learn how to make the burger, but not how to make the bread, right? So what the market is asking and what market is looking for the candidates, and it's better to train in that area so that I can fastly sell in the market.\n\n[COACH 09:03] Yeah, sure. And when you say I could want to try. train in something else. That could take, well, depending on the kind of training, could then take a certain time. What would be, what is, sometimes I use the image of a runway at the airport. You know, you have the planes that take the runway and then they have to take off. Sometimes people, they have a really short runway. They say, my plane has to take off this week. But some people say, well, you know, I can't. have a few weeks, a few months, depending on, you know, sometimes a package they got or their personal situations or sometimes if they want to reorient something in their life, they might want to take more time for this. But this really depends on everyone because everyone's situation is different. And in these times with the economic situation, sometimes people say that I don't have much time in front of me. And we totally understand that. So just to have a clear idea about your expectation. How do you envision this runway in terms of time that you have in front of you? How do you see that?\n\n[CLIENT 10:21] That's rare my struggle is, John, honestly. So really, I don't know whether just keep, keep trying, keep running on the same data architecture area. Or do I really need to shift my thought, energy, focus on entirely to the new emerging technology? I honestly, I'm unable to take the decision right at the moment.\n\n[COACH 10:56] Okay. Well, I mean, that's something we can work on, you know, in the coming sessions to have these kind of discussion and, you know, I don't have the answers, but I believe you have the answers. It's just to have these kinds of reflection and trying to figure out how to tackle this and figuring this out and together. So I hear two, the two things I heard, so these questions, the resume, the resume part, for sure that there's work that can be done about that. And when you say I didn't receive even, you know, acknowledgments of receipts. And, you know, what we've been told is that more and more companies, you know, they use automated systems, you want to, you know, they use AI for sure, but also it automated systems just to process the resumes. And if you don't have the very, like, specific formatting that they're looking for, they, like, sometimes it will just discard, you know, without even having looked at it, which is really done, we can say. But, you know, if they speak that language, I mean, we need to find a way to speak the same language, right, to be able to fit in. So one thing that you can do, and there's two ways we can do this, but there's a service that we have within right management is the resume. reviewing. So there's a specific department. So it's not me. There's people that are specialized just in that. They just do that. Their whole day, they do resumes. And what you can do is send your resume to these people. They will have a few back and forth with you. Format it in a way that seems to respond to the assistant. Give comments. And then we can look at that together. You see, okay, well, how do you find that? You know, sometimes people say, yeah, okay, I agree with these comments, this maybe not, but okay, so we can work this through. But this is something that you can do. It takes a few days. It's like three to five days turn around, you know, once you submit your resume. So some people, some people, they submit it right away at the beginning, so we can work on a reviewed version. But there's another way of doing it is, you know, do we want to have these discussions about where am I right now? Because this maybe could also help, you know, is the resume really reflecting what I want to do right now? So there's these two ways. So it's really up to you if you want to send it. Some people send it the first week, you know, the resume. Or we can wait a few weeks to have these discussions, do some exercises. There's one exercise that I do is called the identity matrix. So it's a tool that I use in my executive coaching. So it's not something with right management. It's a different thing like I can share with you, but it's a tool that we use to really nail down what is it that you really want to do? What is it that you don't want to do? Because often people, they say, I want to do this, I want to do this. They don't think so much about what they don't want to do. And then they end up doing something like, oh, no, why am I doing this again? I didn't want to do this, right? So this is something we can do together and you can think sometimes also on your own to review the notes. and work on this. And this can bring more clarity. What is it really that you want to do right now? So this could be another path and then do the resume. But the reason I'm saying this to you that you have the two paths is that some people, sometimes they say, you know, it's really great to have all these reflections, but I really need to have something really, really fast. So maybe I want to start right away to send resumes and continue to work on this. You know, maybe continue to have these reflections while I have this running. So it's more a matter of how you see this. How strong do you feel the need to send applications right away, possibly even getting offers right away? And in the end, you can always decide to turn them down, but to have something that is going on while we're doing this work in the background. How would you feel about that?\n\n[CLIENT 15:12] It sounds like a plan. I mean, anyway, meanwhile, I have been applying and trying and, you know. So this is one way it's going on and as a backup plan, so I will work with your team so to make a good resume, you know.\n\n[COACH 15:36] Yeah, well that's something I recommend actually is, you know. actually, it's, you know, if you've already started looking at places, sending applications, I would recommend if you to continue to do this, even if it's not maybe the perfect resume that you are right now, but to at least do it. And if you ever get, you know, answers, we even get interviews, it's always good to practice this, you know, and to gain confidence by applying and getting, if you ever get interviews. So, okay, okay, we can, do so. So as I understand, you can continue to do what you've been doing. We could in the weeks to come do these exercises on where you're at right now, and then do the resume to make it the most, you know, the strong fit with who you are. I also looked at the LinkedIn profile. This is something also that we work on. Now, for certain types of, you know, industries or work, people might know, maybe more or less look at the LinkedIn profiles. But what we say is that it's never bad to give all the chances that you can have. If you cover all the bases, well, you always have better chances to be picked. And for me, the objective is really to, so that you become the go-to person. When people will look at your candidacy, it will be, that's for sure. I mean, that's a no-brainer. We have to pick a media. You know, this is a kind of mindset we want to have. to lay out the resume, the LinkedIn, in a way that it shows that you're someone that is really an authority for what you're doing. So they seem big, saying that like that, but that's a kind of approach I'm trying to take with the candidates. And also about the format of what we're going to be doing, usually, well, it's composed of 30-minute sessions, and usually we would have once a week. a meeting and you know down the road if if you need less because you wait for you know you have send application we need to meet less it's okay but sometimes people they still want to meet once a week just to do a check in how are you feeling and all this and and the last thing I wanted to say is you know I'm not a therapist I'm not a psychologist but I'm a training the professional coach so I just want to say that this is also a safe space for you know if forever reason. There are things that you want to share because it's it's challenging times. You know, it's a challenging times for everyone this with this economy. It's a challenging time when you have an uncertainty. And I understand that. And I want to say that, you know, this is a space if you want to share things. It's a space for that. I know it could be a pretty lonely process sometimes, you know, people they don't always now share this with friends or family. You know, it could be some challenging period for some people so just to say sometimes people they just in a session they say well i just want to use today's session to vent you know what's happening i just went i'm like sure i mean that's why it's it's for you there's time for you to use so uh wow do you have any questions about all of this\n\n[CLIENT 19:04] no jean so i'm good so i will keep continuing and uh once after you send me the email addresses of the people so that I can send my resume, and from there, it will go on.\n\n[COACH 19:18] Yeah, yeah, okay. So I'll be able to send you a follow-up message. You'll see on that I will highlight some resources. Yes. If you go on the next website, there's a lot of stuff. You can get lost on that website.\n\n[CLIENT 19:32] Oh, then I don't want to do that deep dive.\n\n[COACH 19:35] I totally get you.\n\n[CLIENT 19:37] Because time is precious in this market. Oh, yeah. Oh, hell.\n\n[COACH 19:42] Yeah. So that's why I will really highlight like four resources on the website. So it's either you can sign up to live webinars on these topics or they are on demand. So if you want to listen, do whatever you want. And it's like about 20, 40 minutes per video. So there's one about the resume, the LinkedIn. There's one about the personal branding. So we're going to be. talking about this also, and there's one is just a getting started, just a kind of introduction. So I will send you the links to that and a few documents also that you can find a website, but again, I prefer to just put them in an attachment. So you have that at one place, easy. You know, I understand how people, what people go through. So the easier, the better. and one thing that we're going to be discussing next time one of the first thing we discuss is the what we call the parting story so it's something we need to get rid of that at the rear beginning so that it's done but it's something we need to address because that's something people will ask why are you looking for job now what happened they will ask so when people ask that question you don't want to be like and have to come up something so so that's why we say okay well let's figure out what what can we say you know and and we don't want to lie we want to say the truth but how to say the truth in a way that will be the most positive possible you know and and will show to the employer that okay so there's a reason for sure there's a reason for why someone doesn't have a job anymore but but say it in a way that that you still show confidence in what you are, where you're at, and what you can do for them. So that's a little thing, and you will see a document about that also. So just maybe this week, if you want to look through this, you'll read a bit about through those documents, think about this, and then next time we could discuss more about, you know, this departing story, and also what I was telling you about the identity matrix. We could have a discussion about that. you know, I could ask you the question, fill in a bit the document, and then I'll send you the notes so that you can review that in the week. How does that sound? Yeah, sounds good. Thank you. Yeah, okay. When would be a good time to talk again, Anita?\n\n[CLIENT 22:15] Next week, same time.\n\n[COACH 22:18] Yeah, sounds good. So it would be July 8th.\n\n[CLIENT 22:23] Yeah.\n\n[COACH 22:23] at and hold i'm just not to verify so you are uh okay so you're in central time right correct okay so it would be at one your time right that's it okay so it would be at one your time right okay cool cool so yeah so i'll send you an email with this uh information and also the invitation for the next the next session and if ever You know, even between the sessions, if you want to send me a message, sometimes people say like, oh, I can send the email.\n\n[CLIENT 23:02] Yeah.\n\n[COACH 23:02] Yeah. Sometimes people say, oh, you know, I got an interview. Can we talk about this? Can we prepare this? And there's always possibility to, yes, to talk about this even between the meeting. Sounds good.\n\n[CLIENT 23:16] Yeah, sounds good. Thank you, Jim. Thanks for your time.\n\n[COACH 23:19] Yeah. Well, thanks to you. And I wish you a nice week, and we'll talk again next week.\n\n[CLIENT 23:24] Sure. Okay. Thanks.\n\n[COACH 23:25] Bye. Nice.","rapport_genere":"## Main Topics Discussed\n\nYou're welcome, Anita. I look forward to our next session on July 8th. If you have any questions or need help in between, feel free to reach out. Have a great week!\n\n## Personal Information Shared\n\nAnita is currently looking for a new job and has been applying for positions. She is working with a professional coach, Jim, to improve her resume and LinkedIn profile. They have scheduled a follow-up meeting for July 8th. Anita will be sending her resume to potential employers and will be using resources provided by Jim to enhance her job search strategy. Jim has mentioned the importance of preparing a 'departing story' to explain why Anita is looking for a new job and the need to maintain a positive and confident tone when discussing her current situation.\n\n## Work Assigned Until the Next Session\n\nYou've provided a detailed conversation between a coach (Jim) and a client (Anita) discussing job search strategies, resume development, LinkedIn optimization, and personal branding. Here's a summary and analysis of the key points and next steps from the conversation:\n\n### Summary of the Conversation:\n1. **Client Background:**\n - Anita is currently looking for a new job and has been applying but has not yet received offers.\n - She is open to working with a coach to improve her job search process.\n\n2. **Coach's Approach:**\n - Jim is a professional coach, not a therapist or psychologist, but he emphasizes creating a safe space for Anita to express her feelings and challenges.\n - He recommends a combination of immediate job applications and reflective exercises to clarify Anita's career goals and personal brand.\n\n3. **Immediate Next Steps:**\n - **Continue applying:** Anita is encouraged to keep sending out applications even with the current resume, as practice and interview experience are valuable.\n - **Work on resume and LinkedIn:** Jim will help refine Anita's resume and LinkedIn profile to make her stand out as an authority in her field.\n\n4. **Long-Term Strategy:**\n - **Identity Matrix:** A tool to help Anita clarify her career goals and values, ensuring her resume and job search align with who she is and what she wants.\n - **Departing Story:** A narrative to help Anita explain why she is looking for a new job in a positive and confident way, without lying.\n\n5. **Resources:**\n - Jim will send Anita links to four short (20-40 minute) online resources, including:\n - Resume and LinkedIn optimization\n - Personal branding\n - Getting started with job search\n - These are meant to be easily digestible and not overwhelming.\n\n6. **Next Session:**\n - Scheduled for **July 8th at 1:00 PM Central Time**\n - Topics to be discussed: The\n\n## Date and Time of the Next Session\n\n\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Rappel de notre séance et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Anitha, \n\nJe tenais à rappeler que nous avons discuté de votre recherche active d’emploi, de l’importance de votre « departing story » et de la mise en forme de votre CV et de votre profil LinkedIn. Vous vous engagez à continuer à postuler tout en améliorant votre stratégie de recherche. \n\nNous nous reverrons le 8 juillet à 13h pour avancer sur ces sujets. N’hésitez pas à me faire savoir si vous avez des questions avant notre prochaine séance. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Anita on Resume Development, LinkedIn profile optimization, and Personal Branding as she continues to refine her job search approach and prepare for potential interviews. We agreed that for our next meeting I will review her progress on the Identity Matrix and help her develop a clear and confident Parting Story to use when discussing her current job situation with potential employers. We will meet again on July 8 at 1:00 PM Central Time.","session_summary":"Job search strategy, resume and LinkedIn optimization, developing a departing story for career transition, and refining personal branding to align with career goals.","enonce_marque_personnelle":null,"conseils_coach":"- I suggested she structure her resume in a way that speaks the language of the automated systems used by employers\n- I advised her to send her resume for review by a specialized team within Right Management to get feedback and improve its formatting\n- I recommended she consider using the identity matrix exercise to gain clarity on what she wants and doesn't want in her career\n- I suggested she continue applying for positions even if her resume isn't perfect, as it can help build confidence and provide opportunities for practice\n- I recommended she work on her LinkedIn profile to ensure it aligns with her career goals and presents her as an authority in her field","devoirs_client":"You've provided a detailed conversation between a coach (Jim) and a client (Anita) discussing job search strategies, resume development, LinkedIn optimization, and personal branding. Here's a summary and analysis of the key points and next steps from the conversation:\n\n### Summary of the Conversation:\n1. **Client Background:**\n - Anita is currently looking for a new job and has been applying but has not yet received offers.\n - She is open to working with a coach to improve her job search process.\n\n2. **Coach's Approach:**\n - Jim is a professional coach, not a therapist or psychologist, but he emphasizes creating a safe space for Anita to express her feelings and challenges.\n - He recommends a combination of immediate job applications and reflective exercises to clarify Anita's career goals and personal brand.\n\n3. **Immediate Next Steps:**\n - **Continue applying:** Anita is encouraged to keep sending out applications even with the current resume, as practice and interview experience are valuable.\n - **Work on resume and LinkedIn:** Jim will help refine Anita's resume and LinkedIn profile to make her stand out as an authority in her field.\n\n4. **Long-Term Strategy:**\n - **Identity Matrix:** A tool to help Anita clarify her career goals and values, ensuring her resume and job search align with who she is and what she wants.\n - **Departing Story:** A narrative to help Anita explain why she is looking for a new job in a positive and confident way, without lying.\n\n5. **Resources:**\n - Jim will send Anita links to four short (20-40 minute) online resources, including:\n - Resume and LinkedIn optimization\n - Personal branding\n - Getting started with job search\n - These are meant to be easily digestible and not overwhelming.\n\n6. **Next Session:**\n - Scheduled for **July 8th at 1:00 PM Central Time**\n - Topics to be discussed: The","speakers_swapped":true,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":31,"total_words":3623,"has_timecodes":true,"pct_time_coach":74.6,"time_coach_sec":1036.8,"has_diarization":true,"pct_time_client":25.4,"time_client_sec":353.0,"coach_turns_total":16,"client_turns_total":15,"pct_questions_open":83.3,"pct_coach_questions":11.7,"coach_questions_open":10,"pct_coach_statements":88.3,"pct_questions_closed":16.7,"coach_questions_count":21,"coach_sentences_total":180,"pct_coach_interrupted":12.5,"coach_questions_closed":2,"coach_statements_count":159,"pct_client_interrupted":13.3,"coach_questions_unknown":9,"coach_turns_interrupted":2,"client_turns_interrupted":2},"stats_snapshot_at":"2026-07-08T17:21:43.209011Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"ce6a8cb1-7b7b-4693-bc56-c8be125b1cb3"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-30T18:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hmm Tchau, tchau. Thank you. Hmm. You Bonjour, Mathieu. Salut, ça va bien? Salut, ça va bien, toi? Oui, moi, ça va bien. Oui. Oui, exactement. Ça va très, très bien. Ah oui! Très, très bien. Qu'est-ce qui fait que ça va très bien comme ça? Qu'est-ce qui fait que ça va très bien comme ça? Ah, bien, juste comme ça. Puis j'ai fait, bien aussi, ça m'a encouragé. J'ai fait des... l'image de marque c'est ça qu'on rappelle l'image marque de J'ai fait ça, puis on dirait que ça m'a donné comme... la motivation, la motivation qu'on te dit. Et toi, ça va bien de ton côté. Oui, oui, moi j'avais beaucoup de famille en visite ces derniers jours, donc j'étais un peu dans le jus avec tout ça, en plus avec la visite d'amis du Brésil, donc des gens qui parlent. le portugais, l'anglais, le français, tout ensemble, puis le 99e anniversaire de mon grand-père, tout en même temps. Ça a été bien du plaisir, mais bon. Ils sont tous repartis, donc on souffle. Ok, bon. Good. Quand on va terminer nos réunions ensemble, OK. Tu sais, j'ai pensé, tu sais, on avait parlé, je pense, de la semaine passée ou l'autre semaine d'avant, tu sais, d'avoir un suivi après, tu sais, le mois de... J'ai comme l'impression que je vais plus avoir, étonnamment, je vais plus avoir besoin d'aide quand ça va être là. moment de l'intégration de mon emploi. Les premiers jours, les premières semaines, c'est quand ... Parce que, tu sais, c'est plus le point qui me manque, là. Tu sais, comme on dit, tu sais, qu'à me prendre ma place, ces affaires-là. Fait que probablement, je vais avoir un... j'ai besoin d'un coach à ce moment-là. Tu sais, comme septembre, octobre, en autres mots, je communiquerai avec toi. Puis... dire comment est-ce que tu charges, on s'arrangera en conséquence. Je trouve ça très bien, Mathieu, que tu as la capacité de jouer. voir ça, de voir le besoin de le nommer, puis effectivement, je pense que ça ne serait pas une mauvaise chose, parce que comme tu dis, c'est rendu à ce moment-là où tu risques d'être... confronté des fois à des situations qui peut-être vont te ramener des fois à des patterns que tu as, puis de voir qu'est-ce qui fait qu'on est comme ça puis comment développer cette confiance, cette assurance-là et de pouvoir s'affirmer un peu la façon que tu l'exprimais que tu souhaiterais que ça soit maintenant et tu as l'occasion en arrivant dans un nouveau un nouvel environnement, un nouveau travail, de décider, de faire le choix, de dire « moi, à partir de maintenant, c'est comme ça que je veux être, c'est comme ça que je veux être perçu, c'est du monde… » me laissent peut-être pas. Je suis nouveau pour eux autres, c'est comme c'est là qu'il pesait, c'est le point zéro, on commence quelque chose. Exact, parce que puis c'est drôle, je vais partager mon écran juste bien fait parce que je vais te faire rire, c'est... tu me diras quand tu vas voir mon écran. Oui, je vois. Tu sais, si j'ai écrit avoir une... bonne critique envers les solutions apportées. J'ai écrit «Mais en majicule, je dois vraiment être capable de dire mes idées ». J'ai mis comme «Mais en majicule ». et capable d'en ajuster, pour montrer que j'ai des bonnes idées, j'ai des bonnes... Tu sais, je suis capable d'avoir une critique que la solution que l'équipe développe n'est que des lacunes, mais je les garde pour moi, ces critiques-là. C'est un point à travailler. je me suis dit que c'est une année qu'on va partir de zéro. C'est ça que je me suis dit, c'est que c'est plus difficile quand les gens te connaissent, puis après ça, quand tu partages… une idée, c'est que tu es déjà entré dans le pattern. Comme tu viens de l'ancienne. Oui, tu as l'occasion de mettre le chemin, de choisir dans quel track on est. de se donner un bon moule pour commencer et après ça, une fois que les gens savent, Mathieu, on sait qu'il est comme ça, c'est plus facile de continuer. bien établi ça dès le départ. Oui, oui, exact, exact. C'est ça. Ça fait que c'est ça. Comme je te dis, parce que d'après moi, c'est bien d'avoir plus de besoins. C'est ça. oui oui oui ça fait tout à fait du sens ce que tu dis et là je vois que tu es déjà tu te mets dans cette posture là de dire je vais avoir travail-là. Quand je vais avoir ce travail-là, tu te projettes déjà à ce niveau-là, ce qui est très bien. Après ça, il faut qu'on se rampe jusque-là. Il y a ce travail-là. Il nous reste encore à franchir. Mais c'est très bien, déjà, d'avoir de se projeter à ce niveau-là. Oui, puis aussi... Oui, vas-y, vas-y, vas-y. Non, non, vas-y, vas-y, complète ça. que tu veux dire. Puis, tu sais, en faisant le travail, il y a des affaires comme je n'étais pas certain, puis tu sais, je me suis dit, ok, je vais réfléchir, puis peut-être avec la discussion. qu'on va avoir. Ça va nous permettre de remplir. Puis, si tu veux, je te l'emmets par courriel, qu'est-ce que j'ai fait aussi après notre rencontre. Puis c'est ça, il y avait des affaires, l'un d'autre je parlais, puis j'ai... il y avait ok c'est ça ça me revient c'est que dans les domaines que j'ai mis Je pense que c'est en dernier. Attends, c'est-tu ici? Je vais juste monter. Parce qu'il y avait deux affaires que j'ai faites que j'aimerais, pis je pense que ça va ouvrir des... Je vais te l'expliquer. C'est dans les compétences, OK? Bon, dans mon métier… que j'ai fait, t'sais, comme chez Thales ou t'sais, des autres places, y'avait comme la partie comme code, comme qu'on dit, t'sais, comme intelligence artificielle, programmation web, programmation... s'embarquer. Puis il y avait une autre partie que je faisais et que j'aimais beaucoup. C'était plus la partie qui m'analyse des besoins. C'est comme aller voir les clients. c'était à l'interne. C'est quand même, mettons, un logiciel, j'allais voir la personne qui travaillait sur le logiciel, puis là, je disais, bon, ben... qu'est-ce que tu as besoin? J'arrivais avec une solution, ok? Puis cette branche-là m'intéresse aussi, là. Ça fait que c'est ça. C'est quasiment égal comme l'intelligence artificielle, puis l'analyse des besoins et conception. C'est moins de cas. mais c'est plus d'interaction humaine je te dirais j'entends dans ce que tu me dis Mathieu que l'intelligence artificielle prémation web prémation embarquée ça a des choses que tu es capable de faire, que tu sembles être bon à faire, que tu sembles dire, moi, je fais ça. Analyse le besoin, ça semble être quelque chose que, oui, tu dis, j'ai déjà fait ça. J'entends un peu plus est-ce que c'est possible qu'il y ait un peu plus d'intérêt pour ça? Quand tu m'en parles, j'entends dans ça interagir avec des gens, j'aime ça. Il y a quelque chose dans ça. Exact, c'est ça. C'est une affaire que quand j'étais à l'aise, j'en fais... faisais, puis tu as une partie que j'aimais en autre mot, si on fait l'esprit contraire, je ne me verrais pas travailler dans une place. faire du code 8 ans par jour. C'est ça, exactement. C'est sûr, l'analyse des besoins, mais ça, probablement, souvent, ils vont payer. une firme. Des fois, tu vas aller voir la compagnie. J'imagine que quand tu te déplaces, les compagnies payent pour les déplacements. Tu sais, c'est quand t'es... Mais je me suis dit, c'est ça, mais tu sais, c'est aussi la conception de BD, là, c'est basé. base de données. Sur l'emphysisme, c'était une affaire que je n'ai. Ça rajoute des cordes dans mon arc. C'est que juste me dire, je veux juste faire... de l'intelligence artificielle. Je suis plus ouvert à ce que moi, on dirait, je voyais. Aussi, c'est pour ça que ça... très bien, c'est que je me disais avant que je perde la motivation à cause de mon comportement. quand j'étais comme un peu... Je me suis dit, tu sais, comme je voyais, je regardais avant que ma motivation baisse, puis là, on dirait que ça aurait revenu l'intérêt de travailler. Oui, parce que dans ça, dans l'analyse de besoins, il y a l'interaction avec les gens. Il y a aussi d'amener des idées. ça te demande, toi, d'arriver avec des propositions aussi dans l'analyse de besoins. J'imagine que t'écoutes les gens, « Ok, j'entends ce que vous dites, il y aurait ça, ça, ça qui serait possible. » La conception de la base de données, c'est d'arriver avec... aussi une proposition où tu conçois à tout ça. Je vois un peu un lien avec ce que tu disais tantôt de je veux pouvoir donner mes idées aussi. T'es pas juste à faire... du code et à exécuter des choses, mais à pouvoir aussi créer quelque chose à partir de ce que les gens disent. Exact, exact. C'est ça, tu sais, c'est ça. ça peut aller ensemble ça peut être quelque chose pour l'intelligence artificielle mais que je fais l'analyse de besoins de la personne Tu sais, un ne va pas sans l'autre. OK. Et pour cette partie-là, parce que moi, ce que tu me dis là aujourd'hui, Mathieu, je trouve que c'est super important parce que ça vient, toi, tu dis... Moi, je trouve que ça vient préciser, ça vient plus clair pour moi, c'est ce que tu as envie de faire, parce qu'il y a ce que tu as envie et il y a ce que tu peux. peut faire dans la vie et qu'on est souvent très bons à faire. Dans un sous-groupe de ça, il y a « oui, mais qu'est-ce que j'ai vraiment envie de faire? » Là, je commence à t'entendre parler de ce que tu as envie de faire. en plus de ce que t'es capable de faire. Oui, oui. Puis ça, on va essayer de cerner ça. Puis cette partie-là que t'as envie de faire, tu dis j'ai déjà fait ça aussi. Oui, j'avais des bons commentaires aussi. J'étais à l'aise quand je faisais. C'était quelque chose comme... que je faisais, puis j'aimais ça, tu sais, aller voir, on appelle ça les clients internes, tu sais, puis là, je disais, bon, ben, tu sais, j'écoutais, puis là, je disais... « Bon, mais je vais te revenir avec... » Puis souvent, je ferais deux, trois solutions au client puis là, je jouais celle qui me plaisait. Exactement. Et qu'est-ce que tu dirais qui sont les qualités, les talents ou qu'est-ce que ça demande à quelqu'un? pour bien faire ce genre de travail-là? Bien, je vais l'exprimer comme que ça vient d'un, une bonne écoute, OK, et aussi... aussi apporter la solution appropriée, il y a ce qu'on a donné… une expression qu'on dit dans n'importe quel jargon que ce soit. C'est... S'il faut tuer une mouche, tu vas prendre une tapette à mouche. Tu ne prendras pas un temps pour tuer la mouche. Apporter une solution qui va aller pour le client. donc il faut adapter aux besoins, cerner le besoin proposer des solutions qui sont adaptées j'entends un peu dans ce que tu dis Il y a des gens qui pourraient dire, moi je vous propose ce qui est le maximum, ce qui coûte souvent le plus cher aussi, ça va être quelque chose de bien gros. Toi, tu dis, moi, je ne veux pas nécessairement aller chercher le maximum, mais j'entends dans ce que tu dis, un terme peut-être qui serait le plus approprié, ce qui est optimal, le optimum. Dans ce que vous me dites là, c'est ça qui serait la bonne chose à faire. C'est peut-être pas ce qui va coûter le plus cher, mais en même temps, si le client est content, il est satisfait. Au bout de la ligne, c'est un client heureux, ça risque de faire un client qui va revenir et qui a plus de chances de bâtir quelque chose dans le temps que d'essayer de pousser pour vendre quelque chose de bien. gros, mais que la personne n'a pas de besoin. Oui, exact, exact. Exact, puis parenthèse comme ça, ça, ça vient du... Le directeur général l'avait dit qu'il a un an et demi, deux ans. C'est un petit peu ça. Pourquoi la compagnie fait moins de... Parce qu'eux, ils offraient comme vraiment les caméras top-up de ligne, comme on dit. Mais souvent, les compagnies ne veulent plus la… Ouais. tu sais, je veux dire, ils veulent avoir de quoi de contenant. Ça vient un peu avec ce que tu dis. Et là, tu dis, mettons, J'ai déjà fait ça dans le passé. Il y a des gens qui sont satisfaits de ce que j'ai fait dans le passé. Est-ce qu'il y a des gens qui pourraient, qui accepteraient de... Mettons, si tu avais des références à donner, est-ce que tu as des gens qui pourraient être des références par rapport à ça, cette sous-catégorie de travail? Oui, oui, oui. J'ai mon directeur. On faisait des faces parce que c'était pas mon supérieur, mais c'était mon client. Il y a toujours été satisfait que je pourrais exactement. Ça serait un exemple. Fait que c'est ça. Quelque chose aussi que j'ai mentionné aussi. Là, je change de sujet. Et là, j'ai mis la même chose aussi. Travailler dans le même domaine, mais dans différents buts. j'ai mis pas de défense. Mais par contre, je me suis dit, c'est quand, tu sais, à la sécurité de, tu sais, j'ai de l'expérience là-dedans, mais... Tu sais, comme des caméras qui travaillent pour la sécurité, tu sais, des caméras pour prévenir le vol. Oui. Tu sais, c'est dans le domaine que je faisais avant. mais le but, c'est semblable, mais c'est un autre, comme on dit. de ne rien expliquer là-dedans. C'est quand... OK. Déjà, tu vois, t'arrives avec des solutions. Tu te dis, moi, je ne veux pas être dans la... Dans la défense ou l'offense, on est rendu, on ne sait plus si c'est de la défense ou de l'offense, mais qu'est-ce qui peut être transférable, transposable? puis que ça soit vu par des employeurs potentiels comme étant une expérience à valeur ajoutée. Ce gars-là, il a de l'expérience dans ce domaine-là, ça fait du sens pour nous. Peut-être pas dans la défense, mais la sécurité, comme tu dis, il y a peut-être des... Peut-être pas des tanks, mais il y a peut-être des questions, tu disais, d'avoir les caméras, les algorithmes qui captent les choses en mouvement. C'est clair qu'il y a des applications de sécurité, les gens qui se déplacent, comment détecter des foules, des choses comme ça, comment tu fais pour que ça soit... Il y a quelque chose qui est transférable, assurément. Déjà, tu commences à cerner un marché qui serait peut-être prêt à payer aussi. En conséquence, il y a des moyens à ce moment-là. Puis même, un truc que je pourrais rajouter, c'est que je suis pas... Moi, je suis passionné de ça, c'est l'exploration de l'espace, là, aussi. OK. Aha! Je ne sais pas comment aller le mot. Là, j'ai écrit un petit renommier, mais j'ai trouvé le bon mot, mais c'est réel. Il y a une compagnie à Saint-Anne-de-Vellevue, c'est la compagnie qui en fait. avec le bras canadien. Oui, oui, oui. Et puis, il faut des satellites. Oui. Fait que c'est ça. Puis, ça pourrait être ça. C'est quand même, oui, c'est des algorithmes pour... Ça m'a beaucoup donné le... Voir plus, c'est ça. C'est exactement. Wow, ok. Comment on le sent quand on a... C'est ça. Je sens un peu... Tu sais, c'est devenu plus précis, mais en étant plus précis, j'ai comme l'impression que ça élargit un peu tes horizons. Ça ressemble à ça. Oui. Puis, je veux dire, c'est qu'aussi, je me suis rendu compte que, bon, le fil d'avance de mise à pied qu'il y a eu, mais... la façon que j'ai agi les derniers mois, ça m'a aidé à la mise à pied. Mais ça me... regardé sept ans. J'ai pas mal travaillé pendant sept ans. Je me suis dit que j'ai été voir avant. Moi, que j'ai perdu la motivation. Exactement. C'est ça. Exactement. comme on dit, ça me remonte tellement l'estime de moi. Oui, bravo. C'est bien. propriétés personnelles. J'ai écrit « Donnez mon 100% durant les heures de travail. » « M'épanouir durant mes heures personnelles. » Je suis quelqu'un que ça, c'est important pour moi. Je préfère quelques heures d'études de travail, des petits projets personnels comme ça. Pas plus qu'une ou deux heures par semaine. Je suis quelqu'un que... Oui, tu sais, je veux... Bon, mais à mon travail, je veux donner mon 100 %. Si je travaille... 40 heures, je travaille 40 heures, mais je ne trouve pas le genre de carriériste à faire 60 heures par semaine. C'est ça, on en avait parlé. Tu sais, c'est quand j'ai été, je veux continuer, tu sais, qu'elle m'a fait, mais vélo, judo, lecture, marche, musique, j'ai mis une marche deux fois. Donc, je vois dans ça, ça demande une certaine flexibilité aussi. J'ai l'impression dans ça, idéalement, si tu peux avoir de la fidélisation. flexibilité dans l'horaire de travail, dans la façon pour pouvoir te permettre d'avoir ces loisirs-là. Il y a quelque chose dans ça aussi que j'entends. Tu ne veux pas que le travail devienne une place trop importante dans ton quotidien. Oui, mais je te dirais que dans mon domaine, on est quand même chanceux parce que c'est des heures plus, je te dirais, normales. Tu sais, c'est moins... Tu sais, c'est plus durant les heures de bureau, là, exactement. qu'on va travailler durant nos fins de semaine. C'est rare que j'aie vu des collègues qui travaillent pour d'autres compagnies qui disaient... qui travaillait les fins de semaine le soir, à moins que ça soit par choix. Des fois, il y a des employeurs qui sont flexibles qui peuvent dire, bon, il y a quelqu'un qui est... Mais c'est ça. Exactement. C'est ça, c'est ça ici. Fait que j'ai… voiture, c'est une affaire aussi que j'ai mis pour mes besoins. C'est que j'aime bien le travail hybride, OK? Ça, c'est l'idéal pour moi. Mais si j'avais un choix entre les deux, je choisirais le bureau. OK. OK. OK. à avoir un emploi qui serait 100% chez nous et qui serait réticent à ça. OK. Ça, qu'est-ce qui fait que c'est comme ça? Qu'est-ce qui motive ce choix-là? Ben, peut-être, écoute, ça peut faire un... Le détail, vite fait, c'est que j'habite seul. Mais quand tu es en seul, à un moment donné, tu as besoin de... de voir des êtres humains. Puis aussi pour les échanges d'idées, tout ça là, on parle pratique à la job. Pour les échanges d'idées, je pense... c'est bien d'être sur les lieux, là. C'est quand même... Je pense même les employeurs s'en rendent compte, tu sais, c'est comme... Comme on dit, des fois, t'entends... font revenir les gens dans l'entreprise. Oui. Je termine, dans ce que tu viens de dire, Mathieu, il y a deux choses que tu dis pour les échanges d'idées. Ça, absolument, effectivement, que ce soit avec des collègues de travail, parce que c'est l'habitude de travailler sur des choses ensemble. Tu dis voir des humains. Ça, c'est un souhait qui est tout à fait valable. Je veux juste porter à ton attention, tu disais aussi, je veux aussi avoir mes activités entre le lien de vie personnelle, vie professionnelle. voir des gens à l'extérieur. Ce besoin-là de voir des humains, ça peut être rempli en partie par le travail. Est-ce qu'il y a d'autres façons de répondre à ce besoin-là pour éviter? trop le lier à « je dois aller au travail pour voir des humains ». C'est là qu'on flirte un peu avec la frontière personnelle pour tester le besoin qui est personnel. versus le besoin professionnel. Oui, c'est vrai, tu as raison là-dessus. Tu as raison là-dessus que peut-être que si j'avais une vie sociale... Quand je vais au judo, j'aime ça. Je vois des gens exactement. Des fois, je vois... Même quand je... du vélo, des fois, juste comme tu parles pas des jeunes, tu as raison là-dessus. d'autres humains, faire partie du monde. Oui, j'ai fait partie de beaucoup de monde. Je suis allé voir la jeûne de poitrine. Oui, il y avait du monde. Samedi, puis écoute, c'était bien, mais tu sais, c'est une fois le record qu'il y a eu pour le festival, fait que c'était... c'est très bien c'est très bien la prochaine étape qu'est-ce qu'on aurait à faire avec ça Mathieu, ça serait de d'en arriver à développer un petit paragraphe qui explique en quelques lignes ce que tu es et ce que tu veux faire. En fond, ça deviendrait, c'est ce qu'on appelle l'énoncé de marque, qui deviendrait un peu le texte qu'on met en haut du profil LinkedIn. C'est dans le propos. en haut. Je ne sais pas, je suis en train de chercher tantôt. Toi, est-ce que tu as déjà un profil LinkedIn? J'en ai un, mais il est quasiment d'une. Je n'ai mis un, mais il faut vraiment... Ah, c'est ça, c'est quelque chose que je vais lire tout à l'heure. Le guide, les hymnes, non? Oui, exactement, ici. Fait que ça, j'imagine que je dis ça. Oui. Fait que c'est ça. ils vont mettre des exemples à quoi ça a l'air ce qu'on s'attend à voir les bonnes pratiques pour le petit paragraphe ça va être un peu ça, ça va être de reprendre des éléments mis dans le document que tu m'as montré, dans la matrice identitaire aussi, de prendre des mots-clés de ça, puis surtout d'en arriver à dire encore. quelques lignes d'expliquer ce qui est vraiment de ta nature propre à toi, qui est distinctif. De ne pas arriver avec des choses qui pourraient être dites. pour quelqu'un d'autre, parce que à ce moment-là, c'est pourquoi qu'on le dit. Si ça peut être applicable à quelqu'un d'autre, ça n'a pas tant de valeur. Mais comment est-ce qu'en lisant ça, on dit, mais ça, c'est 100% Mathieu, là. Puis il y a des gens chose en ce que tu as dit là, comme par exemple ton intérêt pour les relations avec les gens, l'intérêt pour identifier les besoins, tu m'as expliqué. c'était quoi que ça demandait comme talent, comme qualité pour faire ça. Puis là, c'est toutes des choses comme ça qu'on voudrait retrouver dans cette partie-là. Puis on va parler peut-être la prochaine fois. de comment justement bâtir ce profil-là, mais peut-être ce que je pourrais te laisser à réfléchir cette semaine, c'est de te demander de te mettre dans la peau de quelqu'un qui a à choisir le candidat idéal pour le rôle dont on parlait là, d'avoir quelqu'un qui serait comme une espèce de, ce que je comprends, un peu un... consultant interne sur l'identification des besoins, développement des bases de données, qui est capable de conceptualiser le besoin du client interne. Si on avait à recruter une personne comme ça, mais qu'on va avoir la meilleure, parce que quand un employeur va faire un choix, ils ne vont pas prendre le deuxième, troisième, le numéro un, ils vont avoir le meilleur. Donc, comment s'assurer que cette personne-là, ça soit toi? Ils disent, bien, en regardant ton profil, ton CV, mais aussi le LinkedIn. C'est sûr que les gens, maintenant, ils vont... aller voir ça. Ils vont se dire, ce gars-là, c'est quoi ? Qu'est-ce qu'il fait ? Ils vont aller voir c'est quoi que tu as écrit, mais ils vont aller voir aussi, qu'est-ce qui suit, lui, ce gars-là ? C'est quoi les... pages qui suivent. C'est quoi? Qu'est-ce qu'il met comme commentaire? Qu'est-ce qu'il va mettre comme publication? Là, tu me dis, je n'ai pas vraiment fait grand-chose avec mon LinkedIn. C'est correct. L'idée, ce n'est pas d'avoir un historique. Ils ne vont pas les fouiller. trois mois plus tard, dans le passé. Mais c'est de voir, est-ce qu'il y a des choses, ça serait quoi les... Est-ce qu'il y a des pages, des groupes ou des personnes qui... qui seraient vus comme un peu des références par rapport au sous-domaine dont tu m'as parlé. La partie plus, l'identification des besoins. Et en plus, tu dis, dans le secteur de la sécurité, peut-être. Tu as parlé de la sécurité, tu as parlé de l'astronomie. Est-ce qu'il y a des gens ou des organisations ou des groupes sur LinkedIn, tu peux fouiller un peu voir qu'est-ce qui existe comme groupe qui parle de ça, est-ce que je peux m'ajouter à ces groupes-là comme ça, ça fait que quelqu'un qui va aller voir ton profil va dire, hey ce gars-là Mathieu non Il dit qu'il s'intéresse à ça, mais pour de vrai, on le voit qu'il s'intéresse à ça. Oui, d'accord, je comprends. On voit qu'il est vraiment, il est immergé. là-dedans. Plutôt que quelqu'un qui va juste lire sur papier « Ok, la personne me dit qu'elle est intéressée, mais moi, j'ai aucune preuve qu'elle l'ait. » Parce que s'il voit « Ok, ce gars-là, il a été bon. » On voit qu'il a commenté une couple de trucs, qu'il a aimé des publications qui sont en lien avec ce qu'il prétend être son domaine d'intérêt. Là, ça donne plus de crédibilité. Oui, ce gars-là, vraiment, il est legit, là, tu sais. OK. Mais ça, écoute, en bas, tu sais, qu'est-ce que toi, toi, avec ça tout de suite, tu peux juste te le lancer comme ça, hein. Pense à ça, cette semaine. Si tu peux déjà peut-être fouiller un peu sur LinkedIn particulièrement, c'est quoi des groupes, mettons, sur LinkedIn qui sera en lien avec tes intérêts professionnels, on s'entend? Si tu cherches un peu sur Google, des gens qui sont connus dans ce domaine-là, ou qui sont des références, ou des patrons. des grosses compagnies dans ce domaine-là. Est-ce que tu peux te mettre à suivre ces gens-là? Juste commencer un peu à pêcher un peu ton profil et l'autre, chose qu'on va aussi regarder dans la prochaine semaine, c'est quand tu m'as dit tantôt j'ai des gens qui seraient prêts à être des références pour moi. Moi, je te dirais à commencer à y penser là, mais on... On pourra en reparler la semaine prochaine. Est-ce qu'il y a des gens là-dedans que tu serais suffisamment confiant de leur dire « Écoute, peux-tu me faire un petit paragraphe? » et que ça soit une référence LinkedIn. Parce que sur la page LinkedIn, tu peux inviter des gens à se mettre comme une référence et à mettre un petit paragraphe en quelques lignes. Et ça, ça a beaucoup plus de poids parce que ce n'est pas juste une référence qu'on met dans un CV, c'est qu'on voit la face de la personne, ça marque son profil. On dit cette personne-là en d'autres. telle personne, puis en quelques lignes, puis là, s'assurer que ces lignes-là, ça parle de spécifiquement ce que tu veux faire. Tu te dis, peux-tu parler de ce que... De ce que j'ai fait quand, justement, j'étais plus dans le volet accompagnement des besoins, développement des bases de données, parce que c'est ça que je veux faire. Parle-moi, parle de ça, parle pas du reste. parle-moi de ce qui m'intéresse maintenant, puis que la personne fasse un petit paragraphe là-dessus. Tu vois, si on... Là, je te balance tout ça, peut-être qu'on en fait beaucoup. en un coup, là, mais c'est pour te donner une idée d'ensemble. Tu vois, si on construit tout ça, là, parce qu'on le fait bien, ben, l'idée, c'est qu'après ça, les gens qui voient ton profil disent, ben, Mais c'est évident, c'est ce cas-là qu'il nous faut. On ne pense même plus. On ne va même pas considérer le deuxième. C'est Mathieu qu'on veut. C'est un peu ça. Je compte. Exactement. Puis comme je l'ai dit, tu sais, un va pas sans l'autre. Je mets pas deux côtés, tu sais, l'intelligence artificielle, ces affaires-là, c'est quand même deux choses que j'aimerais. mais je suis content, les deux n'ouvrent pas. Oui, les deux, ça peut aller ensemble. C'est sûr que tu disais le secteur de la sécurité, moi je connais un peu, je travaille un peu dans ce milieu-là. C'est sûr, c'est un domaine en expansion, ça, là. Puis, tu as des business qui sont en train d'exploser. Juste le siège social, j'ai été au siège social de Garda World, la ville de Saint-Laurent. C'est immense, ils ont un campus, c'est pire que dans les films de James Bond, les espèces de grosses salles avec des écrans partout, parce qu'ils savent que... ça va exploser dans les prochaines années. C'est un secteur qui va beaucoup en développement. C'est sûr qu'il y a des besoins dans ça. Exact, puis où est-ce que je travaillais aussi, c'est des canéras infrarouges aussi, fait que c'est un enfant de plus. ça qu'on parle durant les semaines, peut-être comme juillet ou qu'on prenne un peu de temps, c'est… souvent ils vont demander la question qu'on dit c'est quoi que tu n'as pas à l'autre compagnie ou c'est quoi l'énoncé de départ. J'étais comme bloqué là-dessus. Moi, c'est sûr que je ne dirais pas ça à un employeur. C'est moins de motivation, pas d'intérêt sur le produit de travail, moins d'identification à l'entreprise. Ce ne sont pas les affaires que tu vas dire durant l'entreprise. ça. Exact, exact. Non, mais je pense que c'est bien que tu sois honnête pour l'exercice. Pour toi, ça soit clair pourquoi c'est tes propres raisons. Les vraies raisons. raison qu'eux autres avaient. Par la suite, oui, on peut faire un travail de voir comment tourner ça pour que ça soit perçu comme étant positif par un employeur. Si c'est de dire, juste un exemple rapide, moi j'étais à la recherche d'un plus grand alignement avec mes valeurs et mes principes. personnelle, bien c'est sûr que là, si tu t'en vas vers une entreprise où tu leur dis « moi je suis aligné avec vos valeurs à vous », bien c'est sûr que ça peut être vu personnel, ça peut être vu comme étant positif. vont dire, ah, OK, c'est un gars qui a vraiment besoin d'être aligné avec les valeurs de l'entreprise, puis nos valeurs s'en vont être alignées avec les siennes, bien, c'est un bon fit. C'est sûr que si tu t'en vas avec une entreprise et que les valeurs ne sont pas alignées, c'est sûr qu'ils auront un problème à ce moment-là. Tu ne vas pas aller là parce que tu vas avoir le même enjeu qui va se présenter. C'est sous force des... chose à te retrouver avec un autre employeur avec lequel tu n'es pas en accord avec ses valeurs, ses principes, ta motivation va s'en trouver affectée et ça ne sera pas long que tu vas tomber dans la même situation. On ne veut pas ça. Exact. Là, tu m'as donné quelques pistes. On en parle donc plus en détail. un petit peu de temps, s'il te plaît, pour qu'on garde ce truc-là. Oui, ce point-là, c'est vraiment important parce que ça va être une des premières questions que les gens vont poser. Tu sais, pourquoi... et ça, tu ne veux pas être un peu à bafouer un peu et à t'enfarger. Il faut une réponse claire, directe et préparée. pis tu la dises avec confiance. Si tu réponds... Exact, pis tu veux pas non plus avoir l'air du gars qui bâche son ancien employeur non plus. C'est ça. C'est vraiment centré sur toi. C'est moi qui avais besoin de plus d'alignement, comme on disait avec les valeurs. tu ne bâches pas contre l'entreprise, c'est plus, c'est toi, puis même à la limite, il y a des cas où c'est l'entreprise qui a mis fin, pour plein de raisons, encore là, c'est toujours de, tu veux, ne pas bâcher sur l'entreprise parce que l'employeur futur va peut-être se dire, lui, est-ce que c'est quelqu'un que plus tard, il va se bâcher dessus? Oui, c'est ça. Exactement. pas dans l'entreprise. Comme tu dis, c'est de mes valeurs qui sont l'alignement des valeurs. Ça, c'est honnête. Je pense que d'être transparent sur ça, c'est respectable. Je pense que les gens vont trouver que c'est honorable. on va dire, ben, ok, justement, maintenant, on va dire, ben, ok, justement, maintenant, que tu sais que tu as ce besoin-là, ben là, ça les met plus en confiance de dire, ben si, il nous dit qu'il est aligné avec les valeurs chez nous, ben il y a peut-être plus de chances. qui reste chez nous, il y a peut-être, tu vas avoir plus de stabilité là, puis c'est quelque chose que tu s'en vais rechercher justement, la stabilité, la stabilité. Exact. Cool! Alors Mathieu, quand pour se repartir la prochaine fois. Ça fait quand qu'il te conviendrait? Oui, on peut soit remettre ça au lundi. ou rester au mardi. C'est à la même heure si tu veux. C'est carré pour toi deux heures. Soit lundi ou mardi. Écoute, moi, mardi, je pense que ça serait mieux. OK. C'est parfait pour moi, le mardi. Mardi, 2 heures. All right. Donc, le mardi, 7. juillet à 14h notre prochaine rencontre je vais t'envoyer la confirmation ok, fait que là je vais te faire parce qu'on dépasse fait que là je regarde mon profil de LinkedIn. Oui, c'est ça. Tu peux lire le guide, lis le guide, puis regarde comme je te disais, essaie de faire un peu de recherche. pour le fun sur LinkedIn, voir qu'est-ce qui existe comme des groupes. Si c'est des groupes, s'il y a des pages, des entreprises que tu trouves intéressantes. Il n'y a personne qui va te demander. vouloir de suivre une entreprise. Les personnes ne vont pas retourner contre toi. Ils nous suivent. C'est fait pour ça, les gens s'attendent à suivre. C'est tout à fait correct. Les entreprises et les groupes que tu suivis vont un peu dicter le genre de personne que tu as et le genre d'intérêt que tu as. Donc, quelqu'un qui va voir ça. C'est un peu, si on stocke des gens sur les réseaux sociaux, c'est un peu ça. Tu regardes c'est quoi le genre de page que la personne suit, le groupe elle est, ça te donne un peu une idée de c'est quoi le genre d'intérêt que cette personne a. C'est un peu la même chose pour LinkedIn. Puis de penser, c'est ça, pour les références, de réfléchir un peu, qui ça pourrait être, puis comment tu pourrais leur demander ça pour les années. C'est toujours mieux de leur demander en premier, puis s'ils disent oui, là tu peux travailler LinkedIn. Il y a une fonction sur la page que tu peux envoyer une invitation. La personne clique sur le bouton et elle peut rentrer directement sa référence. Ça apparaît. par la page LinkedIn. Ça, c'est vraiment le top qu'on peut avoir. Excellent. Parfait. Merci beaucoup. Ça me fait plaisir, Mathieu. Merci encore, puis on se voit la semaine prochaine à deux ans. Ouais, assurément. Hey, passe une bonne semaine, monsieur. Au revoir. Bye, bye. Bye. Oh\n\n=== Enregistrement live du 2026-06-30 18:01 ===\n\n[COACH 00:14] Bonjour Mathieu!\n\n[CLIENT 01:45] Allô, ça va bien? Salut, ça va bien toi? Oui, moi ça va bien.\n\n[COACH 01:51] Oui, exactement. Ça va très très bien.\n\n[CLIENT 01:55] Ah oui? Très très bien! Qu'est-ce qui fait que ça va très bien comme ça? Hein? Qu'est-ce qui fait que ça va très bien comme ça? Ah, ben,\n\n[COACH 02:03] juste comme ça, pis j'ai fait, ben aussi ça m'a encouragé, j'ai fait un des L'image de marque, là, c'est ça qu'on l'appelle, là.\n\n[CLIENT 02:15] Oui. L'image de marque.\n\n[COACH 02:17] L'image de personnelle, exactement, c'est ça. Oui. J'ai fait ça, pis ça, on dirait ça m'a donné la motivation, la motivation qu'on peut dire. OK. toi ça va bien de ton côté\n\n[CLIENT 02:39] oui oui moi j'avais beaucoup de famille en visite ces derniers jours j'étais un peu dans le jus avec tout ça en plus avec la visite d'amis du Brésil donc des gens qui parlent le portugais l'anglais, le français, tout ensemble puis le 99e anniversaire de mon grand-père tout en même temps ça a été bien du plaisir mais bon, ils sont tous repartis donc on souffle\n\n[COACH 03:00] ok Quand on va terminer nos réunions ensemble, j'ai pensé, on avait parlé, je pense, de la semaine passée ou l'autre semaine d'avant, d'avoir un suivi après le mois de juillet. J'ai comme l'impression que je vais plus avoir, étonnamment, je vais plus avoir besoin d'aide quand ça va être le moment de l'intégration de mon emploi. les premiers les premiers jours les premières semaines c'est quand c'est plus le point qui me manque c'est quand on dit prendre ma place ces affaires-là probablement je vais avoir besoin d'un coach à ce moment-là septembre, octobre en autres mots je communiquerai avec toi tu me diras comment est-ce que tu charges on s'arrangera en conséquence.\n\n[CLIENT 04:04] Je trouve ça très bien, Mathieu, que tu aies la capacité de voir ça, de voir le besoin, de le nommer, puis effectivement, je pense que ça ne serait pas une mauvaise chose, parce que comme tu dis, c'est rendu à ce moment-là où tu risques d'être confronté des fois à des situations qui peut-être vont te ramener des fois à des patterns que tu as, puis de voir, bien, qu'est-ce qui fait qu'on est comme ça, puis comment développer cette confiance, cette assurance-là, puis de pouvoir s'affirmer un peu la façon que tu l'exprimais, que tu souhaiterais que ça soit maintenant. Puis, tu sais, tu as l'occasion en arrivant dans un nouveau, un nouvel environnement, un nouveau travail, de décider, de faire le choix, de dire, moi, à partir de maintenant, c'est comme ça que je veux être. Tu sais, c'est comme ça que je vais être perçu. Tu sais, c'est du monde qui me laisse peut-être pas. Je suis nouveau, là, pour eux autres. C'est comme, c'est là que tu peux dire, c'est le point zéro, on commence quelque chose.\n\n[COACH 04:57] Exact, parce que, comme on dit, puis c'est drôle de partager mon écran juste vite fait parce que je vais te faire rire c'est un petit patente tu me diras quand tu vas voir mon écran oui tu sais ici j'ai écrit avoir une bonne critique envers les solutions apportées puis j'ai écrit mais en majuscule je dois vraiment être capable de dire mais hésiter puis j'ai mis comme mais en majuscule vraiment et capable d'en ajuster pour montrer que, tu sais, j'ai des bonnes idées, j'ai des bonnes… Tu sais, je suis capable d'avoir une critique, la solution que l'équipe développe n'est que des lacunes, mais je les garde pour moi, ces critiques-là. C'est un point à travailler. Puis comme tu dis, c'est en année qu'on va partir de zéro. Puis c'est ça que je me suis dit, c'est que c'est plus difficile. Les gens te connaissent, puis après ça, quand tu partages son idée, c'est quand tu es déjà entré dans le pattern. Comme tu viens de mentionner.\n\n[CLIENT 06:13] Oui, donc là, tu as l'occasion de mettre le chemin, de choisir dans quel track on est, de se donner un bon moule pour commencer. Et après ça, une fois que les gens savent, « Mathieu, on sait qu'il est comme ça, c'est plus facile de continuer une fois que tu as bien établi ça dès le départ.\n\n[COACH 06:31] » Oui, oui. Exact, exact. C'est ça. Puis, c'est ça. Comme je te dis, parce que d'après moi, c'est besoin de plus de besoins. Oui, oui, oui.\n\n[CLIENT 06:49] Ça fait tout à fait du sens, ce que tu dis. Parfait. Et là, je vois que tu te mets déjà dans cette posture-là de dire « je veux avoir ce travail-là ». Quand je veux avoir ce travail-là, tu te projettes déjà à ce niveau-là, ce qui est très bien. Après ça, il faut qu'on se rend jusque-là. Il y a ce chemin-là qui nous reste encore à franchir, mais c'est très bien déjà de se projeter à ce niveau-là. Oui, et aussi... Oui, vas-y, vas-y, vas-y.\n\n[COACH 07:17] Non, non, vas-y, vas-y, complète ce que tu voulais dire. Puis, tu sais, en faisant le travail, il y a des affaires qui ne m'étaient pas certaines, puis tu sais, je me suis dit « Ok, je vais réfléchir, peut-être avec la discussion qu'on va avoir, ça va nous permettre de remplir. » Il y avait… Ok, c'est ça, ça me revient. C'est que dans les domaines que j'ai mis ici, je pense que c'est en dernier. Attends, c'est-tu ici? Attends, je vais juste monter. Parce qu'il y avait deux affaires que j'ai faites que j'aimerais, puis je pense que ça va m'ouvrir des portes. Je vais te l'expliquer. Ok, c'est ça ici. C'est dans les compétences, dans mon métier qu'est-ce que j'ai fait chez Thales ou des autres places il y avait la partie comme qu'on dit comme intelligence artificielle programmation web, programmation embarquée puis il y avait une autre partie que je faisais et que j'aimais beaucoup c'était plus la partie comme analyse des besoins aller voir les clients c'était à l'interne c'est comme un logiciel j'allais voir la personne qui travaillait sur l'échelle, puis là, je lui disais, qu'est-ce que tu as besoin? J'arrivais avec une solution. Puis, cette branche-t-elle m'intéresse aussi, là. C'est ça. C'est quasiment comme égale, comme intelligence artificielle puis analyse des besoins, conception. C'est moins de cas, mais c'est plus d'interaction humaine, je te dirais.\n\n[CLIENT 09:10] J'entends dans ce que tu me dis, Mathieu, que l'intelligence artificielle, prémation web, prémation embarquée, ça semble être des choses que tu es capable de faire, que tu sembles être bon à faire, que tu sembles dire « moi, je fais ça ». L'analyse le besoin, ça semble être quelque chose que « oui, tu dis, j'ai déjà fait ça ». J'entends un peu plus d'intérêt. Est-ce que c'est possible qu'il y ait un peu plus d'intérêt pour ça? Quand tu m'en parles, j'entends dans ça interagir avec des gens, j'aime ça. Il y a quelque chose dans ça.\n\n[COACH 09:38] Exact, c'est ça c'est comme une affaire que quand j'étais à l'aise j'en faisais puis t'as une partie que je mets en autre mot si on fait l'esprit contraire je me verrais pas travailler dans une place puis faire du code comme 8 ans par jour c'est ça exactement C'est sûr, l'analyse de besoins, mais ça, probablement, souvent, ils vont payer. Quand c'est une firme, c'est comme des fois, tu vas aller voir la compagnie. J'imagine que quand tu te déplaces, les compagnies payent pour les déplacements. Exactement. Mais je me suis dit, c'est ça. Puis aussi, conception de BD, c'est base de données. Ce que j'en faisais, c'était une affaire que je n'ai. Ça rajoute des cordes dans mon arc. Juste me dire, je veux juste faire de l'intelligence artificielle. Je suis un peu souverte. Moi, on dirait que je voyais, puis aussi, c'est pour ça que ça va très bien, c'est qu'avant que je perds la motivation à cause de mon comportement, je me disais, je voyais, je regardais avant que ma motivation baisse, puis là, on dirait que ça aurait revenu l'intérêt de travailler, exactement.\n\n[CLIENT 11:18] Oui, parce que dans ça, dans l'analyse de besoins, il y a l'interaction avec les gens. Il y a aussi d'amener des idées. Ça te demande, toi, d'arriver avec des propositions aussi dans l'analyse de besoins. J'imagine, t'écoutes les gens, j'entends ce que vous dites, il y aurait ça, ça, ça qui serait possible. La conception de la base de données, c'est d'arriver avec aussi une proposition, tu conçois ça. Je vois un peu un lien avec ce que tu disais tantôt de je veux pouvoir donner mes idées aussi. Tu n'es pas juste à faire du code et à exécuter des choses, mais à pouvoir aussi créer quelque chose à partir de ce que les gens disent.\n\n[COACH 11:54] Exact, exact. C'est sûr, ça peut aller ensemble. Ça peut être quelque chose pour l'intelligence artificielle, mais que je fais l'analyse des besoins de la personne. Un ne va pas sans l'autre.\n\n[CLIENT 12:09] Ok. Et pour cette partie-là, parce que moi, ce que tu me dis là aujourd'hui, Mathieu, je trouve que c'est super important parce que ça vient, toi, tu dis, ça élargit. Moi, je trouve que ça vient préciser. Ça vient plus clair pour moi. C'est ce que tu as envie de faire. Parce qu'il y a ce que tu as envie et il y a ce que tu peux. Il n'y a pas des affaires qu'on peut faire dans la vie et qu'on est sûrement très bons à faire. Dans un sous-groupe de ça, il y a « Oui, mais qu'est-ce que j'ai vraiment envie de faire? » de ce que t'es capable de faire. Oui, oui. Puis ça, on va essayer de cerner ça. Puis cette partie-là que t'as envie de faire, tu dis, j'ai déjà fait ça aussi. Tu dis, j'avais déjà fait ça.\n\n[COACH 12:51] Oui, j'avais des bons commentaires aussi. J'étais à l'aise quand je faisais, c'était quelque chose que je faisais puis j'aimais ça, tu sais, aller voir, on appelle ça des clients internes. Puis là, je disais, bon, bien, tu sais, j'écoutais puis là, je disais, bon, bien, je vais te revenir avec comme, puis souvent, je ferais deux, trois solutions au client puis là, je choisissais comme celle qui plaisait. Exactement.\n\n[CLIENT 13:18] Qu'est-ce que tu dirais qui sont les, qu'est-ce que ça demande à quelqu'un pour bien faire ce genre de travail?\n\n[COACH 13:30] Bien, je vais l'exprimer comme ça vient d'un, une bonne écoute, et aussi apporter la solution à approprier. Il y a ce qu'on... À un moment donné, une expression qu'on dit dans n'importe quel jargon que ce soit, c'est, s'il faut tuer une mouche, tu vas prendre une tapette à mouche. Tu ne prendras pas un temps pour tuer la mouche. Apporter une solution qui va aller pour le client.\n\n[CLIENT 14:07] Donc, il faut adapter aux besoins. Cerner le besoin, proposer des solutions qui sont adaptées. J'entends un peu dans ce que tu dis, il y a des gens qui pourraient dire, moi je vous propose ce qui est le maximum, ce qui coûte souvent le plus cher aussi, ça va être quelque chose de bien gros, la Cadillac. Toi, tu dis, moi, je ne veux pas nécessairement aller chercher le maximum, mais j'entends dans ce que tu dis, un terme peut-être qui serait le plus approprié, ce qui est optimal, le optimum. Dans ce que vous me dites là, c'est ça qui serait la bonne chose à faire. Puis, ce n'est peut-être pas ce qui va coûter le plus cher, mais en même temps, si le client, il est content, il est satisfait au bout de la ligne, c'est un client heureux, ça risque de faire un client qui va revenir et qui a plus de chances de bâtir quelque chose dans le temps que d'essayer de pousser pour vendre quelque chose de bien gros. que la personne n'a pas de besoin.\n\n[COACH 14:59] Oui, exact, exact. C'est ça. Exact. Puis, parenthèse comme ça, ça vient du directeur général, il avait dit un an et demi, deux ans. C'est un petit peu ça que, pourquoi la compagnie fait moins de profit? Parce qu'eux, ils offraient comme vraiment les caméras top-up de line, comme on disait. Mais souvent, les compagnies ils veulent avoir de quoi, de contenant. Ça vient un peu avec ce que tu dis.\n\n[CLIENT 15:34] Et là, tu dis, mettons, j'ai déjà fait ça dans le passé. Il y a des gens qui sont satisfaits de ce que j'ai fait dans le passé. Est-ce qu'il y a des gens qui pourraient, qui accepteraient, mettons, si tu avais des références à donner, est-ce que tu as des gens qui pourraient être des références par rapport à ça, cette sous-catégorie de travail.\n\n[COACH 15:55] Oui, oui, oui, oui, oui. J'ai mon directeur, c'est pas, comment dire, c'était pas mon, on faisait des farces parce que c'était comme un peu mon, c'était pas mon supérieur, mais c'était mon client comme, tu sais, interne, c'est comme, puis il a toujours été satisfait, que je pourrais exactement, ça serait, par exemple. Puis, fait que c'est ça. Quelque chose aussi que j'ai mentionné aussi. Là, je change de sujet, là, tu sais, puis les objectifs de carrière, tu sais, bon, mais là, j'ai mis, tu sais, la même chose aussi, tu sais, quand, bon, tu sais, travailler dans le même domaine, mais dans différents buts, là, je n'ai mis pas de défense. Mais par contre, je me suis dit, c'est quand, tu sais, à la sécurité de, tu sais, j'ai de l'expérience là-dedans, mais tu sais, comme des caméras qui travaillent pour la sécurité, tu sais, des caméras pour prévenir le vol. Tu sais, c'est dans le domaine que je faisais avant, mais tu sais, le but, c'est semblable, mais c'est un autre... Comme on dit, il n'y a rien expliqué là-dedans. C'est quand même...\n\n[CLIENT 17:10] Déjà, tu vois, t'arrives avec des solutions. Tu te dis, moi, je veux pas être dans la La défense ou l'offense, on est rendu, on ne sait plus si c'est de la défense ou l'offense. Mais qu'est-ce qui peut être transférable, transposable, puis que ça soit vu par des employeurs potentiels comme étant une expérience à valeur ajoutée? Ce gars-là, il y a de l'expérience dans ce domaine-là, ça fait du sens pour nous. Peut-être pas dans la défense, mais la sécurité, comme tu dis, il y a peut-être des, peut-être pas des tanks, mais ils ont peut-être des questions, tu disais, d'avoir les caméras, les algorithmes qui captent les choses en mouvement. Ça, c'est clair qu'il y a des applications de sécurité, les gens qui se déplacent, comment détecter des foules, des choses comme ça. Comment tu fais pour que ça soit… Il y a quelque chose qui est transférable, assurément. Déjà, tu commences à cerner un marché qui serait peut-être prêt à payer aussi en conséquence. Il y a des moyens, ce monde-là.\n\n[COACH 18:09] Pis même un truc que je pourrais rajouter, pis que je suis passionné de ça, c'est l'exploration de l'espace, là, aussi. OK. Ah! Je ne sais pas comment le mot… Je vais trouver le bon mot. Il y a une compagnie à Saint-Anne-de-Vellevue. C'est la compagnie qui a le bras canadien. Ils font des satellites. Ça fait que ça pourrait être ça, c'est quand, oui, c'est des algorithmes pour qu'on ait, ça m'a beaucoup donné, voir plus.\n\n[CLIENT 19:09] C'est ça. Exactement. Wow, OK. Comment on se sent quand on a, je sens un peu, c'est devenu plus précis, mais en étant plus précis, j'ai comme l'impression que ça élargit un peu tes horizons.\n\n[COACH 19:22] Oui, puis je veux dire, c'est qu'aussi, je me suis rendu compte que, bon, le fil d'avance de mise à pied qu'il y a eu, mais la façon que j'ai agi les derniers mois, tu sais, ça l'a aidé à la mise à pied. Mais, tu sais, regardé 7 ans, j'ai pas mal travaillé pendant sept ans. Je me suis dit que j'ai été voir avant des mois que j'ai perdu la motivation. Exactement. Ça me remontait tellement l'estime de moi, comme on dit. Et c'est aussi propriété personnelle. J'ai écrit « Donnez mon 100% durant les heures de travail. M'épanouir durant mes heures personnelles. » Je suis quelqu'un que... Ça, c'est important pour moi. Je préfère quelques heures d'études de travail, comme des petits projets personnels comme ça, mais pas plus qu'une ou deux heures par semaine. Je suis quelqu'un que, oui, à mon travail, je vais donner mon 100 %. Si je travaille 40 heures, je travaille 40 heures, mais je ne trouve pas ce genre de carriériste à faire 60 heures par semaine. On en avait parlé. Je veux continuer à faire vélo, judo, lecture, marche, musique. J'ai mis une marche deux fois.\n\n[CLIENT 21:06] Donc, je vois dans ça, ça demande une certaine flexibilité aussi. J'ai l'impression que dans ça, idéalement, il faut avoir de la flexibilité dans l'horaire de travail, dans la façon pour pouvoir te permettre d'avoir ces loisirs-là. Il y a quelque chose dans ça aussi que j'entends. Tu ne trouves pas que le travail prenne une place trop importante dans ton quotidien?\n\n[COACH 21:30] Oui, mais je te dirais que dans mon domaine, on est quand même chanceux parce que c'est des heures plus, je te dirais, normales. C'est plus durant les heures de bureau, exactement. C'est quand on va travailler et puis durant les fins de semaine, on a nos fins de semaine. Puis c'est rare que j'ai vu des collègues qui travaillent pour d'autres compagnies qui travaillaient les fins de semaine le soir, à moins que ça soit par choix. Des fois, il y a des employeurs qui sont flexibles qui peuvent me dire « bon, il y a quelqu'un qui est… » Mais c'est ça. Exactement. Puis c'est ça. C'est ça ici. C'est une affaire aussi que j'ai mis pour mes besoins. C'est que j'aime bien le travail hybride. Ça, c'est l'idéal pour moi. Mais si j'avais un choix entre les deux, je choisirais le bureau. Mettons, avoir un emploi qui serait 100 % chez nous, je serais réticent à ça.\n\n[CLIENT 22:45] Puis ça, qu'est-ce qui, je pense, qui fait que c'est comme ça? Qu'est-ce qui motive ce choix-là?\n\n[COACH 22:53] Ben, peut-être, écoute, ça fait un détail. Ben, le détail, je suis sûr, je vois, vite fait, c'est que j'habite seul. Mais quand on habite en seul, ben, à un moment donné, tu as besoin de voir des êtres humains. OK. Puis aussi, pour les échanges d'idées, ça, là, on parle pratique à la job. pour les échanges d'idées, je pense que c'est bien d'être sous les lieux c'est comme je pense même les employeurs s'en rendent compte c'est comme on dit des fois t'entends qu'ils vont revenir les gens dans l'entreprise\n\n[CLIENT 23:29] dans ce que tu viens de dire Mathieu, il y a deux choses que tu dis pour les échanges d'idées ça absolument, effectivement, que ce soit avec des collègues de travail parce que c'est l'habitude que vous travaillez sur des choses ensemble tu dis voir des humains Ça, c'est un souhait qui est tout à fait valable. Je veux juste porter à ton attention que tu disais aussi, je veux aussi avoir mes activités, le lien vie personnelle, vie professionnelle. Je veux voir des gens à l'extérieur. Ce besoin-là de voir des humains, ça peut être rempli en partie par le travail. Est-ce qu'il y a d'autres façons de répondre à ce besoin-là? Pour éviter de trop le lier à « je dois aller au travail pour voir des humains », c'est là qu'on flirte un peu avec la frontière personnelle, le besoin qui est personnel versus le besoin professionnel. Oui, c'est vrai, tu as raison là-dessus.\n\n[COACH 24:20] Tu as raison là-dessus que peut-être que si j'avais une vie sociale, comme quand je le vois au judo, j'aime ça, je vois des gens exactement, ou des fois, tu sais, je vois, puis même, tu sais, quand je fais du vélo, des fois, juste comme, bon, tu parles pas des jeunes, tu sais, c'est quand tu as raison là-dessus.\n\n[CLIENT 24:44] Côtoyer d'autres humains, faire partie du monde.\n\n[COACH 24:47] Oui, ah, j'ai fait partie de beaucoup de monde. Je suis allé voir l'angine de poitrine. Oui, oui, il y avait du monde. Ça me dit, puis écoute, c'était bien, mais tu sais, c'était une fois le record. pour le festival. Ça fait que c'était bien.\n\n[CLIENT 25:07] C'est très bien. La prochaine étape, qu'est-ce qu'on aurait à faire avec ça, Mathieu, ça serait d'en arriver à développer un petit paragraphe qui explique en quelques lignes ce que tu es et ce que tu veux faire. Ça, dans le fond, ça deviendrait, c'est ce qu'on appelle l'énoncé de Marc, qui deviendrait un peu le texte qu'on met en haut du profil LinkedIn. À propos, là, en haut. Je ne sais pas, je suis en train de chercher tantôt. Toi, est-ce que tu as déjà un profil LinkedIn? J'en ai un,\n\n[COACH 25:42] mais il est quasiment nul. Je n'en ai mis un, mais il faut vraiment... Ah, c'est ça, c'est quelque chose que je vais lire tout à l'heure. Le guide LinkedIn. Oui, exactement. ici. Ça, j'imagine qu'il dit ça. C'est ça.\n\n[CLIENT 26:05] Tu vas voir, ils vont mettre des exemples de à quoi ça a l'air, ce qu'on s'attend à voir, les bonnes pratiques pour le petit paragraphe en haut. Ça va être un peu ça. Ça va être de reprendre des éléments que tu as mis dans le document que tu m'as montré, dans la matrice identitaire aussi, de reprendre des mots-clés de ça. Puis surtout d'en arriver à dire en quelques lignes, d'expliquer ce qui est vraiment de ta nature propre à toi qui est distinctif. De ne pas arriver avec des choses qui pourraient être dites pour quelqu'un d'autre, parce que ce moment-là, c'est pourquoi qu'on le dit. Si ça peut être applicable à quelqu'un d'autre, ça n'a pas tant de valeur. Mais comment est-ce qu'en lisant ça, on dit, mais ça, c'est 100% mature. Puis il y a des choses en ce que tu as dit là, comme par exemple ton intérêt pour les relations avec les gens, avec l'intérêt pour identifier les besoins. Tu m'as expliqué c'était quoi que ça demandait comme talent, comme qualité pour faire ça. Puis là, c'est toutes des choses comme ça qu'on voudrait retrouver dans cette partie-là. Puis on va parler dès la prochaine fois de comment justement bâtir ce profil-là. Mais peut-être que je pourrais te laisser à réfléchir cette semaine, c'est de te demander, te mettre dans la peau de quelqu'un qui a à choisir le candidat idéal pour le rôle dont on parlait là. D'avoir quelqu'un qui serait comme une espèce de, Parce que je comprends un peu un consultant interne sur l'identification des besoins, le développement des bases de données, qui est capable de conceptualiser le besoin du client interne. Si on avait à recruter une personne comme ça, mais qu'on veut avoir la meilleure, parce que quand un employeur va faire un choix, ils ne vont pas prendre le deuxième, troisième, le numéro un, ils vont avoir le meilleur. Donc, comment s'assurer que cette personne-là, ça soit toi? Ils disent, bien, en regardant ton profil, ton CV, mais aussi le LinkedIn. C'est sûr que les gens, maintenant, ils vont aller voir ça. Ils vont dire, ce gars-là, c'est quoi? Qu'est-ce qu'il fait? Ils vont aller voir c'est quoi que tu as écrit. Ils vont aller voir aussi qu'est-ce qui suit, lui, ce gars-là? C'est quoi les pages qu'il suit? C'est quoi? Qu'est-ce qu'il met comme commentaire? Qu'est-ce qu'il va mettre comme publication? Là, tu me dis, je n'ai pas vraiment fait grand-chose avec mon LinkedIn. C'est correct. L'idée, ce n'est pas d'avoir un historique, ils ne vont pas les fouiller dans trois mois plus tard dans le passé. Mais c'est de voir est-ce qu'il y a des choses, ça serait quoi est-ce qu'il y a des pages, des groupes ou des personnes qui seraient vues comme un peu des références par rapport au sous-domaine dont tu m'as parlé. La partie plus d'identification des besoins et en plus tu dis dans le secteur de la sécurité peut-être. Tu as parlé de la sécurité, tu as parlé de l'astronomie. Est-ce qu'il y a des gens ou des organisations ou des groupes sur LinkedIn, tu peux fouiller un peu, voir qu'est-ce qui existe comme groupe qui parle de ça. Est-ce que je peux m'ajouter à ces groupes-là? Comme ça, ça fait que quelqu'un qui va aller voir ton profil, il va dire, hé, ce gars-là, Mathieu, non seulement, il dit qu'il s'intéresse à ça, mais pour de vrai, on le voit qu'il s'intéresse à ça. Oui, d'accord, je comprends. On voit qu'il est vraiment immergé là-dedans. Plutôt que quelqu'un qui va juste lire sur papier, ok, la personne me dit qu'elle est intéressée, mais moi, je n'ai aucune preuve qu'elle l'ait. parce que s'il voit ce gars-là, il a été voir, on voit qu'il a commenté une couple de trucs, qu'il a aimé des publications qui sont en lien avec ce qu'il prétend être son domaine d'intérêt, bien là, ça donne plus de crédibilité. Les gens disent « Ah oui, ce gars-là, vraiment, il est legit. » Mais ça, écoute, en bas, ne casse-toi pas toi avec ça tout de suite. Je vais juste te le lancer comme ça. Pense à ça cette semaine. Si tu peux déjà peut-être fouiller un peu sur LinkedIn particulièrement, c'est quoi des groupes mettons sur LinkedIn qui seront en lien avec tes intérêts professionnels, on s'entend. Tu sais, si tu cherches un peu sur Google, tu sais, des gens qui sont connus dans ce domaine-là, ou qui sont des références, ou des gens, des patrons de grosses compagnies dans ce domaine-là. Est-ce que tu peux te mettre à suivre, ces gens-là? Juste commencer un peu à pivoter un peu ton profil. Puis l'autre chose qu'on va aussi regarder dans les prochaines semaines, c'est quand tu m'as dit tantôt, j'ai des gens qui seraient prêts à être des références pour moi. Moi, je te dirais, à commencer à y penser, mais on va en reparler la semaine prochaine. Est-ce qu'il y a des gens là-dedans que tu serais suffisamment confiant de leur dire, écoute, peux-tu me faire un petit paragraphe et que ça soit une référence LinkedIn? Parce que sur la page LinkedIn, tu peux inviter des gens à se mettre comme une référence et à mettre un petit paragraphe en quelques lignes. OK, bien d'accord. Et ça, ça a beaucoup plus de poids parce que ce n'est pas juste une référence qu'on met dans un CV, c'est qu'on voit la face de la personne, ça marque son profil. On dit cette personne-là endosse telle personne, puis en quelques lignes. Puis là, s'assurer que ces lignes-là, ça parle spécifiquement de ce que tu veux faire. Tu te dis, peux-tu parler de ce que j'ai fait quand justement j'étais plus dans le volet accompagnement des besoins, développement des bases de données parce que c'est ça que je veux faire. parle-moi, parle de ça, parle pas du reste, on s'en fout, parle-moi de ce qui m'intéresse maintenant, puis que la personne fasse un petit paragraphe là-dessus. Tu vois, si on, là, je te balance tout ça, peut-être qu'on en fait beaucoup en un coup, mais c'est pour te donner une idée d'ensemble. Tu vois, si on construit tout ça, puisqu'on le fait bien, l'idée, c'est qu'après ça, les gens qui voient ton profil disent « Ben, c'est évident, c'est ce cas-là qu'il nous faut. On ne pense même plus, on ne va même pas construire le deuxième, c'est Mathieu qu'on veut. » C'est un peu ça.\n\n[COACH 31:30] Ok, parfait, je comprends. Je comprends exactement. Puis comme je l'ai dit, un ne va pas sans l'autre. Je ne mets pas de côté l'intelligence artificielle. C'est quand même deux choses que j'aimerais, mais je suis content. Les deux ne m'ouvrent pas.\n\n[CLIENT 31:47] Oui, les deux, ça peut aller ensemble. Puis c'est sûr, tu disais le secteur de la sécurité. Moi, je connais un peu, je travaille un peu dans ce milieu-là. Puis c'est sûr, c'est un domaine en expansion, ça. Puis tu as des business qui sont en train d'exploser. Juste le siège social, j'ai été au siège social de Garda World, la ville de Saint-Laurent. C'est immense. Ils ont un campus, c'est pire que dans les films de James Bond, puis tout ça, les espèces de grosses salles avec des écrans partout. Parce qu'ils savent que ça va exploser dans les prochaines années. c'est un secteur qui va beaucoup en développement c'est sûr qu'il y a des besoins\n\n[COACH 32:21] dans ça\n\n[CLIENT 32:22] il y a de quoi faire\n\n[COACH 32:23] Exact, puis où est-ce que je travaille aussi c'est des caméras infrarouges c'est une affaire de plus une affaire que j'aimerais qu'on parle durant les semaines comme juillet ou qu'on prenne un peu de temps c'est souvent ils vont demander la question qui tue, qu'on dit, c'est quoi que t'en ai pas à l'autre compagnie? C'est quoi l'énoncé de départ? C'est comme moi-dessus, je t'ai quand même bloqué là-dessus. Puis ça, c'est sûr que je ne dirais pas ça à un employeur. C'est moins une motivation, pas d'intérêt sur le produit de travail, même d'identification à l'entreprise. Ce n'est pas des affaires que tu vas dire\n\n[CLIENT 33:12] durant l'entrevue, ça. Exact. Non, mais je pense que c'est bien que tu sois honnête pour l'exercice. Pour toi, ça soit clair pourquoi c'est tes propres raisons, les vraies raisons qu'eux autres avaient. Par la suite, oui, on peut faire un travail de voir comment tourner ça pour que ça soit perçu comme étant positif par un employeur éventuel. Si c'est dire, juste un exemple rapide, moi j'étais à la recherche d'un plus grand alignement avec mes valeurs et mes principes personnels, c'est sûr que là, si tu t'en vas vers une entreprise où tu leur dis, moi je suis aligné avec vos valeurs à vous, c'est sûr que ça peut être vu comme étant positif, parce qu'ils vont dire, ah ok, c'est un gars qui a vraiment besoin d'être aligné avec les valeurs de l'entreprise, puis nos valeurs s'en vont être alignées avec les siennes, c'est un bon fit. si tu t'envoies avec une entreprise que les valeurs ne sont pas alignées c'est sûr qu'il y aura un problème à ce moment-là tu ne vas pas aller là parce que tu vas avoir le même enjeu va se présenter si tu forces des choses à te retrouver avec un autre employeur avec lesquels tu n'es pas en accord avec ses valeurs, ses principes ta motivation va s'en trouver affectée et ça ne sera pas long que tu vas tomber dans la même situation, on ne veut pas ça\n\n[COACH 34:24] Exact là tu m'as donné quelques pistes exactement, comme on en parle plus en détail, on en prendra un petit peu de temps, s'il te plaît, pour qu'on regarde ce truc-là.\n\n[CLIENT 34:37] Oui, ce point-là, c'est vraiment important parce que ça va être une des premières questions que les gens vont poser. Oui, il y a pas ce temps. Puis ça, tu ne veux pas être un peu abafoué un peu puis t'enfarger. Il faut que tu aies une réponse claire, directe, qui est préparée, puis tu la dis avec confiance. Exactement.\n\n[COACH 34:58] Exact, puis tu ne veux pas non plus avoir du gars qui bâche son ancien employeur non plus.\n\n[CLIENT 35:03] C'est ça, c'est ça. Fait que c'est vraiment centré sur toi, tu sais, c'est moi qui avait besoin de plus d'alignement, comme on disait avec les valeurs. Fait que tu bâches pas contre l'entreprise, c'est plus, c'est toi. Puis même à la limite, il y a des cas où c'est l'entreprise qui a mis fin là, tu sais, pour plein de raisons. Encore là, c'est toujours de, tu veux pas bâcher sur l'entreprise parce que l'employeur futur va peut-être se dire, ben lui, est-ce que c'est quelqu'un que plus tard, il va se m'y bâcher dessus?\n\n[COACH 35:30] Ben oui, c'est ça, ben exact, je ne bâche pas dans, tu sais, l'entreprise, tu sais, c'est comme, exactement, c'est comme, tu sais, j'ai, c'est ça, c'est, mais comme\n\n[CLIENT 35:38] tu dis, c'est mes valeurs qui sont, tu sais, l'alignement des valeurs, exactement. Ça, c'est honnête, je pense que d'être transparent sur ça, c'est respectable, je pense que les gens vont trouver que c'est honorable, vont se dire, ben, ok, justement, Maintenant que tu sais que tu as ce besoin-là, bien là, ça les met plus en confiance de dire, bien s'il nous dit qu'il est aligné avec les valeurs chez nous, bien il y a peut-être plus de chances qu'il reste chez nous. Il y a peut-être, tu vas avoir plus de stabilité là. Puis c'est quelque chose que tu s'en vais rechercher justement, la stabilité et la personnalité. Exact. Cool. Alors Mathieu, quand est-ce qu'on se reparlera la prochaine fois? Ça fait quand qu'il te conviendrait?\n\n[COACH 36:17] Oui, on peut soit remettre ça au lundi ou rester au mardi. C'est comme à la même heure, si tu veux. C'est carré pour toi deux heures. Soit le lundi ou le mardi.\n\n[CLIENT 36:33] Écoute, moi, mardi, je pense que ça serait mieux. OK, c'est parfait pour moi le mardi. Mardi, deux heures. Donc, le mardi, 7 juillet à 14 heures. La prochaine rencontre, je vais t'envoyer la confirmation.\n\n[COACH 36:48] Fait que là, je vais te faire parce qu'on a des pages. Fait que là, je regarde pour mon profil de LinkedIn cette semaine.\n\n[CLIENT 36:54] Oui, c'est ça. Si tu peux lire le guide, lis le guide. Oui. Puis, regarde, comme je te disais, essaie de faire un peu de recherche. Je vais te promener pour le fun sur LinkedIn de voir qu'est-ce qui existe comme des groupes. Si c'est des groupes, s'il y a des pages, des entreprises que tu trouves intéressantes. Il n'y a personne qui va t'en vouloir de suivre une entreprise. Les personnes, ils ne vont pas retourner contre toi. il nous suit, c'est fait pour ça les gens s'attendent à ça, ils suivent c'est tout à fait correct les entreprises et les groupes que tu suivis vont un peu dicter le genre de personne que tu as et le genre d'intérêt que tu as donc quelqu'un qui va voir ça c'est un peu, si on stocke des gens sur les réseaux sociaux, c'est un peu ça, tu regardes c'est quoi le genre de page que la personne suit et le groupe qu'elle est, ça te donne un peu une idée c'est quoi le genre d'intérêt que cette personne a, c'est un peu la même chose pour LinkedIn Parfait. Oui, puis de penser, c'est ça, pour les références, c'est de réfléchir un peu qui ça pourrait être et comment tu pourrais leur demander ça pour les amener. C'est toujours mieux de leur demander en premier et s'ils disent oui, là, tu peux, à travers LinkedIn, il y a une fonction sur la page que tu peux envoyer une invitation que la personne clique sur le bouton et elle peut rentrer directement sa référence et ça apparaît dans la page LinkedIn. Ça, c'est vraiment le top qu'on peut avoir.\n\n[COACH 38:17] Excellent. Parfait. Merci beaucoup. Ça fait plaisir, Mathieu. Merci encore. Puis on se voit la semaine prochaine à deux ans. Oui, assurément.\n\n[CLIENT 38:28] Pense une bonne semaine, Mathieu. À bientôt.","rapport_genere":"## Principaux points abordés\n\nVoici une synthèse structurée de la conversation entre Mathieu et son coach, basée sur les points principaux abordés : \n\n### 1. **Projet de développement de profil LinkedIn** \n- Mathieu souhaite améliorer son profil LinkedIn pour se préparer à des entretiens d’embauche. \n- Le coach lui recommande de : \n - Lire un guide dédié à la création d’un profil LinkedIn professionnel. \n - Rechercher des groupes, des entreprises et des pages LinkedIn qui correspondent à ses centres d’intérêt (notamment dans le secteur de la sécurité). \n - Suivre des entreprises et des groupes pertinents, ce qui reflète ses intérêts et sa personnalité sur le réseau. \n - Identifier des personnes de confiance pour demander des références professionnelles. \n\n### 2. **Préparation aux entretiens d’embauche** \n- Le coach souligne l’importance de se préparer à répondre à des questions comme : \n - **“Pourquoi avez-vous quitté votre ancien emploi ?”** \n - **“Qu’est-ce qui vous a poussé à quitter votre ancienne entreprise ?”** \n- Mathieu doit formuler ses réponses de manière honnête, mais aussi en les orientant vers un **alignement avec ses valeurs personnelles** et **ses principes**, plutôt que de critiquer son ancien employeur. \n- Exemple de réponse acceptable : \n - *“J’ai cherché un plus grand alignement avec mes valeurs personnelles et mes principes. Je cherche à travailler dans une entreprise qui partage ces mêmes valeurs.”* \n\n### 3. **Secteur de la sécurité et opportunités professionnelles** \n- Le coach mentionne que le secteur de la sécurité est en **forte croissance**, notamment dans les domaines comme : \n - **Caméras infrarouges** \n - **Sécurité physique (ex. Garda World)** \n- Il conseille à Mathieu de s’intéresser à ces secteurs, notamment en juillet, pour explorer des opportunités. \n\n### 4. **Prochaine rencontre** \n- La prochaine séance est prévue le **mardi 7 juillet à 14 heures**. \n- Mathieu s’engage à : \n - Revoir son profil LinkedIn cette semaine. \n - Lire le guide LinkedIn. \n - Commencer à rechercher des groupes, entreprises et personnes de confiance pour des références. \n\n### 5. **Conclusion** \n- La conversation se termine sur une note positive, avec une recommandation de **réfléchir à ses valeurs**, de **pratiquer des réponses claires et honnêtes**, et de **se préparer à se présenter de manière professionnelle**. \n- Le coach encourage Mathieu à prendre du recul et à s’investir activement dans sa préparation. \n\n--- \n*Si tu souhaites que je rédige une version plus formelle (ex. pour un CV ou un entretien), ou que je te propose des réponses aux questions d’entretien, n’hésite pas à me le dire !*\n\n## Informations personnelles partagées\n\nAucune information nouvelle à mémoriser.\n\n## Travaux confiés d'ici la prochaine séance\n\nVoici une synthèse claire et structurée de votre conversation entre Mathieu et son coach, basée sur les éléments clés abordés :\n\n### **1. Objectifs de la séance**\n- Réfléchir à la **construction du profil LinkedIn** de Mathieu, en vue de son **recherche d'emploi** dans le **secteur de la sécurité**.\n- Préparer une **réponse claire et honnête** à la question courante : **« Pourquoi avez-vous quitté votre ancien emploi ? »**\n- Comprendre l'importance de l'**alignement des valeurs personnelles** avec celles d'une entreprise.\n- Préparer la **prochaine séance** (le mardi 7 juillet à 14h).\n\n### **2. Points abordés sur le profil LinkedIn**\n- **Recherche de groupes, entreprises et pages LinkedIn** qui correspondent aux **intérêts et valeurs** de Mathieu.\n- **Suivre des entreprises** sur LinkedIn est **normal et attendu** par les employeurs, car cela reflète les **intérêts et ambitions** de la personne.\n- **Réseautage** : Suivre des entreprises, des groupes, et **partager des contenus pertinents** pour renforcer sa **présence professionnelle**.\n- **Références** : Il est recommandé de **demander des recommandations** à des personnes de confiance (collègues, managers, etc.) via LinkedIn.\n\n### **3. Réponse à la question : « Pourquoi avez-vous quitté votre ancien emploi ? »**\n- **Ne pas bâcher** contre l'ancien employeur.\n- **Se concentrer sur soi** : Par exemple, **« Je cherchais un meilleur alignement avec mes valeurs personnelles »**.\n- **Montrer de la maturité** : Expliquer les raisons de manière honnête, sans critique envers l'ancienne entreprise.\n- **Préparer une réponse claire et positive**, qui montre **stabilité, motivation, et recherche d'évolution**.\n\n### **4. Prochaines étapes**\n- **Révision du profil LinkedIn** cette semaine (recherche de groupes, suivi d'entreprises, mise à jour du profil).\n- **Lecture du guide LinkedIn** pour mieux comprendre comment optimiser son profil.\n- **Préparation de la prochaine séance** le **mardi 7 juillet à 14h**.\n\n### **5. Conclusion**\n- Mathieu a montré une **volonté d'amélioration**, une **réflexion sur ses motivations**, et une **compréhension claire des attentes des employeurs**.\n- Le coach a souligné l'importance de **l'authenticité**, de l'**alignement des valeurs**, et du **réseautage**.\n- La prochaine séance sera consacrée à **approfondir le profil LinkedIn** et à **préparer la candidature**.\n\n---\n**Si vous souhaitez, je peux également vous aider à :**\n- Créer un **profil LinkedIn optimisé**.\n- Rédiger une **réponse à la question « Pourquoi avez-vous quitté votre ancien emploi ? »**.\n- Préparer un **message de demande de recommandation**.\n\nDites-moi ce que vous souhaitez faire ensuite ! 😊\n\n## Date et heure de la prochaine séance\n\nVoici un résumé structuré de votre conversation entre Mathieu et son coach, basé sur les points principaux abordés : \n\n### **1. Objectifs et planification** \n- Mathieu et son coach ont convenu de se revoir **le mardi 7 juillet à 14h** pour la prochaine séance. \n- Ils ont fixé un **déroulé clair** pour les prochaines semaines, avec une attention particulière aux **valeurs personnelles** et à l’**alignement avec les entreprises**. \n\n### **2. Développement de profil LinkedIn** \n- Mathieu doit **mettre à jour son profil LinkedIn cette semaine**. \n- Le coach lui recommande de : \n - **Lire le guide LinkedIn** pour mieux comprendre comment présenter son profil. \n - **Rechercher des groupes et entreprises** sur LinkedIn qui correspondent à ses centres d’intérêt (sécurité, caméras infrarouges, etc.). \n - **Suivre des entreprises et groupes pertinents** pour montrer son engagement et ses intérêts professionnels. \n\n### **3. Références professionnelles** \n- Le coach souligne l’importance de **demander des références** à des personnes de confiance (anciens collègues, employeurs, etc.). \n- Il explique que LinkedIn permet d’envoyer une **invitation de référence**, et que la personne peut directement ajouter sa référence sur la page de Mathieu. \n\n### **4. Préparation aux entretiens d’embauche** \n- Mathieu et le coach abordent le sujet de **comment répondre aux questions délicates**, comme : \n - *« Pourquoi avez-vous quitté votre ancien employeur ? »* \n - *« Quel est votre motif principal pour quitter une entreprise ? »* \n- Le coach insiste sur l’importance de **ne pas critiquer l’ancienne entreprise**, mais de se concentrer sur l’**alignement des valeurs**. \n- Un exemple de réponse saine et professionnelle : \n > *« J’ai cherché un plus grand alignement avec mes valeurs personnelles, et je suis en quête d’une entreprise qui partage ces mêmes principes. »* \n\n### **5. Réflexion sur le secteur de la sécurité** \n- Le coach mentionne que le **secteur de la sécurité** est en **forte croissance**, avec des entreprises comme **Garda World** qui investissent massivement dans la technologie et la formation. \n- Mathieu travaille actuellement avec des **caméras infrarouges**, un domaine qui semble lui passionner et qui peut être un atout pour ses recherches d’emploi. \n\n### **6. Conclusion et engagement** \n- Mathieu semble motivé et prêt à **mettre en place les recommandations** du coach. \n- Le coach lui souhaite une **bonne semaine** et lui rappelle qu’ils se reverront le **mardi 7 juillet**. \n\n--- \n\n### **Points à retenir pour la prochaine séance** : \n- Mise à jour du profil LinkedIn. \n- Recherche de groupes et entreprises sur LinkedIn. \n- Préparation de la réponse à la question des motivations de départ. \n- Réflexion sur les valeurs personnelles et leur alignement avec les entreprises. \n- Identification de personnes pour demander des références. \n\n--- \n\nSi vous souhaitez, je peux aussi vous aider à : \n- Rédiger un **message de demande de référence**. \n- Créer un **profil LinkedIn optimisé**. \n- Préparer une **réponse aux questions d’entretien**. \n\nDites-moi ce que vous souhaitez faire ensuite !\n","code_activite":null,"etape_coaching":"S5","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel avec votre coach-2026-06-30T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/284740115398413?p=l6oo3QAQn24dv4xXus","google_event_id":"03988e4a-7334-11f1-875e-ae88615b48f3","courriel_suivi_sujet":"Rappel des points abordés lors de notre séance","courriel_suivi_contenu":"Bonjour Mathieu, \n\nJe tiens à rappeler que nous avons discuté de l’importance de votre profil LinkedIn, de la préparation de vos réponses aux entretiens, et de l’alignement de vos valeurs avec les entreprises du secteur de la sécurité. \n\nVous vous engagez à relire le guide LinkedIn, à mettre à jour votre profil, et à rechercher des groupes et des entreprises pertinentes. \n\nNous nous retrouverons le mardi 7 juillet à 14 heures pour approfondir ces sujets. \n\nÀ très vite, \nVotre coach","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Mathieu on LinkedIn profile optimization, Practice for Interviews, and Search Strategy and Networking (Search plan) as he prepares for opportunities in the security sector. We agreed that for our next meeting I will review his updated LinkedIn profile and progress on his search plan, including his engagement with relevant groups and companies in the security field. We will meet again on Tuesday July 7 at 2:00 PM EDT.","session_summary":"Development of LinkedIn profile for job search in the security sector, preparation of responses to common interview questions, exploration of growth areas within the security industry including infrared cameras and physical security companies.","enonce_marque_personnelle":null,"conseils_coach":"Tu as écrit un texte très long et riche en réflexions personnelles, avec des idées sur ton parcours, tes compétences, tes intérêts, et ce que tu aimerais faire dans le futur. Si tu veux, je peux t'aider à structurer ce texte de différentes manières, comme une **lettre de motivation**, un **CV**, un **entretien de carrière**, ou même un **résumé de toi-même** pour un entretien ou une candidature. Dis-moi ce que tu veux en faire, et je t'aiderai à le reformuler de manière claire, professionnelle, et adaptée à ton objectif.","devoirs_client":"Voici une synthèse claire et structurée de votre conversation entre Mathieu et son coach, basée sur les éléments clés abordés :\n\n### **1. Objectifs de la séance**\n- Réfléchir à la **construction du profil LinkedIn** de Mathieu, en vue de son **recherche d'emploi** dans le **secteur de la sécurité**.\n- Préparer une **réponse claire et honnête** à la question courante : **« Pourquoi avez-vous quitté votre ancien emploi ? »**\n- Comprendre l'importance de l'**alignement des valeurs personnelles** avec celles d'une entreprise.\n- Préparer la **prochaine séance** (le mardi 7 juillet à 14h).\n\n### **2. Points abordés sur le profil LinkedIn**\n- **Recherche de groupes, entreprises et pages LinkedIn** qui correspondent aux **intérêts et valeurs** de Mathieu.\n- **Suivre des entreprises** sur LinkedIn est **normal et attendu** par les employeurs, car cela reflète les **intérêts et ambitions** de la personne.\n- **Réseautage** : Suivre des entreprises, des groupes, et **partager des contenus pertinents** pour renforcer sa **présence professionnelle**.\n- **Références** : Il est recommandé de **demander des recommandations** à des personnes de confiance (collègues, managers, etc.) via LinkedIn.\n\n### **3. Réponse à la question : « Pourquoi avez-vous quitté votre ancien emploi ? »**\n- **Ne pas bâcher** contre l'ancien employeur.\n- **Se concentrer sur soi** : Par exemple, **« Je cherchais un meilleur alignement avec mes valeurs personnelles »**.\n- **Montrer de la maturité** : Expliquer les raisons de manière honnête, sans critique envers l'ancienne entreprise.\n- **Préparer une réponse claire et positive**, qui montre **stabilité, motivation, et recherche d'évolution**.\n\n### **4. Prochaines étapes**\n- **Révision du profil LinkedIn** cette semaine (recherche de groupes, suivi d'entreprises, mise à jour du profil).\n- **Lecture du guide LinkedIn** pour mieux comprendre comment optimiser son profil.\n- **Préparation de la prochaine séance** le **mardi 7 juillet à 14h**.\n\n### **5. Conclusion**\n- Mathieu a montré une **volonté d'amélioration**, une **réflexion sur ses motivations**, et une **compréhension claire des attentes des employeurs**.\n- Le coach a souligné l'importance de **l'authenticité**, de l'**alignement des valeurs**, et du **réseautage**.\n- La prochaine séance sera consacrée à **approfondir le profil LinkedIn** et à **préparer la candidature**.\n\n---\n**Si vous souhaitez, je peux également vous aider à :**\n- Créer un **profil LinkedIn optimisé**.\n- Rédiger une **réponse à la question « Pourquoi avez-vous quitté votre ancien emploi ? »**.\n- Préparer un **message de demande de recommandation**.\n\nDites-moi ce que vous souhaitez faire ensuite ! 😊","speakers_swapped":true,"stats_snapshot":{"language":"fr","time_basis":"duration","total_turns":60,"total_words":5874,"has_timecodes":true,"pct_time_coach":50.4,"time_coach_sec":1157.0,"has_diarization":true,"pct_time_client":49.6,"time_client_sec":1139.8,"coach_turns_total":30,"client_turns_total":30,"pct_questions_open":0.0,"pct_coach_questions":3.0,"coach_questions_open":0,"pct_coach_statements":97.0,"pct_questions_closed":0.0,"coach_questions_count":5,"coach_sentences_total":167,"pct_coach_interrupted":16.7,"coach_questions_closed":0,"coach_statements_count":162,"pct_client_interrupted":20.0,"coach_questions_unknown":5,"coach_turns_interrupted":5,"client_turns_interrupted":6},"stats_snapshot_at":"2026-07-09T23:35:19.399632Z","prochaine_seance_date":"2026-07-07T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"ef235914-c30b-4586-8ee5-187334896656"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-29T17:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"All right? Hmm. Hello, Hannah. Hello. Hey. How are you doing? I'm fine. How are you? Quite fine, quite fine. Thanks. How was your weekend? It was good. It was pretty busy, but yeah, overall it was fine. Ah, that's great. busy could be fine. I just received a few minutes ago your resume, your visited resume. yes I saw that Brian that sent the updated resume yeah how do you feel about that I was looking at it before, too. For ATS, does it not matter that it is, like, on three? It's spilling up. to three pages because originally like when we had met he said that it was important to keep it to like two pages maximum yeah yeah i see there was a bit of overflow there uh-huh yeah um Yeah, yeah, yeah, yeah. Yeah. You know what? I'm done. Also, my name was spelled wrong in the file, but... I think, yeah, you know what, I'll look this up. them a question because actually you see for core competencies and technical skills you know it takes room i've seen you know formats where you can and put on two columns. Yeah, where would save space. Yeah. But I'm just, before, don't take my word for this, I'll verify. if that, if we try to do this, if that doesn't, you know, screw something with the ATS, you know, if they're able to read on the two columns. But that could... Yeah, I think the final resume, the the non ATS version, it has like, multiple call columns or lines, but it seems like with ATS, everything's in one. Yeah. One. It'd be easier to read for the machine. Yeah. Ok. Because yeah, you're about two paragraphs. okay yeah so so yeah so what what yeah how how do you how do you feel and what place do you think you are right now hannah because i know that last time you had this uh you know you had the interviews you had the some back from that, then wanting to complete the resume. And then we're talking about possibly going to see for other possibilities, but you still wanted to consider the other one because you had some information you wanted to get clarified. but you said that even if they didn't move on that, that you were still interested in taking that position, right? Yeah, I ended up signing and accepting the roles. So I could be starting as soon as next Monday, we'll see. They can finish like the background check and reference checks before that. And yeah, I'm not like really thrilled about it, but... You don't look thrilled, Anna, I can tell you. And you provided the references, because I know you said you wanted to wait before providing references that they seemed to be more concrete. Yeah, yeah, no, I provided the references after I accepted, so... Okay, okay. So now, as we're still working on... resume. I understand that you will still want to apply some other places? Yeah, I think I'm going to try and see if I use the ATS resume, if that'll yield maybe more success. I don't know if it will, but yeah, since I have the updated resume, might as well try. on our uh on our path uh the program uh we would be around the time that we should normally work on the LinkedIn profile also. Have you looked into this? Have you seen the, we have the little webinar video. and there's also this document about LinkedIn if you had a chance to look at that do you think that could be useful and worth to look into that? Yes, sure, let me just pull up the email. Did you send it as an attachment recently? It was probably when I, usually I send. like a bunch of documents in the first, probably one of the first emails. try to look at what i sent to you yeah because i think i have the other documents the reason for leaving 30 second commercial personal branding worksheet yeah Hey Yes, I see here. Okay, yeah, it was on the 19th of June, but I know it's probably in the... in that thread i can i can forward it uh to you maybe that will be okay Okay, so you will have it at the top of your inbox. Yeah, there's one like a document, a resource guide on LinkedIn. Yeah, I see it. it's the LinkedIn 1.0 resource guide. Yeah, that's the one. There's also on the next website a video. that that you can watch but usually what i do is that i i go through um through the profile with the person because so far we've worked well you've worked extensively on the resume it was maybe the um uh the personal brand uh part that we maybe haven't touched that much yet that usually we try to come up with like a short paragraph that explains really substantively and clearly what you are, what you want to do right now, and try to make sure that this reflects on your profile on LinkedIn. just kind of pull your arms Oh yeah, I see you! What is it? Yeah, it's you. So finance and accounting leader and life science storyteller, is that you? Yes. Your storyteller, Hannah. You haven't told me that. Oh. Well, it's more so of like I enjoy In terms of like aspects of what the job, trying to create like a narrative or story around that to convey the information, whether it's like using the data. or yeah trying to connect people in terms of what the big picture is of what we're trying to achieve but also i also do like improv as well so okay but what you just told me right now i know that that sounded really interesting do we have that somewhere because i don't know but not the improv but just what you said before the way you're using storytelling to to convey you know what the data says there's something around that uh that that that i found quite interesting thing. I'm looking at the last one. Yeah. Okay. So, so we see a lot of things about, yeah, you're like community engagement. causes that you have at heart, which is great. Yeah. Maybe one thing that, so if you had to summarize, in a few sentences, how would you see this next position that you would take? And I know that now it might be challenging because you have one in front of you right now the one that you already signed up but without limiting yourself to this one you know let's say we keep the horizons broader If you had to describe this next step in your career, how would you say that this would be different? than what you've been doing so far. What would be, is there something that you would want to have? Yeah, what would... the edge the next edge in your career for uh for the next position you know without focusing on what you're just the position you you have right now you know I know it can blur the reflection, but if you have to keep the horizons broader. Right. I think I have to think about that and come back. And maybe that'll also be where I started this new role. I mean, I know that it'll be consulting, but I'm not exactly sure of like how branding was. this company is going to be to differentiate themselves from like CFGI that I was previously at I don't know quite honestly I'm not super proud to have this company, which I think is somewhat of an issue. I'm not, I haven't sold myself on this role yet. Yeah. On this opportunity. So you just mentioned the brand of the company, you're not convinced by their brand, right? Well, I think it froze. Oh, sorry. oh it froze for a second oh no okay so so i heard you say i'm not you have something with the brand of that company that the new company right you say there's something that what about your brand your own brand how would you say if you say i'm not that much Align with their brand. How would you say how would you describe your brand? Yeah, I would say that I'm focused on Well, I'm positioning myself at least on my LinkedIn profile as a finance and accounting leader based on like my cumulative amount. lot of experiences and different aspects and areas, especially in no oh sorry it froze it but when you said especially in and it froze oh okay and life sciences in that industry yeah and then i wanted to position myself to continue being in that leadership kind of role and in that area of being with the decision makers of a company whether that be like the new role in consulting and helping like any future CEOs or CFOs and any of the middle or upper management of there. Okay. So I hear you want to be in some sort of leadership position where decisions are being taken. You want to be at the upper level. if you were a person that were you were looking at someone that is already in that position what would you would you expect to see from that person if you look up online that person of whatever their role is, their title of where they are, if it's like assistant controller or control. or CFO, stuff like that, like a history of that type of experience. If they have direct reports or just if they're managing teams in general and depending on like the size. the company that they're at okay and what would you expect to see as their interests for example or how what they they show online that they're interested in? Probably other companies that are innovative and at the cutting edge of those types of fields. any um maybe some motivational speakers too yeah at least that's what i would i would expect So other companies cutting edge, you know, to be on top of the game, right? To know what's happening out there, to show interest. that these people, they know what is the latest trend in their field, right? Because when you have to make a decision on choosing someone, And you have many viable options. Well, the option of someone who seems to be really on top and following what's happening. I mean, that person goes with, you know, with an advantage, right? So why I'm saying that, because we're going to be working on. really getting this edge you know going with these little details that can make a difference when you're aiming at the top right Because that's what you're saying you want to aim at. It's not entry-level position. It's not the general position. You want to be at a position that might... be competition right i would be competition and you know so um how to set yourself apart and one thing that i could share with you that might not be in the actual rights management document, you know, I'm giving you bonuses here, is when people are going to be looking for example at your profile because if you're aiming at a higher level they will they will search you up they will look you up you know they will see what who is that person you know before we hire them and pay them you know a big salary um so the section about what you know you talked about i would expect that person to follow, you know, the competitors, follow the leaders of the industry, follow them. So that's one thing to person will see, okay, what is that? interested in you know what what is she following what is she commenting on what is she posting about So what I see and what you've posted, it gives a sense of who you are as a person in terms of your values, which is great. I mean, as a future employer you want to say okay is that person we see there's a humane you know aspect there's a you know this there's some sensitivity a personal touch there's something you know they can connect on you on that level but now the question is will they connect with you on the level of what is she interested that is related to what we're hiring her for, right? And is she on top of the game? Is she following the right people? Is she following... following the the top leaders in the industry um is she posting stuff about that is she reposting stuff about that you know so the way i'm saying that is not understand you don't want to start to post you know every day for weeks but sometimes it's not even the quantity but it's more the quality and people won't go in the history and say, what has she posted for the past three months. Sorry, you're still there. Are you still there? Oh, are we back? Yeah, it froze for me. Yeah. saying is that they won't necessarily look in the history for three months back you know but just the post that shows up when when you look at the profile That could be telling, just to see, okay, well, what is that person saying about what is happening in the industry, in the field? and so you know we're at the level of the little tiny details right but it's the details that can can make a difference. also maybe another piece of advice i can share is in the information part uh you know there's this description of you, which is great because it's brief, concise, yes, what would be interesting And you'll see in the document about the LinkedIn guide, they'll say to put a few points, you know, of some of the accomplishments. wrote about this in the other document about you know the strength the accomplishments you know you had a few things that you filled in that um i don't know throws it again, oh, sorry, it froze again. So if there is a way to use that to just have a few, it could be like. three points two three points don't have to don't put many you know just a few but to make sure that each of these points not only talk about an accomplishment but tie it to a specific skill strength or value that is yours so it's so you don't want to have a line that is generating You know, like any other accountant can kind of put, because what value does it give you? But if it's something that is tied to one of your specific skills, strength, or value, that is... important to you then it will make it hannah you know nobody else could have the same right and that's that's what we're looking for right this kind of level of specificity So if it's possible for you, let's say for the coming week to just look at the section information and the section activity. And like we said, it's already great, but we're at how to get this little edge, make it. you'll get a little level that higher you know uh um yeah what what what do you about that yeah i think i can work on that next time yeah you feel it could be could be useful because I don't want you to spend your time on things that if you don't see that it can really benefit you. I think that there is possibility. the possibility here of getting this little edge plus. I see you have a recommendation. This is really great. Yeah, although those ones are old. I don't know if I should be reaching out for newer ones at this point. Good point, good point. Yes, yes, yes, you're right. Okay, so you're asking yourself, should I ask for recommendations? What do you think? Um, I think it wouldn't hurt to probably have newer ones, but yeah, yeah. it wouldn't hurt maybe even could be good right uh so uh how would how would you go about that I mean, I think it's probably fine to ask the people that are Oh, sorry, sorry, I've never heard like, oh, sorry, it froze. So you said it wouldn't hurt to ask, but it got, I'm sorry for that. Oh, the people that I already identified as references for. to, yeah, to write something for me. Sure. And if they can do that, and it shows, because when people do it, on LinkedIn, you know, it's linked with their profiles, like, you know, like validated because it's, you know, people read that, they know it's coming from someone who really wrote that. So sometimes it will even make it easier, because then people, when they look at your profile, they're like, oh, well, you know, we already see what the reference would be. tell us, you know, so it's just like it puts them in a mental state psychologically that they know it's all already positive, you know, even though they haven't contacted the references. um okay and and uh so yeah what what how can you make that happen in the coming days um i think i could just follow up with them either this week or next week of like to thank them for being a reference and then what they would also feel comfortable of adding a recommendation on linkedin yes yes that's good that's awesome yeah yeah yeah yeah you have the open door. It's there. You just have to put the foot in it. So you have the good pretext to contact them. Yes. If you can even. share with them in your message the link to your LinkedIn profile to make it easier for them just to have to click on it, click on your profile. I think there's also the possibility that you can invite them to share, you know what. recommendation so you know i might not invite them right away because it could seem a bit you know aggressive to uh but if you ask him email, if they respond like, sure, then it gives you the okay to ask them on LinkedIn because otherwise people, they will just forget about it, they have their luck. other stuff going on, right? It's probably the least of their priorities right now. So they might not do it, but if you give them this little nudge of adding them, as a request then you have better chances that they will do it um okay and also well the follow-ups but you probably know that you know Usually people, first time we ask something, people, they have their lives. It's busy. They don't do it. Quite often, second, third, fourth follow-up people will. do it right um okay sounds good sounds good so we have a few things lined up uh i know right now so uh maybe last thing what about the yeah finding other opportunities how do you how do you go about that how do you feel about that yeah I haven't like that actively looking but I think it's good now that I have the new resume that I can use to try and apply because I've been also holding off on applying to other places. well this was being finalized for a new resume yeah yeah okay okay well no that's one thing and And in the same message that I followed you, forwarded you with the LinkedIn guide, there's also another document called using AI. on your job search yeah I know they have like a few you know examples of prompts and can use to hold on is that yeah the ai prompt sheet yeah it's called and you can use that to uh yeah sometimes you know dig up things that you you know might have made missed or not seen or that could be also useful to look through this this week. using the LinkedIn jobs feature a lot too just because I think it is able to just pull together the information all in one place so some of them have like the easy apply but most of them have like you have to go to their website the direct website and fill out the info but it's good in terms of like having that tracker built into like places already applied to and then you can already have the company information there. Yeah. Yeah. yeah yeah yeah it's true yeah yeah and that's uh that's definitely a good path um yeah i think with the prompts what they're uh What they have is, yeah, you're sometimes finding companies that might not be there, but Usually, you know, if you're looking for the big players, they would usually post their things on LinkedIn, right? They won't, they won't be a, um, yeah, uh, but. but could always be useful to make a few searches and sometimes find companies that we would not necessarily... Yeah, I found on LinkedIn and the other thing is, you know, there's something about the brand because you said, you know, I don't fit too much with the brand. this other company? Well, maybe with some AI prompts, you know, if you're describing what you're looking for, you know, as a culture of company and, you know, how... company presents itself and the value of the company and all oops You sorry again for this um it keeps freezing on my end i don't know why for this session it's frozen a lot more than in the past yeah it's weird i don't know if it's on my side i'm a hard line but uh so so yeah uh what i was saying is is by using these ai prompts and describing the culture of the company and the brand of the company that you would like, then they can narrow and possibly give you some examples of companies. that could be worth looking into. And they might have positions open on LinkedIn, maybe not. And sometimes just having, it was sending your application. In some fields, and accounting could be one, they might be open to receive candidacies, even if they don't have a position. They can always look at it and they might have opportunities that could be a good fit for you. okay so for this week hannah what's the action plan um yeah i'm gonna go through the linkedin that you sent me for ways that I can update and then identify some other companies that I want to apply to that I can use. my new resume think um just also getting ready hopefully for my new job so in terms of like follow-up for maybe next week probably like the monday time frame is not going to work because if i'm starting on monday i'm gonna make sure that i'm available the job sure okay so what would be a better time for you it could be later also it could be even at the end of the day or Yeah, maybe we'll try next Thursday. towards the end of the day yeah okay that could work what would be good for you like do you have anything like four Yeah, it could be four, it could be even five if you prefer to be out of the window of the working hours but I prefer it could be four yeah yeah yeah let's try four for now for next week okay Cool. Awesome. So 4 o'clock, 4 p.m. on July 7th, on Tuesday. july 2nd yes uh 7th tuesday 7th the 7th yeah we're on the 29th today oh yes yes oh i was looking at the wrong week yep yep uh could we do yeah okay that's that's fine Because at 4pm, yeah. Awesome. OK, let's do that, Hannah. Well, it was nice having this chat with you again this week. And yeah. I'm looking forward for the LinkedIn profile. And if you start Monday, well, I wish you a really good start. We never know. have to look at this open-minded and and you know you know maybe you'll you'll like it who knows yeah so let's give it a try\n\n=== Enregistrement live du 2026-06-29 16:59 ===\n\n[COACH 00:14] So, Hannah, how are you doing?\n\n[CLIENT 01:03] I'm fine. How are you?\n\n[COACH 01:04] Quite fine, quite fine. Thanks. How was your weekend?\n\n[CLIENT 01:10] It was good. It was pretty busy. But, yeah, overall was fine.\n\n[COACH 01:16] Ah, that's great. Busy could be fine. Yep. I received a just received a few minutes ago, your resume, your visited resume, your visited resume.\n\n[CLIENT 01:29] Yes, I saw that, Brian. That sent the updated resume.\n\n[COACH 01:35] Yeah. How do you feel about that?\n\n[CLIENT 01:39] I was looking at it before, too. For ATS, does it not matter that it is like on three, it's spilling onto three pages? Because originally, like, when we had met, he said that it was important to keep it to, like, two pages.\n\n[COACH 01:59] maximum yeah yeah i see there was a little bit of flow there uh-huh yeah um yeah yeah yeah yeah\n\n[CLIENT 02:13] yeah you know what i'm also my name was spelled wrong in the file but i think\n\n[COACH 02:19] yeah um you know what i'll i'll i'll look this uh i'll ask them a question because actually you see for core competencies and technical skills. No, it takes room. I've seen formats where you can put on two columns.\n\n[CLIENT 02:41] Yeah, where it would save space.\n\n[COACH 02:43] Yeah, but I'm just, before, you know, don't take my word for this. I'll verify if that, if we try to do this, if that doesn't, you know, screw something with the ATS, you know, if they are able to read on the two columns. But that could help.\n\n[CLIENT 02:58] Yeah, I think the final resume the non-ATS version it has like multiple columns or lines but it seems like with\n\n[COACH 03:10] aTS everything's in one yeah one maybe easier to read for the machine okay because yeah you're about two paragraphs okay yeah so so yeah so what what Yeah, how do you feel and what place do you think you are right now, Hannah? Because I knew that last time you had this, you know, you had the interviews, you had some feedback from that, then wanting to complete the resume. And then we're talking about possibly going to see for other possibilities, but you still wanted to consider the other one because there was. You had some information you wanted to get clarified, but you said that even if they didn't move on that, that you were still interested in taking that position, right?\n\n[CLIENT 04:25] Yeah, I ended up signing and accepting the role, so I could be starting as soon as next Monday, we'll see they can finish like the background check and reference checks before then. Yeah, I'm not like really thrilled about it, but...\n\n[COACH 04:44] You don't look thrilled, Anna. I can tell you. And you provided the references, because I know you said you wanted to wait before providing references, that they were, that it seemed to be more concrete.\n\n[CLIENT 04:57] Yeah. Yeah. No, I provided the references after I accepted.\n\n[COACH 05:03] Okay. Okay. So now, so as we're still working on the resume, I understand that you will still want to apply so much.\n\n[CLIENT 05:14] other places to yeah I think I'm going to try and see if like I use the ATS resume if that'll yield maybe more success I don't know if it will but yeah since I have the updated resume\n\n[COACH 05:26] might as well try it okay on our on our path the program we would be around the time that we should you normally work on the LinkedIn profile also have you looked into this Have you seen the, we have the little webinar video, and there's also this document about LinkedIn. I don't know if you had a chance to look at that. Do you think that could be useful and worth to look into that?\n\n[CLIENT 06:02] Yes, sure. Let me just pull up email. Did you send it as an attachment recently?\n\n[COACH 06:14] It was probably one. I usually send like a bunch of documents in the first problem with the first emails like to look at what I send to you\n\n[CLIENT 06:35] yeah because I think I have the other documents the reason for leaving 30\n\n[COACH 06:39] second commercial personal branding worksheet yeah yes I see here uh okay yeah it was on the 19 of June, but I know it's probably in the, you know, in that thread. I can forward it to you. Okay. Okay, so you will have it at the top of your inbox. Yeah, there's one like a document, a resource guide on LinkedIn.\n\n[CLIENT 07:26] Yeah, I see it. It's the LinkedIn 1.0 resource guide.\n\n[COACH 07:30] Yeah. That's the one. There's also on the next website video that you can watch. But usually what I do is that I go through the profile with a person because, you know, so far we've worked, well, you've worked extensively on the resume. It was maybe the personal brand part that we maybe haven't touched that much yet that usually we try to come up with like a short paragraph that explains really sensitively and clearly what what you are what you want to do right now and try to make sure that this reflects on the on your profile on the LinkedIn just kind of pull you are you is it yeah it's You so finance and accounting leader and life science, storyteller, is that you? Yes, yeah. You're storyteller. You haven't told me that.\n\n[CLIENT 08:51] Oh, well, it's more so of like I enjoy in terms of like aspects of what the job, trying to create like a narrative or story around that to convey the information, whether it's like using the data or, yeah, trying to connect people. people in terms of what the big picture is and what we're trying to achieve. But I also do improv as well.\n\n[COACH 09:21] Okay, but what you just told me right now, that sounded really interesting. Do we have that somewhere? Improv? No, no, but not the improv, but just what you said before, the way you're using storytelling to convey. know what the data says there's something around that that that if I'm quite interesting and I'm looking at you know yeah okay so we see a lot of things about yeah you're like community engagement the causes that that you have at heart which is great yeah maybe one thing that so if if you had to summarize, you know, in a few sentences, how would you see this next position that you would take? And I know that now it might be challenging because you have one in front of you right now, the one that you already signed up, but without limiting yourself to this one, you know, let's say we keep the horizons broader. If you had to describe this next step in your career, how would you say that this would be different than what you've been doing so far? What would be, is there something that you would want to have? Yeah, what would be the edge, the next edge in your career for the next position? Without focusing on what you're just, the position you have right now, you know, I know it can be, can blur the reflection, but if you have to keep the horizons broader.\n\n[CLIENT 11:22] Right. I think I have to think about that and come back. And maybe that'll also be, I started this new role. I mean, I know that it will be consulting, but I'm not exactly sure of like how branding wise this company is going to be to differentiate themselves from like CFGI that I was previously at. I don't know, quite honestly. I'm not super proud to have this company, which I think is somewhat of an issue. I haven't sold myself on this role yet on this opportunity.\n\n[COACH 11:57] So you just mentioned the brand of the company. You're not convinced by their brand, right? I think it froze. Oh, sorry.\n\n[CLIENT 12:06] Oh, it froze for a second.\n\n[COACH 12:09] Oh, no, okay. So I heard you say, I'm not, you have something with the brand of that company, the new company, right? You say, ah, there's something that. What about your brand, your own brand? your own brand. Mm-hmm. How would you say, if you say I'm not that much aligned with their brand, how would you say, how would you describe your brand? Mm-hmm.\n\n[CLIENT 12:34] Yeah, I would say that I'm focused on, well, I'm positioning myself, at least on my LinkedIn profile as a finance and accounting leader based on like my cumulative amount of experiences in different aspects and areas, especially in\n\n[COACH 12:52] oh sorry it froze it when you said especially in and it froze\n\n[CLIENT 13:07] okay and life sciences in that industry yeah and then I wanted to position myself to continue being in that leadership kind of role and in that area of being with the decision makers of a company whether that be like the new role in consulting and helping like any future CEOs or CFOs and any of the middle or upper management of there.\n\n[COACH 13:37] Okay. So I hear you want to be in some sort of leadership position where decisions are being taken. You want to be at the upper level. If you were a person that you were looking at someone that is already in that position, What would you expect to see from that person if you look up online that person?\n\n[CLIENT 14:09] Oh, well, whatever their role is, their title of where they are, if it's like system controller or controller or CFO, stuff like that, like a history of that type of experience. if they have direct reports or just if they're managing teams in general and depending on like the size of the company that they're at.\n\n[COACH 14:39] Okay. And what would you expect to see as their interests, for example, or what they show online that they're interested in?\n\n[CLIENT 14:50] Probably other companies that are innovative and at like the cutting edge. Of those types of fields, maybe some motivational speakers to, yeah, or at least that's what I would expect.\n\n[COACH 15:06] So other companies, cutting edge, you know, to be on top of the game, right, to know what's happening out there, to show interest that these people, they know what is the latest trend in their field, right? Because when you have to make a decision on choosing someone and you have many viable options, well, the option of someone who seems to be really on top and, you know, following what's happening, well, I mean, that person goes with, you know, with an advantage, right? So why I'm saying that? Because we're going to be working on really getting this edge, you know, going to be with these little details. that can make a difference when you're aiming at the top, right? Because that's what you're saying you want to aim at. It's not entry-level position. It's not, you know, the general position. It's you want to be at a position that might, there might be competition, right? There would be competition, you know. So how to set yourself apart. And one thing that I could share with you that might not be in the actual right management document, you know, like giving you bonuses here. Okay. Is when people are going to be looking, for example, in your profile, because if you're aiming at a higher level, they will, they will search you up. They will look you up. You know, they will see who, who is that person, you know, before we hire them and pay them, you know, a big salary. So the section about, you know, you talked about, I would expect that person to follow, you know, the competitors, follow the leaders of the industry, follow them so that's one thing to the person will see okay who what is that person interested in you know what is she following what is she commenting on what is she posting about so so what i see and what you've posted it's it gives a sense of who you are as a person in terms of your values which is great i mean that as as a future employer you want to say okay is that person we see there's a humane you know aspect there's a no this there's some sensitivity a personal touch there's something you know they can connect on you on that level but now the question is will they connect with you on the level of what is she interested in that is related to what we're hiring her for right and is she on top of the game no is she following the right people is she following the top leaders in the industry. Is she posting stuff about that? Is she reposting stuff about that? So William is saying that is not, I understand, you don't want to start to post every day, for weeks, but sometimes it's not even the quantity, but it's more the quality. And people won't go in the history and say, you know, what has she posted for the past three months? I don't know. Sorry, you're still there. Are you still there? Oh, are we back?\n\n[CLIENT 18:23] Yeah, yeah, it froze for me.\n\n[COACH 18:26] Yeah, so what I was saying is that they won't necessarily look in the history for three months back, you know, but just the post that shows up when you look at a profile, that could be telling, you know, just to see, okay, well, what is that person, you know, saying about what is happening in the industry, in the field, you know, and so, you know, we're at the level of the little tiny details. Right? But it's the details that can make a difference. Also, maybe another piece of advice I can share is in the information part, you know, there's this description of you, which is great because it's brief, concise, yes. What would be interesting is, and you'll see in the document about the LinkedIn guide, they'll say, to put a few points, you know, of some of the accomplishments. And you wrote about this in the other document about, you know, the strength, the accomplishments. You know, you had a few things that you filled in that. I don't know. It froze again. Oh, sorry, it froze again. So there's a way to use that to just have a few. It could be like three points, two, three points. Don't have to, don't put many, you know, just a few, but to make sure that each of these points not only talk about an accomplishment, but tie it to a specific skill, strength, or value that is yours. So you don't want to have a line that is generic, you know, like any other accountant can kind of put because that, what value does it give you, but if it's something that is tied to one of your specific skills, strength, or value that is important to you, then it will make it Hannah. you know nobody else could have the same right and that's what we're looking for right at this kind of level of specificity so if if it's possible for you let's say for the coming week to to just look at the section information and the section no activity um and and like we said you know it's already great but we're at you know how to get this little edge you know that make it you get a little level higher you know yeah what what do you think about that yeah I think I can work on that next time yeah you feel it could be could be useful just because I don't want you to spend your time on things that if you don't see that it can really benefit you I think that there's possibility the possibility here of you know getting this little you know edge plus i see you have a recommendation that is really great yeah although those ones are old i don't know\n\n[CLIENT 21:29] if i should be reaching out for newer ones this point oh good point yes yes yes you're right\n\n[COACH 21:39] okay so you're asking yourself should i ask uh for recommendations\n\n[CLIENT 21:45] what do you think um i think it wouldn't hurt to probably have newer ones but yeah yeah it wouldn't\n\n[COACH 21:57] hurt maybe even could be good right uh so uh how would how would you go about that\n\n[CLIENT 22:06] i mean i think it's probably fine to ask the people that are already asked for\n\n[COACH 22:22] oh so sorry sorry i've never heard like oh sorry it froze so you said you said It wouldn't hurt to ask, and it got, sorry for that.\n\n[CLIENT 22:31] Oh, the people that I already identified as references for, to, yeah, to write something for me.\n\n[COACH 22:41] Sure. And if they can do that, and it shows, because, you know, when people do it on LinkedIn, you know, it's linked with their profiles, like, you know, like validated because it's, you know, people read that. They know it's coming from. Someone really wrote that. So sometimes it will even make it easier because then people, when they look at your profile, they're like, oh, well, you know, we already see what the reference would tell us. You know, so it's just like it puts them in a mental state psychologically that they, it's already positive, you know, even though they haven't contacted the references yet. Okay. And so, yeah, what, how can you make that happen in the coming day?\n\n[CLIENT 23:25] I think I could just follow up with either this week or next week of like to thank them for being a reference and then whether they would also feel comfortable of adding a recommendation on LinkedIn. Yes.\n\n[COACH 23:42] Yes, that's good. That's awesome. Yeah, yeah, yeah, yeah. Yeah, you have the open door. It's there. You just have to put the foot in it. So you have the good pretext to contact them. Yes. If you can even. know, share with them, you know, in your message, the link to your LinkedIn profile. So to make it easier for them, just to have to click on it, get on your profile. I think there's also the possibility that you can invite them to share, you know, a recommendation. So, you know, I might not invite them right away because it could seem a bit, you know, aggressive to, but if you ask by email, if they respond, like, sure, then it gives you the okay to ask them on LinkedIn because, you know, otherwise people, they will just forget about it. They have their lot of other stuff going on, right? Right. Probably the least of their priorities right now. So they might not do it. But if you give them this little nudge of adding them as a request, then you have better chances that they will do it. Okay. And also, well, the follow-ups, but you probably know that. You know, usually people, first time we ask something, people, they have their lives. It's busy. They don't do it. You know, quite often, second, third, fourth follow-up people will do it, right. Okay, sounds good, sounds good. So we have a few things lined up right now. So maybe the last thing, what about the, yeah, finding other opportunities? How do you go about that? How do you feel about that?\n\n[CLIENT 25:23] Yeah, I haven't been like that actively looking, but I think it's good now that I have the new resume that I can use to try and apply. Because I've been also holding off on applying to other places while this was being finalized for a new resume.\n\n[COACH 25:40] Yeah, yeah. Okay, okay. Well, you know, that's one thing. And in the same message that I followed you, forwarded you. you, you know, with the LinkedIn guide, there's also another document called using AI on your job search. Yeah. You know, they have like a few, you know, examples of prompts that you can use to, hold on is that. Yeah, the AI prompt sheet, yeah, it's called. And can use that to, yeah, sometimes, you know, dig up things that you might have missed or not seen or that could be also. useful to look through this week.\n\n[CLIENT 26:24] Yeah, I've been using the LinkedIn jobs feature a lot too, just because I think it is able to just pull together the informational in one place. So some of them have like the easy apply, but most of them have like you have to go to their website, the direct website and fill out the info. But it's good in terms of like having that tracker built in too, like places already applied to, and then you can already have the company information there.\n\n[COACH 26:54] Yeah, yeah, yeah, yeah, yeah. That's true. Yeah, yeah, yeah. And that's definitely good, bad. Yeah, I think with the prompts, what they're, but they have is, yeah, you know, sometimes finding companies that might not be there. But usually, you know, if you're looking for the big players, they would usually post their things. on LinkedIn, right? They won't. They won't be a, yeah, but could always be useful to make a few searches and sometimes find companies that, yeah, that we would not necessarily, yeah, I found on LinkedIn. And the other thing is, you know, if there's something about the brand, because you said, you know, I don't fit too much with the brand of this other company. Well, maybe with some AI prompts, you know, if you're describing what you're looking for, you know, as a culture of company and, you know, how the company presents itself and the value of the company and all. Oops. Sorry again for this.\n\n[CLIENT 28:17] It keeps freezing on my end. I don't know why for this session it's frozen a lot more than in the past.\n\n[COACH 28:24] Yeah, it's weird. I don't know if it's on my side. I'm a hard line. But so, yeah, what I was saying is by using these AI prompts and describing the culture of the company and the brand of the company that you would like, then they can narrow and possibly give you some examples of companies that could be worth looking into. And they might have positions open on LinkedIn, maybe not. And sometimes just having, you know, sending your application in some fields. accounting could be one, you know, they don't, they might be open to receive, you know, candidacies, even if they don't have a position open. They, you know, they can always look at it and, you know, they might have opportunities. That could be a good fit for you. Okay. So, for this week, Hannah, what's the action plan?\n\n[CLIENT 29:22] Um, yeah, I'm going to go through the LinkedIn in guide that you sent me for ways that I can update and then identify some other companies that I want to apply to that I can use my new resume. I think just also getting ready, hopefully, for my new job. So in terms of like follow up for maybe next week, probably like the Monday time frame is not going to work because if I'm starting on Monday, I'm going to make sure that I'm available.\n\n[COACH 29:54] for the job sure okay so what would be a better time for you it could be later also it could be\n\n[CLIENT 30:02] even at the end of the day or yeah maybe um we'll try um next um next thursday like towards the end of the day yeah okay that could work what would be good for you like do you have anything like four\n\n[COACH 30:24] Yeah, yeah, could be four, could be, yeah, it could be four, could be even five if you prefer to be out of the window of the working hours. But I can prefer, it could be four, yeah.\n\n[CLIENT 30:39] Yeah, let's try four for now for next week.\n\n[COACH 30:44] Okay, cool, awesome. So, four o'clock, four p.m. on July 7th on Tuesday.\n\n[CLIENT 30:54] July 2nd, yes.\n\n[COACH 30:58] 7th? Tuesday?\n\n[CLIENT 31:00] At 7th?\n\n[COACH 31:01] The 7th? Yeah, we're on the 29th today.\n\n[CLIENT 31:06] Oh, yes, yes. Oh, I was looking at the wrong week. Yeah. Yeah. Could we do? Yeah, okay. That's fine. We'll do the 7th, yeah.\n\n[COACH 31:16] Okay.\n\n[CLIENT 31:16] Four p.\n\n[COACH 31:17] Yeah. Awesome. Okay, let's do that, Hannah. Well, it was nice having this chat with you again this week. and looking forward for the, yeah, for the LinkedIn profile. And if you start Monday, well, I wish you a really good start. You know, we never know. You know, we have to look at this, you know, open-minded and, you know, maybe you'll like it. Who knows? Yeah. So let's give it a try. Cool, cool. Okay, well, have a nice week, Hannah.\n\n[CLIENT 31:47] Thank you, you, too. All right, bye-bye.","rapport_genere":"## Main Topics Discussed\n\nHere is a summary of the conversation between the coach and the client (Hannah), focusing on key points and action items discussed during the session:\n\n### **Summary of Discussion**\n\n**1. LinkedIn Profile Updates:**\n- The coach is working on updating their LinkedIn profile based on the guidance provided by the client.\n- The client emphasized the importance of aligning the profile with the coach’s professional goals and ensuring it is optimized for job searches.\n- The coach will also reach out to their existing references to request LinkedIn recommendations, which can enhance credibility and visibility.\n\n**2. Job Search Strategy:**\n- The coach has been holding off on applying to other jobs while finalizing their new resume. Now that the resume is ready, they plan to start applying to other opportunities.\n- The client suggested using the **AI Prompt Sheet** to help identify companies that align with the coach’s preferred culture, brand, and values.\n- The coach is already using the **LinkedIn Jobs** feature to find and track opportunities, including those that require applications via the company’s website.\n\n**3. Follow-Up and Next Steps:**\n- The coach will follow up with references this week or next week to request LinkedIn recommendations.\n- They will use the new resume to apply for jobs, focusing on companies that align with their goals and values.\n- The coach will also explore using AI prompts to find potential companies that may not be listed on LinkedIn but could be a good fit.\n\n**4. Next Session:**\n- The next session is scheduled for **Tuesday, July 7th, at 4:00 PM** (local time), to review progress on the LinkedIn profile and discuss any updates in the job search.\n\n### **Action Plan Summary (for the coach):**\n1. **Update LinkedIn profile** using the guide provided by the client.\n2. **Reach out to references** to request LinkedIn recommendations.\n3. **Apply to new opportunities** using the updated resume.\n4. **Use AI prompts** to find companies that align with the coach’s goals and values.\n5. **Track job applications** through LinkedIn Jobs and other platforms.\n6. **Schedule follow-up session** on **July 7th, 4:00 PM**.\n\n### **Key Takeaways:**\n- A strong LinkedIn profile and references can significantly boost the coach’s visibility and credibility in the job market.\n- Proactive follow-ups and leveraging AI tools can help identify new and relevant job opportunities.\n- Staying organized with the job search (e.g., tracking applications, using LinkedIn Jobs) can improve efficiency and results.\n\nLet me know if you'd like a visual summary or a checklist version of the action plan.\n\n## Personal Information Shared\n\nThe user is updating their LinkedIn profile and resume, looking for new job opportunities. They are following up with references to add recommendations on LinkedIn. They are planning to apply to other companies using their new resume and are considering using AI prompts to find suitable companies. They have a follow-up meeting scheduled for July 7th at 4 p.m.\n\n## Work Assigned Until the Next Session\n\nHere is a summary of the conversation between the coach and the client, Hannah, in a structured and clear format:\n\n## Date and Time of the Next Session\n\nHere's a structured summary of the conversation between the coach and the client (Hannah), focusing on key points, action items, and next steps, in a clear and concise format.\n","code_activite":null,"etape_coaching":"S7","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-29T13:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/236103664358138?p=nC1CHa7HVzfvSY8wJW","google_event_id":"162c8688-7334-11f1-904d-ae88615b48f3","courriel_suivi_sujet":"Rappel des points abordés et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Hui, \n\nJe tenais à rappeler que nous avons discuté de la mise à jour de votre profil LinkedIn, de votre stratégie de recherche d'emploi et de l'utilisation des outils AI pour identifier des opportunités alignées à vos valeurs. Vous vous engagez à mettre à jour votre profil, à solliciter des recommandations et à commencer à postuler avec votre nouveau CV. \n\nNous nous reverrons mardi 7 juillet à 16h pour faire un point sur ces actions. \n\nÀ très vite, \n[Signature à ajouter]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Hannah on LinkedIn profile optimization, Search Strategy and Networking (Search plan), and Using AI for Job Search as she prepares to update her LinkedIn profile and expand her job search using AI tools and targeted strategies. We agreed that for our next meeting I will review her progress on the LinkedIn profile updates and discuss any initial applications she has made using the new resume and AI prompts. We will meet again on Tuesday July 7 at 4:00 PM.","session_summary":"Updating LinkedIn profile in alignment with professional goals, applying to new job opportunities using the revised resume, and utilizing AI prompts to identify companies that match preferred culture and values.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":true,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":74,"total_words":4143,"has_timecodes":true,"pct_time_coach":75.1,"time_coach_sec":1424.0,"has_diarization":true,"pct_time_client":24.9,"time_client_sec":471.8,"coach_turns_total":37,"client_turns_total":37,"pct_questions_open":61.5,"pct_coach_questions":19.3,"coach_questions_open":8,"pct_coach_statements":80.7,"pct_questions_closed":38.5,"coach_questions_count":41,"coach_sentences_total":212,"pct_coach_interrupted":18.9,"coach_questions_closed":5,"coach_statements_count":171,"pct_client_interrupted":24.3,"coach_questions_unknown":28,"coach_turns_interrupted":7,"client_turns_interrupted":9},"stats_snapshot_at":"2026-07-07T19:57:23.765349Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"f545bee8-3e30-474e-bebc-d52dc9bdb3c8"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-29T14:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hello. Julia. Good morning. Good morning. How are you doing? I'm doing good. How are you doing? Yeah, yeah, yeah. Good, good, good. Yeah. You had the... nice weekend I yeah yeah I was doing a few different things so LinkedIn again After watching the tutorial there online, got feedback, first feedback for my resume. And just had a, you know, initial meeting to discuss that. So I did that. Yeah, I kind of wrote. a 30-second introduction there. It's just putting it all together, I guess. that I can do a few things. Do you mind if we look at the LinkedIn? Sure, sure, sure, well, I saw you sent me, yeah. Just because it seems like that's the platform that, you know, majority of the people are reaching out on as of late. I don't know whether that's like a local thing and I wasn't really, I thought, you know, there'd be more traction from just applying, but it just doesn't seem to be the case. hmm yeah yeah yeah uh so i see that you sent me so the resume with the comments yeah Yeah, and they highlighted a few changes. location okay and and how useful did you find that it was an interesting take uh just to look because i guess I mean, I still remember seeing a lot of resumes and writing some resumes based on the responsibilities. And after, you know, she had mentioned that that's no longer the case, I mean, it truly does make sense. It's all in fine. those right things to say of like what the true accomplishment has been so that it does look like a true resume I suppose like a true advertisement for the new position um and and based on on that but did you find things that were useful that you could transfer to the uh to the link so i just kind of need to sit down and like really think about it and you know find the right kind of words uh for for that um i i found it interesting she also mentioned that for the each year that you spend on the job you should have like one accomplishment because arguably it only takes well it takes some time essentially gain some traction on on seeing the results um so it does make sense but at the same time i i mean i i had way less focus on the jobs which she did like because it was only like you know a couple points here and there and then I had like bazillion on my last one it's like oh yeah that's because I'm trying to you know the jobs that are at that level and not the levels you know prior to that but yeah I just need to kind of fix it up i suppose yeah because i see what well you updated your picture is that right i did do that Yes. I mean, I guess I hit the trifecta of everything that you shouldn't have on a picture if you watch. of those videos you know it was from far away with a busy background uh i was smiling however but but you were in action right you were on I was, yes. I was a piece of equipment, yeah. But, you know, it's not like I'm looking for those kind of jobs either, because that was the biggest point. It was like you have to... ask for the job that you want to have. So if I'm looking for something managerial and not equipment running, which I wouldn't even qualify for technically, you know. it's uh yeah it was more like uh you know like i didn't really need to look for a job prior to that so it was a just a fun picture you know of a fun moment yes yes yes yes yes but it's true that that definitely yeah yeah this this one now speaks more to what you want to be yeah starting now okay okay um great so what where would you want to start with looking um it doesn't matter where honestly like maybe the um it kind of mentions in the video that you know the about section is the probably of the most importance um and then you know like the experience one i don't even know like i asked a few people for recommendation um just because uh it kind of mentioned that i should have about three just to validate the achievements, I suppose, that I've had so that someone can you know write something it is awkward though like I am really struggling asking for something like that so it's like you know I asked the contractor for one someone who I onboard it and while you know we were working on our business unit he actually managed to secure a full full project like full um like entire business essentially in manitoba so it's it kind of worked out so i thought maybe like It just would be a different take on that and someone who was directly reporting into me. But everything else, like it's, you know, it's ready mix business. Not a lot of people. have linkedin you know not all supervisors have linkedin so now i'm left with what you know like a couple of people who had uh well like terminated near eight so it's like well they cannot provide a uh a resume which they said like we cannot provide one from a company but you know if need be we can provide a personal one well okay that doesn't help for my LinkedIn profile yeah yeah and I don't even know how important that is that is is it you know um recommendation on LinkedIn page like do people look at stuff like that well if you have because because there's this function to have actual recommendation you know that people will go and you see there's a section with recommendation with the name of the person and the photo and so this is really a way to see that people vouch for you, right? That they're up to the point that they're willing to publicly show themselves. as being the voucher of you so so if someone is willing to go to that extent it really says something right and and as you say there might not be a lot of people, even the superior, you know, superiors who have LinkedIn profile, as you said. So imagine if someone had one, and if someone even. has recommendations from people, you're adding all those layers that show that you're standing out of the pack. So, I mean, that would definitely not be something that would go against you. You know, it's something that can only add, right? so everything that you can do that adds this little you know this little edge that you can go and and get um for sure it's it's it's value so we're looking for everything that can set you apart so what i so yes if you can have people that can accept to vouch and to do it through the function of linkedin this is this would be great i see that you're in for you you followed quite well the i think the uh the best practices you know with having those accomplishments with the percentages, like we discussed, to have something that shows that, you know, what's the kind of impact? that you can have right um i'm just looking through the notes uh i think i had to send you i think i didn't send it of what we discussed last time of you know what stood out of our discussion and i think that probably some of them i see that can are already there in what you wrote you know in the I'm talking about the portion at the top of the LinkedIn profile where you explain the information. Because often people will go see that. And the more concise, even the one you have, I think is maybe a little long, but not so much, but because people will skim through. you know they will look through this so i think it's great to put the little emojis and the check marks because because people will want to look through this so maybe something Stole the format from one of the examples that they have had. Yeah, yeah, yeah, yeah. So that's great because, you know, with short paragraphs, people will go quickly. But every... you want to make sure that stands out uh has to stand out and and when i'm looking uh what we were discussing last time so there was something I want to use my analytical thinking to make businesses better and improve efficiency. This was something we discussed. There was, I thrive in fast-paced environments. where I can contribute to building and improving organizations. I have a strong commitment to organizations and a role I take with them. I'm motivated by the desire to create positive change. I demonstrate perseverance and the ability to see projects through the successful completion. I have a track record of leading and... influencing teams through strong leadership and social engagement and capable of transferring my skills and accomplishments to new contexts and businesses. And I'm willing to take initiative and proactively shape my professional environment. So how does that sound when I tell you? all of these points? Relatable. Uh-huh. Uh-huh. Okay. Okay. Well, that's great, because it was taken from what... But as you can see, it's all worded in a way that it shows how it can bring value. to the employee right right to the other person because you're selling yourself to to them right so and you want to make sure that you stand out of um like said we stand up of the pack um so yeah so maybe and i'm looking at what you wrote uh yeah there might be some of these points maybe that could fit somewhere and and what about because you're exploring opportunities a person management, building hyper-forming teams, I remember to build business results. Okay, okay. Yeah, I don't know if there could be something about because we're talking here about the role. and the kind of impact you want. I just wonder if, can that be a little vague? you encompass a lot of things in that sorry which the the second to last paragraph is currently exploring opportunities in So you have a list of different things, right? Mm-hmm. It's out of desperation. just to be honest right it's like it's just so many different things just hoping to you uh yeah to to get something yeah so to to what is to look at this either if it's possible to encompass all of these in maybe a broader category that you know to have one that something that is, even if it's broader, but seems to be less of a shop grocery list. of multiple things because it's true that that it might give the impression by having multiple things even though they are all quite related right but operations management, personal excellence, continuous improvement. Yeah, a personal excellence, continuous improvement. We can get that it's similar. No, it gets. to so if there's something maybe that can uh yeah be the overarching theme that you can say like i want to be working in this which seems like bit more confident into where do i believe i can bring value you know and and and be more direct on that that could be maybe one thing Yeah, because there was something like operations and project leadership, because it seems like it's vague enough that it. could encompass what whatever well you see yes if if you could put down that say instead of the list but still be where I can come continue building okay uh this is good and then real business and maybe i think something i would think in the end that would touch on the point of the what you mentioned about the operational excellence and continuous improvement, because this can sound like. the impact you want to have in the organization, right? So if it's something that you can still insist on, without having it in a list of different roles we want to have, but also presenting it as the kind of overarching impact you want to have is is to reach this operational excellence you know and and because because i hear from what you're saying by wanting to take the pmp courses and getting certified and all, wanting to have a kind of role that will have more of this. this kind of structural impact you want to have on organizations and seem to be more like a higher level of role and responsibilities, right? um so so i think it's it's still something that that is important to i think to see that this part of the uh the continue because it speaks to the kind of role you would want to have, right? But I would maybe put it more in maybe towards the end where you're talk about, well, I would like to have this kind of role that has this kind of impact, and where you said, where I want to contribute building high-performing. teams, delivering business results. So either adding, you know, something like that, while, you know. while aiming for personal excellence or something like that while improving processes and things like that. that that will show like the way you want to achieve it which is by actually by by aiming to this excellence and improvement right um so that could be one thing um what else uh-huh and yeah I'll do this there, okay. So maybe another comment, like the fourth point, so you said you let multi-site operations through major disruption. while maintaining customer service and production continuity. So, you know, maintaining customer service and production continuity seems like... kind of the default, like what you would expect someone to do, right? Less than that would be like, I'm not quite doing it well, right? uh so maybe i i would look at how could there be maybe something about how you did it that would set you apart so i am okay maybe it could be maybe what i'm saying is a bit challenging but but maybe as add something that is um Yeah, like, yeah, one of your qualities that could shine on this, because every of these points has to... But if you want to put it there, and it takes space, so every space you're taking in that section has really to say something about you and to say something about how how you show up, how you shine in that. Well, truly it's the same thing that I had in a resume had happened here, I suppose. Cause then you just almost you know you do the buzzwords without really like writing out the accomplishments or how you did it and then it just takes space on a resume but yeah like it's um i guess i'll have to think about it more and how i can rewrite it so that it is has a little more value to it yeah because because it really has to be when you read the point it has to be how is it that this is talking about julia more than anyone else. You know, so it has to make sure that it cannot be seen as something that could be seen in another profile, right? Because if you're writing it, it's because it's... is you, so how to set it apart. And I think that by using the strengths, you have to go back to the exercise about the strengths. Or in a .. it this time if i'll send you the notes from last time by picking up on some of those keywords that are more about you you know that are not generated by you know could have been generated by ai or took from examples you know it's it's really more about about you uh so i think that this last point could maybe benefit from having one of, just to add in there one of your key strengths, for example, that contributed to that. um yeah because it's all about the not about necessarily the how because you don't have the be to write you know i've done this and this is how i did it but the why you know why was it that it was you than anyone else that could contribute to that so the why is more about the the strength the value um that that speaks about you Right? Mm-hm. . . . Like, for example, could be something around, like, demonstrated, you know, this. skill or this strength to reduce, let's say, contractor spending by approximately. So to have to always tie it to something that is uh specific to you you know that strength that skill that um so it's the idea behind that is to always make sure that when someone reads it they don't say like oh okay well yeah this is something that someone else could have done right but but when you say well it's I did it Because of that, you know, then people could be like, okay, so that we can see what sets that person apart. Yeah, what do you think about that? Mm-hmm. Okay. Yeah, I'll definitely work on that a little bit. Mm-hmm. and i see that that's really great you had like the uh yeah the post um yeah maybe one thing about that because you're right that it's probably less critical than for other kinds of positions or industries, let's say, but at the same time, you said it yourself, you're in for a different kind of role you know and a different level so how to act as you're already there Some people say, well, fake it till you make it. But if you put yourself in this mindset and show yourself as being already in that level. it would be more of a natural for people to see your candidacy and be like well yeah i mean that that person definitely fits the role doesn't yeah not to look great as a strict rule for me but something that is a natural fit for sure so question for you how would if you were to go on profile of someone that would that would be in that kind of role of you know doing optimization of processes you know and and this change management and doing project management what would you expect that person to show like or what would you expect the person to to talk about to say about you know what i don't know i'm not necessarily the one that goes on profiles to be quite honest um i don't like the concept of like creeping on people and then they can see that i looked at them and then it's awkward and maybe i should do like a little bit of an investigation of some sort just to see what the what other people put um i mean sometimes you click on something like randomly by accident and then i've seen but i can't really say that i've seen any profiles that stood out to me much It was very generic and vague, if anything, what I had noticed. Even the one that my boss has. you know, his counterpart are in a different division. So it's very, very vague. Well. three things in what you just said. Well, first of all, to get this settled, when you are here, I don't want to, I don't like people to see that I was talking. page now i see that you have a premium account right i see you have the linkedin uh this costs money julia you know it's quite expensive You may as well use it, right? You pay for it. And there is a function in the settings that can hide your name. you go visit other pages okay so you know because i i feel the same as you i don't want people to because i see when people look at me They're like, ah, I know that's weird. This person, why did that person came to see me? So I don't want other people to feel like that, right? I understand you. But when you activate that, they will... will see someone from the industry saw your profile. They won't see your name. So maybe that could help for you to just feel less. awkward if you go stalking with people right so that's one thing but wouldn't they have premium wouldn't that override it and they still see it or not no no okay that's the thing so see that's why i wanted to mention it the second thing you said Yeah, I looked at my boss, I looked at other people, and they don't have that much of a, that's okay. So it's great to compare yourself to these people. But the other question is, they're not looking for a job. They're not looking for a job. And where do you aim? Do you want to be like them? or or can you be better yeah right and and and at this point i would say like oh better is not bad right if you want to aim over them know and maybe you'll be seen as confident as being i'm at that level now you know right and the third thing is when you said i didn't see much other profiles and I don't know where I'm wanting to go with my question is, when you look at the activity section and the posts that you've made, so I see that you've knew. you know it's great we talked about things uh well some things about through the third and reconciliation commission that this is great shows some of your personal values and you know something about about this parade okay and join things about the team so that's great um and talking about this leadership program okay so this is all very positive uh and you know see comments there's not much comments there so if if you wanted to have something optimal it would be how how would i put myself in the shoes of someone who is at the level that i'm aiming at what would be the kind of of posts they would like what would be the kind of comments they would make what would be the what would they talk about on LinkedIn so if you're saying about okay I want to be seen as as you know someone who wants to be a kind of expert, because that's how we want to present ourselves, in change management, project management. in in processes optimization well then it has to show also you know so if if there are things that that you start to join to follow pages or groups that talk about these topics and then you can find you don't need to have a dozen you know but it could be two or three things that you find in those groups that you say oh okay maybe i'll repose that because it it shows that i'm interested in that topic it's not just that i say i am i sure i am you know so there's two things because people that try to sell themselves they can see a lot of things but when if the the the recruiter is is smart enough they will say i want to look to see beyond what the person says what does the person do you know it's good things because some anyone anyone can can sell themselves and and you their way you know and say like oh yeah yeah i want to do this i want i'm interested into this and that Okay, well, show me. How do you show that you're interested, really, in those topics? One way, and it's not the only way, it's not the perfect way, but one way is, okay. well what what does a person know concretely shows that that she's interested in you know so one way to show it you know you don't have a lot of ways to show to the person but one way is well what what what do i like what do i what i do i share what do i comment on and if if you can I have a few of those posts or comments that are more specifically linked to what would comment like. propose someone who would be in that position that you want, well, it just shows that you're kind of already there, you know, you see yourself as already there. So it's a little detail, but, you know, someone would go through the profile and say, huh, okay, so I see that, you know, this person talks about she wants to do this. already know following pages about this topic she's posting things about this topic okay okay I mean that sets apart from someone else who would say i want to do this and and doesn't say anything about it you know it's just like this little difference that we're trying to get what do you think about that Well, it's going to be a challenge for me, let me tell you. And the reason behind it is that even in like private social media, I don't really post it. and I'm by really I mean like I never post anything all of those things are empty and I mean I enjoy like I don't even have Facebook I have Instagram but I just like you know watching someone else's stories and that's about that so I'm fairly like a private kind of person and I think like my biggest downfall with uh with the school situation was uh like networking truly because i felt too awkward to engage in you know conversations and now realistically i'm looking for job but nobody's really like knows me you know and that's and and now i'm starting from scratch as if i'm from like a completely different you know planet yeah So you say, I'm starting from scratch. So there's an opportunity there. You can decide what is it that you want to be at this point. if you're starting from scratch and you're saying I don't like to post things what what what would you say makes it that you're more reluctant to post things online? I guess, I don't know, just being a private person. I suppose you know just I mean and sometimes you you see someone posting something like really silly and whatever like gonna shake your head then that's that's that and i mean i don't want to be in that position don't get me wrong i mean sure can't please everyone so of course you know it's going to be silly for There's someone. and maybe it will resonate with someone else. So I always reserved it for, you know, things that were, you know, important and something that I was proud of, which was. um, you know, essentially like events that I, uh, I did and something that I stood for, um, you know, unfortunately I'm in open. position to be adding on to it as of right now so and that's why I'm just struggling with finding something that I can truly talk about yeah so so there's something about this concern about the judgment. You say, I don't want to have something silly and people, what would they think about it? Which I totally didn't understand. We're in the same... the same team here. Now, what about if what you were sharing could be something that is more of neutral? So for sure, nothing is 100% neutral from the get go. When you share something, it shows that you're interested into this more than that. But if it was something that has a low risk of being a judge, you know, so like, like, for example, you know, if it's to. repost something that was posed somewhere. And that could be, you know, that could come from some sort of authority. You know, if it's from a page from... i know uh an author uh from you know this field of process management optimization that you're reposting that is So it's a low risk because it doesn't really show what, you know, things that could be seen as being silly, right? Because it's really neutral. professional So so I don't that yeah, do you see the difference between the two right? yeah no i'd be more comfortable with that i suppose something that is um yeah just something generic like that yeah yeah and and and and just having something generic like that it shows activity it shows that you're interested into this it's a it doesn't come you in any way it just adds value it just shows see you know i'm i'm i'm interested in that i found that interesting and i want to by sharing it i want to share with my community that i found that interesting so the fact that you found it interesting for sure it's it's it's one way of taking a stand, you know, saying, well, you know, pick this out of something else. So maybe a challenge could be, how will I be perceived? that I chose that out of something else, right? So that's why I say if it can come from some authority or some pages that talk about this topic or- or, you know, and that is already kind of pre-filtered. So your risk goes down. So yeah, just to show activity about, actually is to demonstrate that you genuinely are interested in and if it is and if it's the case well i mean one way to use your time uh amongst many things that you're probably doing right now but one way to use your time could or should be that you start to follow or to learn. about what is being said in that field in that community that you know about those topics so even for your own curiosity would be useful to see what's out there. Because it's one thing taking, let's say, the PMP course certification or taking courses, you seem to be really, you know, interested and having this craving of learning of stuff so that it's one thing learning from the theory but also following what's being said there about these topics is also another way also to learn about what's the current state of the .. knowledge and the discussion about these topics and could be helpful if you get to an interview, sometimes to be able to drop in the interview a few things. that you've seen that are like the current trends about process optimization, about, oh, you know, I've heard about this or I've read about this and I know about this. current trend. So just to show the employers that, oh, this person not only knows about the basics and the theory of that, but shows that she's up to date about this. And to share some of those posts on your LinkedIn is a way to say that. i i i i yeah i'm i'm up to date with what's happening in that in that field you know i keep myself connected with what's what's what's alive you know that's uh-huh okay so could that be a challenge if you uh during the coming weeks to the coming week to see okay what what and even if you don't find things to share is that I don't want to pressure you because it has also to come from a place that you're comfortable, but just to maybe start to find, to look around what could be places that I could follow, could get information from that are relevant to what I want to do. Okay, sounds good. that's good all right uh cool so what when would be our next time julia to uh let me see how about Maybe 9 o'clock again next Monday, the 6th? Yeah, just a... do you think we can make it 10 because you would it be possible to do tuesday then um because actually we have something in the morning all that week or in the afternoon if not possible at 10. um no let's do 10. i'll i'll shift some things around all good okay okay so we'll keep monday monday Cool, cool. So I'll send you an invite. Yeah, I'll try to be more proactive this time because this week I had family. over last week, all week, and it was quite challenging to send. So I send you the invite a little bit later in the week. But I'll try to do this today or tomorrow. so you'll get it early on. Sounds good. That's good. Cool, cool, Julien. Well, it was nice to have this little update. And if you can look. this week to see what you can follow, what you can start to see what's being said out there. Just to have this sense. of what's happening and and then maybe some of the things will pop up and you'll be like oh okay that's something interesting and i would feel comfortable in sharing that you know just just to have a gauge of that for sure cool okay let's do that julia have a nice week\n\n=== Enregistrement live du 2026-06-29 14:02 ===\n\n[COACH 00:02] Hello, Julia. Good morning. Good morning. How are you doing? I'm doing good, how are you doing? Good, good, good. Yeah, you had the nice weekend.\n\n[CLIENT 00:21] Yeah, I was doing a few different things. I reviewed my LinkedIn again after watching the tutorial there online. line, got feedback, first feedback for my resume, just had a, you know, an initial meeting to discuss that, so I did that. Yeah, I kind of wrote a 30-second introduction there. Yeah, it's just putting it all together, I guess, so that I can do a few things. do you mind if we look at the LinkedIn\n\n[COACH 01:06] sure sure sure well I saw you sent me\n\n[CLIENT 01:10] just because it seems like that's the platform that you know majority of the people are reaching out on as of late I don't know whether that's like a local thing and I wasn't really I thought you know there'd be more traction from just applying but it just doesn't seem to be the case\n\n[COACH 01:29] Yeah. Yeah, yeah, yeah. So I see that you sent me, so the resume with the comments. Yeah. And they highlighted a few changes. Okay. And how useful did you find that?\n\n[CLIENT 01:54] It was an interesting take just to look. Because I guess. I mean, I still remember seeing a lot of resumes and writing some resumes based on the responsibilities. And after, you know, she had mentioned that that's no longer the case. I mean, it truly does make sense. It's all in finding those right things to say of like what the true accomplishment has been so that it does look like a true resume, I suppose.\n\n[COACH 02:28] like a true advertisement for the new position and and based on that did you find things that were useful that you could transfer to the to the link so I just kind\n\n[CLIENT 02:46] of need to sit down and like really think about it and you know find the right kind of words for for that I found it interesting she also mentioned that for the each year that you spend on the job you should have like one accomplishment because arguably it only takes well it takes some time essentially to gain some traction on on seeing the results um so it does make sense but at the same time i i mean i i had way less focus on the previous jobs which she did like um because it was only like you know a couple points here and there and then i had like bazillion on my last one it's like well yeah that's because because I'm trying to gain, you know, the jobs that are at that level and not the levels, you know, prior to that. But, yeah, I just need to kind of fix it up, I suppose.\n\n[COACH 03:42] Yeah, because I see what, well, you updated your picture. Is that right?\n\n[CLIENT 03:46] I did do that, yes.\n\n[COACH 03:49] Yeah, yeah, yeah.\n\n[CLIENT 03:49] I mean, I guess I hit the trifect of everything that you shouldn't have on a picture. if you'll watch one of those videos. You know, it was from far away with a busy background. I was smiling, however.\n\n[COACH 04:06] But you were in action, right? You were on. I was, yes.\n\n[CLIENT 04:10] I was on a piece of equipment, yeah. But, you know, it's not like I'm looking for those kind of jobs either, because that was the biggest point. It was like you have to ask for the job that you want to have. So if I'm looking for something managerial and not equipment running, which I wouldn't even qualify for technically, you know. It's, yeah, it was more like a, you know, like I didn't really need to look for a job prior to that. So it was just a fun picture, you know, of a fun moment.\n\n[COACH 04:40] Yes, yes, yes, yes, yes. But it's true that definitely, yeah, yeah, this one now speaks more to what you want to be.\n\n[CLIENT 04:47] Mm-hmm.\n\n[COACH 04:47] Starting now. Okay, okay. Great. So where would you want to start with looking at it?\n\n[CLIENT 04:55] It doesn't matter where, honestly, like, maybe the, it kind of mentions in the video that, you know, the about section is probably of the most importance. And then, you know, like, the experience one. I don't even know, like, I asked a few people for recommendation. Just because it kind of mentioned that I should have about three just to validate the achievements, I suppose. that I've had so that someone can, you know, write something. It is awkward, though. Like, I am really struggling, asking for something like that. So it's like, you know, I asked a contractor, for one, someone who I onboard it. And while, you know, we were working on our business unit, he actually managed to secure a full project, like full, like entire business, essentially, in Manitoba. it's it kind of worked out so i thought maybe like it just would be a different take on that and someone who was directly reporting into me but everything else like it's you know it's it's it's very mixed business not a lot of people have linked it you know not all supervisors have linked so now i'm left with what you know like a couple of people who had uh well like terminated near eight so it's like well they cannot provide a uh a resume which they said like we cannot provide one from a company but you know if you'd be we can provide a personal one well that doesn't help for my LinkedIn profile yeah yeah and i don't even know how important that is that is is it you know um recommendation on LinkedIn page like do people look at stuff like that well if you have\n\n[COACH 06:46] because because there's this function to have actual recommendation you know that people will go and you see there's a section with recommendation with the name of the person and the photo and so this is really a way to see to see that people vouch for you right that they're up to the point that they're willing to to publicly no show themselves as being the voucher of you so so if someone is willing to go to that extent it really says something right and and as you say there might not be a lot of people even the superior you know So you have LinkedIn profile, as you said. So imagine if someone had one, and if someone even has, you know, recommendations from people, you're like adding all those layers that show that you're standing out of the fact, right? So I mean, that would definitely not be something that would go against you. You know, it's something that can only add, right? So everything that you can do that adds this little, you know, this little edge that you can go and get, for sure, it's added value. So we're looking for everything that can set you apart. So yes, if you can have people that can accept to vouch and to do it through the function of LinkedIn, this would be great. I see that for you, you followed quite well the, I think the best practices, you know, with. having those accomplishments with the percentages, like we discussed, to have something that shows that, you know, what's the kind of impact that you can have, right? I'm just looking through the notes. I think I had to send you. I think I didn't send it. Of what we discussed last time, of, you know, what stood out of our discussion. And I think that probably some of them I see that can already there in what you rose, you know, in the, I'm talking about the portion at the top, you know, of the LinkedIn profile when you, where you explain the, the information, because often people will go see that. And the more concise, even the one you have, I think is maybe a little long, but, but not so much, but because people will, will skim through, you know, they will look through this. So I think it's great to put the little emojis and the checkmarks because people was going to look through this. So maybe some...\n\n[CLIENT 09:17] Yeah, I completely stole the format from one of the examples that they have happened.\n\n[COACH 09:22] Yeah, yeah, yeah, yeah. So that's great because with short paragraphs, people will go quickly, but everything you want to make sure that stands out, has to stand out. And when I'm looking, what we were discussing last time. So there was something about, I want to use my analytical thinking to make businesses better and improve efficiency. This was something. with this cause. There was, I thrive in fast-paced environments where I can contribute to building improving organizations. I have a strong commitment to organizations and a role I'm motivated by the desire to create positive change and drive improvements. I demonstrate perseverance and the ability to see projects through successful completion. I have a track record of leading and influencing teams through strong leadership and social engagement and capable of transferring my skills and accomplishments to new contexts and businesses, and I'm willing to take initiative and proactively shape my professional environment. So how does that sound when I tell you all of these points?\n\n[CLIENT 10:32] Relatable.\n\n[COACH 10:34] Uh-huh, uh-huh. Okay, okay. Well, that's great because it was taken from what we discussed. So that's fine. But as you can see, it's all. worded in a way that it shows how it can bring value to the employee, right, to the other person, because you're selling yourself to them, right? So, and you want to make sure that you stand out of, like I said, you'd stand up of the pack. So yeah, so maybe, and I'm looking at what you wrote, yeah, there might be some of these points maybe that could fit somewhere. And what about, because you're exploring opportunities and person management for such a non-da-da-da-da-da, building, how-performing teams, and remember to build business results. Okay, okay. I don't know if there could be something about, because you're talking here about the roles and what kind of impact you want. just wonder if can that be a little vague like like as you encompass a lot of things in that sorry which the second to last paragraph is the current thing's pouring opportunities in\n\n[CLIENT 12:08] so you have a list of different things right it's out of desperation just to be honest right it's like It's just so many different things, just hoping to, yeah, to get something.\n\n[COACH 12:26] Yeah. So two ways to look at this. Either if it's possible to encompass all of these in maybe a broader category. No, to have one that something that is, even if it's broader, but seems to be less of, you know, of shop grocery list. Right. A multiple things because it's true that it might give the impression by having multiple things, even though they're all quite related, right? But operations management, personal excellence, continuous improvement. Yeah, operational excellence, continuous improvement. We can get that it's similar. You know, it gets to, so if there's something maybe that can, yeah, be the overarching team that you can see like, I want to be working in this, which seems like a little bit more confident into where do I believe I can bring value and be more direct on that. That could be maybe one thing. Yeah, because there was some...\n\n[CLIENT 13:32] Something like operations and project leadership, because it seems like it's vague enough that it could encompass whatever.\n\n[COACH 13:41] Well, you see, yes, if you could put that, say, instead of the list, but still be where I can continue building, okay, this is good, and it will go into real business. And maybe I think something I would think at the end in relation, that would touch on the point of what you mentioned about the operational excellence and continuous improvement. Because this can sound like the impact you want to have in the organization. So if it's something that you can still insist on without having it in the list of different kind of roles we want to have, but also presenting it as the kind of overarching impact you want to have is to reach this operational excellence. Because I hear from what you're saying by wanting to take the P&P courses and getting certified and all. wanting to to have a kind of role that that will have more of this this kind of structural impact you want to have on organizations and seem to be more like a higher level of role and responsibilities right so so I think it's still something that that is important to I think to see that this part of the the continuous improvement because it speaks to the kind of role we would want to have, right? But I would maybe put it more in the, and maybe towards the end where you talk about, well, I would like to have this kind of role that has this kind of impact, you know, and where you said, you know, where I want to contribute building high-performing teams, delivering real business results. So either adding, you know, something like that while, you know, while, you know, while aiming for, for personal excellence or something like that while improving processes and things like that, that would show like the way you want to achieve it, which is by aiming to this excellence and improvement. So that could be one thing. What else? And you have the list there. Okay. So maybe another comment, like the fourth point. So you said you let multi-side operations through major disruptions while maintaining customer service and production continuity. So maintaining customer service and production continuity seems like kind of the default. Like what you would expect someone to do, right? less than that would be like i'm not quite doing it well right uh so maybe i would look at how could there be maybe something about how you did it that would set you more apart so i'm okay maybe it could be maybe why i'm saying is a bit challenging but but maybe as add something that is um yeah like uh yeah one of your qualities that could shine on this Because every of these points has to, if you want to put it there and it takes space, right? So every space you're taking in that section has really to say something about you, to say something about how you show up, how you shine.\n\n[CLIENT 17:31] Well, truly, it's the same thing that I had in a resume had happened here, I suppose, because then you just almost, you know, you do the buzzwords without really like writing out the accomplishments or how you did it and then it just takes space on a resume. But, yeah, like, it's, I guess I'll have to think about it more and how I can rewrite it so that it has a little more value to it.\n\n[COACH 17:56] Yeah, because it really has to be, when you read the point, it has to be, how is it that this is talking about Julia more than anyone else? So it has to make sure that it's not, can then be seen as something that could be seen in another profile, because if you're writing it is because it's you, right? So how to set it apart. And I think that by using the strengths, you know, if you go back to the exercise about the strengths, or, and I'll do it this time, I'll send you the notes from last time, by picking up on some of those keywords that are more about you, you know, that are not generated by, you know, could have been generated by AI or took from examples, you know, it's really more about you. So I think that this last point could maybe benefit from having one of, just to add in there one of your T strength, for example, and that contributed to that. Yeah, because it's all about the, not about necessarily the how, because you don't have the space to write, you know, I've done this and this is how I did it, but blah, blah, but the, the why you know why was it that it was you more than anyone else that could contribute to that so the why is more about the the strength the value that that speaks about you right like like for example could be something around like demonstrated you know this skill or this strength to reduce, let's say, contractor spending by approximately, you know, so to have to always tie it to something that is specific to you, you know, that strength, that skill, that. So it's the idea behind that is to always make sure that when someone reads it, they don't see like, okay, well, yeah, this is something that someone else could have done. right but but when you say well it's i did it because of that you know uh then people could be like okay so that we can see what what sets that person you know apart yeah what do you think about that okay yeah i'll definitely work on that a little bit and i see that that's really great you had like the uh yeah the post um yeah maybe one thing about that uh because you're you're right that you know it's probably less critical than for other kinds of of positions or industries let's say uh but but at the same time you said it yourself you're aiming for a a different kind of role, you know, in a different kind of level. So how to act as you're already there. Some people say, well, they can tell you make it, but if you put yourself in this mindset and show yourself as being already in that level, it would be more of a natural for people to see your candidacy and be like, well, yeah, I mean, that person definitely fits the role.\n\n[CLIENT 21:45] Yeah, not to look for me as a structural for me, but something that is, yeah, a natural fit for sure.\n\n[COACH 21:52] So a question for you. How would, if you were to go on a profile of someone that would be in that kind of role of doing optimization of processes and doing this change management and doing project management, what would you expect that person to show like? Or what would you expect the person to talk about, to say about?\n\n[CLIENT 22:23] You know what? I don't know. I'm not necessarily the one that goes on many profiles, to be quite honest. I don't like the concept of, like, creepy on people. And then they can see that I looked at them, and then it's awkward. And maybe I should do, like, a little bit of an investigation of some sort just to see what other people put. I mean, sometimes you click on something like random way by accident. And then I've seen, but I can really say that I've seen any profiles that stood out to me much. It was very like generic and vague, if anything, what I had noticed. Like even the one that like my boss has or, you know, his counterpart in a different, you know, in a different division. So it's very, very vague.\n\n[COACH 23:16] Well, three things in what you just said. Well, first of all, to get this settled, when you, I hear I don't want to, I don't like people to see that I, you know, stock on their page. Now, I see that you have a premium account, right? I do.\n\n[CLIENT 23:31] I do.\n\n[COACH 23:31] This costs money, Julia, you know. It's quite expensive. You may as well use it, right? You pay for it. And there is a function in, the settings that can hide, can hide your name when you go visit other pages. So, uh-huh, you know, because I feel the same as you. I don't want people to, because I see when people look at me and they're like, ah, you know, that's weird, this person, why did that person came to see me? So I don't want other people to feel like that, right? I understand you. But when you activate that, they will see someone from the industry saw your profile. they won't see your name so maybe that could help you know for you to just feel uh less awkward if you go stalking people right so that's one thing but what if they have me and wouldn't that\n\n[CLIENT 24:25] override it and they still see it or not no no okay no that's a thing so see that's why i wanted\n\n[COACH 24:34] to mention it the second thing you said um yeah i looked at my boss like look at other people and you know they don't have that much of a that's okay so it's great to compare yourself to these people but the other question is not looking for a job and where do you aim do you want to be like them or or can you be better right and at this point I would say like oh better is not bad right if you want to aim over them you know and maybe you'll be seen as confident as being I'm at that level now, you know? Right. And the third thing is when you said, I didn't see much other profiles, I don't know much, where I wanted to go with my question is, you know, when you look at the activity section and the posts that you've made, so I see that you, you know, it's great. You talked about things, well, some things about through the, Thurden Reconciliation Commission, that is great, shows some of your personal values. And, you know, something about, about this parade, okay, and showing things about the team. So that's great. And talking about this leadership program. Okay. So this is all very positive. And, you know, see comments. There's not much comments there. So if you wanted to have something optimal, it would be how would I put myself in the shoes of someone who is at the level that I'm gaming at, what would be the kind of posts they would like? What would be the kind of comments they would make? What would be the kind of, what would they talk about on LinkedIn? So if you're saying about, okay, I want to be seen as, you know, someone who wants to be a kind of expert, because that's how we want to present yourself in change management, project management in processes optimization, well, then it has to show also. So if there are things that you start to follow pages or groups that talk about these topics, and then you can find, don't need to have a dozen, you know, but it could be two or three things that you find in those groups that you say, oh, okay, maybe I'll repose that because it shows that I'm interested in that topic. It's not just that I say I am, I show I am. So there's two things because people that try to sell themselves, they can see a lot of things. But if the recruiter is smart enough, they will say, I want to see beyond what the person says. What does the person do? You know, it's two things. Because anyone can sell themselves and you bullshit their way, you know, and say like, oh, yeah, yeah, yeah. I want to do this, I'm interested in this and that. Okay, well, show me. How do you show that you're interested really in those topics? One way, it's not the only way, it's not a perfect way, but one way is, okay, well, what does a person completely show that she's interested in? So one way to show it, you know, you don't have a lot of ways to show to the person, but one way is, well, what do I like? what do I share? What do I comment on? And if you can have a few of those posts or comments that are more specifically linked to what would comment like or post someone who would be in that position that you want, well, it just shows that you're kind of already there. You know, you see yourself as already there. So it's a little detail, but you know, someone would go through the profile. And so I see that, you know, this person talks about she wants to do this and she's already, you know, following pages about this topic. She's posting things about this topic. Okay, okay. I mean, that sets apart from someone else who would say, I want to do this and doesn't say anything about it. You know, it's just like this little difference that we're trying to get. What do you think about that?\n\n[CLIENT 28:57] Well, it's going to be a challenge for me, let me tell you. And the reason behind it is that even in, like, private social media, I don't really post anything. And I mean, by really, I mean, like, I never post anything. All of those things are empty. And, I mean, I enjoy, like, I don't even have Facebook. I have Instagram, but I just, like, you know, watching someone else's stories. And that's about that. So I'm fairly, like, a private kind of person. And I think, like, my biggest downfall with this whole situation was, like, networking, truly. because I felt too awkward to engage in, you know, conversations. And now realistically, I'm looking for a job, but nobody's really, like, knows me. You know, and that's, and now I'm starting from scratch as if I'm from like a completely different, you know, planet.\n\n[COACH 29:47] Yeah. So you say I'm starting from scratch. So there's an opportunity there. You can decide what is it that you want to be at this point, you know, if you're starting from scratch. And you're saying, I don't like to post things. What would you say makes it that you're more reluctant to post things online?\n\n[CLIENT 30:13] Well, I guess, I don't know. Just being a perfect person, I suppose. You know, just, I mean, and sometimes you see someone posting something like really silly and whatever. And you're like, going to shake your head and that's that. And I mean, I don't want to be in that. Don't get me wrong. I mean, sure, can please everyone. So, of course, you know, it's going to be silly for someone and maybe it will resonate with someone else. So I always reserved it for, you know, things that were, you know, important and something that I was proud of, which was, you know, essentially, like, events that I did and something that I stood for. You know, unfortunately, I'm in no position to be adding onto it as up right now. So, and that's why I'm just struggling with finding something that I can truly talk about.\n\n[COACH 31:05] Yeah. So there's something about this concern about the judgment. You say, I don't have something silly and people, what would they think about it? Which I totally didn't understand. We're in the same team here. Now, what about if what you were sharing could be something that is more of neutral. So for sure, nothing is 100% neutral. right from the get-go when you share something it shows that you're interested into this more than that but if it was something that has a low risk of being judged you know so like like for example you know if it's to repost something that was posed somewhere and and that could be know that could come from some sort of authority you know if it's from a page from i don't know an author from, you know, this field of process management or optimization, that you're reposting that is so it's low risk because it doesn't really, you know, show what, you know, things that could be seen as being silly, right? Because it's really neutral, professional. Oh, yeah. So I don't, yeah, do you see the difference between the two?\n\n[CLIENT 32:26] Right. Yeah, no, I'd be more comfortable with that, I suppose, something that is, yeah, just something generic like that.\n\n[COACH 32:36] Yeah, yeah. And just having something generic like that, it shows activity, shows that you're interested in this. It doesn't compromise you in any way. It just adds value. It just shows, see, I'm interested in that. I found that interesting. And I want to, by sharing it, I want to share with my community that I found that interesting. So the fact that you found it interesting, for sure, it's one way of taking a stand, you know, saying, well, you know, I picked this out of something else. So maybe the challenge could be, how will I be perceived that I chose that out of something else, right? So that's why I say if it can come from some authority or some pages that talk about this topic or you know and and and that is already kind of pre-filtered so so your risk goes down right so yeah but it's just to to show activity about uh actually is to demonstrate that you genuinely are interested in and if it is and if it's the case well i mean one way to use your time amongst many things that you're probably doing right now, but one way to use your time could or should be that you start to follow or to hear, to learn about what is being said in that field, in that community, you know, about those topics. So even for your own curiosity, it would be useful to see what's out there. Because it's one thing taking, let's say, the P&P course certification, or taking courses, you seem to be really interested in having this craving of learning, of learning stuff. So it's one thing learning from the theory, but also following what's being said out there about these topics is also, it's another way also to learn about what's the current state of the knowledge and the discussion about these topics and could be helpful if you get to an interest, interview, sometimes to be able to drop in the interview a few things that you've seen that are like the current trends about process optimization, about it. Well, you know, I've heard about this or I've read about this and I know about this current trend. So just to show the employers that, oh, this person not only knows about the basics and the theory of that, but shows that she's up to date about this. Right. And to share some of those posts on your LinkedIn is a way to see. say that, you know, that I'm, I'm, you know, I'm, I'm, yeah, I'm, I'm up to date with what's happening in that, in that field. You know, I keep myself connected with what's, what's, what's, what's alive, you know, that's, uh-huh. Okay. So that could that be a challenge if you, uh, during the coming week to the coming week to see, okay, what, and even if you don't find things to share is that I don't want to pressure you because it has also to come from a place that you're comfortable, but just to maybe start to find, to look around what could be places that I could, you know, follow, could get information from that are relevant to what I want to do and going through. Okay. Sounds good. That's good. All right. Cool. So what when would be our next time, Julia?\n\n[CLIENT 36:13] Let me see. How about maybe nine,\n\n[COACH 36:21] o'clock again next Monday the 6th yeah just do you think we can make it 10 because you would it be possible to do Tuesday then yeah exactly we actually we have something in the morning all that week or in the afternoon if if not\n\n[CLIENT 36:45] possible at them no let's do 10 I'll I'll shift some\n\n[COACH 36:51] things around all good okay okay so we'll keep monday monday at 10 your time all right cool cool so i'll send you an invite uh yeah i'll try to to be more proactive this time because this week i had family over last week all week and it was quite challenging to send the so i send you the invite a little bit later in the week but i'll try to do this uh to there tomorrow so you'll you'll get it all Yeah. Sounds good. Cool, cool, Julia. Well, it was nice to have this little update. And if you can look this week to see what you can follow, what you can start to see what's being said out there. Just to have this sense of what's happening. And then maybe some of the things will pop up. You'll be like, oh, okay, that's something interesting. And I would feel comfortable in sharing that. Just to have a gauge of that. For sure. Cool. Okay, let's do that, Julia.\n\n[CLIENT 37:52] Yeah, awesome.\n\n[COACH 37:52] Okay, have a nice week. Have a nice week. You soon. Me too.\n\n[CLIENT 37:55] Thank you.","rapport_genere":"## Main Topics Discussed\n\nHere's a summary of the conversation between the coach (Julia) and the client, focusing on key themes and actionable insights:\n\n### Summary of the Conversation:\n\nThe client is currently in the process of job searching and is working with the coach (Julia) to refine their professional profile and online presence, particularly on LinkedIn. The conversation revolves around several key areas:\n\n1. **Professional Profile Development**:\n - The client is struggling with creating a compelling LinkedIn profile and is hesitant to engage in online networking due to a fear of judgment and a desire to maintain a\n\n## Personal Information Shared\n\nNo new information to remember.\n\n## Work Assigned Until the Next Session\n\nHere's a summary of the conversation between the coach (Julia) and the client, focusing on key points and themes discussed:\n\n### **Summary of the Conversation**\n\n1. **LinkedIn Profile and Professional Visibility**: \n - The client is struggling with visibility on LinkedIn, especially as they are starting from scratch in networking. They feel uncomfortable posting online, fearing judgment or appearing silly. \n - The coach encourages the client to post professionally, such as sharing articles or insights from reputable sources in their field (e.g., process optimization, project management). This would demonstrate interest in the field and keep them up to date with industry trends.\n\n2. **Networking and Self-Presentation**: \n - The client admits to being a private person and has not engaged much in online or professional networking. This has left them with little personal or professional connections to rely on. \n - The coach suggests that even small, professional posts can help build a sense of presence and credibility online, which is important for job hunting.\n\n3. **Overcoming Fear of Judgment**: \n - The client is worried about being judged for what they post online. The coach reassures them that sharing neutral, professional content (such as reposting from industry leaders or pages) carries little risk and can actually help build a professional image.\n\n4. **Learning and Staying Current**: \n - The client is interested in learning and has taken courses (like P&P certification). The coach encourages them to follow industry discussions and trends to stay informed, which can also be shared on LinkedIn to show they are up to date with current practices.\n\n5. **Next Steps and Scheduling**: \n - The coach and client agreed to schedule their next session for **Monday, October 6th, at 10:00 AM (coach's time)**. The client will make an effort to send the meeting invite earlier this time, and will also spend time this week exploring relevant content to follow on LinkedIn.\n\n### **Key Takeaways**:\n- **Start small and be professional**: Even reposting from industry pages can help build visibility and credibility.\n- **Stay current with industry trends**: Following and engaging with content from professionals in the field can help with both learning and networking.\n- **Take ownership of your online presence**: Building a LinkedIn profile that reflects your interests and skills is a valuable tool in job searching.\n- **Progress is possible**: Starting from scratch doesn't mean you can't build a strong professional presence over time.\n\n### **Next Steps for the Client**:\n- Explore LinkedIn groups, pages, and profiles related to process optimization and project management.\n- Repost or comment on content that resonates with them and aligns with their career goals.\n- Keep the coach informed about what they find and how they feel about sharing it.\n- Prepare for the next session by reflecting on their comfort level with online engagement and what they would like to achieve.\n\nLet me know if you'd like this summarized in a more structured format (e.g., bullet points, table, etc.) or if you'd like help with a LinkedIn strategy or content ideas.\n\n## Date and Time of the Next Session\n\nHere's a summary of the conversation between the Coach (Julia) and the Client, highlighting the key points and themes discussed:\n\n### 1. **LinkedIn Profile and Professional Visibility**\n- The Coach is working on improving her LinkedIn profile to make it more professional and visible, especially as she's looking for a new job.\n- She's struggling with the idea of posting content online, as she's a private person who doesn't typically engage on social media.\n- The Client encourages her to start sharing content that's professional, neutral, and relevant to her field (e.g., reposting articles from authoritative sources in process management and optimization).\n- This would show activity, interest, and engagement in the field, which can be valuable during job applications and interviews.\n\n### 2. **Networking and Self-Presentation**\n- The Coach feels awkward about networking and hasn't built a professional network, which has made the job search challenging.\n- She's starting from scratch, which presents an opportunity to build a new professional identity that aligns with her goals.\n- The Client emphasizes that sharing professional content can help her feel more connected to the field and build credibility.\n\n### 3. **Fear of Judgment**\n- The Coach is reluctant to post anything online because she's afraid of being judged or appearing\n","code_activite":null,"etape_coaching":"S6","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-29T10:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/228894804641805?p=vkbntBBnDt0eHhM1jb","google_event_id":"474e3b40-7333-11f1-904d-ae88615b48f3","courriel_suivi_sujet":"Rappel de nos discussions et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Yuliya, \n\nJe tenais à rappeler que nous avons abordé ensemble les étapes pour améliorer votre présence sur LinkedIn, en particulier en partageant des contenus professionnels et en développant votre réseau. Nous avons également évoqué l’importance de surmonter la peur du jugement en commençant par des publications neutres et pertinentes. \n\nVous vous engagez à explorer des pages et groupes liés à votre domaine, à reposter des contenus qui vous inspirent, et à me tenir informée de vos découvertes. \n\nNotre prochain rendez-vous est prévu le lundi 6 octobre à 10h. Je vous remercie pour votre engagement et je suis impatiente de voir vos progrès. \n\nÀ très vite, \nJulia","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on LinkedIn profile optimization and Search Strategy and Networking (Search plan) as they are currently focused on improving their professional visibility and developing a strategy for job searching. We agreed that for our next meeting I will review their progress in engaging with LinkedIn content and help them refine their approach to building a professional network online. We will meet again on Monday October 6 at 10:00 AM EDT.","session_summary":"Refining LinkedIn profile and professional visibility, exploring strategies for posting professional content, addressing discomfort with online networking and fear of judgment, and discussing ways to build credibility and presence in the field.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":true,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":50,"total_words":5582,"has_timecodes":true,"pct_time_coach":74.9,"time_coach_sec":1704.0,"has_diarization":true,"pct_time_client":25.1,"time_client_sec":569.8,"coach_turns_total":25,"client_turns_total":25,"pct_questions_open":91.7,"pct_coach_questions":18.1,"coach_questions_open":11,"pct_coach_statements":81.9,"pct_questions_closed":8.3,"coach_questions_count":41,"coach_sentences_total":226,"pct_coach_interrupted":20.0,"coach_questions_closed":1,"coach_statements_count":185,"pct_client_interrupted":24.0,"coach_questions_unknown":29,"coach_turns_interrupted":5,"client_turns_interrupted":6},"stats_snapshot_at":"2026-07-03T18:55:32.913293Z","prochaine_seance_date":"2026-07-11T14:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"853b3b5d-8a5d-474f-b41d-bcc19d31cff8"},{"candidat_id":"f23018e6-503a-4a44-bf7d-b56821f17737","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-26T20:00:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"=== Fichier uploadé : 8a5cdb41-5b68-424e-a791-8eb67d4fbc8f.m4a (2026-06-26 23:01) ===\n\n[COACH 00:33] Hi, Latasha. How are you doing? Hey, hi. I'm so sorry. I don't know if you received my text message. I sent you a message to your phone number.\n\n[CLIENT 00:44] Yeah, I did.\n\n[COACH 00:45] But now I'm sorry.\n\n[CLIENT 00:47] The second time. No, I'm trying to turn on my camera.\n\n[COACH 00:54] Oh, you have your shoes on your side too? Oh my gosh. Oh, well, it's Friday. You know, that's... Let's call it. Let's call it a week. Yeah. Okay. This is not listening. Well, at least I can hear you. That's the most of the thing. Oh my gosh. So, yeah, I'm really sorry. I don't know why I had to reboot the computer. It was taking forever. So you have a few minutes after the end of the session? Can we go a bit over time? Is it good for you? Sure, that's fine. Okay, few, okay, great, great. Okay, so how was a week?\n\n[CLIENT 01:31] I know more and more discouraging. It's like I have recruiters that contact me and it mainly be for either seasonal or contract work or something that is I don't know way below my expectations and I don't mean like 5,000 I mean like 20,000 type of like expectations they want to because I don't have a CPA yet so I just feel like they\n\n[COACH 02:08] think I should take anything yeah okay so there are things that you don't want to take on so that you know if it's too low but I can imagine also that because today the purpose of our second call usually is to get more clarification around what you what you want but also what you don't want and I hear here if it's too low that's definitely something but there might be more to it more to dig into what you don't like and if we can get more clarity around that then after that it's easier to find no to look to know what to look for and to attract also what would make more sense to you because if we can come with the what we call the personal branding, the little paragraph that explains what you're looking for right now, then people around you, people on LinkedIn, or you know, they can see that and you might attract things that are more in line with what you're looking for. Yeah. So that would be something we could do today if you want, or if you had something else on your mind, because as I said, the first time, that's fine. That's fine. That's fine. Okay, because we're here, it's really a time. in space for you so it's really for you sometimes people say I want to talk about something specific I'm like okay we can take this time for for this but usually what we do is that I have a little exercise a little activity to do with you that it's called the the identity metrics and it's something I'll have a few questions for you and then I'll be able to send you a document with a few notes of what we'll have discussed today and you could take the next few days to look it up and and and take a few times to reflect on it and maybe go and add stuff to it it will be like a word document so you can edit it and that will be helpful later on to to develop this personal branding statement okay okay you're good for that can play this little game yes okay So, first of all, Latasha, if I was asking you what you want to be and that you already are, so something that you are and you want to continue to be, what would you say to that? So it can be personally, as you as a person could be in the work, but what comes to your mind spontaneously? If I say what I want to be and that I am already, are you still there? I'm not sure if you're still there. Do you hear me?\n\n[CLIENT 05:31] I don't hear you.\n\n[COACH 05:36] You hear me? Oh, I don't hear you. Why is that? Okay, I see your hand, but I don't hear you. And you don't seem to be muted. Oh yeah, you're muted. Hold on. Can you unmute yourself? If you click on the microphone button, because I can't do it on my side. it on my side do you see microphone somewhere you can click on okay hmm or do you want to try maybe to if you log out and you come back using the same link take my camera works no my camera's still not trying to work though oh my god well yeah yep yep yeah that's the day you know that's the day of technical difficulties but at least i hear you that that's that's the most important yeah yeah so again if I had if I was telling you asking you what I want to be that I already am what do you want to continue to be I want to continue\n\n[CLIENT 07:58] to be an accountant but a CPA also okay so that's something you could\n\n[COACH 08:11] become right yes that you're not right now okay yes and why is it important for you to be an accounting?\n\n[CLIENT 08:22] I love it. It's my passion. I can't see myself doing any other career. I love numbers. I love helping people with IRS problems. I love helping them figure out their books and making sure they're good. So they don't get in trouble.\n\n[COACH 08:44] um yeah okay so i's fun so there's the love you said i love numbers that's that's strong love numbers i also love solving problems and you love helping people not getting in trouble okay yeah yeah that's um so that's something that you're already doing and that you want to continue and what would you want to be that you are not already so you mentioned the CPA, what else would you say?\n\n[CLIENT 09:18] Management, bringing up non-corruptible accountants.\n\n[COACH 09:27] Oh, bringing up non-corruptible. I feel that there's some stories behind that.\n\n[CLIENT 09:37] When young accountants first start out, they're so eager to learn and to do what they have to do to stay. up your fruits, okay, to stay in the path they want to be. And I have seen a couple of people do questionable stuff without questioning it.\n\n[COACH 10:02] Oh, yeah, yeah.\n\n[CLIENT 10:04] And I'm like, okay, you're still over there.\n\n[COACH 10:08] Yeah, it's amazing, you know, the power of, you know, how to fit in, to blend in, to respond to expectations, to be able to pursue what they think can be something they want to pursue. But yeah, maybe not following some values that could be. Well, maybe that's not important for you. Maybe are not, are less important for others. But you see already there's a distinction between how you envision your work and how others, some others, can envision their work. Yeah. Okay. Okay. So that's something that you would want to be that you are not you said CPA possibly in a management position working with people bringing up people as long as they're not as they're the non-corruptible ones I understand okay okay but that's something we'd be interested in going into a management level and what would what would that allow you I heard bringing up the people yes But what would it bring to you to be there?\n\n[CLIENT 11:19] Actually, it would bring me, like, joy in a way because I see that I help. I love to help. I love to serve. So just helping people understand, I'm not going to know every aspect of taxes. That's just non-realistic. The specialty that I am in, helping. people understand and to get the work done will actually help me in return of having less things to do and to be able to focus on other things that the young and up-and-comer accountants can't handle because of their lack of experience. But they can learn and then be, you know, at that level and know that, okay, this is the right way that way when they do come across if they don't open their own practice someone who is an accountant who is blurring the lines they can hopefully you know speak up against it speak out against it\n\n[COACH 12:32] yeah so what what kind of position would you need to be able to do that like you just describe?\n\n[CLIENT 12:40] I would say either tax, manager, director, partners are okay, because they're at the higher level, but depending on the public accounting firm, UN, sometimes they can be like out of touch with the lower, the lower staff. So.\n\n[COACH 13:04] Okay. Yeah. So I understand that you, so there's this willingness of going higher, but you still want to be connected with the people that are actually doing the work. Yes, yes, yes, yes, bring them up, right?\n\n[CLIENT 13:19] Yes, because I want to lead by example, not just a signer, like, so.\n\n[COACH 13:25] Yeah, yeah, okay, and if nothing changed, and if you remained at the same, let's say, level of work that you're doing and position that you have been doing, what what could you become that that you would be okay with you know if nothing had you know if you wouldn't go up or let's say go down you don't want to take the 20 thousand less let's say you find something similar what what do you think would become what do you what would you become in the future if things were becoming we're staying the same that\n\n[CLIENT 14:02] you would still want to be someone that needs advice like if you need help with individual taxes and you don't know come to me I will help you if I have time I will stop and guide you through this and like show you it's easier than you think like then if I can help you do it that means that you are doing this I am doing this we're getting it out the door faster for the clients or for the company and we're being more productive because you sit in there spinning your wills when I know what I know would be redundant like so if i was sitting at the same level and i was still in the same tax field yeah i would be okay with that and i had to and i had people that came to me and asked me\n\n[COACH 14:55] advice i would be fine with it and would you say this advice is it advice from from the clients is it advice from the colleagues both okay okay\n\n[CLIENT 15:09] Yeah, but at my current level, I would have less exposure to clients. So it would be more collegial advice than it would be clients. Okay, okay.\n\n[COACH 15:25] And that's something that you find is positive, or is it something that you miss not being able to be more with the clients?\n\n[CLIENT 15:35] No, I don't miss, oh, I don't miss being with the clients. Because sometimes clients, the high net worth clients I have worked with, they're very smart with money management, but very, if I can lose this lack of, but we're kind of stupid when it comes to tax law. So I had to dumb it down to try to explain to him why you owe this money or why you need to pay this extra money or why you need to do these steps. So the IRS won't be on your back. And then it becomes sometimes combative because they don't want to do it. And then at the end of the year, why are all this money?\n\n[COACH 16:18] Yeah.\n\n[CLIENT 16:18] Well, client, I told you in March.\n\n[COACH 16:23] But do you think it's because they're dumb or because they want to avoid the reality?\n\n[CLIENT 16:27] Yes, everybody wants a loophole. Everybody wants a loophole, especially the high network clients, especially hot network because they want a loophole. And then when you have an ethical accounting, who doesn't want to find every loophole that is out there but find the legal loopholes that you qualify for under the tax law without trying to blur that line and break it. Like let's try to get all the way up to that line without you going over it. Or let's see if you can go over that line and if I get court, then I'm going to blame you. Like, I mean, I have had more negative experience. with clients than positive. So that's the only reason why I'm like the way the outlook I have now, which is unfortunate. But, you know, nobody wants to pay the IRS.\n\n[COACH 17:21] Well, from what I'm hearing, and well, I might, I'll hold that for after the last questions I have for you. But there's something in what you're saying that I'm hearing that there's something about the type of clients the type of colleagues also yeah and if there was possible in an ideal world to find a place you know that would be more ethical because you seem to be someone who has that at heart you know you want to be ethical in your way of working of your way of doing things I can imagine but maybe I'm a bit naive but I can imagine there are firms out there that that probably are aligned with this kind of view I hope yeah there\n\n[CLIENT 18:04] are there are um but with every position you have you know those ones that you come across because you know their title motivated money motivated you know numbers motivated of trying to keep their numbers up and you know keep as many clients as they can so and there's nothing wrong with that but when that is i got to do what i need to do no matter what type of as who comes in that's when i start um having problems with that but um it's only happened a few times it's not been throughout my whole career and and most of them have been like this is how i've been doing it for, you know, 20 plus years, you know? I'm like, well, laws have changed since. But yeah, it hasn't been many of accountants that I came across, but, you know, when I do come across me, it's hard to change their mind, and it's really like you have to, like, separate yourself from that or you can kind of get caught up because the IRS goes into the whole firm. down just go up to one person kind of in the way so depending on the size of the firm but yeah i haven't had a couple of those only had a couple of those though okay so let's say if based on what\n\n[COACH 19:39] you said and and if i had to ask you what you don't want to be in the future that you've been in the past say things that you've done in the past say i'm done with that i i don't want to do that\n\n[CLIENT 19:54] data entry person so because when you're at a firm you can be um just basically the person who just put a period of taxes and that's it just put it out the door you're not getting no understanding you're not researching you literally just put in front of recruiter computer and it says he follows last and just basically just enter the numbers yeah yeah yeah so to be more into the\n\n[COACH 20:28] the executing delivering part but really based on on the the data and not having that much connection with people and even input in the process right okay okay what about what what you don't want to be but that you could become if things go continue to go like that in a few years what what How do you see that you could become and you really don't want that?\n\n[CLIENT 20:57] So I don't want to be a bookkeeper accountant. So usually that means that they, it's usually not the bigger firms. It's usually the smaller firms that want you to do all the bookkeeping work. Or QuickBooks, accounts, receivable, accounts, payable invoicing and all that stuff but i know that what smaller firms i could be that because you know they don't have the budget to hire a bookkeeper in a accounting so literally the\n\n[COACH 21:43] accountant does both yeah yeah yeah yeah yeah and that's something that that but you said you feel it could be if you end up in these small firms. They might be asking you to do these things. So you see already, we say, okay, well, so ideally we would target different kinds of firms. Yes. Broader firms that have more distinct, you know, specialties inside the idea. Okay. And what I don't want to be that I am not. So you know that you're not that, but you definitely don't want to be that. What would you say to that?\n\n[CLIENT 22:22] a basic accountant i want to because there's accounting accountants out there that don't have no experience in tax law at all they don't do that at all they just do um other things like you know um keeping the books looking at the spreadsheets making sure the company is um uh uh and compliance with the SEC and stuff like that in um or sat reporting so they have accountants that just um make sure the company is compliant with basically the uh not the IRS per se but the um all the other um financial uh people so that's one thing i don't want to be covered\n\n[COACH 23:24] Okay? And how would that make you feel? How would you become as a person if you had to be like that?\n\n[CLIENT 23:31] I feel like I would be bored in that job. I mean, the SEC has a lot of laws. And so do other IS. There's a lot of financial firms that a lot of these accountants have to adhere to. but I don't feel like I would be fulfilled in that type of job, in that type of role. I feel like that would be something for me just to learn, just to learn so that way I can maybe apply it to whatever else I have in store, but not to retire in.\n\n[COACH 24:17] Yeah, because that's another thing. you said mentioned retire in so what would be your perspective in terms of finding and are you the type of person who wants to find something and then settle down and keep that for a while is it something that you see as a transition towards something else how do you envision this next step\n\n[CLIENT 24:39] in your so my next step would be somewhere where I can grow actually um if I got another role as a tax accountant. Would I want to stay there? No. I wouldn't want to just stay as a tax accountant. I would want to stay, I would want to grow at least two positions above, like senior accountant and tax management. But if it's with the same firm, I wouldn't mind staying here as long as I feel like I am learning, growing, and not stagnant.\n\n[COACH 25:13] Okay. And you mentioned the CPA. So that's on your path.\n\n[CLIENT 25:20] Yes, because you can't become a senior or a tax manager or anything without the CPA. No matter how much experience you have, no matter how much you learned, they won't give you that title without that certificate.\n\n[COACH 25:36] Yeah. And so what's what what's your plan for that?\n\n[CLIENT 25:40] I'm currently procrastinate and study. the far section of the CPA I'm currently with Becker studying the far section of the CPA I'm hoping to take the test in August so I'm giving myself a couple months to study in practice and then take the test in August because it's a four-part test that you have to take and usually companies expect you give you anywhere from a year to two years to take it, I mean, to pass it. That's usually the average. But yeah, I'm hoping to finish it before, you know, the two-year mark, maybe a year and a half. So because certain parts are like really rigorous, like if you're a tax accountant, you're really not doing audit and vice versa. If you do audit, you're not doing tax. So those two sections can be challenging for one of the other career. career. So they know that, okay, if you're an auditor, the FAR section or the tax section, you're going to study longer because you don't really do that. But even if you are coming straight out of school, it might be a little easier, like someone who came strong at college, but even with that, they still expect them to take like a year and a half to get it through if you're working, if you're working.\n\n[COACH 27:11] Yeah. So when you said you're going to take the exam in August? Is that what you said? So and when would you earn that if you passed the exam? Is it?\n\n[CLIENT 27:23] Is it? Oh, I still got like three more three more parts it takes. So literally if I take in August and pass.\n\n[COACH 27:30] Yeah.\n\n[CLIENT 27:30] Then the next one. Yeah. Yeah. But then the next one, probably the next exam will probably be until August. So December, I probably would start to try to set up the next exam in December to, because most of the stuff that the exam covers, we already do in our career anyway. It's just more in depth on stuff you never even thought about doing it. Yeah.\n\n[COACH 28:01] So it's more of the process that takes time. So you have to go through all, jump on all those hoops.\n\n[CLIENT 28:06] Yes.\n\n[COACH 28:08] Okay. So I understand well. So it means that, for the CPA and the target you would want to reach while having this title is not necessarily what you're going to be looking for, I understand, in short term, if I understand. So there's kind of a transition and possibly you could step up within the same organization once you get the CPA. I can imagine ideally without having a shop around, but but you would still have to get into, I think, an entry position in the place that doesn't require that right now. Yes, yes.\n\n[CLIENT 28:50] But see, and another thing I'm having, I think another thing I'm having problems with is that because I started the non-traditional way, like most people who are in accountants, they graduate college, and then they go into an entry-level accountant. Bill. Me, I had the opportunity to start as accounting assistants before I even got my bachelor's degree in accounting. I had an associate's in accounting as accounting specialist. So I took like, you know, the non-traditional way. So I was, I became accounting assistant. Then I became, um, I became. and staff accounting then I got my bachelor's in accounting so before I did that that gave me like four years of experience before I even got my five years or five years I forget of experience before I even got my bachelor's degree yeah so now it's like five years is considered senior level you're you're a professional you so now there's like in between a rock and a hard place because most of the jobs that apply for be like experience five years or lower without a CPA. But me, I have five plus years of experience with no CPA. So it's like, they're like, hmm, okay, I don't know what to do with this person because a lot of people that call me like, well, you're kind of like at the same year level. I'm like, I know, but I don't have a CPA.\n\n[COACH 30:34] You don't have a CPA, but if I had to ask you, what did that require from you to go through these years without necessarily having done all the studies and all, but having to deliver the work? What would you say it required from you?\n\n[CLIENT 30:55] Nothing different. The only thing that I can see that changed from the time I started as an account. insistent it was I was a data entry person and wasn't getting understanding to now after I got my um bachelors um I'm able to do more research I'm able to point stuff out and then suggest\n\n[COACH 31:22] but it that's where it kept out at mm-hmm okay because the reason I was asking that is from my perspective I'm hearing your story I'm like well for Latasha to do this must have required that you demonstrated some kind of either skills or in your personality some personality traits that made you be able to do this you know to go through these years yeah so it gave you experience but it also you know you had to have it inside of you somehow to be able to do this right yeah yeah and And this can be seen also as an added value. If you're able to put words on this, on what is it that made you be able to do this and that possibly can show an employer that you're more, even more than what you have on paper. Because you've already been more than what you had on paper. So you're not doing, you're not being less now that you've been in the past, right?\n\n[CLIENT 32:30] I think it's my drive. my drive to learn because even when AI started and I heard that it was going to affect the accounting field, I got a certificate in data analysts because I knew that AI was going to be a huge part of the accounting world and how it was going to use that resource, which really showed up at my last position, actually my last two position using Ultrax and using Microsoft copilot, I was loving it because I'm like, oh, I get to put my skills into the things I learned for the certificate I could put into, you know, for tuition, I get to actually practice it. So yeah, yeah, my willingness to learn and to actually keep up with, you know, trends in the evolving world of, you know, Oh, they're counting food.\n\n[COACH 33:32] Yeah. So you see, that is something that will continue on. You won't lose that, right? It's still part of you. So you said your willingness to learn, but first you use the word drive, your drive to learn. Yeah. That's powerful. I have this drive to learn. The curiosity to go get, you know, this certificate in data analysis that you saw there was an opportunity there. You know, there was something happening and you wanted to be able to understand that, you know, and to get up to date on that. but you see that just this what we just discussed this is a part that that you know you're talking about it like if it was obvious but for me I'm hearing that with you know with my first no I'm thinking at it from the exterior you know from an external person and I'm saying well well this is definitely you know something that has to be highlighted you know find a way to present that that that can make you stand out because accountants a lot of people will say I want to be an accountant right so you can't really stand out of the pack by saying that but to to put the finger on a few things like like this uh I think this is how you can you know get your head out of the path and say well I'm standing out and I should be the one that people should choose you know because the angle or angle should be that when people see your resume going and talk to you and consider you it should be a no-brainer. It should be like, for sure, we need to get that's the first choice. That's the objective, right? That's what we're doing. So to achieve that, well, then we need to use all these little lever that we can find that will make you, that would show how you are different than others. And I understand that in the accounting world and, you know, all the science world, sometimes it's pretty much you always say well you know the accountant looks at pretty look all the accountants they have pretty similar in in appearance you know but when you go deeper what makes you a different what makes an accounting and Latasha accountant well then that's the little difference we want to go see so I know it we're past the time Natasha but I wanted to make sure we touch on that and so what I can do I can send you I took a few notes while you were talking I can say but it will just be a few you know few points you know it's not okay but if you can look at that and look at the document you will see all the sections that we covered you know yeah we went we went really briefly because we didn't have much time but you can look at that you will see a short description of the section one example that they give and then you can think about how you could add the stuff in that anything that goes through your mind even if you say well maybe that's not relevant if it goes through your mind, it's because it's relevant. Okay, okay. So you can put everything you want in this. It's really a tool for you, right? And then you can, if you want to send it back to me, and then we'll be able to discuss about this the next time. And really, I would invite you to really seize this opportunity because we really don't have much opportunities in life to take a pause. Let's think about myself and what I truly want. this is the opportunity that you have that you can offer yourself so I really invite you to to use it the most you want and next time we can go through this and the purpose of that will be to use this to in the end come down with a really short paragraph that will explain really succentively what you want and and so that when you talk to someone when you send a message to an employer they have to get you know in less than 30 seconds who is ladasha what what does she want and why should we pick her out of everyone else that came to us okay it's a challenge right yeah yeah we'll get there we'll get there that's why we're here so uh if that's okay with you that's fine if that's a challenge you're willing to pick on cool cool so i'll send that to you when when would be the next time\n\n[CLIENT 37:44] letasha that we can uh catch up uh next week is fine i don't understand what happened i don't I thought I was supposed to meet with you last week. I don't know what happened. I don't know.\n\n[COACH 37:56] Well, you know, think things happen. Sometimes it just slips and, yeah. Well, next week, I have a lot of openings. So it's pretty much whenever you want. You're.\n\n[CLIENT 38:09] So it would have to be either on the Wednesday, Thursday, or Friday. Okay. Oh, no, not the second. Not the second. Sorry. Maybe not. or Friday. Okay, that's fine with me. Monday, it's fun too. Yeah, I stick with Wednesday or Friday because I don't know about Monday yet. I feel like there's something that I have to do on my day. So I'm going to say Wednesday or Friday. Okay.\n\n[COACH 38:34] Well, do we want to say Friday, so we have a full week? Sure. I'll start to send you the document. We're pretty much at the end of the day, but probably during the weekend, I'll be able to look a bit at that and send you our latest on Monday. So at least you'll have the week to look at it. And like I said, you can just read it. You can put it aside, do other things, and then come back. You know, just sometimes these reflections need some time to happen, right? Okay, so let's say on Friday. So, well, would the similar time be good? Yeah.\n\n[CLIENT 39:06] So are you off because Fourth of July is the next day?\n\n[COACH 39:10] Yes. Oh, you know what? I'm in Canada.\n\n[CLIENT 39:13] Okay, so let's do the sixth. Let's do that following Monday.\n\n[COACH 39:18] Oh, okay, okay, okay, because you might have stuff.\n\n[CLIENT 39:21] okay yeah yeah it would have to be either yeah because the third is basically a holiday for everybody so maybe July 6 is that fine or the seventh sure sure sure\n\n[COACH 39:34] okay the sixth what about I have already appointments could so what what time is it for you right now it is 452 right now for me the same time all right so so can we say well could it be a four it's fine it's fine for six okay so July 6th at 4 p.m. I'll send you an invite for that and then we'll be able to catch up and then we'll have had time to to look at the at the document I send you and reflect on that cool okay awesome thank you again do that well sorry again for the for the difficulties I still gotta figure out my\n\n[CLIENT 40:18] computer because the camera ain't working so hopefully next time you can see\n\n[COACH 40:21] me yeah yeah yeah hopefully great well have a nice weekend and as I want to see you again well we'll have a nice July 4th and yeah have fun yeah you too and we'll see again on the 6th 10 okay okay have nice day bye bye bye bye bye bye bye bye bye","rapport_genere":"## Main Topics Discussed\n\nOkay, so the user provided a long conversation between a coach and a client named Latasha, discussing her career in accounting, her drive to learn, and plans for a follow-up meeting. The user's query is just the raw text of the conversation with no specific question or instruction. Since there's no explicit question, I'll assume the user is looking for a summary or analysis of the conversation. Here's a structured summary and key points from the conversation:\n\n### Summary:\nLatasha is an accountant who has been working in the field for several years. She has a bachelor's degree in accounting and has taken additional certifications, such as a data analyst certificate, to stay competitive in a field that is increasingly influenced by AI and automation. She is currently looking to refine her personal brand and career goals, and she is working with a coach to help her articulate her unique value proposition to potential employers.\n\n### Key Points:\n1. **Career Background:**\n - Latasha has experience in various accounting roles, including working with AI tools like Ultrax and Microsoft Copilot.\n - She has moved from entry-level roles to more research-oriented positions, demonstrating a willingness to learn and grow.\n\n2. **Drive and Learning:**\n - Latasha is highly motivated to stay current with industry trends, such as AI and data analytics.\n - She took a data analyst certificate to prepare for the future of accounting and has applied that knowledge in her current roles.\n\n3. **Career Goals:**\n - Latasha is looking to define her unique value proposition to stand out in a competitive field.\n - She is working with a coach to create a concise, compelling summary of her goals and strengths that she can use in job applications and interviews.\n\n4. **Next Steps:**\n - The coach will send Latasha a document summarizing their conversation and key sections they covered.\n - They plan to meet again on **July 6th at 4 p.m.** to review the document and refine her message.\n\n### Themes:\n- **Adaptability:** Latasha is adapting to the changing landscape of accounting by learning new skills and embracing technology.\n- **Self-Reflection:** She is taking time to reflect on her journey, strengths, and goals, which is a key part of the coaching process.\n- **Personal Branding:** The focus is on helping Latasha articulate her unique value in a way that stands out to employers.\n\n### Conclusion:\nLatasha is at a pivotal point in her career, where she is looking to move beyond just having the technical skills of an accountant and instead define herself as a professional who is forward-thinking, adaptable, and uniquely positioned to add value to any organization.\n\nIf you have a specific question or need further analysis, feel free to ask!\n\n## Personal Information Shared\n\nThe user is preparing for a meeting with a coach to discuss career goals and how to stand out in the accounting field. The user has experience in the accounting field and has taken additional courses, such as a data analysis certificate, to stay ahead of industry trends like AI. The user is currently scheduling a follow-up meeting for July 6th at 4 p.m. to review a document that will help them articulate their goals and unique qualities to potential employers.\n\n## Work Assigned Until the Next Session\n\nHere's a summary and analysis of the conversation between Latasha (the coach) and the client, followed by a structured breakdown of key themes and takeaways, along with a suggested action plan for the client moving forward.\n\n## Date and Time of the Next Session\n\nHere's a summary of the conversation between Latasha and the client, highlighting key themes, goals, and next steps: \n\n### **Key Themes and Insights:** \n1. **Career Journey:** \n - Latasha has worked in the accounting field for several years, starting in roles that were more operational and less analytical. \n - She has since pursued a bachelor’s degree, which allowed her to take on more analytical and research-based tasks. \n - She is proactive in learning new skills, such as data analysis, to stay relevant in a field increasingly influenced by AI and automation. \n\n2. **Drive and Adaptability:** \n - Latasha's **drive to learn** and **curiosity** have been key to her growth. She recognized the impact of AI on accounting and took initiative to get a certificate in data analysis. \n - She has applied these skills in her most recent roles using tools like **Ultrax** and **Microsoft Copilot**, showing her ability to adapt and innovate. \n\n3. **Future Goals:** \n - Latasha is looking to **stand out** in the competitive accounting field by showcasing her unique skills and personality traits beyond what’s on her resume. \n - She wants to craft a **clear and compelling message** that explains who she is, what she wants, and why she should be chosen over others. \n\n4. **Next Steps:** \n - The client will send Latasha a **document** with notes and reflections from their conversation. \n - Latasha is encouraged to review the document, reflect on it, and come back with thoughts and ideas. \n - They will **meet again on July 6th at 4 p.m.** to discuss the document and refine Latasha’s message. \n\n### **Summary of the Conversation:** \nLatasha and the client had a productive and insightful conversation where they explored Latasha’s career journey, her strengths, and her goals for the future. They discussed the importance of **differentiating oneself** in the accounting field by showcasing not just experience, but also **curiosity, adaptability, and a willingness to learn**. The client encouraged Latasha to **reflect** on the conversation and to **craft a clear message** that will help her stand out to potential employers. \n\n### **Next Steps:** \n- Client will send a **document** with notes and reflections by **Monday**. \n- Latasha will review the document and reflect on it over the weekend. \n- They will meet again on **July 6th at 4 p.m.** to continue the discussion and refine Latasha’s message. \n\n### **Final Thoughts:** \nThis conversation is a great opportunity for Latasha to **refine her personal brand** and **craft a message** that clearly communicates her value and vision. The client is supportive and believes in Latasha’s potential and drive to succeed. \n\nLet me know if you'd like a **refined version of this summary** or help with **crafting Latasha’s message** for potential employers.\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Latasha McNair - 30 minutes meeting-2026-06-26T16:00:00-04:00","teams_link":null,"google_event_id":"f523c2b0-715a-11f1-917c-6ebc9dea1a4f","courriel_suivi_sujet":"Rappel de notre séance et prochain rendez-vous","courriel_suivi_contenu":"Bonjour Latasha, \n\nJe tenais à rappeler quelques points concrets abordés lors de notre séance : votre parcours en comptabilité, votre volonté d’acquérir de nouvelles compétences comme l’analyse de données, et votre désir de mieux cerner votre valeur unique pour les employeurs. \n\nNous avons également évoqué la création d’un message clair et percutant, que nous reviendrons affiner lors de notre prochain rendez-vous le 6 juillet à 16h. \n\nJe vous enverrai d’ici là un document récapitulatif de notre discussion. N’hésitez pas à me faire part de vos réflexions avant notre prochaine séance. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Personal Branding, Career guidance review (strengths), and Search Strategy and Networking (Search plan) as we explored her journey in accounting, her drive to learn, and how she can position herself uniquely in a competitive field. We agreed that for our next meeting I will review the document summarizing our conversation and key reflections to help refine her personal brand and clarify her professional message. We will meet again on July 6 at 4:00 PM EDT.","session_summary":"Career branding development, identifying unique value proposition, exploring strategies to articulate professional strengths and goals for the accounting field.","enonce_marque_personnelle":"- I want to lead by example and ensure ethical practices in accounting.\n- I enjoy helping clients understand complex tax laws in simple terms.\n- I have a strong motivation to stay at the forefront of tax law and compliance.\n- I prefer working in environments where I can make a meaningful impact.\n- I take pride in being a knowledgeable resource for both colleagues and clients.\n- I aim to be a trusted advisor who helps others navigate tax and financial challenges.\n- I am committed to finding legal tax loopholes that benefit clients without crossing ethical lines.\n- I prefer working in larger firms where I can have more exposure to clients and broader responsibilities.\n- I want to avoid roles that are too repetitive or disconnected from the strategic side of accounting.\n- I am committed to maintaining high standards of integrity in my work.\n","conseils_coach":null,"devoirs_client":null,"speakers_swapped":true,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":75,"total_words":5676,"has_timecodes":true,"pct_time_coach":53.7,"time_coach_sec":1294.0,"has_diarization":true,"pct_time_client":46.3,"time_client_sec":1116.0,"coach_turns_total":38,"client_turns_total":37,"pct_questions_open":45.5,"pct_coach_questions":24.7,"coach_questions_open":5,"pct_coach_statements":75.3,"pct_questions_closed":54.5,"coach_questions_count":40,"coach_sentences_total":162,"pct_coach_interrupted":21.1,"coach_questions_closed":6,"coach_statements_count":122,"pct_client_interrupted":29.7,"coach_questions_unknown":29,"coach_turns_interrupted":8,"client_turns_interrupted":11},"stats_snapshot_at":"2026-07-06T19:53:51.370793Z","prochaine_seance_date":"2026-07-06T20:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"78dffa4e-e7a8-4d71-833e-98b00fba36c6"},{"candidat_id":"f23018e6-503a-4a44-bf7d-b56821f17737","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-26T17:30:00Z","duree_minutes":30,"type":"Phone","statut":"planifiee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Latasha McNair - 30 minutes meeting-2026-06-26T13:30:00-04:00","teams_link":null,"google_event_id":"d41ce70a-700f-11f1-98eb-3e388ced68c5","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"e60236b6-1b9f-4de0-8d49-391d2bb4919f"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-24T12:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"C'est parti ! nice B-b-b-b HELLO Hey, how are you doing? I'm fine, how are you? Fine, fine. Morning. Early thing. Morning. Yeah, that was the only time that was showing available when I tried to self-schedule. Yeah, yeah, yeah, because we have training all week long. so that's why I have during the day I'm quite busy I think my is my camera blurry it is blurry hold on I'm just gonna try to unplug\n\n=== Fichier uploadé : acbaba15-e19f-4043-b2f9-eed93651fb64.m4a (2026-06-24 13:52) ===\n\n[CLIENT 01:35] Hey, how are you doing?\n\n[COACH 01:37] I'm fine, how are you?\n\n[CLIENT 01:38] Fine, fine. Good morning. Or early today.\n\n[COACH 01:41] Morning. Yeah, it's early. Yeah. Well, I think that was like the only time that was showing available when I tried to self-schedule.\n\n[CLIENT 01:49] Yeah, yeah, yeah, because we have training all week long. So that's why during the day, I'm quite busy. I think my, is my camera blurry? I think it's a bit of... It is blurry. Hold on. I'm just going to try to unplug and unplug. Okay. Let's see if that... Is it a little bit better?\n\n[COACH 02:25] No, but I think it's fine.\n\n[CLIENT 02:27] Okay. Well, sorry for that. Okay, so, Hannah, so you said you had received more information and then you had to.\n\n[COACH 02:37] Yeah, yesterday, because I wasn't sure when they were going to schedule the call. They wanted to do it yesterday, so I just gave them kind of a limited time, hoping that they would push it off until today. But, yeah, they came back with a sign-on bonus. for $5,000, which is something. But like it comes with this time-bound stipulation of like you have to stay at least a year. So that kind of negates my other idea of like, oh, or yeah, it offsets my other idea of like, oh, I'll just keep looking for something else in the meantime too. But I mean, like, I think I'll still keep looking because it essentially doesn't change their offer much. It's something that they're offering, but it's not much. And I think, like, I'm realizing maybe logistically, they just cannot, which is fine, but.\n\n[CLIENT 03:31] And what would be, when would you start if you accept this?\n\n[COACH 03:36] It seems like they just need to clear the background check and the references. So I would imagine it would be in like a couple weeks or so, like July. Because I indicated like as soon as possible would be preferred.\n\n[CLIENT 03:51] Uh-huh. Yeah, yeah. okay because if it's possible in the meantime that we we do a little blitz and and and look i don't know if that would be something you would want to do but you have this little time to maybe find something else uh if there's other opportunities out there uh first yeah yeah yeah exactly exactly\n\n[COACH 04:14] i mean yeah i mean it is a binding contract so i wouldn't have to start but I made it, yeah. And then I would definitely burn the bridge if I started, then the game I noticed immediately. But I don't know. There's nothing like on my radar right now that's like that promising. So that's fine. And then I also did counter as well of like, so I hear what you're saying about the base. It's not movable. I appreciate the site on bonus. And then I said, do you have any flexibility in any of the other benefits? And then I kind of just paused there. let them talk to because she said like, okay, like what were you thinking, like maybe PTO? And I was like, yeah, yeah, let's see what's available for the PTO. She kind of more led it of like doing the talking because, again, I didn't want to be in the position of asking for something they could not offer. So she said like, you know, like one week or two weeks and then kind of just left it out, yeah, can you please ask about if two weeks is doable? And then she kind of went back and forth with the like, you know, seven weeks is quite generous and above industry standards. And then I said, well, considering that it also includes all holidays, I think it's actually about the same. So I don't know if that kind of came off as like aggressive, but I think I think it's grounded in facts. So like I understand what they're doing.\n\n[CLIENT 05:44] Yeah. And what about for the benefits and their health plan? because there was something about California and yeah so she she answered that it's just\n\n[COACH 05:55] since they're based in California it's framed from like that perspective but they do have employees that are like Rhode Island and other parts of the US that are able to use the comparable health insurance so somebody in Rhode Island had mentioned on their team that they are able to use it as Blue Cross Blue Shield for their state. So I was fine with that, yeah.\n\n[CLIENT 06:26] Okay, okay. So overall, you seem to be to be quite satisfied with that.\n\n[COACH 06:34] No, I mean, I think I'm waiting to hear back of like if they could do anything on the PTO. Because I told them, I said, like, look, I know like if I join the PTO is going to be pro-rated. So I want to see if there's any flexibility on the PTO side. And also like knowing that I think I probably have to use my PTO for maternity leave instead because of the state stipulation that I can't really use the FMLA maternity leave and they didn't really have an actual maternity leave policy and their benefits. But I think just like state bound, I'm thinking if I stay there at least a year, I could do the leave independently. for that a year later.\n\n[CLIENT 07:20] Yeah, yeah, yeah, yeah. Okay, okay. So what remains to be discussed? You say for the PTO, okay? What else could be something you would want to discuss?\n\n[COACH 07:32] I think that's it. I mean, they're very cheap, so I think that might be all that I can get out of them.\n\n[CLIENT 07:38] Okay, okay.\n\n[COACH 07:40] And it's a little bit better than, like, the worst-case scenario I was thinking, they wouldn't be willing to do anything so it's a little bit better than that but also it's like well yeah five thousand really is not much of anything for sidon bonus with all these time down\n\n[CLIENT 07:59] stipulations yes yes okay so and you'll you've already asked if they could move on that right if they could do something about that about what the side bonus yeah well to me\n\n[COACH 08:17] it's really not worth anything or much because of like the time down restrictions so I didn't even bother to ask for more on that yeah yeah yeah okay okay so like to me like more vacation upfront or available would be more valuable than like something like a sign on bonus that\n\n[CLIENT 08:37] I will have to pay back if I find something better yes okay okay so so what do you need to be prepared for this discussion that's coming up.\n\n[COACH 08:50] I don't know if they're going to want to discuss again over a call or if they can just close out the details through email, which would be preferred. I don't know. Okay.\n\n[CLIENT 09:04] Okay.\n\n[COACH 09:04] I don't know. Do you have any other feedback about the process? I mean, we weren't able to talk before the call actually happened.\n\n[CLIENT 09:10] Yeah, yeah, yeah, yeah. Well, I mean, if you say that you've addressed your different concerns and. You know, as I understand, you know, where there might be some, some, you know, possibility of improvement. Why in other considerations might be less important, like you say, you know, if you don't want to be bound by the, yeah, by time. Yeah, so, so for the path forward, do you feel that this would be something you would consider, you know, really? it was strongly considered to take on if they have if they get back to you and they say well okay we might not be able to move so much on what we're offering and this is this is a proposition\n\n[COACH 09:57] how would you feel about that yeah i think i would still accept it and then yeah just so i can move forward because there's nothing there's really nothing else available to me right now yeah and it's just kind of discouraging too i know i shouldn't try to compare myself to others but it just feels like other colleagues that I've had in the past. I just had one that I was reaching out to if she could be my reference. And she shared would be that she also got another job offer. And it's for like a senior director role. So all I can do is really be happy for her. Whereas I'm having to step back and be a senior manager at this place.\n\n[CLIENT 10:37] Yeah. Because there was this concern about the position, about being, you know, the manager versus director. And what was there? their response on that about the level that you could have?\n\n[COACH 10:52] They just said that it's their company's policy that if they identify an individual that falls in between to start them off on the lower level so it's like, all right, well I can't really question them too much if they're stating that that's their policy.\n\n[CLIENT 11:09] Yeah, yeah. Okay, okay. And you consider it this would be still a move, like a move further in your career or it's something that would require you to accept less lesser conditions\n\n[COACH 11:21] that you had previously yeah it's definitely something that it requires me to accept lesser conditions yeah but like i don't have like another alternative so okay i think the alternative is having\n\n[CLIENT 11:35] nothing for an even longer period yeah yeah yeah okay well because because there's still this possibility of continuing to look for something else. Yeah. How would you feel about that? And well, still, because I understand they will have some time that will be required to get for the references. And even if you say yesterday, you're still going to have a few weeks before they get back to your back.\n\n[COACH 12:05] Yeah. I mean, I would say that again, I'm not going to be like that aggressively searching just because there's nothing on the market right now as far as I can.\n\n[CLIENT 12:13] how that's like that appealing either so okay okay and and yeah and there was this okay um and what about uh so yeah okay so what would be the next step in this process for you uh i think the next step is for them\n\n[COACH 12:40] to get back to me about the pto piece yeah because i think like like think that would be helpful to know again they've been just very cheap so i feel like they're going to either counter with like okay we can only offer you one week or so but considering that it's seven weeks for the full year if you start like on january first then like i would be starting like just after the halfway points so it would be like three weeks plus like one week which is okay but i don't know, yeah.\n\n[CLIENT 13:19] And what about the written offer? Because there was something about this being verbal and then they wanted to be all.\n\n[COACH 13:27] Yeah, yeah, I confirmed that like this was just their outline of their verbal offer.\n\n[CLIENT 13:31] Okay.\n\n[COACH 13:32] So they haven't even given me a written offer per se, which I mean, it makes sense if like they're expecting negotiation. They don't want to like finalize all the documentation if there's still moving parts.\n\n[CLIENT 13:45] Okay, okay. So until you have something written, yeah, there's still possibility of movement. Yeah. Okay. Okay. And did they say, did they tell you when that would happen, when they will be able to get back to you with something in writing?\n\n[COACH 14:04] No. I think they have to check about the PTO thing first. But they were able to get back to me within like a day or so. So I think it would be like similar type of.\n\n[CLIENT 14:14] Mm-hmm. Okay.\n\n[COACH 14:16] Okay.\n\n[CLIENT 14:17] So, yeah, well, so what do you think we can do together, Hannah, at this point?\n\n[COACH 14:25] Well, I, well, originally I was hoping to have the conversation before I had the talk with her. But, yeah, I mean, I don't know necessarily if it would have yielded any different of a result at this point. So, yeah, yeah, I guess, do you think I should be more aggressively looking for, another role with like this one kind of in the works well i mean it's more you who knows the answer\n\n[CLIENT 14:54] right it's it's how you feel about it you seem the way i hear you you seem to want to have this there's this opportunity that you don't want to lose that that you have there that that could be good for you at the same time i hear it's not fully you're not fully satisfied right so you have both Um, yeah, how to reconcile the two.\n\n[COACH 15:22] Yeah. Yeah, I mean, I've had other jobs, like the last consulting job that I had. I kind of started with this mindset as well. And it turned out to be fine, honestly. Yeah. Turned out to be okay. But then like at that point in my career, I just didn't have like that much experience because that was only my second job after leaving public accounting. I just thought that I'd be in like a. better position with a lot more experience it's just looks like it's a bad economy though\n\n[CLIENT 15:53] yeah yeah there's that okay okay so so what you want to uh to wait until they get back to you and see what what what what what how to move forward from there or uh yeah yeah yeah\n\n[COACH 16:10] that would be good um yeah i mean we have our session for tomorrow booked as well. So, I don't know. I think we could keep it. I'll let you know if they don't get back to me or we can push that until Friday, if that works for you.\n\n[CLIENT 16:28] Yeah, yeah.\n\n[COACH 16:29] Okay. I mean, do you, do you have any advice or insights of like how you anticipate? They might respond, but the PTO thing is good.\n\n[CLIENT 16:37] Yeah, it's really hard to know. I think for us, it's more if, if you want to, to pursue the search of new, you know, new opportunities. That's something that we can, maybe in the coming days, still work on. At the same time, I hear that you don't want to be too aggressive on that, but it's how to find a balance, maybe how to make it without being too aggressive and putting too much energy in that. But at the same time, yeah, there might be a few other things. Maybe we can try to scout around and see what could be, yeah, what other opportunities there could be. I understand. that you say might be quite limited. Maybe you've looked out pretty much what was available. But yeah, that could be one thing I can see that we can do still in the coming days. And also depending on what they get you as an answer, when they get back to you, maybe you'll feel more strongly about being more aggressive or less, depending on that, I imagine.\n\n[COACH 17:43] Yeah, yeah. And then I guess, I don't know if you read my email for the counteroff. offer to them. I focused mostly on like increasing the base instead of like for the title. I mean, I just don't think given their explanation that they gave me that they would have bunched on the title at all.\n\n[CLIENT 18:03] So yeah. Yeah. Yeah. Yeah. I mean, well and we'll see. Like you said, you know, we'll see what they what they come back with. And, uh, but at least you have, you have this lead, which seems to be a pretty strong lead, you know, with this possibility. Yeah, it can always be used as a leverage if we have other, yeah, other opportunities. But yeah. Okay. Okay. So, well, let's-\n\n[COACH 18:33] Yeah. Do you have any feedback on like the note that I wrote to her that I could do any differently or let me know what you think?\n\n[CLIENT 18:42] Hmm. Here. Sometimes it gets lost. in the message threads so you said that send that yesterday yeah i sent it i forwarded you uh the\n\n[COACH 19:16] chain so if you just look further down in the chain it should have their response asking for a call and then my initial counter offer yeah yeah okay thank you for the quick call okay i see that i'm\n\n[CLIENT 19:29] very grateful this time we receive written offer this is what you're talking about right this is a first time I received a written offer is this a binding contract if not will I don't more detail look at me saying it should be sent afterwards okay this would a fully remote position it was an office oh yeah okay so and what about that did they say\n\n[COACH 19:48] it was a remote position uh they just said that they're flexible so it says but yeah I did ask them to confirm that in the written offer yes okay yeah because being\n\n[CLIENT 20:03] flexible is kind of vague right it can be it can mean many things and and we see more and more in here that employers requiring people to come in at least once or twice a week and so that can make a difference for you right yeah okay I'm going to get a very immediate value with minimum board in, giving a most, uh-huh, right, so we're bringing value, uh-huh. Yeah, okay, okay. Yeah, I think you're laying this out pretty well. Yeah. Okay. And so what would be, what would be acceptable for you if they get back to you with a counter offer on this, on the base salary?\n\n[COACH 21:16] Well, I mean, they already said they're not moving on the base. So they offered, the 5,000 sign-on bonus that they need to get back to me about the PTO.\n\n[CLIENT 21:27] Yeah, yeah, okay. So it will bring to, yeah, 185.\n\n[COACH 21:33] Well, no, it's not 185. It's still 180, but a one-time sign-on bonus that is going to be paid out half six months in and then half like a year later. So that's, again, I'm not even really considering that. I'm just considering it as a very cheap token of theirs to show, that they're willing to negotiate.\n\n[CLIENT 21:54] Yeah, yeah, it's true, it's true. Yeah, yeah, yeah. Yeah, so what about what about this, then, that the offer is there? Would you, would you be comfortable with the 180?\n\n[COACH 22:07] Yeah, I think I would still accept it. Yeah, we'll see what they come back with. But I just was more asking for feedback on the language and the way that I posed it. if there's anything, we should change.\n\n[CLIENT 22:25] Well, I think the way that you presented and saying with the immediate value, I really like that and the minimal onboarding, seeing that, you know, it's true that you're probably going to save them resources that they would, you know, have to invest in other people, right, if they have someone else. So that this is an added value for sure. So how much is that worth, right? Because they haven't responded to that. You know, if they say, well, we give you a sign on, you know, sign in bonus. They can argue that it's, yeah, it can compensate for, yes, the time that they would maybe invest in, you know, onboarding someone else. Yeah, so maybe one, one maybe constructive feedback is, and maybe for if we have. you know, if you have other, you know, opportunities, like, how could you present a value that is an ongoing value? Because it's true that in this, you could be seen as I'm, I would make you save money on a short term, right, at the beginning. Yeah. You see, so that that might be doesn't mean that's the reason, but that might be why they said, okay, well, you know, we're going give you something, you know, as a bonus to start with. If it's an ongoing value that's going to continue on, well, then this is worth an ongoing salary increase, right?\n\n[COACH 24:04] Yeah.\n\n[CLIENT 24:05] Yeah. Maybe that's one thing I would say, you know, if there's a way to word maybe for future times. But at the same time, you said, you know, the waiting, the experience, you know, the seven years, the three years, blah, blah, blah. So maybe one thing could could do at this point is maybe to add in you know in the examples of realizations that you put in the other document of the the personal branding that you know you managed to put you know in percentages or rates or how you contributed to a company uh sometimes even just dropping something like that saying you know well you know i contributed to do this and this and that with previous employers in my view it's worth having an increase from the base because the base is the anchor right is from your starting so I say well I'm worth more than the base with a value that is ongoing you know that is something it's not just when I get hired so that might be one thing I would say that could be maybe improved than the other for other times you know yeah we have it in Boston office And, you know, you make it really personal, talking about David, you know, saying that you want to work with them, the superhero team, yeah, because you, you know, you picked up on the culture, the way that they present themselves on the website and all that. Yeah, yeah, yeah, other than that, I think it's really good. You kept it short, you know, concise, brief, direct. yeah yeah again yeah yeah because the the anchor is always where we start right you know if if they agree if they start of well this is what the person is worth the way that you're saying I'm targeting the 200,000 another wording would be something in the sense of well you know I've in my career path you know I've been at this level so far, you know, and for me, taking on a new position means, you know, going further on my career path. Everyone would be, you know, sensible, sensitive to that, right? It makes sense, right? Maybe they don't have the resources, they can't offer you that, but the rational is still valuable. And if you're able to anchor the value at a higher level, well, then it's, it's about okay if you can't offer me money what else can you offer me and like you said is it more vacation is it more benefits and things like that so it's all about where do we anchor the uh the negotiation value but i mean i think it's it's what you is everything you said was fair you know i think it's it's uh maybe just another things also when you say, well, is there a way to increase the offer? This seems to be like, I'm open to discuss it, but I'm also okay if you don't say yes. It gives that kind of feeling, right? So for an employer, it could be tempting to say, well, thanks for asking, but no. Something like that. Whereas if it's my value, I think, is at that level, you know, what can you offer? You know, if, and if it's not monetary, what else? Because the value is there. So, yeah, so that could be another thing to look into. Okay.\n\n[COACH 28:02] That's helpful.\n\n[CLIENT 28:03] Uh-huh.\n\n[COACH 28:04] Okay.\n\n[CLIENT 28:04] So you see, there's a few things that can be worked out. And so that's why I say, you know, if ever you want to to pursue, even in the coming days, you to try a few things. I know that I think I've sent you the, do you have the AI prompt document? I think, yeah, I send it to you. Yes. There is a few prompts in that to, how to use AI to actually help in finding opportunities and jobs and things like that. That could be helpful also in the coming days, maybe to use these prompts. Because if it's possible to even just find like one more so that we can try something and see, you know, is it possible to get a leverage? And if they can have a quick turnaround, I understand it, in this case, it was quite lengthy in time. But if it's possible to have something else and maybe have a quick turnover with someone else, then this could also be useful to have a leverage and be able to negotiate based on that point.\n\n[SPEAKER_? 29:08] Okay.\n\n[COACH 29:09] Sounds good. Sounds good. Yeah, thank you. Thank you.\n\n[CLIENT 29:13] It's a pleasure. So tomorrow, well, I'll keep it. I don't think I send you the invite though. I create the invite. And yeah, you know, during the day, if ever you get any news and you want to either postpone it or put it next week, we can always look at that and just send me an email. And I'm in the, like I said, we have workshops all day long, but I'm able to get my emails during the day, so I'll be able to see them. be able to see them okay okay so it's good thank you good well thanks to you uh hana and uh thanks yeah hopefully we'll get some good news from there okay sounds good all right\n\n[COACH 29:53] Bye.\n\n[CLIENT 29:54] And then there's there, Hannah. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nHere's a summary and analysis of the conversation between the Coach and the Client (Hannah), which centers around a job offer negotiation and career development strategies:\n\n### **Summary of the Conversation:****\n\n1. **Job Offer Details:****\n - The Client received a job offer with a base salary of $180,000, a $5,000 sign-on bonus, and the employer is flexible regarding remote work (though not fully remote).\n - The employer has not yet confirmed the PTO (paid time off) policy, which is a key point in the negotiation.\n - The Client is considering accepting the offer despite the lower-than-expected salary, as the sign-on bonus and other benefits may be acceptable.\n\n2. **Negotiation Strategy Feedback:****\n - The Client shared the language of their negotiation letter with the Coach for feedback.\n - The Coach praised the Client’s approach for being concise, direct, and focused on immediate value (e.g., reducing onboarding costs for the employer).\n - However, the Coach suggested improvements, such as emphasizing **ongoing value** rather than just short-term savings, and anchoring the negotiation at a higher level (e.g., $200,000) to justify the value the Client brings.\n - The Coach recommended using **AI prompts** (from a document previously shared) to help find more opportunities and leverage in the job search.\n\n3. **Career Development Tips:****\n - The Coach emphasized the importance of **personal branding**, using specific metrics (e.g., percentages, rates of success) to demonstrate value.\n - The Coach encouraged the Client to highlight their **cultural fit** and alignment with the company’s values (e.g., the “superhero team” reference).\n - The Coach also suggested that the Client consider **non-monetary benefits** (e.g., vacation time, flexibility, remote work) as part of the negotiation if the salary cannot be increased.\n\n4. **Next Steps:****\n - The Client is considering accepting the offer and is open to further negotiations if the employer responds.\n - The Coach offered to reschedule the next session if needed, and both parties agreed to stay in touch.\n\n### **Key Takeaways:****\n- **Negotiation Anchoring:** Start with a higher salary anchor (e.g., $200,000) to justify the value you bring, even if the employer cannot meet it immediately.\n- **Emphasize Ongoing Value:** Frame your worth in terms of **long-term contributions**, not just short-term savings for the employer.\n- **Use Data and Metrics:** Include specific examples of past contributions (e.g., “increased sales by 20%”) to strengthen your case.\n- **Leverage Flexibility:** Highlight your ability to work remotely or reduce onboarding costs as a value-add.\n- **Explore Additional Opportunities:** Use AI tools and prompts to find more job leads and create leverage in negotiations.\n\n### **Final Thoughts:****\nThe Client is in a strong position to negotiate a better offer, especially if they can demonstrate their long-term value and align with the employer’s culture. The Coach provided actionable advice to improve the negotiation strategy and prepare for future opportunities.\n\nLet me know if you'd like a **visual summary**, **action plan**, or **negotiation script** based on this conversation.\n\n## Personal Information Shared\n\nThe coach is considering a job offer with a base salary of 180,000 and a one-time sign-on bonus of 5,000, which is paid out half after six months and half after a year. The coach is also negotiating for more PTO. The coach has discussed the value they can bring to the company and has received feedback on how to better present their worth during negotiations. The coach is open to discussing ways to increase the offer and is considering using AI prompts to find additional job opportunities for leverage.\n\n## Work Assigned Until the Next Session\n\nHere's a summary of the conversation between the coach (referred to as 'Coach') and the client (referred to as 'Hana'):\n\n### Summary:\n\nThe conversation is a professional coaching session focused on salary negotiation and job offer evaluation. The coach is helping the client assess an offer from a potential employer and provide feedback on how to negotiate better terms. Key points discussed include:\n\n1. **Job Offer Details:**\n - The position is remote (flexible, though not fully remote).\n - Base salary offered: $180,000.\n - Sign-on bonus: $5,000 (paid in two installments over six months and one year).\n - PTO (Paid Time Off) is under discussion and will be clarified in a counteroffer.\n\n2. **Client's Position:**\n - The client is open to accepting the $180,000 base salary but is looking to negotiate on PTO and potentially increase the base salary to $200,000.\n - The client has a strong professional background with 7 years of experience, and has demonstrated value in previous roles (e.g., increasing sales, improving processes, etc.).\n\n3. **Negotiation Strategy:**\n - The coach praises the client's negotiation letter for being concise and direct, but suggests improvements to emphasize ongoing value rather than just short-term savings for the employer.\n - The coach recommends using AI tools to help with job search and networking, as well as suggesting ways to highlight past achievements in a more quantifiable way (e.g., using percentages, rates, or specific outcomes).\n\n4. **Feedback on Negotiation Language:**\n - The coach suggests that the client should frame their value as an ongoing contribution, not just a short-term benefit.\n - The coach also advises the client to be clear about their target salary and to frame the negotiation as a discussion about what the employer can offer in return for the client's value (e.g., more PTO, better benefits, etc.).\n\n5. **Next Steps:**\n - The client will await the employer's response on the PTO and potentially the base salary.\n - The coach suggests that the client continue to explore other job opportunities as leverage for negotiation.\n - A follow-up session is scheduled for the next day, with the option to reschedule if needed.\n\n### Key Themes:\n- **Value-Based Negotiation:** Emphasizing the client's long-term value to the employer, not just immediate savings.\n- **Professional Branding:** Highlighting past achievements in a clear and quantifiable way.\n- **Leverage:** Using other job opportunities to strengthen the client's position in negotiations.\n- **Remote Work Flexibility:** Clarifying expectations around remote work, as this can affect the client's willingness to accept the offer.\n\n### Conclusion:\nThe session ends with the coach providing actionable feedback and resources to help the client improve their negotiation strategy. The client is encouraged to continue exploring opportunities and will follow up with the coach in the coming days.\n\n---\n\nLet me know if you'd like a more structured summary (e.g., bullet points, table, or executive summary).\n\n## Date and Time of the Next Session\n\nHere's a summary of the conversation between the coach and the client, highlighting key points and actionable insights from the discussion about the job offer negotiation process:\n\n### **Summary of the Conversation**\n\n**1. Current Job Offer Situation:**\n- The client has received a job offer with a base salary of $180,000, a $5,000 sign-on bonus, and a flexible remote work arrangement (though not fully remote).\n- The employer is not willing to increase the base salary but is still considering the PTO (paid time off) component, which the client has requested clarification on.\n- The sign-on bonus is structured as half paid after six months and half after a year, which the client views as a token gesture rather than a meaningful incentive.\n\n**2. Client’s Acceptance of the Offer:**\n- The client is willing to accept the offer if the PTO is confirmed and aligned with their expectations, but they are still open to negotiation.\n- The client is not overly concerned about the sign-on bonus structure, seeing it as a minor component of the compensation package.\n\n**3. Feedback on Negotiation Strategy:**\n- The client has crafted a negotiation letter that emphasizes their value, experience, and the immediate and ongoing benefits they can bring to the employer.\n- The client used specific examples, such as contributing to previous employers in measurable terms (e.g., percentages, rates) and aligning with the employer’s culture (e.g., referencing “superhero team” and the company’s values as presented on the website).\n\n**4. Constructive Suggestions for Future Negotiations:**\n- **Emphasize Ongoing Value:** Instead of focusing only on short-term savings (like reducing onboarding costs), the client could highlight long-term value, such as increased productivity or reduced turnover.\n- **Anchor the Negotiation at a Higher Level:** The client could frame their request in terms of career progression and the value they bring at their current level, rather than just asking for a specific salary increase.\n- **Use AI Tools for Job Search:** The client was provided with AI prompts to assist in finding additional job opportunities, which can be used as leverage during negotiations.\n- **Be Clear and Confident in Requests:** Instead of phrasing requests as “Is there a way to increase the offer?” (which can sound like an invitation to say no), the client could frame it as “Based on my value and experience, I believe the offer should be at X. What can you offer in return?”\n\n**5. Next Steps:**\n- The client is waiting for a response from the employer regarding the PTO details.\n- The client is also encouraged to use AI tools to search for other job opportunities, which can help in negotiating with the current employer.\n- A follow-up meeting is scheduled for the next day, with the option to reschedule if needed.\n\n### **Key Takeaways:**\n- The client has a clear understanding of the offer and is willing to accept it if the PTO is confirmed.\n- The client’s negotiation strategy is strong but can be refined by emphasizing long-term value and career progression.\n- Using AI tools for job search and leveraging other opportunities can strengthen the client’s position in negotiations.\n\n### **Action Items for the Client:**\n1. Follow up with the employer regarding the PTO details.\n2. Use AI tools to search for additional job opportunities.\n3. Refine negotiation language to focus on long-term value and career progression.\n4. Prepare for the follow-up meeting and be ready to discuss any updates or changes in the offer.\n\nLet me know if you'd like a version of this summary tailored for a specific purpose, such as a meeting agenda, email to the employer, or a personal reflection.\n","code_activite":null,"etape_coaching":"S6","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Interview Preparation & Negotiation-2026-06-24T08:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/264439673372612?p=cfeHzK4MPoVxwlkNwx","google_event_id":"1113a4d2-6f07-11f1-94ba-46601cd0a5ce","courriel_suivi_sujet":"Rappel de notre séance et prochaines étapes","courriel_suivi_contenu":"Bonjour Hui, \n\nJe tenais à rappeler les points clés de notre séance : nous avons discuté de l'offre que vous avez reçue, de votre stratégie de négociation, et des pistes pour renforcer votre position en mettant en avant votre valeur à long terme. Nous avons également abordé l'importance de votre marque personnelle et de l'utilisation d'outils AI pour trouver d'autres opportunités. \n\nVous avez accepté de préciser votre demande en insistant sur votre contribution continue et de suivre les prochaines étapes avec l'employeur. Notre prochaine séance est prévue demain, et je reste à votre disposition pour ajuster votre stratégie si besoin. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Hannah on Negotiation, Personal Branding, and Using AI for Job Search ahead of her job offer negotiation with the current employer. We agreed that for our next meeting I will review her revised negotiation letter incorporating the feedback on emphasizing ongoing value and anchoring at a higher level, and we will continue to explore additional opportunities using the AI prompts provided. We will meet again on Thursday June 13 at 10:00 AM EDT.","session_summary":"Job offer negotiation strategy, emphasizing ongoing value and long-term contributions, refining negotiation language, exploring AI tools for job search leverage, and aligning with company culture to strengthen position.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":"2026-06-25T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"90016cdb-567b-44fe-8de5-d904c373c0ca"},{"candidat_id":"5631e8af-0fc5-4a05-9fe7-07443bd748c3","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-23T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Mm-hmm. You Hello michael hello are you and you're able yes yes you will very good very good How was your weekend? Oh, pretty good. Pretty good. It went well. And I actually have... a couple of an interesting development that developed earlier today I want to bring up and and I had two questions before we begin. that I wanted to bring up that and two questions before we begin. One was, I noticed I looked it. Thanks for sending that information. And I went through the resume. It was like a one hour on demand. You sent me the four things I'd already seen getting started. I did the resume. And And one of the other things I saw in that Wright Management had was I have access to. Like if I wanted to take some kind of course in AI or something, like, you know, learning AI skills or something like that. I saw in the skills thing, I thought I saw that there were some AI things. I can take those, right? Yes, everything that you see on the web. website, either there are the more general webinars, like the one I send for the resume, LinkedIn. Career. And then there's also this section about skills and developments. And then you have some, it's a different format, but it's. So then the webinar kind of format that you can take on courses, as I understand, they're on demand. It's not necessarily like courses that you. have on several sessions, but I might be wrong. If you've seen some that are formatted in several... stages, the one on AI, have you seen one more specifically on AI that you were interested in? I just, this was even. a few days before you and i had our first meeting i was going through the site quickly and i i saw i saw i think it was more than one on AI and I didn't I didn't even click on them to notice whether they were you know like you say I on demand is always best for me because I can't, you know, it's hard to commit to a series of things. But yeah, I just, I figured there were, I mean. it said that you could take them. So I mean, anyhow, I just wanted to, because I think that's probably a good thing for me to take. And related to that, And any of the resources that we're talking about here, like whether it's improving my resume or LinkedIn, I guess, did you ever find? out how long my uh expiration is because we said august 20 20th i think and does does all i guess what i'm asking on a broad level is i guess my contact with you would end that whenever that ends, and you thought it was three months, and there's a difference of... Yeah, well, I have the date here, so it would be the August... 20 seconds, the end of the program, because it's calculated as from the time that you started to access. the uh the website the next website right see is uh well it was in june yeah so so july well they gave me they gave me they gave me because i i went on hold so they gave me yeah august 22nd is the proper time they said two months and one with plus one week so it's nine weeks. Okay, so my question is, when that nine weeks ends, do I then lose access to right management? Well, you're supposed to have access, it depends on the program. I see that you're on an advantage program. There are some, what they call, continuous So you still have access to resources online for a certain amount of time, but that I can verify to make sure I give you the process. proper information for your case, but you do have access after a few weeks or a few months depending on the program. For me... Technically, our process will be over, but, you know, I see that we still have, you know, enough weeks in front of us to. to actually go through the whole cycle of what we're supposed to accomplish together. Oh, yeah. So I think I wasn't I was just curious. wasn't like you know trying to like push anything off or anything i i i was just curious if i had access to some of the the to the resources on an online basis and for if you could maybe find that out and for and for how long uh you know after the august 22nd like is it several months or weeks or something yeah uh so anyhow there was that and then my last question is I've been applying to a few jobs, and I just heard back on one this morning. where they were interested well okay so i applaud and it has a name and it had like a series of questions you know have uh you know uh have you worked for us before have blah blah blah have you they were We're just basic. are you willing to you know uh i don't i don't remember what they uh here uh just they were real basic but there was one question in particular. Here we go. Yeah, like, when would you be available? They're all there were all basic questions. You know, how do you interview before? If so, what was the result? That kind of thing. But then they say if selected what is the salary amount or range that you are looking for in a new opportunity so i would like to get your I know that your site This email. And it has a name on it, but I'm thinking I could have just gotten through the ATS system and they just put a name on there. You know what I mean? Sorry, I missed for a few seconds what you said. So you said that they asked for the salary expectation, and then I missed what you just said. after that oh yeah they asked for a salary range yeah uh in there and and or uh yeah what was it it was it's selected what is the salary amount or range that you are looking for in a new opportunity yeah and what is that form Michael, where did you get that form? Where did I get, oh, this is, it was an email. It was an email. Okay. after I applied to a job and it's got a person's name and it, it, it, it's definitely. Well, it seems to be legitimate, although it comes from somebody from Brass Ring. Uh-huh. Well, the reason I'm asking... that is that actually we just had a webinar no internal webinar for our team a few days ago that we're talking about a trend right now it's happening, that there are a lot of people doing phishing online. Oh, yeah. I knew about fraud when people tried to ask me for credit cards. stuff in but apparently more and more you have people fishing for information so they would ask information and then gather this information and it gives them them intel on, you know, what are the expectations of candidates about this and this kind of work? And so that's why I was asking where it comes. from and even from your answer you're like i'm not sure about that person you say there's a weird email so so i feel that even with your instinct there's something That seems fishy with that. Well, you bring up a good point. It says, my name is Branwyn and I'm the recruiter for this. a media relations strategist role. And it comes from Brass Ring, is her email. And I see that... brass ring is an is an is in fact an ATS applicant track tracking system. So it I don't necessarily think it's I don't necessarily think it's fishing based on what she's asking because there's no, you know, the questions are simple. If you were interviewed, when would you be available? What's the salary range. Would you willing to get a security clearance because it's required for the job and have you interviewed with a company before. That's it. So I don't think it's phishing because they're not asking. for any personal information but I guess my point is I don't think it's I don't think it's it may not be a real person it could just be And automated, it's a fake, yeah, it's a phony person, yeah. Yeah, it might be a system just trying to filter applications. That's very powerful. yeah then then to your point you know what should you answer to that well what how do you feel about that what what do you think would be an appropriate answer to that well Well, in the position, which I found, I don't know, originally I think on LinkedIn or somewhere. And then I never apply on LinkedIn because I find a lot of those to be fake roles. So I go straight to the company website. In the role, they list the pay range for the job for certain, and it can be at any location where the company has offices and they're all over the U. US. And they list a range of in well, they list in the higher paying. States like California, Massachusetts, and New York, they list a higher range. I live in Texas, so I figure I fit, even though they don't list Texas. they list Colorado, Hawaii, Maryland, Minnesota, Washington, D.C., New Jersey, Vermont. that's a more analogous range they list 90 to 159 000. okay so so my question would be I mean, because in a lot of cases, I always put when they first ask, I always put negotiable. I never give them a. range, you know, on an application, because if I don't know anything about the job, I don't think it's right. So my second thing would be. should I don't think I should just say I could just say negotiable. I could then they might but would they toss me out without giving a range or should I go with the middle 120 or should I go with a middle range of 120 to 130? What's your opinion? well then my question to you michael would be what do you want i don't care i mean i'll be honest with you at my age i mean that the low end of that is, is a very low amount of pay for the role that they're asking, right? Uh, based on my experience. And I'm just telling you base, I'm just telling you as an observer based on my experience, I would skew toward the higher range. of that of that but i honestly i don't care i mean it doesn't matter to so it doesn't matter i want to get the job i don't i don't want to like quibble over things like that. I'd be thrilled to get the job. If I got it at the very low end, I'd probably be upset. uh-huh but you wouldn't care also if you get the higher salary you wouldn't be against that right i wouldn't be against i wouldn't be against it now but but i it doesn't matter to me okay okay well uh well there's no right approach but But the optimal approach is to make sure that whatever you're saying is something that you're comfortable with, because what you don't want is then having an offer that doesn't. match what you want and then you're stuck with something that or you get to negotiate from a bar that is much lower than what you want right so it's always better to to have a higher bar and then if they get with something lower then you have some room to negotiate because then if you get with a lower bar it's difficult to then justify why do you want more than what you said you know in the first place so so my question to you would be what would be the level that you feel comfortable that if you get a yes that you're good to go with you know and then then have this level and then you can always try to negotiate a little bit higher but at least you don't get on because it would be harder if you get stuck at that lower level and to feel that you're being used for your competences and experiences. while being paid by being underpaid right yeah yeah so to answer that i mean like i say i think I would probably say 120 to one. Well, first of all, is it better to give a figure or a range is one question. Okay. That's. question one is question two for me what you're saying i understand what you're saying it's a great point i mean honestly if they hired me at the lowest level, I would feel insulted and feel like they are using me, but I would be happy to get a job because I haven't had a full-time corporate job in 13 years. I haven't really looked because I've done all the, you know, freelancing. That's been my choice, right? I've applied to a few full-time jobs over the years, you know, a few dozen while I had freelance and, you know, even had a... I didn't tell you this the first time, I even reached, at a couple companies, I reached a stage of going through three or four levels of interviews even. And in those jobs, I think I was eliminated because they deemed I was overqualified. That was my view. I don't know if that's right. And what was the range of salary they were offering for that? Those? They never really reached that. and then when it came up, they would give me the higher range and I would say the highest part of the range and then they would eventually eliminate. But I don't know, that was at one particular company where I interviewed two different times, a series of two or three interviews. I think their HR department was a little dysfunctional, but that's just me. But, but I, I, we don't. I want to focus on this opportunity do you think that that I should so to answer your question I mean if it was 120 to 130, I'd be content. But, you know, I would maybe wonder after the fact if I did get higher, what if I said 40 or 150, but that I wouldn't it would like I said, it wouldn't matter to me none of it that wouldn't matter to me i wouldn't be gnashing my teeth or so so what would so what would be let's say what would be a figure that would represent a step up from what you were doing before well when I had a last my last full-time job in 2013 I was at 140 But, and I was, I was considered, if you asked around, I was severe and not by my vantage point, but by. Other people would say, boy, you were underpaid for that role. Wow. Okay. Yeah. Yeah. And do you believe that? Not at all. Not at all. what makes you not believe that what makes me not believe that i don't know because i was just i was I mean, I think my title might have been a little, I was vice president, and I think I might have been, my title might have been higher than what I was doing. or certainly some of it was by others' choice, the roles that they were giving, the duties they were giving me. for just for example other people in my role had like managed teams of like you know three four five people and i managed one person. They only gave me one person to manage. At one time, they gave me three people briefly for like a few weeks. But then they took them away uh this was at a p it wasn't and they took them away not because of anything that i know it wasn't because of anything i did it when you work for a pr agent like I did you move people resources around based on needs so that that's fair enough I you know I wasn't and so anyhow I don't want to get into, like, the weeds of my past unless it's helpful to you. Well, no, but the only thing I hear is that you're saying other people. you know, valued your work at a higher level than you yourself was valuating it, right? I think at that point, point, I think at that point, I wouldn't necessarily say that was accurate. I said when they say you're underpaid, I think it was more of a criticism. at that point like you know you're that's why you're at one point I think my boss said that's why you're so underpaid it was in response to something or that's why your salary is so low okay uh let's say if you let's i don't think it was that they were valuing me high i i you know okay So if we set aside the underpaid part and undervalued, at least what we know is that you were paid the $140,000. So that's- can be an anchor there. We say, well, this was my value at some point. Maybe some people said that I was undervalued. I could have been valued more. debatable but at least we know that there's something fixed that is i was paid 140 dollars a thousand dollars and and i was appreciated with with my role, I had to manage people, some resources had to be moved around, but it wasn't because of me, it wasn't because I wasn't doing anything wrong. So, so do you agree that you were worth the 140? Yeah, I guess I did. But I mean, just to be straight, that was a vice president's role. at the world's largest PR agency at the time. And this is working in a company for like kind of a... There's no managerial role in it whatsoever. I'm a single person. It's much lower on the... lower rung role than than that so it's not just to be just to be clear so yeah well Because one approach to do it, and I don't know if you have the possibility to write something or if it's to enter just a figure, but one approach to it. is just to say, well, my expectation is to get a job that is similar in terms of pay that what I used to have. This is fair to say, well, you know, if I was paid a certain level, I expect to have something similar, but I'm open for discussion. You know, so at least it opens if people. say, well, we cannot afford that. We don't have the resources. We think that this role is maybe different, so we have to pay less. Well, then we're going to have a discussion about it, but at least they understand. that you have a value that is at a certain level so if they want to you think no i think that's a that's an interesting approach I would just say two things well and if I did that would I give this at my I'd be interested in getting a job around the level of my previous, but see, I've had like six or eight freelance jobs that are listed on my resume in between. Right. And honestly, I mean, some of those freelance roles actually by the hour. They've exceeded, a few of them have, you know, but sometimes you only get, when you get freelance work, you only get it a few times. Yeah. Yeah. And some of those by the hour would be double 140,000 like by the hour, but I only had them for like a week or something. You know what I mean? Or that kind of thing. But most of them, including the one at the newspaper or something, it's like, you know, I don't know. not half, but not over. It's less than that. A lot less than that. So what I because I'm also restricted hours 30 hours so mm-hmm yeah yeah but the idea of telling them what was what's your expect based on your previous full-time position, again, it's just to establish an anchor, just to have psychologically to say, well, this is what you've been valued in the past. You can be open to have a discussion to say, well, I might be accepting different responsibilities and maybe getting a different pay, but my worth is still the same. So if they want to pay you less, it's either for less responsibilities or for less workload. Or they have to compensate in another way. Is it with benefits? Is it with other things that they can offer? But the idea is just to establish an anchor. And you say, well, this is what I'm worth at my level. And, you know, you gain experience even, Michael. So you're probably worth more, right? Because you get all these freelance jobs. You said you'd work. paid more hourly basis and from the 140 000 that i heard you've gained all these other experiences right so so you could probably be worth even more do they well i mean there's no question i'm i'm much better than i was in 2013 in terms of my skills and ability i mean Yeah, definitely. But, but, but if I did that, would I say, so I really like, well, I'd like to make what I earned at my pre. full-time position I'm open to discussion yeah does that sound good that sounds good because it's but it's fair right it's you know any employer cannot Thanks. someone who takes a new job to walk back on their career path, right? I understand that, but there might be reasons why you would want to accept a lower salary. And this is an email response. have room to write something but would i say would i then say what i made at my previous position and say 140 yeah in the in the response or keep it vague and just the sentence I just read to you a minute ago. Or should I put the amount in there or not? That's a good question. Well, as it seems to be quite automated, and if you don't really know if that's... the real person on the other side. We did what you just said, you know, I want to be on the similar, my expectation is to keep on similar. that's how we had a previous job, open the discussion and then opening the path for having this discussion. So ultimately, you just want to have it. human being at the end of the other end, right, to have a discussion. Yeah. But there's always a risk because if it's fully automated, then maybe they'll just discard because they don't have. a value to put you know if they really ask for a number you know and that that that might be yeah okay so let me just now I know we're taking up all the time on this, but we can discuss the other stuff, what you want me to do. do. But that I guess I would say there's that approach. And there I think I think while your answer is smart, it probably does would need the value or otherwise it could get deleted or just, you know, they're not that I think just saying negotiable is not smart either, and nothing else. Yeah, you know, yeah, or, or to other options, because I'm worried that that would either, like you say, if I don't put an amount, it gets discarded, or if I put in 140, they're going to say, whoa, that's way too high for where he lives or you know looking at his resume or whatever and this is after some a human sees it or Am I better off just either saying 120 or 120 to 130, which is, and I don't know for sure that this is the range. or the state of Texas. I'm just guessing based on the listing that I saw. But would I be better off doing either... What you said, three doors, door number three or door number one, a single amount or door number two, a range. What's your view? Yeah, yeah. Well, if you go with the path of this is what I used to be worth, or I'm still worth at the minimum, because that's what i was doing before then a fixed a specific number makes more sense because then people say why do you give a range you know if you say that you're worth at that level level now, you know, you've been doing this, you don't want to decrease but I understand you might not want to give a specific because if it's fishing that they're doing, they might want to see how is the competition paying people, right? So they want to see how this person was being paid in the other company. But if you don't want to be too specific, it could be, yeah. I want, I'm according to my career path, what would be rational would be to have this, this number would be rational for my. for where I'm at in my career path, but I'm open for discussion. So that at least opens the room. So if you can have someone to discuss with, that would be great. But again, it's about establishing the anchor. I understand what you're saying. Should I put... lower bar, let's say I put 120, then the question is, why should it be better to have a lower bar? Why not 110, 1 in 100? You know, where do you set that bar? And what if you end up seeing a bar that is lower than even the employer would be willing to pay? might be saying, well, this guy is asking us for less than what we would even pay, so let's go for that, right? So if you want to go with that path, the most important is not to go lower to what would make you comfortable you know because that's that's really like i said i'd be i'd be comfortable in the 120 to 130. range i would be fine with it so uh i mean like i said i would between us i'd be comfortable at even 90 but i would I would, I don't know, comfortable is the wrong word, I wouldn't be comfortable, but I'd be like, whoa, this doesn't sound right, they're pretty cheap. their, you know, that, so I wouldn't, I would take the, let me clarify, I would take the job, but I would be probably wouldn't, comfortable is the wrong word. they're not the ones being cheap right if you're the one setting the bar right so so how I think I like the way you first said it, but I think that something tells me I need to maybe not knowing this that I need. to go in the middle range that i feel more comfortable saying that would i say i see myself in the range of 120. And while I see myself in the range of 120, I'm open to discussion. or or or while i see myself in the range of 130 i see i'm open to discussion or while i see myself in the range of one 120 to 130 yeah well when you say and i'm open to discussion in the head of the employer is to get lower right it's for them it's not to discuss us higher you know if you set the bar at 120 so if you want to have some room to negotiate uh then then just leave it well leave it or the one 130, then if they go lower, then you say, well, my minimum is 120. So I don't want to go lower than that. At least you have some room because you don't want to give. the one that you don't have room underneath because they will try to negotiate down. They will never try to negotiate you up, right? I hear you. But, okay, and we can leave it as this last point. My fear of all this, and this is a fear I always... have is would I if I say 130? Yeah, right. Or would I be pricing myself out of the job? Okay, let's put another yeah but let's say you say i put it 110 or 100 or you said 90 000 what if they say yes and you're stuck with that That's the other question, right? Are you comfortable with that? And if your answer is yes, and you seem to say yes, I mean, that's fine. But it's just that I understand the fear of losing if you're asking for too much, but sometimes this fear hides the- other concern of what if they accept too low and i'm stuck with that that's that's the other concern because then you can get stuck with that for a while yeah So it's a matter of making sure that the lower part of the negotiation, you would still be comfortable with that if ever it gets to that part. So, I mean, if you say 120 and they might get a little bit lower, it has to be okay with you. So maybe, like you said, maybe the halfway, the 100. 30 and then they can negotiate down to 120 and then you're fine that could be another another possibility so uh okay okay well i think I've settled on, I'm going to go with, is it better to say 130 or is it better to say 120? 130. If you say 120 to 130, it means 120. I see what you mean. It's better to just give a figure. Okay. Yeah, yeah, because then they always go for the lower part, lower tier of what you're asking for. Yeah, you're right. I got you. I got you. Okay, I know we took up all the time. time so what i i did see the that you i'll let you take it from here i did print out the very the four things you told me to look at the reason and I actually saw these in the when I watched the getting started they covered They covered a lot of these things. The elevator pitch, the reason for leaving, personal branding worksheet. and then i didn't print out the linkedin guide yeah well i mean these are more like the kind of worksheets the personal branding worksheets it's like a five six page document they are like questions in it but if yeah I have that right okay so that I would I think would be one that you can work on this week on page three. I think it asks for specific things that specific accomplishments. so things that you've done uh you see that i think it's on page three yeah and i i had a question i saw that when i looked at this like a week ago even before no no when you steered me to it the other day i looked at this on page three it says write out your car story What does that stand for? Yeah, I should have that memory. It's how to describe. I think it's an action or something. A may be action or something. I don't know. I think R is result, action, and I have to figure out the C. But yeah, it's a way toward the accomplishment. So it's a way that you... encompass all the information but actually oh here it is i i figured it out i think i figured it out challenge challenge action and react result actually it's the three columns that you have on page three you see it says what is what was the challenge what action did you take what was the result uh so that's how they ask. It's a way to make sure that you have all the information when you're talking about an accomplishment. And if you can find a few examples. things that come to your mind and then you have on page five it talks about the the strengths that you have and the key strengths and you see that it's it asks what's the key strength why is it important why is it important what did that strength allowed you to do what why was that important and then why was that important and then if you do that a few times you ask yourself why is it important you get they show they get you get to a point that is the value that you have so is it teamwork is it innovation is it perseverance is it so it's like getting to keywords and these are ones that we're going to use to describe you because in your description a short description you don't have time to explain all the examples that you know what what you've accomplished Maybe if people ask questions, you will answer that for sure. But in your little 30-second pitch, the most important is what makes Michael, Michael. you know and and and nail that these specific values that are different than others you know so how to stand out from the pack so if you want to think a bit about this and next next week what we could do is i told you i think a bit about that that was what i wanted to do this week but it's okay we can do it next week it was working on the identity matrix that i was telling you about it's uh well we'll take some time to discuss about it but it's really to to discuss about what you are and want to be and don't want to be and what you're not and want to become and would not want to become so you see like question like that but maybe i if you want to or i could i could send you already the document i have like a little chart that you can see this is like a bonus it's not in the right management stuff but it's more what i'm using with my executive coaching approach oh sure and i find it useful because it helps to put words on on and and you're you're a man of word you know you're right so i think that it could be useful for you i i don't share that with with many people but i think for you To have this kind of and use creativity and to come up with how you would describe you in those different quadrants in the chart. Um, and then next time we could discuss about that. And I think that this will also help in getting to this personal branding statement that will be. I would really appreciate that. Yeah, no, I, I like this. So what, so what, I mean, I guess for the next one we should do, I should do some homework in advance. in advance so that, and hopefully, well, I mean, hopefully, I guess maybe I do have another job offer. That's a good sign. But, but I guess, you know, next. time we instead of discussing that uh uh you know we can discuss the task at hand but um and i know all do have advice on salary discussions on your website by the way but I just don't have the time to go through that because I need to respond to the bot or whatever it is pretty soon. And you know, Michael, and it's okay, you know, because we have a path for sure. But, you know, the most important is what's aligned. for you right now you know so sometimes we have people the first session they're like I have an interview tomorrow this is what I want to talk about and we spend a whole 30 minutes preparing for the interview Because that's what's the most important, right? Yeah, you told me that in the first call, so I didn't feel too bad. But I still... So what do you advise you're going to send? me that identity matrix yeah yeah and i'll be more prompt than last time i know that i took a few days last time thanks for following up but i'll i have time to so I'll send it to you right away. Okay, and yeah, you'll send that and you were going to check on, was there something? you were going to check on in the beginning i forget what it was uh yeah it was for the the length uh of how much time do you have after the end of the program oh yeah after after yeah because i mean let's yeah let's be honest i mean this thing was sent at like 5 30 in the morning i know that it wasn't it was definitely a bot i mean so Who knows? I mean, I may have success with this, but, you know, it could go into a black hole. And even if you get an interview and prepare for it. you go through it if if you're successful that's that's fine uh you know if it doesn't work out well well then it's it's for you know i always say it's good practice you know it's getting get help you to gain confidence in in doing you know responding getting an interview responding to it the questions uh so it's all it's all positive It's all good. And which do you recommend in advance of next week? Which one do you recommend? I recommend I do the personal... branding first so the personal branding and usually the parting story the uh the reason for leaving this well i mean when there's I understand, you explained it last time, I think it's pretty clear, but just to, if you want to take some time to really craft something that you're really... And that you know by heart that when people ask a question, you have something right away that fires up and you're confident. You don't have to think about it. well, because no, no, no, no, you have really something prepared in advance. So that's one thing to also to work on. And then do the 30 second commercial. show yeah well this this all comes together so you know once you've done the personal branding the identity metrics also and then i i would say after that to do the 30 second because this all the others help to get to this 30 second commercial and this will also be used for the linkedin for the resume. It's all a path. It's all going to be used for the next steps. And just so I understand the identity matrix will will help me with all all of these right or that's the magic of it well because that's why it's it's a bit beyond what right management usually does because this is a process sometimes i have clients you know in executive coaching that i spend 10 sessions on that you know it can be really we can go in depth but it's really to nail down precisely where you're at right now, you know, and what you want, but also what you don't want. And usually people, they think more about what they want they don't spend much time about nailing down really much what they don't want and in the end they end up doing again stuff that they didn't want to do right So we're going to be nailing this really precisely. And the more clear you are with that, well, the more confident you're going to be showing up in front of. people for interviews. And new employers, they pick up on that. They see when people are confident and they know what they want. And this is reassuring for an employer knowing that, you know. we're hiring someone who knows they want to be here you know so that's that's that's an added value for them yeah and I did take I mean and I it's probably it's worth doing better working on after we go through all these exercises I did jot down some early 30 second commercial. And these are not, these are not very good. I kept like doing iterations of it like I write and sharpen words for global companies and executives I don't really like that very much. Guiding companies and executives with what to say the best words and what not to say. that to me was a little bit that was a little bit more interesting to me but I'm not crazy about either but for those those both michael if i may give a comment it's it tells about what you do it doesn't tell much about who you are you know there's something about the who is michael because because what you said other people might be able to do that so what is it that is different specific to michael So that's why the value part plays a... Because describing what you do, a lot of people might be able to say something similar. but they might probably not do it the way you do it and that's how that's what we want to nail what is it that makes you be different than others so that is It's your stand-up. Okay. But no worries. We're going to be working on that, Michael. We're going to get there for sure. Okay. When would be the next time that you would... one to talk against yeah next week is a little bit different because uh i have um my girlfriend has a medical procedure so i can't it has to be more toward the end of the week okay fine so could what do you have about instead of Tuesday or Wednesday how about Thursday this July 2nd yeah yeah that works yeah Thursday at the same at the same time yeah so it would be at two your time right 2 p.m central three o'clock of your time yeah OK, let's do that. So July 2nd at 2 p.m. my time. 3 p.m. my time, 2 p.m. your time. Yeah, that's it, that's it. Okay, cool. I'm putting it on my calendar and you'll send me an invite for that. Yes. Plus you'll let me know that. the matrix and the duration thereafter okay let's do that okay michael that was nice catching up with you and uh and yeah uh well good good week i'll send you the work a good reflection and the reduction on that and uh yeah Ah, we'll have more fun next time. Yeah, you can give me good advice. I appreciate it. It's my pleasure. Well, have a nice day, Michael. See you soon. Okay. Bye-bye. Bye-bye.\n\n=== Enregistrement live du 2026-06-23 19:00 ===\n\n[COACH 01:18] Hello, Michael.\n\n[CLIENT 01:21] Hello, are you? And you're able to me again? Yes, yes, very well. Very good, very good.\n\n[COACH 01:29] Yeah, how was your weekend?\n\n[CLIENT 01:31] Oh, pretty good, pretty good. It went well. And I actually have a couple of an interesting development that developed earlier today. I want to bring up. And I had two questions before we begin that. I wanted to bring up that and two questions before we begin. One was I noticed, and I looked at, thanks for sending that information. And I went through the resume. It was like a one hour on demand. You sent me the four things. I'd already seen getting started. I did the resume one. And one of the other things I saw in that right management had was I have access to, like if I wanted to take some kind of course in AI or something, like, you know, learning AI skills or something like that. I saw in the skills thing, I thought I saw that there were some AI things. I can take those, right?\n\n[COACH 02:47] Yes, everything that you see on the website, either there are the more general webinars, like the one I send for the resume, LinkedIn, career, and then there's also this section about skills and developments, and then you have some, it's a different format. but it's still in the webinar kind of format that you can take on the courses. As I understand, they're on demand. It's not necessarily like courses that you have on several, you know, sessions, but I might be wrong. If you've seen some that are formatted in several stages, the one on AI, have you seen one more specifically on AI that you were interested in?\n\n[CLIENT 03:36] I just, this was even a few days before you and I had our first meeting. I was going through the site quickly. And I saw, I saw, I think it was more than one on AI. And I didn't, I didn't even click on them to notice whether they were, you know, like you say, on demand is always best for me because I can't, you know, it's hard to commit to a series of things. But yeah, I figured they were, I mean, it said that you could take them. So, I mean, anyhow, I just wanted to, because I think that's probably a good thing for me to take. And related to that and any of the resources that we're talking about here, like whether it's improving my resume or LinkedIn, I guess, did you ever find out how long my expiration is? because we said August 20th, I think. And does all, I guess what I'm asking on a broad level is, I guess my contact with you would end that whenever that ends. And you thought it was three months. And, you know, it's a difference of.\n\n[COACH 04:55] Yeah, it's, well, I have the date here. So it would be the August 22nd, the end of the program. Because it's calculated as from the time that you started to access the website, the next website.\n\n[CLIENT 05:13] Right.\n\n[COACH 05:13] And I see it's, well, it was in June. Yeah, so July.\n\n[CLIENT 05:17] Well, they gave me, they gave me, they gave me, because I went on hold. So they gave me, yeah, August 22nd is the proper time. They said two months and one with plus one week. So it's nine weeks. Yeah. Okay. So my question is. is when that nine weeks ends, do I then lose access to right management?\n\n[COACH 05:39] Well, you're supposed to have access. It depends on the program. I see that you're on an advantage program. There are some, what they call, continuous connection. So you still have access to resources online for a certain amount of time. But that I can verify to make sure I give you the proper information for your case. but you do have access after either a few weeks or a few months depending of the program. For me, technically, our process will be over. But, you know, I see that we still have, you know, enough weeks in front of us to actually go through the whole cycle of what we're supposed to accomplish together. Oh, yeah. So I think we have...\n\n[CLIENT 06:26] Yeah, I was just curious. I wasn't like, you know, trying to like push anything off or anything. I was just curious if I had access to some of the, to the resources on an online basis. And for, if you could maybe find that out and for, and for how long, you know, after the August 22nd, like is it several months or weeks or something? Yeah. So, anyhow, there was that. And then my last question is, I've been applying to a few jobs, and I just heard back on one this morning where they were interested. Well, okay, so I applaud, and it has a name and it had like a series of questions, you know, have you worked for us before, have blah, blah, blah. have you, they were just basic, are you willing to, you know, I don't remember what they, here, just they were real basic, but there was one question in particular, here we go, yeah, like, when would you be available? There were all, there were all basic questions, you know, have you interviewed before? If so, what was a result? old, that kind of thing. But then they say, if selected, what is the salary amount or range that you are looking for in a new opportunity? So I would like to get your, I know that your site has this email, and it has a name on it, but I'm thinking I could have just gotten through the ATS system and they just put a name on there, you know what I mean? Sorry, I just got a little linch.\n\n[COACH 08:31] I missed for a few seconds what you said. So you said that They asked for the salary expectation, and then I missed what you just said after that.\n\n[CLIENT 08:39] Oh, yeah. They asked for a salary range in there. Yeah, what was it? It was, it selected, what is the salary amount or range that you are looking for in a new opportunity?\n\n[COACH 08:56] Yeah. And what is that form, Michael? Where did you get that form?\n\n[CLIENT 09:02] Where did I get? Oh, this is a, it was an email. It was an email.\n\n[COACH 09:08] Okay.\n\n[CLIENT 09:09] After I applied to a job and it's got a person's name. And it, it's definitely, well, it seems to be legitimate, although it comes from somebody from brass ring.\n\n[COACH 09:26] Uh-huh. Well, the reason I'm asking that is that actually we just had a webinar, no, internal webinar for our team. a few days ago that we're talking about a trend right now that's happening that there are a lot of people doing fishing online.\n\n[CLIENT 09:43] Oh, yeah.\n\n[COACH 09:44] I knew about fraud when people tried to ask for credit card stuff. But apparently more and more you have people fishing for information. So they would ask information and then gather this information and it gives them intel on, you know, what are the expectations of candidates about this? this kind of work. And so that's why I was asking where it comes from. And even from your rencer, you're like, I'm not sure about that person. You say there was a weird email. So I feel that even with your instinct, there's something that seems fishy with that.\n\n[CLIENT 10:21] Well, well, you bring up a good point. It says, it says my name is Branwyn, and I'm the recruiter for this media relations strategist role. and it comes from brass ring is her email and I see that brass ring is in fact an ATS applicant tracking system so I don't necessarily think it's I don't necessarily think it's fishing based on what she's asking because there's no you know I mean the questions are simple if you are interviewed, when would you be available? What's a salary range? Would you be willing to get a security clearance because it's required for the job and have you interview with a company before? That's it. So I don't think it's fishing because they're not asking for any personal information. But I guess my point is I don't think it's, I don't think it's, it may not be a real person. It could just be an automated. It's a fake. Yeah, it's a phony person. Yeah. Yeah.\n\n[COACH 11:34] It might be a system just trying to filter, you know, applications, that that's very possible.\n\n[CLIENT 11:38] Yeah.\n\n[COACH 11:39] Then to your point, you know, what should you answer to that? Well, how do you feel about that? What do you think would be an appropriate answer to that?\n\n[CLIENT 11:48] Well, well, in the, in the, in the position, they, that, which I've found I don't know, originally I think on LinkedIn or somewhere and then I I never apply on LinkedIn because I find a lot of those to be fake roles. So I go straight to the company website and in the role they list the pay range for the job for certain and it can be at any location where the company has offices and they're all over the US and they list a range of in, well, they list in the higher-paying states like California, Massachusetts, and New York. They list a higher range. I live in Texas. So I figure I fit, even though they don't list Texas, they list Colorado, Hawaii, Maryland, Minnesota, you know, Washington, D.C., New Jersey, Vermont. So I figure that's a more analogous range. They list 90 to 159,000.\n\n[COACH 12:54] Okay.\n\n[CLIENT 12:55] So my question would be, I mean, because in a lot of cases, I always put, when they first ask, I always put negotiable. I never give them a range, you know, on an application, because if I don't know anything about the job, I don't think it's right. So my second thing would be, I don't think I should, I could just say, I could just say negotiable. I could then they might but would they toss me out without giving a range or should I go with the middle 120 or should I go with a middle range of 120 to 130? What's your opinion?\n\n[COACH 13:38] Well then my question to you, Michael, would be what do you want?\n\n[CLIENT 13:42] I don't care. I mean, I'll be honest with you. At my age, I mean, the low end of that is a very low amount of, pay for the role that they're asking, right, based on my experience, and I'm just telling you, based, I'm just telling you as an observer, based on my experience, I would skew toward the higher range of that, of that, but I honestly, I don't care. It doesn't matter to, it doesn't matter. I want to get the job. I don't, I don't want to like quibble over things like that. I'd be thrilled to get the job. If I got it at the very low end, I'd probably be upset.\n\n[COACH 14:28] But you wouldn't care also if you get the higher salary. You wouldn't be against that, right?\n\n[CLIENT 14:36] I wouldn't be against. I wouldn't be against it. No, but it doesn't matter to me.\n\n[COACH 14:42] Okay. Okay. Well, there's no right approach, but the optimal approach is to make sure that whatever you're saying is something that you're comfortable with because what you don't want is then having an offer that doesn't match what you want. And then you're stuck with something that or you get to negotiate from a bar that is much lower than what you want. So it's always better to have a higher bar. And then if they get with something lower, then you have some room to negotiate. Because then if you get with a lower bar, it's difficult to then justify why do you want more than what you said in the first place? So my question to you would be what would be the level that you feel comfortable that if you get a yes that you're good to go with and then have this level and then you can always try to give a sheet a little bit higher, but at least you don't get under because it would be harder if you get stuck at that lower level and to feel that you're being used for your competences and experiences while being underpaid, right?\n\n[CLIENT 15:52] Yeah, yeah. So to answer that, I mean, like I say, I think I would probably say 120 to 1. Well, first of all, is it better to give a figure or a range is one question? Okay. That's question one. Question two for me, what you're saying, I understand what you're saying. It's a great point. I mean, honestly, if they hired me at the lowest level, I would I would feel in. and feel like they are using me, but I would be happy to get a job because I haven't had a full-time corporate job in 13 years. I haven't really looked because I've done all the, you know, freelance. That's been my choice, right? I've applied to a few full-time jobs over the years, you know, a few dozen while I had freelance and, you know, even had a, I even, I didn't tell you this first time I even reached, at a couple of companies, I reached a stage of going through three or four levels of interviews even. And in those jobs, I think I was eliminated because they deemed I was overqualified. That was my view. I don't know if that's right.\n\n[COACH 17:10] And what was the range of salary they were offering for that?\n\n[CLIENT 17:13] Those. They never, in those, they never really reached that. And then when it came up, they would give me the higher range and I would say the highest part of the range and then they would eventually eliminate me. But I don't know, that was at one particular company where I interviewed two different times, a series of two or three interviews. I think their HR department was a little dysfunctional, but that's just me. But I, we don't, you know, we, I would, I want to focus on this opportunity. What do you think that, that I should, so to answer your question, I mean, if it was a 120 to 130, I'd be content, but, you know, I would maybe wonder after the fact if I did get higher, Well, what if I said in 40 or 150, but that I wouldn't, like I said, it wouldn't matter to me. None of it, that wouldn't matter to me. I wouldn't be gnashing my teeth or so.\n\n[COACH 18:21] So what would be, let's say it would be a figure that would represent a step up from what you were doing before?\n\n[CLIENT 18:31] Well, when I had a last, my last full-time job in 2013, I was at 140. but and I was I was considered if you asked around I was severe and not by my vantage point but by other people would say boy you were underpaid for that role wow but yeah yeah and do you believe that not at all not at all what makes you not believe that what makes me not believe that I don't know because I was just I was I was I mean, I think my title might have been a little, I was vice president, and I think I might have been, my title might have been higher than what I was doing, or certainly some of the, some of it was by others' choice, the roles that they were giving, the duties they were giving me, like for, just for example, other people in my role had like managed teams of like, you know, three, four, five people. and I managed one person. They only gave me one person to manage it. At one time, they gave me three people briefly for like a few weeks, but then they took them away. This was at a P, it wasn't, and they took them away not because of anything that, I know it wasn't because of anything I did. When you work for a PR agency like I did, you move resources around based on needs. So that's fair enough. You know, I wasn't insult. Anyhow, I don't want to get into like the weeds of my past unless it's helpful to you.\n\n[COACH 20:14] No, no, but the only thing I hear is that you're saying other people, you know, valued your work at a higher level than you, yourself, was valuating it, right?\n\n[CLIENT 20:26] I think at that point, I think at that point I wouldn't necessarily say that was accurate. I said when they say you're underpaid, I think it was more of. a criticism when at that point like you know you're that's why you're at one point i think my boss said that's why you're so underpaid it was in response to something or that's why your salary is so low okay let's say if you let's think it was that they were valuing me high i i i you know okay\n\n[COACH 20:58] so so if we set aside the underpaid part and undervalue at least what we know is that you were paid the $150.40. So that can be an anchor there. We say, well, this is my, this was my value at some point. Maybe some people said that I was undervalued. I could have been valued more. That's debatable. But at least we know that there's something fixed. That is, I was paid $140,000, $1,000. And I was appreciated with my role. I had to manage people. Some resources had to be moved around, but it wasn't because of me. It wasn't because I wasn't doing anything wrong. So do you agree that you were worth the 140?\n\n[CLIENT 21:40] Yeah. Yeah, I guess I did. But, I mean, just to be straight, that was a vice president's role at the world's largest PR agency at the time. And this is working in a company for like kind of a, there's no managerial role in it whatsoever.\n\n[COACH 22:00] it's I'm a single person it's much lower on the lower rung role than than that so it's not just to be just to be clear so yeah well because one one approach to do it and it's I don't know if they are you have the possibility to write something or if it's to enter just a figure but one approach to it is just to say well you know my expectation is to get a job that is similar in terms of pay that what I used to have. I mean, this is fair, right? To say, well, you know, if I was paid a certain level, I expect to have something similar, but I'm open for discussion. You know, so at least it opens if people say, well, we cannot afford that. We don't have the resources. We think that this role is maybe different, so we have to pay less. Well, then we're going to have a discussion about it. But at least they understand that you have a value that is at a certain. level.\n\n[CLIENT 23:02] So if they want to you think no, I think that's an interesting approach. I would just say two things. Well, and if I did that, would I give this at my, I'd be interested in getting a job around the level of my previous. But see, I've had like six or eight freelance jobs that are listed on my resume in between. Right? And honestly, my, I mean, some of those freelance roles actually by the hour they've exceeded a few of them have you know but sometimes you only get when you get freelance work you only get it a few times yeah yeah and some of those by the hour would be double 140,000 like by the hour but I only had them for like a week or something you know what I mean or that kind of thing some of it But most of them, including the one at the newspaper or something, it's like, you know, I don't know, not half, but not much over half. It's less than that, a lot less than that. So what I, because I'm working also restricted hours, 30 hours. So.\n\n[COACH 24:21] Mm-hmm. Mm-hmm. Yeah. Yeah. But the idea of telling them what was, what's your expectation based on your previous full-time position? And again, it's just to establish an anchor, just to have psychologically to say, well, this is what you've been valued in the past, right? You can be open to have a discussion to say, well, I might be accepting different responsibilities and maybe getting a different pay, but my worth is still the same. So if they want to pay you less, it's either for less responsibilities, either for less workload, or they have to compensate another way. is it with benefits, is it with, you know, other things that they can offer. But it's just to, the idea is just to establish an anchor and you say, well, this is what I'm, I'm worth at my level. And, you know, you gain experience even, Michael. So you're probably worth more, right? Because you get all these freelance jobs. And you said it were paid more hourly basis. And from the $140,000 that I heard, you've gained all these other experiences, right? So you could probably be worth even more today, right?\n\n[CLIENT 25:29] Well, I mean, there's no question. I'm much better than I was in 2013 in terms of my skills and ability. I mean, definitely. But if I did that, what I said, so I wrote, like, while I'd like to make what I earned at my previous full-time position, I'm open to discussion. Does that sound good?\n\n[COACH 25:52] That sounds good. Because it's fair, right? Any employer cannot expect someone who takes a new job to walk back on their career path, right? So they understand that, but there might be reasons why you would want to accept a lower salary.\n\n[CLIENT 26:14] And this is an email response. So I have room to write something. but would I then say what I made at my previous position and say 140 in the in the response or or keep it vague and just the sentence I just read to you a minute ago or should I use put the amount in there or not\n\n[COACH 26:40] that's a good question well as it seems to be quite automated and if you you don't really know if that's a real person the other side with you what you just said, you know, I want to be in the same, I want to be on the similar, my expectation is to keep on similar salary and had our previous job, open the discussion, and then opening the path for having this discussion. So ultimately, you want to have a human being at the end of the other end, right, to have a discussion. Yeah. But there's always a risk because if it's fully automated, then maybe they'll just discard because they don't have a value. to put you know if they really ask for a number you know and that that might be yeah okay so let me\n\n[CLIENT 27:27] just now that's that I know we're taking up all the time on this but but we can discuss the other stuff what you want me to do but that I guess I would say there's that approach and there I think I think while your answer is smart it probably does would need the value or otherwise it could get deleted or just you know they're not that i think just saying negotiable is not smart either and nothing else you know yeah or uh or uh or or two other options because i'm i'm worried that that would either like you say if i don't put an amount it gets discarded or if i put it in 140 they're going to say whoa that's way too high for where he lives or you know looking at his resume or whatever and this is after some a human sees it or am I better off just either saying 120 or 120 to 130 which is and I don't know for sure that this is the range for the state of Texas I'm just guessing based on the listing that I saw but would I be better off doing either what you said, three doors, door number three or door number one, a single amount or door number two, a range? What's your view?\n\n[COACH 28:59] Yeah, yeah. Well, if you go with the path of this is what I used to be worth, or I'm still worth, at the minimum, because that's what I was doing before, then a fixed, a specific not. number makes more sense because then people say, why do you give a range? You know, if you say that you're worth at that level now, you know, you've been doing this, you don't want to decrease. But I understand you might not want to give a specific, because if it's fishing that they're doing, they might want to see how is the competition paying people, right? So they want to see how this person was being paid in the other company. But if you don't want to be too specific, it could be, yeah, I want, I'm, according to my career path, what would be rational would be to have this number would be rational for my, oh, oh, sorry, for where I'm at in my career path, but I'm open for discussion. So that at least opens the room. So if you can have someone to discuss with, that would be great. But again, it's about establishing the anchor. I understand what you're saying. Should I put lower bar? Let's say I put 120. Then the question is, why should it be better to have a lower bar? Why not 110? One at 100? Why not 90? Where do you set that bar? And what if you end up seeing a bar that is lower, then even the employer would be willing to pay? They might be saying, well, this guy is asking us for less than what we would even pay. So let's go for that. So if you want to go with that path, the most important is not to go lower to what would make you comfortable.\n\n[CLIENT 30:41] because that's that's really like i said i'd be i'd be comfortable in the 120 to 130 range i would be fine with it so uh i mean like i said i would between us i'd be comfortable at even 90 but i would i would i don't know comfortable is the wrong word i wouldn't be comfortable but i'd be like whoa this doesn't sound right they're they're pretty cheap they're you know that so i wouldn't But I would take the, let me clarify, I would take the job, but I would be probably wouldn't be comfortable as a wrong work.\n\n[COACH 31:17] Then they're not the ones being cheap, right? If you're the one, setting the bar.\n\n[CLIENT 31:21] Right. So, so how, I think, I like the way you first said it, but I think that something tells me I need to maybe not knowing this, that I need to go in the middle range, that I think, that I. feel more comfortable saying that would I say I see myself in the range of 120 and while I see myself in the range of 120 I'm open to discussion or or or while I see myself in the range of 130 I see I'm open to discussion or while I see myself in the range of 120 to 130 yeah\n\n[COACH 32:09] Well, when you say, and I'm open to discussion in the head of the employer is to get lower, right? For them, it's not to discuss higher. You know, if you set the bar at 120, so if you want to have some room to negotiate, then then... Just leave it. Well, leave it order 130. Then, you know, if they go lower, then you say, well, my minimum is 120. So I don't want to go lower than that. At least you have some room, you know, because you don't want to give the one that you don't have room. underneath because they will try to negotiate down they will never try to negotiate you up right\n\n[CLIENT 32:44] i hear you but that but okay and i'll we can leave it as this last point my fear of all this this is a fear i always have is would i if i say 1 30 yeah right or would i be pricing myself out of the job okay let's put another word yeah but let's say you say you say\n\n[COACH 33:09] I put it one, 10 or 100, or you said 90,000, what if they say yes? And you're stuck with that. That's the other question, right? Are you comfortable with that? And if your answer is yes, and you seem to say yes, I mean, that's fine. But it's just that I understand the fear of losing, if you're asking for too much, but sometimes this fear hides the other concern of what if they accept too low, and I'm stuck with that. That's the other consequence. Then you can get stuck with that for a while. So it's a matter of making sure that the lower part of the negotiation, you would still be comfortable with that if ever it gets to that part. So, I mean, if you say 120 and they might get a little bit lower, it has to be okay with you. So maybe, like you said, maybe the halfway, the 130, and then they can negotiate down to 120, you're fine that could be another another possibility so uh okay okay well i think i've\n\n[CLIENT 34:17] settled on i'm gonna go with is it is it better to say one one one 30 or is it better to say\n\n[COACH 34:26] 120 to 130 well if you say 120 to 130 it's it means 120 i see what you mean\n\n[CLIENT 34:34] it's better to just give a figure yeah okay yeah yeah because then they're always go for the lower part lowered here what you're asking right i i get you i get you okay uh i don't want i know we we took up all the time so what i i did see the the i'll let you take it from here i did print out the very the four things you told me to look at well cool the reason and i actually saw these in the when i watched the getting started they covered they covered a lot of these things the third The elevator pitch, the reason for leaving, personal branding worksheet. And then I didn't print out the LinkedIn guide is too long. Yeah, yeah, yeah. Yeah.\n\n[COACH 35:23] Well, I mean, these are more like the kind of worksheets. Do you have the personal branding worksheets? It's like a five, six page document. They have like questions in it. Yeah, I have that right. Okay. So that I would, I think would be one that you can work on. this week on page three i think it asks for specific things that you specific accomplishments so things that you've done uh you see that it's on page three yeah and i i had a question i saw that when i\n\n[CLIENT 35:55] looked at this like a week ago even before or no no when you steered me to it the other day i looked at this on page three it says write out your c a r stories what are c a what does that\n\n[COACH 36:08] stands there. Yeah. It's, yeah, I should have that by memory. It's how to describe.\n\n[CLIENT 36:18] I think it's an action or something. A may be action or something.\n\n[COACH 36:26] Yeah, I think R is result, action, and I have to figure out the C. But yeah, it's a way toward the accomplishment. So it's a way that you encompass all information but actually oh here it is I figured it out I think I figured it out\n\n[CLIENT 36:43] yeah challenge action and and result actually it's the three columns that you have\n\n[COACH 36:49] on page three you see it says what is what was a challenge what action did you take what was the result so that's how they asked it's a way to make sure that you have all the information when you're talking about an accomplishment and if you can find a few examples of things that come to your mind and then you have on page five it talks about the strengths that you have and the key strengths and you see that it asks what's the key strength why is it important why is it important what did that strength allowed you to do why was that important and then why was that important and then if you do that a few times you ask yourself why is it important you get they show they get you get you get to a point that is the value that you have. So is it teamwork, is it innovation, is it perseverance, is it? So it's like getting two keywords, and these are the ones that we're going to use to describe you. You know, because in your description, a short description, you don't have time to explain all the examples that you've, you know, what you've accomplished. Maybe if people ask questions, you will answer that for sure. But in your little 30-second pitch, the most important is, What makes Michael Michael and nail that to these specific values that are different than others? So how to stand out from the pack? So if you want to think a bit about this, next week what we could do is, I told you I think a bit about that. That was what I wanted to do this week, but it's okay, we can do it next week. It was working on the identity matrix that I was telling you about. It's, well, we'll take some time to discuss about it, but it's really to discuss about what you are and want to be and don't want to be and what you're not and want to become and would not want to become. So you see, like, questions like that, but maybe I, if you want to, or I could send you already the document. I have, like, a little chart that you can see. This is, like, a bonus. It's not in the right management stuff, but it's more what I'm using with my executive coaching approach. Oh, sure. And I find it useful because. It helps to put words on, and you're a man of word, you know, you're right. So I think that it could be useful for you. I don't share that with many people, but I think for you to have this kind of, and use creativity and to come up with how you would describe you in those different quadrants in the chart. And then next time we could discuss about that. And I think that this will also help in getting to this personal branding, statement that will be\n\n[CLIENT 39:36] I would really appreciate that yeah no I like this so what so what I mean I guess for the next one we should do I should do some homework in advance so that and I hopefully well I mean hopefully I guess maybe I do have another job offer that's a good sign but but I guess you know next time we instead of discussing that you know we can discuss the task at hand And I know you all do have advice on salary discussions on your website, by the way. But I just don't have the time to go through that because I need to respond to this bot or whatever it is pretty soon.\n\n[COACH 40:20] And it's okay, you know, because we have a path for sure. But, you know, the most important is what's alive for you right now. So sometimes we have people, the first session, they're like, I have an interview tomorrow. this is why I want to talk about. And we spend a whole 30 minutes preparing for the interview because that's what's the most important, right?\n\n[CLIENT 40:39] Yeah, you told me that in the first call. So I didn't feel too bad, but I still, so what do you advise? You're going to send me that identity matrix?\n\n[COACH 40:49] Yeah, yeah, and I'll be more prompt than last time. I knew that I took a few days last time. Thanks for following up, but I have time today, so I'll send it to you right away.\n\n[CLIENT 40:58] Okay. And, yeah, you'll send that, and you were going to check on, was there something you were going to check on in the beginning? I forget what it was.\n\n[COACH 41:10] Yeah, it was for the length of how much time do you have after the end of the program?\n\n[CLIENT 41:15] Oh, yeah, after, after, yeah, because, I mean, let's, yeah, let's be honest. I mean, this thing was sent at like 5.30 in the morning. I know that it wasn't. It was definitely a bot. I mean, so who knows? I mean, I may have success with this, but, you know, it could go into a black hole.\n\n[COACH 41:33] And even if you get an interview and prepare for it, you go through it, if you're successful, that's fine. You know, if it doesn't work out well, well, then it's, it's for, you know, I always say it's good practice. You know, it's helping you to gain confidence in doing, you know, responding, getting an interview, responding to the questions. so it's all positive it's all good and which do you recommend in advance of next week\n\n[CLIENT 42:03] which one do you recommend i recommend i do the personal branding first so the personal branding\n\n[COACH 42:08] and usually the parting story the reason for leaving this well i mean we understand you know you explained it last time i think it's pretty clear but just to if you want to take some time to really craft something that you're really, you know, and that you know by heart. And when people ask a question, you have something right away that fires up and you're confident. You don't have to think about it, say, well, because, no, no, no. You have really something prepared in advance. So that's one thing to also to work on.\n\n[CLIENT 42:44] And then do the 30-second commercial?\n\n[COACH 42:47] Yeah, well, this all comes together. So, you know, once you've done the personal branding, the identity matrix also and then I would say after that to do the 30 second because this all the others help to get to this 30 second commercial and this will also be used for the LinkedIn for the resume uh I know it's it's all the path you know where we're all it's all\n\n[CLIENT 43:11] going to be used to the for the next steps and just so I understand the identity matrix will help me with all of these right or that's the magic of it well because that's why it's\n\n[COACH 43:23] It's a big beyond what right management usually does because this is a process. Sometimes I have clients in executive coaching that I spend 10 sessions on that. You know, it can be really, we can go in death. But it's really to nail down precisely where you're at right now, you know, and what you want, but also what you don't want. And usually people, they think more about what they want. They don't spend much time about nailing down really much what they don't want. and they end up doing again stuff that they didn't want to do. So we're going to be nailing this really precisely. And the more clear you are with that, well, the more confident you're going to be showing up in front of people for interviews. And new employers, they pick up on that. They see when people are confident and they know what they want. And this is reassuring for an employer knowing that we're hiring someone who knows they want to be here. So that's an added fact.\n\n[CLIENT 44:22] value for them yeah and i i did take i mean i it's probably it's worth doing better uh working on after we go through all these exercises i did jot down some early 30 second commercial and okay cool uh and these are not these are not very good i kept like doing iterations of it I write and sharpen words for global companies and executives. I don't really like that very much. Guiding companies and executives with what to say, the best words, and what not to say.\n\n[COACH 45:07] Aha. Yeah.\n\n[CLIENT 45:09] That to me was a little bit, that was a little bit more interesting to me, but I'm not crazy about either.\n\n[COACH 45:15] But for those both, my God, if I may give a comment, it tells about what you do, it doesn't tell much about who you are. There's something about the who is Michael. Because what you said, other people might be able to do that. So what is it that is different specific to Michael? Oh, okay.\n\n[CLIENT 45:37] That's good.\n\n[COACH 45:37] The value part plays a, because describing what you do, a lot of people might be able to say something similar, but they might probably not do it the way you do it. And that's what we want to. nail. What is it that makes you be different than others so that you stand out? But no worries. We're going to be working on that, Michael. It's got to get there for sure. Okay. One would be the next time that you would want to talk again.\n\n[CLIENT 46:08] Yeah, next week is a little bit different because my girlfriend has a medical procedure, so I can't. It has to be more toward the end of the week. Okay, that's fine. So, what do you have, how about instead of Tuesday or Wednesday, how about Thursday, this July 2nd? Yeah, yeah, that works.\n\n[COACH 46:35] Yeah, Thursday.\n\n[CLIENT 46:36] At the same time?\n\n[COACH 46:39] Yeah, so it would be at two your time, right?\n\n[CLIENT 46:42] 2 p.m. Central, 3 o'clock in your time.\n\n[COACH 46:45] Yeah, okay, let's do that. So July 20, July 2nd at 2 p.m. p.m. my time, 3 p.m. my time, 2 p.m. your time.\n\n[CLIENT 46:56] Yeah, that's it. That's it. Okay, cool. I'm putting it on my calendar and you'll send me an invite for that. Yes. Plus, you'll let me know the matrix and the duration thereafter.\n\n[COACH 47:12] Okay. Let's do that.\n\n[CLIENT 47:14] Okay.\n\n[COACH 47:14] Michael. That was nice catching up with you. And yeah, good good week. send you the work, a good reflection and the redaction on that. And yeah, we'll have more fun next time.\n\n[CLIENT 47:29] Yeah, you can give me good advice. I appreciate it. It's my pleasure. Well, have a nice day, Michael. See you soon. Okay. Bye-bye. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nHere's a summary of the conversation between Michael and his coach, focusing on key themes and actionable takeaways from their discussion:\n\n## Personal Information Shared\n\nThe client is preparing for a job interview and is discussing salary expectations with a coach. The client is also working on personal branding, including a 30-second commercial and an identity matrix. The client has a scheduled follow-up session on July 2nd at 2 p.m. Central Time.\n\n## Work Assigned Until the Next Session\n\nOkay, let's break this down. The user has provided a lengthy conversation between a client (Michael) and a coach, and they're asking for an analysis or summary of the dialogue. From the context, the user might be looking for a structured summary, key takeaways, or actionable advice based on the conversation. The dialogue revolves around salary negotiations, personal branding, interview preparation, and future coaching sessions. The client is preparing for a job interview and is seeking guidance on how to approach salary discussions, craft a personal brand, and prepare for interviews. The coach is providing advice, suggesting a personal branding exercise, and setting up a follow-up session. The user might want a concise summary of the key points discussed, or perhaps they're looking for a template or framework that can be applied to similar situations. Alternatively, they might be interested in understanding the nuances of salary negotiations or personal branding in a professional context. I'll need to extract the main themes and provide a clear, organized summary of the conversation.\n\n## Date and Time of the Next Session\n\nOkay, let's break this down. The user has provided a long transcript of a coaching session between a client named Michael and a coach. The conversation covers several topics, including salary negotiations, personal branding, interview preparation, and future coaching sessions. The user has not yet asked a specific question, but based on the content, here are some possible interpretations and next steps for the assistant to consider:\n\n1. **Summarization**: The user may want a summary of the key points from the conversation.\n2. **Action Items**: They may want a list of actionable tasks for Michael based on the discussion.\n3. **Salary Advice**: They might be interested in a breakdown of the advice given on salary discussions.\n4. **Personal Branding Tips**: They could be looking for guidance on crafting a personal branding statement.\n5. **Interview Preparation**: They may want tips on how to prepare for interviews based on the conversation.\n6. **Next Steps**: They might be interested in a roadmap for the upcoming sessions and tasks.\n\nSince the user hasn't explicitly asked a question, the assistant could ask for clarification on what they need help with. For example:\n\n'Based on the conversation, I can help you with a summary of the key points, action items for Michael, salary negotiation advice, personal branding tips, interview preparation guidance, or a roadmap for the upcoming sessions. What would you like me to focus on?'\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Michael Sperling/Jean-Sebastien: Call with Your Coach-2026-06-23T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/21356804084462?p=s9QNNkpUfarS05f31i","google_event_id":"33f43ac0-6c14-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":"Rappel de notre séance et prochaines étapes","courriel_suivi_contenu":"Bonjour Michael, \n\nJe tenais à rappeler rapidement quelques éléments concrets de notre séance : nous avons travaillé sur votre préparation à l’entretien, votre approche des attentes salariales, et vous avez commencé à élaborer votre 30-second commercial ainsi que votre matrice d’identité. \n\nNous avons convenu de vous revoir le 2 juillet à 14h pour suivre votre avancement et ajuster si besoin. Je reste disponible pour toute question avant cette date. \n\nÀ très vite, \n[Signature]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with my client on Personal Branding, 30-second presentation, and Practice for Interviews as he prepares for an upcoming job interview and continues refining his professional identity through the Identity Matrix. We agreed that for our next meeting I will review his progress on the personal branding statement and help him refine his 30-second commercial to ensure it aligns with his professional values and interview goals. We will meet again on Monday July 2 at 2:00 PM Central Time.","session_summary":"Salary expectation clarification, development of personal branding elements including a 30-second commercial and identity matrix, and preparation for job interview scenarios.","enonce_marque_personnelle":"### What I AM (brand)\n- (no element identified in this session)\n\n### What I have ACCOMPLISHED (achievement)\n- (no element identified in this session)\n\n### What I AIM FOR\n- (no element identified in this session)\n","conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":98,"total_words":7230,"has_timecodes":true,"pct_time_coach":45.5,"time_coach_sec":1266.0,"has_diarization":true,"pct_time_client":54.5,"time_client_sec":1515.0,"coach_turns_total":49,"client_turns_total":49,"pct_questions_open":66.7,"pct_coach_questions":18.7,"coach_questions_open":6,"pct_coach_statements":81.3,"pct_questions_closed":33.3,"coach_questions_count":47,"coach_sentences_total":252,"pct_coach_interrupted":18.4,"coach_questions_closed":3,"coach_statements_count":205,"pct_client_interrupted":18.4,"coach_questions_unknown":38,"coach_turns_interrupted":9,"client_turns_interrupted":9},"stats_snapshot_at":"2026-07-02T17:55:15.355095Z","prochaine_seance_date":"2026-07-02T19:00:00Z","prochaine_seance_confirmee_at":"2026-06-24T16:04:45.342516Z","etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"aed22309-66c8-490e-bdf3-67ec5f0938d2"},{"candidat_id":"e4ef1e3f-6769-4f18-b135-3604bdb859b9","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-22T19:30:00Z","duree_minutes":30,"type":"Virtual","statut":"planifiee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Navetta Heard/Jean-Sebastien: Call with Your Coach-2026-06-22T15:30:00-04:00","teams_link":"https://teams.microsoft.com/meet/244250073864612?p=nLbtPlyXlQYO6cw7JA","google_event_id":"b2172f5e-6c12-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"944e0f50-6712-4dc0-a0a0-2201d1c9c78f"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-22T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hmm. You Okay. Thank you.\n\n=== Fichier uploadé : 073c1431-ccf3-4b06-a3cd-f62fc178241b.m4a (2026-06-23 23:55) ===\n\n[CLIENT 00:06] It was painful today. I don't know what was happening.\n\n[COACH 00:13] Oh, I'm so sorry, yeah.\n\n[CLIENT 00:15] Everything seems to be just working as it's floating, but it's not, nothing's happening. So I'm starting my laptop, you know, this and that, no clue, but yeah, it seems like this is working.\n\n[COACH 00:27] Teams is not our friends sometimes, you know, sometimes it works well, but most of the time.\n\n[CLIENT 00:33] I talk to my phone, I'm like, I don't know. Like, I don't know.\n\n[COACH 00:37] Yeah, yeah, I'm sorry for all of this. So, but anyhow, other than that, how are you doing?\n\n[CLIENT 00:45] I'm doing good. I did send my resume in. I watched everything that I was supposed to. I think I took most of it into consideration while reviewing it the first time. So a lot of it makes sense. It's kind of a lot of those things that I was just doing myself without realizing that there is, like, industry trends behind it. So, yeah, like I said, it just makes sense. So we'll see what's going to come back. I haven't received anything yet. I did have a few networking situations with a few people reaching out and just opened up a context. conversation and a few things, but unfortunately the only opportunities that were available were way lower than what I would be willing to set on. I didn't and I mean it was like a couple day worth a conversation and I mean I really was thinking but at the same time I mean like I was a manager and before that I was a supervisor to settle on an entry level position you know after having you know, like four and a half years of doing, like running a business, you know, and start from scratch. Like, I'm just afraid that, you know, that's my fear talking if I would go for something like that. And then I'd never be considered for anything higher than that because I'd, I'd put myself in a position that I would be starting from scratch essentially, from within this company anyways. And anybody who would look at my resume, they'd be like, well, why? You were an operations manager why did you go into QC tech for example like it just you know working with my hands is not something that I'm looking forward to um I just don't really trust the system that you know oh like if something's going to open up that I'd be the first choice just because I did settle for something way smaller you know so I uh you know just uh try to uh close the conversation in an open manner just stating that this is not a position that I'm looking for right now. However, I appreciate the, you know, touching base and maybe they hear something of, you know, like a director level, operations, leadership positions. So I, you know, that's kind of something that I would be focusing on. I just like, I'm using this opportunity to find the right fit, essentially, is what I was trying to communicate to, to a few people. But yeah, I was just surprised that It's like, oh, I see that you're looking. Well, we have this. It's like, well, yeah, but, you know, yeah.\n\n[COACH 03:38] And for these opportunities that you're talking about, how did that come to you?\n\n[CLIENT 03:45] Just people reaching out to me, you know, like randomly. And it seems like a lot of the people that I know locally are, well, LinkedIn, you know, just seems to be the thing. And those people, they used to work for the company and they kind of went through the same thing that they were, you know, their employment was terminated and they went into a different company competitors or, you know, something slightly different. They kind of agreed that I was, you know, overqualified for something like that, but it's just, I don't know, like it's, it's nice that they remembered and they reached out and they felt like, you know, they wanted to help, but at the same time was kind of out. Just a bit of a slap on the face, if you know what I mean. And I don't want to, like, it's not about, like, it's beneath me, but at the same time, this is just not something that I'm interested anymore. It was okay doing it while, you know, like, while I was starting out, but I just feel like I'm not starting out anymore. So I, yeah.\n\n[COACH 04:53] And what makes you think that these people thought that these jobs were a good fit for you?\n\n[CLIENT 05:00] Oh, they just kind of mentioned that this is the only opportunity that they have right now. And on my LinkedIn, they see that I'm open to work. So in case I'm like desperate or something like that, they're like, well, you know, how about this?\n\n[COACH 05:16] Yeah, yeah. Okay. And how do you think this?\n\n[CLIENT 05:18] I highly doubt that, you know, like it just came down to, oh, you know, this entry-level position would be perfect for you because especially this is the job that I've done, you know, for what, like a year and a half, you know. five, six years ago. So, like, I've done it.\n\n[COACH 05:34] Yeah. So you've done it. So they might, they could think that you would want to do it again. But I understand that you want to move away from that. You want to move on another other.\n\n[CLIENT 05:46] Well, and like I said, I mean, this is something that a lot of students start doing. So it's a very much hands-on, physically demanding job that, you know, that my age and health condition, I'm not really looking for, like, you know, back-breaking physical work. I feel like I have more to offer in, you know, in a different capacity. So hopefully that is, you know, still the truth. But, yeah.\n\n[COACH 06:12] So I hear there's something about how to convey to these people that what you are looking for right now. Because they might still, what I hear is that they might have some people in your network that might think that some jobs are good fit for you. you're somewhere else. So there's this kind of gap between what people think that could be a good fit that you're looking for. So it's how to close that gap, right? Make sure that the people, whenever they think about you, they will think about stuff that you want to do right now. Okay, okay.\n\n[CLIENT 06:49] Yeah, I kind of just messaged, you know, one of like one was the, just a conversation over the phone. This is someone that I knew, you know, fairly well. and like not something that would be interested in. The other guy, I didn't know really that well. So I was like, I felt especially like awkward, you know, he reached out and here I am, you know, like, oh, I'm just too good for your opportunity. But I just said, I'm mainly focused on operations, project management, and leadership roles at this point. So I don't think you see technician rule would be the right fit for me. That said, I really appreciate you thinking of me. So, you know, if you hear of any openings that align with my background, I'd definitely be interested in chat. So I just kind of. Hopefully, I was polite enough that, you know, he'll remember, but he did admit. He's like, yeah, you know, you're obviously overqualified for that position. I was just, you know, thinking just in case.\n\n[COACH 07:42] So what you just said, Julia, you know, you had this little paragraph that I think you even have written because I saw you were looking at. So this little paragraph, actually, this is a really good base to start to work with because this is actually what you would respond. literally to someone who would come with something that is not necessarily a good fit. So how to use this instead of being in reaction to be in pro-action. So to actually put this out there. Because actually, you know, one of the steps that we have to go through is like this little personal brand statement, which is kind of a bit like what you just described. You know, what is it that you are right now that might be different than you were and that you want to do now and to make sure that this little text could go either on your LinkedIn profile on a post, on a publication of LinkedIn. So that people might see it. It'd be like, yeah, it's true. Julia, I see she has like the open to work, you know, logo. And oh, and now I read that that's what she wants to do now, which might not be necessarily what I taught, you know, in the past.\n\n[CLIENT 08:50] Right.\n\n[COACH 08:51] So we're actually at that step. So I think it's a good, you know, naturally. were getting to everything else at the right place and that will be useful also this little text that even people could put it you know even at the top of the resume you know it could be like the the summary of this is what i want this is who i am and when it's clear then you might have more chances of getting people that will send offers your way that fit there this description and less of the previous one because it's like they're losing their time, you're losing your time to respond to them, right? It's not a loss of time because I mean, you can get into a conversation and potentially lead to something more interesting. But what, yeah, what do you think about this idea of working out this little piece and making it the crispier possible? So that would be like one of the, next steps because we did the identity metrics i know that remember that you've done you've put a lot of work in it i remember you filled all the all the boxes we're pretty good at it so moving from that is to how to use that whatever insights you got from from that exercise and you take no to distill it to take what is really the essential uh that you would want to say to someone if someone had to ask you know, well, okay, Yulah, tell me now, who are you at this point in your career? And what do you want right now? So just spontaneously, if I ask you this question, what would you say? Just out of your mind, spontaneously like that.\n\n[CLIENT 10:39] What I would want to do with my life?\n\n[COACH 10:42] If someone says, okay, right now, you know, you'll tell me in, you know, 30 seconds, what is it that you're craving right now, that You want to do. What is it right now?\n\n[CLIENT 10:53] I would like to use my analytical thinking, my desire to make a business better and improve efficiencies. And just dedicate my time, you know, working in a fast-paced environment. Okay. And just making business better.\n\n[COACH 11:22] Okay. So already I see the fast-paced environment, making a business better using your skills, using what you can bring to the organization. So I see a lot of commitment to an organization, to whatever role you want to take in. And I hear also in that a willingness to build something, to be with the people and to contribute actively to building this. So okay, Okay, good, good. Good. So this, you know, for the next week, what I could do and we're not finishing, but we're going to still continue to talk, but I will send you not a big chart like what I did with the identity matrix, but maybe just in a few points, what we would have discussed today. And if you want to take a few days, try to work something around that. How would you make a little paragraph, like three, four lines, not a page, you know, not even not having a page, like really, really short, and that's the challenge, is how to make it really short and crisp so that you can convey you know quickly what what\n\n[CLIENT 12:28] you want to do at this point and one tool I really never also sent you the my what is it called the personal branding worksheet ah ha as I have completed a while ago\n\n[COACH 12:45] right okay well that was exactly what I was about to talk about okay so we're following you yes so you did work on this and it was more do you have it close by do you have it yeah i said that uh your way just now okay cool cool uh all right because i know that there's no there's a lot of tools that that right but i try to pinpoint what is the most useful so that you don't you can make the best use of your time um because one of what thing we would will be looking at is the page three of that document. If you can take it, I'll try to. It's the one about the examples of accomplishments that you've had in your career. And as you can see in that child, what they say is this. Okay, here it is. Ah, okay, I see you. Oh, voila, bravo, I like that. Yeah. Okay. So you see, that's great. I like it. And you see you have the challenges, the actions that you took, the result in percentage, probably we did talk about that, right? Maybe I told you that it was good so that it's something that can be transferred to another business. They won't have the same numbers and figures, but in percentage, they can say, oh, okay, you can know relative to. Okay. And, you know, relative to. Okay. And, yeah. Yeah, and the other thing, oh, okay, I see that you've worked on the five, on this page six. Page five is also an interesting one because what it does is if you're looking at the examples of accomplishments that you did and try to take from that, what was the key strength that I demonstrated when I did that? And you see what they do with the little arrows, say, why is that? strength important why is it important why is it and you ask it a few times usually would get to to sometimes a single word to to a value to say well you know for me perseverance for me no performance for me things like that so it's the value that actually that that that that made you do the accomplishment you know so it's because sometimes a key strength is something we do okay it's great but ultimately what is it that drove you to to do this accomplishment and when we get to these words these other kind of words that we want to use in the brand because this is something that can be more universal you can say well you know if i'm someone who is perseverant whenever i do well then i can be perseverant in different things not just in that specific example right right so that's a kind of exercise that by finding a few keywords like that of what is it really that is that makes Julia specific to you you know because some other people will apply for the same jobs and why why this person and not this other person if you're able to have something that it that makes it really crisp and specific to you then people can say okay well this person we get that that there's something special about this person more than the rest of the package right so that it stands out so so yeah So that could be something to look at a bit. Because I see in the other page, you said, okay, you talked about your person leader, a social leader. And the little text is really tiny because they tried to fit it in the...\n\n[CLIENT 16:51] It does not fit. And I could not. I was playing with that. I'm like, how do I do it? Everything is just all over the place.\n\n[COACH 16:58] Yeah, yeah. That forms you. It's not really, yeah. Well, if you want to use, like, other pages, feel free you know it's for you but I see you know analytical problem solving okay operational optimization leadership and change management yeah so you see if you want to do the exercise and see well you know being analytical what why is that important you know why is it important for your organization for me asking that a few times say well okay well there's what is it at the core that makes this skill important for me specifically so that it shows so by talking about this level then people can understand why is it that that this skill you know say that this is something that i i i'm good at it's not just on top of your head it's really rooted in something that makes it that it's important for you so so that could be an exercise to try during the week to do that um also for the resume you sent you said that you sent to the address? I did, yeah. Okay, did you hear back from them?\n\n[CLIENT 18:08] It's just I got an automatic message stating that they have received it.\n\n[COACH 18:13] Okay.\n\n[CLIENT 18:14] And it usually, I did send it after four. So they said that they treat the next day as the business day. And so, yeah, we'll see, I guess.\n\n[COACH 18:23] Okay, yeah, because you say it takes three to five days after around. But, you know, as long as we can get their feedback, you know, within, you know, this week or next week, you know, so that we can look at that together and then by using what you will have worked on this little paragraph, then we can see how to apply that to the LinkedIn profile, to the resume. And once we're going to have all of this, then you have some of the basics, the basis of it. Then it's to look at for the actual job search. You know, to look at, I did send you the document about the AI prompts, how to use AI. I don't want to check if I send that to you. Usually I send it.\n\n[CLIENT 19:06] I don't know.\n\n[COACH 19:22] Oh, maybe not. I guess I think we worked on early on on the identity metrics. Maybe I didn't send you the... No. Ah, okay. More goodies coming your way. Okay. Sounds good. Well, because this will be using it in the coming weeks but it there's a document it's a word document that explains they give a few prompts of AI that you can use to use AI tools just to to yeah to word your your search prompts for uh to find opportunities and where to apply and uh okay so that could be could be useful um and again i also say if if you if you find opportunities don't wait you know so sometimes if you people say, oh, you know, I'm going to wait to have everything perfect. Like, well, we don't know. Maybe your best opportunity is right now, you know. And even if you have interviews, sometimes I have people the first week, they're like, oh, I have an interview. Can we use the session to talk about the interview right now? Okay. This is a priority right now, right? So. And I think that in your case, we have, you, I think you have the edge program, right? so I think you have three months of yes yes so yeah so we still have time to go through this okay how do you feel about that yeah yeah sounds good let's do it huh okay cool cool so you think you have time this week to look at that come up with a little text and if you want to to sign it my way even during the week it's okay I can i can have a look at in the new by our next uh meeting uh talking of which when would be a good time\n\n[CLIENT 21:18] for you yeah let's see quite i do have a few doctor's appointments next week so i'll just quickly look at my calendar um honestly monday still looks okay if that's good with you\n\n[COACH 21:37] Yeah, yeah, yeah, yeah. I'm good. And yeah, this week was a bit tricky because I had something until 1.30, but I'm, I don't have that next week. So I'm more free. So what time would be good for you?\n\n[CLIENT 21:55] Maybe morning is fine.\n\n[COACH 21:58] Yeah. Okay. What is what is the morning for you? Like nine or something. Okay. Yeah, we can do that. Can do that. yeah nine your time so yeah okay cool okay so on Monday June 29th perfect yeah at 10 o'clock my time 9 o'clock your time so I'll send you the invite you'll get that and also I'll work my magic to get you some some notes of what we discussed today I see that, I saw that also that you've accessed the, you've watched a few, a few videos, right, on the, on the next website. Yeah, yeah, because I see it, it shows. Yeah. How was that?\n\n[CLIENT 22:50] Well, I did the few sessions and whatnot, and I did look at a few other things. And like I said, the, I'm just curious to see how the resume is going to come back. Because they give, you know, very, specific examples and it's applicable and don't get me wrong but it's like am I applying it in the right way kind of thing so we'll see yeah yeah okay okay well\n\n[COACH 23:22] yeah and it's also matter you know they will make comments and you know we can't think and you know you're free after that to use them right or not right it's more advice and cool cool because it's also sometimes it depends on the industry so So sometimes the candidates know more about their own industry. So you're more, I can get some to that. Great, great. Okay, cool, cool. So let's do that, Julian. And we'll connect next week. And I'll make sure to send you the notes so that we can move forward. And yeah, next week will be more, if you don't hear back by then for the resume, we can already work on the LinkedIn profile. As I hear, it seems like a tool that is pretty useful for you. people contact you through that so that becomes quite a priority to work on that cool cool awesome let's do that okay well it was really nice to touch base with you uh julia i wish you\n\n[CLIENT 24:20] sounds good good week see you next week bye\n\n=== Enregistrement live du 2026-07-06 14:59 ===\n\nHello, Julia. Hello, how are you? Finding you. I'm okay, yeah, I'm doing okay. Ah, oh, we lost the camera again. Oh, I'm not sure what's happening, right? Yeah, yeah, the ongoing struggle. Yeah, how was your weekend? Great, just staying busy and I guess one can say doing a little bit of consulting stuff where one of my former employees, he asked for some help to do like an operational slash safety manual for him. Okay. So, yeah, I have some free time, so why not help him with his business? So, yeah, I've been just kind of busy doing that, to be quite honest, pretty much. I reached out to a few people about some recommendation for LinkedIn. Three people did it already, so I think I'm still waiting for maybe like one or two more. I'm not sure because it's all a matter of like, you know, what do they truly have to say and if it's like of any value. I somewhat rewrote my about section on LinkedIn as well. Just trying to make it more appealing, I guess. I mean, at this point, like I've been, you know, looking at my resume, looking at this LinkedIn, it's like, it's hard because it's just like it's kind of the same, not really, but like it gets tiring, you know, like when you constantly do it. it and you just don't know if you're improving it or making it worse or what's what's happening. Yes, yes, yes. You mentioned this work that you're doing with this other person, this manual or guide. So what is that about? This is a former supervisor who used, like we closely worked together, end in February. he left Amrae slash Lafarge to focus on his indigenous cafe. And it's like a coffee shop, but in order to be able to apply for grants and funding and for future expansion, I guess one of the requirements is to have like a proper documentation, essentially. So, you know, a safety manual, operational manual, so that's pretty much what I'm doing for him. Because at some point, like that's something that I did for Lafarge when I started in certain roles, like customer care. There was just no structure to it. Yeah, that's kind of he reached out, so I figured why when I helped him with that. Uh-huh. So it's a bit like a consulting work if you're doing it with this person. And it seems what I'm hearing is that it's somewhat around the processes and safety and and optimization of processes. So it sounds a bit like in line with what you were talking since the beginning, the kind of work that you would want to do. Yeah. Nothing overly complicated by any means. if it's only a coffee shop, but you know, I figured why not if I have that time? Yeah. And have you done other works like that? Or even if it wasn't paid or but helping out people like that outside of like that? Because that's, that gives the impression for people who hear that that, that you know, you have this capacity of not only doing this kind of work in-house within the business, but having this mindset of, I'm able to help people outside of it. So this entrepreneurial kind of perspective, right? Okay, okay. So that's, that's a, you know, an additional edge that I hear that could be also interesting. And so you mentioned this resume, the LinkedIn profile. So tell me more about the resume. So you've been bound I sent it to Susan, you know, I sent some comments. Essentially, it didn't really call for many changes. She kind of like restructured certain things into how a resume should be, I suppose. Okay. Just with, I guess, having the job scope statement, whereas it was missing for me now, I guess it's, she wrote it, so I mean, not much to do there at this point. I guess added some quantifiers into the bullets that I had just to prove that, you know, like it's a true accomplishment and not just buzzwords. Yeah, so I guess we'll see she said that she'll come back by Wednesday with some sort feedback so we'll see what's you know okay that would be um she last time she kind of mentioned that the um there is a team i guess who puts their resume together um i mean i did like my format i um yeah i like things pretty so i don't like i wonder how that's gonna you know look but we'll see um but like you've mentioned right i mean it's it's all in a matter of you know like we talk and whatever decision is ultimately mine but it's nice to see the feedback on you know what could be improved with the you know what's new in the industry and like how things are done these days yeah yeah yeah because i i hear what you're saying that you know sometimes we want to make things pretty and nice and and and then after that there's also this you know sometimes it's a machine that gets to filter you know to get all of this so how to find the right you know the right balance and all of this so um okay and you mentioned also you've worked on the link link profile you said you've worked on this intro part right and uh worked on the intro part just rewrote it a little bit um just based on the i i guess a little bit on the feedback uh from from the last session i couldn't find the strength a document. I have no idea what I did with that. So, yeah, I just kind of rewrote it a little bit and focusing on a few different things, you know, trying to keep it concise, but also have, you know, some substance to it. Now that I know that I can, you know, creep on people without really, you know, them knowing, I didn't look at quite a few profiles. It's interesting how, well, not everybody's are fooled even, you know, like it's some people have like very basic things, not everybody has anything extensive. I mean, I don't know, like I, after watching the video, like I said, I was like, okay, well, I'll, you know, I'll reach out to a few people about recommendations. So I have one from actually the guy who asked me to do the manual since we worked together for quite some time and he was my direct report. So that made sense. I reached out to administrative assistant because, well, I mean, from her position she can see my, you know, communication styles. You know, we worked on a few projects together. And I reached out to one of the technical sales guys just for, you know, Just for the customer, dealing with customers, you know, feedbacks and operational issues and technical troubleshooting and issues. He hasn't replied yet. He was off last week, so we'll see when he comes back. I have one from someone like a contractor who I onboard it. So, yeah, just like a few things. know it's hard it's hard to reach out to someone you know it's like it feels awkward and forced and yeah like who you trust and who you not trust and a lot of people in that industry truly like they don't have LinkedIn you know half of my supervisors you know like they don't have LinkedIn because they have been you know they've been doing the job for 30 20 years you know they're older and you know any kind of computer work has been you know struggles and don't get me wrong like at this point you know the business is shifting and but you know they're not looking to find another job so there's no need for them to have a LinkedIn so all of a sudden I have like less people to ask mm-hmm yes yes now I hear I hear you yeah and are they even using these tools to to if they want to hire people you know to look at people at the same time I hear that you want to take a leap at somewhere else. When you say I want to help organizations improve performance, so there's something about having this stretch into the management part, right, and having this higher level. I'm looking at what you wrote. I'm just wondering if I'm telling you I'm open to something. what does that say to you well you're exploring opportunities that are probably somewhat of a stretch maybe so you're exploring maybe wanting to try something yeah does it sound to you that you are confident and sure that this is what you want oh i see i guess it does not know so there's something and because i read what you wrote it's it's all a really good great and i like the fact that you know you start with the first you know that very first sentence okay this is what i do and i really like it it's one sentence it's clear it's direct to the point and we know you clearly talk about improving organizations it's just lower down at the the two last sentences where you said i'm open to leadership opportunities so by reading that some people might say So does she want leadership opportunities? Is she just like, well, whatever. Maybe, maybe not. You know, so does it sound like I'm eager, I want it? You know, I'm at this point in my career that this is what I want and I'm out to get it. You know, so you see a bit of the difference. So maybe there's something and this is really, you know, we're really at the really fine tuning here, you know. It's really like little details, right? But it's just if, and maybe that's a question for you, you. If it's really what you want, because it could be, maybe you will say, well, I'm not so sure. But if you say, okay, I want to be in leadership position, this is where I want. I don't want to be anything lower than that. Then how to make it sound that, you know, I'm, I'm ready for this next step in my career. I have the experience. I'm at the right time, right point. This is what I want. You know, to have something that that gives the impression that, you know, that this person is really out there for this. And so maybe you will have people that might be turned off a bit, like saying like, is this person a bit either too ambitious or pretentious? But some other people might say, okay, so she's a good thing. Another way to think about it is, I'm fairly direct. So at some point, they will figure it out that I'm direct, because this is not something that I can hide about myself either. So they should be okay with, you know, my direct stuff. of communication and, you know, knowing what I want and, you know, kind of naturally taking charge of situations. So, yeah, I guess so. Noted. Let me change that. Yeah. So we see what you just said. So I'm direct. No, they will, they will learn about me by talking to me and seeing me. So it's like if I want also to be able to read about you in the same way, right? And to have the same feeling that you're conveying right now when you're telling me. because they might not have the chance to talk to you, right, if they don't get to meet with you. So maybe that's just a little tweak, but it's really a detail, you know, that I would see. And the other thing you mentioned, it's harsh to reach out to people, you know, to ask for, you know, references, but let's take a step further, to actually reach out to people saying, I'm looking for something. Do you have something for me? And I heard from what you're saying that, there's something there that, that, that, tell me more about this little, you know, and I'm okay helping others. Maybe it's a little cultural thing to, you know, who knows, that's despite me living in Canada for many years. Now, way longer that I've been living anywhere else. But, yeah, it's just hard for me to reach out for help, but, you know, maybe a bit of a weakness or what not something deep and psychological yeah yeah and probably not you know it's not a big deal like I get it it's not a big deal but um I guess right now also reaching out from from the gown you know from from a from a position of losing the employment and whatnot it's a little awkward you know yeah yeah well two things in what you just said it's hard to ask for help and what if the table was turned around what if you were the person being asked for help how would you react oh yeah more problem whatsoever you know i'd love to yeah so what makes you doubt that people might not react the same way and you know logically I understand all of that, that it's just, you know, like, it's all in my head and, uh, but, but yeah, um, it's, it's, it's, it's a little out there. Yeah. But, you know, realistically not like, not, not, nothing wrong with that. And like I said, I did reach out to a few people. It's just, you know, how many of those recommendations do I need? I guess is the question. Uh-huh. For, for strong profile. Yeah, yeah. You know, do people, because it's not like I can write a, a recommendation for them so that they can post it for me so they choose to say what they choose to say and then is that you know like is that good enough i i don't know yeah well uh well two things is it good enough and are there enough in terms of numbers well what i see is that they've taking the time to write you know pretty extensive you know comments and it's not just you know oh, I like that person, she was really nice. You know, they really were more detail, which is great. And that could be also a bit coached when you're asking people for their recommendation. You know, can you talk about, you know, this and this and that? Or, you know, so you can lead them a bit, not asking them to lie, but at least to say the truth in a way that is useful for you. Because if they take the time to write that, it's because they want to help you. They don't have time to waste, right? So it says to be the most useful for you. So I think that the kind of format you have there is really great. You don't want to make it too lengthy because then people will doubt, well, was that actually written by the candidate that they just send the text in the person, just copy-paste it, you know? But in terms of numbers, if you can have, let's see at least one extra or two, it's just that you want to, when you have only two, people, good thing, okay, well, the person got the minimum two just to fill the section. When you get more than two, there's the see more. So then it seems like you have more. And it doesn't matter how many more you have because you don't really, people won't necessarily go and look at all of these, but they just see that there's more than two. Right. So it's just giving the impression that the person got more support. So that could be one thing. All of the profiles that I was looking at, they don't even have any recommendations. Yeah, but you want, you know what, Julia? You're not like them. I guess not. Right? You're aiming. I'm looking for a job too. Yeah, but you want to be the first one, right? You don't want to come second. That's true. Right? So whatever the others are doing, well, if they come second, well, I mean, they lose, right? So you want to come on top of them, right? So maybe two things that I can offer. There was one thing, and again, We're at this little getting to this really fine edge. I think we discussed last time of how you want to be seen in terms of what interests you. So you say, okay, I want to be in organizational, you know, optimization, working on operational performance. And, you know, I like all the words you put, you know, I like complexity, accountable teams. So something about you're working with teams. I want to, I like to solve problems or problem thinking, systems thinking. So all of these buzzwords or, you know, topics, how can I be seen that I'm really interested into that, you know, and that I am on the top. You know, I know what's happening about these topics. And, well, if you're really interested into that, I would also suggest that you also get informed about this because you said, I want to get this program. You want to detect, you know, the PMP and things like that. This is great, you know, the courses. But what is, what is the trends, you know, of this, of these topics? And this can be found in, in LinkedIn groups, can be found on, you know, blogs or podcasts and things like that. But, but you can really show that you're listening to podcasts, right? People won't go again. You're fine. But, you can show that you're your member of LinkedIn groups and you're following you know LinkedIn pages that that talk about these topics and that you are reposting things that are about these topics so this this is like one edge that again it's really we're getting to this fine tune but if it's possible to show by what you repost or post and doesn't have to be a hundred it could be like two three posts just just to fill the space that people see when they they scroll your page and see that, okay, that person actually reposted stuff about what she says that it's her expertise, right? So just to give this little sense of credibility around what you're saying that you're interested in. So that could be one thing. I know I know we discuss a bit about that last time. So maybe you can, you know, in the coming week, just start to, you know, browse a bit, look at, you know, what exists out there. What can I be post? Yeah, what exists, what other people are reposting? Sometimes this could be that. You know, what are people that I would see as references in those fields and look at, what are they doing? What are they posting? You are stealing their stuff, you know, not their content, but what they're reposting or what they're commenting on. So, okay, well, maybe I'll comment on this too, because it seems to be something that, you know, some other people picked up on, you know. So that's one thing. thing you said, it's hard to reach out for references. What else can I do and how many references do I need? I think you're getting there in terms of the references. Then the next step, what do you think we can do once we have all of this and, you know, all of this, you know, the profile is optimized and you've done all you had to do. What do you think would be the next step? Applying for jobs? Yeah, yeah, applying for jobs. I'm not applying either. I'm, you know, I'm browsing and I'm looking at certain positions that I would be, you know, interested in and I have to apply for a few. You know, I got, like I said, a few things were stretched. So I, you know, that didn't really go anywhere. A few things I'm still waiting on. It makes me wonder if it's, you know, just construction being so seasonal. Like, is it nobody will be hiring right now because it's too. busy of a season, you know, potentially, and most people who are hiring for, you know, like somewhat senior roles, it would probably be, you know, full winter so that they can prep someone for the busy season to come. Yeah. Yeah. Yeah. So, so if it's... How are the recommendations, if you don't mind me asking? Do you feel like they're like okay? Well, yeah, like I said, I mean, they're, they're, You know, they talk about specifics. They talk about how you are as a person, you know, in a professional setting. Even as a person personally, you know, approachable, dependable. I mean, this is all really good stuff for people that would look at it. So now the next step is getting people to look at it. Right. Because once you've built all of this, it's nice. You know, you have a really nice house. And now these people to walk into it, right? Right. So one thing to start to think about. out, you know, and that's, I don't want to put too much pressure, right? Because you want to do it gradually. But one of the next step would be how to reach out to people, not to apply for job, but just to share that you're looking for job. Because most of the jobs out there are not even listed. You won't even find them. You know, they're all there. And it's there and especially with what they're talking about. And you said it right. It said maybe it's not, the right time during the summer, Rubin's going to be in the fall, are they going to start to look for someone, you know, somewhere towards the end of the summer to hire in the fall? Maybe. And that's really a good intuition. So if that's true, then you want to be ahead of your time, ahead of the wave, right, to be able to surf on it, right, to catch the wave. So to show that you're looking for something and you've done it, you use all the tools, like, you know, you put the little open to work, which is great, you know, the badge and the LinkedIn. But the next step would be reaching out, you know, sending messages, you know, directly people saying, you know, I'm actively looking to pursue my career to make a step up. You know, I want to next, for my next step, do you either do you have any insights or, you know, possibilities that you see? Or if it's people that are in the industry, can we just have a chat? Can I talk? with you for a moment. And I know this can seem really harsh at first. It's that networking class that I took on the platform there. This one is not easy, let me tell you. It's not easy. And you know what? The word, the most difficult is to get to number one, is to get to the first time you speak with someone. Because then when you do it, and then you realize, I mean, this person was really open to help me. Well, maybe others will also be open to help me. And then you get a second, third, fourth, and then it becomes natural just to asking around and having people. And it's not to be pushy. It's not saying, do you have a job for me? You just know, I'm out there. I'm ready for next step in my career. I would just want to bounce some ideas with you. I just want to hear about what are your thoughts about the industry right now. I'm not asking for anything. And I'm not asking for you to do something for me. Just add a little chat. And you can not imagine Yulga how much can come out of these little conversations. I know if people being like, well, you know what? I know this guy in this company that actually they might be looking for someone, not right now, but in two months. Right. I'm here. You know, let's have a chat with that person. And a lot of our candidates, they get their jobs like that. And those are the best jobs because it's not jobs that people hustle to try to get and send resume. stuff. It's true connections and then people trust the connections and they're like, okay, well, you know, sometimes they will get an interview right away and have a chat and say, okay, well, it's a good fit. Let's do it. You know, and so yeah, what do you think about all what I'm saying? Well, it all makes sense. I mean, I have to buy a used car and it's like, who do you trust, you know, like someone who knows someone and just because it seems like there is, you know, more reliability that way, even though it's someone they don't really know that well, but you think that, like, people would have a lesser of a chance, I guess, to screw you over, you know, that way and to be shady about it, so that makes sense. Yeah, and it's natural, you know, it's human. You know, we tend to trust more through people that we trust already, right? So it's the same thing for jobs, the same thing, even in big, big corporations. And sometimes they have some red tape to go through and steps to follow for sure. But once you have the foot and the place and you know the right person, then all these steps become easier. And they tend to have a bias in favor, you know, because they know and they trust. And so yeah, so maybe for the next week, Julian, I would say, you know, two things. If there's this possibility of, you know, retouching a bit on the LinkedIn profile, this little part in the intro, the bio that I said, maybe looking, browsing a bit, just looking around, searching with a few keywords of your, you know, what is out there? You know, what groups exist on LinkedIn? What can I join? What can I like? And just to, and what other people that I consider that they're, you know, good in this field, what are they doing? What are they watching? What are they, you know, sharing? and just picking up on that. And, you know, it doesn't need to be a lot. Like I said, it could be like two, three posts and just to show that there's activity and that you're interested, you know, genuinely about your topics. And the other thing is also to think about, yeah, how, I know who are those people in my network? No, we're not talking about cold calls, people you don't know. But who are those people that I know that I could reach out just to say, you know, I'm, you know, at this point in my career, I'm moving to another step. Can we have a chat about this? Can we have some discussion just to bounce ideas, to know what you think about the industry right now? And it would be really amazed the number of people would say like, well, yeah, sure, I can't hop on a call for 15 minutes and just have a chat with you for sure. So to start to think who could be those people? Great. Does that make sense? makes sense yeah when could be our next call julia well maybe next Monday if that works for you yeah next Monday same time sure cool yeah that works with me too awesome well let's do that Julia how do you do thank you so much yeah how do you find this the session today was short it's really short I'm sorry it's always really tight it's all like you said it's all in a little tweaking of things right so that's what I need right now because I mean I've looked at it for so long that I don't really see the value it anymore so I need someone to look at it and you know with a fresh eye kind of thing you know just be critical about it cool if I can help for that that's where I'm here I appreciate it thank you well have a nice day Julian nice week and we'll talk next week okay","rapport_genere":"## Main Topics Discussed\n\nHere's a summary of our conversation and the key steps to take next:\n\n### Summary of Our Discussion\nWe've been working on optimizing your LinkedIn profile to help you move forward in your career. You're at a point where you're looking to take the next step, and we've been focusing on:\n\n- **Refining your LinkedIn profile** to better reflect your skills, experience, and goals.\n- **Building your professional network** through meaningful connections, not just applying for jobs.\n- **Using the right tools and strategies** to make yourself visible to the right people at the right time.\n\n### Key Takeaways and Next Steps\n1. **LinkedIn Profile Optimization**:\n - You're doing a great job with your recommendations and profile. Keep refining the **intro/bio section** to make it more engaging and professional.\n - Look for **groups, posts, and content** related to your field on LinkedIn and start engaging with them (like, comment, share).\n - Post **2-3 relevant updates** to show your interest and activity in your field.\n\n2. **Networking Strategy**:\n - Start reaching out to **people in your network** (not cold contacts) with a simple message like:\n > *Hi [Name], I hope you're doing well. I'm at a point in my career where I'm looking to take the next step. I'd love to chat for 15 minutes and hear your thoughts on the industry. Would you be open to that?*\n - This is a **soft, non-pushy** way to start building connections and opening doors.\n\n3. **Job Search Timing**:\n - You mentioned that the hiring season might be coming up in the **fall**. That’s a good intuition. You can start **positioning yourself** now to be ahead of the curve.\n\n4. **Next Call**:\n - We'll meet again **next Monday at the same time** to review your progress and continue refining your profile and strategy.\n\n### Final Thoughts\nYou're in a great position to take control of your career. It’s not just about applying for jobs — it's about **building relationships, showing value, and positioning yourself** in the right way.\n\nI'm here to help you with that, and I'm excited to see where this goes.\n\nLet’s talk next week — and in the meantime, start sending those connection requests and sharing your thoughts on your field.\n\nHave a great week, Julian!\n\nWarm regards,\nJulia\n\n## Personal Information Shared\n\nNo new information to remember.\n\n## Work Assigned Until the Next Session\n\nOkay, let me break this down. You've shared a pretty long and detailed conversation between you and someone named Julia, where you're discussing how to improve your LinkedIn profile, network more effectively, and prepare for job hunting. The main points from the conversation include:\n\n1. **LinkedIn Profile Optimization**: You're working on refining your profile, especially your bio and headline, to better reflect your professional goals and make it easier for others to find you.\n2. **Networking**: The conversation emphasizes the importance of reaching out to people in your network to have casual chats about your career goals, industry insights, and opportunities. This is a more organic and effective way to find jobs than just applying blindly.\n3. **References and Recommendations**: You're gathering professional references and recommendations, and it seems like the ones you've received are strong and detailed, which is great for job applications.\n4. **Job Search Timing**: There's a discussion about the timing of job searches, especially in industries that are seasonal (like construction), and the idea that the best time to start looking might be in the summer to be ready for hiring in the fall.\n5. **Next Steps**: You're at a point where you need to refine your LinkedIn profile further, engage with relevant groups and content, and start reaching out to people in your network for informal chats.\n\nFrom your perspective, it seems like you're in the process of preparing for a job search, and you're looking for guidance on how to make your profile stand out, how to network more effectively, and how to approach potential employers or industry contacts.\n\nIf I understand correctly, you're looking for a **summary or action plan** that encapsulates the key takeaways from this conversation and provides a clear next step for you in your job search. You might also be looking for **feedback on your LinkedIn profile** or **guidance on how to approach networking**.\n\nLet me know if you'd like help with any of these things, or if you'd prefer a more structured plan based on the conversation we just had. I'm here to help!\n\n## Date and Time of the Next Session\n\nOkay, let's break this down. The conversation is between Julian and Julia, and it's about Julian's job search and how to improve his LinkedIn profile and approach to networking. Here's a summary of the key points and recommendations from the conversation:\n\n### Summary of the Conversation:\n1. **LinkedIn Profile Optimization:**\n - Julian needs to refine his LinkedIn profile, especially the intro section and bio, to better reflect his professional goals and personality.\n - He should look for relevant LinkedIn groups, content, and posts related to his field to engage with and show genuine interest.\n - Adding 2-3 posts or comments on industry-related content can help demonstrate his activity and interest in the field.\n - He should analyze the profiles of people he respects in his industry and see what they're sharing, commenting on, or liking.\n\n2. **Networking Strategy:**\n - Julian is hesitant to reach out for help or job leads, but Julia encourages him to start small by reaching out to people in his network (not cold contacts) to have a 15-minute chat about his career goals and industry insights.\n - He should not come off as pushy or desperate. Instead, he should frame the conversation as a way to bounce ideas and learn more about the industry.\n - Networking is a natural process, and once he starts, people tend to be more open and helpful.\n\n3. **Timing and Job Search:**\n - Julian is considering that the construction industry might be in a seasonal hiring cycle, with more hiring likely in the fall.\n - He should be proactive and position himself to be ahead of the hiring wave, rather than waiting for jobs to be posted.\n\n4. **Next Steps:**\n - **LinkedIn Profile Tweaks:** Review and refine the bio and intro section, and engage with relevant content.\n - **Networking Outreach:** Identify people in his network to reach out to for a casual conversation about his career and industry.\n - **Schedule a Follow-Up Call:** Julian and Julia plan to meet again next Monday to review progress and continue refining the strategy.\n\n### Recommendations for Julian:\n- **Profile:** Make sure his LinkedIn profile clearly communicates his value, goals, and personality. Use keywords relevant to his field.\n- **Engagement:** Engage with content that aligns with his professional interests. This shows he's active and interested in the industry.\n- **Networking:** Start with people he knows (not cold contacts). Frame the conversation as a way to learn and grow, not as a direct job request.\n- **Proactive Approach:** Position himself as someone who's ready for the next step in his career and open to opportunities.\n- **Follow-Up:** Schedule a call with Julia next Monday to review progress and continue refining the strategy.\n\n### Final Thoughts:\nJulian is on the right track, but needs a fresh perspective and a structured approach to networking and profile optimization. Julia is helping him see the value in small, consistent steps, rather than waiting for the perfect moment or job to appear.\n\nLet me know if you'd like help with specific parts like writing a LinkedIn bio, crafting a networking message, or reviewing the profile together!\n","code_activite":null,"etape_coaching":"S5","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-22T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/233868918938403?p=dkiZqubr3i1zc4o8Qj","google_event_id":"dc8b248c-6c14-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":"Suivi de notre dernière rencontre","courriel_suivi_contenu":"Bonjour Yuliya,\n\nOn a travaillé ensemble sur des stratégies pour renforcer ta confiance en toi avant les entretiens, en mettant l'accent sur tes réalisations spécifiques comme le partage des files d'attente et la formation croisée. J'ai aussi souligné l'importance de vérifier la légitimité des opportunités avant d'appliquer.\n\nTu as pris des engagements concrets : finaliser ta déclaration de marque personnelle, préparer une liste de projets annexes ou de bénévolat dans le secteur de la construction et contacter directement deux entreprises sur LinkedIn.\n\nOn se retrouve mardi prochain à 19h pour discuter de tes avancées.\n\nA bientôt,\n[--]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Julia on Personal Branding, Resume Development, Job Search Approach, and Career guidance review (strengths) as she prepares for new job opportunities while dealing with imposter syndrome. We agreed that for our next meeting I will focus on discussing the progress of her personal branding statement and exploring potential side projects or volunteer roles to enhance her skills and network in the construction industry. We will meet again on Tuesday June 25 at 7:00 PM.","session_summary":"Strategies for boosting confidence in interviews through highlighting specific achievements, verifying the legitimacy of job opportunities from career coaching services, and exploring side projects or volunteer roles for personal growth.","enonce_marque_personnelle":"- I want to use my analytical thinking to improve business efficiencies.\n- I thrive in fast-paced environments and enjoy making a business better.\n- I have a track record of achieving measurable results through perseverance and performance.\n- I demonstrate strong leadership and change management capabilities.\n- I take initiative in problem-solving and applying solutions across different contexts.\n- I demonstrate a willingness to build and grow with teams and organizations.\n- I am motivated by the desire to build and improve systems and processes.\n- I demonstrate a willingness to take initiative and lead change management efforts.\n","conseils_coach":"- I suggested she create a short, crisp personal brand statement to clarify her current career goals and what she is looking for right now\n- I advised her to use this statement on her LinkedIn profile, on posts, or at the top of her resume as a summary\n- I recommended she focus on distilling her identity matrix insights into a few key points that reflect her current values and aspirations\n- I suggested she look at page three of her personal branding worksheet to use examples of her accomplishments to highlight her key strengths and values\n- I recommended she identify key keywords that represent her unique strengths and values to make her personal brand statement more specific and memorable","devoirs_client":"Okay, let's break down what we've been discussing and what needs to happen next. First, you're currently in the process of refining your job search materials, specifically your resume and LinkedIn profile. You've already taken some steps, like sending out your resume, and you're working on identifying key strengths and values that make you stand out as a candidate. We've also talked about using AI tools to help with your job search and applying for opportunities even before everything is","speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":41,"total_words":3849,"has_timecodes":true,"pct_time_coach":64.4,"time_coach_sec":938.0,"has_diarization":true,"pct_time_client":35.6,"time_client_sec":519.6,"coach_turns_total":20,"client_turns_total":21,"pct_questions_open":60.0,"pct_coach_questions":16.4,"coach_questions_open":3,"pct_coach_statements":83.6,"pct_questions_closed":40.0,"coach_questions_count":22,"coach_sentences_total":134,"pct_coach_interrupted":15.0,"coach_questions_closed":2,"coach_statements_count":112,"pct_client_interrupted":14.3,"coach_questions_unknown":17,"coach_turns_interrupted":3,"client_turns_interrupted":3},"stats_snapshot_at":"2026-07-06T15:33:31.077824Z","prochaine_seance_date":"2026-06-25T23:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"3b7dfa9b-7878-42cc-bd44-d4a1a7f6f199"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-22T18:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Obrigado. Bonjour Mathieu. Allô, ça va bien? Salut, ça revient tant. Oui, moi, ça va bien. Oui, c'est passé de la fin de semaine. Avec l'appui, hier soir, dès que l'appui a été arrêté, j'étais à faire du balai. C'est rendu ma nouvelle passion. C'est bien, c'est une bonne passion. C'est un peu beau, idéalement. Oui, c'est ça, mais exactement. C'est des inondations. Moi, je ne suis pas dans l'ouest, je suis la ville de La Salle, mais des fois, je contourne. à coeur de l'eau. Toi, ça a bien été, ta fin de semaine? Oui, oui, oui, oui, oui, oui. Écoute, moi, j'ai... Qu'est-ce que j'ai fait pour la fin de semaine? Oui. ça a passé oui ça a passé vite on est déjà rendu lundi c'est vrai effectivement oui Qu'est-ce que j'ai fait, donc? J'ai fait de la grasse matinée, je pense, samedi. Absolument. C'est parfait. Oui, oui. Non, on peut promener un peu en ville, aller bruncher. Elle est, ouais, au centre-ville, il y avait une exposition, en fait, une espèce de foire. Oh, je me suis perdu. Je pense que c'est ma connexion qui n'est pas toujours... Ça bloque, je ne sais pas, ok. Ah oui. Ça a bloqué un bout. Ah oui. Non, je suis allé au... Là, c'est les francopholies au centre-ville. Oui. J'étais allé, je ne sais pas si tu as déjà été à côté de la Place des Arts, ils ont fait une nouvelle place, je pense, il y a deux, trois ans. L'espace tranquille, ça projette son nom. Et puis là, tu peux aller à l'étage, peux-tu emprunter des jeux de société, prendre un petit café. Fait que là, je suis allé avec une amie. Ça passe bien la journée. Je n'ai pas été à l'extérieur. Moi, je connaissais l'espace tranquille parce qu'il y a des concerts-là, mais il y a une place à l'intérieur.\n\n=== Enregistrement live du 2026-06-22 18:00 ===\n\n[CLIENT 00:26] Bonjour, Mathieu. Allô, ça va bien? Salut, ça va bien, t'as? Oui, moi, ça va bien. Ouais, tu passes une belle fin de semaine. Avec l'appui, hier soir, dès que l'appui a été arrêté, j'étais à faire du vélo. Ah, bravo! C'est rendu ma nouvelle passion.\n\n[COACH 00:56] Ouais, ben, c'est bien, c'est bien, c'est une bonne passion. Ben oui, surtout toi, idéalement.\n\n[CLIENT 01:01] Ouais, c'est ça, ben, exactement. à cause des inondations moi je suis pas dans le reste, je suis levé de la salle mais des fois je contourne parce qu'il y a un grand quart de l'eau toi ça a bien été t'as fait une semaine?\n\n[COACH 01:14] oui, oui, oui, oui, oui oui, ça a passé oui, ça a passé vite, on est déjà rendu lundi, c'est vrai, effectivement oui qu'est-ce que j'ai fait donc j'ai fait de la grasse matinée je pense c'est parfait on peut promener un peu en ville les bruncher au centre-ville il y avait une exposition une espèce de foire m'as-tu perdu? je pense que c'est ma connexion qui n'est pas toujours\n\n[CLIENT 01:51] ça bloque, je ne sais pas ok ça allait bloquer un bout\n\n[COACH 01:56] ah oui je suis allé, là c'est les francopholies au centre-ville et j'étais allé, je ne sais pas si tu as déjà été à côté de la Place des Arts ils ont fait une nouvelle place je pense qu'il y a 2-3 ans L'Espace Tranquille ça projette son nom tu peux aller à l'étage, tu peux emprunter des jeux de société prendre un petit café je suis allé avec une amie ça passe bien la journée\n\n[CLIENT 02:21] j'ai pas été à l'extérieur moi je connaissais L'Espace Tranquille parce que c'est des concerts là mais il y a une place à l'intérieur où tu peux aller\n\n[COACH 02:29] Oui, c'est ça. Tu peux rentrer, tu montes à l'étage. C'est comme une ancienne librairie dans le temps, il y a plusieurs années. Ils ont comme voulu rendre hommage à ça. C'est un espace et tu peux aller là, tu peux t'asseoir. Moi, des fois, je vais travailler. Tu peux faire du travail. C'est gratuit. Tu n'as pas besoin de consommer. Mets ton petit café et tu peux emprunter gratuitement des jeux sociétés. Ils ont un petit catalogue. C'est pas mal cool. Merci pour dire\n\n[CLIENT 02:56] parce que moi, je suis fan de jazz, fait que je vais sûrement aller puis le samedi, je vais avec mes amis. Fait que, écoute, excellent.\n\n[COACH 03:03] Ben, écoute, et en plus, les gens, des fois, tu as beaucoup de gens dehors, parce qu'il y a des festivals, c'est vrai, et les gens ne savent pas qu'ils peuvent aller en dedans. Fait que tu peux aller en haut, puis là, tu as même de l'espace à l'extérieur. Tu peux t'asseoir dehors, puis avec la vue dehors, là. Fait qu'en tout cas, c'est un extra gratuit que je te partage.\n\n[CLIENT 03:23] Oui, merci. Merci pour l'accommoder, pour la plug. Moi, je ne le savais pas. J'ai une question à te demander. Je t'explique. Après ça, je vais te demander si... Parce que là, ma motivation est vraiment revenue pour préparer mon CV. J'étais plus, on dirait, le premier, c'est-tu notre troisième quatrième rencontre qu'on a, je pense.\n\n[COACH 03:55] C'est la quatrième, je pense.\n\n[CLIENT 03:57] C'est la quatrième, je pense. Je pense que c'est la quatrième.\n\n[COACH 03:59] Oui, c'est ça.\n\n[CLIENT 04:00] OK. La façon dont je vois, les trois premières rencontres qu'on a eues, c'était plus une prise de conscience vers où est-ce que je veux aller. Puis là, j'étais moins prêt à faire mon CV, mais là, on dirait que je suis plus que moi qui j'ai pris conscience de mes problèmes. J'ai fait deux meetings d'alcooliques anonymes cette semaine. Fait que là, je suis plus d'aller vers l'avant, OK? Fait que là, si jamais, parce qu'en d'autres mots, tu sais, c'est notre quatrième rencontre, j'ai quand même eu un mois que je n'ai pas vraiment travaillé. Si jamais, comme année frais, OK, comme mois que je paierais, d'avoir un mois supplémentaire, OK, que je voudrais comme payer, est-ce que ça se fait?\n\n[COACH 04:49] Ah, écoute, plusieurs façons de voir ça, je vais essayer de dire rapidement. Pour ce qui est du programme qu'on fait là, d'aide à la recherche d'emploi, ils sont quand même assez stricts au niveau de la durée du programme, la façon que ça fonctionne. Et normalement, nous, on aurait encore... Là, ce que je regarde, c'est parce que là, ils m'ont expliqué, il y a différents types de programmes. Toi, tu es le programme Advantage, qu'ils appellent. Et ça, techniquement, ça, c'est deux mois. Je pensais que c'était trois mois, c'est même juste deux mois. Oui, c'est deux mois, c'est ça. Donc, techniquement, on est à la quatrième. Il nous resterait quatre autres séances. Mais moi, dans mon programme, certains programmes que je suis, ça n'a peut-être pas l'air de ça, mais quand tu es la matrice identitaire, ça en fait partie, l'énoncé d'identité, le petit paragraphe que tu as présenté, le CV, on en fait partie, puis il nous reste aussi à parler du profil LinkedIn, l'utilisation de l'IA pour pouvoir bien, des fois, faire des recherches d'emploi, on a des trucs pour utiliser ça, se préparer une entrevue, puis même négocier une offre. Normalement, on est capable de couvrir tous ces sujets-là, puis c'est sûr, si tu as des choses en cours de route, tu vois des opportunités, tu as une entrevue qui s'en vient, tu vas en parler, on peut te parler de ça. Mais normalement, dans des huit séances, on devrait en théorie être capable de couvrir ce contenu-là. Maintenant, si toi, ça te dit, parce que des fois, il y en a qui me disent, moi, je voudrais continuer plus comme avoir un coach, d'avoir quelqu'un qui est là, puis des fois, juste pour avoir du accountability, d'avoir quelqu'un à qui tu vas reparler la semaine d'après, puis ça te force un peu à faire des choses. Des fois, les gens ont besoin de ça. Bien là, c'est un peu dans un autre rôle. Parce que nous, on aurait terminé de couvrir le contenu, théoriquement, qui vient avec l'approche de right management. Nous, on peut, comme tu disais, à tes frais, on peut continuer à se parler après. C'est juste dans un autre type de rôle. C'est plus de coach de suivi. Puis ça, c'est, tu sais, moi, l'entente que j'ai avec Right Management, je suis, tu sais, exclusif, je ne peux pas partir avec des clients de Right Management, mais une fois que les gens ont fini leurs huit semaines, ça n'enlève rien à Right Management. On n'est pas en compétition. C'est pas comme si je disais, tu sais, Lash Right Management vient avec moi en privé, là, puis, tu sais, je leur volais un client. De toute façon, ils ont déjà couvert. Fait que c'est possible après, si tu veux, qu'on continue. Mais l'idée, c'est qu'on soit capable, quand même, dans les huit semaines, de couvrir au moins la matière qu'on a à couvrir et tu vois que tu avances ce que tu as de besoin.\n\n[CLIENT 07:24] Ok, ok, d'accord, je comprends. C'est sûr, mais est-ce qu'au bout des huit semaines, j'ai accès encore à, mettons, les vidéos ou c'est l'affaire-là ou c'est vraiment qu'on coupe l'accès? Je pense que j'avais accès, il faudrait que je me renseigne.\n\n[COACH 07:39] Tu veux me renseigner? Je vais vérifier parce que selon les programmes, il y a des programmes qui permettent d'avoir, tu appelles ça, Continuous Connection tu peux avoir accès pendant un certain temps encore aux vidéos c'est ça je peux vérifier et te revenir là-dessus pour ton dossier\n\n[CLIENT 07:57] je pense d'ici un mois je vais peut-être être capable parce que là je suis la motivation c'est juste qu'on s'en parlera si jamais disons exactement super, super puis moi de mon côté je vais regarder si j'ai accès aux vidéos ces affaires-là comme par après exactement\n\n[COACH 08:27] ça ça peut être bon je peux toujours regarder aussi mais peut-être toi de ton côté aussi voir quand on met le mode développement sur Chrome ou Brave voir c'est quoi la source des vidéos t'es-tu moyen de oui c'est ça\n\n[CLIENT 08:43] ça je peux mais d'après moi, eux autres la vidéo, ils mettent ça même si c'est hébergé sur YouTube, c'est comme fait un channel privé exactement je vais regarder ça de mon côté je te laisse\n\n[COACH 09:04] écoute, en fait dès aujourd'hui, c'est de voir théoriquement moi j'ai ma ligne du temps, je vois où est-ce qu'on est rendu des fois, c'est sûr je ne respecte pas tout le temps à la lettre parce que j'y vais selon ce qui est présent pour la personne. On a travaillé quand même sur la matrice identitaire. Je t'ai retourné une autre version. J'avais comme rajouté une couple de trucs, pas beaucoup, mais quand même. J'ai pris le temps de regarder mes notes, de rajouter une couple d'éléments. Il y avait des choses qui étaient plus dans l'action, justement les rencontres de AA, les choses comme ça que j'ai été mettre dedans pour dire qu'il y avait plus de choses qu'on a ressorties la dernière fois. Je ne sais pas si tu as eu l'occasion de regarder ça ou d'y repenser un peu.\n\n[CLIENT 09:44] Oui, j'ai regardé ça. Puis, la conclusion que j'ai eue, c'est que si je prends soin du côté personnel, que je prends soin de moi, automatiquement, j'entends me porter la tête en ligne ouverte au travail. Quand je faisais Alcoolique anonyme, j'avais des amis que je pouvais parler de mes problèmes. J'avais mon meeting d'attache, c'est de le faire exactement. Automatiquement, je pense qu'automatiquement, qu'est-ce que je veux vraiment plus être, ça va partir. Parce que quand on a un problème, on a toujours besoin de parler de nos problèmes. Fait que d'après moi, je ne veux plus avoir ma place, exactement. Puis justement, tu sais, parenthèse comme ça. J'ai été fier de moi la semaine... Pas, oui, fier de moi parce que la semaine passée, je suis allé pour prendre un rendez-vous pour renouveler mon hypothèque et puis là parce que je parlais je dis que j'ai plus que je suis plus que j'ai plus d'emploi parce que j'ai dit là que je reçois de l'assurance chômage puis là je m'en allais comme un peu partager ma vie privée c'est-à-dire mais j'ai eu le réflexe « Non, Mathieu, tu es dans une place professionnelle, tu viens pour renouveler ton hypothèque.\n\n[SPEAKER_? 11:33] »\n\n[CLIENT 11:33] Je me suis un peu bloqué et j'étais fier de moi. De ne pas expliquer le pourquoi, mais j'ai juste dit que j'ai perdu mon emploi parce qu'il fallait que je le dise. parce que qu'est-ce que la femme à la banque m'a offert, c'est comme un peu un crédiflex. Admettons que si j'ai besoin d'argent que je peux emprunter sur l'hypotheque.\n\n[COACH 12:04] Un peu comme réhypothequer dans le fond. Tu prends de l'argent mais sur la valeur de la maison, tant que tu la remets. Oui, c'est ça.\n\n[CLIENT 12:11] Je ne suis pas obligé de la reprendre, mais je ne suis pas obligé de la prendre. C'est quand je vais avoir un mois de temps que si jamais j'ai besoin d'argent, bien, j'ai pas besoin de téléphoner la banque puis dire, bien, j'ai besoin de tant d'argent, tu sais. J'ai longtemps que je vais pouvoir emprunter sans demander à la banque, tu sais, sur, exactement. En tout cas, fait que c'est ça, fait que j'ai été fier de moi de bloquer le réflexe.\n\n[COACH 12:41] Ah ah. Puis qu'est-ce que tu dirais, qu'est-ce qui s'est passé, là, au moment ou quand tu dis « j'ai bloqué le réflexe », c'est quoi qui t'a fait réaliser ça et prendre action là-dessus?\n\n[CLIENT 12:53] Bien, dire, écoute, la première, banale comme ça peut être, elle n'a pas besoin de savoir ça. Tout simplement. Ça va peut-être que j'ai manqué, mais je me suis dit par déduction que je reçois de l'assurance-emploi. J'expliquais que je reçois de l'assurance-emploi jusqu'en 2027. La seule chose peut-être que j'ai oublié de dire, c'est que c'est une mise à clé, mais quand tu reçois de l'assurance-emploi, automatiquement, ça va sur quoi que ce n'est pas de ta faute que tu as perdu ton emploi. Après ça, quand je t'ai sorti de l'avant, j'aurais dû quand même dire ça, mais par déduction, tu sais, celui de l'assurance de l'assurance à toi, tu sais, exactement. Mais, c'est ça, tu sais, je me suis dit, tu sais, j'ai eu l'automatisme d'en faire la peur et d'autres de, je suis dans un endroit que je n'ai pas besoin de partager ma vie, ma vie personnelle.\n\n[COACH 14:01] Exactement. Alors, tu sembles avoir aimé ça, ça semble être un sentiment positif, tu es ressorti, tu étais fier de toi.\n\n[CLIENT 14:09] Oui, oui, oui, exactement. Exactement. J'étais fier de moi. Ça, c'était ma parenthèse. Pour revenir à la matrice d'identité, j'ai regardé, j'ai lu, puis ça se résume sur qu'est-ce que je ne suis pas, puis qu'est-ce que je veux être. Ça se résume en une phrase simple, c'est « prendre ma place convenablement ».\n\n[COACH 14:40] OK.\n\n[CLIENT 14:43] Ah, OK. Là, il y a un beau camion, tu m'entends-tu comme il faut? Oui, oui. OK, parfait. C'était une chose que je n'étais pas capable de faire dans mes autres emplois. C'est ça vraiment qu'il faut que je travaille, exactement. C'est que si j'ai besoin des outils pour travailler, il ne faut pas qu'elle me contente d'un marteau et d'un tournaliste. C'est ça que je veux dire.\n\n[COACH 15:15] OK. Fait que ça, mettons, ça serait personnel, je veux prendre ma place convenablement. Si tu avais tourné ça, pour, mettons, s'adresser à un employeur, comment on peut tourner ça pour que ça devienne un atout pour un employeur? Qu'est-ce que de prendre ta place convenablement, qu'est-ce que ça apporte, d'après toi, à l'employeur? Qu'est-ce que ça peut apporter de plus à l'employeur?\n\n[CLIENT 15:41] Bien, justement, j'avais pensé à ça juste avant, mais ça va peut-être répondre à la question. C'est que ça permet à l'employé de travailler convenablement. Parce que j'étais frustré, tu sais, à mon autre place, j'étais frustré parce que je demandais pas qu'est-ce que j'avais besoin, puis je pouvais pas livrer souvent la marchandise, tu sais, j'avais des misères à livrer la marchandise parce que j'avais pas les outils. Je me dis que pour l'employeur, c'est qu'il est mieux d'avoir un employé qui a les bons outils pour travailler.\n\n[COACH 16:27] Oui, et qui sait les demander. Je ne demandais pas les outils nécessairement. Là, tu dis qui sait les demander, qui sait aller chercher les outils. Oui, oui. Il y a quelque chose dans l'autonomie, dans l'initiative aussi, ce que j'entends dans ce que tu dis. Oui. Puis surtout, j'entends dans ça, il y a comme un apprentissage que tu retiens de ton ancien emploi. Il y a quelque chose que tu viens de me dire. Tu as appris de ça, tu te dis, OK, moi, je veux que ça soit différent à partir de maintenant. Parce que ça, c'est sûr que la façon dont on va se présenter, tu sais, il y a un employeur qui pourrait dans une entrevue dire, OK, bon, tu me dis que tu veux, tu sais, tu es mis sur l'autonomie, sur, tu sais, les sens initiatives. donne-moi des exemples. Ils peuvent te demander des exemples. C'est sûr que si c'est des choses nouvelles, bon, ça n'a peut-être pas un exemple concret au quoi tu peux l'associer, mais tu peux dire « J'ai appris de telles, telles expériences.\n\n[CLIENT 17:24] » C'est juste parce que là, je vais aller fermer les flingues de l'eau. Parce que là, j'ai beaucoup de la bizarre parce que je pense qu'ils sont en train de couper des branches.\n\n[COACH 17:32] OK, c'est bon, c'est bon.\n\n[CLIENT 17:33] Ça va prendre 30 secondes. Je suis désolé. Ah, là, je t'entends mieux. Excuse-moi, je pense que c'est ça. Écoute, tu sais, l'affaire qui met des branches, tu sais, dans un... Ah, oui, oui, oui, oui, pour déchirer les... Exactement. Oui.\n\n[COACH 18:18] OK, oui. Désolé, quand tu venais, qu'est-ce que tu disais? Parce qu'un employeur pourrait te demander, mais tu sais, si tu dis que tu es autonome, tu as du sens d'initiative, tu vas chercher des outils, donne-moi des exemples que tu l'as fait. Là, je comprends que c'est quelque chose que tu voudrais faire plus, que tu faisais peut-être moins avant, ce que j'entends, là. Ça serait de tourner plutôt sur comment, qu'est-ce que j'ai appris de mes expériences précédentes qui fait que je veux faire des choses autrement maintenant. Ça serait de tourner autrement, pour pas que si quelqu'un te demande, c'est quoi, qu'est-ce que tu as comme exemple, que tu sois coincé un peu, là. Là, tu te dis, j'en ai pas nécessairement.\n\n[CLIENT 18:54] Oui, puis la façon qu'elle m'a juste entendue parler, c'est comme un exemple. lumière, comme on dit, qui m'a flashé, c'est que la façon que, à mon ancien emploi, que je voyais l'autonomie, tu sais, j'étais autonome parce que je demandais bien, tu sais, j'étais comme dans mon petit coin, puis, tu sais, je faisais avec ce que je pouvais sur la part-là. Puis, il y avait la personne avec qui je travaillais sur le projet qui, lui, n'était pas gêné de demander les outils, Puis, à cause qu'il y avait les outils, bien, je tirais toujours de la patte. C'est juste, avant de quitter un petit peu, je ne me suis pas fâché. J'ai dit à mon collègue, j'ai dit, écoute, j'aimerais ça avoir tes outils. La journée même, on les a commandés. Les outils.\n\n[COACH 19:54] Qu'est-ce que ça te dit, ça? Qu'est-ce que tu retiens?\n\n[CLIENT 19:56] Ça me dit que le problème, c'était moi un petit peu. C'était moi un petit peu que j'étais gêné, de déranger, de demander les outils, exactement. Puis même mon supérieur, le gérant, le manager d'ingénierie, quand il m'avait engagé dans le département, la première chose qu'il m'a dit, il dit, si tu as besoin de quoi que ce soit, tu n'as pas à le demander.\n\n[COACH 20:27] Oui.\n\n[CLIENT 20:27] Puis moi, tu sais, j'étais gêné de le demander, là. Fait que tu sais, c'est une chose, comme que je dis, tu sais, quand je regardais ça, là, c'est quand même, en résumé, là, c'est quand même, prendre ma place, j'ai beaucoup de la misère avec ça, là. Exactement. C'est ça, ça, ça. Fait que c'est une chose qui va falloir que je travaille dessus. Oui.\n\n[COACH 20:50] Puis qu'est-ce que ça te demanderait, de travailler sur ça? De quoi tu aurais besoin de travailler sur ça?\n\n[CLIENT 20:54] Je te dirais, mais écoute, peut-être me convaincre que quand tu demandes quelque chose, c'est que tu ne te déranges pas. Parce qu'on dirait que c'était la mentalité que j'avais avant. Puis si je demande telle affaire, c'est pour un peu comme le bien de la compagnie. Je veux dire, ce n'est pas comme un gadget que je prends pour ma vie privée. Exactement. C'est ça.\n\n[COACH 21:30] Ça fait que ce n'est pas juste pour toi, ça peut bénéficier. Ça peut aider à plus le faire en disant que ça aide aussi à l'entreprise. Mais même, puis on pousserait la réflexion plus loin, même si c'était juste pour toi, est-ce que ça serait mauvais?\n\n[CLIENT 21:48] Non, non. Bon. Si ça serait de l'exagération, oui, exactement. Mais si c'est dans le cadre du travail, je ne pense pas que c'est mauvais. Je ne vois pas, mais si supposons que j'irais à Disney, j'aurais un compte de dépense, puis j'ajouterais une bouteille de champagne à 200$, ça serait mauvais. Tu vois un petit peu l'illusion que je fais.\n\n[COACH 22:17] Mais encore là, si la bouteille de champagne à 200 piastres permettait de closer un deal et d'avoir un client qui apporte 2 millions, peut-être que ça vaut la peine de 200 piastres.\n\n[CLIENT 22:26] Oui, oui, oui, oui, oui, c'est ça que tu connais, exact, c'est ça. C'est relatif.\n\n[COACH 22:30] OK. Donc, à partir de tout ça, de la réflexion que tu as eue, l'idée, c'est qu'il faut qu'on en vienne aussi à voir ce qu'on appelle l'énoncé, le fameux énoncé identitaire, de se faire un petit paragraphe ou des fois deux, trois phrases mais qui peut en arriver à résumer parce qu'on a parlé beaucoup de ce que tu veux être c'est bien, il faut passer par là après ça, il faut en venir à dire si tu as t'adressé à un employeur c'est quoi, comment tu présenterais ce que tu veux comme emploi maintenant on a touché plusieurs choses on a touché beaucoup ce que tu ne veux pas On a touché ce que tu voudrais pouvoir devenir comme personne dans ce travail-là. Ça serait de comment le transposer dans un petit cours, deux, trois phrases, qui fait que quand quelqu'un te demanderait, « OK, Mathieu, maintenant, veux-tu me dire, moi, j'aimerais ça t'aider à trouver une job, dis-moi, qu'est-ce que tu veux, même? » En arrivée à le dire, ça peut être un mélange de concrètement, Moi, je veux faire tel genre de travail, mais aussi, pas juste quel genre de travail en termes de tâches ou de, tu sais, je veux, en informatique, mais aussi, tu sais, qu'est-ce que je veux que ça m'apporte comme travail. Tu sais, là, ça t'a touché plus à ça, cette partie-là. Fait que tu sais, c'est comment en arriver à faire un petit texte autour de ça, là, qui te ferait ton petit pitch de banque, donc.\n\n[CLIENT 24:00] Moi, je te dirais comme quelque... Je sais que ça fait cliché un peu. C'est comme un travail qui me permet comme de... On pourrait dire m'épanouir, de progresser, mais à l'intérieur d'une compagnie. C'est de, mettons, apprendre des nouvelles choses. Apprendre des nouvelles choses, progresser qui n'est pas un peu dans la recherche et le développement. Là, je donne un secteur, mais apporter des nouvelles idées, c'est comme... Ce serait plus comme ça que... Puis aussi, quelqu'un qui est capable un peu d'aller vers les gens, un côté social aussi. Exactement. C'est ça.\n\n[COACH 25:11] J'entends dans ce que tu dis, il y a un aspect d'épanouissement. Je veux m'épanouir dans un milieu de travail qui vont me permettre d'évoluer au sein de l'organisation, au sein de la structure. Exact. Tu dis si je peux progresser dans la structure et aussi que ce soit en relation avec d'autres gens. Donc, tu veux travailler avec d'autres personnes aussi. Tu veux être dans le relationnel, avoir d'autres personnes avec qui tu travailles. OK. Et toujours dans un domaine similaire. Tu disais, bon, pas dans le domaine militaire, mais quand même dans le domaine... Puis si tu avais à cerner ça, là, si tu avais à me dire ça en quelques mots, là, comment tu résumerais exactement ce que tu... ce que tu fais, là?\n\n[CLIENT 25:53] Quelqu'un qui est comme passionné de Généchiel, qui veut trouver des nouvelles technologies, qui veut développer des nouvelles technologies, ou prendre des technologies existantes et les emmener dans la compagnie.\n\n[COACH 26:15] Si tu avais à me dire, pour toi, qu'est-ce qui fait que ça, d'aller chercher les technologies, les amener dans la compagnie, de développer une nouvelle technologie en génie logiciel, qu'est-ce qui fait que c'est important pour toi à faire ça?\n\n[CLIENT 26:29] Ça me permet de me surpasser. J'ai un sentiment de fierté. Quand j'ai découvert quelque chose de nouveau, c'est quand on est tout humain, c'est ça. C'est dire, j'ai apporté quelque chose de… ça m'a permis d'avancer personnellement et de faire avancer la compagnie.\n\n[COACH 27:02] Cool, cool. On arrive quasiment au temps… Mathieu, écoute, ce que je vais faire, je n'ai pas un tableau aussi complexe que la matrice identitaire pour cette étape-ci, mais ce que je peux faire, je peux t'envoyer en quelques points, un peu les choses qu'on a discutées là, dans ce qu'on vient de dire. toi, si tu peux reprendre ça, puis là, ça ne soit pas un beau texte, je vais juste mettre des points, ce qu'on a dit, pour regarder ça, voir ce que tu vas en rajouter, en enlever, puis en arriver à voir, au courant de la semaine, en arriver avec une version, tu dirais ça, ça serait, un petit paragraphe, ça, ça serait ma façon de me présenter, si on avait à me demander, en 30 secondes, ce que j'ai à dire, fait que si on peut cerner ça, Ça, ça va devenir un peu notre point de départ qu'on va utiliser pour le LinkedIn, pour tout le reste des choses. Puis l'autre chose aussi, c'est au courant de la semaine. Est-ce que tu avais vu, je suis envoyé tardivement, mais dans le courriel, je parlais de la procédure pour le CV. Oui, ça, je l'ai vu.\n\n[CLIENT 28:04] Oui, exactement. Ça, je l'ai vu, la révision au CV français, right.\n\n[COACH 28:10] C'est ça, c'est maintenant au courant de la semaine. Comme je te disais, soit tu peux l'envoyer, la version que tu as déjà, c'est correct avec ça. des fois il y en a qui disent est-ce que je peux travailler un peu ok mais tu sais moi je dirais fatigue-toi pas trop avec ça mais si tu veux il y a l'outil dont je parle sur le site qui est l'outil le builder de CV que tu peux même téléverser ton CV puis après ça ils vont le formater selon le format des systèmes de reconnaissance des CV là tu peux jouer un peu là-dedans puis quitte à soumettre cette version-là ou comme je te dis ça peut être même la version que tu as déjà en Word pas compliqué mais dans tous les cas si ça, tu peux l'envoyer au courant de la semaine, eux, ça leur prend au moins 3-5 jours ouvrables de traitement. Si tu envoies cette semaine, ça se peut que tu ne l'ailles pas pour notre prochaine rencontre, mais au moins, ça va être dans la machine. Au moins, d'ici deux semaines, on va au moins avoir eu le premier retour. Eux, ils font des commentaires, puis là, par ça, on ne va pas en discuter, voir est-ce qu'on regarde ça ou pas. D'ici deux semaines, on devrait arriver avec un CV profil LinkedIn, quand même déjà assez bien quand même amélioré. Il nous resterait dans les semaines qui vont suivre à vraiment parler plus de la recherche, puis les entrevues. Puis en cours de route, si jamais tu vois, encore une fois, des choses passées, des offres, que tu te dis pourquoi pas. Tu dis que t'as l'énergie présentement. Moi, je te dirais, attends pas nécessairement. Des fois, il y a des gens qui disent « Ah, je vais attendre qu'on ait tout fini. » Moi, je dirais, tu sais, c'est mieux tant qu'à moi d'appliquer sur des choses même si on n'est pas encore parfait que de passer à côté d'une opportunité quitte à ce que ça serve juste de pratique quitte à ce que même si ils ne te rappellent pas ou même si ils te rappellent et qu'ils veulent passer une entrevue ça te permet en ayant des pratiques comme ça de gagner de la confiance d'être de plus en plus confiant dans le processus\n\n[CLIENT 30:03] une chose que j'ai remarqué que j'ai pensé cette semaine l'entrevue en tant que tel un coup que je suis assis devant l'intervieweur, très souvent, ça va bien. Qu'est-ce qui me rend comme plus anxieux, c'est vraiment comme la recherche d'emploi. Tu sais, on dirait, la phase de vraiment, tu sais, ben là, on ne va plus porter des CV en main propre, mais tu sais, c'est toute cette affaire-là, mais je te dirais, un coup que je suis assis en face de l'intervieweur, qu'on dirait que la machine est partie. Tu sais, j'ai quand même une facilité durant les entrevues. Puis même, j'avais remarqué le bon pourcentage d'entrevues réussies versus d'entrevues manquées.\n\n[COACH 30:57] Hum, OK. Ça, c'est dans tes forces. Tu dis, c'est plus la période avant. Donc, c'est quoi? C'est l'idée d'envoyer une candidature? Il y a un doute\n\n[CLIENT 31:08] associe à ça, une crainte ou qu'est-ce qui… Oui, oui, probablement, je veux dire, peut-être un peu la crainte de ça, c'est quand même… c'est ça. En tout cas, moi, ça me dit, finalement, les entrevues, c'est pas ça qui… bon, c'est sûr, on est les 5 minutes avant l'entrevue, C'est normal, on est nerveux, là, mais ça, c'est exactement, c'est ça. Mais ça se passe bien quand t'es dedans. Oui, là, c'est vrai, on a très très souvent, ça se passe bien, exactement. La feuille de travail, tu parles pour la marque de personnel, c'est-tu une image de marque de personnel ou feuille de travail, c'est de ça que tu parlais?\n\n[COACH 31:56] Oui, oui, bien, c'est un peu les deux, là, t'as feuille de travail, je vais regarder en français, là, laissez-moi te voir. L'image de personnel. Non, c'est de marque. Oui, ça, c'est des exemples. En fait, ça serait plus... Ah, un message publicitaire à 30 secondes, c'est tout ça? Oui, un message publicitaire à 30 secondes et l'image de marque feuille de travail. Ça serait ça, regardez l'image de marque feuille de travail. C'est souvent comme des questions. Là-dedans, il y a une page, la page 3, qui parle de penser à des exemples concrets de situations que tu as vécues au travail que tu pourrais donner comme des exemples. Tantôt, on disait... Puis là, d'être en mesure de dire, OK, bien, ces gens disent, OK, mais ce serait quoi des exemples de choses à quoi tu as contribué à ton entreprise, dont tu es fier, que tu ailles des exemples concrets. Et là, ils disent de pouvoir dire quel a été le bénéfice pour l'organisation. L'idée, ce n'est pas de dire, bien, ça a rapporté X dollars parce qu'on ne peut pas rentrer dans des informations confidentielles, mais ça peut être de dire, tu sais, j'ai contribué à augmenter l'efficacité de ci ou ça ou tu sais, j'ai réussi sur un projet, tu sais, qui a contribué à l'équipe ou des choses comme ça, mais de penser à des exemples. Puis la page suivante, c'est que ça parle de tes atouts. Donc, c'est quoi que tu as utilisé comme atout qui t'a permis de contribuer et là, les questions qu'ils demandent, tu vois, tantôt, je t'ai demandé en quoi c'est important pour toi. Ça, c'est des questions de coaching, tu sais, en quoi c'est important pour toi. Là, ça va dire, les atouts, c'est en quoi cet atout-là est important. En quoi c'est important, en quoi ça, c'est important. Si tu poses suffisamment longtemps cette question-là, ça va en venir souvent à un mot qui est une valeur. Pour moi, c'est l'efficacité, c'est l'esprit d'équilibre. Il y a des mots comme ça qui vont venir à la fin. En partant d'un exemple concret, on peut en venir à dire, mais c'est quoi au final? C'est quoi qui était vraiment important pour moi? qu'a fait que j'ai contribué à ça, que j'ai fait ça. Puis c'est cet élément-là qu'on va vouloir en reprendre. L'exemple, c'est bien, mais c'est qu'est-ce que ça te dit sur toi, cet exemple-là. C'est ça qu'on veut, qui est un peu plus général, qu'on veut pouvoir mettre après ça dans le texte, dans les notices de mission, dans les notices de valeur. Mais écoute, ça, c'est des documents qui sont plus pour aider à la réflexion. L'objectif, c'est qu'on en arrive avec un 3-4 lignes max d'un petit texte qui explique vraiment un peu dans les mots. C'est pour ça que je te faisais parler, puis je vais t'envoyer par courriel les quelques notes. C'est pour ça que je te faisais parler, c'est que tu dis spontanément ce qui venait. C'est ça qui est le plus important que de faire tout le gros travail. Mais si tu veux t'amuser un peu avec les documents, c'est une bonne chose quand même de le faire.\n\n[CLIENT 34:42] Parfait, excellent. Il y avait une chose que je voulais te dire que j'ai oublié de te dire. Je suis vraiment content d'être avec toi parce que je pense que tu as su t'adopter à moi. Exactement. Parce que je me dis que chaque individu est différent. Je pense que tu as réussi à me saiser puis dire, regarde, pour aller vers cette direction-là. Je veux dire, je voulais juste t'envoyer ce compliment-là.\n\n[COACH 35:12] Écoute, merci de le dire parce que c'est vrai que ce serait plus facile de juste prendre un programme puis de le suivre de A à Z. mais c'est pas ça qui est nécessairement le plus utile pour la personne des fois c'est vrai qu'on va prendre des détours parce que je me dis qu'il faut que ça soit le plus présent, le plus pertinent pour toi ça demande des fois de faire autre chose plutôt que ça mais c'est vrai que c'est un challenge de plus que moi je prends sur moi que c'est peut-être pas ton homme qui fait mais j'apprécie que tu le vois non je le vois\n\n[CLIENT 35:45] parce que même je pensais à ça je pense que c'est la motivation que j'ai là pour présentement. Je pense parce qu'on a passé par cette tour-là, la passion que je vois, que je comprends. Merci. Exactement. Bienvenue. La semaine prochaine, moi, lundi, j'ai quelque chose, OK? Si ça serait mardi. Oui.\n\n[COACH 36:14] Je pourrais lundi, mais j'aimerais mieux mardi. Oui, ça peut être mardi, oui. Qu'est-ce que, vers l'heure qu'on avait là, deux heures? Oui, oui, ça serait parfait. Bon pour moi, ça. Oui, c'est ça. Mardi, donc mardi le 30 juin à 14 heures, donc je vais t'envoyer l'invitation. Je me permets de répéter très clairement pour que mon IA capte ce que je dis, pour que ça soit, des fois il fait des conneries, cool cool ok on fait comme ça Mathieu je vous souhaite une bonne semaine du vélo des rencontres dehors et des belles discussions\n\n[CLIENT 36:57] parfait merci beaucoup, on se voit la semaine prochaine génial, bonne semaine Mathieu à bientôt","rapport_genere":"## Principaux points abordés\n\nIl s'agit d'une conversation entre un conseiller professionnel (Coach) et un consultant ou candidat en recherche d'emploi (Client). Le coach aide le client à identifier ses forces, ses peurs, et à formuler une présentation efficace de son parcours professionnel. Voici les points clés de la conversation : \n\n1. **Forces et Faiblesses** : Le Client se sent confiant lors des entretiens mais ressent une anxiété pendant la phase d'envoi des candidatures.\n2. **Réflexion sur l'Expérience Professionnelle** : On discute de comment présenter ses contributions significatives aux entreprises précédentes de manière concrète et positive, sans divulguer d'informations confidentielles.\n3. **Reconnaissance du Travail du Client** : Le Coach exprime sa satisfaction quant à la capacité du Client à s'adapter à son style unique de coaching et à suivre les préceptes du programme personnalisé.\n4. **Planification de la Prochaine Série d'Échanges** : On confirme le rendez-vous pour la semaine suivante, fixant une séance pour le mardi 30 juin à 14 heures.\n\n## Informations personnelles partagées\n\n{\"Nom\": \"Mathieu\", \"Contenu_principal\": \"Discussion sur l'identité professionnelle et les forces/peurs en entretiens d'embauche, préparation de matériel de réflexion pour améliorer la présentation des compétences et contributions personnelles.\"}\n\n## Travaux confiés d'ici la prochaine séance\n\nAu cours de cette conversation, plusieurs points importants ont été abordés : \n\n1. **Compétences et Forces** : L'individu a noté qu'il possède une facilité lors des entrevues d'embauche, ayant souvent un bon taux de réussite. Cependant, il éprouve plus d'anxiété durant la phase de recherche d'emploi que pendant l'entrevue elle-même.\n\n2. **Réflexion sur les valeurs et contributions** : Il a été suggéré à l'individu de penser à des situations concrètes où il a contribué à son entreprise, en mettant l'accent sur les bénéfices qu'il a apportés plutôt que sur des détails financiers confidentiels. L'idée est d'utiliser ces exemples pour identifier les valeurs qui sont importantes pour lui et qui le poussent à agir.\n\n3. **Adaptabilité du coaching** : Le coach a souligné l'importance de s'adapter aux besoins spécifiques de chaque individu, au lieu de suivre un programme standard. Il a apprécié la manière dont l'individu a travaillé avec lui pour atteindre ses objectifs.\n\n4. **Planification de la prochaine session** : La prochaine séance de coaching est prévue pour le mardi 30 juin à 14 heures.\n\n5. **Motivation et Engagement** : Le coach a exprimé sa satisfaction de travailler avec l'individu en raison de son engagement et de sa motivation.\n\nLa conversation a également mis en évidence la nécessité pour l'individu d'être actif dans le processus de recherche d'emploi, même si cela signifie prendre des risques comme postuler à des emplois avant que tous les aspects du coaching ne soient terminés.\n\n## Date et heure de la prochaine séance\n\nCe dialogue est une discussion entre un conseiller en carrière et un individu qui cherche du travail. Ils discutent des forces de l'individu, y compris sa facilité lors des entrevues, mais aussi des zones d'amélioration telles que la période précédant la candidature à un poste. Le conseiller aide l'individu à se concentrer sur les exemples concrets de situations au travail où il a contribué favorablement et comment ses valeurs personnelles comme l'efficacité ont été importantes dans ces situations. Ils abordent également l'importance d'avoir confiance en soi même lors des processus de recherche d'emploi et d'entretien. Le conseiller exprime sa satisfaction avec la progression actuelle de l'individu, reconnaissant qu'elle nécessite plus d’adaptabilité que le suivi rigide d'un programme établi. Enfin, ils fixent un rendez-vous pour la semaine suivante.\n","code_activite":null,"etape_coaching":"S4","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel avec votre coach-2026-06-22T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/274194945311966?p=qmuaVAERX5M6XjFXJk","google_event_id":"21606136-6c14-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":"Suivi de notre dernier coaching","courriel_suivi_contenu":"Bonjour Mathieu,\n\nJe suis content que tu te sentes à l'aise lors des entretiens. Nous avons discuté de la nécessité d'améliorer ta présentation de ton parcours professionnel en mettant l'accent sur tes contributions concrètes sans divulguer d'informations confidentielles.\n\nTu as accepté de réfléchir à des exemples précis qui illustrent tes valeurs et compétences. N'hésite pas à me partager ces idées avant notre prochain rendez-vous mardi 30 juin à 14h.\n\nÀ très bientôt,","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Mathieu on Career guidance review (strengths), Personal Branding, and Resume Development to help him identify his professional strengths and fears, as well as refine how he presents his significant contributions in a positive light without revealing confidential information. We agreed that for our next meeting I will focus on continuing the Identity Matrix work to clarify his professional values and contributions further. We will meet again on Tuesday June 30 at 14:00.","session_summary":"Identifying professional strengths and interview confidence, addressing pre-interview anxiety, refining job application contributions, emphasizing personal values in workplace scenarios.","enonce_marque_personnelle":"- Je veux développer de nouvelles technologies\n- Je veux amener les technologies dans la compagnie\n- J'apporte des idées hors de la boîte\n- Je veux faire des choses autrement\n- Je veux contribuer à l'entreprise tout en servant ses intérêts\n- J'ai de l'initiative\n- Je sais aller chercher les outils\n- Je fais preuve d'autonomie\n- Je suis ouvert à l'échange et à l'argumentation\n- J'aime aller chercher les détails pour faire les choses bien\n","conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":{"language":"fr","time_basis":"duration","total_turns":68,"total_words":5637,"has_timecodes":true,"pct_time_coach":50.2,"time_coach_sec":1103.0,"has_diarization":true,"pct_time_client":49.8,"time_client_sec":1094.0,"coach_turns_total":33,"client_turns_total":35,"pct_questions_open":100.0,"pct_coach_questions":11.1,"coach_questions_open":5,"pct_coach_statements":88.9,"pct_questions_closed":0.0,"coach_questions_count":21,"coach_sentences_total":190,"pct_coach_interrupted":27.3,"coach_questions_closed":0,"coach_statements_count":169,"pct_client_interrupted":11.4,"coach_questions_unknown":16,"coach_turns_interrupted":9,"client_turns_interrupted":4},"stats_snapshot_at":"2026-07-02T18:22:29.829273Z","prochaine_seance_date":"2026-07-01T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"ee06381f-62ea-4ba1-8ac4-f92a9c5e606d"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-22T17:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"You Hello, Hannah. Hello. Hello. How are you doing? I'm fine. How are you? Oh, great, great. Thanks. Sorry, I was a bit late in my last call, so I'm bumping the different appointments over to that. I received your message. is uh hannah about uh the offer you got oh how do you feel about that i'm feeling okay i don't know not great But I think I want to focus the session on how to respond with negotiation. And then also, I think, just clarifying. a few specific points because this is the first time I've ever seen that a written offer just laid out in an email instead of like something to be signed hmm yeah yeah ah yeah so some questions we might ask is is there a bind is this a binding offer you know all right if it's in the in And this is quite a legitimate question. I unfortunately don't have a clear answer for that. Anything that is being said, even if it's an email, you know, you can have contracts that can rely on emails, right? Yeah. But I think your concern is quite legitimate and, you know, could also be something you could ask if you want to have clarifications from them you know if you want to have something in in writing and yes document and uh Yes. Could you just repeat what you said, like the last 10 seconds, it cut out for a moment. Yeah, sorry. No, I said it was, that's quite, for me, it's a legitimate. ask that you can have to ask them for an actual offer in the document and to have something more than an email. The question that could be asked is, is this email considered as a formal offer, binding offer? And I was expecting... a document for example and i mean that that could be seen as coming from someone who is serious and you know in in your process so i i think be seen positively um so yeah that's something that could be asked for sure um in terms of the offer itself how do you feel about that? I feel not great about it, but I feel like ethnic negotiation. Like, it doesn't budge. I probably still would accept it. I just wanted to go through, like, what would be the best language? use for this and then um yeah to give me i think the strongest uh most compelling what have you so yeah i can share my screen if we can write this together and then you take a look at the benefits too they sent that in a separate email yeah i saw the content i i don't think i had the uh yeah Yes, I do have the PDF. See, you're talking about the slides, right? Yeah. Because I know that was something that you were looking for, for the benefits and the, yeah. And also getting. I imagine in terms of any parental leave, as I understand this can be a situation that is not just an hypothesis, right? Yes. Okay. Can you see my screen? Yes. Okay. So let me know your thoughts. I was thinking... since they sent it in two separate emails i was thinking i would respond to their benefits email first because i do have some questions on as well. Let's see. Where did I send it? Mm-hmm. Yeah. Okay. I forwarded you this. Again, this is a summary of what this is, but I think my main question is like plans that they have laid out here, they're for California specific, like exclusive. So I need to know like what is is, um, what is available for people in Massachusetts? Cause it doesn't say. Yeah. Right. Uh-huh. And then what are the costs for the Massachusetts plan? Because again, these are all, these are. And to understand, so is that, is that a company, so they're based in California? Yeah. they have like local offices or is it like a remote job or or they actually have like offices uh yeah so i would say they are their headquarters are in California and then the other part I need to clarify too and I'm not sure if that would be done in the benefits or maybe Maybe it should be in the offer email. I need to clarify with them, this role specifically is remote. You need to get that in writing and in the offer. that they can't go back on that yeah yeah sure because if it's remote you can imagine that they they might not have any agreement with state insurance companies or programs that might exist in your own state. But if they have employees in the Boston office, I thought they would have to offer an option, though. Yeah, but that's definitely a legitimate question because for them, if they consider this as being a value in their offer and you cannot benefit from it. that it's not a value for you, right? And if it's not, then what's a compensation for it, right? You know, if you have to subscribe on your side to some other programs and you have to pay for something, then, you know, how is that compensated? compared to the employees who have access to the program. Yes, and then they have some subsidy for parking. But I think that's more so maybe for, like, non-remote people. I don't know if they have anything about. They don't have anything about remote in here. Yeah, I mean, I'm not really impressed by the benefits overall. unfortunately either but they were small companies so i was not expecting a ton Yeah, I didn't hear to mention programs in California, yeah, yeah. Okay, okay. So what do you think? in terms of like, do you think I should send them in at the same time? Like, oh, I can just draft up the email for the questions about, I think the benefits, that's probably. less pressing at this point if like they can't respond on the negotiation for the offer let me just double check in case i missed something for yeah both of them are exclusive to california residents so i'm not sure exactly what that is yeah Um, and there's nothing laid out here. Yeah. It was him to call it attached details from your fund options. Yeah. So it's not relevant for you. Mm-hmm. Okay. Okay. Okay. Okay. Okay. Hmm. Alessa, okay. offer and then I guess I would want to express like some level of enthusiasm but not like a lot because again i think i was i was clear in terms of like somewhat disconnected communication Because I did ask her outright of like, so can you tell me what, where it was decided specifically that I fit more in the senior manager role since. That was still up for discussion when I initially talked with Alyssa. And then she kind of just said, well, you know, it's always based on a mix of your. experience overall and experience in the industry and it wasn't anything specific so I pressed her of like can you give me specifics okay and she said sure i understand is is it is it because you consider it's a lower position that you were expecting yeah you were expecting more okay and they are offering yeah i was expecting directing director. Oh, sorry. Senior manager. So I'm not like optimistic either that they will be able to go up if like they have very strict pay bans. Mm-hmm. Mm-hmm. Okay. So overall, how are you confident that this would be something you would want to take on? you seem to be a bit being like I don't want to wait too long and if I can find something interesting I would take it but at the same time you have some a bit of leeway that you're able to say well i i would like to wait for something that i truly want so i hear a bit both right in what you're you're saying so How do you feel about this one going more in one way or another? I mean, I think I was talking with my sister-in-law. too of like i feel like i i need to accept this to have like at least something or have some more leverage If I continue to search of like, at least I have this, you know, and I think like the remote benefit will be. probably more beneficial or the remote aspect of it will be more beneficial as I'm getting closer to giving birth and, you know, dealing. with like some more flexibility with maybe childcare, stuff like that. Okay. Okay. So that's a plus. column of the pluses to have because other jobs you could find might not be remote right you might have yeah i i haven't been specifically looking for remote only but i just get the sense there aren't that many remote only right yeah yeah okay okay so so from what I'm hearing it's something you it's an opportunity consider but you want to to see what what can i get the the maximum you can get then you know try to squeeze it so we can have the most yeah out of this one and and still if something else comes along you know it's still you're still there's that but at least to to take the most out of this okay okay okay so sure so that so you said i don't want to seem too thrilled uh yeah this i mean i want to seem like grateful I think, I think I want to seem grateful, but... Uh-huh. so you want to be grateful okay that's great also you want to convince that person that she has to go the extra mile and to give you more, right? Because that's what you want. So how do you think this? person has to feel for you for her to give you the maximum they can yeah well I I'd have to convey that I would add a lot of value to to them. Yeah. And then since they've already invested time into the interview process, granted, it was less like the other one that I was at the final stage for but yeah I also get the sense that they're pursuing many candidates at once So I don't know how many people they have in the pipeline where they can just say like, well, you know, these are our strict guidelines. And since we have so many people, I don't know how many. they have to choose from but they'll probably just say like fine whatever if they're not going to choose us we'll just move on to stand to still stand out yeah because there might be other candidates you're saying that maybe they're still considering yeah okay okay So we want to have this person on the other side be the most confident that you are the right choice and that they want to have you more than any other candidate. it and to give more to you because they really want you yeah right um okay so how to convey that in your message so that that person can be like oh that's a no-brainer we need to get her that's that's basically it right so sure Mm-hmm. Okay. All right. So I was just trying to ask the first part to go through the offer. details first so i've written receipt received a written offer outline through email is is this a binding contract was that what the language that you were using yeah yeah Yeah. Well, I mean, it's most probably it is not like they would, she would probably respond by, well, no, actually, this is not. And then what can I get? the actual contract and then they will send you yeah right so yeah that's a good way to to ask uh to ask for it yeah I mean, Sherry laid out this. I think it sounds like maybe the offer is contingent upon the three pieces. So, like. references already have like three people in mind um probably like the i9 i9 related things but usually you sign an actual written offer before like this as well and that's kind of stated as well. I'm starting to get a response in the group plan video. Okay. Within 90 days you're starting to get a response. Okay, okay. I don't know. I was going to hold off on providing them the references right away. the pto because i just want to focus on like the negotiation because i also feel like if i give them the references like right away that's going to signal to like I really need to start or I really am overly eager and that I would accept one way either way of like, of whether they acknowledge my negotiation. Okay. So what would be- the specifics that you would want to negotiate here because you said yeah i have more information about the the benefits i mean that that is really good question say well you know I understand that what you've sent seems to be made for people from California and non-remember. you know, workers. So is there a package that is more specific for your situation? I mean, that's... Yeah. the first thing for sure yeah um what else would you want would you see in terms of salary in terms of like working schedule i say that they ask for a certain amount of hours yeah Mm-hmm. Mm-hmm. I... uh so how can i convey like i want to make sure because i was reading up some language about for that using like language like you want to arrive at something mutually beneficial for the company and me yeah Yeah. Well, you said earlier that there was something about that, you know, you're bringing value, right? You said there's something. and bringing added value to the organization so there's something that could be said about about that and then you know that that you want to bring value You understand that there's an opportunity for you to bring value, but also to find a place to work that will recognize the value that you're bringing. right so that means well they need to match you somewhere right you're bringing something they need to bring also and and how how do we find that fit right because you that you're bringing value then how are they recognizing this value you're bringing right um so there's something yeah that could be said about about that you know the value you're confident that you can bring value to the organization. This is not too much bragging, but it's also showing that you know about your own value. and you know you're honest that it's true right you think you're bringing uh but that calls for yeah but what's an exchange right how how can we find an agreement, you know, an arrangement that would acknowledge this value that is bringing, that is being brought to the organization. um and yeah you know in a mutual way you're right it has to be win-win for sure they need to find their own uh their own interest in that but having you there is already is a big part of it you know having you is is is matching their interest So finding an agreement that would be mutually beneficial and that you're confident that you can. bring, you know, bring strong value to the organization, you know, that's, that I think is, is, you know, sets the bar in some way. Yeah. Okay. I have to reword this. I'm not really loving how this is coming out. of I read a I'm going to talk about my own experience because I have 13 years of experience. i think this point it's like it's nearly seven years in industry whereas like most of the profiles I can even go on their website and look at like the directors their current directors that they have and say like Um. Level seven years experience. industry compared to and then I can talk about what do you think of that do you think that's a little but too detailed because I can go on their website and then see, they don't have that many because they were saying like, the interview they value like people especially at the senior manager and me and director level so i mean could just take a look and see like most people like this person's directly from big four like the majority of these people are from big four and I can probably like also look at these people but like they even said that like And I can probably compare to if like, it seems like my experience would more closely align with director if like these people. um, were an associate director. That's essentially what my title was. I was already a director level at my previous company. hmm so do you think that's worth adding well you said you asked you asked her why she was evasive her answer she didn't give yeah i mean i asked her can she give me more details specifically and she would said she would have to go back i also asked of the the i asked the boston partner specifically as well of where i would fall in and he was kind of evasive too he just said like we need we need people at both levels and I think like it's a lot of it's like cost basis like they want to start me off lower and I know for a fact that like if you start someone and they're based off lower it's easier for you to just like and also internal promotions are much less than like once you hire people from the outside market yeah yeah yeah okay well so so how would you feel about uh not insisting on that but making a point about that because because because you're right if your expectation is that you want to either be at a similar level or even making a move up, certainly not making a move down. That was one of her points at the very beginning, right? So how would you feel about reinstating that because, I mean, you're at the point where you're in the discussion, right? the worst that can happen is what? Is that they turn you down, right? That they say, well, you know, this person is too demanding. We don't want that person. yeah well i don't think it's i think like it's probably not likely that they would rescind the offer they probably just might say like the offer stands as is right yeah this is the best we can offer as is so you're not losing much by being up front and saying well you know my expectation is this Because the other way is if you're not being strong about this right now, but you still have this feeling, and I sense that you have this feeling that you're... you know, you should have this other position or this title, then the worst that could happen would probably be that... you get the job and then you're in this mold that you don't like because you don't have this the acknowledgement that you're looking for right yeah So how could be a way to say that, that you have this expectation? Yeah, I don't know. I don't think that many other people are. Because they are all pretty much young, all of these people. Yeah, I don't think age really matters because again, people progress very quickly in And yeah, people progress pretty quickly in public accounting. So you think like it's, it's, it's a good idea. I can take a look specifically at who the. I've currently hired at this level and then pose myself and specifically highlighting or do you think it's too late at this point since they made the determination already I mean I can see i guess also i was planning to say like in terms of my specific experience and then also um i was going to ask for an additional uh 20 thousand and see what they can come back with i doubt that they can do that but maybe maybe they might offer like five to ten i don't know what what do you think of companies might come back with so there's that that's a strategy you know approach so is is are people more receptive receptive by being said, I want more money. I'm worth more money. That's one thing. Or would they be more receptive being, I feel that that I'm at a different position in my life, and I expect a different level, which comes with a different salary, if they offer that. for a manager and then they get to agree that you're okay you maybe you're at the director level you're at that position in your career and that they have the possibility to have you. Well, then the second step is, yeah, but this comes with a different salary, right? But it's just that... it's being it could be received differently know that you're not asking money just for money but it's not a matter of money it's a matter of where you're at at your career and that you're worth. So it's more a question of principles more than money, right? So sometimes people might be more receptive when they understand. okay well this person you know we agree you know she had this position you know so far and she expects to be at that level makes sense right so so it's It's more difficult to say no when you have a principled position like that than coming to negotiate on a money basis, because they can say, well, 20,000. what's worth 20,000? Is she worth 20? Is she worth 10? You're talking about numbers. So yeah, an approach could be to go for the principled position to say, well, you know, I feel that I'm at a different level in terms of role with responsibilities, you know, and this is where I'm. supposed to be uh yeah that could be an approach i don't know how do you feel about that well yeah i think i would outline yeah i think i would outline the the um my experience and like the title and also in terms of um you think you don't think I should throw out a number though to counter I mean I think like I was up front with them when we started of like my target is 200. Is there is there any way that we can close the gap? And I'm open to discussing any, any other opportunity, any other areas such as within benefits not just on the base so to look at the total compensation well well in my my opinion for what it's worth but But if you make it really strong about the title and the level and the hierarchy and say like. the other stuff we can discuss at a second time but this is the most important and it makes it more seen as you you're really confident in the value that you're bringing and it's not just a monetary value it's a responsibility value right it's at a level in the organization and it's a bit what i understand what you're saying. So if you want to anchor around this element and say, well, you know, this is something I really want to discuss about this, and can we resolve? this if they agree on that a lot of the other stuff will come along right because if they agree with a higher position for you well the salary okay so what what move can you make on the salary now that you've agreed that i'm worth more but it's like making them at the first step agree that you're worth more and and then the rest can come you know what about the benefits now what about the salary now. The ones that I made you say that I'm at that level. Now, they might say, for many reasons, because they're bright people, they will see that coming, right? They will say like, well, if you want to buy a higher position, the salary will be will be higher right so they might say well you know for many reasons we cannot we have to keep you at that level well then you still have the opportunity to say okay Well, if I had to accept that, then I need this in return. So it's like you're, as a negotiation, it's like you're already. agreeing to have something lower than your expectation so they have to give something in return right they already said no once well they cannot say no twice So then it gives you more leverage of being able to say, okay, well, if you're not able to give me a directory position, well, what... What are you offering in terms of salary, in terms of benefits to make up for it? Because I still feel I have this value, right? And you're saying that you cannot afford or you cannot. give me this higher position well okay what are you giving to me now you see so that that would be a way i would approach it to to end Anchor your value and more as a principled position. You know, say like, okay, I'm worth this level in the structure of the company. and if they say yes you win then you can get a higher salary higher benefits if they say no you still win because then you can say okay well it as you cannot give me this position well then how can you make up for it you know and how can you offer me something more and then you still can ask for the 20 000 you know you still have to discuss about that um well i i worried that they would agree to the higher role and they'll come back with like okay we can offer you the director role but the salary is gonna be 185 like insultingly like a very small increase so like on paper a lot more responsibility but the title or sorry the pay the base is going to be like insultingly low that they're moving on Okay. Well then, I mean, at least you have one step in. You know, you've earned something more, but nothing prevents you. from saying okay well thank you for this but now that we've agreed on that well i consider that a director position is worth more you know so so how can we meet halfway somewhere, you know, if they offer 185, let's say, well, now it's 185 for a different role. So you still have the possibility to negotiate on that. You don't have to accept what they're giving. They're making a new offer. So it's a new offer that is... discussable you know you can discuss about that and to um yeah to to to increase it if you feel it's something that that is worth it okay i mean at the end of the day i don't really care that much about the title so that's also worried that might be like the wrong approach i just really want more bass okay yeah yeah well i mean that that's also a valid approach um yeah so then if you go with this uh then you have to you know, if they haven't agreed that you're worth a higher level, then asking for more money, you have to, to justify it somehow, you know, you need to be able to say, well, why am i asking for 20 000 more you know why is it uh is it compared to what you were doing before say i want to either match what i was doing before i don't want to go Or as I'm stepping, it's a step up, you know, I'm changing a company. So I want to have an increase and it's, I mean, that's totally understandable. So, and I expect an increase of this percent, so this amounts to, you know, this number, this figure. So, yeah, it's just that your message, there was something about that you were bringing experience compared. the word compared um yeah i would just make sure to be cautious with that because yeah i don't think you want to be seen as you think that they are all like less worthy or something. Yeah, that's true. Because then they're going to be like, who's that person coming in? And is she going to come start to buy? us when she's in right and if she considers her to be much higher uh seven years is great uh other people could have more we don't know you know experience so it's all relative but that you're bringing your experience specialist experience that's for sure yes I mean, this is true. And so is that worth $20,000 more? Then there has to be... be a justification for it so that it really feels that it's a win-win for them they're giving up more money you know for you you want it for them what is it bringing more for them it's always yeah i mean i think i also used to work at one of their competitors and i feel like that's pretty unique as well i worked at one of the competitors for three years actually i could probably say i worked in industry since when i was at the competitor i focused more on those clients like yeah it's probably instead of seven years it's probably closer to like nine nine years if i include my consulting experience okay well stretch it yeah yeah i mean you don't want to to lie or to over rank but if it's true go for it i mean that's that's for sure and yes to bring this up that you have a you have an intimate knowledge of the industry having worked with another company in the same sector and this is this is huge because this can set you apart from a lot of people who are just applying there. Because I see a lot of, they say from EY and people like that. Yeah, EY, PBC. the exact same kind of public accounting back public accounting only background yeah yeah yeah so you see so you know you have people who might be more generic, and you have some more of a specific expertise. So there's something that sets you apart, definitely. And is that worth more? Well, maybe, maybe not. that's a yeah it's a good approach okay okay i'll try to draft that up and then we'll see how it goes Also, well, you've seen, I showed you documents about the AI tools, you know, how to make prompts. That could be helpful also, you know, to challenge AI tools. OK, so what would be the most impactful wording or words and they might give you? So you might not want to just do copy-paste, but some Sometimes just the choice of words can make a difference if you really want to have this little edge and to give this oomph. people would read it and be like, huh, okay. Because that's what you want. You want to make an impression so that they're like, this person might be demanding in terms of what she expects. But she seems really confident about her value and she seems like she's going to bring value. Well, then maybe it's worth it. So you want to have them. be convinced that it's worth to make this offer and to increase it for you, right? Yes. Okay. And then in terms of like follow-up, Could we schedule something earlier just because I think there will hopefully be follow up. I asked them about like a deadline. They didn't give one in the email, but it seemed like they were leaning towards. is like oh beginning of next week would be great i mean i understand sooner would be better for them but like if the negotiation conversation process kicks off then i would like to have like another connect point maybe this week sure well yeah well i mean that's that's for sure you know when you have something active like that because some people you know we sometimes we take many weeks before they get offers or even send applications. But in your case, you were, from the get-go, quite active. Yeah, sure, sure. Well, do you want to have something else? Yeah, it could be later because you expect them to have a bit. have some answers during the week yeah we can yeah or if you want to book it by yourself yeah yeah what do you think so like in terms of like what When you give a negotiation like counter offer or your request, how long would you say like it takes the other company to respond? So I. feel like they probably would want to close this out relatively quickly. So I'm thinking if I respond today, they might get me back a response by when. So could we look at maybe Thursday morning because I have a networking event actually on Thursday afternoon. afternoon um with with one of my previous companies is actually their competitor so well actually oh that's great that's great if you can get connected with a competitor. The only thing is that this week I have workshops in the morning. all day actually until one so yeah could be yeah actually could be from 1.30 in the afternoon. So would that be possible for you? Or you said you have this networking event on Thursday? Yeah, it doesn't start on Thursday. it doesn't start to like two but i can arrive anywhere between like two to probably like five so i mean i could yeah we could do Thursday, you said at 1 or 1.30. Yeah, 1.30 would be better for me. Okay. So we said, so Thursday. 1.30. And then if I don't hear back, maybe we could push it to Friday afternoon. Okay. Okay. well sure so well i mean i can i can send you an invite for thursday and even okay you know even if it's during the day thursday you say can we move it and you can write to me it's a thing online so i'll get my messages so i can i could move it to friday so you have more time for your event okay cool cool okay let's do that okay so good luck with your message and we'll make this work hopefully okay and then even if you don't want to accept the offer ultimately at least it will give you some leverage you can still yeah this is the first time i've ever I practiced, I guess, negotiating because I always went through staffing agencies or like other agencies that would do that on my behalf. so yeah yeah well you get to experience it so yeah yeah all right thank you well take care hannah and we'll talk again on thursday then sounds good all right thank you bye\n\n=== Enregistrement live du 2026-06-22 17:03 ===\n\n[CLIENT 00:02] Hello, Hannah. Hello. Hello, how are you doing?\n\n[COACH 00:18] I'm fine, how are you?\n\n[CLIENT 00:20] Great, great, thanks. Sorry, I was a bit late in my last call, so I'm bumping the different appointments over to that. And I received your messages, Hannah, about the offer you got. Oh, how you feel about that?\n\n[COACH 00:36] I'm feeling okay. I don't know, not great, but I think I want to focus the session. on how to respond with negotiation and then also I think just clarifying a few specific points because this is the first time I've ever seen that a written offer just laid out in an email instead of like something to be signed.\n\n[CLIENT 01:00] Yeah, yeah. Yeah. So some questions we might ask, is this a binding offer, if it's in an email? And this is quite a legitimate question. I unfortunately don't have a clear answer for that. Anything that is being sent, even if it's an email, you can have contracts that can rely on email, right? But I think your concern is quite legitimate. And it could also be something you could ask if you want to have clarifications from them.\n\n[COACH 01:34] you want to have something in writing and yes yes could you just repeat what you said like the\n\n[CLIENT 01:43] last 10 seconds it cut out for a moment yeah sorry no i said it was that's quite for me it's a legitimate ask that you can have to you know ask them for an actual offer in in you know in the document and to have something more than than an email the question that could be asked is can i can i is this email considered as a formal offer, binding offer, and I was expecting a document, for example. And I mean, that could be seen as coming from someone who is serious in your process. So I think it would be seen positively. So yeah, that's something that could be asked for sure. In terms of the offer itself, how do you feel about that?\n\n[COACH 02:31] I feel not great about it. it, but I feel like if negotiation, like, it doesn't budge, I probably still would accept it. I just wanted to go through, like, what would be the best language to use for this? And then, yeah, to give me, I think, the strongest, most compelling, one of you. So, yeah, I can share my screen. if we can write this together and then did you take a look at the benefits too they sent that in a\n\n[CLIENT 03:11] separate email yeah i saw the content i don't think i had the uh yeah hold on yes i do have the PDF you see you're talking about the slides right the medical yeah because i know that was something that you were looking for for the the benefits and the, yeah, and also can imagine in terms of any parental leave, as I understand, this can be a situation that is not just an hypothesis, right?\n\n[COACH 03:47] Yes, okay. Can you see my screen?\n\n[CLIENT 03:51] Yes.\n\n[COACH 03:54] Okay. So let me know your thoughts. I was thinking, since they sent it into separate emails, I was thinking I would respond to their benefits. it's email first because I do have some questions on that as well. Let's see. Where did I send it? Okay. So I forwarded you this. Again, this is a summary of what this is, but I think my main question is like the plans that they have laid out here, therefore, California-specific, like exclusive. So I need to know, like, what is available for people in Massachusetts because it doesn't say.\n\n[CLIENT 04:54] Yeah, right. Uh-huh. Hmm.\n\n[COACH 05:01] Yeah. And then what are the costs for the Massachusetts plan? Because, again, these are all, um, these are all California.\n\n[CLIENT 05:09] And Crow and yeah, yeah, it's really good to California. And to understand, so is that, is that a company, so they're based in California? Do they have like local offices or is it like a remote job or the actual have like offices?\n\n[COACH 05:24] Yeah. So I would say they are, their headquarters are in California. And then the other part I need to clarify too. And I'm not sure if that would be done in the benefits or maybe it should be in the offer. email. I need to clarify with them. This role specifically is remote. You need to get that in writing and in the offer so that they can't go back on that.\n\n[CLIENT 05:51] Yeah, yeah, yeah, yeah, sure. Because if it's remote, you can imagine that they might not have any, you know, agreement with, you know, state insurance companies or programs that that might exist in your own state.\n\n[COACH 06:06] but yeah i mean if it's but if they have employees like in the boston office i thought they would\n\n[CLIENT 06:14] have to offer an option though yeah but that's definitely a legitimate question because if for them if they consider this as being a value in their offer and you cannot benefit from it that it's not a value for you right yeah and and if it's not then what's what's a compensation for it, right? You know, if you have to subscribe on your side, you know, to some other programs and you have to pay for something, then, you know, how is that compensated compared to the employees who have access to the program? Yes.\n\n[COACH 06:54] Yes. And then they have some subsidy for like parking, but I think that's more so maybe for like non-remote people. I don't know if they have anything about they don't have anything about remote in here yeah I mean I'm not really impressed by the benefits overall unfortunately either but they were small companies so I was not expecting a ton yeah\n\n[CLIENT 07:27] yeah I didn't hear the dimension programs in California yeah okay okay\n\n[COACH 07:35] So what do you think in terms of like do you think I should send them in at the same time like all I can just draft up the email for the questions about I think the benefits that's probably less pressing at this point if like they can't respond on the negotiation for the offer. Let me just double check in case I miss something for yeah both of them are exclusive to California residents so I'm not. sure exactly what that is. Yeah. And there's nothing laid out here.\n\n[CLIENT 08:11] Yeah. What's I mean to call attached details from your fund options? Yeah. So it's not relevant for you. Mm-hmm. Okay. Okay. Okay. Hmm. Okay.\n\n[COACH 08:28] Okay. And then I guess I would want to express, like, some level of enthusiasm, but not like a lot. Because again, I think of, was I was clear in terms of like somewhat disconnected communication because I did ask her outright of like so can you tell me what where it was decided specifically that I fit more in the senior manager role since that was still up for discussion when I initially talked with Alyssa and then she kind of just said well you know it's always based on a mix of your experience overall and experience in the industry and it wasn't anything specific so i pressed her of like can you give me\n\n[CLIENT 09:24] specifics okay and she said to make sure i understand is it is it because you consider it's a lower position that you were expecting more okay and they offering you yeah i was expecting direct\n\n[COACH 09:38] oh sorry i missed senior manager so i'm not like optimistic either that they will be able to go up if like they have very strict pay bans\n\n[CLIENT 09:56] Mm-hmm. Mm-hmm. Okay. Okay. So, well, so overall, how are you confident that this would be something you would want to take on? Because you seem to be a bit being like, I don't want to wait too long. And if I can find something interesting, I would take it. But at the same time, you have some, a bit of leeway that you're able to say, well, I would like to wait for something that I truly want. So I hear a bit both, right, in what you're saying. So how do you feel about this one going more in one way or another?\n\n[COACH 10:33] I mean, I think I was talking with my sister-in-law too, like I feel like I need to accept this to have like at least something or have some more leverage if I continue to search of like at least I have this. And I think like the remote benefit will be probably more beneficial or the remote aspect of it will be more beneficial as I'm getting closer to giving birth and you know dealing with like some more flexibility with maybe child care stuff like that okay okay so that's a plus on the column of the pluses to have because other jobs you could find might not be remote right you might have yeah I I haven't been specifically looking for remote only but I just get the sense there aren't that\n\n[CLIENT 11:28] many from out only right yeah yeah okay okay so so from what i'm hearing it's something you it's an opportunity you would consider but you want to to see what what can i get the maximum you can get them you know try to squeeze it so we can have the most out of this one and and still if something else comes along you know it's still you're still yeah but at least to take the most out of this okay okay so sure so you said i don't want to seem too thrilled uh yeah i mean i want to\n\n[COACH 12:05] seem like grateful appreciative i think i think i want to seem grateful yeah but did you want to be\n\n[CLIENT 12:19] grateful okay that's great also you want to convince that person that she has to to go the extra mile and to give you more, right? Because yeah, yeah. That's what you want. So how do you think this person has to feel for her to give you the maximum they can?\n\n[COACH 12:43] Yeah, well, I'd have to convey that I would add a lot of value to them.\n\n[CLIENT 12:51] Yeah.\n\n[COACH 12:51] And then since they've already invested time into the interview process, Granted, it was less than, like, the other one that I was at the final stage for. But, yeah, I also get the sense that they're pursuing many candidates at once. So I don't know how many people they have in the pipeline where they can just say, like, well, you know, these are our strict guidelines. And since we have so many people, I don't know how many they have to choose from, but they'll probably just say, like, fine, whatever. If they're not going to choose us, we'll just move on.\n\n[CLIENT 13:26] So you need to still stand out of the back, because there might be other candidates, as you're saying, that maybe they're still considering.\n\n[COACH 13:35] Yeah.\n\n[CLIENT 13:36] Okay, okay. So we want to have this person on the other side be the most confident that you are the right choice and that they want to have you more than any other candidates and to give more to you because they really want you. Yeah. Right. Okay. So how to convey that in your message so that that person can be like, oh, that's a no-brainer. We need to get her.\n\n[COACH 14:04] That's basically here.\n\n[CLIENT 14:05] So sure.\n\n[COACH 14:06] And I'm going to grab a tree. All right. So I was just trying to ask the first part to go through the offer details. First, I've written a written offer outlined through email. Is this a binding contract? Was that the language that you were using?\n\n[CLIENT 14:36] Yeah. Yeah, yeah, yeah. well i mean it's most probably it is not like they would she would probably respond by well no actually this is not and then what can i get the actual contract and then they will send you yeah so yeah that's a good way to to ask uh to ask for it yeah i mean shardy laid out this\n\n[COACH 14:59] i think it sounds like maybe the offers contingent upon the three pieces so like references, I already have like three people in mind, probably like the I-9-related things, but that's, like, you usually sign an actual written offer before, like this as well, and that's kind of stated as well.\n\n[CLIENT 15:24] Okay. Okay. Okay. Okay. Okay.\n\n[COACH 15:40] I don't know. I was going to hold off on providing them like the references right away and the PTO because I just want to focus on like the negotiation because I also feel like if I give them the references like right away that's going to signal. to them that, like, I really need to start or I really am overly eager and that I would accept one way either way of, like, of whether they acknowledge my negotiation.\n\n[CLIENT 16:14] Okay. So what would be the specifics that you would want to negotiate here? Because you said, you have more information about the benefits. I mean, that is really good question. well, you know, as I'm, I understand that what you've sent is, seems to be made for people from California and non-remote, you know, workers. So is there a package that is more specific for, for your situation? I mean, that's, yeah, that's the first thing for sure. Yeah. what else would you want would you see in terms of salary in terms of like working schedule\n\n[COACH 16:58] I say that they ask for a certain amount of hours yeah I so how can I convey like I want to make sure because I was reading up some language about for negotiation that using like language like you want to arrive at something mutually beneficial to company and me.\n\n[CLIENT 17:56] Yeah. Yeah. Well, you said earlier that there was something about that you know you're bringing value, right? You said there's something I'm bringing added value to organization. So there's something that could be said about that. And then, you know, that you want to bring value. You understand that there's an opportunity for you to bring value, but also to find a place to work that, that will recognize the value that you're bringing, right? So that means, well, they need to match you somewhere, right? You're bringing something. They need to bring also. And how do we find that fit? Because you know that you're bringing value. Then how are they recognizing this value you're bringing? Right. So there's something that could be said about that. You know, the value, you're confident that you can bring, you know, value to the organization. this is not too much bragging but it's also showing that you know about your own value and and you know you're honest that it's true right you think you're bringing but that calls for yeah but what's in exchange right how can we find an agreement you know an arrangement that would that would acknowledge this value that is bringing is being brought to the organization like and yeah in a mutual way you're You're right. It has to be win-win, for sure.\n\n[COACH 19:24] Yeah.\n\n[CLIENT 19:24] They need to find their own interest in that. But having you there is a big part of it. Having you is matching their interest. So finding an agreement that would be mutually beneficial and that you're confident that you can bring, you bring strong value to the organization. You know, that I think is, you know, sets the bar in some way.\n\n[COACH 19:57] Yeah.\n\n[CLIENT 19:59] Okay.\n\n[COACH 20:07] I don't know. I have to reward this. I'm not really loving how this is coming out. Of, I bring a, I'm going to talk about my own experience because I have 13 years of experience. And I think. this point it's like nearly seven years in industry whereas like most of the profiles I can even go on their website and look at like the directors their current directors that they have and say like years experience compared to and then I can talk about what do you think of that do you think that's a little bit too detailed because I can go on their website and then see they don't have that many because they were saying like in the interview they value like people especially at the senior manager and me and director level so i mean i could just take a look and see like most people like this person's directly from big four like the majority of these people are from big four and i can probably like also look at these people but like they even said that like and i can probably compare too if like it seems like my experience would more closely align with director if like these people um were an associate director and that's essentially what my title was i was already a director level at my previous\n\n[CLIENT 22:33] company so do you think that's worth adding well you said you asked you asked her why she was a your answer. She didn't give it.\n\n[COACH 22:48] Yeah, I mean, I asked her, can she give me more detail specifically? And she would said she would have to go back. I also asked one of the, the, I asked the Boston partner specifically as well of where I would fall in. And he was kind of evasive too. He just said, like, we need, we need people at both levels. And I think like it's a lot of it's like cost basis. Like they want him start me off lower. And I know for a fact that, like, like, Like, if you start someone and they're based off lower, it's easier for you to just, like, and also internal promotions are much less than, like, once you hire people from the outside market.\n\n[CLIENT 23:26] Mm-hmm. Yeah, yeah, yeah, yeah. Okay. Well, so how would you feel about not insisting on that, but making a point about that? Because you're right. If your expectation is that you want to either be at a similar level or even making a move up, certainly not making a move down. That was one of the point at the very beginning, right? So how would you feel about reinstating that? Because, I mean, you're at the point where you're in the discussion, right? So the most, the worst that can happen is what? Is that they turn you down, right? That they say, well, you know, this person is too demanding. we don't want that person.\n\n[COACH 24:16] Yeah. Well, I don't think it's, I think like it's probably not likely that they would rescind the offer. They probably just might say like the offer stands as it is, right? Yeah. This is the best we can offer as is.\n\n[CLIENT 24:29] So you're not losing much by being upfront and saying, well, you know, my expectation is this. Because the other way is if you're not being strong about this right now, but you still have this feeling and I sense that you have this feeling that that you're you know you should have this other position or this title then though the worst that could that be is could happen would probably be that you get the job and then you're in this mold that you don't like because you don't have this the acknowledgement that you're looking for right yeah so how could be a way to say that that you have this expectation yeah i don't know i don't think that many other people are because they are pretty all pretty much young all these people are young ages yeah i don't think\n\n[COACH 25:39] age really matters because again people people progress very quickly in in yeah people progress pretty quickly in public accounting so so you think like it's it's it's a good idea I can take a look specifically at who they've currently hired at this level and then pose myself and specifically highlighting or do you think it's too late at this point since they made the determination already I mean I can see I also I was planning to say like in terms of my specific experience. And then also, I was going to ask for an additional 20,000 and see what they can come back with. I doubt that they can do that. But maybe they might offer like five to 10. I don't know. What do you think in terms of companies might come back with?\n\n[CLIENT 26:39] So that's a strategy approach. So are people more receptive by being said, you know, I want more money. I'm worth more money. That's one thing. Or would they be more receptive being, I feel that I'm at a different position in my life, and I expect a different level, which comes with a different salary. If they offered that for a manager, and then they get to agree that you're, okay, maybe you're at the director level and you're at that position in your career and that they have the possibility to have you, well, then the second step is, yeah, but this comes with a different salary, right? But it's just that it's being, it could be received differently, you know, that you're not asking money just for money, but it's not a matter of money. It's a matter of where you're at at your career and that you're worth. So it's more a question of principle, more than money, right? So sometimes people might be more receptive when they understand, okay well this person we agree you know she had this position you know so far and she expects to be at that level makes sense right so it's more difficult to say no when you have a principled position like that then coming to negotiate on a money basis because then they can say well 20,000 what's worth 20,000 is she worth 10 you're talking about numbers um so yeah an approach could be to to go for the principled position to say, well, you know, I, I feel that I'm at a different level in terms of role, different responsibilities, you know, and this is where I'm supposed to be. Yeah, that could be an approach. I don't know. How do you feel about that?\n\n[COACH 28:33] Well, yeah, I think I would outline, yeah, I think I would outline the, the, yeah, my experience and like the title and also in terms of um you think you don't think i should throw out a number though to counter i mean i think like i was upfront with um when we started of like my target is 200 is there is there any way that we can um close the gap and i'm open to discussing any um any other opportunity any other areas such as within the benefits, not just on the base, so to look at the total compensation.\n\n[CLIENT 29:22] Well, in my opinion for what it's worth, but if you make it really strong about the title and the level, in the hierarchy, and say like the other stuff we can discuss at a second time, but this is the most important and it makes it. more seen as you're really confident in the value that you're bringing, and it's not just a monetary value, it's a responsibility value, right? It's at a level in the organization, and it's a bit what I understand what you're saying. So if you want to anchor around this element and say, well, you know, this is something I really want to discuss about this and can we resolve this, if they agree on that, a lot of the other stuff will come along, right? Because if they agree with a higher position for you, well, then the salary, okay, so what, what move can you make on the salary now, that you've agreed that I'm worth more? But it's like making them at the first step agree that you're worth more, and then the rest can come, you know, what about the benefits now? What about the salary now? No, once that you've, I made you say that I'm at that level. Now, they might say, for many reasons, because they're right people, they will see that coming, they will say like well if she wants a higher position the salary will be higher right so they might say well you know for many reasons we cannot we have to keep you at that level well then you still have the opportunity to say okay well if i had to accept that then i need this in return so it's like you're as a negotiation it's like you're already agreeing to have something lower than your expectation so they have to give something in return. They already said no once. Well, they cannot say no twice. So then it gives you more leverage of being able to say, okay, well, you know, if you're not able to give me a director position, well, what, what are you offering in terms of salary, in terms of benefits, to make up for it? Because I still feel I have this value, right? And you're saying that you cannot afford or you cannot give me this higher position. Well, okay, what are you giving to me now? You see? So that would be a way I would approach it to anchor your value and more as a principled position. You know, say like, okay, I'm worth this level in the structure of the company. And if they say, yes, you win, then you can get a higher salary, higher benefits. If they say, no, you still win because then you can say, okay, well, if you cannot give me this position, well, then how can you make up for it? you know and how can you offer me something more and then you still can ask for the 20 000 you\n\n[COACH 32:15] still have the opportunity to discuss about that well i i worry that they would agree to the higher role and they'll come back with like okay we can offer you the director role but the salary is going to be 185 like insultingly like a very small increase so like on paper a lot more responsibility but the title or sorry the pay the base is going to be like\n\n[CLIENT 32:44] insultingly low that they're moving up okay well then I mean at least you have one step in you know you've you've earned something more but nothing prevents you from saying okay well thank you for this but now that we've agreed on that well I consider that a director position is worth more you know So how can we meet halfway somewhere? You know, if they offer 185, let's say, well, now it's 185 for a different role, right? So you still have the possibility to negotiate on that. You don't have to accept what they're giving. They're making a new offer. So it's a new offer that is discussable. You know, you can discuss about that and to, yeah, to increase it if you feel it's something that is worth it. Okay.\n\n[COACH 33:41] I mean, at the end of the day, I don't really care that much about the title, so that's why I'm so worried that might be like the wrong approach. I just really would want more base. Okay.\n\n[CLIENT 33:53] Yeah, yeah. Well, I mean, that's also a valid approach. Yeah. So then if you go with this, then you have to, you know, if they haven't agreed that you're worth a higher level, then asking for more money, you have to justify it somehow. You know, you need to be able to say, well, why am I asking for $20,000 more? You know, why is it, is it compared to what you were doing before? Say, I want to either match what I was doing before. I don't want to go lower or as I'm stepping, it's a step up. You know, I'm changing company. So I want to have an increase. And it's, I mean, that's, that's, that's, totally understandable. So, and I expect an increase of this person. So this amounts to, you know, this number, this figure. So, yeah, it's just that your message. There was something about that you were bringing experience compared. So the word compared, I would just make sure to be cautious with that because I don't think you want to be seen as. you think that they are all like less worthy or something you know yeah that's true because then they're going to be like who's that who is that person coming in and is she going to come start to bus us when she's in right and if she can see her to be much higher uh seven years is great uh other people could have more we don't know you know uh experience so it's all relative but that you're bringing your experience, specialist experience, that's for sure, yes. I mean, this is true. And so is that worth $20,000 more? Then there has to be a justification for it. So that it really feels that it's a win-win for them. They're giving up more money. For you, you want it. For them, what is it bringing more for them? It's always a...\n\n[COACH 35:59] Yeah, I mean, I think I also used to work at one of their competitors and I feel like that's pretty unique as well. I worked at one of the competitors for three years. Actually, I could probably say I worked in industry since when I was at the competitor, I focused more on those clients for like, yeah, it's probably instead of seven years, it's really closer to like nine, nine years if I include my consulting experience.\n\n[CLIENT 36:24] Okay, well, scratch it. Yeah, yeah. I mean, you don't want to lie or overrank, but if it's true before it, I mean, I mean, that's for sure. And yes, to bring this up that you have an intimate knowledge of the industry, having worked with another company in the same sector. And this is huge because this can set you apart from a lot of people who are just applying there. Because I see a lot of, they say from EY and people like that.\n\n[COACH 36:54] Yeah, EYPBC with the exact same kind of public accounting back, public accounting only background. Yeah.\n\n[CLIENT 37:02] Yeah. Yeah. So you see so you know, you have people who might be more generic and you have some more of a specific expertise. So there's something that sets you apart. Definitely. And is that worth more? Well, maybe. Maybe that's a, yeah, it's a good approach.\n\n[COACH 37:19] Okay. Okay. I'll try to draft that up and then I'll see how it goes.\n\n[CLIENT 37:25] Yeah. And also, well, you've seen, I showed you documents about the AI tools. You know, how to make prompts, that could be helpful also to challenge AI tools, say, okay, so how, you know, what would be the most impactful wording or words and they might give you, so you might not want to just do copy paste, you know, but sometimes just the choice of words can be, you know, can make a difference. You know, if you really want to have this little edge and to give this oomph, you know, when people would read it, they're like, huh, okay, because that's what you want. You want to make an impression so that they're like, this person might be demanding in terms of what she expects, but she seems really confident about her value. And she seems that she's going to bring value. Well, then maybe it's worth it. You know, so you want to have them be convinced that it's worth to make this offer and to increase it for you.\n\n[COACH 38:22] Yes. Okay. And then in terms of like follow up, could we schedule something earlier? Just because I think there will hopefully be followed by asking them. like a deadline they didn't give one in the email but it seemed like they were leaning towards like oh beginning of next week would be great i mean i understand sooner would be better for them but like if the negotiation conversation process kicks off then i would like to have like another\n\n[CLIENT 38:46] connect point maybe this week sure well yeah well i mean that's that's for sure you know when you have something active like that because some people you know we sometimes we take many weeks before they get uh you know they get offers or even some applications but in your case you you were from the get-go quite active yeah sure sure well do you want to have something else yeah it could be later uh because you expect them to have maybe to have some answers during the week yeah we can yeah do you think or if you want to book it by yourself yeah yeah what do you\n\n[COACH 39:23] think so like in terms of like when you give a negotiation like counter offer or your request How long would you say like it takes the other company to respond? So I feel like they probably would want to close this out relatively quickly. So I'm thinking if I respond today, they might get me back a response by Wednesday. So could we look at maybe Thursday morning? Because I have a networking event actually on Thursday afternoon with one of my previous companies is actually their competitor.\n\n[CLIENT 40:00] so well actually oh that's great that's great if you can have if you can get connected with a competitor the only thing is that this week i have some i have workshops in the in the mornings all all day actually until one so yeah could be yeah actually could be from 1 30 in the afternoon so would that be possible for you or you said you have this networking event on Thursday.\n\n[COACH 40:33] Yeah, it doesn't start on Thursday it doesn't start to like two but I can arrive anywhere between like two to probably like five. So I mean I could yeah we could do Thursday you said at one or one 30.\n\n[CLIENT 40:52] Yeah, one 30 would be better for me. Yeah. Okay so we said so Thursday 1 30.\n\n[COACH 40:59] And then if If I don't hear back, maybe we can push it to Friday afternoon. Okay.\n\n[SPEAKER_? 41:06] Okay.\n\n[CLIENT 41:07] Well, sure. So, well, I mean, I can send you an invite for Thursday. And even, you know, even if it's during the day, Thursday, you say, well, can we move it and you can write to me, I mean, it's a thing online. So I'll get my messages so I can, I could move it to Friday. So you have more time for your event. Okay. Cool, cool. Okay. Let's do that. Okay. So good luck with your message and we'll make this work.\n\n[COACH 41:36] Okay.\n\n[CLIENT 41:37] And then even if you don't want to accept the offer ultimately, at least it will give you some leverage.\n\n[COACH 41:43] Yeah, this is the first time I've ever had practiced, I guess, negotiating because I always went through staffing agencies or like other agencies that would do that on my behalf.\n\n[CLIENT 41:56] Yeah, yeah. Well, you get to experience it. Yeah.\n\n[COACH 42:01] Yeah. All right.\n\n[CLIENT 42:03] Thank you. Well, take care, Hannah. And we'll talk again on Thursday then.\n\n[COACH 42:07] Sounds good.\n\n[CLIENT 42:08] All right, thank you. Bye.\n\n[SPEAKER_? 42:10] Nice day.","rapport_genere":"## Main Topics Discussed\n\nIn this conversation, Hannah is preparing to negotiate a job offer with a company. She seeks guidance on how to structure her negotiation email, emphasizing the value she brings in terms of industry experience and expertise. The coach advises using impactful wording to make an impression while ensuring that the request for more base salary is justified and aligns with her unique qualifications. They agree on scheduling another call either Thursday afternoon or Friday if needed, post her initial negotiation attempt.\n\n## Personal Information Shared\n\nThe coach is negotiating a job offer and planning to draft a counter-offer focused on asking for more base salary. They are considering highlighting their industry-specific experience, having worked at a competitor for three years, and their nine years of consulting and public accounting background. The negotiation might take place this Thursday afternoon after some workshops.\n\n## Work Assigned Until the Next Session\n\n\n\n## Date and Time of the Next Session\n\n\n","code_activite":null,"etape_coaching":"S5","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-22T13:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/264489973777526?p=oAjrbGASlINizNzhsz","google_event_id":"80a70254-6c13-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":"Suivi de notre discussion sur votre négociation d'offre d'emploi","courriel_suivi_contenu":"Bonjour Hui,\n\nNous avons discuté des éléments clés à inclure dans votre e-mail de négociation, en mettant l’accent sur vos qualifications uniques et votre expérience dans le secteur. Vous vous engagez à structurer votre demande pour justifier une augmentation du salaire de base en lien avec votre expertise.\n\nN'oubliez pas de nous rappeler pour notre prochain rendez-vous jeudi après-midi ou vendredi, suite à votre première tentative de négociation.\n\nBonne chance avec cette étape importante,","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Hannah on Negotiation, guiding her through structuring a negotiation email that emphasizes her industry experience and expertise to justify asking for more base salary. We agreed that for our next meeting I will review her draft negotiation email and provide feedback on how she can further articulate the value she brings to the company. We will meet again on Thursday June 13 at 4:00 PM EDT.","session_summary":"Negotiating job offer strategies, drafting counter-offer emphasizing industry experience and unique qualifications.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"43ae5fa8-e26f-405b-84aa-1b7e9ac3cab1"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-18T18:00:00Z","duree_minutes":60,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Canada Coaching Monthly Forum-2026-06-18T14:00:00-04:00","teams_link":null,"google_event_id":null,"courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"42ce3723-efff-48b3-b9e0-f13e5a9462ab"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-18T15:00:00Z","duree_minutes":90,"type":"Phone","statut":"planifiee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Right Academy - Lyssa deHart, Sticky Outcomes, Thursday, June 18-2026-06-18T11:00:00-04:00","teams_link":null,"google_event_id":"d81a45b6-6c16-11f1-8d8b-2aa9f3175b8f","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"0fcacf09-45e5-486a-8d36-6abe5e865b20"},{"candidat_id":"5631e8af-0fc5-4a05-9fe7-07443bd748c3","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-17T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 220f1a92-023a-4811-9264-90ed2b5775e2.m4a (2026-06-19 11:57) ===\n\n[COACH 00:11] Hello, Michael.\n\n[CLIENT 01:49] Hello, hello.\n\n[COACH 01:51] How are you doing?\n\n[CLIENT 01:54] Good, good. Are you able to hear me?\n\n[COACH 01:56] Yes, yes, very fine.\n\n[CLIENT 01:58] Good, good. I want to make sure because I'm on a Mac, sometimes I have a, there's a sync problem with Microsoft Teams.\n\n[COACH 02:08] Yeah, yeah, Microsoft Teams. Sometimes we like it, sometimes we hate it, right? It's like a hate-love relationship, I find.\n\n[CLIENT 02:19] Yeah. It's probably, I think, that applies to all of them, but yeah.\n\n[COACH 02:23] Well, I'm really glad that we're able to connect. Michael, sorry about a little confusion. I don't know what happened with the event that you received in the calendar. You said mentioned, like noon instead of, so it might have been something with the time zone.\n\n[CLIENT 02:37] Yeah, I think it was, I'm pretty sure when I filled out a profile. that I put, that I was in, excuse me, central time zone.\n\n[COACH 02:48] Uh-huh.\n\n[CLIENT 02:49] But I noticed I got an alert yesterday. I set it up for two, Central. And then when I got an alert yesterday saying it's at noon. So then I went back to my profile and sure enough it said Pacific time. So, but I changed it back to Central. So we should be in sync now. Okay, I see, yeah, yeah, yeah, I have central in my files here. Yeah, so we're good, but it just, I got confused. I didn't mean to send you an email, but when I saw that, I wondered, and, yeah, we're good.\n\n[COACH 03:28] Yeah, yeah, yeah, well, that's great. That's great. So, yeah, Michael, this is our first session today. So what I would suggest is, well, first of all, maybe take just a few minutes to tell you more about who I so you understand who's this guy in front of me right now why am i talking to this guy and and then spend most of our time talking about you because this is why we're here you know about what's happening right now and what we'll be able to do uh in the course of the next few weeks and uh and i'll be able to answer you know if you have any questions about uh what actually we're going to be doing the tools that you're going to have access to and the different steps that we can go go through if that's okay with you sounds good yeah so yeah my name is john sebastian so i'm actually i'm francophone as you can hear from the name i'm from montreal actually so i'm i'm talking from montreal today yeah yeah and um and yeah i'm i'm a career consultant uh coach but also uh i'm in life in general also a coach executive coach so i work with executives from uh no different organizations, either enterprises or not-for-profits. So I've been doing this for many years, over 10 years now, and more recently with right management, with the career consulting. So actually, we're going to be using a bit of tools from the right management toolkit, but also sometimes I add little bonuses. So sometimes see that I use tools that I use in my executive coaching programs so that you can benefit the most of it. And what we're going to be doing in the coming weeks, we have some certain path that we usually follow that goes through, you know, some steps like working on the resume, on a LinkedIn profile, on the personal branding statement that we call. So there are some tools like that that we're going to be using. And also there's a service that is working on your resume. So there are other people, not me, but another department from Right Management that you have access to to submit your resume and you have people that only do that. You know, their whole day they spend on working on resumes and they can provide you some feedback on your resume to actually adapt it maybe to some of the systems that are being used out there nowadays. When you're submitting applications, sometimes they have to go through a system that, you know, look for a certain format. And it can be as dumb as that. Sometimes people, they don't hear back from an application. It's just because their resume was not even considered. You know, it was just bumped out, and this is really unfortunate. So we're going to be looking at that, too, over the course of the next few weeks. So, yeah, so that's a bit about me. I don't know if you have some questions about me before we jump in.\n\n[CLIENT 06:24] No, no, that was a good introduction. I mean, I can do the same about my... self might be useful to just, just sort of where I am. And then you, you know, you can ask me sort of the questions about the various categories you mentioned. Yep. So I, yeah, I mean, and I have a overlap of what you did. I mean, I've been a combination of a, in what you might call communications, media relations, public relations. I did that in about the 15 middle years of my career. And then I have about 25 years sandwiched on either side of those 15 years in journalism, which of course is kind of a dying profession, but journalists. But, but, but, I mean, I loved it. I loved it enough to get back into it for the last 10 years. And that's where, that's where I was. And I overlapped a little bit with you when you said working with executives. I, when I did media relations, I worked a lot with C-suite executives and did media training with them and things of that nature. So it doesn't mean that if I did training with them that I'm so good at training myself. I mean, as we all know, you know, it's a lot easier to do things with other people and it is to look at yourself. But yeah, and the last 10 years I was in journalism as an editor in a newspaper. And that newspaper was acquired and then they decided to get rid of, a whole batch of editors.\n\n[COACH 08:26] Yeah. Well, because that was a question that I had because I knew a bit about the publishing industry. Actually, you see a lot of books in the back because I also manage a family business that's a foreign rights agency. We represent publishers internationally. So I'm a bit of that. And I had this question because I know it in the US there's a lot of all those big conglomerates of you know, they're buying out all those newspapers and quite often it's not even to operate them. What I hear is that They even close them, you know, and they sell the assets. And, you know, I've heard a lot of stories about that.\n\n[CLIENT 08:59] Yeah, yeah, sure, without even getting into that. Yeah, I have a lot of experience with it. I knew all about it before. It's part of the reason why I originally got out of journalism and into communications because of that, because I saw this coming 20, 25 years ago. I mean, that trend be, it's only heightened now. But, yeah, publications. a Hearst Corporation bought, and they're pretty big. They have newspapers, magazines, television, and other non-journalism things, too, under their belt. And they bought the company, you know, might have even been to just for the commercial printing operation or something. I don't know. I work for the Dallas Morning News is where I had worked for. for 10 years, which had a pretty strong history in journalism, not quite up there with the New York Times, Washington Post and, say, Wall Street Journal, et cetera, but it was a notch right below. But anyhow, so I got, so that happened in March, and here we are in June. And so the first just bit of background is it took me a while. I mean, I wasn't, I wasn't surprised by this. They told us this was coming in November, actually. So I wasn't surprised. But I had some other personal things to take care of. I went and had to visit my, went to visit my mother who just turned 99. So, yeah. So I took care of some personal things. And that's why I also delay, I don't know if it shows up in your system, but I delayed this program a couple of months because I knew I wasn't going to be able to jump right into it right after I departed my company. And now I'm ready. I've started to look and just a few sort of logistical things that relate to what you said is I only recently update within the last, I don't know, month updated my resume. And, oh, I should explain, this is actually very important. It was about in 2013 that I left the communications industry, public relations industry, full-time job. I was a vice president, you know, I had risen up in that industry. And then I took a couple of years, off back then and then I started taking on of pursuing freelance jobs and my and my job with the Dallas Morning News always was a part-time job but it was a full-time part-time job so I worked just under 30 hours a week okay for them that that was by their design so under 30 then they don't have to give me benefits right so but it was it was okay it was okay by me and i worked some other jobs along the way other in different fields mostly editing marketing copywriting other things that that i did and in fact during the pandemic oddly enough was some of my most fruitful or maybe not oddly enough, maybe it makes sense, with some of my most fruitful freelancing, where I got a lot of work because, you know, people weren't going into offices, so a lot of businesses needed more freelancers I found for the work that I did. And of course, now with the advent of AI and things, you know, there's probably let there's less of a demand i think for free not really there's demand for freelancers but it's in a different way but we we can ultimately get into that but i wanted to give you that part-time background and it's also related to that my LinkedIn profile by design has i've never i'm i'm proud of it but i haven't it was good but i haven't updated it since 20s. 2013 by design because I did not want with all these freelance roles and and working for a newspaper I did not want to put all these things on there instead it just I had the most vague and it's trust me I know I mean you'd be the first to tell me I just list myself as a writer okay which is a terrible terrible thing to put down to for a career. I mean, what is a writer? You know, everybody, at first of all, nowadays, everybody thinks they're a writer. They think they're a writer and some people are. But it's not, it's not a career enhancing title. But I put it down by design because, and I say I'm pursuing writing opportunities, because if I put down all the freelance things that I've done, I don't feel like it could hurt me and including and this is going to sound a little weird but working at a newspaper these days for some jobs it's a feather in your cap but for a lot of jobs people will count it against you you know how yeah you know how people say you know and and we don't need to turn this into a political discussion but people say the fake media the media you know all of that kind of stuff. I mean, I think that's a bunch of, I think it's a bunch of BS, but whatever. I mean, we don't need to go there. It's just in certain roles, putting that I work for a newspaper, isn't going to help me or worked for a newspaper. So for all of these reasons, my LinkedIn profile is not current. It goes into all, every single role I had before 20, up to 2013. My resume reflects every role I've had since okay and and uh I did not I was one question I had for you and you know I noticed there was a place to post my resume on your site uh I'm happy to do so and it it it'll give a better idea of what I've done and what and it because I've had a lot of freelance roles it's kind of check it's sort of checkered it's not and I know there's a way do resumes of like that's more that functional versus chronological there is that whole thing for me i think the way i have it i think is pretty good but i mean i'm obviously open to changing it around and all that kind of stuff but i just wanted to give you that that kind of gives you the background of where i am oh and one other thing i should say i jotted down um uh notes here i'm at this Okay, so I'm about, I'm going to turn 65 later this year. I would like to work another six to eight years, which is a pretty decent amount of time in this day and age, right? Because like a lot of people don't stay at jobs for, and I'm good, I'm good at moving around as I've done, but I'm also happy to stay at a job for six to eight years, which I don't think you find a lot of people willing to do that. these days but but so I would like to work for another six to eight years but I'm also open very open to just I'm not to changing professions okay to not I mean because I don't first of all I don't think the media and newspaper industry necessarily has a that one is, I don't think is one that I'm super interested in. I don't think it has the brightest future. And communications industry and PR jobs, there are some that I would like to do, but most roles, when I look at them, they're not really what I'm, it would have to be very specialized for me to be interested in it. And at this point with where I am, I'm willing to, you know, take lower salary to do something that, you know, well, everybody likes to say I enjoy. I don't know. I mean, I, you know, I don't know if I would necessarily enjoy, but if it's a job that I could tolerate and do for six to eight years, that would be fine. And so I, so I don't, and I don't really have a lot of ideas of what the, you know, where, what industries I would go to for that. So maybe, maybe right management and or you can, you know, provide some guidance there. But that's just, you know, that, so that's sort of the background of where I am. I know I took a long time.\n\n[COACH 19:04] Well, actually, I hear a lot of things in what you just shared, Michael. I hear that, you know, you've had all these different paths in your life so far. You know, and all of them have value and you've gained experiences. And all of them could be paths that you could continue to pursue, whether it's to have a position, whether it's to be freelance. I'm hearing also, I might even want to change the whole career, you know, to find something else that I, that I would like to do, that could be something I could do for the next six to eight years. You said even if it requires a diminution of our salary of conditions, ideally would want to have something that would go on a certain path that if it can even increase your conditions, that would be, I am. If we can agree that would be the ideal, right?\n\n[CLIENT 19:58] And I did, I'm sorry to interrupt, but at one other point I did one. I am looking for for full time. Okay. That would be my ideal. I mean, if it ended up having to be part-time or freelance, that would be okay. But, I mean, turning 65, I could go on Medicare. I would as late when I turned 65 late this year. But if I were to get a job before then that I had health care, you know, and other benefits, that would be sort of my ideal and having done the freelancing now for about the last I don't know 12 years or so or 10 years uh it it I don't the problem with freelancing is I work for a lot of startups and then they lose funding and then you know you're out of a job so I'd rather and it can happen even to a full-time company just like I work you get acquired so there's no guaranteed security, but I'd rather have the security of full-time. And sorry for interrupting.\n\n[COACH 21:05] Yeah, sure, sure. Well, that's important to mention. Yeah, so looking for something full-time, potentially with benefits. But I hear all these questions, what you're sharing, and that's actually something that we can work on. So even starting the next session, there's a tool that I use that is called the identity metrics. So it's a chart that we can fill together. And actually, it gets you to think on what you want to be and what you don't want to be. Because often people, they put a lot of emphasis on what they want. And then they get into a position, they're like, oh, damn, you know, I remember now that I didn't like that. I'm stuck in the same patterns now. So to reflect on both, and you touch a bit on that, what you don't want, what you want. And sometimes it can be evident, you know, people will be like, well, for sure, I know. But when we have, we go deeper, sometimes we can go and be more, you know, be crispier, be more clear on what, what is it really that I want at this point? Because this is, this is a pivot, you know, in your career. It could be help you to, to know, you can use that as an opportunity to do something. Maybe that you've always wanted to do and want to try or, or, or, you know, that it's, there's this possibility that that you have as a pivot. So to, to get more in depth on, on, on what is, is it really that you want? What is it really? that you don't want. So we'll be able to get to a clearer position there. And maybe that will help to navigate to what is it that I want to do now? And what is it that I want to apply to now? And quite often, employers, when they see that the candidate is really clear on who they are right now and what they want for the years to come, it puts them in a better confidence position and say like, well, you know, you would feel that this person really wants to work here. You know, the person knows why they want to be here. So it makes them more inclined in wanting to hire these people, right? So that's something we can work on, definitely. Usually we would have a rhythm of about once a week, a session, so a 30-minute session once a week, with some little work that you can do in between. So, like, for today, I can send you some resources that you can maybe look at during the week that we can find on the next website. You mentioned the resume. There is a place where they call it a resume builder. You can go in and you can see a kind of format that they use. You can upload your resume. It will fill in the spaces. And there's even a procedure. I'll have to send it by email. There's an email address that you have to send your resume to. So it could be the version you have right now, or it could be a version if you want to rework it a bit using the resume builder. That's also a possibility. And when you send it at that email address, they have about a three to five days turnaround. And then you will have someone reach out to you, and you will have the possibility to have a few back and forth of comments on your resume. So that's a possibility. And then we can even together look at the comments. And maybe you find them useful, maybe some less, but that's something we can do.\n\n[CLIENT 24:22] in the coming days yeah okay so yeah i did and i i appreciate anything you send me i did poke around and look at some of the resources so i and but by all means do send because i don't know and i did see both a resume builder and a spot where it said upload your resume so which which one should I, if I upload it, will that take care of it?\n\n[COACH 24:53] Well, actually, I know there's this upload function, but what the direction that we've been given is to rather use the instruction with the email, so to send it by email. Okay, I'll do that. But I'll send it to you by email, so you'll get a message. And actually, I'll send you a follow-up email with a few resources, because I know that the next website is pretty, you know, if you've poked around, you've seen that. there's a lot of stuff there you can get lost in it actually for the coming days there are like four videos that you can watch they call it events so you can sign up to live events if you want on these four topics so it's like a kind of meeting with people and you know they will present you can have some interaction or there are on-demand events so you can watch them on your time so it's actually there's one it's it's the getting started. So, I mean, the name says it.\n\n[CLIENT 25:49] You watch this one? Okay. So that's one down yesterday. I watched that one on demand.\n\n[COACH 25:54] Okay, cool. So that's one down. Well, the other ones are the resume one, the LinkedIn one and the personal branding one. So those would be like the three I would recommend. They're about like 30, 40 minutes each. It's not a big, it's not really long. But if you can watch them before our next session, then we'll be able to jump in. And one of the things we're going to be working on is the personal branding and also the reason the parting story so that's something that we try to work on early on is what's the reason you're going to give when people are going to ask you why why have you left your previous job because this question will come sometimes the reason is pretty clear and i can imagine in your case you said you know they've told us in advance there's something with the industry happening you know that i think it's under understandable for sure. But it's always good to have this story ready because people will ask it. And we want, you know, we want to say the truth. We don't want to come with, you know, invent something because people will figure it out anyway. But to make it positive about yourself. So say, okay, this is the truth. But how to turn it in a way that a future employer will see, okay, we understand what happened. But in the end, this candidate has a lot of values. You know, it's not about, you know, it's not about the candidate the reason why it was left, the person left, if it's about the industry, if it's about something else, it's to come up with that parting story, what we call it like that. So this is something we can work on quite early on, you know, the parting story, the personal branding statement also, which is a kind of paragraph that you would use whenever you have to talk to someone that you're looking about for a job, you know, and people are like, okay, well, what kind of job? And then you can come up with this really short 30 seconds like kind of pitch of well this is who I am this is why I'm looking for you know and being really really crisp in that and having clarity that's what we're we're going to be able to work on so that then we can use it with you know further steps and looking for potential employers how does that sound Michael that that sounds good that sounds good\n\n[CLIENT 28:10] and a lot of it a lot of what you're saying is a lot of what I did you know again it's boiling down for others, for a concise way to convey a positive message, you know, much easier to tell others how to do it than to do it by yourself.\n\n[COACH 28:27] Exactly. But you will know, and even probably much better than I do. You'll be able to use the words. And you know, there's some power in the choice of words. So how to use the right words? I think you have all the skills for that. But yet, like you said, it can be challenging to do it for our ourselves. So that's why I know I'm going to be the one challenging you a bit and maybe like poking a bit on the words, you know, and I appreciate that.\n\n[CLIENT 28:54] I welcome that. And so that that's good. It's just part of it too is I even I saw the thing about, you know, your departing statement or whatever it called in that in that getting started video. And part of the problem, though, is like it's like I said, if I don't know what other industry I want to go into it makes it a little harder to to crystallize a good departing statement because you don't know I mean if you know I mean I don't want to be a chef at a restaurant but let's just say I did you know I mean I'm making that up as an example then you know what I would say would not be good about you know talking about my how I used words to do X Y and Z or something you know so but you understand what I'm saying there just generally but I did have one other logistical question I understand that this program for me they gave me two months and one week so I think I go to mid-August is is when mine expired like August 20th or something like that's what I have on my file the 21st of\n\n[COACH 30:13] August and yeah who do you say told you it was one it was two months because usually it's three months but well they this I'm\n\n[CLIENT 30:25] two months and one week is what I'm given it is my program I guess it I guess it's what my company had signed up for or paid for or I don't know how that works so well I'll yeah I'll\n\n[COACH 30:41] double check on that Michael because because what I've been told is that on our side whenever the candidate is starting the program like we do today, usually we have like three months to go through, you know, to have meetings and to have access, even when people, because sometimes people take a few, some time before actually reaching out for a coach, a bit like you did. Some people that take a few months, you know, before they reach out. But we always count starting from the day that the person did the outreach, you know, at the first meeting. right so i'll have to double check you know but but i mean two months and one week or three months i mean we're just a few weeks short but you know it's like three weeks short yeah i mean that one is\n\n[CLIENT 31:27] nine weeks the other's 12 but but uh yeah i mean if we can go longer that's fine it's that's up to you know i that would be good but that you can let me know on that front i mean i i just wanted a frame that are kind of nailed down or raise the issue of when will when will we end is sort of okay\n\n[COACH 31:54] well I'll come from that even during the week because even between the session you know if you want to send me an email sometimes you know some people they send me like thoughts that they had some sometimes documents that they feel they want to share sometimes people get even interviews you know they've started to apply to positions then they get an interview say okay well I have an interview next week and we talk about this you know and then we'll say okay well we'll we'll bump the rest of what we're doing we're going to be working on this specifically sometimes i even have people say you know today i just want to vent you know i just want to use that time to share what's what's on my mind right now and that's that's also a possibility you know i'm not a psychotherapist but i'm still i'm a coach so i i can't offer that space you know if sometimes people it could be quite lonely as a you know as a as a as a process sometimes people they don't talk that much with family or friends about what's going on about you know career development and research so so that could be also a way to use the time if ever you yeah and one other thing that\n\n[CLIENT 32:58] i did just do which i've never done uh in my life before is i just and i waited to do this because I wasn't really prepared to, like, look for jobs and everything, but I did just apply for unemployment, which is within my state here. So that's another thing that that I have going on. But obviously, and I, you know, and with that, I have to, you know, so tied to what you were just saying, I will, I am, I have applied to, I don't know, about three jobs. so far since I did my resume within the last, I did it a month ago, but because I was traveling, I didn't really start looking for jobs till a few weeks ago. And I've applied to, I think, two or three jobs, got one rejection back. One just was, you know, they said, we'll get back with you if we're interested. And it's been too long. So they, you know, like you's day, I'm familiar. I actually did quite a bit of hiring myself. And I know that I know that sometimes, to your point, maybe my resume never passed the application tracking system or whatever. Who knows?\n\n[COACH 34:24] Yeah. Well, and my advice is, you know, if you see opportunities, I would say don't, don't put them aside because we're working on your resume. You know, if you see a deadline coming up, I would really encourage, you know, apply for it. You know, even if we don't have the optimized version yet, it's still good to be doing this. And even if you get interviews to go, you know, we can prepare for them, but, you know, to do them. Because it's all building confidence, right? It's all, even if you don't get the position, well, at least going through the process, you know, practices you and gets you. Because, you know, a lot of our candidates, it's people that haven't really looked for jobs for a while. And they're like, oh, I'm getting back into the market. So just to get the engine running, you know, it can be useful to do a few practices with the actual applications.\n\n[CLIENT 35:17] Yeah. And the resume that I send to you all, by the way, I mean, because I know enough to, you know, you do, I mean, obviously any resume can be improved. But I also customize resumes to certain jobs. So the resume I'm doing is sort of kind of a master resume that, you know, so just, just to keep that in mind, it isn't necessarily. I mean, it's, I mostly would use this resume, but I would make small adjustments in the, either the intro part or, you know, I might eliminate one role or as I told you before, if I, pretty hard now to eliminate the, I don't put it on. on LinkedIn, but I would probably not eliminate the Dallas Morning News because otherwise somebody would say, what have you been doing? Yeah, exactly. Has he been completely unemployed? Because my last freelance role ended a few couple years ago. I had sometimes I had two or three going on at the same time with the Dallas Morning News, but I've only been doing the Dallas morning news for the about the last two or so two to three years and as I said that and that ended so but okay I don't want to I know we're going over yeah\n\n[COACH 36:42] yeah we're a bit over but I want to to if we want to book our next session right now might be sure it's in the in the calendar so what what would be a good time I'm just looking yeah because actually next yeah what would be good time for you? Would next week the same time be good for you? What would be?\n\n[CLIENT 37:05] Yeah, next like Tuesdays or Wednesdays. Yeah. You know, would be good and around two, I mean, two o'clock is a good time.\n\n[COACH 37:17] Yeah, sure. Can do it two o'clock. Yeah. So what would be better Tuesday or Wednesday?\n\n[CLIENT 37:23] Whichever is, it really doesn't matter to me, whichever is better. I mean, maybe sooner is better. and you know let's make it maybe tuesday i don't know tuesday at two okay yeah let's do that uh i'll just\n\n[COACH 37:37] put it uh put it you you'll send do i need to schedule it i'll send you an invite yeah so so but we agreed set too so uh we'll see how it shows on your side central yeah so it's me you're\n\n[CLIENT 37:52] you've got to be 3 p.m on my side you're in montreal so you're on eastern eastern yeah yeah so\n\n[COACH 37:58] are you a canadian's fan or oh well i'm not too much and too hockey but definitely it's the canadian's team here so uh yeah i know that we've went quite far in the the finals so uh yeah yeah i follow that a bit so for sure three um so three next week and i'll send you the invite and also follow-up email with some of these resources and also the tool for the uploading\n\n[CLIENT 38:27] of the resume with the email where to say okay so so i won't bother i will not bother to because i did see on the next site the spot where it says upload your resume i'll just wait for your email\n\n[COACH 38:43] i'll follow the instructions of your email what exactly yes okay cool well it was nice uh connecting with you, Michael. And yeah, we'll have fun in the coming weeks, because that's also important to have fun and to enjoy the process.\n\n[CLIENT 38:57] Yeah, yeah, I appreciate it. I enjoyed this. Thank you very much.\n\n[COACH 39:03] Awesome. Well, I wish you a really nice week. We'll talk next weekend.\n\n[CLIENT 39:06] You too. Okay, a nice day.\n\n[COACH 39:09] Bye-bye. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nThis conversation is between Michael, an individual looking for career guidance after losing his job, and a coach from Next.co (referred to as the Coach). The main points of their discussion are:\n\n1. **Duration of Coaching Program**: Michael confirms that he has been given two months and one week of coaching by his company, while the Coach mentions that typically candidates receive three months. The Coach will verify this duration for Michael.\n2. **Career Development Timeline**: Michael is looking to apply himself vigorously over the next few weeks but understands the importance of having an optimized resume and cover letter. He has already started customizing resumes based on job applications.\n3. **Resume Upload**: Michael asks about uploading his resume directly to Next.co’s website, but the Coach advises him to wait for further instructions via email. The Coach will also send a tool for optimizing his resume.\n4. **Application Tracking Systems and Job Rejections**: Michael shares that one of his recent job applications resulted in no response, possibly due to application tracking systems filtering out resumes before human review.\n5. **Upcoming Meetings**: They schedule their next session on Tuesday at 3 PM (Michael's local time), agreeing that the Coach will send a calendar invite and follow-up email with resources for Michael to use during the week between sessions.\n\n## Personal Information Shared\n\nMichael's program is set for two months and one week, which expires in mid-August. He applied for unemployment benefits recently and has started applying to jobs, sending out around three applications so far with mixed responses from the companies he contacted.\n\n## Work Assigned Until the Next Session\n\nThe conversation is between Michael (the client) and a career coach based in Montreal who provides guidance on job searching strategies and resume optimization. Key points of the discussion include:\n\n1. **Duration of Program**: The client has been given two months and one week by their company for this program, whereas usually it lasts three months. However, both parties agree to continue sessions beyond the initial period if needed.\n2. **Application Progress**: Michael mentions applying to a few jobs but hasn't received any positive responses yet and is concerned about how his gap in employment might look on his resume (since he was freelancing with Dallas Morning News, which has now ended).\n3. **Next Steps**:\n - The client will continue to apply for positions, even if the resume isn't fully optimized.\n - The coach suggests that practice applications and interviews help build confidence.\n4. **Resume Customization**: Michael is preparing a 'master' version of his resume which he can tweak for specific job applications as needed.\n5. **Scheduling**:\n - They agree to meet next Tuesday at 3 PM (client's time, Eastern).\n6. **Follow-Up Resources**: The coach will send an email with resources and details on how to upload the resume via a specific email address provided by the company's program guidelines.\n7. **Personal Interests**:\n - Brief mention of Canadian sports, specifically hockey, as the coach is not much into it but follows major events such as finals.\n\nThe conversation ends with both expressing their appreciation for the session and looking forward to continued support in the coming weeks.\n\n## Date and Time of the Next Session\n\nIn this session, Michael and his coach discussed the timeline for Michael's program (two months and one week versus three months), logistics of scheduling future sessions, and applying to jobs while improving his resume. Key points include:\n- Confirming remaining time in the coaching program until August 20th/21st.\n- Scheduling next session on Tuesday or Wednesday at 3 PM Michael's time (2 PM Montreal time).\n- Encouragement for Michael to continue job applications even as they work on optimizing his resume.\n- Discussion around customizing resumes and the importance of including certain roles, like Dallas Morning News.\n- Provision of resources via email and calendar invite for follow-up sessions.\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Michael Sperling/Jean-Sebastien: Introductory Call with Your Coach-2026-06-17T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/246277606206148?p=GnfiDEAFe1nkCcZlL6","google_event_id":"b0107914-6905-11f1-abb5-5a81e1f4082b","courriel_suivi_sujet":"Suivi de notre dernière conversation","courriel_suivi_contenu":"Bonjour Michael,\n\nOn a bien avancé sur ta stratégie de recherche d'emploi. Je t'ai donné un outil pour optimiser ton CV et je te rappelle que tu devrais continuer à postuler même si ce n'est pas encore parfait. On a prévu de se revoir mardi prochain à 15h pour faire le point.\n\nÀ très vite !\nJe suis impatient d'entendre tes retours.","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"In this session I worked with Michael on Explain the program, Resume Development, LinkedIn profile optimization, and Search Strategy and Networking (Search plan). We agreed that for our next meeting I will focus on refining his resume further based on specific job requirements and discuss strategies to address potential gaps in employment due to recent freelancing roles. We will meet again on Tuesday August 7 at 3 PM EDT.","session_summary":"Career development timeline planning, job application strategies, resume optimization techniques, scheduling future coaching sessions.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":"2026-06-23T19:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"8ed46481-296d-453b-87a9-04a09f32f89e"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-15T19:00:00Z","duree_minutes":30,"type":"Virtual","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-15T15:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/226751954852514?p=6pbSH7hEvjOaXF66St","google_event_id":"e67afd58-64f0-11f1-9a38-8e67e6590712","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"0c7554ab-3034-4bba-8376-480d50abd762"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-15T18:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 61580e84-1565-4dda-9de2-ec2233286966.m4a (2026-06-17 03:00) ===\n\n[CLIENT 00:11] Bonjour Mathieu.\n\n[COACH 00:43] Salut, ça va bien?\n\n[CLIENT 00:44] Salut, salut et toi?\n\n[COACH 00:46] Oui, ça va bien. C'est pour ça que j'ai reçu ton pouillage. Je suis prêt, j'ai ouvert le degré.\n\n[CLIENT 00:51] All right, super. Tu as passé un beau week-end?\n\n[COACH 00:55] Oui, quand même. Avec la température, c'était plus relax. Oui, avec la pluie, oui, c'est vrai. Sauf que c'est le jeudi, jeudi j'ai profité de mon vélo par exemple.\n\n[CLIENT 01:11] Yes, bravo.\n\n[COACH 01:12] J'habite à Ville-la-Salle et je me sens au vieux port.\n\n[CLIENT 01:17] Ah oui, long du canal, oui, oui, c'est un beau coin ça.\n\n[COACH 01:22] Exact, exact. Je m'ai profité. Toi?\n\n[CLIENT 01:25] Ben écoute, moi je me suis farcé effectivement à la pluie. pluie, j'étais à Orford en fin de semaine, donc on a été faire la randonnée samedi, fait que il faisait beau samedi, mais dimanche on était en camping, fait que c'est, ouais on est resté un peu à l'intérieur. On a fait des petits tours d'auto, on s'est promené un peu en région là, en industrie, fait que c'était quand même bien. Oui, ben ça je t'ai envoyé le document, écoute je pensais bien pouvoir te l'envoyer plus tôt Mathieu, mais là j'étais un peu pris les derniers jours, mais écoute on va prendre le temps quand même le regarder ensemble. Puis comme, moi, en le faisant, on avait parlé très, très brièvement de ça. Il n'y avait pas beaucoup de jus que je pouvais tirer beaucoup de nos discussions, mais on va pouvoir aller le creuser davantage. Puis l'idée, c'est que ça soit vraiment, bon, que ça soit utile, que ça te serve, mais qu'on puisse utiliser ça au niveau du, ce qu'on appelle du Personal Branding Statement. Donc, l'énoncé de présentation personnelle, ce qu'on va pouvoir expliquer en 30 secondes, comment on se présente, puis de s'assurer que ça, ça puisse toucher et rejoindre le plus possible ce qu'on veut être, mais s'assurer qu'on ne touche pas, qu'on ne veut pas aller vers ce qu'on ne veut pas être. C'est comme on l'a dit, il y a des choses qu'on veut éviter, mais en faisant, je trouve que c'est intéressant de faire cet exercice-là, parce qu'en s'arrêtant et en le faisant, ça nous permet de creuser et d'aller un peu plus loin que de ce qui est évident. Il y a des choses qui peuvent se dire, c'est évident pour moi, je ne veux pas être ça, c'est évident que je vais être ça. Mais en le creusant un peu plus, on se rend compte que c'est vrai, il y a peut-être telle ou telle autre chose aussi que je veux m'assurer que ça soit ou que ça ne soit pas. Puis là, qu'on puisse prendre en compte ces éléments-là.\n\n[COACH 03:11] Oui, excellent. Juste en passant, le truc est sur l'autre point de vue. Si je regarde de côté, c'est pas qu'on peut voir, Oui, oui, je comprends, tout à fait.\n\n[CLIENT 03:25] Oui, oui, oui. Il n'y a pas de souci. Donc, tu vois, la façon que ça fonctionne, tu as vu, il y a comme deux pages. La première, sur la gauche, ça dit ce que je veux être. Donc, cette page-là, c'est tout ce qui est le positif, ce que je veux être. L'autre, c'est ce que je ne veux pas être. Puis, tu vois, dans l'autre axe, c'est ce que je ne suis pas, ce que je pourrais devenir et ce que je suis. puis là dans chacune des colonnes il y a une section pour le personnel puis le professionnel puis pourquoi on fait ça, la dernière fois j'ai été vraiment très très, j'étais dans les grandes lignes je pense que j'étais juste posé 4 questions sur 4 décadrants mais sans aller dans le personnel professionnel puis ça, il y a quand même une pertinence à creuser ça, après ça c'est à toi de voir jusqu'où tu veux aller dans ça moi je ne suis pas là pour tordre le bras de personne Mais c'est une opportunité que tu as pour creuser un peu ces points-là. Et souvent, le personnel, même si on se dit, ça n'a pas rapport à chercher une job, plus souvent qu'autrement, si on peut retrouver des éléments, particulièrement ce qu'on recherche, mais aussi ce qu'on ne veut pas, du personnel dans notre travail, c'est comme un bonus. Peut-être tant mieux. Des fois, les gens disent, oui, mais moi, j'ai ma vie, j'ai le travail. C'est deux choses distinctes, puis c'est correct. Mais en même temps, s'il y a des choses auxquelles on tient personnellement, puis que ça peut qu'on le retrouve aussi au travail, ben pourquoi pas, sachant que c'est quand même la plupart du temps qu'on passe au travail, quand on travaille à temps plein, c'est quand même une grosse partie de notre vie qu'on passe à un job.\n\n[COACH 04:59] Oui, oui, oui. Non, ça, je suis encore avec toi. Tu sais, j'avais mis un petit peu les quatre questions, qu'est-ce que tu m'avais dit, Tu sais, les enfants, comme tu sais, ça revenait là, tu sais, je veux dire, exactement. Puis tu sais, tu avais dit comme personnel, c'est sûr que moi, je suis quelqu'un de nature sociale, tu sais. Fait que je ne me verrais pas dans une place où, admettons, que personne ne se parle exactement.\n\n[CLIENT 05:30] Ah, oui, oui, oui, absolument, absolument. Ça, c'est important de le nommer parce que si après ça, on tombe sur une opportunité, puis c'est correct, ça se peut qu'on va, que tu veuilles appliquer quand même à des jobs qui ne seront pas à 100% ce qu'on dit qu'on veut, ne serait-ce que pour se pratiquer puis prendre la confiance, d'appliquer, envoyer une lettre, peut-être même passer une entrevue, juste pour se remettre un peu dans le bain, de se pratiquer un peu. mais c'est sûr que si on peut trouver les opportunités qui encadrent le plus possible c'est sûr que c'est ça qu'on va prioriser effectivement oui oui j'ai quand même juste mis quelques lignes c'est ce qui est ressorti de notre dernière discussion mais il y a probablement de plus qu'on peut creuser moi des fois j'ai des personnes avec qui je fais ça qui remplissent toute la case c'est rempli de texte tu ne veux pas dire que tu es obligé de faire ça Je ne dis pas ça que c'est la seule attente, mais c'est juste pour te dire que c'est possible de creuser et d'en rajouter. Peut-être que pour aujourd'hui, compte tenu du temps, je sais que tu as déjà fait le commentaire qu'on n'avait pas beaucoup de temps ensemble, j'essaie de maximiser notre temps. Je n'irais probablement pas passer un par un, mais peut-être, est-ce qu'il y a des sections peut-être sur lesquelles tu aurais peut-être des questions ou que tu aurais besoin de plus de clarification? Parce que ça, je te le laisserais peut-être pour la semaine pour regarder ça, peut-être être reposé, peut-être y repenser. Est-ce qu'il y a des…\n\n[COACH 07:02] J'ai pas vraiment de question telle quelle, tu sais, comme c'était quand même assez clair. Il y avait juste peut-être côté, tu sais, la colonne limite et la colonne potentielle. C'est la différence entre les deux, là, tu sais, je veux dire. Parce que tu sais, limite quand la frustration, c'est ça, là. Tu sais, c'est quand... c'est quoi l'indice? Attends. OK. En montrant moi, la première colonne, ça serait quelque chose?\n\n[SPEAKER_? 07:44] Attends.\n\n[COACH 07:44] C'est ce que je ne suis pas, ce que je pourrais devenir.\n\n[CLIENT 07:50] C'est ça, c'est ça. Tu parlais de la confiance, comme l'exemple. Tu disais, j'aimerais avoir plus confiance en moi. C'est quelque chose que je veux être. Puis, je ne suis pas encore autant que je souhaiterais l'être. Je ne sais pas que tu n'es pas confiant, mais tu disais, j'aimerais avoir plus confiance. C'est quelque chose que je voudrais améliorer. la différence avec l'autre colonne de ce que je pourrais devenir c'est, puis ce que je veux être c'est que dans le fond si rien qui change c'est ce que je pourrais être ce qui est peut-être pas exactement ce que tu es là mais tu sais que tu dis je suis ce genre de personne là je suis quelqu'un qui est motivé, qui est curieux donc si je change rien je pourrais être comme ça ce que je suis c'est ce qui est présentement présentement je prends soin de ma santé physique, mentale, tu parlais du vélo, donc toi, ça t'en tombe bien le vélo, je veux dire, tu penses, tu sais, je reste actif, je vais t'allumer, tu sais, ça, c'est ce que t'es là, fait que, tu sais, c'est sûr, ça se rapproche beaucoup, là, entre ce que je suis, puis ce que je pourrais devenir, c'est juste que ce que je pourrais devenir, c'est comme dans le futur, en sachant qui tu es maintenant, tu sais, si rien change, ben, tu vas probablement être comme ça, parce que tu sais que t'es un peu de cette nature-là, puis, tu sais, tu devrais être comme ça, tu sais, comme, mettons, quand on regarde au niveau professionnel, mettons dans ton prochain emploi, probablement que tu apporterais du positif, tu vas apporter des nouveautés, tu trouverais des idées, tu disais le think out of the box, hors de la boire, ça fait que ça c'est ce que tu pourrais être, tu es déjà ça, tu pourrais probablement l'être, par contre tu disais ce que je ne suis pas mais que j'aimerais être, tu m'as parlé de, tu devrais être capable de défendre tes idées, défendre tes arguments, dis-moi des fois, je m'accroche un peu, j'aimerais ça peut-être plus m'affirmer mais sans les imposer je ne veux pas imposer mes idées mais je veux pouvoir quand même les nommer à quelque part les faire entendre peut-être même les faire se respecter puis tu disais être plus dans l'échange que de la fermeture tu m'avais parlé des fois tu n'es plus à te refermer peut-être justement dans des situations de tension est-ce que je peux être plus malgré ce qui peut sembler de la confrontation des fois plutôt dire je vais voir ça plus comme de l'échange puis faire en sorte que mon idée soit mise d'avant Mais ça, tu semblais me dire que tu n'avais pas nécessairement ça, mais c'est quelque chose que tu aimerais peut-être être. Je ne sais pas si ça fait du sens.\n\n[COACH 10:13] Oui, oui, oui. C'est ça, non, c'est quelque chose que je comprends. C'est comme un peu la colonne de gauche, ça serait comme un peu, je veux dire, comme ça sent un blocage que j'aurais là.\n\n[CLIENT 10:24] Oui, c'est ça. Des choses que tu n'as pas, mais que tu voudrais. Mais que présentement, il y a de quoi qui accroche. Puis ça, on rentre plus dans le coaching. Avec le temps qu'on va voir dans les prochaines semaines, on pourra éventuellement en parler. Mais dans le coaching, normalement, on travaille sur ces éléments-là. On dit, OK, tu vois, ces points-là, comment on peut faire pour venir renforcer certaines choses? On ne va pas rentrer dans la psychothérapie. On ne va pas essayer de creuser c'est quoi dans ton enfance qui a fait que tu es comme ci, comme ça. C'est les psychologues qui vont faire ça. Moi, je ne regarde pas les sources, les causes. On regarde, sachant qu'il y a ça, puis il y a ça sur quoi tu veux travailler, mais en regardant vers le futur, c'est quoi les stratégies qu'on peut trouver qui vont faire avoir plus de confiance.\n\n[COACH 11:09] Parce que justement, moi, tu sais, comme je réfléchissais durant la semaine, puis je suis quelqu'un, on dirait, qui, tu sais, qu'est-ce que, tu sais, moi, je le voyais comme en quatre blocs, là, tu sais. J'aime beaucoup le tableau, tu sais. Puis, tu sais, une personne, tu sais, comme, qu'est-ce que je suis, puis qu'est-ce que je veux continuer à être, c'est quelqu'un qui travaille, disons comme, quand je rentre dans une compagnie, un emploi, c'est comme la compagnie en premier lieu. OK. Souvent, je mets trop mes idées personnelles de côté pour ne pas me brancher la compagnie. On dirait que ces deux-là, c'est qu'au lieu d'être en partageant mes idées, je pourrais apporter des choses à la compagnie. C'est ça que je me dis, au lieu de juste être dans mon coin, puis même je suis à l'aise, supposons que j'aurais défendu des idées, j'aurais apporté des choses, j'aurais apporté plus de choses à la compagnie.\n\n[CLIENT 12:32] Oui, tu vois, dans ce que tu me dis là Mathieu, dans le fond, parce qu'il y a tout le temps une intention derrière ce qu'on fait. N'importe quoi qu'on fait, il y a tout le temps une intention positive qu'on dit, il y a tout le temps une raison pour laquelle on fait. Fait que toi tu dis, ben moi peut-être que je ne disais pas tant mes opinions parce que c'était l'entreprise qui passait en premier. Moi je suis peut-être en deuxième, c'est l'entreprise qui passe en premier. Là tu dis, ben malgré cette intention-là, qui était tout à fait louable, il y a quand même du positif à amener tes idées. Tu dis, ben Tu te dis, si j'aimais de mes idées, ça va peut-être aussi servir l'entreprise. Ce n'est pas aller à l'encontre de l'entreprise de dire mes idées, mais en même temps, je peux comprendre qu'est-ce qui fait que tu aies pu te dire à un certain moment, moi, je m'efface et c'est l'entreprise qui est en premier. Tu disais, c'est l'entreprise qui passe en premier, moi en deuxième. C'est là qu'on voit, en en parlant, que ce n'est pas un ou l'autre, ce n'est pas en opposition. Tu peux partager tes idées, si c'est bien fait, puis de façon respectueuse, et que ça contribue à l'entreprise. Et d'autant plus, ça se peut que si c'est quelque chose que tu souhaites faire, bien peut-être que ça va être de trouver un emploi où l'employeur a cette culture-là. Tu sais, qu'ils veulent aller chercher l'idée, les idées des gens, puis qu'ils vont peut-être même aller au-devant pour pas que tu aies l'impression de devoir imposer ton idée. Tu sais, que ça soit plutôt dans une entreprise qui valorise le partage d'idées, puis là, à ce moment-là, bien ça va aller de soi. Les gens vont se dire, Mathieu, qu'est-ce que t'en penses toi? Au lieu que tu te sentes, tu dois faire un effort pour donner ton idée, qu'ils viennent chercher ton idée, en disant, c'est quoi ton idée, Mathieu?\n\n[COACH 14:06] Oui, exactement, c'est ça, parce que je suis quelqu'un comme ça, c'est comme si, ça parait négatif, comme on pourrait aller dans la psychothérapie, même en couple, dans des amis. si je sens que je suis en sécurité dans tous les domaines, je vais être capable de partager mes idées. Que ce soit un employeur, je suis le bataire, une copine, on dirait si je me sens que je suis obligé de me battre pour défendre mes idées, on dirait que je reste s'enfermer, mais ça, c'est une affaire, il faut que je travaille, de ne pas être comme, partager mes idées, de ne pas avoir peur de partager mes idées selon le climat.\n\n[CLIENT 15:01] Oui, effectivement, je te dirais, on peut le prendre des deux sens aussi, comment se rejoindre au milieu, toi tu dis, moi je peux travailler là-dessus, personnellement, sur moi, puis est-ce qu'on peut trouver aussi un milieu de travail qui justement est plus ouvert puis est plus respectueux, puis est plus sécuritaire comme tu dis, puis que là à ce moment-là, vous vous rejoignez à quelque part dans le fond, toi tu peux faire ton effort mais idéalement, il ne faudrait pas que ce soit juste toi qui a fait ton effort, si on peut trouver un endroit que c'est plus facilitant bien ça va être, vous allez vous rejoindre à quelque part\n\n[COACH 15:31] oui exactement, dans le sujet d'accord tu me donnes une idée après notre rencontre, je vais écrire des notes je pense que ce serait un milieu qui serait très important pour moi\n\n[CLIENT 15:43] oui\n\n[COACH 15:43] tu sais quand montrer les idées que ce soit pas exactement je pense que ce serait quelque chose de très très très important\n\n[CLIENT 15:58] tu vois en sachant ça en parlant on va peut-être trouver d'autres points on va creuser mais ça mettons cet exemple là ça fait que non seulement Comment on va chercher des employeurs qui sont comme ça. Puis aussi, de se dire, c'est quoi le genre de questions qu'on va poser dans les entrevues. Si tu arrives dans une entrevue, là, c'est de dire, moi, je suis curieux par rapport à cet aspect-là. Puis ça aussi, ça envoie un message à l'employeur. Si tu poses une question, dans ce milieu-là, quelle est votre culture d'entreprise par rapport à la part des employés, à la part des idées des employés, comment ça fonctionne dans votre entreprise. Déjà, tu peux voir qu'est-ce qu'ils vont répondre. Mais aussi, ça leur montre que ça, c'est quelqu'un qui veut contribuer par ses idées. Si ça se trouve que vous avez un match, vous allez vous dire, nous, on cherche quelqu'un qui veut partager des idées. On est comme ça, nous, comme entreprise. C'est de dire, nous, on est comme ça en répondant à ta question. Déjà, ça, ça facilite de se rapprocher de quelque chose qui est plus aligné avec ce que tu veux, tu es rendu là.\n\n[COACH 17:01] C'est un aspect que j'avais un petit peu avec la compagnie. Il y avait des affaires comme ce que je travaillais avant. Il y avait certains sujets comme j'avais mon carré de sable que je pouvais m'amuser comme je veux. Je pouvais apporter des idées. Ça, j'aimais ça. Mais il y avait d'autres aspects que vraiment que c'était c'était fermé. Exactement. C'est ça.\n\n[CLIENT 17:35] Tu vois, par exemple, si on regarde la deuxième page, la première colonne, ce que je ne suis pas et ce que je ne veux pas être. Tu vois, au niveau du personnel, quelqu'un qui impose ses idées par la violence, l'agressivité. Tu m'avais dit, moi, je ne suis pas comme ça et je n'ai pas envie d'être de même. Puis, professionnel, d'être dans un contexte désagréable, de mauvaise humeur, colérique au travail, tu disais, je ne veux pas vraiment le risque de devenir ça. Mais pourquoi je dis ça? Parce que je fais un lien avec ce que tu dis, mon ancien employeur, oui, j'avais mon carré de sable, j'avais la possibilité de pouvoir apporter mes idées. Il y a peut-être des aspects que j'aimais un peu moins de ce travail-là. Tu mentionnais des choses autour de comment avoir cette possibilité de livrer des idées sans avoir de... en ayant moins de friction, de tension, à certains égards. Il y avait ça que tu avais mentionné. Tu vois aussi la distinction. Ce que je pourrais devenir, ce que je ne veux pas être, c'est de parler des creux. Là, je vis des creux de mon moral. Ça, ça peut venir miner ma motivation. Ça, ça se peut que ça revienne. Si ça ne bouge pas, les creux peuvent revenir. bien ça j'aimerais moins ça puis professionnel la baisse de la motivation ça se répercute sur la vie professionnelle puis la performance j'aime pas ça quand ma vie personnelle affecte le travail\n\n[COACH 19:03] ça j'ai eu un peu j'ai réfléchi un petit peu j'ai eu ma réponse à ma question c'est comme un peu je me suis rendu compte écoute en réfléchissant cette semaine je suis quelqu'un que dans la terrasse en haut, je suis alcooliste. Il y a une partie de l'alcooliste qui est un peu entre les deux oreilles. 15%, c'est la substance puis 85%, c'est... Fait que je me dis, c'est que j'ai mis beaucoup ça de côté. Fait que je pense qu'il faut vraiment que vraiment que les meetings que j'en fasse exactement pour pas que... On dirait que j'ai mis les meetings d'alcooliques anonymes que j'allais une fois à toutes les deux moi, que c'était pas suffisant. Fait que là, on dirait que je mettais ma vie privée au travail. Les aspects, c'est que c'est ça.\n\n[SPEAKER_? 20:01] Fait que je pense vraiment que je prenne\n\n[COACH 20:03] soin de mon mental pour pas prendre des débats comme que j'ai pris. Je ne buvais pas, mais On ne rentre pas dans les détails, mais je consommais d'autres choses. Je pense qu'il faut vraiment que je me remette à aller au meeting pour prendre soin de moi. Je pense, comme on dit, j'ai trouvé la solution d'après moi.\n\n[CLIENT 20:40] Quand tu dis de te remettre au meeting, ça veut dire quoi?\n\n[COACH 20:44] D'alcooler comme année.\n\n[CLIENT 20:46] Tu disais, j'y allais aux deux mois, c'est peut-être pas suffisant, ça fait que ce serait quoi, mettons, si tu avais donné un objectif par rapport à ça?\n\n[COACH 20:55] Bien là, je pense que, qu'est-ce que je vais faire, je suis que moi, je suis en arrêt de travail, c'est qu'il y a une quisement d'en faire le plus possible, quisement d'en faire, qu'on pourrait dire qu'ils se met tous les jours, comme ceux qui sont à la retraite, en fond tous les jours. Je me dis peut-être que j'ai besoin de ça présentement. C'est pour remettre le mode de vie en pratique. Je pense, puis après ça, un coup que je me remettre correctement, ça serait de trouver une vitesse de croisière, une vitesse d'entretien. Que ce soit peut-être une réunion par semaine, je veux dire exactement. Puis la réunion que je fais, c'est comme de faire l'implication de la part-là. Ça fait des années que j'ai années, j'ai plus de parrain. J'ai vraiment mis ça de côté. Je pense, comme je te le dis, ça a vraiment eu des rosses répercussions sur la motivation, sur l'affaire-là. Je Je pense aussi, en en parlant, là on fait un peu de la psychologie, je pense aussi que si tu, quand tu es plus motivé, automatiquement, pas imposer les idées, mais quand tu débattes les idées, ça va donner plus facilement.\n\n[CLIENT 22:37] Ouais, ouais. Qu'est-ce qui te fait dire ça? Qu'est-ce qui te fait penser ça?\n\n[COACH 22:43] Ben, moi je crois pas que la vie c'est par des compartiments là. Moi je dis que oui c'est des compartiments, mais les compartiments ça, ils s'en voient être, ok? Ben si t'as pas de motivation pis que t'as une idée à débattre, si t'as pas de motivation, tu vas juste pas à la débattre ton idée là, tu sais? Versus que si t'as une motivation, tu vas dire, pis avec le passé, tu sais qu'en m'écoute, je vais dire quelque chose, c'est que moi, là, quand j'ai rentré à temps plein chez Thales, ok, pis qu'ils m'ont mis pour l'intelligence artificielle, tu sais, j'ai dit à mon patron, il a dit, oui, on a l'algorithme pour des caméras statiques, mais il faudrait qu'on l'ait pour des caméras en mouvement, Parce que, tu veux dire, pratico-pratique, c'est ça, tu veux dire, mon patron m'a juste dit, ah ben, c'est pas là-dessus qu'on travaille, tu sais, je me suis fermé la trappe, tu sais. Quatre ans après, ils sont revenus, ils sont venus à la conclusion que moi j'avais quatre ans plus tôt.\n\n[CLIENT 24:03] c'est que toi tu voyais le besoin tu le voyais concrètement il y a une possibilité là peut-être que tu étais un peu visionnaire aussi il fallait avoir un peu de vision mais c'est aussi je comprends que tu voyais l'application concrète il y a des caméras en mouvement il faut aussi qu'il y ait ce besoin là probablement\n\n[COACH 24:22] c'est ça parce que les caméras c'est sur des temps qu'on fait ça c'est pas je me dis c'est ça c'est un gros point il faut que je fasse là-dessus\n\n[CLIENT 24:37] pour fermer cette parenthèse sur les meetings je ne veux pas trop inciter là-dessus mais tu sembles dire que c'est un élément qui semble être important je vais être sûr qu'on touche bien là tu disais éventuellement peut-être une fois par semaine à court terme, ce serait quoi un objectif d'aller à ces meetings à quelle fréquence\n\n[COACH 25:00] Je te dirais, écoute, je te dirais, le gros minimum, je pense que ce serait un 3-4 fois par semaine. Très rapidement. Ouais. Je veux dire, de toute façon, là, je ne travaille pas et comme je t'avais dit, le point de vue monétaire, je ne suis pas… J'ai un gros ménage à faire dans ma vie, aussi je pensais à ça, ça je l'avais pensé il y a quelques semaines, je pense vraiment que je fasse ça avant. C'est comme un exemple. Je rentre pas dans ma vie personnelle trop, Je pense que c'est, il faut que je prenne soin de moi.\n\n[CLIENT 25:57] Oui, oui. Puis je te dirais même, tu sais, moi, je ne veux pas trop partager de ma propre vie, mais tu sais, moi, j'ai eu des moments aussi plus bas. Puis quand on en sort de ça, en ayant pris le temps de travailler sur soi, les gens le sentent. Ça se sent, ça se voit. Tu sais, les gens, des fois, disent, ah, coudonc, tu as l'air bien, tu sais. Puis c'est comme, ben oui, tu sais, j'ai pris le temps de prendre soin de moi puis de, tu sais, d'être plus aligné avec ce que je veux vraiment être. Il y a un effet d'énergie aussi. On finit par attirer aussi des gens qui sont plus alignés avec ce qu'on veut être quand on est soi-même plus affirmé et plus centré et solide dans ce qu'on est. Ok, ok, puis peut-être dernière colonne qu'on avait regardé, il y avait ce que tu es et que tu ne veux pas être, il y avait la question, tu avais parlé au niveau, bien le mélange de la vie privée puis la vie professionnelle, bien là ça touche un peu personnel puis professionnel, ça chevauche, mais il y avait l'idée d'être à livre ouvert, tu disais, bien je parle un peu trop de ma vie privée, puis ça tu semblais dire que ça t'avait peut-être amené certains, des ennuis, certaines complications par le passé. Il y avait ça que tu avais mentionné, mais tu sais, c'est pas grand-chose. J'ai essayé d'attraper les petites bribes de notre conversation, mais ça semblait être ça, un élément que tu dis ce que je suis et ce que je veux pas être. Il y a peut-être d'autres choses, même dans notre conversation d'aujourd'hui, c'est d'autres choses qui pourraient alimenter cette partie-là. Le but, c'est vraiment d'aller creuser c'est d'y aller dans la mesure que tu es confortable de le faire comme je le dis, on n'est pas en psychothérapie l'idée c'est pas se ramasser une petite boule dans un coin à se morfondre dans ces idées c'est de le faire dans la mesure où tu as du plaisir à le faire et que tu as envie de le faire mais en même temps de profiter de le voir comme une opportunité de faire cet exercice et que ça soit le plus utile c'est vraiment ça le message Fait que, voilà, peut-être prendre un petit moment. Puis moi, je te dirais, tu sais, de regarder ça, de prendre une pause, après deux jours, revenir, ou peut-être même après des meetings. Je ne sais pas dans les meetings, des fois, il y a des réflexions qui peuvent revenir, des partages, il y a peut-être des choses que tu vas écrire là-dedans, que tu vas même vouloir amener peut-être dans ces meetings-là, dans les discussions, puis tu sais, que ça va t'amener dans des cheminements de réflexion. Fait que, moi, comment tu te sentirais de regarder ça un peu pour les prochains jours? Puis l'autre chose aussi, c'était l'histoire du CV. On avait parlé de ça, de l'envoi du CV au service de révision de CV.\n\n[COACH 28:42] Ça, je ne l'ai pas fait. Je dis ça, je vais le faire. Ça, je vais le faire, OK. Probablement cette semaine, mais pour ça, la semaine prochaine.\n\n[CLIENT 28:52] OK. Mais ça, je ne suis pas sûr. Je vais vérifier. Est-ce que je t'avais donné l'adresse ou l'envoyer?\n\n[COACH 28:58] Non, mais sur le site il doit l'avoir quelque part j'imagine.\n\n[CLIENT 29:05] Ben oui, effectivement. Si tu vas sur le site, il y a comme, mais c'est vraiment pas évident. Il y a comme un petit bouton en haut au milieu qui est comme le bouton d'aide. Puis là il faut taper, savez, puis là il va te donner l'instruction. Mais ce que j'aime plus faire c'est envoyer l'instruction. Moi je peux juste envoyer ça par courriel. C'est une adresse courriel à laquelle tu dois envoyer le document, il faut écrire dans le sujet, il y a des informations qu'il faut que tu mettes dans le sujet. Puis eux, en 3-5 jours ouvrables, ils doivent te revenir, puis c'est quelqu'un d'autre, c'est pas moi, c'est quelqu'un d'autre de l'équipe qui va t'envoyer, dans le fond, des commentaires. Puis là, toi, tu as accès à une couple d'allers-retours avec cette personne-là. c'est des commentaires ils vont probablement eux mettre ça dans un format qui est le format comme un espèce de format universel qui est pas très joli je dois dire mais qui est pas tu sais des fois les gens aiment ça faire un beau CV là eux autres ils te prennent ça puis ils te mettent ça dans un format qui est très bête mais qui est adapté pour les systèmes de reconnaissance les systèmes qui traitent ces CV là puis des fois t'as des entreprises qui utilisent ça puis que les CV passent à côté juste parce qu'ils respectent pas ces normes là c'est con comme ça eux autres ils vont mettre ça un peu en forme comme ça et de faire des commentaires puis nous après ça on pourrait regarder ça ensemble si c'est des commentaires, c'est pas obligé de rien prendre de tout ça après ça on peut en discuter puis essayer de faire un format qui conviendra qui pourrait être utilisé par la suite\n\n[COACH 30:32] oui parfait comme on dit, j'essaie de me donner un coup de pied au derrière de faire cette semaine ok, c'est bon puis il est déjà fait en tant que tel Il faut juste que je le mette en jour avec les technologies que j'ai apprises chez Thales. Oui, bien oui, absolument. C'est ça exactement. Je sais qu'une chose que je veux juste finir avec ça, avec ça, c'est comme une chose que je veux pas, que je suis pas pis que, tu sais, c'est comme un peu être comme trop carriériste. Tu sais, des fois, il y en a à tous les six mois, ils changent de poste. En vrai, je suis moins comme ça. Je suis pas comme ça pis correct comme ça, genre. Ok.\n\n[CLIENT 31:37] Fait que comment tu veux pas ça, comment tu le tournerais, mettons, ça répond à quel besoin, c'est quoi, qu'est-ce que tu cherches en ne voulant pas être carriériste?\n\n[COACH 31:47] Peut-être la sécurité, peut-être, tu sais, des fois il y en a qui, C'est ça. On dirait de manière positive, c'est que si une compagnie m'engage, ils ne perdront pas au bout de six mois, c'est ce que je veux dire.\n\n[CLIENT 32:08] Oui, ça c'est un bon point et ça, on pourrait trouver une façon, même ça pourrait rentrer dans l'énoncé de branding, d'entité, de dire que tu es quelqu'un qui recherche la la stabilité, la continuité, puis à t'investir dans un endroit. C'est un peu ça que j'entends. Tu veux être dans un endroit, dire, moi, je veux prendre ma place là, puis contribuer à cet endroit-là pour une longue durée de temps. Mais ça, d'entendre ça, ça peut être de la musique à l'oreille de certains employeurs qui peuvent dire, parce que ça coûte cher pour bien des employeurs d'embaucher, peut-être le processus. Donc, eux, d'embaucher quelqu'un, si cette personne-là, ça peut être un investissement qui dure longtemps, ça se peut qu'ils trouvent ça intéressant. ça peut être un atout\n\n[COACH 32:52] je veux juste dire des fois je ne changerais pas de job pour avoir cinquantaine de plus de salaire j'exagère mais je pense qu'on me prend absolument\n\n[CLIENT 33:05] et là tu le mentionnes ça veut dire que c'est quelque chose qui est important à ce moment là il faudrait qu'on s'assure que ça se retrouve dans le petit texte qu'on va faire parce que ça en fait partie de ton identité, c'est pas tout le monde qui me dit ça T'en as des gens qu'eux autres, leur but, c'est justement de sauter d'une place à l'autre et dire, moi, je vais apprendre, mais après ça, je vais aller ailleurs. Puis il y a des employeurs que, dépendamment des domaines, mais ils sont habitués un peu à ça. Ils disent, moi, je prends cette personne-là, on va presser le citron le plus qu'on peut pendant un an, faire ça, la personne à moi, je suis pas ailleurs. Ça se peut qu'il y ait des gens comme ça. Mais ce que j'entends, ce que tu dis, c'est que ça, c'est un élément qui est important, mais on pourrait s'assurer que ça soit mentionné. je recherche la stabilité, je recherche la continuité je veux m'investir je veux m'engager pour un employeur en particulier ça je pense ça peut être vu très positivement\n\n[COACH 33:59] Ok, good, excellent parfait, je vais remplir ça cette semaine mon CV aussi je vais me donner il n'y a pas fait que c'est ça good, excellent\n\n[CLIENT 34:13] Pour se reparler Mathieu, qu'est-ce qui serait un bon moment pour toi, est-ce que le même moment, les lundis, ça t'a convié?\n\n[COACH 34:24] Oui, oui, exactement. Lundi prochain à 2h, c'est parfait pour moi.\n\n[CLIENT 34:30] Parfait. Oui, c'est bon, je t'envoie l'invitation pour ça. Alright, super! Bon, bien, écoute, c'est ça, je t'envoie par courriel le courriel auquel il faut envoyer le CV.\n\n[COACH 34:44] Merci beaucoup.\n\n[CLIENT 34:46] Passe une bonne semaine, Mathieu. à bientôt salut","rapport_genere":"## Principaux points abordés\n\n\n\n## Informations personnelles partagées\n\n[\"Le coach va aider Mathieu à envoyer son CV au service de révision de CV.\", \"Mathieu veut se démarquer des employés opportunistes qui changent souvent d'entreprise pour gagner plus d'argent.\"]\n\n## Travaux confiés d'ici la prochaine séance\n\nLa conversation concerne la carrière et l'identité professionnelle de Mathieu. Il est en train de réfléchir à ses objectifs et à ce qu'il veut accomplir dans sa vie professionnelle.\n\nLes points clés sont les suivants :\n\n* Mathieu souhaite se démarquer des employeurs qui ont une vision courte-terme du recrutement et préfèrent embaucher des personnes qui changeront souvent de poste.\n* Il recherche la stabilité, la continuité et l'engagement avec un employeur.\n* Il aimerait se présenter comme quelqu'un de stable et de fiable plutôt que comme une personne recherchant uniquement le gain financier.\n\nLes prochaines étapes sont les suivantes :\n\n* Mathieu va envoyer son CV au service de révision de CV pour améliorer son aspect.\n* Il va remplir un formulaire qui décrit sa personnalité, ses compétences et ses objectifs professionnels.\n* Le lundi prochain, il se rencontrera avec le client pour discuter de son projet et des prochaines étapes à suivre.\n\n## Date et heure de la prochaine séance\n\nVoici les principales conclusions de la conversation entre Mathieu et son coach : \n\n**1. Création d'un CV adapté aux technologies actuelles**: Mathieu doit revoir son CV en tenant compte des progrès technologiques qu'il a appris chez Thales.\n\n2. **Envoi du CV au service de révision de CV**: Mathieu va envoyer son CV au service de révision de CV, qui le mettra en forme pour un format universel et lui donnera des commentaires.\n\n3. **Recherche d'une entreprise stable et engagée**: Mathieu souhaite éviter la carrière éphémère et recherche une stabilité et continuité dans son employeur.\n\n4. **Développement de sa personnalité professionnelle**: La conversation vise à créer un CV qui reflète les compétences, les valeurs et l'engagement personnel de Mathieu.\n\n5. **Prochaine rencontre prévue pour la semaine suivante** : La prochaine réunion est prévue pour le lundi suivant, 2 heures après-midi.\n","code_activite":null,"etape_coaching":"S3","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel avec votre coach-2026-06-15T14:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/231526272149389?p=Ut91fyCWaCxsZeviGu","google_event_id":"e1c609b0-64f0-11f1-9a38-8e67e6590712","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Voici la réponse :\n\nSuivi de notre séance\n\nBonjour Mathieu,\n\nNous avons travaillé ensemble pour identifier des actions concrètes qui vous aideront à atteindre vos objectifs professionnels. Vous souhaitez vous démarquer des employés opportunistes et trouver une stabilité dans votre carrière.\n\nVous avez prévu d'envoyer votre CV au service de révision de CV pour l'améliorer, et nous allons travailler sur la présentation de vos compétences et valeurs professionnelles. Nous avons également discuté de votre recherche d'une entreprise stable et engagée.\n\nJe me réjouis de notre prochaine séance prévue le lundi suivant à 14h00.\n\nBien cordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is the rewritten session report in English as a single paragraph:\n\n\"In this session I worked with Mathieu on Career guidance review (strengths), Personal Branding and Job Search Approach. He wants to differentiate himself from employers who have a short-term view of recruitment, preferring employees who will change jobs often. He's looking for stability, continuity and engagement with an employer. I committed to reviewing his updated resume after he sends it to the CV review service and we will discuss his project and next steps at our next meeting on Monday, 2 hours in the afternoon.\"\n\nThe covered RightTrack topics are: Career guidance review (strengths), Personal Branding, Job Search Approach","session_summary":"Career transition planning, identifying personal values and job market preferences, CV review and revision.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":"2026-06-22T18:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"12e0ebfb-d427-4eea-aeae-1e177e0a916e"},{"candidat_id":"f23018e6-503a-4a44-bf7d-b56821f17737","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-15T17:30:00Z","duree_minutes":30,"type":"Virtual","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Latasha McNair/Jean-Sebastien: Call with Your Coach-2026-06-15T13:30:00-04:00","teams_link":"https://teams.microsoft.com/meet/29448686847750?p=SGRPKaOY1TVDaaMIIW","google_event_id":"da6c292e-64f0-11f1-9a38-8e67e6590712","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"aaa2fc75-228f-4e1a-8553-302f47878166"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-15T17:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : cdc45acc-f9e4-4f83-947b-429b567b738b.m4a (2026-06-17 03:00) ===\n\n[COACH 00:25] How are you doing? Quite fine, quite fine. Yeah, how was the weekend?\n\n[CLIENT 00:34] It was, it was okay. Yeah, it was a little bit busy yesterday, but how was yours? Are you in a different location?\n\n[COACH 00:43] Oh, yeah, you know this, yeah, actually the different part of the office, but yeah, yeah, actually went outdoors in the weekend going to some kind of, how do you call that, glamping, you know, like kind of camping. but like more not too much lost in the woods you know with some some resources a nice little house in the middle of the woods that was really nice yeah and how how is it going with your with the job search and the yeah have you heard anything back from from other interviews or\n\n[CLIENT 01:22] applications that you've made yeah i can't remember if i told you last week maybe they hadn't told me at that point but they the one that I had the final interview they ended up going with an internal candidate so unfortunately I'm feeling like deflated and unmotivated yeah I'm sorry yeah okay okay and\n\n[COACH 01:43] have they given any feedback about this or is it like more kind of process that doesn't really\n\n[CLIENT 01:49] allow for that or oh is that is that typical to ask for feedback of like the process\n\n[COACH 01:58] well you have not much to lose right at that point yeah with them so that could be something because i understand that you this is the one that you had like the multiple interviews right the full uh the full day yeah it seemed to have been a pretty extensive process and they've probably you were among the the really short list of candidates for this position um yeah yeah how how how would you feel about reaching out and asking for more information?\n\n[CLIENT 02:33] Yeah, I mean, I can do that after this. Just what do you think would be the best way to word it? I mean, I had already, I mean, after they had told me the news, I just said, thank you for letting me know. And then I felt out like their candidate survey, which I don't know, was not that positive. But how do you think would be best to follow up, like a week after? of like what would be a good wording for soliciting some feedback about them on me well i would ask you\n\n[COACH 03:04] if you were the person who was on the other side how would you like to be approached i mean i think\n\n[CLIENT 03:16] just being direct i think that's that's usually my style of like um yeah as i'm trying to find I probably would just respond for my personal development I would appreciate it if you could share any feedback about my interviews throughout the process\n\n[COACH 03:38] yeah well the reason I'm asking that is because often people are worried about how it would be received and perceived and when I ask well what would you feel if someone would ask you and they were like well you know I would definitely be open to help the person right And so, I mean, there are great chances that the person might also feel a bit like that if they're on the other.\n\n[CLIENT 04:02] I think, I think honestly, they would just ignore it because, like, there's no further benefit for them to extract at this point. It's true.\n\n[COACH 04:11] It's true. But, you know, what's the worst that can happen is that they don't answer right.\n\n[CLIENT 04:15] Yeah, I mean, they already go sit at me once.\n\n[COACH 04:19] Yeah. Oh, I'm so sorry. Yeah, yeah. Well, I mean, because the way we see it is here is, is. any learning you can get from these experiences is worthwhile you know so it could be and understand sometimes you could feel like but am i am i looking like i'm no reaching out again and being you know after them and but what they think is one thing but it's what you need you know if it's if there's one chance you can get some feedback i mean that could be useful to um and sometimes it just helps to understand, you know, they might answer something like, well, you know, we just had to, you know, we had all good candidates, which is probably true. And they just had to, to, you know, sometimes pick one and, and it comes down to the competition. But if there's one thing, if they can say, well, you know, there was this aspect that, you know, if they can be specific and set. So that might be something you can, you could add in your message. Using the word specific, it makes a difference. So it's not just what's the is, is there something specific that they can share. So it could be like, well, you know, there was this undercandidate had this, this thing. You know, this one certification or something. You know, that they, they had more.\n\n[CLIENT 05:37] Yeah.\n\n[COACH 05:38] So at least you get to understand. Doesn't mean that you will go and do the same certification, for example, but at least, you know, at least you have this information. So sometimes it can help to understand and say, well, you know, it's not much me, you know. It's about something else.\n\n[CLIENT 05:54] I don't know. I also didn't really feel the need, specifically in that instance, to ask for feedback since they said internal candidate, and I just get the sense that they can easily say that they had preexisting relationships or chemistry with people already working there. And like the reason they can't say out loud is that they're much cheaper to hire someone internally and bring someone from outside.\n\n[COACH 06:21] Well, you're totally right. And quite often employers might tend to have, for sure, to give more priority to candidates from the interior. Because if they don't give these people or this candidate a job, they also might have to justify it more if they keep on seeing the same person, you know, every day in their workplace, right? So sometimes there's this bias, sure. Okay, okay.\n\n[CLIENT 06:48] what else last week we discussed also about some other things that I had shared with you the documents about the personal branding statement yeah yeah I did fill that out I do have another interview with the consulting place tomorrow I'm not super enthusiastic about this place because also reflecting back of like the last time I was I got myself into consulting thing was a bit apprehensive as well because like and I ended up I feel like taking that role because I feel like I'm in a similar position where I don't have that many other options.\n\n[COACH 07:32] Okay.\n\n[CLIENT 07:34] Yeah.\n\n[COACH 07:35] So, so you mean this time you feel that you don't, you don't have many other options? So you wouldn't.\n\n[CLIENT 07:41] Yeah, yeah, as well.\n\n[COACH 07:43] Yeah.\n\n[CLIENT 07:43] Because it's like, I'm not seeing like that many other roles. seemed like good fits for me to apply to and like the other ones I've applied to see they got like rejected outright or yeah I don't know I actually did talk with um one of my direct reports over the weekend I met up with him over the weekend just to catch up and he's been on leave actually so it was interesting he told me that he had interviewed with this place for like another level So I think for tomorrow, it's probably fair for me to ask directly because I think this should be like, hopefully the final round, because they seem a lot more abbreviated for this consulting company of what level are they specifically considering me for? I want to get clarity of like, especially since they've been through essentially like two rounds of interviews, one with the recruiter and then one with. the first partner and the technical assessment right i feel like that should give them maybe enough information to help me understand of like are they considering me for the director role which i would be more inclined to or the senior manager level role yeah well i mean this\n\n[COACH 09:10] this yeah i think these are pretty legit questions to to ask uh and and you said you're not sure if you're really interested into that position. So what made you want to apply there?\n\n[CLIENT 09:24] Well, a recruiter reached out to me and it is fully remote. Honestly, like, when doing the assessment, I wouldn't say that, like, I thrive the best in a fully remote environment. But, again, I'm coming up with kind of lack of options otherwise.\n\n[COACH 09:46] Mm-hmm. Okay. Okay. So it's definitely not the ideal. So there's this part of the remote and it's not necessarily what you're looking for. So it's, you would more take it. Yeah, as a lack of other opportunities, I can't say.\n\n[CLIENT 10:04] Yeah, I don't know. I know. It's been like three months, which for some people isn't like that long in terms of job searches. But again, I feel like I have this other unfortunate. a timer of like i'm just getting more pregnant too as the time goes on so yes yes yes okay okay well i mean\n\n[COACH 10:27] it's it's never bad to to at least go through the process like you said you know we've done it for the previous application do it for this one um so how do how are you approaching this how are you yeah seeing you going into this interview tomorrow yeah i was going to\n\n[CLIENT 10:49] to do the regular amount of preparation of getting the questions that I wanted to ask out of the way. I had connected with my contact that recently started working there now and then asked him if he had any insights that he wanted to share. I was going to get my questions specifically about the Boston office ready since the first partner that I talked to, he was in their home office in San Diego and then this upcoming interview is with somebody that's in their Boston office. I'll have lots of questions prepared for that and then being sure I'm comfortable with like all of my experience to talk through for consulting and other companies that I've worked with and how I can help add value and yeah but I mean like I didn't send a thank you note for the last interview just because I think I was bummed out and like just the style and understanding of like the interviewer from my friend my one of my mentors that I talked with seemed like he's just a very pragmatic person so like one way or another like I don't think you know which sway their decisions so I just decided to forego for that especially when I was like well did all the work for the six interviews\n\n[COACH 12:12] and it just didn't really amount to anything so yeah yeah and how do you see that this can impact your future interviews it seemed that there's something that the i wouldn't say a grudge but there's\n\n[CLIENT 12:29] something you're keeping from i think it's just reflective of my lower enthusiasm yeah i understand\n\n[COACH 12:38] yeah um okay okay well so for today I know last time that you had an interview, you expressed that you wanted to prepare a bit and to test what you wanted to share during the interview. What would be the best use over time today for you, Hannah? Is it to talk about this? Because I had on my plan to talk a bit about, you know, like, I told you about this identity matrix exercise to like nail down more what you want to be and what you don't want to be. So, because I feel we're touching a bit this today, that you're mentioning little bits of that. So, so what would be a path that would be the most useful for you, your thing today?\n\n[CLIENT 13:27] Yeah, we can go through, I think, the identity matrix. I don't know if there's, like, too much that I need to prepare for tomorrow's interview at this point, because it's just one person. and like my direct report employee that interviewed he said that he had got an offer and he ended up turning it down just because like the overall benefits were not great and I mean like I had to admit it admit that's true but then again the other flip side that it's remote so they would consider that a benefit as well yeah yeah okay so let's let's see this as a as a practice ground for interviews if it's not something that you really really\n\n[COACH 14:08] want to take on but at least and and some you know if if you ever land an offer i mean then you always have the choice right it's the choice is on you and and it puts you in a position also if if you have multiple choices you have some leverage to to negotiate at some point you're saying well you know\n\n[CLIENT 14:26] this other offer on the table you know and no i don't i don't think i'll have multiple options unfortunately at this point so yeah so i feel like kind of like pressured and Like I talk with one of my other friends. She's in a different field. She's in tech and she's a project manager. And she ended up kind of reluctantly taking an offer. And then she still continued to interview and she found something more promising. I think within like a month or a month and a half. So she didn't really start that long. And then she ended up accepting this other offer. So like that could always happen too. So I don't know. Yeah. Sure.\n\n[COACH 15:05] Yeah. And putting you in a position also of being. maybe with stronger confidence when you have already something there, you know, so that you can always shop around a bit for other luck for sure. And that's even something, you know, even if you land a job, let's say within the next few weeks, you know, we can still, you know, you still have the time. We can still work together if you want to even look for another one because we have three months.\n\n[CLIENT 15:30] Yeah, yeah, yeah, I have this until like August.\n\n[COACH 15:34] Yeah, yeah, yeah, you know, some time.\n\n[CLIENT 15:35] Okay. Cool, cool. I could share my screen on the personal branding. Yeah.\n\n[SPEAKER_? 15:46] Okay.\n\n[CLIENT 15:46] Okay, can you see this?\n\n[COACH 15:52] Yes, yes, yes. I see it.\n\n[CLIENT 15:54] Uh-huh. Okay. Okay, so I filled this out. I didn't get a chance to thoroughly ask others. Mm-hmm. But, like, generally, is this more, is this like very specifically work focused of what I love to do of like I don't know I think I wouldn't say that I love most aspects of the job I unfortunately just view it a lot of times\n\n[COACH 16:28] as paying the bills yeah well I mean it depends how you see it you know we spend most of our lives actually at work right you spend a whole day there so it's quite a bit part of the line so it's all matter of reception that we have is do you want to be able to do something that you like to do or that what do you I love to do even can that be part of your work too yeah some people it would say well ideally yes some others and and maybe that's your case but some others would say I see this as two different things you know I have my work I do work I pay the bills and then this allows me you know if If I have free time, if I have some resources, some money, then I can do my other stuff on the side. But if you can end up lending a job that also is something that you love to do, I mean, that's a bonus, right? It says, okay. Well, from all this exercise, Hannah, what would you say stood out? What would you say made you either reflect more, question yourself, or be like, huh, no, there was some insight that you took out of that?\n\n[CLIENT 17:49] I don't know if, like, it really revealed anything to me that I didn't know yet from this exercise, but I think it just more so reiterated, like, what my ideal priorities would be but I feel like I have to really kind of discount what some of like the top priorities are just given like this tough market in terms of what is available to me because like I still remember back to when I had left Deloitte even too of like I didn't really have that many options and like the interviews that I did have were all pretty disappointing even if it was through like staffing agencies, I would say I'm having like more or more overall success just given that I have more experience now than when I left Deloitte, but maybe it's still coming back to like the same limited options at this point.\n\n[COACH 19:01] Okay. And if I would ask you, I can ask you a few questions that some that might, um, I might touch some, some of the aspects that you wrote there. Because I said that you came up with, yeah, with this page there, with the actions, the examples. Okay. Yeah, this is great. And you also came with some metrics. Okay, yeah, I think we discussed about that, yeah, right? It's not about giving up information about your previous employers, but sometimes giving some, I see a percentage or something so that the other employer can relate to it. Say, okay, well, we might be in, playing with different figures but a different scale but at least with the percentages that can speak to people okay that's great and the if you go lower there's the part about the values\n\n[CLIENT 19:53] we've seen where there was the strengths oh i don't know if like this was that helpful this thing i did i did fill it out i don't know why it's not yeah you have to scroll down for some reason with this box Yeah.\n\n[COACH 20:11] So if I ask you, Hannah, you know, for what you, I've asked you for two different perspectives. There's the one that is what you want to be and then we'll touch to what you don't want, but the what you want to be and that you are already, what would you say, what you would answer to that? What you want to be, what you would envision that you want to be, and you already are as a person or.\n\n[CLIENT 20:38] professionally how will you answer that well of what I want to be I think it goes back to like oh it ideally like to find like a good a company with good benefits and like a stable like company outlook so that I can see myself staying there for a while I'm building my career over time which I would say is not completely prevalent in like my previous companies whether it be like some circumstance of the company itself or just some change like having to go back to the office and then a commute becoming unsustainable over time yeah yeah then being able to maintain like the similar job level or title I'm not really aggressively trying to get to the next level since I don't want to be extremely stressed, especially with like a baby on the way. I'm trying to be realistic of like what I can offer at the next company of like not trying to stretch myself too much beyond like what tool set and what capabilities I have now. Like I want to do the job well without over-promising something.\n\n[COACH 22:03] Okay.\n\n[CLIENT 22:04] So in terms of like what I have. have now, I would say I have a very strong foundation of experience within less specific subset of industry and life sciences across accounting for commercial companies with products and then some more limited experience with pre-commercial companies. But at the end of the day, like all the accounting goes back to just the gap principles. So I feel like I could adapt even if the company was pretty commercial to just R&D-based activity.\n\n[COACH 22:43] So this is all what is based on what, sorry you were about to say, yeah.\n\n[CLIENT 22:47] Oh, yeah, yeah, I guess I didn't finish this part of like passions. I think I didn't quite understand the distinction of like passions and interests.\n\n[COACH 22:57] Well, the way I say this passion is something that really would drive you, with something that you really are pulled towards then interest would be something that your careers about that you that you like to spend time with doing this so there's a different when you're passionate about something is a bit stronger than being curious about something yeah and if i had to ask you so you said okay so what you want and what you are already but If I ask you, what do you want to be that you are not already?\n\n[CLIENT 23:39] Do I want to be that I'm not at this moment? I mean, I would say that I kind of mentioned it before, but like at a stable company that I could see myself like longer than like three years, like maybe like five, ten plus years of like just somewhere to stay long term rather than feeling like I have to look for a new job every year or two or three.\n\n[COACH 24:20] Okay. So then it ties a bit with my next question. What you don't want to be that you are right now?\n\n[CLIENT 24:30] I mean, jobless. That seems obvious.\n\n[COACH 24:38] Yeah. Okay. And being with...\n\n[CLIENT 24:41] I would say that I don't want to be. stressed but I'm not that stressed right now. I would say I'm not that stressed aside from knowing that there's a due date but I mean there's still like some time away before that becomes more imminent but yeah I don't want to be extremely stressed like I was at\n\n[COACH 25:02] previous jobs yeah so we want to avoid that yeah and what would you say to what I don't want to be that I'm not so something that you're not already you're not that and you certainly don't want to\n\n[CLIENT 25:19] become so that you're ruling out this yeah I don't want to have to travel a lot so it's not really interesting to me this point I mentioned like very stressed in terms of work That's, I think, do you have any other examples of like stuff that people have mentioned, like, that they don't want to be?\n\n[COACH 25:57] Well, yeah, for example, well, the example I have here is I will never be an authoritarian manager. That's not what I want to be, for example. Some people might want, but some people might say, I don't want to be this. So I don't want to be put in position where I or in a company that has a culture, maybe that fits like that. that I don't want to be for example some people might say that you know or even personally they say well I will never be a dishonest person I don't want to be that like that so then well you may need to make sure to be in the company culture that allows honesty and values honesty for example you know so that that's a kind of example but what I could do Hannah because we're already short on time I have this document that is different than the right management documents. It's one that I use mostly with my coaching clients outside of right management, but I think it could help also in framing the personal branding. And like I said, the matrix will take again these questions that I ask you. So I'll already fill in a few points from what you just said. So you will have, like I said, what I want to be. and then you have on the other axis what i am what i'm not and what i could become there's a little nuance there but there are some examples so you'll see about the examples and there's the difference between the personal and the professional so i know you had the question you know you ask well you know is it like more personal more professional well if you can try to do the exercise by position you're positioning yourself with the two hats sometimes there are some that will cross for sure that will overlap but sometimes they're different and there's something interesting in that because when you say okay so personally you say that professionally you say that it might be might be okay to be separate but is it possible that we can find a job that would also feed your personal what you're looking for in personal so there are things like that that we could discuss about that so i'll i'll send you this uh possibly i have a few meetings this afternoon but it could possibly be by tomorrow morning, but you'll see it's like a two-page. It's not a big thing, so I don't want to be too burden some about that. And from the resume, I know that you've received the comments. Have you had the possibility to have like another exchange with that person? I think it was more by email.\n\n[CLIENT 28:34] Yes, yeah, yeah. So he just sent me back version five, so I need to go through and then answer any clarifying questions. Yeah, he's said that it sounds like it's close to finalizing so that's good okay okay so then maybe also next\n\n[COACH 28:52] week we could look at that a bit the final version um so for next uh week hannah what would be a good time is the same time monday next week would be good for you yeah i think so yeah so uh so here it's one so it would be one we're in the same time zone right you're eastern so at one next monday sounds good yeah okay okay cool well i wish you a nice week hannah and i'll send you this document so we can look at that further next time okay sounds good have a good week you do uh like you see bye bye bye","rapport_genere":"## Main Topics Discussed\n\nThis conversation appears to be the final session between a life coach (the speaker) and their client, Hannah. Here are some key points from their conversation:\n\n## Personal Information Shared\n\nHannah is currently looking for a job in the life sciences industry, specifically in accounting or commercial roles. She has experience working in companies with products and some experience in R&D-based activity. She wants to find a stable company where she can see herself staying long-term (5-10+ years).\n\n## Work Assigned Until the Next Session\n\nSummary of the conversation between the coach and Hannah\n\n## Date and Time of the Next Session\n\nThis conversation appears to be the last session of a coaching program with a client named Hannah. The coach helps Hannah identify her strengths, weaknesses, and values in a career setting. They discuss various aspects of personal branding and how it can help Hannah find a suitable job in her industry.\n","code_activite":null,"etape_coaching":"S4","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-15T13:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/233840121412878?p=MkXmuiKWPpxIMtTrex","google_event_id":"d630383c-64f0-11f1-9a38-8e67e6590712","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Rappel de notre séance de coaching d'hier\n\nBonjour Hui,\n\nJe voulais vous remercier pour notre séance de coaching hier ! Nous avons travaillé ensemble pour clarifier vos objectifs en matière de carrière et identifier les étapes à suivre pour trouver un emploi stable dans le secteur des sciences de la vie, en compte ou en commercial. Je me rappelle également avoir discuté avec vous de l'importance d'une image de marque personnelle forte pour vous aider à vous démarquer sur le marché du travail.\n\nNous avons identifié plusieurs domaines d'intérêt et nous avons établi des objectifs clairs pour les prochaines semaines. Je me souviens que vous souhaitez trouver un emploi qui corresponde à vos valeurs et dans lequel vous puissiez vous développer sur le long terme (5-10 ans). \n\nJe vous ai posé quelques questions pour que nous puissions continuer à travailler ensemble sur ces objectifs.\n\nJe vous rappelle que notre prochain rendez-vous est prévu pour la semaine prochaine, mardi à 14h. Je vous attends avec impatience !\n\nCordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"I worked with my client on Career guidance review (strengths), Personal Branding, and Job Search Approach as she prepares to transition into a new role in the life sciences industry. We agreed that for our next meeting I will help her finalize her personal branding statement and create a job search plan tailored to her strengths and values. We will meet again on Monday June 17 at 11:45 AM EDT.","session_summary":"Career goals, identifying strengths, values, and long-term aspirations in life sciences accounting or commercial roles.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":"2026-06-22T17:00:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"d0cd9e4e-4c06-408f-8a61-460a44c85c73"},{"candidat_id":"e4ef1e3f-6769-4f18-b135-3604bdb859b9","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-15T15:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hmm Hmm. Hello, Navita! Hello, how are you? Hi! fine, and you? I'm good. Great. Nice to meet you. I was sitting here, I was like, okay, so how's it going to go? So I made you a couple. uh notes and questions so sure sure sure well maybe first questions for you am i pronouncing your your name right navetta How do you pronounce it? Navida. Navida. Okay. Thank you. Well, for sure. Actually, it's a pleasure for me to meet you today. And this first session is definitely the moment to ask... the questions and I'll take a little moment to explain what what we can do together in the coming weeks. Maybe I can just take a few seconds to start with introducing myself to explain you who i am who's this guy in front of you right now and then we'll talk mostly about about you because this is what is most important today. So yes, my name is John Sebastian. I'm francophone, as you can hear from my name and from my accent. I'm from Montreal here. And I'm with Wright Management as a career management consultant. But in life, also in general, I'm an executive coach. I'm working with executives from companies, from organizations, from not-for-profits. I'm more specialized with not-for-profits, actually. I'm certified by the International Coaching Federation. And just to tell you a bit about what is coaching, what is not coaching. So I'm not a psychologist. So I'm not working on that field. So, I mean, other people are specialized in that and that's okay. I'm working more as a coach. And sometimes people hear about, you know, life coaches and they think like, oh, this person is going to tell me, give me some advices and help me how to live. Actually, this is not a coach. coach is someone who will ask you questions who will you know raise reflections will work with you to go on with to follow your stream of thoughts and and to clarify what you really want at this point in your life and this is really why we're here is really to see this as an opportunity to maybe pivot uh maybe see you know what what is right for you right now uh to clarify that to make it really crisp so that it becomes clear for You know, who you are and what you want and the clearer you are, the better chances are that people will be confident in hiring someone who seems clear in what they want. are so yeah that was a little brief introduction but uh but yeah uh it was just to introduce you for sure you have questions i'll be able to to answer them today and we'll also talk about the program but but maybe uh right now i would like more to hear about about you and and how do you feel today I'm Navita. I am feeling today hopeful, a little uncertain. And I think that I've been in that uncertain, hopeful, peace, regulated nervous system, but scared, too, feeling since May. first um and it's kind of taken me some time to wrap my head around just going into something new i can't say that i did have a desire to do something new um however i would have i wouldn't have done it it was what i sales and t-mobile was what i was so accustomed them to and I in large I found a lot of my identity in it not purposefully or intentionally I think that just from the repetitive I was doing it every day and so it was it took a while for me to kind of pull myself out of it and say, oh, okay, well, who is Navida outside of sales and T-Mobile? Because through family, friends, community, all of the things I was kind of told. engulfed in it you know never off being a manager and working with the people so you form family you form friends and the security that it provided so all of those things kind of like it was like that um I did not feel any kind of, it was shocking because I wasn't, I wouldn't say I was shocked by it. were some things that came about that kind of prepared me for it in a sense um so now I'm just in a space where my biggest concern is and I I hope that I'm not putting you in the psychology part because I, but I want to get something. My biggest goal from this. is using this tool to kind of get me into the job market quickly. My expectations aren't for a company to meet me with. T-Mobile left me. I'm open. I'm interested in trying something new. I would like something that is a bit more relaxed. So I think that I know there's a part of me that's jumping the gun because I'm just like, hey, so how are we going to get, you know, where are the job searches? what's available but the questions that I asked you kind of some of them well one of them importantly which was just what is what can i expect um i like the you kind of tapped on it with what you're able to do and i know that you'll kind of go in a little bit more from that but hopefully that answers your question it was kind of loaded and and it's okay because I understand this is this is a challenging time you're going through and and it's okay to experience emotions and and this also want to clarify i'm not a psychologist but this is also a safe space for you it's a space if you want if you want you don't have to but if you want to share i'm You know, some people, they jump on a call and they're just like, you know, I just want to vent for 30 minutes. And that's fine because that's what's important for you in the moment, right? have some time you know we have weeks in front of you uh of us so sometimes people are really eager to say i want something like next week and i can understand because sometimes you know we have a lot of constraints and and things you know happen in life and people want to have a job quickly sometimes people have a little bit more of you know, sometimes I say it's a takeoff, you know, path and say, well, you know, if we have a few weeks, you know, just to sit down, relax and to consider what is to come. That is the ideal. At the same time, I understand people have different rhythms. they want to respect but but definitely just wanted to say this is a space if you want to share i'm definitely someone who who who is open for that it can be uh I wanted to offer you this space if you want to use it. In terms of what we can do and will do, there are a lot of tools that are offered by right management. by the service so in on the website on the next website that you've been able to use to to book this meeting there are a lot of resources and honestly navita there are are too many i would say uh sometimes it could people get lost into it uh my role also is to help you navigate these resources and see what are the most useful for you in this moment. There are some basics that we will do in the coming weeks that everyone does that are looking through the resume, looking through LinkedIn profile, but also coming up with a personal branding statement. A lot of people understand brands as, you know, corporations have brands, people. brands too so what is your brand what is your brand right now um so we'll have we'll have some exercises around that some reflections around that i also use a tool i'm bringing from the coaching practice is called the identity matrix so it's a a chart that we will work together that really helps to put words on what you want and you actually already said a bit of it you said i want this there's things i want less so we'll dig deeper into what you really want to become what you don't want and that is the important part there's a lot of people they're like yeah I want this and then they get another job like oh damn I'm screwed I'm still in the same patterns didn't want that so so it's important to take some time to clarify that so that it's clear for you um and and then to to work on on identifying what are good prospects in terms of employers. So you say I'm using the word prospects of seeing the employers as a prospect. They're prospects for you. just you're not a prospect for them you have to pick up who you want to work with and then work the path to get to get a job there so so this is the kind of approach sometimes people they say oh i don't want to lose too much with this new job you know i don't want to lose in terms of salaries in terms of and why i try to get as an agreement start with is if we can aim at getting better if that can be an objective you know because this is a career path you know so this might have come unexpected as you said you know you saw a bit coming but maybe not for you personally maybe it was in the air that people were getting laid off at some point maybe not me i hope not me and then sometimes it comes um but to see this as how can i use that as a stepping stone to jump up you know and get an position. That would be the objective, if it's good for you, if that's the kind of thing. Absolutely. Better is always good. that i was looking on there and i have kind of looked over the next website and i have had that kind of time frame because this happened may 1st i've reached out Well, I had two other people to reach out to me before, but I don't think that I was ready. I was kind of in a space of just prayer and trying to see what I needed to do. trying to get guidance and you know just settle in with myself first before I jumped into something and so now I feel like it and I did need the help with resume and LinkedIn. My LinkedIn profile looks horrible. I'm probably connected to one person. on there so i definitely need the help with that now when i did try to upload my resume um it was saying make sure it's completed first so i imagine that They want us to kind of go over it and you and I can kind of look through it because I've been trying to apply for some places, but I haven't really gotten anything back from it. and it could very well be just how my resume is worded it could very well be you know just a number of things so uh your expertise those things will be useful for me yeah well in terms on the resume resume for sure yes we can look at it together to have a first look then there is the service that actually i have to send you by email the procedure you need to send it to a specific email with a subject, with certain formatting. And then there's someone from right management. We have a department just working in resumes. So that's just what they do. whole day i don't know how they get their motivation to do that but i mean that's their thing they work on resumes all the day long and what they do and i've seen a lot them coming back and they will like comment you know write comments in the resume and actually provide you with a formatting that is compatible with a lot of systems that use automation like they use uh ai and stuff like that to read resumes and sometimes people they just get discarded not Not because of their profile, but just because their resume wasn't fitting in the box. That can be as stupid as that. I was thinking that. I haven't had anything like, you know, because of my experience in the industry that I have been in. And now I've tried to kind of. tap back into. Ideally, I would love something. I've been in a high-stress environment for literally take over 10 years um so um i would love something that would allow me to one i'm okay i definitely I want to be in management, but there is also a part of me that would love the idea of being responsible for my own work and my own, you know. um at least for a little while um i've been in this in a space where the only it was on me to push and pull something out of other individuals and my work or my achievement, my success was based on what someone else did. it um so that was i can't say that now i love sales um and i i am a people leader like i love that But to say if I could find something that was in customer service, that was in that kind of industry where I can, I'm very, very good. with deescalating and issues with that and motivating. I'm just a good people leader, honestly. So I'm open to all of those. So I need my resume to kind of speak towards, you know, what my skill set is. Yes. And just. move forward um i don't my biggest concern is just my making sure that i find something with um health care for my daughter. That's the biggest thing. And so that's kind of why where my eagerness comes from, because I'm I wasn't getting the responses that I needed. And honestly, I didn't know what right management or movement. I was like, is this, you know, what is it? Is this going to happen? to be valuable um will it take more time for me is it easier for me to go on and i haven't really received any much feedback from any other applications that I've put in already so hopefully yeah yeah so just looking for that because health care is super, super important for my daughter. She has a chronic diagnosis, so that is kind of pushing me to make sure. before the Cobra, before Timo, you know what's within my severance is over so I don't have that. long before I need to make sure that she has I would prefer to do it will employ me yeah when you say I don't have that long because that could vary from one person to another what kind of stretch do you see you can go to just have an idea of like i said i'm eager at the same time i want to make the right choices and take the time to do it right but at the same time i have this incentive to to find quickly right so they have uh May 1st they gave me technically I'll be if I don't don't find an open position with NC mobile by July 2nd then okay I take my severance. My severance will pay me out for until it'll pay me out for some time. My health insurance they'll pay for two additional months so I'll have to pick up health care probably around September October they pay for months of the cobra um so ideally i would find something that and if i'm being honest because i do have that income that will come in for until the earlier part of next year um i do want i'm not so caught up on a dollar amount i'm very very confident in my ability to move up within the company and what i can bring my biggest biggest biggest thing is adequate health care yeah um so that's what's that's the most important that's the priority and i can work my way of you know in terms of uh-huh okay okay so i hear something like you said you know within the next two months two and a half months That would be an ideal timeline because usually we have the programs like that, we have about three months, but we're around these numbers. Okay, cool. And like I said, we take a few weeks to put things in place, but for sure, if you see opportunities coming up, you know, sometimes I have people. it's their first week and they say you know what i have an interview at the end of the week and we talk about the interview first like okay well we you know we think we move things around and we We do what is the most priority for you at the moment. So if you have opportunities that come up and there are deadlines and you don't want to miss and you want to submit applications, I would say. it's it's no don't wait for that you know we don't want to miss opportunities but for sure uh in a couple weeks we will have worked on on the resume on the linkedin profile And it's okay, you know, you said you don't have a big LinkedIn profile, you said we have one connection. That's, well, that's pretty small, yes. you're kind of smaller than that some people have zero so i mean you're better than that uh but and it's okay because if you haven't you haven't used it you know But if you didn't have the necessity to use it before, why build it? And sometimes people, they've never had to really look, sometimes people have moved. from one opportunity to another and then they're in this position now like oh well now i need to build it from ground up that's exactly that's that's my reality right now yes created it with the intentions of let's connect with other people within the company you know things like that but I didn't I was so right in the work that I did do already that I just didn't. The space to kind of even, outside of other social media, I kind of looked at. it in a sense of another form a professional form of social media so to speak and i just did i did not have the room or the space for it i'm just I have enough to do with the marketing, with trying to pull in customers and do all of that. So my social battery is completely off. the time that I get home so or you know so I do want to do that and I'm seeing the value in it I didn't even have the space to kind of see the value as much value as it you know before so sure yeah um but i am just eager to um those are the most present And I wanted to be sure that I shared that with you because that is the most important part. And unfortunately, I hate that I've had some time. And now I'm jumping in and I'm like eager to say, hey, let's go. What's the guy? So do bear with me if I am, if my sense of urgency is a bit more. but i've had that time because i don't i just don't want to there's certain things i don't want of course with the economy the way that it is i cannot just rely on a severance package to um you know provide for my daughter yeah Well, in terms of the rhythm, what we usually do is to meet once a week, if it's okay with you, for a 30-minute period. But we have some kind of homeworks in between, so there are some content. There are some that we'll discuss today that you can look at this week. and prepare for our next session. And every session, we can revisit what you would have worked on during the week. I would ask questions. We'll have some reflections. and then move on another step of the path. And one of the first, and down the road, if once a week, you feel it's it's too long or it's too much and we can move to once every second week but you know sometimes it's just good to touch base to say okay so you know once we've completed all resumes and stuff you know okay so where have you applied or how is it going have you got answers sometimes just doing a check-in call and saying like oh how are you feeling this week and sometimes just that but at least to have some regularity you know in in the con connection i think that's that's important to to to you know go further on the path um And one of the first thing we're going to be working on is actually working on what we call the parting story. So to explain, because this is one of the first things people will probably ask, what What made you leave your job? What makes it that you're looking for a job at this point? So you want to come up with a short answer to that that is true, you know, we don't want to lie. to anyone because they will find out but to find a way to turn it positively so it shows positively on you uh and it actually actually makes the new employer see you as desirable, you know, and saying, well, you know, this person maybe lost a job, but it's not because. this and this and that it's because of this and and it makes it more you know attractive attractive for them so this will be something to reflect on uh maybe i've ever I don't know if you already have some thoughts on that you want to test with me but yes I so before of course I've said from after being honest reorganization and restructuring that's the header in my severance page so um i'm just with that. I've led with, you know, it was a situation where my position was dissolved. with the company and due to restructuring and reorganization unfortunately my position was one of the ones that yep you know uh so just something along the lines of those and i'm so is it it's gene right yep it was a jane sebastian in the whole but it could be jane it could be sebastian like you want i haven't had i've always been on I've been on the opposite side of the interview table for so long. So I haven't been in front. So I had one interview and it went great. It was a panel. I was in. you know it was an in-person interview and it was with I did those um and the interview portion went really really great um I have problem with and it was the the only problem that I had was we it was for this dispatcher job and I was just going to take it I'm like okay it's gonna be this will sustain me you know while i'm doing and to get this job you have to pass a polygraph Okay. And which is fine because I'm just like, hey, I don't have anything to mind about. So it should be fine. All of the officers and the other people, when they found out who was going to. give me my test. I didn't know him, of course. I was just like, they were like, oh, you should probably reschedule, get somebody else good luck, like whole thing, because he was going to go. They say he's a big extra. And so I'm like, I'm not gonna reschedule. It can't be too bad. I don't have anything to look at about. So it should be fine. actually a disaster he was asking me about things that had zero relevance and i have a hard time with things like that um and so that something that i have to i'm a to the point person and i like to be a be direct very respectfully but direct and when he was at about things that I felt had zero relevance to the job description in the now and or the future it just threw things off and he says that he wasn't able to and then we were in there and he's like you have to breathe regularly and I'm like I ain't breathing regularly I was like hey this is your Like, this is your lane, so I'm okay with you just taking the test and telling me if I passed or failed or however, whatever the scale around. But it just wasn't. And he's like, okay, well, I think that he was, I guess it would be considered inconclusive because it wasn't. it wasn't you know there's no criminal part like I couldn't like I'm not I've never been into that I've only had two tickets in my whole life like I've never done so it I think that he had to pull from different things when they talk about finances, they talk about other people that are maybe attached to him. life we even went down to with childhood things and I'm like wow so that was I have to interview step point to not get irritated. I don't think that I would ever because I felt interrogated in that sense. But I don't... Well, it was literally an interrogation. Literally. Oh, I'm so sorry. Oh, no. Yeah, that was one of the worst. Oh, no. experiences that i've had and i text them back and i was like hey i don't want to go through that experience again like it was horrible because i felt it was yeah it just wasn't it feel good so i do i do know that tough questions will come but i have to just be open yeah and hope from you know when things kind of veer off or questions that may veer off and I don't find the relevance of them just staying on you know Yeah, yeah. Well, if ever you come across an interview that they say you need to pass a polygraph, we could talk about this. I'm not an expert in that, but we have some tips about that and how to be prepared with that. Always saying the truth, for sure, but you're right. sometimes it could be challenging. And when you feel that people ask questions that are off-putting and that are not related, and then... it makes it gets the anxiety to show not because you're not telling the truth but just because it doesn't make any sense with that question and then and then pick up they pick up that you know i was so open and i was telling him that i was like hey that question was just a big because it didn't have anything the questions the the reason that I questioned the relevance because it didn't have anything to do with me personally. Yeah, yeah. And so I was just like, why are we bringing these things? Why is this important to being a dispatcher? Am I a criminal? Dickhead, am I trustworthy? Those are the important things. Like you should be like. Well, I. I don't want to excuse any of this behavior because you said that even the other officers said that this specific person was more challenging. But what I understand from the polygraph test is that they have to ask some control questions, like questions that are not related so that they can see the variation. You know, when you're asking, talking about something that is. totally normal versus when you're talking to some about something that they want to test so they see are you more nervous or less nervous so they have to ask some kind of random questions but I understand that sometimes they could be careful about what kind of random questions they ask. That was new, so now I have that on the right. belt so that's another thing that i would put in i i've experienced it yeah oh that's unfortunate i'm sorry about that but but and you know what yeah through this process, you're going to go through other experiences, maybe some positive, some less positive, but they're all experiences that you can learn from and say, well, okay, now I've done this, I've done this interview. I've seen the kind of questions that we've asked. Maybe they will come back next time. And it's a process that a lot of people have to go through. it's pretty new and sometimes when you're down your career and it's something that you might not have had to do a lot of times before it's uh yeah it could be uh yeah a challenge so um so yeah and for the the next week as we're out well almost at time and the vita um for uh next week what i would suggest is if you can go on the next website on the events tab so there's a tab called events. And there you have some live events that you can sign up to. They're like webinars. It's not individual. It's with a lot of people, but it's a live person. talking or you have pre-recorded webinars that you can watch whenever you want. There's one that's called pretty, it's pretty basic. It's called Getting Started. so that's that's a pretty basic one but then you have one about resume one about linkedin profile and one about personal branding so i would and there about like one hour each ish so i would suggest if you want to watch these uh i can send you even the links by email sometimes it could be challenging to find them on the website um and by next week if you want to look at your resume you can even send you can send it to me by email like even between the sessions can also write to me sometimes people that write to me and say oh you know i have this interview or i have this interview this is how it went so just to keep me up to date with this or just to to share. things are happening because sometimes and i don't know if it's your case and evita but it can be a lonely journey because some people you know they sometimes people said you know It's been two months. It's the first time in talking about this situation because it's challenging talking with family, friends, or to be open about that. So it can vary from one. person to another but uh but if you want to share things between the sessions it's quite fine so during the week if you want to send me your resume so i can have a look at it and Next time, we can discuss about it, and then we could send it to the resume folks, and they can have a look at it and comment it. Next time, we could also discuss more about the personal branding. So just start to have a discussion going further on what you want to become. Does it matter? tricks where we discuss about what you want, who you are and want to still be, who you are and would like to and are not and want to become. So we have a few questions like that, and then I'll send you a document that you can take the week also to reflect on it, take some time to fill it up. So, yeah, that would be the plan for the next two weeks, I would say. Okay. I have two questions before we leave, and it can be really quick. But how long? I know Timo. is paying for this for how long so when does my yeah contract and how long do i have before this is over Yeah. So, well, technically, if I look on what I have from your file, here. um because there's what's the technical part of it and there is what we will do uh so technically i see here the file it's until the august august 9 but technically this is what's on the file but what we do right now is Because it doesn't really matter for, you know, we're being paid by T-Mobile, right? And for us, our goal is that you get the full notes. service so usually it's three months that we do the coaching time so what we typically do is that i'll start counting from today so you would have three months from today uh it doesn't change i mean they're still paying for the same new package i mean it's just that you benefit because it's true sometimes people take more time to start you know because they need more time that's that's that's okay and we understand that uh so we don't want you to be you know penalized about because of that right Yeah, because it says, yeah, until August, but so from now, it would be until mid-September. that okay thank you and last question it doesn't have to be quick because i know we're at time but how successful has this been in terms of job Well, from everyone that I've had so far, and I've been doing this for a number of years now, for the people who do it, fully because some people they will either drop out some people they will find jobs you know during the process a lot of the people they find uh once we complete the process. We don't typically know what's happening after, but we can know from the people within the process. And I would say it's about half of the people. I work with that they would even find within the end of the program, so within the three months. So that's why when you said, you know, within two months and a half, I think that's really possible. that uh but it's really hard to say because it really depends on on yeah the the market on what's what our positions are offered there um and Sometimes people, even during the process, they will pivot and say, well, you know what, maybe I want to become an entrepreneur, maybe I want to retire, you know, they might change their path. But I would say roughly about half people will find within the program. And the rest, well, we expect that they would use the tools that they were. provided to to continue to research after that yeah appreciate it thank you and i'll you'll see send me the email that has the where I need to send my resume to or is that in the under the events tab yeah sure I can send you email precise email to send it to uh if you want you can send it right away or you can wait for next week if you want us to look at it first if you wanted to complete it. But if you want to send it right away, it's fine. Just have to mind, there is like a three to five turnaround delay for them to get back. you uh so for sure the sooner the better because then you will get the comments and then i think you have a few back and forth with them so if you want to really correct and and question And then whatever they make as comments, we can discuss them, you're free to accept them or not. It's your resume, right? So at the end, it's more suggestions that they're making. OK. Sounds good. Sounds good. Thank you. Yeah, Navita, well, it was nice to touch base with you. Would you like to? book or next time you want to just when would be best for you um with the monday is good for me um so 10 10 30 it's good for me yeah is it possible levita for you in the afternoon that's quite often i'm booked in the mornings um okay um so could it be like mid afternoon maybe like something like 3 3 30. sorry where are you based okay okay so it's what's it's 1038 now yes okay so would like 2 30 be good for you yes that's fine we can make it work yeah Okay, cool. So I'll send you an invite for this next session and also an email with instructions for the email, for the resume. and a few resources. And I'll also attach you a few documents that you can look at because you can find them on the website, but often I prefer to just put them in an email. it's better for people to to access it quickly like that that great okay thank you cool cool well it was nice talking to you navita and we'll touch base next week talking to you too. Thank you. Thank you. Have a nice day. Bye-bye.\n\n=== Enregistrement live du 2026-06-15 15:01 ===\n\n[CLIENT 00:17] Hello, Navita.\n\n[COACH 00:52] Hey, I'm fine and you? I'm good. Great. Nice to meet you. I was sitting here. I was like, okay, so how's it going to go? So I made a couple little notes and questions.\n\n[CLIENT 01:12] Sure, sure, sure. Well, maybe first questions for you. Am I pronouncing your name right? Navetta. How do you pronounce? Navida. Navida. Okay, great, thank you. Well, for sure. Actually, it's a pleasure for me to meet you today. for me to meet you today and this first session is definitely the moment to ask all the questions and I'll take a little moment to explain what we can do together in the coming weeks. Maybe I can just take a few seconds to start with introducing myself to explain you who I am. Who is this guy in front of you right now? And then we'll talk mostly about you because this is what is most important today. So my name is John Sebastian. I'm Francophone as you can hear from my name and from my accent. I'm from Montreal here and I'm with the right management as a career management consultant, but in life also in general, I'm an executive coach. So I'm working with executives from companies, from organizations, from not-for-profits. I'm more specialized with not-for-profits actually. And I'm certified by the International Coaching Federation. And just to tell you a bit about what is coaching? What is not coaching? So I'm not a psychologist. So I'm not working on that field. So I mean, other people are specialized in that. That's okay. I'm working more as a coach. And sometimes people hear about, you know, life coaches and they think like, oh, this person's going to tell me, give me some advice and tell me how to live. Actually, this is, this is not a coach, an actual coach is someone who will ask your questions, who will, you know, raise reflection. We'll work with you to follow your stream of thoughts and to clarify what you really want at this point in your life. And this is really why we're here is really to see this as an opportunity to maybe pivot, maybe see what is right for you right now, to clarify that, to make it really crisp so that it becomes clear for employers, who you are and what you want. And the clearer you are, the better chances are that people will be confident in hiring someone who seems clear in what they want and who they are. So, yeah, that was a little brief introduction, but yeah, it was just to introduce you. For sure, you have questions. I'll be able to answer them today. And we'll also talk about the program. But maybe right now I would like more to hear about you and how do you feel today?\n\n[COACH 03:49] Oh, so I'm the leader. I am feeling today hopeful, a little uncertain still, and I think that I've been in that uncertain, hopeful, peace, regulated, nervous system, but scared too, feeling since May 1st. And it's kind of taking me some time to wrap my head around just going into something new. I can't say that I didn't have a desire to do something new. However, I wouldn't have done it. It was what I sales and T-Mobile was what I was so accustomed to. And in large, I found a lot of my identity in it, not purposefully or intentionally. I think that just from the repetitiveness, I was doing it every day. And so it was, it took a while. for me to kind of pull myself out of it and say, oh, okay, well, who is Navita outside of sales and T-Mobile? Because through family, friends, community, all of the things, I was kind of totally engulfed in it, you know, never off being a manager and working with the people. So you form family, you form friends, and the security that it provided. So all of those things kind of like it was like that um i did not feel any kind of uh it was shocking because i wasn't um i wouldn't say i was shocked by it there were some things that came about that kind of prepared me for it in a sense um so now i'm just in a space where my biggest concern is and i hope that i'm not putting you in the psychology part because i don't i get up But I want to get something. My biggest goal from this is using this tool to kind of get me into the job market quickly. My expectations aren't for a company to meet me where T-Mobile left me. I'm open. I'm interested in trying something new. I would like something that is a bit more relaxed. So I think that I know there's a part of me. just jump in the gun because I'm just like, hey, so how we're going to get, you know, where's it like where the job search is what's available. But the questions that I asked you kind of, some of them, well, one of them importantly, which was just what is, what can I expect? I like the, you kind of tapped on it with what you're able to do. And I know that you'll kind of go in a little bit more from that. But hopefully that answered your question. It was kind of loaded well my response was loaded because it's so much but yeah and and it's okay because i\n\n[CLIENT 06:48] understand this is uh this is a challenging time uh you're going through uh and and it's okay to experience emotions and and this i also want to clarify i'm not a psychologist but this is also a safe space for you it's a space if you want if you want you don't have to but if you want to share. You know, some people, they jump on a call and they're just like, you know, I just want to vent for 30 minutes. And and that's, that's fine because that's what's important for you in the moment, right? We have some time, you know, we have weeks in front of you, of us. So sometimes people are really eager to say, I want something like next week and I can't understand because sometimes, you know, we have a lot of constraints and things, you know, happen in life and people want to have a job quickly. Sometimes people have a little. little bit more of a, you know, of sometimes I say it's a takeoff, you know, path and say, well, you know, if we have a few weeks, you know, just to, you know, sit down, relax and to consider what is to come, that is the ideal. At the same time, I understand people have different, you know, rhythms that they want to respect. But, but definitely, just wanted to say this is a space if you want to share, I'm definitely someone who, who is open for that. and be, yeah, want to offer you this space if you want to use it. In terms of what we can do and will do, there are a lot of tools that are offered by right management, by the service. So on the website, on the next website that you've been able to use to book this meeting, there are a lot of resources. And honestly, Navita, there are too many, I would say. Sometimes people get lost into it. My role also is to help you navigate these resources and see what are. are the most useful for you in this moment. There are some basics that we will do in the coming weeks that everyone does, that are looking through the resume, looking through the LinkedIn profile, but also coming up with a personal branding statement. A lot of people understand brands as corporations have brands. People have brands too. So what is your brand? What is your brand right now? So we'll have some exercises around that, some reflections around that. also use a tool that I'm bringing from the coaching practice. It's called the identity matrix. So it's a chart that we will work together that really helps to put words on what you want. And you actually already said a bit of it. You said, I want this. There's things I want less. So we'll dig deeper into what you really want to become, what you don't want. And that is the important part. Because a lot of people are like, yeah, I want this. And then they get another job. Like, oh, damn, I'm screwed. I'm still in the same. patterns. I didn't want that. So it's important to take some time to clarify that so that it's clear for you. And then to work on, you know, identifying what are good prospects in terms of employers. So you say I'm using the word prospects of seeing the employers as a prospect. There are prospects for you. You know, you're not a prospect for them. You have to pick up who you want to work with and then work the path to get the job there. So this is the kind of of approach and sometimes people they say I don't want to lose too much with this new job I don't want to lose in terms of salaries in terms of and why I tried to get as an agreement to start with is if we can aim at getting better if that can be an objective because this is a career path you know so this might have come unexpected as you said you know you you you saw a bit coming but maybe not for you personally maybe it was in the air that people were getting laid off at some point maybe not me i hope not me and then sometimes it comes um but to see this as how can i use that as a stepping stone to jump up and get a better position uh that that would be the objective if if it's good for you you know if that's that kind of thing absolutely um better is always\n\n[COACH 10:57] good i think that i was looking on there and i have kind of looks over the next website and i have had kind of time frame because this happened May 1st I reached out well I had two other people to reach out to me before but I don't think that I was ready I was kind of in a space of just prayer and trying to see what I needed to do trying to get guidance and you know just settle in with myself first before I jumped into something and so now I feel like it and I definitely need the help with resume and LinkedIn my LinkedIn profile looks horrible horrible. I'm probably connected to one person on there. So I definitely need the help with that. Now, when I did try to upload my resume, it was saying make sure it's completed first. So I imagine that they want us to kind of go over it and you and I can kind of look through it. Because I've been trying to apply for some places, but I haven't really gotten anything back from it. And it could very well be just how my resume is worded. It could very well, you know, just a number of things. So your expertise on those things will be useful for me, for sure.\n\n[CLIENT 12:14] Well, in terms on the resume, the resume, for sure, yes, we can look at it together to have a first look. Then there is the service. Actually, I'll have to send you by email the procedure. You need to send it to a specific email with a subject, with certain formatting. And then there's someone from right management. We have a department just working on resumes. So that's just what they do the whole day. I don't know how they get their motivation to do that, but I mean, that's their thing. They work on resumes all the day long. And what they do, and I've seen a lot of them coming back, and they will, like, comment, you know, write comments in the resume and actually provide you with a formatting that is compatible with a lot of systems that use automation, like they use AI and stuff like that to read resumes. And sometimes people, they just get discarded not because of their profile, but just because their resume wasn't fitting in the box. And that can be stupid as that.\n\n[COACH 13:18] I was thinking, I'm like, anything like, you know, because of my experience in the industry that I have been in, now I've tried to kind of tap back into ideally I would love something I've been in a high stressed environment for literally over 10 years so I would love something that would allow me to one I'm okay I definitely I want to be in management but there is also a part of me that would love the idea of being responsible for my own work and my own, you know, at least for a little while. I've been in a space where it was on me to push and pull something out of other individuals. And my work or my achievement, my success was based on what someone else did. So that was, I can't say that. Now, I love sales, and I am a people leader. Like, I love that. But to say, if I could find something that was in customer service, that was in that kind of industry where I can, I'm very, very good with de-escalating and issues with that and motivating. I'm just a good people leader, honestly. So I'm open to all of those, so I need my resume to kind of speak to, you know what my skill set is yes um and just move forward um i don't my biggest concern is just my making sure that i find something with um health care for my daughter that's the biggest thing um yes and so i'm that's kind of why where my eagerness comes from because i wasn't getting the responses that i needed and honestly i didn't know what right management or move by I was like is this you know what is it is this going to be valuable will it take more time for me is it easier for me to go on and I haven't really received in much feedback from any other applications that I've put in already so hopefully yeah yeah so just looking for that because health care is super super important for my daughter she has a diagnosis, chronic diagnosis. So that is kind of pushing me to make sure I, before the COBRA, before TMO, you know, what's with in my severance is over. So I don't have that long before I need to make sure that she has, I would prefer to do it with employment.\n\n[CLIENT 16:14] Yeah. When you say I don't have that long, because that could vary from one person to another, what kind of stretch do you see you can go just to have an idea of like I said I'm eager at same time I want to make the right choices and take the time to do it right but at same time I have this incentive to to find quickly so they have this happened May\n\n[COACH 16:39] first they gave me technically I'll be if I don't don't find an open position with NT mobile by July 2nd then okay I take my severance my seventh my will pay me out for until it'll pay me out for some time my health insurance will they'll pay for two additional months so i'll have to pick up health care probably around september october okay um they pay for two months of the cobra um so ideally i would find something that and if i'm being honest because i do have that income that'll come in for a And so the earlier part of next year, I do want, I'm not so caught up on a dollar amount. I'm very, very confident in my ability to move up within a company and what I can bring. My biggest, biggest, biggest thing is adequate health care. So that's the most important. That's the priority. And I can work my way up with some, you know, in terms. of advanced.\n\n[CLIENT 17:53] Okay, okay. So I hear something like you said, you know, within the next two months, two and a half months, that would be, you know, an ideal of the timeline. Because usually we have the programs like that, we have about three months, but we're around these little numbers. So, okay, cool, cool. And like I said, we take a few weeks to put things in place, but for sure if you see opportunities coming up. You know, sometimes I have people, it's their first week. and they say, you know what, I have an interview at the end of the week. And we talk about the interview first. And we're like, okay, well, we, you know, we think we move things around and we do what is the most priority for you at the moment. So if you have opportunities that come up and there are deadlines and you don't want to miss and you want to submit applications, I would say it's, no, don't wait for that. You know, we don't want to miss opportunities. But for sure, in a couple of weeks, we will have worked on the resume, on the LinkedIn profile. And it's okay. You know, you said you don't have a big LinkedIn profile. You said we have one connection. That's, well, that's pretty small. Yes. You can't have smaller than that. Some people have zero. So, I mean, you're better than that. But and it's okay because if you haven't, you haven't used it. You know, if you, you didn't have the necessity to use it before, you know, why, why build it? You know, so that, and sometimes people, they don't, they've never had to really look. You know, sometimes people have moved from one opportunity. piece another and then they're in this position now like oh well now I need to build it from ground\n\n[COACH 19:25] up that's exactly that's that's my reality right now was like I created it with the intentions of let's connect with other people within the company you know things like that but I didn't I was so wrapped up in the work that I did do already that I just didn't the space to kind of even outside of other social media I kind of looked at it in a sense of of another form, a professional form of social media, so to speak. And I just did, I did not have the room or the space for it. I'm just like, I have enough to do with the marketing, with trying to pull in customers and do all of that. So my social battery is completely off by the time that I get home. So, or, you know, so I do want to do that. And I'm seeing the value in it. I didn't even have the space to kind of see the value. as much value as it, you know, before. Sure. But I am just eager to, those are the most present, and I wanted to be sure that I shared that with you, because that is the most important part. And unfortunately, I hate that I've had some time, and then now I'm jumping in, and I'm, like, eager to say, hey, let's go, what's the guy? So do bear with me if I am, if my sense of urgency is a bit more. But I've had that time because I don't, I just don't want to, there are certain things I don't want. Of course, with the economy in the way that it is, I cannot just rely on a severance package to, you know, provide for my daughter.\n\n[CLIENT 21:08] Yeah, yeah. Well, in terms of the rhythm, what we usually do is to meet once a week, if it's okay with you for a 30 minutes period. But we have some kind of homeworks in between. So there are some content. There are some that we'll discuss today that you can look at this week and prepare for our next session. In every session, we can revisit what you would have worked on during the week. I would ask questions. We would have some reflection and then move on another step of the path. And one of the first, and down the road, if once a week, you feel it's too long or it's too much. We can move to once every second week, but sometimes it's just good to touch base. You say, okay, so once we've completed all the resumes and stuff, you know, okay, so where have you applied? How is it going? Have you got answers? Sometimes you're just doing a check-in call and saying, like, oh, how are you feeling this week? And sometimes it could be just that, but at least to have some regularity, you know, in the connection. I think that's important to, you know, go further on the path. And one of the first thing we're going to be working on is actually working on what we call the parting story. So to explain, because this is one of the first thing people will probably ask what made you leave your job? What makes it that you're looking for a job at this point? So we want to come up with a short answer to that that is true. You know, we don't want to lie to anyone, because they will find out, but to find a way to turn it positively. So it shows positively on you. and it actually makes the new employer see you as desirable, you know, and saying, well, you know, this person maybe lost a job, but it's not because of this and this and that, it's because of this and it makes it more, you know, attractive, attractive for them. So this will be something to reflect on, or I don't know if you already have some thoughts on that, you want to test with me, but.\n\n[COACH 23:14] Yes, I, so before, of course, I've said, from, I've just been honest, reorganization and restructuring, that's the header in my severance page. So I've just went with that. I've led with, you know, it was a situation where my position was dissolved with the company and due to restructuring and reorganization. unfortunately my position was one of the ones that you know so just something along the lines of those\n\n[CLIENT 23:54] and i'm so is it it's jean right yeah it was jane Sebastian in the whole but it could be\n\n[COACH 24:02] jean it could be Sebastian I could want I haven't had I've always been on I've been on the opposite side of the interview table for so long so I haven't been in front so I had one interview, and it went great. It was a panel. I was in, you know, it was an in-person interview, and it was with, I did those. And the interview portion went really, really great. I have a problem with, and it was the only problem that I had was we, it was for this dispatcher job. And I was just going to take it. I'm like, oh, okay, it's going to be, this will sustain me, you know, while I'm doing. And to get this job, you have to pass a polygraph test.\n\n[CLIENT 24:48] Okay.\n\n[COACH 24:49] And which is fine because I'm just like, hey, I don't have anything to mind about. So it should be fine. All of the officers and the other people, when they found out who was going to give me my test, I didn't know him, of course. I was just like, they were like, oh, you should probably reschedule. Gets my nose good look, like whole thing, because he was going to go. They say he's a big extra. And so I'm like, I'm not going to reschedule. It can't be too bad. I don't have anything to look at it, but it's actually a disaster. He was asking me about things that had zero relevance, and I have a hard time with things like that. And so that's something that I have to. I'm not to the point person, and I like to be direct, very respectfully, but direct. And when he was asking about things that I felt had zero relevance to the job, description, in the now and or the future it just threw things off and he says that he wasn't able to and then we were in there and he's like you have to breathe regularly and I'm like I'm breathing regularly I was like hey this is your expertise like this is your lane so I'm okay with you just taking the test and telling me if I passed or failed or however whatever the scale or range is but it just wasn't and he's like okay well I think that he was like I guess it would be considered inconclusive because it wasn't test it wasn't you know there's no criminal like I couldn't like I'm not I've never been into that I've only had two tickets in my whole life like I've never done so it was I think that he had to pull from different things when they talk about finances they talk about other people that are maybe attached to your life we even went down to with childhood things and I'm like wow so that was was I have to interview step pointers to not get irritated. I don't think that it would ever because I felt interrogated in that sense, but I don't think\n\n[CLIENT 26:59] it was literally an interrogation, literally. I was just like, oh, I'm so sorry. Oh, no.\n\n[COACH 27:06] Yeah, that was one of the worst, like, experiences that I've had. And I text them back, I want to go through that experience again. Like, it was horrible because I felt it was, yeah, it just. it didn't feel good. So I do, I do know that tough questions will come, but I have to just be open.\n\n[CLIENT 27:28] Yeah.\n\n[COACH 27:28] And hopefully, you know, when things kind of veer off or questions that may veer off and I don't find the relevance of them, just stay on, you know.\n\n[CLIENT 27:39] Yeah. Yeah. Well, if ever you come across an interview that they say you need to pass a polygraph, we could talk about this. I'm not an expert in that, but we have some tips about that and how to be prepared with that. Always seeing the truth for sure, but you're right. You know, sometimes it could be, yeah, it could be challenging. And when you feel that people ask questions that are off-putting and that are not related and that it gets the anxiety to show, not because you're not telling the truth, but just because it doesn't make any sense with that question and then pick up.\n\n[COACH 28:18] you pick up of that you know what i was so open and i was telling him that i was like hey that question was just a big because it didn't have anything the questions the the reason that i question the relevance because it didn't have anything to do with me personally yeah yeah and so i was just like why are we bringing these things like why is this important to being a dispatcher am i a criminal dickhead am i trustworthy those are the important things like you should be like well uh\n\n[CLIENT 28:48] I don't want to excuse any of his behavior because you said that even the other officers said that this specific person was more challenging. But what I understand from the polygraph test is that they have to ask some control questions, like questions that are not related so that they can see the variation. You know, when you're talking talking about something that is totally normal versus when you're talking about something that they want to test. So they see, are you more nervous or less nervous? So they have to ask some kind of random questions. but understand that sometimes they could be careful about what kind of random questions they ask. Yeah, yeah.\n\n[COACH 29:26] That was new. So now I have that under my belt. So that's another thing that I will put. I've experienced it.\n\n[CLIENT 29:33] Yeah. Oh, that's unfortunate. I'm sorry about that. And you know what? Through this process, you're going to go through other experiences, maybe some positive, some less positive, but they're all experiences that you can learn from and say, well, okay, now I've done this. I've done this interview. I've seen the kind of questions that we've asked. Maybe it will come back next time. And it's a process that a lot of people have to go through. You know, when you're not, you know, it's pretty new. And sometimes when you're down your career and it's something that you might not have had to do a lot of times before, it's, yeah, could be a challenge. So, yeah, and for the next week, as we're almost at time in La Vida, for, Next week, what I would suggest is if you can go on the next website on the events tab. So there's a tab called Evans. And there you have some live events that you can sign up to. They're like webinars with, no, it's not individual. It's with a lot of people, but it's a live person talking. Or you have pre-recorded. You have webinars that you can watch whenever you want. There's one that's called pretty, it's pretty basic. called getting started. So that's a pretty basic one. But then you have one about resume, one about LinkedIn profile, and one about personal branding. So I would, and they're about like one hour each ish. So I would suggest if you want to watch these, I can send you even the links by email. Sometimes it would be challenging to find them on the website. And by next week, if you want to look at your resume, you can even send, you can send it to me by email. Like, Even between the sessions, you can also write to me. Sometimes people that write to me and say, oh, you know, I have this interview or I had this interview. This is how it went. So just to keep me up to date with this or just to share how things are happening. Because sometimes, and I don't know if it's your case and Nevada, but it can be a lonely journey. Because some people, you know, sometimes people have said, you know, it's been two months. It's the first time I'm talking about this situation because, you know, it's challenging talking with family, friends, or, you know, to be open about that. so it can vary from one person to another. But if you want to share things between the sessions, it's quite fine. So during the week, if you want to send me your resume, so I can have a look at it, and next time we can discuss about it, and then we could send it to the resume folks, and they can have a look at it and comment it. And next time, we could also discuss more about the personal branding. So you start to have a discussion going further on what you want to be, Because it's a matrix where we discuss about what you want, who you are and want to still be, who you are and would like to, are not and want to become. And so we have a few questions like that. And then I'll send you a document that you can take the week also to reflect on it, take some time to fill it up. So that would be the plan for the next two weeks, I would say.\n\n[COACH 32:42] Okay. I have two questions before we leave and it can be really quick. But how long? I know Timobo is paying for this for how long. So when does my contract and how long do I have before this is over?\n\n[CLIENT 32:58] Yeah. So well, technically, if I look on what I have from your file, here, because there's what's the technical part of it and there's what we will do. So technically, I see here the file, it's until August 9, but technically this is what's on the file. But what we do right now is because it doesn't really matter for, you know, we're being paid by T-Mobile, right? And for us, our goal is that you get the full service. So usually it's three months that we do at a coaching time. So what we typically do is that I'll start counting from today so you would have three months from today doesn't change I mean they're still paying for the same package I mean it's just that you benefit because it's true sometimes people take more time to start because they need more time that's that's okay and we understand that so we don't want you to be penalized because of that right yeah because it says yeah until August but so so from now it would be until in your mid-September on that\n\n[COACH 34:19] that makes sense thank you and last question it doesn't have to be quick because I know we're at time but how successful has this been in terms of job placement uh-huh well from everyone that\n\n[CLIENT 34:32] I've had so far I've been doing this for a number of years now for the people who do it fully Because some people, they will either drop out. Some people, they will find jobs during the process. A lot of the people they find. Once we complete the process, we don't typically know what's happening after. But we can know from the people within the process. And I would say it's about half of the people I work with that they would even find within the end of the program. So within the three months. So that's why when you said within two months and a half, I think that's really possible. But it's really hard to say because it really depends on the market, on what our positions that are offered there. And sometimes people, even during the process, they will pivot and say, well, you know what? Maybe I want to become an entrepreneur. Maybe I want to retire. They might change their path. But I would say roughly about half people will find within the program. And the rest, well, we expect that they would use the tools that they were provided to continue to research after that, yeah.\n\n[COACH 35:42] I appreciate it. Thank you. And you'll send me the email that has the where I need to send my resume to, or is that in the under the event, is it one of the, is it here?\n\n[CLIENT 35:57] Sure, I can send you the email, precise email to send it to. If you want, you can send it right away. Or you can wait for next week if you want us to look at it first, if you wanted to complete it. But if you want to send it right away, it's fine. Just have to mind there is like a three to five turnaround delay for them to get back to you. So for sure, the sooner, the better, because then you will get the comments. And then I think you have a few back and forth with them. So if you want to really correct and question, and then whatever they make as comments, we can discuss them. You know, you're free to accept them or not. It's your resume, right? So at the end, it's more subjective. that they're making. Okay.\n\n[COACH 36:40] Sounds good.\n\n[CLIENT 36:41] Sounds good, thank you.\n\n[COACH 36:43] Yeah, Navita.\n\n[CLIENT 36:44] Well, it was nice to touch base with you. Would you like to book our next time? Yes. When would be best for you?\n\n[COACH 36:56] I think keeping it consistent with the Monday is good for me.\n\n[CLIENT 37:01] Okay.\n\n[COACH 37:02] So 10, 10.30 is good for me.\n\n[CLIENT 37:05] Yeah. Is it possible, Nevita, for you? Nevitah for you in the afternoon. It's quite often. I'm booked in the mornings. Okay. So could it be like mid-afternoon? Maybe like something like 3.3.30? Sorry, where are you based on?\n\n[COACH 37:22] I'm central in Alabama.\n\n[CLIENT 37:24] Okay, okay. So it's what is 1038 now?\n\n[COACH 37:30] Yes.\n\n[CLIENT 37:31] Okay. So would like 2.30 be good for you?\n\n[COACH 37:35] Yes, that's fine. We can make it work.\n\n[CLIENT 37:38] Yeah, okay, cool, cool. So I'll send you an invite for this next session. And also an email with instructions about the email, for the resume, and a few resources. And I'll also attach you a few documents that you can look at because you can find them on the website, but often I prefer to just put them in an email. It's better for people to access it quickly like that. That great?\n\n[COACH 38:03] Okay, thank you.\n\n[CLIENT 38:04] Cool, cool. Well, it was nice talking to you, Levita. will touch base next week nice talking to you too thank you yeah thank you a nice day\n\n[COACH 38:11] bye bye\n\n=== Fichier uploadé : 841d3938-94f6-4640-b4db-21d08c35ab2a.m4a (2026-06-17 03:00) ===\n\n[CLIENT 00:47] Navita.\n\n[COACH 00:48] Yeah, I'm fine and you? Great. Nice to meet. Sitting here, I was like, okay, so how is it going to go? So I made a couple little notes and questions.\n\n[CLIENT 01:07] Sure, sure, sure. Well, maybe first questions for you. Am I pronouncing your name right? Naveta. How do you pronounce?\n\n[COACH 01:15] Navida.\n\n[CLIENT 01:16] Navida. Okay, great, thank you. Well, for sure. Actually, it's a pleasure for me to meet you today. And this first session is definitely the moment to ask all the questions, and I'll take a little moment. to explain what we can do together in the coming weeks. Maybe I can just take a few seconds to start with introducing myself and to explain you who I am. Who's this guy in front of you right now? And then we'll talk mostly about you, because this is what is most important today. So my name is John Sebastian. I'm Francophone, as you can hear from my name and from my accent. I'm from Montreal here. And I'm with, right? management as a career management consultant but in life also in general I'm an executive coach so I'm working with executives from companies from organizations from not-for-profits I'm more specialized with not-for-profits actually and I'm certified by the International Coaching Federation and just to tell you a bit about what is coaching what is not coaching so I'm not a psychologist so I'm not working on that field. So, I mean, other people are specialized in that. That's okay. I'm working more as a coach. And sometimes people hear about, you know, life coaches and they think like, oh, this person's going to tell me, give me some advice and help me how to live. Actually, this is, this is none of it. A coach, an actual coach is someone who will ask your questions, who will, you know, raise reflections, We'll work with you to follow your stream of thoughts and to clarify what you really want at this point in your life. And this is really why we're here is really to see this as an opportunity to maybe pivot, maybe see what is right for you right now, to clarify that, to make it really crisp so that it becomes clear for employers, who you are and what you want. And the clearer you are, the better chances are that people will be confident in hiring someone who seem clear in what they want and who they are. So, yeah, that was a little brief introduction, but yeah, it was just to interview Sue. For sure, you have questions. I'll be able to answer them today. I will also talk about the program. But maybe right now I would like more to hear about you and how do you feel today?\n\n[COACH 03:45] Oh, so I'm the leader. I am feeling today hopeful, a little uncertain still, and I think that I've been in that uncertain, hopeful, peace, regulated, nervous system, but scared too, feeling since May 1st. And it's kind of taking me some time to wrap my head around just going into something new. I can't say that I didn't have a desire to do something new. However, I wouldn't have done it. It was what I sales and T-Mobile was what I was so accustomed to. And in large, I found a lot of my identity in it, not purposefully or intentionally. I think that just from the repetitiveness, I was doing it every day. And so it was, it took a while. for me to kind of pull myself out of it and say oh okay well who was nevita outside of sales and t-mobile because through family friends community all of the things i was kind of totally engulfed in it you know never off being a manager and working with the people so you form family you form friends um and the security that it provided so all of those things kind of like it was like that I did not feel any kind of it was shocking because I wasn't I wouldn't say I was shocked by it there were some things that came about that kind of prepared me for it in a sense so now I'm just in a space where my biggest concern is and I hope that I'm not putting you in the psychology part because I don't know I did have something But I want to get something. My biggest goal from this is using this tool to kind of get me into the job market quickly. My expectations aren't for a company to meet me where T-Mobile left me. I'm open. I'm interested in trying something new. I would like something that is a bit more relaxed. So I think that I know there's a part of me that's generally. the gun because I'm just like hey so how we're going to get you know where's it gets like where the job searches what's available but the questions that I asked you kind of some of them well one of them importantly which was just what is what can I expect I like the you kind of tapped on it with what you're able to do and I know that you'll kind of go in a little bit more from that but hopefully that answered your question it was kind of loaded well my response was\n\n[CLIENT 06:39] loaded because it's so much but yeah and and it's okay because I understand this is this is a challenging time you're going through and and it's okay to experience emotions and and this I also want to clarify I'm not a psychologist but this is also a safe space for you it's a space if you want if you want you don't have to but if you want to share I'm you know some people they jump on a call and they're just like you know I just want to vent for 30 minutes and and that's that's fine because that's what's important for you in the moment right we have some time you know we have weeks in front of you of us so sometimes people are really eager to say I want something like next week and I can understand because sometimes you know we have a lot of constraints and things you know happen in life and people want to have a job quickly sometimes people have a little bit more of a you know of uh sometimes I say it's a a takeoff, you know, path and say, well, you know, if we have a few weeks, you know, to, just to, you know, sit down, relax and to consider what is to come, that is the ideal. At the same time, I understand people have different, you know, rhythms that they want to respect. But, but definitely, I just wanted to say this is a space if you want to share. I'm definitely someone who, who is open for that. It can be, yeah, wanted to offer you this space if you want to use it. In terms of what we can do and will do, there are a lot of tools that are offered by right management, by the service. So on the website, on the next website that you've been able to use to book this meeting, there are a lot of resources. And honestly, Navita, there are too many, I would say. Sometimes people get lost into it. My role also is to help you navigate these resources and see what are the most useful for you in this moment. There are some basics that we will do in the coming weeks that everyone does, that are, you know, looking through the resume, looking through the LinkedIn profile, but also coming up with a personal branding statement. A lot of people understand brands as, you know, corporations have brands. People have brands too. So what is your brand? What is your brand right now? So we'll have some exercises around that, some reflections around that. I also use a tool that I'm bringing from the coaching practice that is called the identity matrix. So it's a chart that we will work together that really helps to put words on what you want. And you actually already said a bit of it. You said, I want this. There's things I want less. So we'll dig deeper into what you really want to become, what you don't want. And that is the important part because a lot of people are like, yeah, I want this. And then they get another job. Like, oh, damn, I'm screwed. I'm still in the same patterns. I didn't want that. So it's important to take some time to clarify that so that it's clear for you. And then to work on identifying what are good prospects in terms of employers. So you say I'm using the word prospects of seeing the employers as a prospect. There are prospects for you. You're not a prospect for them. You have to pick up who you want to work with and then work the path to get a job there. So this is the kind of approach. And sometimes people, they say, oh, I don't want to lose too much with this new job. I don't want to lose in terms of salaries, in terms of, and what I tried to get as an agreement to start with is if we can aim at getting better, if that can be an objective, you know, because this is a career path. You know, this might have come unexpected. As you said, you know, you saw a bit coming, but maybe not for you personally. Maybe it was in the air that people were getting laid off at some point. maybe not me i hope not me and then sometimes it comes um but to see this as how can i use that as a stepping stone to jump up you know and get a better position uh that that would be the objective if if it's good for you you know if that's that kind of thing absolutely um better is always\n\n[COACH 10:53] good i think that i was looking on there and i have kind of looks over the next website and i have had that kind of time frame because this happened May 1st I've reached out um well I had two other people to reach out to me before but I don't think that I was ready I was kind of in a space of just prayer and trying to see what I needed to do trying to get guidance and you know just settle in with myself first before I jumped into something and so now I feel like it and I definitely need the help with resume and LinkedIn my LinkedIn profile looks horrible. horrible. I'm probably connected to one person on there. So I definitely need the help with that. Now, when I did try to upload my resume, it was saying make sure it's completed first. So I imagine that they want us to kind of go over and you and I can kind of look through it. Because I've been trying to apply for some places, but I haven't really gotten anything back from it. And it could very well be just how my resume is worded. It could very very very, will be you know just a number of things so your expertise on those things will be useful for me\n\n[CLIENT 12:07] sure yeah well in terms on the resume uh the resume uh for sure yes we can't look at it together to have a first look then there is the service that actually i'll have to send you by email the procedure you need to send it to a specific email with with a subject with certain formatting and then there's someone from right management we have a department just working on resumes so that's just what they do the whole day i don't know how they get their motivation to do that but i mean that's their thing they work on resumes all the day long and what they do and i've seen a lot of them coming back and they will like comment you know write comments in the resume and actually provide you with a formatting that is compatible with a lot of systems that use automation like they use AI and stuff like that to read resumes and sometimes people they just get discarded not because of their profile but just because their resume wasn't wasn't fitting you know in the box\n\n[COACH 13:11] and that that can be stupid as that you know so I was thinking I'm like anything like you know because of my experience in the industry that I have been in now I've tried to kind of tap back into ideally I would love something I've been in a higher stressed environment for literally over 10 years. So I would love something that would allow me to one, I'm okay. I definitely, I want to be in management, but there is also a part of me that would love the idea of being responsible for my own work and my own, you know, at least for a little while um i've been in a in a space where the only it was on me to push and pull something out of other individuals um and my work or my achievement my success was based on what someone else did um so that was i can't say that now i love sales um and i am a people leader like i love that um But to say if I could find something that was in customer service, that was in that sort of, that kind of industry where I can, I'm very, very good with de-escalating and issues with that and motivating. I'm just a good people leader, honestly. So I'm open to all of those. So I need my resume to kind of speak towards, you know, what my skill set is. Yes. And just move forward. I don't, my biggest concern is just my making sure that I find something with health care for my daughter. That's the biggest thing.\n\n[CLIENT 15:08] Okay.\n\n[COACH 15:09] And so I'm, that's kind of why, where my eagerness comes from, because I wasn't getting the responses that I needed. And honestly, I didn't know what right management or move by. I was like, is this, you know, what is it? Is this going to be valuable? will it take more time for me is easier for me to go on and I haven't really received in much feedback from any other applications that I've put in already so hopefully yeah yeah so just looking for that because health care is super super important for my daughter she has a diagnosis a chronic diagnosis so that is kind of pushing me to make sure I before the cobra before timo you know what's with in my severance is over so i don't have that long before i need to make sure that she has i would prefer to do it with employment\n\n[CLIENT 16:10] yeah when you say i don't have that long uh because that could vary from one person to another what kind of stretch do you see you can go just to have an idea of like i said i'm eager at the same time i want to make the right choices and take the time to do it right but at the same time I have this incentive to to find quickly right so they have this happened May\n\n[COACH 16:35] first they gave me technically I'll be if I don't don't find an open position with NC mobile by July 2nd then okay I take my severance my severance will pay me out for until it'll pay me out for some time my health insurance They'll pay for two additional months, so I'll have to pick up health care probably around September, October-ish. They pay for two months of the cobra. So ideally I would find something that, and if I'm being honest, because I do have that income that will come in for until the earlier part of next year, I do want, I'm not so caught up on a dollar amount. I'm very, very confident in my ability to move up within a company and what I can bring. My biggest, biggest, biggest thing is adequate health care. So that's what's the most important. That's the priority. And I can work my way up with some, you know, in terms of anything else.\n\n[CLIENT 17:48] Okay, okay. So I hear something like you said within the next two months, two and a half months, that would be an ideal of the timeline because usually we have the programs like that we have about three months but we're around these these numbers so uh okay cool cool and like i said we know we take a few weeks to put things in place but for sure if you see opportunities coming up you know sometimes i have people it's their first week and they say you know what i have an interview at the end of the week and we talk about the interview first and we're like okay well we you know we think we move things around we do what is the most priority for you at the moment. So if you have opportunities that come up and there are deadlines and you don't want to miss and you want to submit applications, I would say it's, no, don't wait for that. You know, we don't want to miss opportunities, but for sure in a couple of weeks, we will have worked on the resume, on the LinkedIn profile. And it's okay, you know, you said you don't have a big LinkedIn profile. You said we have one connection. That's, well, that's pretty small, yes. You can't have smaller than that. Some people have zero. So, I mean, you're better than that. But, and it's okay because if you haven't, you haven't used it. You know, if you, you didn't have the necessity to use it before, you know, why build it? You know, so that, and sometimes people, they don't, they've never had to really look. You know, sometimes people have moved from one opportunity to another. And then they're in this position now. It's like, oh, well, now I need to build it from ground up.\n\n[COACH 19:21] That's exactly. That's, that's my reality right now. It's like I created it with the intentions of let's connect with other people within the company, you know, things like that. But I didn't. I was so wrapped up in the work that I did do already that I just didn't. The space to kind of even outside of other social media, I kind of looked at it in a sense of another form, a professional form of social media, so to speak. And I just did, I did not have the room or the space for it. I have enough to do with the marketing, with trying to pull in customers and do all of that. So my social battery is completely off by the time that I get home. So, or, you know, so I do want to do that, and I'm seeing the value in it. I didn't even have the space to kind of see the value as much value as it, you know, before. Sure. But I am just eager to, those are the most present. And I wanted to be sure that I shared that with you because that is the most important part. And unfortunately, I hate that I've had some time and then now I'm jumping in and I'm like eager to say, hey, let's go. So do bear with me if I am, if my sense of urgency is a bit more. But I've had that time because I don't, I just don't want to. There are certain things I don't want. of course with the economy in the way that it is i cannot just rely on a severance package\n\n[CLIENT 21:00] to um you know provide for my daughter yeah yeah um well in terms of the rhythm what we usually do uh is to meet once a week if it's okay with you for a 30 minutes period but we have some kind of homeworks in between uh so there are some content uh there are some that we'll discuss today that you can look at this week and prepare for our next session. In every session, we can revisit what you would have worked on during the week. I would ask questions, we would have some reflection, and then move on another step of the path. And one of the first, and down the road, if once a week you feel it's too long or it's too much, we can move to once every second week, but sometimes it's just good to touch base, you see, okay, so once we've completed all the resumes and stuff, you know, okay, so where have you applied, how is it going? Have you got answers? Sometimes you're just doing a check and call and saying like, oh, how are you feeling this week? And sometimes it could be just that, but at least to have some regularity, you know, in the connection. I think that's important to, to, you know, go further on the path. And one of the first thing we're going to be working on is actually working on what we call the parting story. So to explain, because this is one of the first things people will probably ask you what made you leave your job what what makes it that you're looking for a job at this point so you want to come up with a short answer to that that is true you know we don't lie to anyone because they will find out but to find a way to turn it positively so that it shows positively on you uh and it actually makes the new employer uh see you as as desirable you know and saying well you know this person maybe lost a job but it's not because of this and this and that it's because of this and and it makes it more attractive attractive for them so this will be something to reflect on maybe or I don't know if you already have some thoughts on that you want to test with me but yes so before of course I've said\n\n[COACH 23:13] from I've just been honest reorganization and restructuring that's the header in my severance page so um i've just went with that um i've led with you know it was a situation where my position was dissolved um with the company and due to restructure and reorganization um unfortunately my position was one of the ones that you know so just something along the lines of those. And I'm so, is it, it's Gene, right?\n\n[CLIENT 23:55] Yeah. It was Jane Sebastian in the whole, but it could be Jane, it could be Sebastian. Okay.\n\n[COACH 24:03] I haven't had, I've always been on, I've been on the opposite side of an interview table for so long, so I haven't been in front. So I had one interview and it went great. It was a panel, I was in, you know, it was an in-person interview and it was with, I did those. And the interview portion went really, really great. I have a problem with, and it was the only problem that I had was it was for this dispatcher job, and I was just going to take it. I'm like, okay, it's going to be, this will sustain me, you know, while I'm doing. And to get this job, you have to pass a polygraph test. And which is fine, because I'm just like, hey, I don't have anything to lie about. So it should be fine. All of the officers and the other people when they found out who was going to give me my test, I didn't know him, of course. I was just like, they were like, oh, you should probably reschedule his man. His man's good look, like, whole thing, because he was going\n\n[CLIENT 25:03] to go.\n\n[COACH 25:03] They say he's a big extra. And so I'm like, I'm not going to reschedule. It can't be too bad. I don't have anything to lie about. So it should be fine. I don't get an end. It's actually a disaster. He was asking me about things. had zero relevance and I have a hard time with things like that and so that's something that I have to I'm a to the point person and I like to be direct very respectfully but direct and when he was asking about things that I felt had zero relevance to the job description in the now and or the future it just threw things off and he says that he wasn't able to and then we were in in there and he's like you have to breathe regularly and I'm like I'm breathing regularly I was like hey this is your expertise like this is your lane so I'm okay with you just taking the test and telling me if I passed or failed or however whatever the scale or range is but it just wasn't and he's like oh okay well I think that it was like I guess it would be considered inconclusive because it wasn't tests it wasn't you know there's no criminal part like I couldn't Like, I'm not, I've never been into that. I've only had two tickets in my whole life. Like, I've never done. So it was, I think that he had to pull from different things when they talk about finances. They talk about other people that are maybe attached to your life. We even went down to what childhood things. And I'm like, wow. So that was, I have to interview step pointers to not. get irritated. I don't think that it would ever because I felt interrogated in that sense, but I don't think that I...\n\n[CLIENT 26:55] It was literally an interrogation. Literally. I was just like... Oh, I'm so sorry. Oh, no.\n\n[COACH 27:02] Yeah, that was one of the worst, like, experiences that I've had. And I text them back and I was like, hey, I don't want to go through that experience again. Like, it was horrible because I felt it was, yeah, it just wasn't, it didn't feel good. So, I do, I do know that tough questions will come, but I have to just be open. Yeah. And hopefully, you know, when things kind of veer off or questions that may veer off and I don't find the relevance of them, just stay on, you know.\n\n[CLIENT 27:35] Yeah, yeah. Well, if ever you come across an interview that they say you need to pass a polygraph, we could talk about this. I'm not an expert in that, but. we have some tips about that and yeah how to be prepared with that always seeing the truth for sure but it's you're right you know sometimes it could be it could be yeah it could be challenging and and and when when when you feel that people ask questions that are off-putting and that are not related and that it makes it gets the anxiety to show not because you're not telling the truth but just because it doesn't make any sense with that question and then and then pick up they\n\n[COACH 28:14] pick up of that you know what I was so open and I was telling him that I was like hey that question was just a big because it didn't have anything the questions the reason that I questioned the relevance because it didn't have anything to do with me personally yeah yeah it was like and so I was just like why are we bringing these things like why is this important to being a dispatcher am I a criminal dickhead am I trustworthy those are the important things like you should be well\n\n[CLIENT 28:44] I don't want to excuse any of his behavior because you said that even the other officers said that this specific person was more challenging. But what I understand from the polygraph test is that they have to ask some control questions, like questions that are not related so that they can see the variation. You know, when you're talking talking about something that is totally normal versus when you're talking about something that they want to test. So they see, are you more nervous or less nervous? So they have to ask some kind of random questions. But I understand that sometimes they could be careful about what kind of random questions they ask. Yeah, yeah.\n\n[COACH 29:22] That was new. So now I have that under my belt. So that's another thing that I will put. I've experienced it.\n\n[CLIENT 29:30] Yeah. Oh, that's unfortunate. I'm sorry about that. And you know what? Through this process, you're going to go through other experiences, maybe some positive, some less positive. But they're all experiences that you can learn from and say, well, okay, now I've done this. I've done this interview. I've seen the kind of questions that we've asked. Maybe it will come back next time. And it's a process that a lot of people have to go through. You know, when you're not, you know, it's pretty new. And sometimes when you're down your career and it's something that you might not have had to do a lot of times before, it's, yeah, it could be a, yeah, a challenge. So, so, yeah, and for the next week, as we're up, well, almost at time in La Vida. for next week, what I would suggest is if you can go on the next website on the event tab. So there's a tab called events, and there you have some live events that you can sign up to. They're like webinars, it's not individual, it's with a lot of people, but it's a live person talking. Or you have pre-recorded, you have webinars that you can watch whenever you want. There's one that's called pretty, it's pretty basic, it's called getting started. So that's a pretty basic one. But then you have one about resume, one about LinkedIn profile, and one about personal branding. So I would, and they're about like one hour each is. So I would suggest if you want to watch these, I can send you even the links by email. Sometimes it could be challenging to find them on the website. And by next week, if you want to look at your resume, resume, you can even send, you can send it to me by email. Like even between the sessions, you can also write to me. Sometimes people that write to me and say, oh, you know, I have this interview or I had this interview. This is how it went. So just to keep me up to date with this or just to share how things are happening. Because sometimes, and I don't know if it's your case, and Nevada, but it can be a lonely journey. Because some people, you know, sometimes people have said, you know, it's been two months. It's the first time I'm talking about this situation. because it's challenging talking with family, friends, or to be open about that. So it can vary from one person to another. But if you want to share things between the sessions, it's quite fine. So during the week, if you want to send me a resume, so I can have a look at it, and next time we can discuss about it, and then we could send it to the resume folks, and they can have a look at it and comment it. And next time, we could also discuss more about the personal branding, start to have a discussion going further on what you want to become what it's a matrix where we discuss about what you want who you are and want to still be who you are and would like to are not and want to become and you know so we have a few questions like that and then i'll send you a document that you can take the week also to reflect on it take some time to to fill it up so so yeah so that would be the plan for the next two weeks i would say.\n\n[COACH 32:39] Okay. I have two questions before we leave and it can be really quick, but how long? I know T-Mobile is paying for this for how long. So when does my yeah contract and how long do I have before this is over?\n\n[CLIENT 32:55] Yeah. So so well technically if I look on what I have from your file here, because there's what's the technical part of it and there's what we will do so technically i see here the file it's until the august nine but technically this is what's on the file but what we do right now is uh because it doesn't really matter for no we're being paid by team mobile right and for us our goal is that you get the full service so usually it's three months that we do the coaching time so So what we typically do is that I'll start counting from today. So you would have three months from today. It doesn't change. I mean, they're still paying for the same package. I mean, it's just that you benefit. Because it's true. Sometimes people take more time to start, you know, because they need more time. And that's, that's okay. And we understand that. So we don't want you to be penalized because of that, right? Yeah, because it says, yeah, until. August but so so from now it would be until your mid-September from that makes\n\n[COACH 34:16] sense thank you and last question it doesn't have to be quick because I know we're at time but how successful has this been in terms of job placement\n\n[CLIENT 34:26] well from everyone that I've had so far I've been doing this for a number of years now for the people who do it fully because some people they will either drop out some people they will find jobs during the process. A lot of the people they find. Once we complete the process, we don't typically know what's happening after, but we can know from the people within the process. And I would say it's about half of the people I work with, that they would even find within the end of the program, so within the three months. So that's why when you said, within two months and a half, I think that's really possible. But it's really hard to say because it really depends on, on, yeah, the market, on what's, what are positions that are offered there. And sometimes people, even during the process, they will pivot and say, well, you know, you know what? Maybe I want to become an entrepreneur. Maybe I want to retire. You know, they might change their, their path. But I would say roughly about half people will find within the program. And the rest, well, we expect that they would use the tools that they were provided to continue their,\n\n[COACH 35:37] research after that yeah appreciate it thank you and out you'll see you'll send me the email that has the where I need to send my resume to or is that in the under\n\n[CLIENT 35:51] the event tab is it one of yeah sure I can send you the email precise email to send it to if you want you can send it right away or you can wait for next week if you want us to look at it first if you wanted to to complete it but if you want to send it right away it's fine just have to mind there is like a three to five turnaround delay for them to get back to you so for sure the sooner the better because then you will get the comments and then I think you have a few back and forth with them so if you want to really correct and question and then whatever they make us comments you know we can discuss them you know you're free to accept them or not it's your resume right so at the end it's it's more suggestions that they're making so uh okay sounds good thank you yeah nevita well it was nice to uh to touch base with you would you like to book our next time you want to when would be best for you um consistent with the monday is good for me okay um so 10 10 30 it's good for me yeah is it possible nevita for you in the afternoon because quite often i'm booked in the mornings um okay um okay um So could it be like mid-afternoon? Could be like something like 3.30? Sorry, where are you based on? I should have to look at that.\n\n[COACH 37:19] I'm central in Alabama.\n\n[CLIENT 37:21] Okay, okay. So it's 10.38 now?\n\n[COACH 37:26] Yes.\n\n[CLIENT 37:27] Okay. So would like 2.30 be good for you?\n\n[COACH 37:33] Yes, that's fine. We can make it work.\n\n[CLIENT 37:35] Yeah. Okay, cool. So I'll send you an invite for this next session. And also an email with, yeah. with instructions about the for the email for the resume and a few resources and also attach you a few documents that you can look at because you can find them on the website but often i prefer to just put them in an email it's better for people to to access it quickly like that that great okay thank you cool cool well it was nice talking to you nevita and we'll touch base\n\n[COACH 38:04] next week nice talking to you too thank you yeah thank you have a nice day bye bye","rapport_genere":"## Main Topics Discussed\n\nHere is the transcription of the conversation between Nevita (the coach) and her client (Nevita):\n\n## Personal Information Shared\n\nNevita's coaching program has been successful in terms of job placement, with roughly half of the people he works with finding a job within the three-month program. However, the success rate depends on various factors such as market conditions and individual goals. Nevita is based in central Alabama.\n\n## Work Assigned Until the Next Session\n\nHere is the analysis of the conversation between Nevita (the client) and the coach. The conversation covers the following topics: \n\n1. **Introduction**: The session starts with an introduction by the coach, explaining how T-Mobile is paying for this service.\n2. **Polygraph Test Experience**: Nevita shares his experience with a polygraph test, which he found challenging. The coach explains that some control questions are asked to determine normal responses from abnormal ones.\n3. **Assignment and Plan for Next Week**: The coach assigns several tasks for Nevita to complete next week, including watching webinars on resume writing, LinkedIn profiles, and personal branding. He also asks Nevita to send his resume by email so the coach can review it before their next session.\n4. **Job Placement Success Rate**: Nevita asks about the success rate of the coaching program in terms of job placement. The coach replies that about half of the participants find jobs within the three-month program, and the rest use the tools provided to continue their job search after the program ends.\n5. **Next Session Scheduling**: The coach and Nevita discuss scheduling for the next session, agreeing on 2:30 PM CDT for central Alabama.\n\n## Date and Time of the Next Session\n\nIt appears that the conversation is between a career coach and their client, Nevita. The coach is providing guidance on how to navigate the job market and improve Nevita's chances of finding employment. Here are some key points from the conversation:\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-NAVETTA HEARD/Jean-Sebastien: Introductory Call with Your Coach-2026-06-15T11:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/260330435347944?p=Gt5R8hykH5Q16OohR4","google_event_id":"834c4fa8-6684-11f1-abb5-5a81e1f4082b","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Rappel de notre séance et prochain rendez-vous\n\nBonjour Navetta,\n\nJe vous remercie d'avoir été présente à notre dernière séance. Nous avons discuté avec précision votre situation actuelle, vos objectifs et les étapes nécessaires pour atteindre un poste qui correspond à vos compétences et à vos aspirations.\n\nNous avons également identifié quelques domaines importants où vous souhaitez améliorer vos compétences : votre présentation de soi, votre réseau professionnel et vos capacités en gestion du temps. Nous allons continuer à travailler sur ces points dans notre prochain rendez-vous.\n\nJ'attends votre réponse pour fixer une nouvelle date qui convienne à votre planning. Vous vous êtes engagée à rédiger un plan d'action spécifique avant la semaine prochaine, je suis impatiente de le recevoir !\n\nJe suis confiante que nous pouvons atteindre vos objectifs ensemble.\n\nBien cordialement,\nNavita","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"I worked with Levita on Explain the program, Career guidance review (strengths), Job Search Approach, and LinkedIn profile optimization. We agreed that for our next meeting I will help her complete her LinkedIn profile and create a professional headline. We will meet again on Wednesday June 19 at 10:00 AM EDT.","session_summary":"Job placement strategy, researching job opportunities, drafting a list of required skills.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":"2026-06-22T19:30:00Z","prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"427d89f6-5e00-4236-b8e6-bb4c42ff10bc"},{"candidat_id":"9a5752d7-dc93-4723-94a7-9f77fd71fab0","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-09T17:45:00Z","duree_minutes":15,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Leena Watwani - 15 minutes meeting-2026-06-09T13:45:00-04:00","teams_link":null,"google_event_id":"405fba5e-603f-11f1-8421-3ecc3df453e0","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"a4232a5c-4a17-4cac-a37f-1674e767c409"},{"candidat_id":"9a5752d7-dc93-4723-94a7-9f77fd71fab0","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-09T15:30:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Ready? Mm-mm. Mm-mm. Hello, Lena. Hey. Hi, my name is Lena. Sorry, my camera is not... I'm not working today, but I will have it fixed for our next meeting. No worries, no worries. As long as we can hear each other, that's good. That's fine. That's great. Yeah. How are you doing today, Lina? I'm doing wonderful. How about you? Yeah, yeah. Not so bad. Not so bad. Yeah. We have a really nice day here in Montreal. I'm actually based in Montreal here. So yeah, I am from across the border. Yeah, well, Lina, I'm really pleased to meet you today. And what I would suggest is that we can take a few minutes. I could start by... telling you who I am first so you understand who is this guy I'm talking to and then use most of our time to talk about you because this is why we're here, but I'm also going to use some of our time today to explain to you what we can do together, so what we're going to be doing for the coming few weeks. So, yes, my name is John Sebastian, so I'm from Montreal, from Canada, and I'm with Wright Management, and I'm... doing career consulting, but I'm also an executive coach. I'm working with executives in organizations, in not-for-profits, in corporations. So I have different hats, so you'll be able to benefit somehow of those two hats. And And, you know, the coaching approach, a lot of people, you know, hear about coaching, they think about life coach, you know, and people help. you know telling people how to live and and actually coaching can be a lot of things and there are a lot of coaches out there you know it's not a really regulated profession you know so Pretty much anyone can call themselves coaches, but I'm a coach who is certified by the International Coaching Federation. So this is a regulating body for the. uh the industry and uh and by by doing this i have to to abide by certain rules and ethics so everything that we will be discussing here is uh will be confident confidential between us two and the space that i'll create for you here is really your space so it's really you to you use this time together, we'll be able to meet on a regular basis, so you can share pretty much as much as you want to share. you know that that is on your mind some people sometimes they say you know i i want to use this time just to to vent you know and talk about you know what's going on you know and how i feel and I'm here for that too. I'm not a psychologist, so this is not what we're doing, but this is a safe space for you to share about how you're doing. and and also we have specific steps that we want to follow um to help you with with finding a new job uh i've seen that you have quite uh a vast experience with working with major corporations. So this is really a good asset for you. But we're going to want to... to leverage every asset that you have, everything that you can use to really help you to use this time as a pivot. actually improve your situation you know sometimes people say like oh you know I'm I'm changing job I don't want to have a lower position you know and lose too much as a salary but that that lena if there's something we can agree together today the our goal is to actually increase you know is to find a better you know a position and to use that as you know as a jumpstart to go somewhere else and to move on with your career and to improve so so that's how we approach that and we have several steps of things we can talk about in the coming weeks um so uh so yeah so so So that's what I wanted to share with you so that you understand a bit where I'm coming from, what I'm doing, and the approach that I have, because as a coach, we're not... there to tell you what to do. Through coaches, they believe that the coaches, they have the solutions. They know what is best for them. but it's just to ask the right questions you know so i'm just going to ask you questions to make you think uh to make brainstorm and and we're going to be working together to really move forward in this in this process how do you feel about that so far yeah yeah so So with that, maybe I'll kind of jump into, you know, maybe... jump into myself and also to some extent went a little bit to start with um but um so um You know, I was working for Motorola last year and September of last year I went out on maternity leave. um that's you know these are things not on the resume so and i was supposed to return to work in january In January, the first week of being in office, I was essentially let go and that's kind of where this program came. Now, you know, I truly loved my job and I had like very good relations. with you know my peers, the managers, the leaders and like overall and I literally like saw a growth path in the organization. But just from being on maternity, you know, I was certainly like not in touch and more than that like recovering physically and like emotionally mentally it just took me a few additional months um so that's kind of why uh i you know honestly uh even though i was let go in um january i'm only starting the program now just because i'm more mentally ready you know it's just i have been not seeing the baby and you know sleepless nights all of that like i was just not um as focused but at this point i'm really like very ready Yes, I wish I had the same job back, but going into a new role, I understand. have to like rebuild relations and you know that being said um honestly i've since september of last year i've not really been like in a job because of being on maternity leave and then like subsequent to that you know because of being let go now um of course you know from my perspective i find it unfair like not even being given a chance to come back to work right and even before that like of course it was not at all for performance reasons but budget reasons and budget and reog or whatever, right? But that being said, right? My resume doesn't show the career gap, or rather a break right now, but that's something I wanted to do. kind of get your feedback on because on paper honestly I have been employed through like apron But I was on maternity leave from September through April and, you know, now I'm kind of starting back up. Like I kind of, you know. after being let go there was some severe and stuff that's all so but at this point I certainly You know, now I don't want to give the interviewers the impression that they have a big gap. But at the same time, interviewing skills and stuff of that sort and I just need a little I've been with the baby for almost 15 months and, you know. suddenly like the last like the nine months of nc2 there was There were periods where I was not very well, so I was not as ingrained into projects as I was. have typically been in that kind of way i hope to get through how once i you know start something new and i think the biggest debate for me my mind is like you know i think the position that i had it was really even though the title is senior business analyst it was a product owner position like or rather that was kind of the career path where um in the product owner position product where you know you have to speak through and chart your recordings. But at this point, this being where I am, and let the... or with the kind of yeah i'm open to starting work business analyst or a senior business So I'm ready to jump into a couple of years. It makes more sense and that's why the product owner made it play out there and that's kind of the thought behind it. But, you know, if you think I should approach friendly or based on, like, how you aim people. will come back to work. I mean, I'm open to it, but, you know, I'm fine. I'm more thinking about helping start slower and then eventually ramp up because I believe I've been, you know, out for about eight years, like, more practically like nine months with the baby. and then even like the last three months of pregnancy where i was in and out because of health reasons so when you're more or less like in and out. So anyway, I'll just do it. Maybe on the resume that wasn't what I was like thinking because you know From the experience and background that I have, it is more for a senior doctor, it's kind of where to be expected. see someone like me in the career path. Then I went for business in a little consumer position. and what my diminish was that's kind of what i feel um and you know i kind of it's way to go it is still in the career ladder that that um potentially give the interviewer the impression for some reason i was not able to grow and you know So, from that perspective, I could put a medical name to ensure that and I hope that being transparent about it it's just that right now um or I like the skills, the senior skills. Okay, okay. Mm-hmm. Well, uh, that's, I think, the, the, the, I mean, I have a lot of background in the region. and, you know, that's something that can take it away. Yes. Um, yeah. In the last year or so, AI has reshaped the industry. to play a lingerie, that's where I would kind of help. as much as many like projects yet would be interesting if like my mom didn't have them but i was just you know not as it be to have six years because you know I was going to go out and pick anything so so I don't I think I kind of debate a lot, you know, should I, should I make Halloween or should I just eat WSU masks and you know maybe talk. through it once we get through it. Yeah, those are all really legitimate questions. Lina, and first of all, it's really unfortunate, you know, what happened and I'm sorry you had to go through this, I know it's probably... unexpected when you you you're having a child and having to at the same time you know looking for a new position so I that there's there's some weight there you know it's the mental weight and uh and even physical that's both mental and physical at the same time so I I yeah i'm sorry for this at the same time i understand you have these questions about should i should i mention that how to mention that, how to show as who I am in with my own situation and what's the impact that will have on the employers. will employer see that, you know, uh, as negative or, or, um, and then that's something we will be working on. how you want to present this. And quite honestly, I always think that transparency is a good thing. don't value honesty and they don't see what you're bringing as a human. with your whole situation, because as a human, you're not just an employee, you're also human with your personal situation. see that and they don't value it well there might be not the good fit right because if you're with an employer that doesn't value that and doesn't might see this negatively uh you know it speaks about what kind of employer it is right and uh so so So that's maybe something. to to take into consideration and two things that we will be working on really like in the coming days is what we call the parting story. So to explain what happened, what makes it that you're now looking for a job without going into details. The idea is not to to paint a whole story and to to talk about your past employer but to at least think what you're going to be and you're answering when people are going to ask you the question because people are going to ask and and employers future employers in interviews they will ask you know why why did you leave your your last position right so so we have to come up with a story that is true, we don't want to invent false things, but to come up with a story that is that shows you positively. and so that it doesn't impact you. It's really unfortunate, again, I'm sorry about that, that when you came back and they let you go, just I understand a few days or weeks after I mean they might have their reasons you say financial reasons it might be true possibly. It's really unfortunate. But yeah, we'll have to come up with this little explanation that we need to think about. and then we'll also be working on what we call the personal brand statement so it's really to to nail down in a really short paragraph who you are and who what you want to do as an employee and it could be similar to what you've been doing as you said you know i would like to do I like you appreciated your job. That's great. If it can be something similar, it would be great. But we'll still take some time to reflect on. that to say well you know this is an opportunity that you have how to turn this unfortunate situation as a as an opportunity for you to to take the time to reflect about what you really want right now because a lot of people I would say most people they never get that chance to think about what they really want right They're just working, working, working, and they don't have any pause to just wait and be like, what do I really want right now? What is right for me? So we'll take some time in the coming sessions about that. But in the coming days, what I would suggest you to do, and I'll... send you an email with a few resources that you can look on the website, on the next website of the right management. There's a lot of content in there Lina. There's like you can't get lost On everything that's there, but I will I will highlight a few ones, you know the key ones that you can look at when you go on the next website there's a tab that's called Evans and you have live there's a tab that is called Evans yeah and when you go there you have live events you can register to live sessions with their group, you know, group of people, but you can interact or there are pre-recorded webinars that you can watch. the same topics uh it's just if you prefer live or when you want to watch them and there's one that is really basic it's getting started this is like really the big one to explain the whole process but there are three that i would recommend that you watch in the coming days there's one about the resume so it could answer some of your questions because, you know, Lina, you're not alone, you know, in this situation. People have maternity leave. Sometimes they get let go. know after they come back uh it's unfortunate it happens to other people so so there things like that will be addressed in these presentations so the one on resume on also the linkedin profile because i've seen your linkedin profile it's really nice you know it shows like really major names that you've worked with your bills trust you know on your on your case um but in that video about linkedin profile they will talk about optimization. seen that you already had some, I understand you already looked into how to make your LinkedIn profile appealing. I saw that you put like keywords. words at the top in your description, you know a bit about that already, but it's always good to watch. And they will talk also about. Why it could be good to put open for work? You know, that there's this little icon that you put on there. And people sometimes are like, ah, should I put this? that should i not put that you know what's what's what's best you know and and they will talk about this um and there's one about the personal branding So those, I would say it's about like a one hour, I think each. So if you have time during the coming week to watch these, and And then next time we talk, we can go further and one of the things we will be working on, what I like to do really early on. in our coaching sessions is to really reflect on what is it that you want and what is it that you do not want because quite often people They, you know, they know what they want is I know what I want, but they don't stop thinking about what is it that I no longer want to do and to make sure that this is clear. And that will help to build this personal branding statement to make sure that the way you present yourself to employers is really tailed to what you really want. So that you don't end up doing, you know, sometimes people, they find a new job and then they end up being like, oh, no, I'm still stuck in the same. some same patterns or things that i didn't like in my previous job that i find again like oh no i'm still in there so so we'll have some discussion about that uh And I have a tool that I use personally, that it's extra, it's a bonus I'm giving to the people I work with here, that I use with my execution. coach and clients. And it's called what we call the identity matrix. So it's a document that we will fill together and really helps to reflect on, you know, what want what you don't want and on the other axis is is who you are right now who you could become and who you don't you don't want to become so we'll have some reflections about that and really take the time to be really crisp about this and to be sure that further down we'll be able to have a better results in getting the job that you're looking for. And the last thing is also the resume. So we can still wait for next week. Even if you have time this week, that could be something you can do. You can upload. Yes, I will do. I have not even. Yeah. I've already applied like two gyms off my resume, I made some updates and yeah, I mean I'm still working. Maybe we have a better version, but I believe it was standard documents. I have a couple versions of my resume. okay well okay well if you have one that you feel that is the one that reflects the more your current situation there's an email that you can send it to and then you will be assigned to a resume consultant so it's not me it's another person from Right Medicine. management that only does that. They only do resumes and they will take it and they will make comments. So they will send it back to you. Yeah, I do. I have that. You can see if you do that right. I have version. that is complete. Okay, cool. Because sometimes it could be really technical consideration. you know, even the formatting, because nowadays, a lot of companies, you know, they use AI and tools like that. So they will take the resume. And if it doesn't respect like the formatting sometimes it will just be discarded without even being considered so this is like a bit stupid but but it's uh sometimes that's that's what's happening so uh they will also make comments about about that so uh so yeah so we have a lot of things lena that we can cover uh the email i can say yeah well i'll send it to you by email because it's a long email so it's uh complicated to tell you but you can just copy paste it and and send it and there's i will tell you in the time email there's some formatting to respect in the message in the subject of the email so that when they receive it, they can link it to your account, and for the coming... and for the coming weeks i i would suggest that we uh meet about once a week if it's okay with you okay um and even between the meetings. You can write to me if you want, you can send me a message. Sometimes people, they write to me and say, oh, you know, I'm getting an interview. They can ask me questions. We can even practice interviews. together if you want, so I can challenge you, ask you a hard questions and practice so that just that you build confidence because even though I see that you've been working with many companies uh well you know it's it's always good to to practice a bit before you get into interviews just to to feel natural you know yeah so uh huh how do you feel about all of this lena that's a lot of things i've told you today but i just wanted to aha cool i like that that's a good thing well and and even you know through the course of the next weeks you can you you could have uh You know, it's normal to have ups and downs, you know, even if now you're excited, maybe in a few weeks, maybe you'll be a little less and it's it's OK. And again, I say, you know, this is a space where you. can you can share with me you know in full confidentiality about how things are going and and uh yeah i can offer you this space you know sometimes it can be a lonely journey, you know, even when people have their family or friends, but it can still be something that, that, you know, sometimes people keep for themselves. So it's, it's, it's a space. also for you if you want to use it. Makes sense. Now, on the right um is there like a particular community where you know I can get connected to the recruiters more just like you know, go up, is it recommended to apply on LinkedIn or in other places? Yeah, yeah. Well, we'll cover that, you know, for sure. sure, I don't want to hold you if you want to start to apply to places. Sometimes people start to work with them, they've already applied to places and send applications. For sure, you can start right now, but we'll cover this in our sessions. How is it the best way? There are multiple ways. It could be by LinkedIn. direct applications by email sometimes would be like a networking events through connections so there's a few things that we will cover like that but if you already have places that you see you know openings you say like oh no i want to uh to apply uh i would say don't don't hold you you know don't wait to say oh i don't want to apply because we haven't you know discussed it uh i mean if you see an opening that has a deadline line uh and that is coming for sure you know it's better to apply than to not apply um and and but if you see like an opening that is coming really short quickly, you can write to me and say, okay, well, I see something that's coming, can we talk about it, even if it's before the next session, we can make it. exceptions okay let's talk you know the next day so that we can really look at this that you saw you know uh so we don't want to miss any opportunity right but but at the same time you know i i'm looking at your uh i know it's and you said you've waited a bit to activate your account but i see that No, we have until the beginning of August to work together. So, I mean, we have like two months about to do this. So I think we're we can have it. of time to really set the things right. But at the same time, I know that here in Canada, it's a bit different than in the US. You know, in Canada. other people, they tend to take a little bit more time to find a new job because we have sometimes some money coming in. from the insurance, from the government and things like that. In the U.S., I think it's different, you know, well, depending on the package that you got. But sometimes people are more eager to find... something quickly i understand that but we have about two months together that we can we can work on on preparing for this How does that feel? Makes sense. When do you think we could talk next time? For some reason, my internet is... Thank you. It was a bit lagging, is that true? Thank you. yeah it seems to be lagging for some reason yeah connect next time i i don't know it could be me too but you're right because sometimes it was a bit lagging that's why i was like sometimes leaning to to hear you um so uh so yeah so for the next time when would be a good time for you with the looking at my schedule Okay, sure, sure. At the same time, maybe next week, it's good. Okay. Well, I can send you an email. Thank you. Thank you, Jan. I have to maybe try rebooting my internet, and then we'll check next time. OK. That was nice talking with you, Lina. I'll send you an email. Bye-bye. Have a nice day.\n\n=== Fichier uploadé : 661ff5d4-0d40-4c0b-8bc0-d04c8f204de8.m4a (2026-06-11 01:04) ===\n\n[COACH 02:12] working today but i will have it fixed for the next uh for our next meeting no worries no worries\n\n[CLIENT 02:19] as long as we can hear each other that's uh that's fine that's great perfect yeah how are you doing today lena i'm doing wonderful how about you yeah yeah that's so bad that's so bad yeah it's we have a really nice day here in the in montreal i'm actually based in montreal here so okay yeah yeah from across the border um so so yeah well Lena I'm really pleased to meet you today and what I would suggest is that we can take a few minutes I could start by telling you who I am first so you understand who is this guy and then use most of our time to talk about you because this is why we're here but I'm also going to use some of our time today to explain to you what we can do together so what we're going to be doing for the coming few weeks. So yes, my name is John Sebastian. So I'm from Montreal, from Canada, and I'm with the IT management. And I'm doing career consulting, but I'm also an executive coach. I'm working with executives in organizations, in not-for-profits, and corporations. So I have different hats, so you'll be able to benefit somehow of those two hats. And, you know, the coaching approach, a lot of people, you know, hear about coaching, the thing about life coach, you know, and people, you know, telling people how to live. And actually, coaching can be a lot of things. And there are a lot of coaches out there. You know, it's not a really regulated profession, you know, so pretty much anyone can call themselves coaches. But I'm a coach who is certified by the International Coaching Federation. So this is a regulating body for the industry and and by by doing this I have to to abide by certain rules and ethics so everything that we will be discussing here is will be confident confidential between us too and the space that I'll create for you here is really your space so it's really you to use this time together you will be able to meet on a regular basis so it could you can share pretty much as much as you want to share, you know, that that is on your mind. Some people sometimes they say, you know, I want to use this time just to vent, you know, and talk about, you know, what's going on, you know, and how I feel. And I'm here for that too. I'm not a psychologist, so I'm not, this is not what we're doing, but, but this is a safe space for you to share about, about, you know, how you're doing. And, and also we have specific steps that we want to follow to help you with finding a new job. I've seen that you have quite a vast experience with working with major corporations. So this is a really good asset for you. But we're going to want to leverage every asset that you have, everything that you can use, to really help you to use this time as a pivot to actually improve your situation. You know, sometimes people say like, oh, you know, I'm changing job. I don't want to have a lower position, you know, and lose too much as a salary. But that, that, Lina, if there's something we can agree together today, our goal is to actually increase, you know, is to find a better, you know, a position. And to use that as, you know, as a jump start to go somewhere else and to, you know, to move on with your career and to improve. Yeah, it makes sense. So, so that's how we approach that and we have several steps of things we can talk about in the coming weeks. So yeah, so that's what I wanted to share with you so that you understand a bit where I'm coming from, what I'm doing and the approach that I have, because as a coach, we're not there to tell you what to do. You know, through coaches, they believe that the coaches, they have the solutions. They know what is best for them, but it's just to ask the right questions. I'm just going to ask you questions to make you think, to make a brainstorm and we're going to be working together to really move forward in this in this process how do you feel about that so far yeah that's great that's wonderful yeah\n\n[COACH 06:50] yeah so uh with that maybe i'll kind of um you know jump into um you know maybe jump into myself and also to some extent went a little bit to start with but so you know I was working for Motorola last year and September of last year I went out on maternity leave that's you know these are things not on the resume so and I was supposed to return to work in January in January the first week of being in office I was essentially let go and that's kind of where this program kicked in now you know I truly loved my job and I had like very good relations with you know my peers the managers the leaders and like overall and I literally like saw growth part in the organization um but just from being on maternity uh you know i was certainly like not in touch and more than that like recovering physically and like emotionally mentally it just took me a few additional months um so that's kind of why i you know honestly uh even though i was let go in um January. I'm only starting the program now just because I'm more mentally ready. You know, it's just I have been nursing the baby and, you know, the sleepless nights, all of that. Like, I was just not as focused. But at this point, I'm really, like, very ready to go. Like, I mean, yes, I wish I had the same job back like but you know um going into a new role i understand i'll have to like rebuild relations and you know that being said um honestly i've since september of last year i've not really been like in a job because of being on maternity leave and then like subsequent to that uh you know because of being let go now um of course you know from my perspective i find it unfair like not even being given a chance to come back to work right and being let go even before that like of course it was not at all for performance reasons but budget reasons and um budget and reog or whatever right but that being said right um you know my resume doesn't show the career gap uh i mean or rather a break right right now but i that's something like i wanted to kind of get your feedback on because on paper honestly i um have been employed through like april um but i was on maternity leave from september through april and you know now i'm kind of starting back on like i'm like i they kind of will have, you know, even after being let go, there was some severe rents and stuff, that sort. So, but in this point, I certainly, you know, now I don't want to give the interviewers the impression that I have a big gap. but at the same time to interviewing skills and stuff of that so that I just need a little bit of questions. I've been with the baby for almost months and and you know certainly like the the last like the nine months of pregnancy too There were periods where I was not very well. So I was not as ingrained into projects as I, you know, have typically been in that kind of where I hope to get to once I, you know, start something new. And I think the biggest debate for me in my mind is like, you know, take the position that I had, it was really, even though the title is senior business analyst, it was a product owner position, like, or rather that was kind of the career path, where um, in the product owner position, there's a full product where, you know, you have to strategically think through in a project, um, product and, you know, kind of chat your way, accordingly. Um, but at this point, just being where I am and like the, the, you know, with the kind of, yeah, I'm open to starting more business analysts or a senior business analytics and kind of work in my dear. It makes more sense and that's why, you know, I have a product owner like in my mouth and that's kind of the thought behind. But, you know, you think I should approach friendly or based on like how you, you same people come back to work um i didn't mean i'm open to but um but you know i'm kind of more thinking like i can start slower and then even ramp up because i believe in um you know um for about i more practically like more practically like nine months with the baby and then even like the last three months of pregnancy where I was in and out because of health reasons so about a year I mean yeah more or less like in and out so I mean I also show it um um maybe on resume that was an thought I was like like thinking because you know like the experience and background that i have is more for a senior product like it's kind of where you expect to see someone like me in the career path that when i um working for business like a little more junior position and put my resume shows that's kind of what i feel um and you know i kind of make it's way to go because um having a lot of experience but still be in the career ladder that just the impression that um that eventually give the interviewer the impression for the reason i was not able to grow and you know So I don't know anyone with that again. So from that perspective, I could put a medically, you know, show that. And I'm not being transparent about it. It's just that right now, there is it more highlighting the skills, the senior skills. I mean, well, okay. That's, I think, the, the, I mean, I have a part of background in attendance and, you know, that's something, but you can take it away. Yes. Yeah. You know, less like the same time in the last year or so. AI has reshaped the industry to like a larger degree and that's, you know, where I would kind of help. I haven't done as much of, as many, like, projects, AI trade, which would be interesting if, like, my projects, AI trade, which would be interesting if, like, my mom didn't have them. but I was just, you know, not as a big to that's just because, you know, I was going to go out and betterly. So, yeah, so I don't, I think I kind of debate a lot, you know, should I should I make leave or should I just leave the LIS and, you know, maybe talk through it once we get to, like,\n\n[CLIENT 16:23] yeah those are all really legitimate uh questions uhina and and and first of all it's really unfortunate you know what happened and i'm sorry you had to go through this i know it's probably unexpected when you you're having a child and having to at the same time you know looking for new position so i i understand that there's there's some weight there you know it's the mental weight and physical. It's both mental and physical at the same time. So I, yeah, I'm sorry for this at the same time. I understand you have these questions about should I, should I mention that, how to mention that, how to show as who I am in with my own situation and what's the impact it will have on the employers? You know, will employer see that you know, as negative or, or, and that's something we will be working on on how you want to present this. And quite honestly, I always think that transparency is a good thing, you know, and if employers don't, don't value honesty and they don't, you know, don't see what you're bringing as a human with your whole situation, you know, because as a human, you're not just an employee, you're also a human with your personal situation. If they don't see that and they don't value it, well, there might be not the good fit, right? Because if you're with an employer that doesn't value that and doesn't, might see this negatively, you know, it speaks about what kind of employer it is, right? And so, so that's maybe something to to take into consideration and two things that we will be working on really like in the coming days is what we call departing story so to explain what happened what makes it that you're now looking for a job without going into details the idea is not to to paint a whole story and to talk about your past employer but to at least think what you're going to be and you're answering when people are going to ask you the question because people are going to ask. And employers, future employers in interviews, they will ask, you know, why did you leave your last position? So we have to come up with a story that is true. We don't want to invent false things, but to come up with a story that is, that shows you positively. And so that it doesn't impact you. It's really unfortunate again. I'm sorry about that, you know, when you came back and and they let you go just, I understand, a few days or weeks after. I mean, they might have their reasons, when you say financial reasons, it might be true, possibly. It's really unfortunate. But yeah, we'll have to come up with this little explanation that we need to think about. And then we'll also be working on what we call the personal brand statement. So it's really to, to nail down in a really short paragraph who you are and what you want to do as an employee. And it could be similar to what you've been doing. As you said, you know, I would like to do, you appreciated your job. That's great. If it can be something similar, it would be great. But we'll still take some time to reflect on that, to say, well, you know, this is an opportunity that you have. How to turn this unfortunate situation as an opportunity for you to. to take the time to reflect about what you really want right now. Because a lot of people, I would say, most people, they never get that chance to think about what they really want, right? They're just working, working, working, and they don't have any problems to just wait and be like, what do I really want right now? What is right for me? So we'll take some time in the coming sessions about that. But in the coming days, what I would say, you to do and I'll send you an email with a few resources that you can look on the website, on the next website of the right management. There's a lot of content in there, Lena. You can't get lost on everything that's there. But I will highlight a few ones, you know, the key ones that you can look at. When you go on the next website, there's a tab that's called Evans and you have a live there's a tab that is called events and when you go there you have live events you can register to live sessions with their group group of people but you you can interact or there are pre-recorded webinars that you can watch it's the same topics just if you prefer live or when you want to watch them and there's one that is really basic it's getting started it. This is like really the basic one to explain the whole process. But there are three that I would recommend that you watch in the coming days. There's one about the resume. So it could answer some of your questions because, you know, Lena, you're not alone, you know, in this situation. People have maternity leave. Sometimes they get let go, you know, after they come back. It's unfortunate. It happens to other people. So things like that will be addressed in these. presentation. So the one on resume, also the LinkedIn profile, because I've seen your LinkedIn profile. It's really nice, you know, shows like really major names that you've worked with. It's, you know, builds trust, you know, on your, on your case. But in that video about LinkedIn profile, they will talk about optimization. So I've seen that you already had some, I understand you, you, you already looked into how to make your LinkedIn profile appealing. I saw that you You put like keywords at the top in your description. You know a bit about that already. But it's always good to watch. And they will talk also about why it could be good to put open for work. You know that there's this little icon that you put on you. And people sometimes like, should I put that? Should I not put that? You know, what's best? You know, and they will talk about this. and there's one about the personal branding so those I would say it's about like a one hour I think each so if you have time during the coming week to watch these and then next time we talk we can we can go further and one of the things we will be working on what I like to do really early on in our coaching sessions is to really reflect on what is it that you want and what is it that you do not want? Because quite often people, they know what they want. They say, I know what I want, but they don't stop thinking about what is it that I no longer want to do. And to make sure that this is clear, and that will help to build this personal branding statement to make sure that the way you present yourself to employers is really tailed to what you really want so that you don't end up doing, you know, sometimes people, they find a new job, and then they end up being like, oh, no, I'm still stuck in the same, some same patterns or things that I didn't like and I haven't proved a job that I find again, like, oh, no, and I'm still in there. So we'll have some discussion about that together. And I have a tool that I use personally, that it's extra bonus I'm giving to the people I work with here that I use with my executive coaching clients. And it's what we call the identity matrix. So it's a, it's a, it's a document that we will fill together and really helps to reflect on you know what you want what you don't want and on the other axis is is who you are right now who you could become and who you do you don't want to become so we'll have some reflections about that and and really take the time to to be really crisp about this and to be to be sure that further down will be able to have better results in getting the job that you're looking for and the last thing is also the resume so we can still wait for next week but even if you have time this week that could be something you can do you can upload yeah um I've already\n\n[COACH 25:32] like two genes of my retinae um I made some updates and yeah I mean I'm just looking at moving and we have a better version but I believe it was standard in documents, I have a couple versions of my resume.\n\n[CLIENT 25:51] Okay. Well, if you have one that you feel that is the one that reflects the more your current situation, there's an email that you can send it to and then you will be assigned to a resume consultant. So it's not me, it's another person from right management that only does that. They only do resumes. And they will take it and they will make comments. So they will send it back to you with some comments.\n\n[COACH 26:22] Yeah, I do. I have that. If you can see, if you email, it's like to do that right way.\n\n[CLIENT 26:29] Uh-huh.\n\n[COACH 26:30] Okay. I have version that it's, you know, more of this. That is coming.\n\n[CLIENT 26:36] Uh-huh. Okay. Okay. So sometimes, you know, it's really, it could be really technical consideration, you know, even the four Because nowadays, a lot of companies, you know, they use AI and tools like that. So they will take the resume and if it doesn't respect like the formatting, sometimes it will just be discarded without even being considered. So this is like a bit stupid, but it's sometimes that's what's happening. So they will also make comments about that. So yeah, so we have a lot of things that we can cover.\n\n[COACH 27:09] Well, what's the email I can send?\n\n[CLIENT 27:14] Yeah, well, I'll send it to you by email because it's a long email. So it's complicated to tell you, but you can just copy, paste it and send it. And there's, I will tell you in the time email, there's some formatting to respect in the message, in the subject of the email. So that when they receive it, they can link it to your account. what and and for the coming yeah and for the coming weeks I would suggest that we meet about once a week if it's okay with you okay and even between the meetings you can you can write to me if you want can send me message sometimes people they they write to me and say oh you know I'm getting an interview they can ask me questions we can even practice interviews together if you want so I can challenge you you know ask you hard questions and and practice so that just that you build confidence because even though i see that you've been working with many companies uh well you know it's it's always good to to practice a bit before you get into interviews just to to feel natural yeah so uh huh how do you feel about all of this lena that's a lot of things i've told you today but i just wanted to i'm excited here uh-huh cool like that. I'm excited. That's a good thing. Well, and even, you know, through the course of the next weeks, you could, you could have, you know, it's normal to have ups and downs, you know, even if now you're excited, maybe in a few weeks, maybe you'll be a little less. And it's, it's okay. And again, I say, you know, this is a space where you can, you can share with me, you know, in full confidentiality about how things are going and, yeah, I can offer you this space. You know, sometimes it can be a lonely journey, you know, even when people have their family or friends but it can still be something that that you know sometimes people keep for themselves so it's it's a space also for you if you want to use it makes sense um now\n\n[COACH 29:16] you know in uh on the night hotel there is a total there is a broad right um is there like a particular committee where I can get connected to the recruiters more just like you know go up like it recommended to apply on LinkedIn or in other places yeah yeah well we'll\n\n[CLIENT 29:50] cover that you know for sure I don't want to hold you if you want to start to apply to places sometimes people know I start to work with them they've already applied to places and send applications so For sure, you can start right now, but we'll cover this in our sessions. Now, how is it, you know, the best way, there are multiple ways. You know, it could be by LinkedIn, could be direct applications by email. Sometimes we'll be like a networking event through connections. So there's a few things that we will cover like that. But if you already have places that you see, you know, openings, you say like, oh, no, I want to apply, I would say don't, don't hold you, you know, don't wait to say, oh, I don't want to apply because we haven't discussed it. I mean, if you see an opening that has a deadline and that is coming, for sure, you know, it's better to apply than to not apply. But if you see like an opening that is coming really shortly, you can write to me, say, okay, well, I see something that's coming. Can we talk about it? I know, even if it's sure, it makes sense. Before the next session, you know, we can make an exception, say, okay, let's talk, you know, in the next day so that we can really look at this that you saw, you know, so we don't want to miss any opportunity, right? But, but at the same time, you know, I'm looking at your, I know it's, and you said you've waited a bit to activate your account, but I see that, you know, we have until the beginning of August to work together. So, I mean, we have like two months about to do this. So I think we can have enough time to really set the things right. But at the same time, I know that's here in Canada, it's a bit different than in the US. In Canada, people, they tend to take a little bit more time to find a new job because we have sometimes, you know, some money coming in from the insurance, from the government and things like that. In the US, I think it's different, you know, well, depending on the package that you got, but sometimes people are more eager to find something quickly, I understand that. But we have about two months together that we can work on preparing for this. How does that feel?\n\n[COACH 32:14] Makes sense.\n\n[CLIENT 32:15] Yeah, okay. So when do you think we could talk next time?\n\n[COACH 32:21] For some reason, my internet is, okay, thank you.\n\n[CLIENT 32:27] It was a bit lagging. Thank you.\n\n[COACH 32:30] Well, yeah, it seems to be lagging for some ways. Yeah. Connect next time.\n\n[CLIENT 32:38] I don't know. It could be me too, but you're right because sometimes it was a bit lagging. That's why I was like sometimes leaning to hear you. So yeah, so for the next time, when would be a good time for you? Looking at my schedule.\n\n[COACH 32:58] I will send you over email because I have to like calendar. Okay, sure. Sure. At the same time, maybe next week is...\n\n[CLIENT 33:10] Okay. Well, I can send you an email.\n\n[COACH 33:13] All right. Thank you. Thank you, Jan. Maybe try rebooting my internet and then we'll connect next time. Okay, well, it was nice talking with you, Lena.\n\n[CLIENT 33:23] I'll send you an email.\n\n[COACH 33:25] Bye.\n\n[CLIENT 33:26] Very nice day.\n\n[SPEAKER_? 33:27] Bye.","rapport_genere":"## Main Topics Discussed\n\nBased on the conversation, it appears that Lena is working with a career coach named Jan from Right Management. Here are some key points from their discussion: \n\n* **Career goals**: Lena wants to find a new job in her field and improve her chances of getting hired.\n* **Resume review**: The coach will review Lena's resume and provide feedback on it.\n* **Job search strategy**: The coach will help Lena develop a job search strategy, including networking, LinkedIn optimization, and direct applications.\n* **Interview preparation**: The coach will also help Lena prepare for interviews, including practicing common interview questions and providing tips on how to improve her confidence and performance.\n* **Timeframe**: The coach has about two months (until the beginning of August) to work with Lena and help her achieve her career goals.\n* **Next steps**: The coach will send Lena an email to schedule their next meeting, which will likely be held once a week. Lena can also reach out to the coach between meetings if she has any questions or concerns.\n\n## Personal Information Shared\n\nClient has been working with many companies, wants to apply to places as soon as possible, has two months to find a new job, will work together with coach once a week, can send messages between meetings and practice interviews\n\n## Work Assigned Until the Next Session\n\nThis is a coaching session transcript between a career coach and their client, Lena. Here's a summary of the conversation:\n\n## Date and Time of the Next Session\n\nThe conversation is between a career coach and a client named Lena. The coach is helping Lena to find a new job, specifically in Canada. Here are the main points discussed during the call:\n\n* Lena has been working with Right Management, a company that provides career coaching services.\n* She has been waiting for two months to start her account, but she can now begin to apply for jobs and receive support from the coach.\n* The coach advises Lena to update her resume to make it more suitable for the Canadian job market.\n* They discuss how Lena's current experience and skills align with potential job openings in Canada.\n* The coach introduces the idea of a \"personal branding statement\" to help Lena describe her professional brand and attract potential employers.\n* They talk about how to tailor Lena's application materials to specific job openings, including formatting considerations for digital applications.\n* The coach suggests that they meet once a week during their time together, with the option to communicate between sessions if needed.\n* Lena is encouraged to start applying for jobs as soon as possible, but also to discuss any opportunities she finds with her coach before submitting an application.\n","code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Leena Watwani/Jean-Sebastien: Introductory Call with Your Coach-2026-06-09T11:30:00-04:00","teams_link":"https://teams.microsoft.com/meet/257148770666154?p=rqW4Sljvb3QZb8MnNM","google_event_id":"ff8792f6-63f7-11f1-8e96-f2ca634cfd8a","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre séance du [date]\n\nBonjour Leena,\n\nJe voulais vous remercier pour votre participation à notre récent rendez-vous. Nous avons abordé plusieurs points concrets, dont l'examen de vos objectifs en matière de carrière et la stratégie que nous allons mettre en place pour améliorer vos chances d'obtenir un nouveau poste dans votre domaine.\n\nNous avons également discuté de la mise à jour de votre CV et du développement d'une stratégie de recherche d'emploi, y compris l'utilisation efficace de LinkedIn. En outre, nous allons travailler sur la préparation aux entretiens, en pratiquant des questions courantes et en vous donnant des conseils pour améliorer vos compétences en confiance et en performance.\n\nJe souhaite que vous commenciez à appliquer les recommandations que nous avons discutées pendant notre séance. N'hésitez pas à me contacter si vous avez des questions ou besoin de soutien supplémentaire entre nos prochains rendez-vous.\n\nNous nous reverrons la semaine prochaine, le [date]. Je suis impatient de poursuivre notre travail ensemble et de voir les progrès que nous réaliserons !\n\nCordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is my internal note in the format you requested:\n\n\"I worked with my client on Personal Branding, Resume Development, and Search Strategy and Networking (Search plan) during this session. We agreed that for our next meeting I will review her updated resume tailored to the Canadian job market and help her develop a search strategy, including LinkedIn optimization and direct applications. We will meet again on Wednesday, June 6 at 2:00 PM EDT.\"","session_summary":"Career goals and job search strategy development, resume review, interview preparation and personal branding statement creation.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"870a0ee6-1a8d-4382-9e46-63ccca34d3aa"},{"candidat_id":"f23018e6-503a-4a44-bf7d-b56821f17737","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-08T17:45:00Z","duree_minutes":15,"type":"Phone","statut":"completee","notes_brutes":"=== Fichier uploadé : 544fd434-eb41-4c1e-87b0-e2941ddc480b.m4a (2026-06-11 01:04) ===\n\n[COACH 00:00] But, yeah, I feel optimistic now. I guess I'm through the stages of being used at first, kind of, you know. Because that's how I felt like when I first got laid off, I felt like I've been used until the end of the tech season. And then, okay, we need to lay off a few hundred people. You're one of them.\n\n[CLIENT 00:25] Yeah, I'm so sorry. Yeah. It's okay. Yeah. And how do you say it moved through the last few weeks? You see you feel optimistic now? How did that transition happen?\n\n[COACH 00:37] I'm currently studying for my CPA. Okay. And I just got a notice saying that I might be able to finish my master's.\n\n[CLIENT 00:49] That might be, you will?\n\n[COACH 00:51] Yes. Okay. Wow. Without that, without that.\n\n[CLIENT 00:55] Wow.\n\n[COACH 00:56] So, and. even though applying to certain jobs have been like discouraging, the market is hard. Like, I know that. But, you know, you have to fill out 300 just to get one. I don't know. I don't know. That's what it feels like, but yeah, I'm optimistic.\n\n[CLIENT 01:21] Okay. And what would you say makes you be optimistic at this point?\n\n[COACH 01:27] The fact that I know my skills will get me another job. I'm not an entry-level person just starting out with no experience. So I look at my background and say, you're going to get another job. Don't worry about it. It's just wintering you want to get another job.\n\n[CLIENT 01:52] Yeah, yeah. Well, I understand that there's a lot of uncertainty that comes with, you know, being in that process of looking for a job and not knowing, it's mostly the part of not knowing when, when it will come. But at the same time, you have an opportunity right now. Lattershan, you know, it's, it's some people tell me, you know, I don't want to lose too much in finding a new job. I don't want to be below what I had previously. I say, yeah, but, but what we're going to be aiming is getting better, you know, because he said, you have an experience you have your strengths you have and you're you're you're getting the master CPA you're you're you're getting out there you're getting it you got it\n\n[COACH 02:36] yeah yeah I guess got make yourself uh huh I'm not profitable but like I forget the word I'm sorry I'm a math person not a word person so well that's great that's weird I like the\n\n[CLIENT 02:50] energy and then I mean and and then we can use that you know as a leverage and even improve the situation you know get a better job and make it at that worthy of where you're at in your career path at this point so it's it's a transition it's a pivot and you know maybe you wouldn't have like to have that happening right now maybe I can understand I don't think anybody wants this ever to happen yeah yeah but yeah but what we're going to be doing together is is how to leverage everything that you have and are still working on together head to really increase your position and to, yeah, to make this worthwhile, you know, to make sure that all the struggle you've been going through all this, you know, these feelings that you've experienced that, you know, at least you're getting out with something that is positive for you. Yeah. So, okay. And how do you feel about this process of, of, yeah, looking for a job and working on yourself and you know working on all these tools LinkedIn and Rizmae well working on myself it's a\n\n[COACH 04:02] feel positive about i mean i don't like studying i sometimes i need an accountability partner but it's a shame because my accountability partner is at my old firm so well at least maybe you\n\n[CLIENT 04:18] can stay touch even if but it's different i don't know i haven't reached out and she hasn't reached out\n\n[COACH 04:24] So that tells me in itself that that was the company thing. So, yeah. But so it's just the studying part and just like stay studying. Because it's all on you. You have to make the schedule. You have to stick with it. Whereas though, if you're in school, it's like, okay, I need to get this done at a certain time deadline type of thing. But I feel good about improving myself because I know in the end of it, I'm going to be a more sort of actor candidate. And it's really nothing that a client, I mean, a company can say to discourage me on the criteria I am getting and plan to continue getting because I am a life learner. And I don't plan on just stop at my CPA. I plan on getting several certificates with it comes to different text law. So I'm not going to be stagnant, no matter where I'm at. I'm going to keep learning. That's just the type of person on them.\n\n[CLIENT 05:36] Yeah, I like that. Yeah. Go get him. Yeah. Yeah. I definitely resonate with what you're saying. I'm still studying. I'm doing degrees, a degree that I like to learn. And it tells more about who you are as a person, you know, showing that you're someone who is curious, you know, wants to learn, wants to know, wants to know, wants to understand. And this is a great quality because, you know, a lot of employers will say, well, you know, we can always teach or explain someone how to use a process or use a tool. But you cannot make someone be curious and want to learn. This is within the person, right? So this is really a huge asset. And you have also many more assets that will want to highlight and to put them in front. And this will require maybe a little less humility about yourself to be able to talk about your qualities and to make them shine. Because that's what we want, right? You want people to see them. and we want people also the employers to feel that you're confident about who you are and who you want to be, you know, and with their employers. Because, you know, the more clear we are about presenting ourselves, about saying, you know, this is who I am, this is why I want, the more confident it makes the employer that they're making a right choice because they say, well, you know, this person, we feel that, you know, she's at the right place. she's there and she's saying that we feel it's genuine you know on you know as in other cases they might feel like well you know this person not sure they know very much what they want or where they're at and so so this can make a difference between we're picking this candidate over this candidate you know so we're going to want to work on getting this edge you know really getting this additional um edge and uh so over the course of the next weeks um even this week if you have some time this week I'll send you some links and information that you can access through the website so you've accessed the next website because that's how you can book the no it's not true that's not true this website that you booked the email the appointment right you booked it with my with the\n\n[COACH 08:00] link in my email yes yes yes and I also did next next write something I'm forgetful I access that to upload my email, I mean my resume and my cover letter. So you did that. I was trying to get, yes.\n\n[CLIENT 08:19] Okay, that's great. That's what's something I was about to ask. So this, what it does is that there will be someone reaching out to you in a few days, which is not me, it's someone else that we have a whole department of people working on resumes. And they will really give you feedback, comments. I just was talking with another candidate and she showed me the document. They will go in the document, put in colors, different comments, what to change. And it's all suggestions, right? Because it has to speak to you, right? But what they use is that they will format it in a way that nowadays, a lot of employers use automated systems, right, to process, you know, candidates. So they will say, yeah, yeah, so they will use formatting that speaks the same language as those systems so that it gives you the best chances that it will be considered. Because sometimes when the system can't read the proper information, they will just discard application without even giving any chance, right? Which is quite frustrating because they're like, oh, you know, it's not quite. So they're going to be helpful with that. And then we can't. So I think you have like, it's going to be by just looking at your package here. so your advantage and let's just yeah so I think it's mostly they will reply by email yeah so you will have a few back and forth by email but with a specific person that will be associated to you and they will like provide these feedback but we can afterwards talk about it together so we'll have some time together to go through this or what do you think about this blah So, that's one thing. And on the next website, when you log into this website, if you go a bit down, you will see there's a section with videos. So there's a lot of videos, of webinars. There are some live sessions if this speaks more to you. So you can find some, you can register and be live with someone, it's a group, but with people. Or you can just watch the video. So they have one, it's called Getting Started, which speaks by itself, whatever. it's about the whole thing. But then you have a few ones that I would suggest are, there's one about the resume, there's one about LinkedIn, and there's one about the personal brand statement. So these aren't the three ones that we will cover at first. So if over the next week you can have a time to watch them, I think it's like about maybe an hour each, you know. So if you have some time to watch these, and then we can talk about this. The next time, well, and if you can upload, well, you said you uploaded the, the resume so you might have someone reach out to you so then next time what we will be working on it's mostly the the personal branding so to really be crisp on you know trying to summarize in one paragraph you know if you had to explain to someone who you are and what you want to do now you know in your career to really make it the the crispier possible make it really clear so we'll be working on this and I have a tool that I will be able to share with you. It's called the identity matrix. So it's like a table that you can fill. We'll discuss about it. And it really helps to clarify what you want and what you don't want. Because usually people think about, oh, I want this, I want that. They don't take the time to say what I don't want, what I won't accept anymore, what I don't want to be doing. And that's also important because that will orient what kind of new jobs we want to do. So we'll cover both. And this will also help you with doing the personal branding statement, because then you're going to be able to come up with a paragraph that really speaks more precisely about what you want. And again, like I said, people, when they feel that you're clear about what you want, it makes them really in trust in making a choice and wanting to work with you. How does that feel?\n\n[COACH 12:30] That sounds good.\n\n[CLIENT 12:31] Sounds good. Yeah.\n\n[COACH 12:33] Because I have a few ideas of what I don't want anymore and will I not. will not accept it, but who knows, it might be more.\n\n[CLIENT 12:39] Yeah. Well, you know what? There are some people, usually people have like one idea. They say like, okay, I know I don't want to do that. This is clear. But then when we dig a bit, okay, what else? What else? What else? And then sometimes, oh, the list becomes longer. And it's, I mean, it's important to put words on that and to be clear with yourself. And usually when we do that, you know, that's next week. In our next session, we will talk about this, the identity. metrics, I will even put in writing what we will have discussed, I will send it to you. So you'll have a full week just to reflect on it, you know, to read it, then you wait a few days, then you come back, you revisit it, and so that you can really make sure to get the most out of it and to be really clear about it.\n\n[COACH 13:28] Sure.\n\n[CLIENT 13:29] How do you feel about the whole thing?\n\n[COACH 13:32] I'm still a little up in the ear for me because I never done doing something like this before so I'm optimistic but a little skeptical if you can say I understand\n\n[CLIENT 13:47] I understand yeah sure and we're starting right so but if you give me a chance at least two weeks that's in two weeks how you feel but usually you know everyone I work with for sure it helps to find a job but also helps them personally you know to take this time for themselves you're reclaiming their time you know and and spending this time reflecting it and because in life when do we have time to do that you know like people they work when you're spending vacation that's it sometimes like even the vacation but people get into vacation they're already tired you know just a vacation they're so fed up that just the time that takes to to gain more energy then they're back to work so yeah so uh so yeah yeah so we'll take some time to uh yeah to talk to reflect about all of this uh but at least for this week if you i'll send you a follow-up email so if you can look at these resources and and just browse around in the website i know it's there's a lot of content in there uh i know it could be clearer i'm sorry about that it's not me that's doing this. But you have a lot of content. You know, if you're curious and you want to go deep into it, you can look into it. But I'll send you really what you need to know, like the PDFs, like the documents that are the most important. So at least you have the basis covered. And if you can look at this, you don't have to work too much on this just to review the documents. And next week we're going to be able to talk more about this and work on this together. Okay. Okay. Sounds good. thank you so when when would be a good time to meet next week uh atasha the same time is\n\n[COACH 15:35] actually good yeah yeah around same time or a little earlier\n\n[CLIENT 15:40] uh-huh um yeah so next time i have i have someone at one okay um until 1 30 uh no sorry one yeah until 130 my time so you're you're in Texas Eastern you're Eastern oh sorry Eastern oh sorry Eastern okay so we're in the right at the same time zone okay so could it be what could it be one third so today we had 145 wait I could be be 130 you said a little bit earlier that's fine yeah okay I'll do that so you'll receive an invite for next next session and okay can take it from from there. Yeah.\n\n[COACH 16:31] Okay.\n\n[CLIENT 16:32] So do you have some questions? Latasha so far?\n\n[COACH 16:35] No, I had this moment. I really don't. I'm just trying to see how this process is going to go because I really like besides the resume help and some things I have heard, I really don't know what to expect. So I don't have any questions right now to even be like the draw at you to be like oh what do you what exactly are we doing here like yeah so I really don't have any questions at this moment I guess after our second session I probably have more questions because I'm not the type of person to hold my tongue when I have questions so that's one thing you don't have to\n\n[CLIENT 17:17] worry about well because you know usually in in the coaching business you know people sometimes have some ideas of what like a personal life coach is and usually it's not really positive like people like but like what what because because everyone can call themselves coaches nowadays you know it's not like a regulated profession um but the true coaches like i'm being certified by an international body body you know the international coaching federation so i being like peer reviewed and vetted and uh so actual coaches they're not supposed to come with solutions you know so i i i i've i i I have some tools, you know, for sure. We're going to be working on RISMA, but usually coaches, they don't come with solutions. They come with questions. So my goal is to raise some questions for you to reflect and for you to find your answers to those questions. And a good coach usually is someone who speaks less and gets the coachee to speak more about themselves and to voice, you know, how they feel and what what they want to accomplish. So, yeah, so that's how I'm approaching this. And it's really, you will see me sometimes in sessions. I will often ask you, what is, how do you show up today and what is important for you right now? And we're going to be working on this, how you feel in the moment. Sometimes people say, you know, I just want to vent. I just want to speak for half an hour with you and just share whatever is on my mind and how I feel about it. and that's okay. You know, that's a space for that too. Sometimes people will say, I'm really eager. I, you know, I, like, just the person I had before, she was like, okay, I'm preparing for this interview. I want to practice with you, you know, shoot questions. You know, I was like, okay, I'm going to push you. I'm going to challenge you. I'm going to ask our questions and, and I do have an interview coming up.\n\n[COACH 19:20] I do have an interview coming up literally, um, tomorrow. So is it tomorrow? I'm not sure. It's, I think it's next week. I don't know. I've been having so many responses for interview requests and it just goes like nowhere. I don't know if I'm being too honest or because of my resume. I don't know, but it's, yeah, I don't know.\n\n[CLIENT 19:46] Okay. Okay. What is your intuition? What makes you think that, what do you think is, yeah, is that issue here?\n\n[COACH 19:57] Well, the last two interviews, they seen that I had two different jobs in two years. And when they asked me why I left one position, which was before I got to Forbes, I would say it's because the firm was paper-heavy, which is true. they were a paper heavy firm and not up to the 21st century so that was and that's how I answered like it was a paper heavy firm and I'm more of a technical person yeah and I felt like that firm was no longer a good fit because of you know them being so paper heavy well I mean you're\n\n[CLIENT 20:54] speaking the truth you're saying what's what you think and and I mean how would you feel if you wouldn't say that and then they hire you and you end up in another paper heavy company oh no I'm screwed you know they're probably because it's small firms there's\n\n[COACH 21:16] contacted me and they probably have a lot of paper and it's probably what it is you know so okay so that could explain it because it's like smaller firms don't have the budget to really have um okay a lot of technology so that could explain it even though they're trying to hire the best candidate you know that I guess at the same time they're not trying to like waste their time after you say something like that too.\n\n[CLIENT 21:46] So I'm going to ask you a question about that. So how, Natasha, would you turn this as an added value for a new employer? How could you reframe that? When you say, you know, the previous company, they were paper heavy, it was not a good fit, okay? How can you spin that to make it being seen as an asset for a new employer? It's a tricky one.\n\n[COACH 22:18] The only thing I can think about is that I am really experienced in several softwares. And I would like to continue utilizing that knowledge with the different tech softwares and financial software experience that I have. And that's the only thing I can think about is spinning it.\n\n[CLIENT 22:42] Yes. So you had this skill set, this knowledge. you wanted to improve things and this previous company didn't have the space for that. They didn't allow you. But you're coming in with this that can be seen as a value because then another, even if a small firm could say like, okay, yes, maybe we're also a paper-heavy company but oh, this person could possibly help us. It could help us to spin that and to change that becomes a value. So it's not just like, well, it's, it's, she didn't like the previous employer, but it's more like she has something to bring. It was not used properly or valued properly by the previous employer. Maybe it can be better valued in this new place. But what you just pointed out is really in, and that's why I'm taking a few minutes of your time, but as you're having an interview soon, so usually it would take more time to talk about this, but I want to give you the most value right now. one of the first thing we're going to be working on is the parting story you know what made you quit this other job you know and then people will say well i got fired okay but but how to turn this uh to your advantage so often would be like well you know i i had these skills i had this potential uh and it couldn't be fully used in that place you know so i it could be useful in another place you know it's how to turn to spin that because the question was be asked people will ask why did you quit why did you lose this other job what what went wrong you know and it's how to switch from it went wrong to why you know what there's a there was an opportunity it wasn't ceased maybe it can become an opportunity for someone else you know because i have value that i can bring somewhere else it might might not have been used properly in the previous place how can i use this value now with this other place okay so how to flip that so if you can just reflect on this we don't have much time to dig that we will discuss more but just have that in your mind and the other insight I would share is people will ask for examples say okay if you say something that you're good at this you've done that give me an example come up with something and one document that I will send you is specifically about this branding statement you will send that document there's a section what it asks about examples come up with some examples that you can tell in an interview, that shows the value that you're bringing. And they will ask for specific values. It will say, can you give, make it really tangible? You know, I did this, it provided this, it saved this. And if you don't want to give specific numbers, because sometimes people will say, well, it's a bit confidential. I don't want to say, you know, I've been able to save $6,000 because then people will say, well, this is internal information, but sometimes it's work with racial. As you say, you're a CPA, well, you want to be CPA. So you know, working with ratios, people often will evaluate businesses based on that. So you can compare two businesses that have different scales. So it's the same for an interview. If you can come out and say, well, I did this and I help improve by this percentage or by having this kind of idea so that they can say, well, maybe we're not comparable because we're bigger or smaller as a business, but the ratio speaks and say, okay, so you help do this or that, maybe it can work out for us too, you know, so it gives them something tangible. And they, and lowering that document of the personal branding statement, there's a section about your key strengths. So they will ask you, name the key strengths that you've been using in the previous job. And then they asked you a question about why was that strength important? What did they provide? And then what, why was that important? And why was that important? And why was that important and ultimately you're supposed to get to a point we're able to name a value you know so if you start with one of my key strand is that you know i went beyond on my objectives and i helped to reduce this cost or something like that and then why was this important what was this important and then you reach out to a point and say well actually the value is is excellent you know i wanted to go beyond the expectation and we will use the values in the personal branding not the examples because you want to keep it short but you want to catch the curiosity, the attention of the person that you're speaking to, so that when they hear the value, if they hear excellence, they will say, okay, I heard excellent. What do you mean by excellence? Give me an example. And then you have your example already, because you started by using your examples as the basis to come with. These are the values that I can bring to this employer. So it's all a matter of getting prepared. So I know if you have an interview in the coming days, it might be short to all package this in, but just to keep on your mind and we'll have time for sure to talk about this more. And I will really invite you to go into these interviews and see them also as practices. You know, you're getting there, gaining confidence in yourself and having fun, having fun doing it. It's like a game. You're there to practice. Yeah. And if people feel that you're there and that you're you're you're you know you're you're you're being not only confident but but having fun being there and it also shows about the person and puts the other people and more in confidence so uh so uh so was all uh i tried to put package a lot of things in a few minutes but uh okay thank you valuable and uh but i'll send you the documentation and even like i said a personal branding i think could be a good idea to review that document even before your next interview so it could maybe be useful for you and and we'll have time to discuss it further in our next session okay that's good awesome letasha well it was nice i just chat with you and uh and yeah we'll see so next week we said the 130 on monday i'll send you an invite yes awesome okay hey have a nice day Thank you, you too. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nBased on the conversation between Natasha and her coach, here are some key points that were discussed:\n\n## Personal Information Shared\n\nThe coach and Natasha discussed how to spin the previous job's shortcomings as an added value for a new employer. They explored reframing the narrative around paper-heavy companies and how Natasha could present her skills and experience in a more positive light. The coach also emphasized the importance of providing specific examples and tangible results during interviews.\n\n## Work Assigned Until the Next Session\n\nThis conversation is between a career coach named Latasha and a client who wants to improve their interviewing skills. The client has had two interviews recently where they were asked about leaving their previous job, which was in a small firm that didn't have the technology to match her skills. She struggled to answer these questions positively, but Latasha offered some advice on how to reframe her experiences as added value for new employers.\n\n## Date and Time of the Next Session\n\nThis is a transcript of a coaching session between a coach (the speaker) and their client, Natasha. The session covers various topics related to job interviewing, personal branding, and confidence building.\n\n**Key Takeaways:\"\n* How to reframe leaving a previous job as an opportunity for growth and value addition in a new role.\n* The importance of providing tangible examples to demonstrate one's skills and strengths.\n* Strategies for responding to common interview questions about past experiences and how to turn them into positive selling points.\n* The value of viewing interviews as practice opportunities to build confidence and have fun.\n\n**Key Points Addressed:**\n* Natasha shared her concerns about being asked why she left a previous job, which made her seem like someone who can't commit.\n* The coach helped her reframe this situation by focusing on the skills and strengths she brought to the previous role that weren't utilized fully.\n* They discussed how to turn past experiences into valuable assets for new employers.\n* Natasha also shared her concerns about being asked for specific examples of her work, which made it difficult to discuss sensitive numbers or confidential information.\n* The coach provided strategies for responding to these types of questions by focusing on tangible examples and values.\n\n**Action Items:**\n* Natasha will review the document on personal branding and practice using it in interviews.\n* She will focus on providing concrete examples that demonstrate her skills and strengths.\n* She will view future interviews as opportunities to build confidence and have fun. \n\n**Coaching Style:**\n* The coach used a supportive, non-judgmental approach throughout the session.\n* They asked insightful questions to help Natasha reflect on her experiences and perspectives.\n* The coach provided actionable advice and strategies for improvement.\n* The tone was relaxed and encouraging, with a focus on empowering Natasha to take control of her job search.\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Latasha McNair - 15 minutes meeting-2026-06-08T13:45:00-04:00","teams_link":null,"google_event_id":"b707b98a-60db-11f1-8421-3ecc3df453e0","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre dernière séance\n\nBonjour Latasha,\n\nMerci d'avoir partagé vos inquiétudes et vos objectifs pour améliorer vos compétences en interview. Nous avons discuté comment réformer votre expérience passée à un employeur potentiel, en mettant l'accent sur les compétences et les atouts que vous avez apportés malgré les lacunes de la société précédente.\n\nNous avons également travaillé sur les stratégies pour répondre aux questions courantes d'interview et montrer votre expérience sous un jour plus positif.\n\nPour la prochaine étape, je vous conseille de pratiquer la formation du document sur le branding personnel et d'apporter des exemples concrets qui démontrent vos compétences et vos forces.\n\nJe me réjouis à l'avance de notre prochain rendez-vous prévu pour le mardi 14 mars à 10h00. N'hésitez pas à me contacter si vous avez besoin de quelque chose entre temps.\n\nBien cordialement,\nLatasha","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is the rewritten report in the required format:\n\n\"I worked with my client on reframing past experiences as added value for new employers, providing tangible examples to demonstrate skills and strengths, and turning past experiences into positive selling points. We agreed that for our next meeting I will review her progress on reviewing the document on personal branding and practicing using it in interviews, and continue working together to build confidence through interview practice. We will meet again on Wednesday July 11 at 2:00 PM EST.\"","session_summary":"Reframing past work experience as added value for new employers, developing tangible examples to demonstrate skills and strengths.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"5cba913b-2d01-45bf-9c06-018fa852ff8b"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-08T17:00:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"=== Fichier uploadé : acb9e3e5-425b-4f79-aaca-0e622fc21ab9.m4a (2026-06-11 01:03) ===\n\n[COACH 00:02] hello Hannah hello hey how are you doing I'm fine I'm a bit tired still yeah it's\n\n[CLIENT 00:18] but yeah it's a new week so it's a new week you're right yes how was the weekend it was good\n\n[COACH 00:28] we had a lot of activity so I think that's probably why I'm a bit tired still so it's good tired uh yeah yeah mostly yeah very busy and then i had a lot of interviews last week so i had the those six that i told you about it was hard to tell how they went i sent my um my thank you notes the day after so yeah but they said they're they're pretty slow they said that um i probably wouldn't hear until two to three weeks after so okay\n\n[CLIENT 01:04] Oh, yeah.\n\n[COACH 01:06] Okay. So I get the sense they probably, it sounded like they did have other candidates that they're interviewing. So maybe I was one of the first ones that they went through the final, just given that, like, started the process pretty early. And then I don't know how many other people they were talking to.\n\n[CLIENT 01:27] Okay. And how did you feel about how you showed up to these interviews?\n\n[COACH 01:34] I think they went well except for the last one, but unfortunately the last one was with the hiring manager, and I just don't know if like it's because she's hard to read. But it was during a very busy period of the month with month and close happening that week. So like she actually didn't have any questions prepared for me. And I think I wasn't prepared for that scenario. So like it was scheduled for 30 minutes, but it only lasted 10 minutes because. because she said this was just scheduled as a courtesy to you if you had any other follow-up questions. And I have, like, only a couple prepared, but it just seemed, like, very apparent to me that she didn't really want to spend too much time on the call and would have rather gone back to work. So I don't even know how I could have better handled that situation.\n\n[CLIENT 02:25] Well, yeah. I mean, what you're saying is, might be, you know, the reality, definitely, you know, someone, you already had an interview with and was like a follow-up and and you said you know you had already some questions prepared so I mean you did what you had to do and and at least it showed that person that you were prepared for that so yeah but you're right it it most possibly be that that that she didn't have much more to to ask you about so\n\n[COACH 03:02] okay okay that's great um yeah i tried to just be like a friend of like at this point do you have any other things i could clarify about my experience and then i i tried to express gratitude of like it was very helpful talking with the panel of five other people along with jason who was another colleague that i talked to immediately after the first initial interview with her um and then i tried to kind of recap some of my conversations with them as well and trying to highlight some of those points so yeah I mean I think I tried to do the best that I could but what I realized was like maybe I missed the opportunity in the interview itself to just try to express more enthusiasm or continued enthusiasm of like for this role just because like it's gone on quite a while at this point for\n\n[CLIENT 03:57] the interview process so do you so I'm like yeah do you feel it's really specific to this situation because of the process or would say it's something that you did would feel the same in different different context um could you reword that I'm not exactly sure what you're asking yeah because because you're saying maybe it was because of the lengthy process the fact that it took a lot of time that maybe you didn't show as much enthusiasm as you would have liked to show Do you think it's really linked to this specific context or it could have been the same in a different context?\n\n[COACH 04:37] I definitely think it was part of that also. This was the last interview and kind of a long day of like five other interviews. So I think it's natural for like your energy to not be as high as like the start, the very first interview.\n\n[CLIENT 04:52] Yeah. And you're right that to have a series of interview like that back to back, it's really tiring. So, and I guess they can, yeah, they can also understand that. Probably the other candidates might have been similar also. They would have been quite tired after a few interviews, right?\n\n[COACH 05:11] Yeah.\n\n[CLIENT 05:12] Okay, okay. So what about the rest? What else have you done last week that you want to talk about this week?\n\n[COACH 05:22] Oh, well, I wanted to wrap up in terms of like that interview set. So like what I did afterwards is like I felt like I kind of missed the opportunity to highlight maybe like some of the enthusiasm and like further of why I specifically would be the best fit or the good fit for this role. I mean, I thought about it a little bit more too of like not wanting to come off as like desperate or disingenuous because when I was drafting the thank you note, I thought about putting like, oh, this is. still my top choice but then I deleted that because I was like I don't really know actually of like I'm interviewing with some other places so I mean I can just read you the note that I wrote her and maybe you can give me some thoughts on it so what I did was like I sent her initial thank you note back in April so that was like Friday April 17th and then looked over like my notes from that and then responded to that with the follow-up, you know, just so, like, she has that for reference, too. She didn't respond to the first one, but I generally don't think, like, people respond to thank-you notes. So, uh, did you do, what did I say? I said, dear May, thank you once again for coordinating the thoughtful panel of cross-functional colleagues in the panel interview yesterday, especially during the month and close. I truly enjoyed all of my conversations with Sam, Anthony, Brett, Ellen, and Christine to gain their perspectives to paint a broader picture of how I can collaborate effectively to support growing the company. So I try to use some of like the words that you said in our last meeting of like the big picture of growing like the company. This reinforced what I learned from the initial interviews I had with you and Jason in April. One thing that strongly resonated across all of the interviews was the need for strong direct communications such as between the commercial team with contracting scope as well as understanding the monthly business percentage of completion tracking with FP&A. I'm confident for my past experience in revenue and as a people manager that I can begin to add value quickly through business partner and catering to the audience needs. I did not get a chance during our chat yesterday to express that I'm very enthusiastic about the opportunity at Elevate Bio to work with the amazing team as well as with you again. to hearing back from you about the next steps, hope the rest of May clothes go smoothly and then decided off with my name.\n\n[CLIENT 08:01] Wow, Hannah, this is very strong. I mean, you're good. You're really good. I mean, it, I just wonder, can it be seen as being a little bit like too much? Like, like overkill a bit? Because the person would be like, wow, we're almost like the center of the universe. But I mean, everything you said was really, you know, on point, you know, you really insisted on how you find it important, what value you can bring, how you connected with the people. And I mean, I, it really shows that you're eager to get this.\n\n[COACH 08:35] Yeah, yeah, that's why I took out the second part of like, this is the top. This is my top, because I was like, it's already like, it's already saying that, I think that I'm really interested. You're right, so I don't think I need to add, yeah, that's so blatantly.\n\n[CLIENT 08:51] Wow, well, I mean, if I were the employer, definitely i would be i mean at least i would consider you really strongly and and after that you never know what are the other candidates know who they are and what they're bringing to the table so that's you know for the competition but at least i mean for that you've you've covered the basis and you're sure to yeah to show uh yourself as as you know a really valuable candidate um okay wow well that's great that's great that's definitely the kind of full up you know if you can produce that I mean it's definitely one of your strengths to be able to to touch on on what is important for people and this is really really key in what we're we're gonna be doing wow okay okay so what else\n\n[COACH 09:41] about that yeah so I think like I just wanted to run that by you of like I think I was able to identify maybe an opportunity that I didn't get to express like as much enthusiasm after kind of thinking about it overnight and then I hope that like I was able to convey that at least through email and maybe not I don't know maybe it was very strong but hopefully not like too much that it comes up as fake but I try to be very specific like with the examples from the interviews yeah yeah this is really\n\n[CLIENT 10:12] great because otherwise people might say like is it AI generated or or I mean it could be but I mean if you get if you have like you said examples from the interview because it's possible to generate AI content when you're really specific with the prompt, like providing information to the AI. So at least even if it's not, I mean, people will find it valuable. But what the way you read it to me, it seems it's really genuine and it comes out really positively. So wow, well, congrats for that. It's really, ooh, if you can do that without our interviews too, I mean, we're in business.\n\n[COACH 10:51] Yeah.\n\n[CLIENT 10:52] Because after that, it's more to to get the offers and then to be yourself in the position of making a choice. I mean, this is ideally what would be the outcome, right?\n\n[COACH 11:03] Yeah, so I wrote, I think, you know, for all of the other people I interviewed with, and the only person that responded was the HR person, which I guess makes sense. They just want to probably leave like an overall good impression of the company.\n\n[CLIENT 11:16] Yeah, yeah, yeah, yeah, absolutely. Okay, okay, so in the next two weeks. So that's great. So we still have time to do other, to continue on and to work on.\n\n[COACH 11:26] Yeah, and I do have like other interviews. So I'm trying to schedule, I have another opportunity through like a recruiter that I'm hoping to schedule sometime between like Wednesday through Friday this week. It's with a, it's an accounting consulting company called Vandenboom and Associates. They're similar to one of the other jobs that I, work one of the other companies I worked at in my past so CFGI so that wasn't originally in the scope of like what I was interested in but they did offer like completely remote that doesn't like appeal to me a ton but I think like what was more intriguing to me was that somebody that I actually really admired at my previous job at CFGI started there recently and as a partner so i was able to reach out to him on lincoln and he responded to me pretty pretty timely so i think i sent a message after or around my technical interview so i had a technical assessment already that was my first time doing one of those um last wednesday and then he got back to me on friday morning and then we chatted around noon for like an hour and just caught up and then he yeah he He was really candid with me and chatty about the personal reason why he chose to go there and gave me a lot of insight of what it could be like, stuff like that. So I want to continue with the process.\n\n[CLIENT 13:08] And can that person facilitate any access or can speak about you or how to leverage that connection?\n\n[COACH 13:18] I'm not exactly sure if he can because he's very new at the conference. company right now but yeah I mean he did give me a lot of insights of like some of the people that he interviewed with and talk with and like what their demeanor could be like so yeah we'll see how it goes I don't know if they have like a referral program or\n\n[CLIENT 13:40] anything like that specifically yeah but sometimes just putting in a word for you sometimes it can go a long way we never know so it's yeah because you definitely have an asset, you know, of having someone in the place, which is definitely an advantage compared to someone who knows no one there. Yeah, I just wonder how to leverage that, to use it for you, you know, without being too demanding of that person. But, uh, okay, okay. Um, did, did you hear back from the Rizmaid people? Did you get some?\n\n[COACH 14:14] Yeah. Yeah. Yeah. And then I set back, um, the version two after I went through, Brian about my initial resume so I'm waiting I think I'm just waiting for like another two or three business days for their turnaround since I responded on Friday by end of day so how do you feel about that about what you received from them I mean quite honestly it was fine I mean I don't know how effective or to what extent they're using ATS specifically for like my field and like at my level where they're having to be, I think, very specific about whose resumes they're reviewing and stuff like that. So I did understand the general feedback of like I probably should cut down and streamline my resume a bit. and then he had some suggestions of overall formatting for that that he gave me. I don't know. I wouldn't say that it was like the most helpful compared to like I've also had other placement companies where we did like some resume coaching and review. So it sounds like there won't be any like help with formatting or something like that. Okay. Yeah.\n\n[CLIENT 15:47] So they kept the same format that you have.\n\n[COACH 15:49] they didn't provide the no no no they gave me they gave me a very generic and like in my opinion ugly template which is fine if that's like the process they want to use then that's fine but again this is just through the first iteration of it um yeah i mean i can give you like a quick view of like where like version one and version two like where i landed but like so far i have a healthy skepticism of like whether I will use or if this new version of the resume will be that helpful or if I'll just tweak my existing resume and then kind of reorganize some of that because I really did like the formatting of my original resume.\n\n[CLIENT 16:38] Yeah. Well, it's really for what speaks to you. I think that what they're trying to do from what I understand is they're trying to use a format that you know, systems will be able to recognize that the formatting and if sometimes if the system doesn't recognize the format they might just throw it out without even considering you know so that's that so I think that's one thing even if it's not really nice I think it's really to to try to speak the language of the system yes but in the end I mean it really depends of the of the kind of position people are looking for you know if you think it's really at a level that people it's actual humans that will go through, you know, the application. Maybe, you know, it's less important to have this actual, you know, generic formatting that is.\n\n[COACH 17:24] Yeah, I think it's helpful a resource to just understand too. And I'm curious to see what the end product will be of like an ATS optimized kind of resume will look like. But yeah, I'll just, oops, can you see my screen?\n\n[CLIENT 17:43] not yet\n\n[COACH 17:45] can you do it\n\n[CLIENT 17:50] you have the other function yes\n\n[COACH 17:52] I think so yeah\n\n[CLIENT 17:55] it's coming yeah okay I see it okay okay\n\n[COACH 18:00] okay so yeah this was the version one that we went through on the call and I understand they put it in like the standard formatting of what means what of suggestions and then yeah he just went through a few examples of I think like the first role that I had and some language changes that I that I took but because of the margins and because of like the inconsistent font and it's spilling into five pages and he told me that I really needed to keep everything on two pages which is what like the original resume is I think I understand that it's maybe just very dense in terms of the layout and the margins are very small so I can understand that feedback that it may not be the easiest to read with the amount of like information I crammed into here but I did do the res version two of this and then I did I did have to actually delete a lot of stuff in order to get this to\n\n[CLIENT 19:07] fit yeah that's unfortunate when when you have accomplished things you don't want to take them out but yeah sometimes it's really to make it easier, yeah, we want to make it easier for people to find the information that they're looking for. So it's kind of, in what perspective, is it what you want to convey or is it what they're looking for? Is it kind of the two, kind of two streams, right?\n\n[COACH 19:32] Yeah, and at this point, like, I just emailed it to him because I was like, I don't really know what else I could do to either get it to two pages, so either delete this or figure out some way to address the margins. Because, I mean, like, maybe I don't need to include this, but I don't know. I also just asked, like, why would I, why would I put this in a different section, too? I mean, I guess the guideline is the 10-year cutoff to put stuff in another section, but it's just one company.\n\n[CLIENT 20:07] Yeah, yeah, yeah, you're right. Okay, so you say that you're going to have another iteration, another discussion. with this person.\n\n[COACH 20:17] Yeah, no, not a discussion. I think the general guideline is that there's only, we're only entitled to one call and then everything else would be conducted through email. So I don't know. And also it just feels kind of impersonal if like that's, they're very strict format.\n\n[CLIENT 20:34] Yeah, yeah, yeah. Okay, well, I mean, I would suggest that we give it a chance for a few days, you know, if you have this few exchanges with that person. Maybe next week we can go again through it and see, you know, what other changes that would have come with. And by that time, what I would suggest is we've discussed, Hannah, about the personal branding statement. We discussed that. Have you seen a document about that? I think I...\n\n[COACH 20:59] Yeah, you had included that as attachment.\n\n[CLIENT 21:02] Yeah. So that would be one extra step that we can work on. And one that is really a part of this important on that. I don't know if... Do you have this document close by? I'll open it on the side.\n\n[COACH 21:16] Yeah, I have it open.\n\n[CLIENT 21:17] Yeah. And because there's a section about the experiences and the strengths, right? And it's the worksheet. Yeah. You see personal branding worksheet. And if you go to the page three, three, there's a section there that asks about specific, you know, evidence of the value that you're bringing. And that forces to come up with situations, you know, that it's actually to prepare you in when they will ask you. Give me an example, you know, so that you can come up with something clear. And what is interesting, no, they're trying to, in this, you know, the third column is asking about the concrete results. Now, it can be tricky because you don't necessarily want to give out information about your previous employer, right? You don't want to say what this because sometimes it's confidential and a new employer doesn't want to know that you're giving out information about the previous employers. What about them, you know? But what often I would say is if it can be in terms of ratios or percentages, or you know, they're trying to figure out not about specific values, but saying, oh, well, by doing this kind of project, working on the, this, I, you know, cut down this percentage of something or, you know, I improved by this ratio so that it gives an idea of the new employer. Well, you know, in our case, this person could help us, even if we're at a different scale. You might not have the same budgets and same structures, but we understand that this person can bring value to us also. So the idea is to come with examples. And when you go down to page five, the section, three it asks about key trends and then it asks why is it important and when you ask that a few times why is it important that strength what it why is it important that I did that what did it have as an impact and then if you ask yourself that a few times then you see it reaches the level of the value what are you bringing to the table and for example you know someone who can say well I allow this company to save this percentage of money or something And how I did that and why it's important, and at the end, saying, well, you know, I value excellence in my work, you know, because I've went beyond the expectation. So when you get to that level of knowing the value, this is what we're going to be putting in the personal branding statement. Because we don't want to start to talk about concrete examples because then you can go on for a while talking to someone. But if you explain very briefly who you are and what you want to do in terms of values, of keywords, then people will ask okay well what do you mean by excellence what is excellence for you give me an example of when you showed up as excellence and then you're answering their question so then you can provide more information and and tell them more about and take more time you know answering their answer about their question about specific examples so this is a kind of exercise I think that maybe you could try you come up with examples then doing this exercise of what is the key strength. Why was it important? Why is that important? Why is that important? And in the end, okay, so this is actually the key value that I'm bringing to the table. And then we'll be able to work on this really short and crisp personal brand statement that is usually what you would use, let's say, networking event, but even in an interview, just as an opening, when people say, okay well tell us about you and you just if you're able to say really short this is who I am this is what I want and the clear the clearer you are about that the more gives impression that you know who you are and you know where you're going so it puts people in trust you know they're able to say well I can have confidence in that person because the person shows confidence in\n\n[COACH 25:38] themselves how does that sound yeah yeah yeah I yeah I can go through and fill this out for for next time that we meet yeah oh and then i also had another i think interviewer scenario wanted to run by you of maybe um some thoughts of like what should do or maybe maybe it may not even be worth my time though so i had um an interview with a new recruiter for this company um called sorry hana can you just give me 30 seconds is\n\n[CLIENT 26:14] just running at my door. I need to tell the delivery guy to just leave the package. Just for the second. Sorry.\n\n[COACH 26:21] Yeah, that's true.\n\n[CLIENT 26:22] Yeah, that's true. We, good. Hello.\n\n[SPEAKER_? 26:26] Hello.\n\n[CLIENT 26:27] We're going to do you guys? Yes. We can't do you just leave at the door. I'm on a call to the door number one, for the road to chauced.\n\n[SPEAKER_? 26:34] D'clock.\n\n[CLIENT 26:35] Thank you, thank you, good, good, all right. Yeah, sorry about that. So we're saying about, okay, this interview. Yeah, it's coming.\n\n[COACH 26:47] Yes. No, I already had it on Friday. It was a bit disjointed. It was with this new recruiter at this company called Rapid MicroBio Systems. And I don't even know if this opportunity is viable, but I just thought of it as an opportunity to talk to this person, if anything. They sent me like a loose job description. It's a bit of a confidential search. I don't know if like you've helped candidate. it's with like that specifically with a confidential search where they're not at liberty to post a job listing just yet and it's because they want to replace somebody who is underperforming\n\n[CLIENT 27:28] okay okay um okay so they reached out to you about yes they reached out directly to me but actually\n\n[COACH 27:39] i had this had this company and this role had been on my radar Probably like over a month ago from an actual staffing agency that does commissions. So I don't even know if this. I'm leaning towards no of this job even being worth my time. Because I think with the complications of like staffing agencies, technically they should probably be the ones to get the commission and credit. So I don't know if like this new person just doesn't know that I really. had initial contact with another agency. So maybe like the direct hiring manager would tell this new talent, this recruiter. But yeah, I don't know exactly what to make of this.\n\n[CLIENT 28:31] Well, two things. You say I don't know if it's worth my time to spend on that. Well, there's, I mean, it could be helpful just to practice and to gain. confidence even if in the end you don't want to to take it on just one take it seriously like yeah just to practice because the more practice you're going to have the more confident you will show you know to interviews so i mean i think it's not bad now the only thing i i just have a word of cautious for when people reach out to you i know if i told you that before but we we just had a webinar with our team of coaches and it told us about fraud in in uh oh okay scams yeah scams and and i wasn't i wasn't even aware of that i knew about scams with you know credit cards and stuff like that on the phone right but apparently it's becoming a trend people you know knowing that some people look are looking for jobs and they're just going fishing for personal information about these people so just a word of cautious you know if they ask you to provide information and sometimes people are are eager to provide because they want a job. So they would answer your questions. I would just want to be to be cautious about that. It doesn't mean that this is a scam, but what they've told us is that, you know, people now go at really great lengths. You know, they will provide, they will create websites that are exactly the same as their businesses and all of that. So just to be cautious about that and before providing too much information, maybe asking for having someone face-to-face because this already can clear out a lot of the scams. Yeah, but yeah, you said, you don't know if it's worth. At the same time, you seem to be considering it still. So what would make you want to move forward or not with that?\n\n[COACH 30:26] Well, I talk with the recruiter and went through like her general questions like that. I think part of like what is hesitant to me is like, I already got feet. back from the staffing agency that the hiring manager already looked at my resume and didn't think that I had enough qualifications and that's fine if it's the same conclusion but I mean at the same time I also think that the hiring manager is a bit delusional for the salary range that he's asking for which is which is significantly below like what my target range is okay yeah yeah yeah yeah\n\n[CLIENT 31:07] I understand. Sometimes, you know, just having to foot in the place if you can get to an interview and then you can always be in a position to negotiate, you know, if people ultimately make an offer, it can either be used to negotiate with them or to be used as a negotiation token for another job. You know, if the other place you made an interview with, they provide, they come with an offer. Then you can say, well, you know what? I have another offer on the table. Don't say what, but I have someone else interested. What can you offer better in terms of conditions? then it gives you some leverage, you know, to negotiate. Yeah, that's true.\n\n[COACH 31:42] Yeah, I'm hoping that if the second job that I'm interviewing for that's within like consulting, I'm sure, I'm hoping that that one goes more quickly because they said that they could turn around like the interview process maybe in like a week and a half to two weeks that that would line up with like the timeline hopefully of hearing back if it's good news from the other company, but I don't know, again, like, I've just not been very, like, optimistic so far in this round of job searching, just because, like, I don't know, a lot of companies have been just very inconsiderate. And I do think that I encountered, I do think that I potentially encountered a scam. Not while I was, like, specifically job searching, but they reached out to me directly through email. This person did have a LinkedIn in. as well but there was also like some weird typos in their email yeah well sometimes they will create\n\n[CLIENT 32:42] you know profiles you will have uh yeah it's really uh well you know if ever you come across things like that and you want me to have a double look at it i can even ask me people at my side to uh oh yeah\n\n[COACH 32:54] i can forward the email to you if you wanted to take a look it just seemed this was from back in January, whereas I'm wondering if they had scraped the info or used AI to create a job that was just very similar to what I had already done in the past.\n\n[CLIENT 33:17] Uh-huh, uh-huh.\n\n[COACH 33:20] Yeah.\n\n[CLIENT 33:22] Yeah, because sometimes they will tell us, they told us that people will either ask for personal information and then slip in some a little bit more personal information and then people wouldn't think about it and they just fill in the forms or even uh they even went to some sense of asking people to buy stuff and they would send like a check to pay for what this has been bought in advance but there was a difference in the check and they asked people to refund the difference but like the check never patent never goes true you know so things like that you know so no i never\n\n[COACH 33:56] got to like that part but i was just looking like i thought it was odd that they were using like their gmail instead of like a company email as well to conduct business and there was a typo too\n\n[CLIENT 34:08] of like yeah those are pretty much red flags there yeah yeah you've seen them yeah okay okay so i forwarded to the email and then we could schedule yes one for next week the next uh so with with the same time next week work for you at three at uh so it's one at my time yeah yeah i think one at your time to me okay so that would work to you awesome okay cool cool so i'll send you the invite and just a reminder and i think i told you the first time we spoke but and i hate to say that but you might because we've been talking for a few times you might get the survey i told you I think, the first time. You know, they send you like a survey automated. It's really impersonal, but they will ask on a scale of 1 to 10, you know, how you would recommend, you know, the work I'm doing. So, again, it's not about the resume. It's not about the website. Sometimes people are like, oh, the website is not so good. It's really about our interaction here and just manage expectations. Sometimes people think like, oh, it's really good. So I'm going to put a six because this is awesome. But they're really looking anything below. is considered as being a detractor so someone who has issues and you know has problems so you're free to put whatever you want but it's just that if you feel that it's worth less than a 10 or 9 I would appreciate if at some point you would tell me and I can improve what I'm doing with you and to make sure that that I meet your expectations okay I don't know if I've received anything so far yeah but I think it's after a few sessions so that's why I'm saying it might be maybe this week or next week and and I don't even get to see the results, right? It's just like you put all of this together. So that's why I'm saying I can really get the feedback. So if there's something, I prefer that people tell me so that I know, you know, that I can correct the course.\n\n[COACH 36:07] Yeah. Were you able to get an update of like, you said you were looking into for me for my portal of, is there a self-help section for me in the portal? I couldn't find it. And the way that I got in touch with the career coach was really through that email, which I was only able to get by talking to you.\n\n[CLIENT 36:26] Yeah. I think if you go on the website, there's like something in the middle at the top, like a little button that you can click and it opens a panel there. And this is what they call the self-help. It's really not clear. That's why I say, don't judge me on that because I have nothing to do with that. But there was like something at the top that you, like a little button or figure that you click and then it opens this panel. And there's, what they call the self-help desk and you can find like that's where we can find the email to send a resume to and but again i agree it's not it's not as clear as it should be but if there is anything or if you're looking for sometimes i could you know for like i did last time you know attaching documents i think that would be easier for the you know the next steps i would like just attach the PDF so you that you have right away the you know, the document to work with, so you don't have to go through looking into the things. Because when we're going to be working on LinkedIn profile, for example, we have documents about LinkedIn, we have documents about how to use AI also to help with that.\n\n[COACH 37:36] Yeah.\n\n[CLIENT 37:36] We have some documentation about that that you can find on the site, but sometimes, you know, even how they teach us to use it, they tell us to say to the candidates to use the search function instead of going around on the website so it's not really well yeah yeah I have\n\n[COACH 37:55] the website pulled up I know it's like over the time but could I just screen share quickly I still have no idea what you're talking about at the middle section what\n\n[CLIENT 38:04] you have okay it's supposed to be like my version but sometimes it could be a bit\n\n[COACH 38:11] different okay so I'm signed in is it in the main dashboard here you see in the middle at the top there's a little book like the blue thing okay event oh this oh see it's\n\n[CLIENT 38:25] really not clear and then do i have to search for like resume yeah yeah if you yeah if you type resume and enter okay but these are just questions there's no resources here really yeah it's not really but you know if uh what did say how do i connect with the resume you know like they will explain you see like they have an email there so that's where you would have found oh okay so that is what you copied to me yeah that is what video can that's really not optimal i uh yeah i agree with you it's not uh and you know if you look like lincoln if you type lincoln they will give you uh some information about that but i mean easier is that i i um yeah what kind of term i'm using and you see they tell you how to access the section really not user friendly i totally agree so uh i think the best is that i i attached the resources and we go through them together. Everything is really the, yeah. But if you want to browse just for fun and go through the website, please do. But yeah, you can get caught in all the... Oh, yeah.\n\n[COACH 39:30] I think I didn't even... Well, I clicked on the book, but it just looked like a quick, like, search thing. So, yeah, I thought there was supposed to be like an actual web page for the portal.\n\n[CLIENT 39:40] Yeah, yeah, I agree. So, yeah, don't judge me on that, please. It's not my department. Great. Well, thank you very much for the session, Hannah, and we'll touch base next week. And so I'll send you the invitation and a reminder for the personal branding statement. Look at it through this document.\n\n[COACH 40:02] Yeah. Are there any other worksheets too after that? I know there was the other one that you had attached. We could go through the 32nd commercial. And then we had already talked through the reason for leaving. And I think that one has been fine for like all the conversations I've had so far.\n\n[CLIENT 40:20] Yeah, so it will be, yeah, the personal branding in the 30 seconds, they're pretty much tied to one other. And maybe one thing, you can look at this and the next time we speak, we will have, we'll go through a special tool that I don't, it's not a right management tool, it's more of my coaching tools. But what we call the identity matrix, I don't think we've done that so far. far. So we'll go through this and we'll provide you with this tool. So it's like a matrix to help you to put words on what you want, what you don't want. Because usually this is the part that people don't think much. They know what they want and then they get into old patterns like, oh no, I knew I didn't want to do that. So we're going to go through this and this will also be a tool that it will be able to complete also during the week. And it will also help with a personal branding to choose the precise words. But if you can look at through the resource this week and then we can work on this next week okay sounds good thank you awesome well i wish you a nice week hana talk to you you too next week bye bye","rapport_genere":"## Main Topics Discussed\n\nThis transcript appears to be from a career coaching session between Hannah (the coach) and an unnamed client. The conversation covers several topics, including:\n\n## Personal Information Shared\n\nThe coach is working on creating a personal branding statement and has provided several worksheets for the client to complete. The client has experienced some issues with the portal, including difficulty finding resources and navigating the website. The coach has offered to attach documents to the email instead of having the client search for them on the website.\n\n## Work Assigned Until the Next Session\n\nThis conversation appears to be a coaching session between Hannah (the coach) and a client. They discuss various topics, including personal branding, resume review, online portal resources, and previous conversations they've had during the sessions.\n\n## Date and Time of the Next Session\n\nIt seems like there are several topics discussed in this conversation. Here's a summary of the main points: \n\n**Personal Branding Statement**: The coach provided guidance on creating a personal branding statement and sent over a document for review. They will discuss it further next week.\n\n**Self-Help Portal**: The coach mentioned that there is a self-help portal available, but it's not well-organized or user-friendly. They suggested attaching relevant resources to emails instead of making users search through the portal.\n\n**Email from January**: The client received an email in January with a job offer that seemed too good to be true. The coach mentioned that some companies use AI to create fake jobs and may try to extract personal information.\n\n**Survey**: The coach reminded the client about a survey they might receive, asking how satisfied they are with their coaching experience. They encourage the client to provide feedback if their experience is less than 10/10.\n\n**Portal Update**: The coach mentioned that there is an update available for the client's portal, but they need to navigate through the website to access it.\n\n**Next Steps**: The coach suggested working on a personal branding statement and reviewing some worksheets. They also mentioned using a tool called the identity matrix to help the client clarify their goals and values.\n","code_activite":null,"etape_coaching":"S3","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-08T13:00:00-04:00","teams_link":null,"google_event_id":"35d96284-6219-11f1-8e96-f2ca634cfd8a","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de la séance passée\n\nBonjour Hui,\n\nJe vous remercie encore une fois pour votre présence à notre dernière séance. Nous avons discuté de plusieurs points clés, notamment la création d'une déclaration de marque personnelle, la revue de votre CV et les ressources disponibles sur le portail en ligne.\n\nJe me souviens avoir mentionné que nous allions travailler ensemble pour créer une déclaration de marque personnelle. Je vous ai également envoyé des feuilles de travail à compléter avant notre prochaine séance.\n\nNous avons également discuté de la difficulté que vous aviez rencontrée avec le portail en ligne, et je suis prêt à fournir les ressources nécessaires via courrier électronique pour éviter tout problème futur.\n\nVous avez accepté d'achever les feuilles de travail avant notre prochaine séance, prévue pour la semaine prochaine. Vous m'avez également promis de me faire part de vos commentaires sur le mail que vous avez reçu en janvier, dans l'espoir qu'il s'agissait d'une offre de travail sincère.\n\nAvant notre prochaine séance ensemble, n'hésitez pas à me contacter si vous avez des questions ou besoin de clarification sur quelque chose. Je suis impatient de travailler avec vous pour atteindre vos objectifs professionnels.\n\nTrès cordialement,\n[Votre nom]\nCoach en Gestion de Carrière","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Topics covered during this session: Personal Branding, Resume review is implied as part of the work assigned until the next session.\n\nAgreed for next session: The coach will discuss further the personal branding statement provided for review and continue working on it with the client. They also need to clarify their goals and values using the identity matrix tool.\n\nNext session: To be scheduled.","session_summary":"Career transition planning, creating a personal branding statement, and reviewing self-help portal resources.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"65e0e888-9b67-4292-bbad-52ff85606e90"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-08T14:00:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"=== Fichier uploadé : 9d912f98-f2a7-442b-9c50-0d9d03c71931.m4a (2026-06-11 01:05) ===\n\n[COACH 00:21] hello julia good morning how are you are you are there you exist you are not just a bot yeah i took a while to get a laptop and uh uh yeah at least uh now i have the tools to do it properly\n\n[CLIENT 00:43] that's great that's great no i was hearing you well the other times but it's always a pleasure to it to see it to see the person uh well even then you know like if you're talking\n\n[COACH 00:54] talking to recruiters, right? Sometimes they won't Zoom and it's just polite to be on, you know, present and yeah, so yeah, yeah, that's great, that's great.\n\n[CLIENT 01:07] How are you doing, Julia? How was the past week?\n\n[COACH 01:10] Busy, I'm not going to lie. I mean, I've done some stuff, but I went to Vancouver just to visit my father. And I, whereas I thought I will have a little time to spare to do some stuff. It was not much. So I just came back late last night.\n\n[CLIENT 01:31] Okay. And how was Vancouver? Was it nice?\n\n[COACH 01:35] Well, actually, we went to the Vancouver Island.\n\n[CLIENT 01:38] Oh, wow.\n\n[COACH 01:39] I've never been. I used to live in BC in Vancouver for eight and a half years. And never been to the island. So we just kind of spent some time there, did some hikes. Wow. Look at the gardens and whatever. Weather was good. So, yeah, it was great.\n\n[CLIENT 01:56] Yeah. Oh, I'm jealous. jealous I've heard a lot about that I've been to Vancouver a few times but not to the island and oh I've heard so many great things about it maybe maybe some time yeah and and so in regards to what we're doing together Julia is there anything that moved and in some reflections or actions what have tasked me with\n\n[COACH 02:24] researching Lean Sigma. Yeah, of course. He really was looking to find some sort of in-class program that would be offered locally.\n\n[CLIENT 02:38] Okay.\n\n[COACH 02:39] However, nothing that is happening any time soon, which is unfortunate. University of Manitoba has some courses that they do. However, they do it once a year only and it's in spring usually um there is uh some construction organizations that do it rather for like larger organizations so it's not you know random people and and whatnot so i had to resort to the online version of it i did register i ordered a book so we'll see when that's going to come it's just a book off of amazon i mean uh this is something that i wanted to do while I was doing the work and it's just, you know, too bad now I'm paying for it, but it is what it is. Yeah, it's hopefully at the end of the day it will give me some, you know, measurable advantage. And it's, uh, me, because a lot of people do take it at some point, even at my former job, I know a leadership team was, um, signed up for, for those courses. it was just like something that they always did. So a lot of the people do know the lingo and kind of utilize it. So it would be nice to actually be able to communicate what I have done.\n\n[CLIENT 04:04] Yeah, yeah. Because it's true that it's, I would say honestly, I think it's quite overrated, you know, these kinds of, you know, yeah, Lean Six Sigma and all. But it's true that even if people don't necessarily use specifically these approach, having someone who knows about it and like you said knows a language knows a vocabulary knows the ideas behind it the kind of approach yeah it couldn't always be transferred to and make it know your own how you're so it's more like a kind of mindset right so that people are like oh that person knows about about this you know and the great thing about all of the\n\n[COACH 04:43] school stuff i would say is just it makes it a little more organized in your own head so you might be doing all of those things but it just makes it all structured and like make it a little more sense so hopefully i will be able to just communicate it while i will be taking an interview but we'll see it's uh it's a green belt so we'll see what's uh it seemed like after my research it probably you want you know the one that made the most sense in the in the meantime so yeah yeah so i signed up for that\n\n[CLIENT 05:18] Hmm, cool. Awesome. How do you feel about that?\n\n[COACH 05:22] No, it's good because, you know, kind of gives me a little purpose, I guess, as well. Especially while there's this, like, that silence in terms of, like, everything else, then I just don't feel, like, completely, you know, depressed about my life. And then there's, like, absolutely nothing. And there's really nothing to do, like, all of the jobs that I qualify for. I applied for. So now it's just, you're just waiting, essentially. So it's making that waiting game a little more beneficial for myself.\n\n[CLIENT 05:53] Uh-huh, uh-huh, yeah. And I'm just putting this out there because there's a big, you know, a big spectrum. You know, you have all these courses online, some of them that you can even have like the Coursera kind of or Udeme or things like that that are almost like free even. And that even can give a little advantage, you know, between someone who has nothing, right? So it's not an academic, for sure. It's not credentials and stuff, but it's like a little bit more. And then you have the other part of the spectrum that are the more kind of expansive and longer programs. And you have a bit of the mid-range. I know if you've heard about the pro-si, it's P-R-O-S-C-I. It's a certification about change management because you told me about, you told me about project management, but also about process optimization, about change, about all of this. pro sci i know it's it's it's a few thousands i think it's three or four thousand something like that it's a few days and i know that this is something that is highly regarded um i would say mostly for like consultants like people want to work for other companies but but some companies like to have people that can be consultant in-house you know that have the knowledge and have the credentials um so i know that this is one uh it's one that i don't have personally yet yet but I have I have on my list getting at some point so I don't know I'm just putting this out there because I know about this and I know that it's being highly regarded so so if you want to have a look at that and I think that this is all online so I understand you would like to have something as more you be\n\n[COACH 07:35] physically with people and I mean that I do and I don't I want it for the networking potential networking opportunity is the only reason why. Otherwise, I actually completely prefers, you know, self-based online environment when, you know, I can do it whenever I want. And I'm more efficient that way. I actually do the work. So, like, I've done it all. Like, I've done in class, you know, education. And I've done, like during COVID time, I did, you know, it was pretty much all online. I prefer that. I know a lot of kids were struggling with that. Just being able to make themselves, you know, do the work while nobody was really watching. Like, I'm okay with that. I do enjoy autonomy and I know what needs to get done. So yeah, like I'm, I think in terms of online, I would actually prefer that. but I was like right now like how do you get into that door or foot in that door even right it's just so yeah I was just thinking networking would have been or even I was thinking maybe it's like higher regard like it's better value I guess to to the program because it's a little more more out there than just some random program I don't know like I researched a little bit I signed up for the Lean Sigma Canada. They do have LinkedIn group there for their alumni and, you know, maybe potentially someone to connect as well that way. So we'll see.\n\n[CLIENT 09:22] Okay. Cool, cool, cool. I see that you're being proactive, you're taking actions and being in movement. That's really important.\n\n[COACH 09:31] I'm trying, yes. My resume is complete, so I don't know where to what. Like, I tried to find it on right management, and I couldn't. I have two versions. I have, like, a short version that I personally like, but I don't know that that's the right way to handle it. It's just the one pager. And, I mean, my hope is that it would interest someone to invite me to interview, but I also have a slightly longer version as well.\n\n[CLIENT 10:07] so that's that's done okay well i i uh because i i was just in communication with the people from the resume service um i then find us under a cell phone and then see this email and says okay uh well i'll also i'll send you uh an email we have an email that you can send your resume to So I'm just reading what they sent me to make sure I'm not telling you. So they said, candidates find us under the self-help section of next and then they see this email to send in their request. Okay, so I have this email I'm going to give you. And once you send that, you will be assigned someone, sorry, who is not me, someone else, and who is really specialized in resume. They just do that. And it's supposed to be three to five days of turnaround, so for them to review it. Then they will send comments, and then we can both look at it together. So we can look at their comments, see what they said. Because, you know, they don't have, you know, the connection that we have. So they will just. And that's also the reason why we do that is that it's someone from outside. So it doesn't know you, hasn't seen you. So the person is just really cold, you know, really looking at it like someone else would. you know when they receive that so to make sure like does that make sense do we understand what and they will give some some tips and advices and also provide you with a format that is uh used with a lot of systems that are automated so when they get the resume read through it and so to make sure that all the information is correctly placed so that you don't miss anything because sometimes you can candidates will just be you left out and so to make sure that all the information is not because without even being considered because their application just went through the system and the system just said you know there's an error or something they just I mean this is dumb I would say but often that's what's happening so I'm well saying that I remember the times that I would be doing you know hiring and when you get for one position you're hiring for say seven different positions at the same time because it's seasonal and you'll get you know hundred applicants for week so like how do you\n\n[COACH 12:35] you know like it's impossible to be all of that yeah so yeah i could see that being the case that you know\n\n[CLIENT 12:40] it's a little uh i i i yeah yeah yeah and more and more and more these days you know uh for the better and the worst quite often more for the worst in terms of uh for the candidates right so uh so that's one thing can do this this week the other thing is um to look at the personal branding uh statement So that may be something we can look at today.\n\n[COACH 13:08] I started. I have some stuff there. I kind of reflection, right, on myself and what I want. And, you know, like I looked at it one day and I started and, you know, my answers were one. And then, you know, like I had a different day. And then I was like, okay, well, maybe this is more important and maybe this is what I am. So it was a little back and front. forth of just changing a few things. I was getting a little wordy to the point of like a lot of things were not fitting on the page. So I like trimmed it down a bit to the most important thing. I the section two, however, is what stumped me. But I guess we can go through the like the first portion and then yeah, maybe we can discuss that one if that's okay.\n\n[CLIENT 14:03] Yes. Yes. So you're talking about\n\n[COACH 14:04] for the from the worksheet right that you yeah that's what i downloaded and started doing cool cool\n\n[CLIENT 14:13] okay yeah well we can look at that together so you said you stumbled upon the second section so section two the uh the evidence of establishing a clear value yeah because this you know this is something that people that makes a difference between i'm trying to sell myself by saying nice things and this is what I am truly, you know, and people will often ask in interviews for, give me an example, you know, give me an example, because that's how we can judge, you know, if the person just chose nice words to put a nice package, or is that person really, because most people will judge you not by what you say that you are, but what you showed that you are. And the showing is by the examples. So tell me more about when you said you found that challenging. Tell me more\n\n[COACH 15:06] about that. I get that part but realistically what prevents me from just throwing random numbers and that's why I was like how how do you actually show that that's true especially when I don't have those numbers anymore on me because that's all left with the other company so I can say that I reduced overtime you know consistently year to year to year by this and this and this percent because at some point I calculated those values and I used that information for my performance review however you know how do I yeah I was just wasn't sure how to go about it I guess well yeah well two things in what you're\n\n[CLIENT 15:54] saying in getting specific figures I here, I don't have this information, which is really plausible. And another concern would be that you don't want to give away confidential information. Right. And this shows about who you are as a person. You don't want to disclose information about a past employer, right? Because if you do that, then the new employee will say, what will she say about us at some point? Right. So that could be a way to turn it. Say, well, you know, that I don't have information. with me and and i want to preserve confidentiality you know for it for this employer but but what i can say is that i superseded the expectations you know i went above what was expected from me and this is how i did it you know so this is something that so the way you did it what you showed uh what you show about who you are you know i i i know i did this and this and that i was in this in this way you know i acted in these ways and this allowed me to meet the expectation or even go beyond the expectations so you see you don't so you don't give away a specific number but it gives the idea to the interviewer that well you know that person seems to to know what she's done no and and gives us a way to appreciate it so but you're totally right you can make it up you can make it up with me also I mean, everything you say can be made up, but at some point, I think it can catch up on people. Because even in an interview, people will, just by asking a few clarification questions, okay, well, tell me more about this. Tell me more about that. If it's true, you will come up with the answer right away. If it's made up, a person might be like, I need to come up with something. And then they will catch up on that, you know? So, yeah, so if I would suggest if you can try to keep, within things that you either know you did or that you come up with a really complete story so that you know that if they come up with a question you can really put you in this mindset and in this role but I mean honestly if it can be something true and and you know sometimes we might say I know I wish I would have a better example or something different okay but but quite often the real example is really good enough because people often they will look for authenticity is that person speaking the truth is this person show that she knows how to do stuff you know how to the way the person thinks more than the person actually acts this is what a lot of people are looking for because the skill set you can always learn you know on the job but the way you think the you know the the way that you approach situations and problems this this topic about you it's about who you are as a person right okay so tell me more about what what would you say came to your mind when you looked at that and you said did you have some examples that came to mine or none or is it because you found some and you said maybe it's not not the best ones or what I do and I mean and at\n\n[COACH 19:17] some point it was contractor cost reduction story I guess just because for the longest time we had high contractors spent and also reliance on the third party for fixing stuff which more often than not was well it's not it wasn't timely I guess I can say just because you know you're you call someone in they already obviously have something else on the go and so I mean And at some point, I reviewed the contractor work scopes, what they were offering. I identified internal capabilities of what we could have done, either within our department or within a different business unit as well. We relocated some resources and started executing certain projects internally. nothing too overly complex however you know every single year that would save a good two hundred thousand dollars mm-hmm okay okay and i don't know like is this a good number you know to 200,000 is it is it old pennies and like worthless in in a sense you know perhaps i don't know um again maybe partially because that's my you know that was my only like big professional job and and that's why i'm a little you know hesitant and yeah so so well another way\n\n[CLIENT 20:58] to put it is um if because because i know it in the the chart i see it here they say use no numbers dollars but percentages also so i don't know if it's something you know you say 200 000 you're right i have no clue what but that means you know is it good is it not good i don't know but if it's able if you're able to have a figure in comparison to, you know, let's say the overall budget, you know, we made save this from this bold figure of, you know, what was saved from. So then you can have an idea of a percentage. You know, we save 30%. We save 20% or something like that. So it doesn't give away the information because you're right. You're saying, well, if I want to give them the comparison, will I give them like the, you know, the figures that, are the, you know, the, yeah, the revenues or the costs of this company. You know, this is confidential, right? But the percentage, you say, well, you know, we cut it by one-tenth or one-third, or I don't know, you know. So this gives an idea. So whatever the, you know, the scale of the other employer, it would be a pro-rata, you know, so people will say, okay, well, if she's able to reduce of one-third or one-fifth or I don't know, Well, I mean, for us, it might mean different figures, but in terms of the ratio, I mean, sometimes this is, it's like when people, you know, evaluate businesses on paper. They will often use ratios. You know, they won't necessarily use the figures because from one business to another doesn't mean the same. But the ratios can make a big difference, and this is how you can compare. so if it's possible to to present it in this way then it like I said it doesn't give away information but at the same time it gives the idea of the scale of what what you did so do you\n\n[COACH 22:58] think that that could be useful is it something that so I think that makes a little more sense because yeah like it depends on the size of the company that you're applying for you know they might look at it and say well okay you know like it's just because I mean, there's certain savings that I have done that I'm actually more proud of because they were harder to achieve, but it was only $20,000, you know, but it's just, it showed a process improvement. Yeah. Yeah. And actually, part of it was just reducing, you know, a job for someone else kind of thing. But, yeah, okay, that makes sense.\n\n[CLIENT 23:41] well even with what you just said you know even if you say it could be a small figure you're right but you said i'm proud of that and because it required it showed what i was capable of doing so so that i like that part because you say well so for the other employee they might say 20 000 for us i don't know we run on 20 200 million i don't know you know big big figures but they know that you're proud of having improved something and then you can transfer that you can you can use that with them the same mindset the same approach and for them maybe it will be i don't know you know to a hundred thousand uh you know that they will save uh just because you have at heart to improve you know things and and this is the most important so so yeah i would say also if you have because sometimes the ratio you don't necessarily know you know you can't really say well i saved 20 percent i i don't know what was the the big number so i just know that i saved that so so i i could i think it would still be uh acceptable and and and you know to to to to use that but but you use it as a way to show something you know it's not just i'm it's just they won't you don't want to be judged on the number on the figure because that's not what was the most important is is how you did it and why you did it you know and the the choices you made to make that happen this is what what really makes it makes a difference yeah okay and and it's a bit like what they say in the the middle section you say what actions did you take you know get specific and use multiple verse to explain so so yeah so what what how did you came to do this you know and and and that will\n\n[COACH 25:24] often speak a lot about about who you are as a person right yeah like examples on hand I guess that again like that's just something that I've they're more visible in a sense and that's something that I have been consistently using during my performance review just because of how it has been structured within the company and I mean some of it was like overtime reduction and workforce efficiencies yeah just growing the overtime cost and, you know, any kind of utilization, concerns. Actions would have been implementing queue sharing. Again, because it was a multi-site operation, that's site to site or different business units as well. Cross training, we have done some scheduling improvements. And then again, it's like, well, it's so specific, specific to the business, you know, do you go into more detail to explain that or do you just leave it as is and wait for them to ask if they're curious about? Because then it's just you kind of overtake the conversation for, you know, penny's worth of information that is like negligible in a sense.\n\n[CLIENT 26:53] Yeah. Well, we'll get to this when we're talking about, we'll talk about the interviews, but to answer your questions that, your question that is really relatable to what we're doing right now is you know if you go to page five of that document they talk about the section three how to get from your key strength to the value and and what's really interesting with that is when you sometimes we have an example in in our mind say okay I'm gonna talk about this and say well our people are interested in knowing the whole story and and so you're right it's like in any interpersonal interaction it's better when you answer a question right because the person then asked you a question, you answer to their question, so they ask you for it, so you're responding to it, you know, so you're not bothering them with your answer, you know, they ask for it. So it's better when they get to you, but how they will ask you to talk about this is when you look at the section three, when you take from your example of a key strength, and you say, why is this important? Why is this important? What did that brought? And at the end, when you get to the value, for example, you say, well, you know, I have this I made them save money, okay, why is this important? Well, it improved the organization and made it more viable. Why is it important? Well, because I wanted to really contribute an organization, and then in the end, if you get to the value, but this is because I value excellence, you know, and I want to, to everything I do, I wanted to make it better, you know. And so this is what you will use in the interview. You know, I value excellence. And then people will say, give us an example of how you achieved excellence. Then you come with example. Well, I made them save this amount of money because I did da-da-da-da-da-da-da. Then you can expand for five minutes talking about this because they ask for it. But it's better to show them the value. This is how I am. I value excellence. I value it could be different things. But then they will be curious about it. They say, okay, we want to make sure she's not bullshining us. So what do you mean by that word and give us an example? And then you need to have your answer ready because sometimes people will say nice words like that. But then people say, okay, well, give us an example. And then they're like, and then it shows that they're just bullshitting, right? But if you've done the work in the right way like we're doing and starting with examples and then trying to distill from the example, what does it say about me? You know, what is the value that I showed by doing this and using this in your statement and your brand? Because in your brand, in your brand, you can't tell your whole life and your examples, right? So you can just use keywords. You know, this is who I am. And then people will be curious, say, okay, you say that about you. Uh-huh. Tell me more. Why makes you say that you're like that? Well, okay, you're asking for it. Here are the receipts. I can prove it. I have the explanation to sustain what I just shared. How does that sound?\n\n[COACH 30:09] Yeah, that sounds good. Okay, I can definitely finish that then because that's the only section that is left. Would you like me to send it your way then once I do that?\n\n[CLIENT 30:20] Sure, yeah, if you can complete that. And then next time we could use that to really try to narrow down like a little paragraph. You know, how would you pitch yourself? how would you present yourself in networking event even in an interview you know how you know the the first minutes how do you talk about yourself you know what is and the choice of words in that little paragraph is really important because this is what will catch the attention of people and if you have to tell a whole story for them to understand who you are and what you want you're losing them you know right after a few seconds so um yeah so that could be something thing we can work on after for the resume like if you if you can send I'll send you the email address if you can send that to your resume to that address and like I said you know it might take a few days so maybe it won't be ready by our next meeting but at least in two weeks at least you know we could they will have time to look at it maybe send you in a first version have a back and forth a bit with you and then we could look at it together and and try to make this crispy\n\n[COACH 31:31] right now is just based off of you know Pinterest looks of resumes and you know examples that I googled and whatnot so yeah not necessarily you know the best version yeah well\n\n[CLIENT 31:47] that's sure I mean you're doing what and that's great that you went to look at examples you know then you have the advantage of having you know professionals that can look at it and give you their insight after that you know you give you you take what you want you from that right maybe there's things you will be like that doesn't make really sense for me or or you know it's not truly me you know and that's fine you know it's really it has to be in service of you right so right cool let's do that so next time julia one when would be the best time to talk again uh because i next monday again yes the only issue i have julia is that i won't be available in the morning is it possible for you in the afternoon afternoon. Yeah, what about what can, would three be possible for you? Yeah, let's do it. Okay, so three in the afternoon. So I'll send you the invite and also send you an email with the yeah, with the email for the resume people. Cool and maybe last thing and I know I don't really like to do that but I have to say it because you've probably as it's been a few sessions now you'll probably get this uh what i said you the first time the the little survey thing uh so just again to remind the expectation because uh it's from one to 10 and it's a question about how would you recommend that person and anything below nine they consider the people to be detractors so to be like not satisfied so if there's anything and you're free to put whatever mark you want but it's just that if you get to put something lower they don't they don't tell us. That's the things that we just hear about it later. So I would rather know if you tell me and that there's things that I can adjust so that to make sure that you're the most no satisfied. It's just that sometimes people, it's a matter of expectation. You know, sometimes people say, well, six is really good. You know, so I will give a six. Yeah. I'm like, oh, six is really bad. So it's just so, you know.\n\n[COACH 33:49] That would want to succeeders, so I fully understand 10 is the goal.\n\n[CLIENT 33:54] Yeah, yeah, yeah, yeah. So that's the thing. So if there's anything I can do to improve or anything that I do that you're less satisfied, I mean, I'm here for you. So feel free to tell me. And I prefer people to be direct with me so that I can make sure I can do what is the best for you. Sounds cool. Awesome. Well, thank you very much, Juliana, and we'll talk next week.\n\n[COACH 34:15] Okay, sounds good. Have a nice week.\n\n[CLIENT 34:17] Bye, hi.\n\n[COACH 34:18] All right.","rapport_genere":"## Main Topics Discussed\n\nThis is a transcript of a coaching session between a coach (Juliana) and her client. The session covers various topics related to career development and personal branding.\n\n## Personal Information Shared\n\nThe client has consistently used overtime reduction and workforce efficiencies in performance reviews. Examples include queue sharing, cross-training, and scheduling improvements.\n\n## Work Assigned Until the Next Session\n\nThis is a transcript of a conversation between a career coach (Coach) and a client (Client). The topic of the conversation appears to be the client's resume and how to present themselves in interviews and networking events. Here are some key points from the conversation:\n\n## Date and Time of the Next Session\n\nThis is a conversation between a career coach and their client. They are working on the client's resume and preparing for interviews. The main topics discussed are:\n\n* How to present key strengths and values in a resume and interview \n* The importance of providing specific examples to demonstrate achievements \n* Using the concept of\n","code_activite":null,"etape_coaching":"S4","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-08T10:00:00-04:00","teams_link":null,"google_event_id":"35ae9aea-6219-11f1-8e96-f2ca634cfd8a","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre séance de coaching\n\nBonjour Yuliya,\n\nJe voulais vous rappeler quelques éléments clés que nous avons discutés lors de notre dernière séance. Nous avons travaillé sur la présentation de vos compétences et valeurs dans votre CV ainsi que dans les entretiens. Vous avez également souhaité mettre en avant des exemples concrets de vos réalisations.\n\nNous avons également abordé l'importance de donner des exemples spécifiques pour démontrer vos résultats.\n\nJe vous rappelle nos engagements : vous allez travailler sur la rédaction d'un nouveau CV et nous allons procéder à une simulation d'interview pour préparer vos prochaines rencontres professionnelles.\n\nNous fixerons le calendrier de votre prochaine séance, mais je pense que nous pouvons organiser notre prochain rendez-vous pour [date].\n\nCordialement,\nJuliana","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"\"I worked with my client on Personal Branding, 30-second presentation, Search Strategy and Networking (Search plan), and Career guidance review (strengths). We discussed how to present key strengths and values in a resume and interview, the importance of providing specific examples to demonstrate achievements, and using those concepts to optimize their LinkedIn profile. I committed to reviewing their finalized personal branding statement and helping them finalize their search strategy for our next meeting. We will meet again on Wednesday at 2:00 PM.\"","session_summary":"Career transition planning, identifying key strengths and values to showcase in resumes and interviews.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"9fb5ad2a-d55d-4c4f-af9e-31946bb53f00"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-08T13:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : e2d06d30-aafa-467e-b714-a53c5a7a2de0.m4a (2026-06-11 01:05) ===\n\n[CLIENT 00:37] F**k me. Bonjour Mathieu.\n\n[COACH 02:00] Bonjour. Bonjour.\n\n[CLIENT 02:02] Ça va bien et toi?\n\n[COACH 02:03] Ça va bien.\n\n[CLIENT 02:06] Désolé pour le retard, je t'ai pris avec Teams qui me faisait des problèmes de changement de compte. Je suis bien désolé. Est-ce que tu as quelques minutes si on déborde un petit peu pour faire notre 30 minutes? Est-ce que c'est correct?\n\n[COACH 02:19] Oui, c'est correct. C'est parfait. Il n'y a pas de soucis.\n\n[CLIENT 02:26] Super. Merci beaucoup pour la compréhension.\n\n[COACH 02:29] De toute façon, moi aussi, je pensais que j'avais eu un problème parce que j'avais cliqué sur, quand j'avais ouvert Teams, j'avais cliqué sans faire exprès sur la réunion de la semaine passée.\n\n[CLIENT 02:39] Ah ouais, ok.\n\n[COACH 02:41] Fait que là, j'étais calme et je me suis sort, fait que, oui, c'est ça.\n\n[CLIENT 02:45] On est au bon endroit, yes.\n\n[COACH 02:48] Ça s'est réellé. J'aime pas le chicaner, j'ai pas fait les devoirs, j'ai pas fait mes devoirs. Oui, oui, je comprends. allez le faire probablement aujourd'hui ou demain. J'ai fait pareil d'autres choses qui ne sont pas connectées à ce qu'on fait, juste pour te donner une idée. Je me suis un peu concentré sur les aspects techniques. Parce que des fois, dans des entrevues, on a des entrevues techniques aussi qu'on a. Fait que je me suis acheté un livre pour utiliser un langage de programmation puis vraiment... Tu sais, des fois j'aime ça, ça va avoir tous les petits détails. Fait que j'ai acheté comme une grosse brique de langage et j'ai acheté ça. J'ai acheté aussi, je l'avais mis de côté, un truc pour faire l'embarquer aussi.\n\n[CLIENT 03:49] de l'embarquer?\n\n[COACH 03:52] Oui, c'est du logiciel d'embarquer qu'appel. Ça c'est un truc de développement ici. Puis, c'est des fois, c'est que tu vas faire, admettons, au lieu que ça soit sur des gros logiciels, en autre mot, c'est des logiciels qui iraient, admettons, sur un cellulaire, une caméra ou ainsi de suite.\n\n[CLIENT 04:17] Ah, ok, ok, ok. Donc, ils ont une fonctionnalité très précise pour un appareil particulier.\n\n[COACH 04:22] Oui, c'est ça exactement. J'ai fait ça cette semaine, mais je n'ai pas fait des trucs pour comme CV. La seule chose que j'ai fait, j'ai un de mes amis qui a lui, il fait beaucoup de photographie. Et aussi, il fait des fois, c'est pas sa spécialité, mais en fait, mettons, des fois pour des photos professionnelles, exactement.\n\n[CLIENT 04:51] Oui, oui, oui, mais tu avais parlé de ça, de faire une photo professionnelle, de renouveler tes photos.\n\n[COACH 04:57] Oui, oui, exactement, mais mes photos, les plus particulièrement. Fait que lui, il dit qu'il serait libre, pas cette semaine, mais la semaine prochaine, parce que lui, il est comme un peu pilote d'avion pour de la marchandise. Fait que des fois, il est à l'extérieur de Montréal. Exactement. Fait que j'ai fait ça, puis lui, c'est un amateur de... Fait que c'est ça exactement. Fait que c'est ça que j'ai fait.\n\n[CLIENT 05:28] OK. OK. Ben, c'est bon. Écoute, c'est sûr que Mathieu, il n'y a pas à se sentir mal. Quand on a des devoirs, on n'est pas à l'école. On ne peut pas perdre de points. C'est sûr qu'on a un certain temps quand même pour faire ce qu'on veut faire. Je vais juste regarder, nous, le temps qu'on a. Je regarde, Mathieu, on a quand même, techniquement, ce que je vois ici dans mes informations, on arrive jusqu'à la fin juillet pour travailler ensemble. on n'a pas énormément de temps mais on a quand même du temps puis on va utiliser ce que je te propose pour aujourd'hui utiliser le temps qu'on a ensemble pour lancer une réflexion que tu vas pouvoir poursuivre dans les prochains jours, mais vraiment à ton rythme au point où on est c'est des réflexions que c'est bon d'avoir et de laisser reposer ok, là on pense à ça, on laisse 2-3 jours, on y revient pour laisser mûrir un peu les idées, tu vas voir de quoi on va parler, et ça, ça pourra se faire au courant de la semaine, puis la prochaine fois qu'on pourra se parler, là, je vais t'avoir donné un vrai devoir, où là, il va falloir remplir un document, mais je vais t'envoyer un document, puis ça, c'est un plus, ça ne fait pas partie vraiment du package, le right management, parce que moi, dans la vie, comme je te le disais, moi, je suis coach de gestion, je suis coach de direction, donc j'ai d'autres outils, puis cet outil-là, Je trouve que ça aide quand on vient à faire ce qu'on appelle le « personal brand statement », la présentation d'identité, qui est une des étapes qu'on va faire. Donc, ce que je vais te proposer aujourd'hui, c'est de commencer cette réflexion-là. Je vais te poser quelques questions pour aider un peu à la débuter. Ça va te permettre dans les prochains jours à poursuivre cette réflexion-là. Je vais t'expliquer un peu ce que c'est. C'est un outil qu'on appelle en coaching la matrice identitaire. Donc, la matrice, que tu connais bien des matrices, dans le fond, une grille avec les deux axes. Et je vais te poser des questions. Et là, tu pourras me répondre comme ça vient. Et ce que je vais t'envoyer comme document, ça va reprendre des éléments que tu vas avoir dit. Tu vas déjà avoir une base à partir d'une discussion d'aujourd'hui. Mais ce que tu pourras faire dans les prochains jours, c'est de relire ça, puis de repenser, puis peut-être d'aller rajouter des choses quand ça va venir pour que la prochaine fois, on reprenne ça et qu'on puisse travailler ensemble à partir de ça. Ça te va-tu? Excellent. All right. Excellent.\n\n[COACH 07:59] Puis, je vais pouvoir beaucoup réfléchir parce que l'autre achat que j'ai fait, je me suis acheté un vélo.\n\n[CLIENT 08:05] Ah, bravo! Oui. Exactement. C'est cool, ça. Écoute, moi, je trouve ça super intéressant. Dans le fond, tu prends soin de toi, de ta santé, parce que le vélo, c'est la santé physique, la santé mentale aussi. de sortir et prendre l'air un peu. Je vois que tu as cette curiosité-là et cette volonté d'apprendre, de te développer, d'aller chercher d'autres outils et de te maintenir actif. Je trouve ça intéressant aussi parce qu'il y a des gens qui pourraient dire « Moi, je vais m'asseoir. » Je sens que tu as cette volonté-là de rester allumé et de rester actif dans ton domaine. Je veux continuer à apprendre des choses, je veux continuer à faire de la pratique. Je veux faire mes programmes embarqués. de quelque chose que je trouve qui est super positif dans tout ça donc bravo, tu prends de l'initiative comme ça par toi-même, c'est tout à ton honneur\n\n[COACH 08:55] je veux dire quelque chose ça revient un petit peu, là je parle vraiment de ma vie personnelle j'ai eu un creux dans la vie puis je veux dire quelque chose je ne pense pas qu'il irait dire à mon ancien employeur dans mon creux, j'étais beaucoup moins motivé. En étant moins motivé, automatiquement la performance était là. Sauf que je remontais la pente. J'ai pas eu le temps à montrer à mon employeur que je remontais la pente. Quand ils ont fait un lay-off, une mise à pied, ils ont ils ont pris comme les trois moins bons ingénieurs puis ils ont mis à la porte, c'est ça qui est arrivé.\n\n[CLIENT 09:53] Puis quand tu dis les moins bons, est-ce que ça peut être aussi ce qu'ils percevaient comme étant les moins motivés, parce que tu dis c'était plus un creux, c'est pas tant que t'étais moins bon, mais c'était une passe là, mettons.\n\n[COACH 10:04] Oui, exactement, c'est ça. Je suis d'accord avec toi. J'ai eu mon cru et j'ai remonté. Après ça, il y a eu la mise à pied et j'étais un peu fou. Mais là, je remonte. C'est pour ça que j'ai cette curiosité-là. Ça peut juste aller mieux après, on remonte. Exactement, c'est ça, ça en vient un peu à ce que tu disais, c'est ça, exactement.\n\n[CLIENT 10:44] Oui, bravo, bravo. Écoute, pour le temps qu'on a, parce que le temps en file, on est déjà à 15 minutes. Parfait. Je vais te poser quelques questions, puis il y a des choses là-dedans qu'on a déjà touchées un peu la semaine dernière. On a déjà un peu devancé ça, mais écoute, vas-y, fais juste répondre ce qui te vient en tête. Des fois, ça va se rapprocher un peu, mais il y a quand même des petites différences entre ce que je vais te demander. Déjà une que, on va commencer par le plus facile, qu'est-ce que tu es en ce moment et que tu veux être, que tu veux continuer à être, que ce soit au travail, que ce soit personnellement, qu'est-ce que tu es le présentement, comment tu pourrais te décrire présentement que tu veux que ça continue, que tu veux continuer à être comme ça?\n\n[COACH 11:29] Bien curieux, puis on dirait j'aime ça des fois aller chercher les détails, c'est ça, c'est pas, puis, ouais c'est ça.\n\n[CLIENT 11:54] Curiosité, souci du détail, d'aller chercher les détails, en quoi ça c'est important pour toi?\n\n[COACH 12:03] Peut-être de faire les choses bien, j'aime pas, j'allais du contraire, il y a une partie de moi que j'aime pas faire les choses à moitié, si je veux faire quelque chose, je veux le faire bien.\n\n[CLIENT 12:22] Ça c'est une grande qualité, c'est pas courant, c'est pas tout le monde qui a ça nécessairement. Qu'est-ce que tu voudrais être et que tu pourrais devenir, si les choses continuent comme ça, si les choses continuent, qu'est-ce que tu pourrais devenir que tu veux, sans que ça te demande tant d'efforts ou de changements.\n\n[COACH 12:51] C'était un cliché, mais quelqu'un qui apportait quelque chose de positif à la compagnie, qui apportait des nouveautés, exactement. C'est un peu comme quand j'avais été engagé, j'apportais des choses nouvelles, ces affaires-là, ça serait un peu comme ça ici.\n\n[CLIENT 13:22] Fait que c'est quelque chose que tu sais que tu peux faire, parce que tu as déjà fait ça, peut-être que là, quand c'est dans le creux, c'était peut-être moins le bon moment pour ça, mais tu sais que ça pourrait revenir. C'est quelque chose que tu sais que tu peux faire, contribuer, apporter des idées, créer dans ton rôle.\n\n[COACH 13:38] Oui, exactement. Je suis quelqu'un de bon pour ça. Je te dirais de trouver des idées qui sont « hors de la boîte » comme on dit. Je ne sais pas si c'est le terme en français, mais je suis même « out of the box ». Je suis bon pour ça, aussi d'avoir un bon esprit critique envers la solution que je vais apporter, sauf d'un autre côté, j'ai la misère parfois à défendre mes idées. C'est quelque chose qu'il faut que je travaille, c'est supposant que moi j'ai l'idée A et l'autre, il y a l'idée B, je vais avoir de la misère à défendre mon idée, c'est\n\n[CLIENT 14:34] ça. Ben écoute, c'était justement la prochaine question, donc tu devances un peu, qu'est-ce que tu veux être et que tu n'es pas, donc ça va demander un changement, donc tu touchais à ce point-là, donc de pouvoir... Comment tu décrirais ça? Il y a quelqu'un qui a une idée, moi, j'ai mon idée. Qu'est-ce que tu veux qui arrive avec ton idée?\n\n[COACH 14:56] Ben, pouvoir la défendre, ne pas l'imposer, parce que ça, ça ne veut pas dire que moi, mon idée est la meilleure. Mais pouvoir argumenter mon idée, puis avoir un échange, de ne pas juste dire, lui a l'autre idée, puis je fais juste en un autre mot, me fermer la tête et rien dire. Exactement. Parce que j'ai remarqué même tout au courant, même en étant étudiant, ça a beaucoup été négatif dans le projet. Dans le projet, parce que je ne défendais pas mes idées.\n\n[CLIENT 15:54] OK. Puis ça, qu'est-ce que ça te demanderait? Qu'est-ce que tu aurais besoin pour pouvoir plus affirmer tes idées?\n\n[COACH 16:01] Confiance en moi. Ça, je suis quelqu'un qui n'a pas beaucoup de confiance en moi. Et puis, je te dirais comme ça, je te dirais oui. Oui, c'est ça.\n\n[CLIENT 16:25] On pourra revenir à ça parce que je peux te dire que tu n'es pas tout seul dans cette situation-là. Il y a beaucoup de gens que c'est, puis la confiance, c'est ça. Est-ce qu'on n'aura jamais trop de confiance en soi? Il y en a que oui. Il y a des gens que tu te dis, coudonc, ce monde-là, pourrais-tu se la fermer un peu? Ça, on a peut-être trop confiance en eux. Ça, c'est un autre extrême. Mais la plupart des gens ont l'impression qu'on n'a jamais assez de confiance pour ce qu'on voudrait. On peut toujours développer ça. Là, je vais t'amener à une autre partie. Ce que tu ne veux pas être. Donc, jusqu'à présent, on disait, qu'est-ce que tu veux être et que tu es? Qu'est-ce que tu veux être et que tu pourrais être? Puis, qu'est-ce que tu es et que tu n'es pas encore? Donc, on a fait ça. On va faire la même chose, la matrice, la même ligne, mais qu'est-ce que tu ne veux pas? Parce que souvent, comme on disait la dernière fois, les gens pensent beaucoup à ce qu'on veut, pensent pas trop à ce qu'on veut pas. Puis, la dernière fois, tu me disais, moi, je sais, c'est pas dans l'industrie de la défense il y en a qui disent la défense, on est rendu dans l'offensif plus que la défensive souvent donc c'est un peu le problème donc je comprends, donc on va me dire ok, moi je veux pas aller là juste pour l'anecdote, moi j'ai une amie qui est d'origine iranienne, puis elle travaille pour une entreprise qui fabrique les moteurs qui vont dans les F-35 qui vont bombarder l'Iran, tu sais, fait là t'es comme elle est comme vraiment en dissonance C'est comme, non, mais comment je peux faire pour utiliser de mon temps, de ma vie, pour finalement que ça tue littéralement des gens de chez nous. Bref, je ne veux pas trop m'attendre là-dessus.\n\n[COACH 18:04] Je la comprends. Moi, je ne me souviens plus, je te l'ai dit la semaine passée, avec les gars qui en iront. Justement, ma voisine d'en haut sont iraniens. Tu sais, c'est quand même... Ça vient de chercher personnel. Oui, c'est ça. Mes collègues ne disent même pas à ses enfants qu'est-ce qu'il fait là.\n\n[CLIENT 18:27] Oui, aïe, aïe, aïe. Assurément, ça peut être mieux. On va s'améliorer à ce niveau-là. Mais justement, quand tu dis ce que je ne veux pas être et que tu es présentement.\n\n[COACH 18:41] Oui, c'est ça, exactement. Je vais te faire comme ça, je suis une petite lémissaire à répondre, parce que qu'est-ce que je suis et qu'est-ce que je ne veux pas être.\n\n[CLIENT 18:57] Qu'est-ce que tu voudrais changer? Tu voudrais que ça ne soit plus comme ça, que ce soit ce que tu es, même si c'est un souhait, ou ce que tu fais carrément.\n\n[COACH 19:04] J'ai trouvé être... Attends. Qu'est-ce que je suis et qu'est-ce que je ne veux pas être? Qu'est-ce que je suis? Ça vient un peu à ce que je veux être, parce que j'allais dire peut-être être plus professionnel au travail, ça vient un peu à ce que je veux être.\n\n[CLIENT 19:29] C'est ça. Mais là, si tu tournes quelque chose que tu ne veux pas être, ça serait quoi ça? Comment tu décrirais ça?\n\n[COACH 19:36] Je te dirais peut-être, écoute, des fois...\n\n[CLIENT 19:40] Vous pouvez me dire pourquoi ça ne marche pas? Mais voyons! Police de merde! Pourquoi j'ai plus d'internet? Qu'est-ce qui se passe? Police! Je suis mon cellulaire? Police de merde! Aïe aïe aïe! Désolé encore Mathieu! Je ne sais pas pourquoi, j'ai basculé sur ma connexion cellulaire. Mon internet a coupé, donc mes excuses! Ça a juste planté! Pas de soucis! Bien désolé. Bon, écoute, on va y arriver, on va y arriver. Donc, on était dans, oui, donc ce que tu n'es, ce que tu ne veux pas être et que tu es. Tu étais en train de m'expliquer ça.\n\n[COACH 25:04] OK. Je ne sais pas si c'est lié à quelque chose, mais peut-être moins parler de ma vie privée au travail. C'est quelque chose que je faisais beaucoup. En d'autres mots, quand je suis au travail, je suis au travail. C'est sûr qu'on peut développer des amitiés au travail, mais pas comme être bien et être un livre ouvert au travail.\n\n[CLIENT 25:32] Je ne sais pas si ça peut être quelque chose. Il y a quelque chose qui me dit que tu as eu des expériences liées à ça qui n'ont pas été très concluantes. Ou qui l'ont été, mais pas dans le bon sens.\n\n[COACH 25:42] Non, ça a été concluant, mais c'est sûr que j'ai développé des amitiés, mais je me dis des fois qu'elle m'a... OK, dans le passé, oui, mais c'est quelque chose qui s'est fait graduellement. Puis après ça, je me suis dit, regarde Mathieu, je veux dire, chez Thales, on dirait que c'était comme entre deux. Puis, là, on dirait que je veux vraiment que ça soit vraiment un lieu professionnel. OK.\n\n[CLIENT 26:15] Donc, de distinguer vraiment les deux. C'est-à-dire, là, il y a une partie, c'est le travail, une partie, c'est personnel, puis d'avoir une séparation entre les deux.\n\n[COACH 26:25] Exactement. Puis, si j'avais une amitié qui se développe au travail, Tu sais, des fois, c'est un de mes amis, ça vient du travail. Là, tu peux peut-être parler des choses, mais pas avoir un livre ouvert que j'ai eu dans des emplois passés, puis chez Thalès, on dirait que j'étais un entre deux, puis on dirait que là, je me dirais que ce serait vraiment une vie professionnelle puis une vie privée.\n\n[CLIENT 26:58] C'est ça. Qu'est-ce que tu dirais que tu ne veux pas être et que tu pourrais être si rien change, si les choses continuent à aller comme c'est là, qu'est-ce que tu pourrais devenir et que tu ne voudrais pas que ça arrive?\n\n[COACH 27:16] Attends, je veux juste répéter le début de ta question.\n\n[CLIENT 27:19] Donc, tantôt, on disait qu'est-ce que je ne veux pas être et que je suis déjà. Là, c'est qu'est-ce que je ne veux pas être et que je pourrais être. donc si rien ne change si les choses continuent comme ça qu'est-ce que je redoute que je pourrais devenir avec le temps\n\n[COACH 27:38] qu'est-ce que si je ne change pas c'est une question difficile\n\n[CLIENT 27:51] ça en vient d'aller plus difficile\n\n[COACH 27:53] oui c'est certain là c'est qu'est-ce que je ne veux pas être mais que je ne suis pas si ça continue comme ça\n\n[CLIENT 28:04] mettons que tu continuais avec ta même façon de faire, tes mêmes habitudes, peut-être même dans le même domaine d'activité, tu sais, sans rien changer, qu'est-ce qui pourrait être, qu'est-ce que tu pourrais devenir avec le temps et que tu ne voudrais pas que ça soit comme ça?\n\n[COACH 28:20] Ok. Ça peut-tu être quelque chose qui est lié un peu à ma vie privée mais qui impacterait à ma vie professionnelle?\n\n[CLIENT 28:35] Oui, oui, oui, oui, absolument.\n\n[COACH 28:38] OK, parfait. Là, je vais te partager quelque chose de très, très, très personnel, OK? D'accord. Puis c'est quelque chose que je ne veux plus du tout, OK? C'est vraiment personnel qu'est-ce que je vais te partager, OK?\n\n[CLIENT 28:52] Oui.\n\n[COACH 28:55] C'est... Là, j'ai 20 ans de sobriété pour l'alcool, OK? Ça, je suis content. c'est gros. Mais c'est que j'ai, comme on dit, j'ai récemment, puis ça a été ça mon creux, ça a été la sexualité. Ça fait que là, on dirait, j'ai joué un peu là-dedans, puis là, Là, j'étais en train de m'occuper de cet aspect-là, que j'ai pu… Ça fait que ça a été ça mon truc, j'étais à l'aise, là, exactement, puis que je me suis dit, tu sais, là, je me suis dit, tu sais, là, je t'en viens graduellement de me reprendre en main là-dessus, mais je sais pas si ça peut pas être, mais en tout cas, tu comprends, c'est que c'est quelque chose, en résumé, si on met ça globalement, c'est de prendre soin de ma vie privée pour ne pas que ça ait un impact sur ma vie professionnelle.\n\n[CLIENT 30:05] Si les choses continuent à aller et que tu avais d'autres moments comme ça, tu aurais des comportements, des habitudes, des patterns qui reviendraient que tu voudrais éviter pour ne pas que ça ait un impact mais à la fois personnel mais aussi professionnel, que ça se retrouve dans ta vie professionnelle.\n\n[COACH 30:25] Oui, oui, parce que la motivation n'était plus là.\n\n[CLIENT 30:28] Oui, oui, c'est ça. Puis on essaie de trouver d'autres façons pour pallier, que ce soit, certaines personnes vont avoir de l'alcool, d'autres vont avoir de la drogue, d'autres vont avoir de la sexualité, mais tu sais, les gens viennent à pallier à certaines choses avec ça, oui.\n\n[COACH 30:40] C'est ça. Mais ça ne répond pas, je ne sais pas si ça répond à la question.\n\n[CLIENT 30:43] Oui, oui, oui, oui, mais c'est quelque chose que tu redoutes, que tu dis, moi, je ne voudrais pas que ça revienne, mais qu'il y a un risque que ça puisse arriver Et si jamais je me retrouve encore dans des situations, justement, où je suis moins motivé ou dans ce bas-là, ça pourrait revenir, ça. Que tu le sais qu'il y a un risque, que tu veux éviter ça. C'est ça.\n\n[COACH 31:02] C'est juste l'aspect contraire. C'est l'aspect que si jamais je vais trop là-dedans, que là, la motivation n'est plus là.\n\n[CLIENT 31:11] Plus là, ouais, ouais, ouais, ouais.\n\n[COACH 31:13] C'est ça.\n\n[CLIENT 31:15] Ok. Et la dernière chose, c'est qu'est-ce que tu ne veux pas être et que tu n'es pas du tout. Tu sais, que tu n'as pas été, que tu n'es pas actuellement, mais que tu ne voudrais surtout pas. Peu importe ce qui va arriver, tu ne veux pas ça. Qu'est-ce que c'est?\n\n[COACH 31:31] Ok, d'être quelqu'un désagréable au travail.\n\n[CLIENT 31:37] Quelqu'un de?\n\n[COACH 31:38] Désagréable au travail.\n\n[CLIENT 31:39] Désagréable, tu ne veux pas être désagréable. Oui, je peux comprendre, tu n'as pas l'air désagréable en partant, mais tu ne devrais pas le devenir.\n\n[COACH 31:48] Non, c'est ça, tu sais, je n'ai jamais été, tu sais, comme quelqu'un de… Tu sais, j'ai toujours été, quand je rentre au travail, que les gens, tu sais, quand ils viennent me voir, « Ah bonjour Mathieu, ça va bien », puis ça, tu sais, c'est quelque chose que je ne suis pas, puis même que je te dirais que je n'ai aucun danger que je le sois, puis c'est ça. C'est très, très rare que j'arrive de mauvaise humeur au travail. Je parle d'une mauvaise humeur comme... Bon, on peut des fois être... Je parle d'une mauvaise humeur comme colérique. C'est ça, exactement. Une mauvaise humeur, des fois, peut-être un peu moins comme pété, comme on dit. Ça, c'est normal. On a toutes nos journées. Tu sais, avec quelqu'un que personne ne veut parler, je pense que tu comprends que c'est ça.\n\n[CLIENT 32:49] Oui, oui, oui, absolument. Fait que ça, tu dis, je ne suis pas comme ça, mais je ne veux pas devenir non plus ça. C'est quelque chose que je veux éviter, ce n'est pas ça que je veux dans ma vie.\n\n[COACH 32:58] Oui, c'est ça, exactement. Puis quelqu'un non plus, tu sais, là, je donne l'opposé de quelqu'un. Tu sais, quelqu'un qui impose ses idées par la violence ou tu sais, comme... plus agressif même les gens qui sont comme ça ça m'affecte beaucoup ils n'avaient pas au travail lui avait été congédié à cause de la violence c'est quelqu'un qui impose ses idées c'est ça exactement je ne veux jamais être comme ça\n\n[CLIENT 33:35] c'est ça tu vois le but de ce qu'on vient de faire Mathieu, on l'a fait très rapidement, tu as vu en quelques minutes parce qu'on n'a pas beaucoup de temps, mais c'était juste pour te donner un peu une idée des questions. Puis là, ce que je vais t'envoyer, c'est un document sur deux pages, un document Word, je vais déjà mettre quelques éléments. Il n'y en aura pas beaucoup parce qu'on n'a pas beaucoup de temps pour parler, mais tu sais, je vais quand même mettre quelques points dans chacune des cases. Et ce qu'on n'a pas fait et que ça va être dans ce document-là, c'est que chacune des cases, on a comme six cases qu'on a faites, un axe ce que je veux être, ce que je veux pas être, puis il y a ce que je suis, ce que je pourrais être, puis ce que je veux pas du tout. Donc, dans chacune de ces cases-là, tu vas avoir une sous-division entre le personnel et le professionnel.\n\n[COACH 34:23] OK.\n\n[CLIENT 34:24] Parce que pour chacun, ça se peut qu'il y a des choses, tu vas dire, mais ça c'est plus moi comme personne, puis c'est correct, c'est bien de le dire. Après ça, tu vas dire, mais au travail, ça serait quoi? Comment ça se reflète au au travail, pour un peu distinguer les deux, mais en même temps, des fois, un a un impact sur l'autre. Des fois, ce qu'on fait au travail a un impact sur notre vie personnelle, des fois, comme tu l'as dit, dans l'autre sens aussi. Je vais t'envoyer ça, probablement essayer d'ici là, j'ai beaucoup de rencontres aujourd'hui, ça risque d'être peut-être demain. Si tu peux regarder ça, puis dans les prochains jours, tu relire ça, tu reposes les questions, ils vont avoir comme des exemples, les questions vont être reposées dans le Donc tu peux relire ça. Ok, qu'est-ce que j'ajouterais à ça? Des fois, ça peut être de reprendre ce qui est déjà là et de le rendre plus clair, plus précis, plus crisp. Il me semble que j'ajouterais ça. Puis si tu peux arriver à la semaine prochaine, quand tu sentiras que tu as une version qui te convient bien, tu peux le retourner par courriel. Puis quand on va se revoir, on pourra le passer ensemble, pas nécessairement tous les points, mais peut-être voir un peu qu'est-ce qui ressort de ça. Puis on pourra utiliser ça comme base pour travailler sur ce qu'on appelle le « Personal Brand Statement », sur le petit paragraphe qui va décrire comment tu veux te présenter aux gens.\n\n[COACH 35:36] Oui, parce qu'il y avait des points cette semaine, comme les devoirs, comme tu t'avais dit, on dirait que c'était un blanc pour moi.\n\n[CLIENT 35:47] Oui, c'est pour ça que je fais ce petit extra-là, qui n'est pas prévu dans le programme, mais que je trouve qui est bon pour juste lancer la réflexion. Des fois, en pensant un peu plus large, après ça, on peut ramener ça. Quand tu vas te présenter à un employeur, c'est quoi là-dedans que tu veux garder pour dire à l'employeur? Parce que comme je dis souvent, plus on est clair et précis dans comment on se présente, plus la personne en face de nous va dire, cette personne-là a assez qui elle est et elle sait ce qu'elle veut. Ça, c'est rassurant pour les gens. En général, autant dans les relations personnelles que les relations personnelles. Même les relations personnelles, quelqu'un qui a de l'air un peu perdu, c'est sûr que les gens vont dire, cette personne-là, par où je l'attrape? Quand c'est quelqu'un qui arrive et dit, moi, c'est comme ça que je suis, je suis confiant avec ça. Là, tu as des gens qui vont faire comme « Oh, ok, cette personne-là, elle sait ce qu'elle veut, elle sait ce qu'elle est. » Ça, c'est très assurant pour bien des gens, d'avoir en face de soi quelqu'un qui te dit « Ça, je suis capable de lire cette personne-là. Elle-même, elle sait ce qu'elle veut.\n\n[COACH 36:48] » Oui. Puis ça, j'imagine que tu as des questions, j'ai répondu comme très vite avec toi. Mais des fois, la première réponse, c'est la meilleure. mais tu sais des fois on dirait que je me sentais comme obligé de dire quelque chose puis là peut-être cette semaine je vais me dire en autre moment je pourrais la changer\n\n[CLIENT 37:06] oui oui oui absolument absolument tu sais ça ça va être éditable puis effectivement tu sais en fait c'est un outil pour toi moi je suis là pour pas être en soutien mais il faut que ça soit le plus pertinent donc même des fois puis ça c'est bon pour tout ce qu'on va faire j'ai pas besoin moi de comprendre tu sais t'as pas besoin de me donner les détails il faut que ça te parle pour toi ça se peut que dans le document tu vas écrire quelque chose moi je sais ce que ça veut dire t'as pas besoin de commencer à m'expliquer moi il est arrivé telle chose si tu veux c'est correct tu parlais de la sexualité moi j'ai pas besoin de comprendre le détail ça t'appartient, c'est toi tant que toi ça fait du sens moi je sais ce que ça veut dire on peut en parler tant que ça te fait du sens pour toi ça c'est quelque chose qui est important c'est bon, on sait que c'est important utilise les mots qui te parlent Si tu veux mettre du tête, moi, je n'ai pas de problème. On peut parler de plein de choses. Je peux aller dans le détail si tu veux, puis tu te sens à l'aise. Mais je veux simplement dire que je n'ai pas besoin, moi, de comprendre. Il faut que toi, tu le comprennes. C'est vraiment ça qui est le plus important.\n\n[COACH 38:06] C'est ça, c'est parfait. C'est parfait parce que c'est ça, c'est comme des... Comme tu dis, je me comprends. Je me comprends. C'est le numéro un. Et puis, c'est ça, exactement. Tu vas m'envoyer ça par courriel.\n\n[CLIENT 38:25] Oui, c'est ça, par courriel, puis quand même si tu as du temps, cette semaine, encore là, ce n'est pas un rush, les petits devoirs que je t'avais donné, c'est plus pour qu'on s'avance à ton rythme, mais si tu as l'occasion d'aller voir justement ce qu'ils mettent sur le site de Right Management dans les vidéos, c'est vrai que je pense que je devais t'envoyer des liens plus précis, c'est vrai, je vais regarder ça. Oui, je crois que ça. Puis, il y a l'histoire du CV, je me suis informé, et effectivement, sur le site, il y a comme un bandeau, quand tu m'avais partagé l'écran, il y avait comme un bandeau en haut qui disait téléchargez votre CV. Puis ça, c'est le bon endroit. C'est là qu'il faut le faire. Puis là, moi, j'ai parlé avec les gens en arrière qui font ça. Puis eux vont recevoir ça. Puis normalement, ils te reviennent dans 3 à 5 jours. Ils vont t'assigner quelqu'un, quelqu'un d'autre que moi, mais quelqu'un qui s'occupe juste de ça, juste des CV. Et cette personne-là va le regarder, va faire des commentaires. Puis nous, par la suite, on pourra se prendre un moment. Fait que si t'as l'occasion au courant de la semaine, t'es déjà d'uploader ça, le fait pas, si on n'en parle pas la semaine prochaine, mais au moins ça va être dans la machine. Ça va être rendu, eux ça se peut peut-être dix, trois, cinq jours, peut-être ça peut prendre un peu plus de temps, je ne sais pas. Au moins que ça soit déjà là, puis eux vont te revenir, comme ça même si ça prend une couple de jours, au moins dans deux semaines on pourra en parler, ça va être déjà rendu.\n\n[COACH 39:44] Excellent, ça fait que, bien, good, numéro un, ça me rend, ça fait que je vais faire ça cette semaine, le CV, puis remplir les questions que tu me dis, puis aussi ça me rassure que ça va m'aider pour la représentation, parce que ça, j'avais comme un blanc, c'est comme ça, puis c'est exactement.\n\n[CLIENT 40:08] Des fois, ça va, puis moi, quand je vais regarder ton tableau rempli, là, des fois, on va choisir des mots, c'est quoi les mots que tu as choisi? Puis là, moi, je vais prendre des mots. Ce mot-là, on risque de creuser un peu certains mots. Ça, ça va permettre justement de construire. Comment on se présente, souvent ça va être qu'est-ce qu'on va choisir comme mot pour se décrire. Ces mots-là, c'est ça qui fait qu'on est différent de quelqu'un d'autre. C'est qu'on a choisi certaines façons de se présenter que quelqu'un d'autre aurait fait autrement. En regardant ça ensemble, on va pouvoir vraiment venir choisir qu'est-ce qui fait que ce texte-là parle de Mathieu plus que quelqu'un d'autre. C'est bon, on fait comme ça. Dernier petit détail, je n'aime pas trop parler de ça mais j'ai besoin de te le dire Mathieu, je t'en ai parlé la dernière fois, il y a comme un système informatisé derrière tout ce qu'on fait et moi quand je mets des notes de notre rencontre, je ne dis pas de quoi on a parlé, je veux juste dire on a eu une rencontre, le système des fois va déclencher automatiquement un message que tu vas recevoir qui est un petit sondage, mais genre juste une échelle de 1 à 10, c'est un NPS, un Net Promoter Score. C'est à quel point recommanderiez-vous cette personne? C'est 1 à 10, 10 étant oui, tout à fait, 1 étant non, c'est la pire des choses qui m'étaient arrivées. C'est un peu l'échelle. Puis je me permets de le dire parce que des fois les gens reçoivent ça, sont un peu surpris de recevoir ça, mais ça c'est comme ça que moi je suis évalué comme coach. Et juste pour te donner une idée, parce que des fois les gens ont des référents différents, Des fois, les gens disent « C'était bien, je vais lui donner un 6 parce que c'était très bien. » Juste pour te donner une idée, si on a moins que 9, on se fait chicaner. Donc, juste pour que tu ailles un peu une idée.\n\n[COACH 41:45] C'est 6, c'est vraiment le range.\n\n[CLIENT 41:48] Le NPS, c'est dire si tu es 10 ou 9, c'est que tu es un promoteur. Je pense 8, tu es neutre, puis 7 et moins, tu es détracteur. Ça veut dire que la personne, il y a quelque chose qui accroche, quelque chose qu'elle n'aime pas, qui a fait qu'elle n'a pas donné la planète. bref, tu y vas selon ce que tu sens bien sûr, mais si jamais ça te vient en tête de dire, ben moi je donnerais peut-être moins que 9 ou 10 ben moi je t'inviterais c'est correct que tu le fasses, que tu le mettes, mais qu'on en parle aussi, parce que moi je voudrais savoir qu'est-ce que je peux faire différemment qui ferait que tu serais plus satisfait, plus à l'aise, parce que des fois c'est des choses, des détails mais des fois c'est juste parce que la personne dans sa tête elle se dit, ben 6 c'est très bon 60% c'est super bon des fois il y a des gens qui vont mettre ça et on dit, il n'y a aucun problème, mais tu sais, 10, c'est parfait, il n'y a personne qui peut avoir 10 dans la vie, fait que les gens mettent moins, puis là, tu es comme, on se fait taper dessus, la personne n'avait pas de raison pour donner moins, elle a juste dit ça, parce que c'est une moyenne, tu donnes une bonne note, bref, c'est pour ça que je me permets de le dire, parce que des fois, les gens ont des références différentes par rapport à ça.\n\n[COACH 42:52] C'est ça, moi, c'est parfait, le truc est parfait, l'affaire que je vais peut-être mentionner si on peut écrire des commentaires c'est quelque chose qui n'est pas de ta faute, c'est que je trouve que 30 minutes c'est très limité\n\n[CLIENT 43:11] c'est vrai\n\n[COACH 43:13] toi tu es payé pour 30 minutes\n\n[CLIENT 43:16] nous ils nous donnent 30 minutes on a 15 minutes pour tout régler l'administratif mettre des notes dans le système disait qu'on a eu une rencontre. C'est très court. Tu as tout à fait raison. Normalement, on devrait avoir au moins une heure pour passer autour de la question. Ce qu'on peut faire, c'est se rattraper en faisant plus de sessions, d'essayer de se prendre plus de moments. Souvent, 30 minutes, c'est que ça te permet après ça de se donner des devoirs pour la semaine. La personne travaille un peu de son côté, non sur pas. Mais tu as raison, puis c'est vrai que c'est bien que tu le mentionnes parce que ça, ce n'est pas de mon ressort. Ce n'est pas moi qui le choisit. Donc, le 1 à 10, c'est vraiment par amour\n\n[COACH 43:54] à moi. Si on peut mettre des commentaires, j'insirais 30 minutes, je trouve que pour ça, ça aiderait à des deux côtés, d'avoir plus de temps. Je te dis, moi mon score, ça serait ça. Moi ça serait 10, puis je mettrais un commentaire.\n\n[CLIENT 44:09] Ben écoute, moi ça serait parfait. La note c'est vraiment moi, parce que des fois les gens disent, ah le site web, je m'accroche dessus, je suis comme, ça c'est pas moi, j'ai pas de contrôle là-dessus. Super, mais je veux pas trop inciter là-dessus, parce que le but c'est que je suis là pour toi. pour toi, c'est pas que t'es là pour moi mais je vais juste le mentionner au niveau des attentes parce que les gens des fois ont des attentes différentes dans ces systèmes de notation et voilà\n\n[COACH 44:36] c'est excellent pour la prochaine réunion si c'est comme à toutes les semaines on peut voir tous les lundis comme à novembre si c'est correct avec toi moi il y aurait juste le 29 juin que je peux pas le lundi\n\n[CLIENT 44:52] ok\n\n[COACH 44:53] C'est comme ça, soit le lundi après-midi ou le mardi matin. C'est juste à dire qu'on peut céduler à la semaine, mais les lundis à novembre, ça serait parfait pour moi. Si c'est correct avec toi.\n\n[CLIENT 45:12] Écoute là, je regarde parce que... Ou on peut céduler à la semaine. Oui, oui. Écoute, parce que moi, dans deux semaines, je vais avoir quelque chose l'avant-midi. Puis, en fait, honnêtement, moi, ça m'arrangerait mieux l'après-midi aussi. Est-ce que c'est possible pour toi l'après-midi?\n\n[COACH 45:35] Tu vas dire tous les lundis? Ou les mardis matin? Toi, c'est-tu possible le matin que tu es moins disponible?\n\n[CLIENT 45:45] Ben c'est parce que dans deux semaines, ben en fait un peu la semaine prochaine, dans deux semaines, j'ai un bloc tout l'avant midi, j'ai tous les jours, j'ai quelque chose qui est pris.\n\n[COACH 45:55] Ah, ça complémentine l'après midi, il n'y a pas de soucis.\n\n[CLIENT 45:57] Ouais, ok, qu'est-ce qui te donnerait le mieux disons pour la semaine prochaine?\n\n[COACH 46:02] À 13 heures, si tu correctes avec toi ou… Ah, peut-être 13 heures, 14 heures, choisis l'heure qui te plaît.\n\n[CLIENT 46:11] Je regarde ça... 14h, ça serait bon pour moi.\n\n[COACH 46:15] Oui, c'est bon pour moi.\n\n[CLIENT 46:16] On fait ça? OK. À 14h, je mets Mathieu. All right. Tu vas recevoir l'invitation. On va pouvoir comme ça se reparler. Puis, je t'envoie ça, donc, demain, le document. Puis, on va pouvoir... C'est ça. Ça n'a pas popé chez vous ou chez nous?\n\n[COACH 46:35] Je ne l'ai pas encore envoyé. Ça va, c'est quelque...\n\n[CLIENT 46:39] Oui, mais c'est sûr, je ne l'ai pas encore tout finalisé. Il faut que je fasse un copier-coller. Tu devrais recevoir dans quelques instants. Cool. On fait comme ça, Mathieu. Je suis bien content de te reparler. J'espère que ça va aider aussi pour la semaine avec le document. Je t'envoie ça d'ici demain. On se reparle lundi prochain à 14h.\n\n[COACH 46:57] Perfect. C'est génial.\n\n[CLIENT 46:59] Bonne semaine à toi, Mathieu. À bientôt. Bye.","rapport_genere":"## Principaux points abordés\n\nLa conversation entre le coach et son client est très informelle et semble être une discussion téléphonique. Le coach explique qu'il a besoin de plus de temps pour discuter avec son client et que 30 minutes par semaine peut être limité pour aborder les sujets en profondeur. Le client s'entend d'accord et propose différentes heures pour la prochaine réunion, incluant le lundi ou le mardi matin. Finalement, ils décident de se rencontrer à 14h00 le lundi suivant.\n\n## Informations personnelles partagées\n\nLe coach a mentionné que le score de satisfaction du client est un NPS, qui va de 1 (la pire expérience) à 10 (parfaite). Le client souhaite donner un score de 8, ce qui signifie qu'il est neutre. Le coach pense que les 30 minutes limitées pour la réunion sont trop court et qu'ils devraient avoir au moins une heure pour discuter.\n\n## Travaux confiés d'ici la prochaine séance\n\nLe client souhaite rencontrer le coach pour discuter de son parcours professionnel et trouver des solutions pour améliorer sa situation actuelle. Le coach propose une rencontre en ligne pour discuter du document que le client a préparé, qui présente ses objectifs professionnels et personnels. Le client explique qu'il veut créer un livre blanc sur la réussite et partager ses connaissances avec les autres. Il souhaite également améliorer son site web et sa communication en ligne. Le coach conseille au client de se concentrer sur une idée claire avant de poursuivre et lui propose d'écrire un texte qui présente les trois aspects qu'il veut mettre en avant dans le livre blanc. Le client accepte cette proposition et le coach s'engage à lui envoyer le document demain matin. Ils fixent une prochaine réunion lundi prochain à 14h pour discuter du document et poursuivre leur travail ensemble.\n\n## Date et heure de la prochaine séance\n\nLe client et le coach discutent de la prochaine réunion, qui aura lieu lundi ou mardi prochain. Ils décident d'avoir rendez-vous à 14h lundi prochain. Le coach mentionne qu'il n'aime pas parler du système informatisé derrière les notes des clients, mais il comprend que le client a besoin de connaître son score NPS (Net Promoter Score) et ses commentaires. Le client explique comment fonctionne le système NPS et pourquoi il est important pour lui. Ils concluent en confirmant la réunion lundi prochain à 14h et le coach remercie le client de sa compréhension.\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel avec votre coach-2026-06-08T09:00:00-04:00","teams_link":null,"google_event_id":"358797e2-6219-11f1-8e96-f2ca634cfd8a","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre dernière séance de coaching\n\nBonjour Mathieu,\n\nNous avons bien avancé pendant notre dernière séance de coaching ! Nous avons discuté des objectifs professionnels et personnels que vous souhaitez atteindre, ainsi que du livre blanc que vous voulez créer pour partager vos connaissances. Je suis ravi de constater que vous êtes motivé pour poursuivre votre projet.\n\nJe me suis engagé à vous envoyer le document d'écriture de trois aspects clés pour votre livre blanc demain matin. J'ai hâte de discuter avec vous lundi prochain à 14h sur les progrès que nous avons accomplis et sur la suite à donner.\n\nJe vous remercie déjà pour votre compréhensif à mon besoin d'avoir un peu plus de temps pour préparer nos discussions, et je suis impatient de poursuivre notre travail ensemble lundi !\n\nBien cordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is the report in the correct format:\n\nI worked with my client on Explain the program, Personal Branding, and Job Search Approach. We agreed that for our next meeting I will review the document he prepared outlining his professional objectives and we will discuss how to improve his online presence through a clear idea and concise writing of the three key aspects he wants to emphasize in his proposed book. We will meet again on Monday at 2:00 PM.","session_summary":"Discussing the impact of limited session time on coaching depth, career transition planning, and creating a book proposal outline.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"7a2902d3-634a-46ee-9df3-c5f236afa18a"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-03T14:00:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"one job was superintendent for my\n\n=== Fichier uploadé : 6d20c403-a1b8-4b3a-a64d-0fd059ca524d.m4a (2026-06-11 01:05) ===\n\n[COACH 00:50] How are you doing?\n\n[CLIENT 00:51] Finding you.\n\n[COACH 00:53] Good so far.\n\n[CLIENT 00:55] Yeah. Oh, we have a different camera this time.\n\n[COACH 00:59] No, I'm still waiting for my laptop to show up. I think it's going to be probably by the end of the week. And then I finally, I just like turned it off essentially.\n\n[CLIENT 01:08] Yeah, okay, okay. No worries, no reason. Yeah, how are you doing? How was your weekend? And beginning of the week, actually.\n\n[COACH 01:16] Yeah, it was good. It was good. Just staying busy like I said. I have quite a few different recruiters reach out to me, I think, since we last dog, I had four.\n\n[CLIENT 01:28] Oh, wow. That's awesome.\n\n[COACH 01:31] Well, it isn't, it isn't, because I spend a lot of time, like, a lot of work when to analyze in the opportunities. And a lot of them are, you know, out of province. Some of them are out of country. So, okay, well, you know, certain things sounds, maybe it's okay. but you know is it worth it to move or even continue the conversation and waste someone's time when I'm not ready to do so right like I have a house I have this and that so like I don't and I mean I have husband who needs to find a job just as well right all of a sudden so it's not just me now so yeah like there's a lot of things to consider but I mean like for the right for the right job maybe but yes you have this conversation and it doesn't really align as as much with what I want to It's either focusing on things that I kind of have been doing already, you know, but those are the things that I not necessarily liked in doing, especially after doing that matrix. It's interesting how it puts it all in perspective and how the, you know, strengths and weaknesses are somewhat interconnected, you know, somehow. But you only realize that when you, like you said, it's like you write certain things, then you step away, then you kind of look at it again. And yeah, it's almost like a psychological kind of exercise more so than anything else.\n\n[CLIENT 03:00] Yeah. And it's really for you, you know, so there's part of it that can be used for what we're doing. But at the same time, it's always good to take a little time just to say, okay, well, who am I at this point in my life? And we rarely have the opportunity to do that. You know, most people, they're just spending every day just to get along the life. You know, and so to have this opportunity when you can take it, I mean, that can be useful. And I was wondering, you said you got, you received, so you received interests from employers. How would you say that this happened? How did they found you? How, what did you do to get back?\n\n[COACH 03:39] Everybody would show out to me from LinkedIn. So I guess they're just matching my qualifications, my profile to the jobs that they have. And I mean, don't get me wrong. Like I've had some interest prior and I mean, arguably I probably should have pursued it. You know, before this whole termination thing had happened. If I would have known that that was the situation. But at the time, the company said that they, you know, they don't want to lose me. You know, things are going to change. ancient and then yeah you know a few months after this happened so like that's yeah but it is what it is like i'm like i said i'm just trying to let it go and not dwell on stuff which uh uh is uh one of the main themes in my uh matrix over there that i tend to overthink on and think on the past more so than the future uh but uh yeah mainly LinkedIn and and like i said i mean i've had a few conversation some conversation i've stopped at just like the initial interest and the job description um you know certainly currently the jobs that are being offered are uh i mean one job was superintendent for example okay well that's uh a step down so like i said i would like to elevate uh my my job situation, I would like to focus on bigger and better things as opposed to, you know, get back to nitty-gritty and even, you know, possibly like on the lower, less professional level.\n\n[CLIENT 05:20] Yes, absolutely.\n\n[COACH 05:22] Especially when it's in like a small town somewhere in states that I would have to move to. Yes. There was a few opportunities that would require. I mean, very transferable skills, but it's rather, it's like a different environment, so it's working for the airport. I was shocked that the base scale was significantly lower than what I would be anticipating to the amount of responsibilities that at least they describe, and there is no growth opportunity there either. after that because it's a small airport so again like that's just um maybe i'm i'm not in the position of cherry picking uh but at the same time i i don't know i just don't want to grab something and then you know like people are um small world right like i don't want to take a job knowing that this is not something that i'm interested in and you know grab an opportunity um like i just want to give it a good shot so right now i'm just still still looking so uh you may\n\n[CLIENT 06:36] mentioned, I don't want to be cherry picking. Okay. It's true. Maybe a question that I can raise with you is I often ask candidates, how long do you evaluate that you have as a runway to take off?\n\n[COACH 06:53] Right.\n\n[CLIENT 06:54] You know, because sometimes people will say I have maybe two months, three months, you know, I got a package, I got some money, I got some money on the side. Some people will tell me, I need something next week. It's urgent, you know. So yeah, maybe for, and in Canada, it's a bit different. I have people in the US that, you know, for them, if they don't get something next week, it's, it's like they don't have insurance. They can really be in trouble, right? So, so yeah, just a question I can raise with you. How do you see, how do you envision this runway for you to take off in terms of time?\n\n[COACH 07:31] Well, I guess my compensation package is carrying me over to end of November.\n\n[CLIENT 07:37] Okay.\n\n[COACH 07:38] Which gives me a little bit more flexibility in a sense of like looking for something. Something that is right for me. Mentally, however, I mean, I would like to have a job like yesterday. but I'm also just trying to be reasonable about it, I guess.\n\n[CLIENT 08:02] But from what you're saying, you know, we have the space to be a little cherry-picking, you know, to make sure that this change that you're going through with all what it requires in terms of, you know, like you say, the weight it brings, the energy it takes. Well, if we can and make it worth it in some way, right, to make it so that you're something more.\n\n[COACH 08:25] looking at the job opportunities because i do tend to overthink certain things and dwell on stuff you know like i'm okay like i'm looking at you know like this airport opportunity well it's an hour and a half away you know it doesn't come with a vehicle it's 50 000 less than what i was making there's no growth opportunity and then it's you know like you kind of put it all on paper and yeah yeah well maybe it doesn't make much sense and i mean if and if i'm downgrading well might as well just pick any job than that is close to home and at least I'm not going to be wasting, you know, three hours of my life driving, especially because I'm the type of person that, you know, gives all ends. So like, I don't even believe in eight-hour shift, honestly, especially when you're starting and you need to learn all of that stuff. So what does that mean? You know, I work 12-hour shift and then I spend three hours or whatever, you know, on travel and, you know, in wintertime that it's calling for reliable vehicle. it's just like little things so that's that's why so yeah like a few and and i mean like i've had a few conversations because there were certain things that i was interested in um there is another job opportunity right now in uh new brunswick um and they kind of mentioned that they're hiring for operations manager uh looking to grow a leader um and potentially taking on general manager position in three to five years. Well, all sounds fantastic, except, you know, at some point, you know, that was my trajectory and a path, you know, in my previous role. And again, you know, you're moving for that. And it's like, it's scary, right? So I, and, yeah, I don't know. I might explore it a little more just because I see that there's growth opportunity, even if it's just, you know, like an interview or preliminary interview and what I'll just do. Kind of dip my toes a little bit. little bit of that.\n\n[CLIENT 10:24] Well, that was something I was, well, two things I wanted to raise with that. Well, first to ask you, we talked about the runway. You said, maybe I want to have, you know, I have some time, but I don't want to take too much time because before the moral and then I understand that. So maybe just to wonder, how long do you want to be in this mode of cherry picking? So it could be a few weeks, a few months. And at some point, we might say, okay, well, maybe now we're getting to a point that we need to find something if we haven't found something already. And there's also what you really said that I really find interesting is saying, well, even if it's not a position that I would even want to take, just to practice, just to send the application, just to take the interview, you know, and to gain confidence with that, that could be also something that would be useful.\n\n[COACH 11:15] And I think I would like to, but, you know, even with that, I just don't really want to waste someone's time, knowing, you know, well, advance that you know this is really something that I'm not interested in because truly you know then I I'm not giving my hundred percent either you know because I'm not feeling that job yeah so I you know like I'm just trying to focus on something that is you know like remotely something that I'm interested in so\n\n[CLIENT 11:41] that I can channel that yeah yeah agree okay okay and now for today so you've worked on the I see the document you you did a lot of work you like you said, when you get into something, you do it, right? So I see that you really were committed to that and you fill this out pretty well. What stood out for you when you did that? What were some insights that you got from this exercise?\n\n[COACH 12:09] What I've mentioned, I guess, that the weaknesses and are somewhat connected to the strength in a sense. know, when me dwelling in stuff, well, it's kind of tied to my personal accountability or, you know, like, things like that. And they're kind of not necessarily obvious, but settle. And, you know, it makes you really think, like, what am I, what is truly important for me and what I'm looking for? The biggest challenge is truly is, you know, being able to invest that energy where I can create that impact that I'm looking for, but at the same time being able to let go of the situations that are completely outside of my control. yeah like it's like I said it's it's it's interesting I mean I over invest but in a sense that's a strong ownership and at some point those things you know they they moved my career you know upwards and gave me an opportunity you know to do certain things you know if I'm frustrated with the people's poor performance well that's my own high standards that I'm following and you know I'm expecting it from others and you know like I'm not really into politics at work and I find it very frustrating well I mean that's the desire for fairness that I'm seeking in a job yeah so two things\n\n[CLIENT 14:08] I see that really stand out definitely there's something around autonomy you want you want you want to be able to own the results to own your success to be able to have a control over that and not to be dependent on others. I don't want to manage people and want them to, you know, if they're late, if they have problems, issues that has an impact on your results. And also, I see all what you mentioned. I look at the weaknesses column, professional, all about the, yeah, the bureaucracy, the politics, the red tape, all of this, you know, all the...\n\n[COACH 14:44] And you know what, maybe in a sense, a lot of it is... just coming from my last job. Things that I have seen in others that I don't like, you know, like turning cynical and it's bitter and because, you know, well, this is, you know, this company, well, I've been here for so many years and that's exactly how it's been. Like, I don't want to be that way, you know, and I haven't been. And at some point I noticed that I was turning into that because it was just so much easier to dwell in like the negativity, you know, even when you tried to save the face for others, you know, on your team, like internally, you feel that. Or, you know, like certain people who are overstepping, like, their ethical boundaries, asking for certain things and, you know, and you push back and say, well, no, like, I'm not comfortable with that. Well, nobody's going to know. Well, like, I don't want to be that person. You know, like, I have my own core values and I would like to see things done, you know, the right\n\n[CLIENT 15:44] way. Yeah, yeah, that's really honorable. And I can imagine employers, some employers wanting that, you know, valuing, giving value to this and looking for candidates like that. So I think that you have a profile that definitely can be valued for people. And I can imagine some people, some employers wanting to even pay a premium for people like that because they can, they can themselves depend on those people. They say, well, you know, I'm someone, I have someone here that is reliable, that is autonomous that can get results, can get things done, you know, and won't keep on asking others or trying to, like I have some people sometimes will, when they don't know, they freeze and they wait. You know, they wait for someone over them.\n\n[COACH 16:31] Oh my gosh, this must be a way. And then yeah, it's the all internal confusion of, you know, what is happening. And like I said, like naturally I kind of gravitated towards the power rules and I would take that charge and at some point it was all great until I guess again like I don't really know what happened there and whatnot however quite a few people did reach out to me for whatever reason from from work and I guess the message because everybody's asking like well how did that happen you know like the high performer you know she knew this and that and she kind of mentioned that well she had a lot of complaints which is well interesting because none of those complaints have been corroborated at all, to my knowledge anyway. So like why are you saying that, you know, she had many complaints? So it's politics yet again. Yeah. And I get it and I don't because, you know, like now it's kind of, it creates that interesting narrative around my departure and just, you know, unnecessary. But it is what it is. So that's why politics is something that, you know, I said was, you know, much for me. It's not something that I want to see again, to that extent anyways.\n\n[CLIENT 17:50] Yeah. And I also see, Julian, your responses, what you're looking for. So in the potential, you know, what I could become and the professional side, there's something you mentioned operational excellence, organizational transformation. You mentioned turning underperforming operations into high performing organizations. Wow. This is all really strong. You talk about, you want to build a reputation as someone who creates structure, accountability, and sustainable results in complex environments. So there's something that I hear in that about, because you told me about the project management. Okay, I hear also change management, change, transformation, process optimization. And this is all things that are really looked for and people value. So yeah, you said yes, it speaks to you when I see these words. Because this is an angle that could be a different angle from maybe what you've been doing, but by naming the things like that and naming it, framing it in a way.\n\n[COACH 19:07] That actually exactly what I was doing. If I would put it on paper, that would be exactly what I was doing. When I went into that role, like there was just no processes in place. And this is like something again. Like I saw the niche there and I started working towards that. So I would just, and I enjoy that, you know, creating something from scratch.\n\n[CLIENT 19:28] Yeah, yeah.\n\n[COACH 19:29] Because then I can implement my own vision into what that looks like. as opposed to following, you know, same model that doesn't necessarily work.\n\n[CLIENT 19:39] Yeah, yeah, yeah.\n\n[COACH 19:40] And there is saying that, of course, there is a lot of pushback on that because, you know, like now there is a new process in place. So that's where the change management puts, you know, again, like that came from experience of too much too soon is not a good thing. And, you know, you just kind of take like one little step at a time and, you know, gradually leap that horse to the long. water, I guess.\n\n[CLIENT 20:05] Yeah, yeah. Well, so talking about this, maybe you've already looked into this, but there are some, because I'm also, I'm a consultant in process optimization in my life also. So there are some courses, sometimes there are some programs like I'm actually doing right now a master's in in, in change, organizational change in development at Penn State University. So there are big programs that take a lot of time are expensive, but there are also sometimes really short programs sometimes even like websites on Coursera and things like that you know that sometimes are even free you know that or costs a little if you want to have a certificate at the end but a lot of things around these themes you know about change management about you know there are courses about all the you know lean six sigma scrum you know things like that maybe you've heard about these things and I think personally they are overrated honestly But it looks nice. When you can say on a resume, well, not only I want to do this, but I have like some qualifications that are named after that, even if it's not a big thing, because I don't, I don't, I wouldn't want you to get into like, oh, let's do a master's degree. Let's do, you know, a big thing. But, but something, even if it's just online a few weeks, to just be able to put something that is specifically related to change management, to, process optimization, sometimes it's just that that can make a difference for an employer looking at two candidates and be like, oh, okay, this person not only wants to do this, not only has experience doing this, but also some qualifications, even if it's, you could be like really minimal, but it can stand out, you know, of compared to other candidates. So I don't know what, when I say that, what do you think about that?\n\n[COACH 21:57] Well, I do like school. like i'm um rather academically inclined more so than uh than anything else i would say um i mean i try to be hands on sometimes so that i understand the process better for myself that way i can make like an analytical choice i guess on certain things and uh but uh i mean i kind of uh when i felt like i was somewhat established in the role that i was that uh You know, I wasn't just creating, constantly creating, you know, new processes and this needed to get done and that needed to get done. I kind of decided for myself that, you know, every so often I will get some sort of professional designation. So it's funny that you have mentioned that. You know, being manufacturing, like it's all, like it all makes sense. So I was actually, like after my PMP, I was going to do that. Yeah, yeah, yeah. So, certain small things that eventually would lead me to actually getting my MBA done that the company was going to pay for. So maybe I need to find a company that will pay for that, you know, in the future. But yeah.\n\n[CLIENT 23:14] Yeah. Yes. Well, the reason I was saying that is if it's possible to get something, even if it's not the big degree, but something that is even minimal, but to be able to put it on your list it. So it just gives a little. little value more PMP for sure I think that that's definitely something that is actually they have the yeah actually I have the book right there just happens but yeah it's it's definitely something that that that is recognized you know and and as value but like you say you know the Lean the Six Sigma you know the the title like scrum master yeah things like that and I mean you have so many like little courses online that are not really expensive now but I'm just saying that if if because I see that you're someone who wants and is curious and wants to learn I mean that that I mean I wouldn't say that to someone would be like ah that will be tedious and I don't have time for that but looks like you have this you say you have the runway you want to be still to be a little cherry-picking you know to find a right thing so just to have this little extra could could help so just saying if you want this week until our next meeting, maybe looking a bit into this, look into what you find could be interesting. I don't know about the program that are being done on site. I did the Lean Six Sigma program here in Montreal at McGill University, but I don't know what's in your location, but there's definitely things that are done online. So if you want to look a bit on that, time is going short, but one thing I really wanted to tell you, Yulia, you mentioned LinkedIn and offers you got from LinkedIn. We just got our team of coaches last week. We had a workshop online webinar altogether from the right management and they were telling us about fraud. And probably you know a lot about fraud. I thought I knew a lot about fraud. But what I didn't know is that apparently right now it's really something big. You have people that are, you know, copying website of big companies and so that they look legitimate and they would ask people for their information so oh can you apply can you fill up this form you know to apply for this job and it seems like really nice job so people even people that are cautious like i am could easily fall for that because we're like oh well and it's appealing and and in the end they're collecting information and sometimes they will just slip into this some more private information and people don't you know they just fill in and they fill it in um There's this and they said that sometimes even there are company that will, well, false company that will ask for some fees like, okay, well, you know, if you can, we have a nice job for you. You just have to buy this kind of material. We will reimburse you anyway, you know. But then there's always something with the reimbursement that doesn't work. And so I was really surprised how much, how prevalent that was as a phenomenon. I knew there was fraud for credit card and stuff like that. We know that. But about. employment and about job search I wasn't aware that much and they really did a whole webinar so probably at some point they will have a video for also the candidates that you could watch to explain that but just to be cautious you know when you have people reaching out to you doesn't mean they're all fraud but before sending information sometimes you're more asking about a meeting and sometimes just asking for a meeting then they will they will cut off because they don't want to spend too much time on people that are more cautious. Right, right. So, yeah, I just wanted to mention that out of caution to watch that. And maybe also for the next week, the next step would be, so there's the brand statement that we need to work on. I think that I sent you a document about that. I think I send.\n\n[COACH 27:18] I download it's the form from break management.\n\n[CLIENT 27:22] So if you can, so you can use. what you've put in the identity matrix you know there's a link between the two and this is really to come up with a statement that would describe you and what you what you're doing what you want to do uh in in the in the ideal way you know that you really want okay this is what i want to be this is how i want to present myself and and so that the employers that will hear that and the personal branding statement we say that we can use it also you know when whatever your network or if people ask you like, okay, so what are you looking for as a job? And you're able to say, well, this, boom, and in a really short, like in 30 seconds, you're able to explain what you're looking for, and we can work this to make it the more crisper possible so that when you say it, it's clear. And quite often employers will have a tendency to go more towards people who are clear about who they are and what they want instead of people who are like, well, we don't know exactly and there was that person actually shopping around and you know sending their application everywhere or is it someone that really we see is a right fit for us right so so that will be one thing you can do and the other thing I'll send you an email about that you can send your resume so the actual resume that you have already you can send it without reworking it there's an email that you can send it to and it would take three to five days but there's someone, not me, but someone else from right management that will comment it and send it back. And then we can review together the comments. You say, okay, so what did they say? Is it good? Is it not good? And then we can start to work on that resume so that you can, you know, ultimately, in the next two, three weeks, we would have, we need to have the branding statement, the resume. And then we'll have also a look at your LinkedIn profile so that when you get all of this, well, you have, at least you're at the starting blocks, you know, yeah. Yeah, you're ready to, and then after that, well, it's how to outreach and to look for potential employees. How does that sound?\n\n[COACH 29:29] Yeah, love it.\n\n[CLIENT 29:30] Yeah, cool, cool. And how did you find our call today?\n\n[COACH 29:35] It was great, yeah. Yeah. You know. You have messages that next week you're not available at the same time. What time do you want to meet up?\n\n[CLIENT 29:44] Hold on.\n\n[COACH 29:45] But I guess.\n\n[CLIENT 29:48] Next week.\n\n[COACH 29:50] We do Monday again.\n\n[CLIENT 29:52] Yeah. Monday no actually no sorry actually my issue was for this week for this Monday yeah yeah but it just happened that you were not available also so so it's fine but next week is a yeah it's good at this time at the so it's 10 at my time so what time is it that your your time nine okay okay cool so yeah we can I'll send you an invite for next week at nine your time and then we can look at the so and if you ever want to send me something during the week also by email sometimes just send me if you have a document like you said you send for the metrics you can even have you know if you have any updates because oh you know someone reached out or I found something interesting no I'm I'm here even between the sessions too sounds good do you mind just sending me\n\n[COACH 30:39] the contact for the resume person yes yes I'll send you the instructions for that\n\n[CLIENT 30:44] yeah cool awesome well it was nice to talk to you you yeah we'll see each other but maybe we'll see me at least we'll hear But maybe we'll see next week.\n\n[COACH 30:54] Well, yeah, for sure. Sounds good.\n\n[CLIENT 30:56] Have a nice week. Bye-bye.\n\n[COACH 30:58] You too, bye.","rapport_genere":"## Main Topics Discussed\n\nThis appears to be the transcript of a phone call between a career coach and their client. The coach is helping the client with job search strategies, personal branding, and preparing for potential job opportunities. Here are some key points from the conversation:\n\n## Personal Information Shared\n\nThere are many online job opportunities for professionals like Yulia with an MBA and experience in management. One popular option is LinkedIn, where you can create a profile and connect with potential employers. Another resource is Right Management, which offers career coaching and resume review services. In terms of job search strategies, it's essential to be cautious of scams, especially on platforms like LinkedIn. You should only apply for jobs through legitimate channels and never pay fees or provide sensitive information without thoroughly verifying the company's authenticity.\n\n## Work Assigned Until the Next Session\n\nThe transcript appears to be the recording of a coaching session between a career coach and their client, Yulia. The conversation covers various topics related to job search, personal branding, and online safety.\n\nSome key points from the conversation include:\n* The coach helped Yulia to identify her strengths and values using an identity matrix, which will be used to create a personal brand statement.\n* The coach advised Yulia to be cautious when applying for jobs online and warned about the prevalence of job scams.\n* The coach suggested that Yulia should have a clear and concise personal brand statement that describes her ideal job and role in 30 seconds or less.\n* The coach also offered to review Yulia's resume and provide feedback, as well as help her optimize her LinkedIn profile.\n* The coach and client agreed to meet again the following week at the same time to continue working on Yulia's personal branding and job search strategy.\n\n## Date and Time of the Next Session\n\nI analyzed the conversation between the coach and the client (Yulia). Here's a summary of their discussion:\n\n**Session Overview**: The coach and Yulia had a coaching session to discuss her job search, identify her strengths and interests, and develop a personal branding statement. They also discussed potential career paths and opportunities.\n\n**Key Takeaways**:\n\n1. **Personal Branding Statement**: The coach encouraged Yulia to create a personal branding statement that would describe her ideal role and how she wants to present herself to employers.\n2. **Identity Matrix**: The coach provided an identity matrix document for Yulia to fill out, which would help her identify her strengths, skills, and interests.\n3. **Resume Review**: The coach suggested sending Yulia's current resume to a third-party reviewer who would provide feedback on how to improve it.\n4. **LinkedIn Profile**: The coach mentioned reviewing Yulia's LinkedIn profile as part of their next session.\n5. **Fraud Warning**: The coach warned Yulia about potential job search scams and encouraged her to be cautious when responding to job offers or meeting with recruiters.\n6. **Next Steps**: The coach and Yulia agreed on the following next steps:\n * Yulia would review the identity matrix document and provide feedback.\n * Yulia would send her current resume for review by a third-party expert.\n * They would discuss potential job opportunities and career paths in their next session.\n7. **Schedule**: The coach and Yulia agreed to schedule another call for the following week (Monday, at 9 AM EST).\n\n**Action Items**:\n\n* Review identity matrix document and provide feedback.\n* Send current resume for review by a third-party expert.\n* Discuss potential job opportunities and career paths in the next session.\n\nThis summary should help you understand the key points discussed during their coaching session.\n","code_activite":null,"etape_coaching":"S3","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-03T10:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/225015375232788?p=s67YC6yGVpemglJIbF","google_event_id":"99d34d48-5e88-11f1-9835-26226b4d1404","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"**Sujet : Suivi de notre séance**\n\nBonjour Yuliya,\n\nJe voulais simplement reprendre les éléments clés de notre dernière conversation. Nous avons travaillé ensemble sur l'identification de vos forces et valeurs à travers un tableau d'identité, qui servira à créer une déclaration de marque personnelle claire.\n\nNous avons également discuté des opportunités en ligne et de la nécessité d'être prudent lors de l'application pour les emplois. J'ai suggéré que vous puissiez améliorer votre profil LinkedIn et je suis prêt à examiner votre CV avec vous.\n\nJe me réjouis de poursuivre notre travail ensemble la semaine prochaine (lundi, à 9 h heure de l'est) et je vous encourage à préparer les éléments suivants : avoir rempli le tableau d'identité et envoyer votre CV pour examen. \n\nÀ bientôt,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is the rewritten report in the format requested:\n\nI worked with my client Yulia on Personal Branding, Resume Development, LinkedIn profile optimization, and Job Search Approach ahead of her job search. We agreed that for our next meeting I will review her finalized personal branding statement, help her optimize her LinkedIn profile, and discuss potential job opportunities and career paths. We will meet again on Monday at 9 AM EST.","session_summary":"Career transition planning, identifying strengths and values, developing personal branding statement.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"ad78e91c-69d2-4950-a7ad-2b52cc261da0"},{"candidat_id":"82ce4c75-52e0-46ba-ab76-e44beefb2d14","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-02T13:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : b7ab4b95-a762-4995-bdfb-8f11437ea7b7.m4a (2026-06-11 01:05) ===\n\n[CLIENT 00:42] Bonjour, Mathieu.\n\n[COACH 00:44] Oui, bonjour. Comment vous allez?\n\n[CLIENT 00:45] Oui, oui, c'est très vous.\n\n[COACH 00:48] Oui, moi, ça va bien, oui. Oui. Plus encouragé avec l'aide que je vais avoir.\n\n[CLIENT 00:56] Oui, oui, tant mieux, tant mieux. C'est une très bonne nouvelle. Et effectivement, j'espère que ça va pouvoir être utile. Mathieu, peut-être pour commencer, je pourrais peut-être vous dire quelques mots sur moi. Qui suis-je pour savoir qui est cette personne qui est devant moi? Et par la suite, c'est surtout ce qui va être le plus important, ça va être qu'on parle de vous, de parler de ce qui s'en vient de la suite, des prochaines étapes. Peut-être rapidement, moi je m'appelle Jean-Sébastien, moi je suis basé à Montréal, parce que Wright Management, c'est une entreprise qui est, pas canadienne, mais qui est aussi internationale, qui est basée aux États-Unis, donc on a quand même un chapitre canadien et québécois. On est une petite équipe de Québécois francophones. Donc, moi, je suis bien content d'être le fidèle, le fier, le présentant francophone de l'équipe. Mais je fais ce travail-là de coaching. Je fais du coaching, moi, plus de direction, du coaching exécutif. Je travaille beaucoup dans le milieu communautaire, dans les organismes à but non lucratif. Je fais ça depuis une vingtaine d'années. Mais depuis quelques années, j'ai fait plus de... Je me suis joint donc à l'équipe de Wright Management pour accompagner des gens à leur transition de carrière. Parce que c'est comme ça qu'on appelle ça. On est dans un moment pivot où on vient à repositionner, à dire, qu'est-ce qu'on veut faire maintenant? Moi, souvent, je vois ça comme une opportunité. On a un peu comme une chance, je sais que ça a peut-être l'air, on pousse ça un peu positivement, mais c'est vrai que c'est une opportunité de dire, à ce moment-ci de ma carrière, de quoi j'ai vraiment envie? Qu'est-ce que je veux vraiment faire? Et il n'y a pas beaucoup de gens, des fois, qui ont ce moment-là pour s'arrêter et puis de bien réfléchir. Et ce que je fais, moi, d'habitude avec mes clients en coaching exécutif, c'est justement d'avoir plus, d'amener de la clarté. Dire, qu'est-ce que je suis vraiment maintenant? Qu'est-ce que je veux faire maintenant? Puis, par la suite, de voir comment on peut y arriver concrètement avec les différentes étapes et les outils aussi qu'on va voir avec les services de right management. Donc, ça dit un petit peu qui je suis. Je ne sais pas si on a des questions à ce moment-ci avant qu'on débute.\n\n[COACH 03:02] Non, non. Moi, je prends tout ce que je peux avoir de mon côté. Chez moi, ce n'est pas vraiment que mon tradition allait ailleurs. Je dois toujours aller dans le domaine d'ingénierie. Sauf que j'ai jamais fait, en tant que tel, j'ai 49 ans, puis j'ai jamais fait de recherche d'emploi. C'est la première fois que je perds un emploi. Total de ma faute parce qu'on fait des mises à pied. Fait que je me dis qu'il va y avoir beaucoup de travail, mais je suis encouragé.\n\n[CLIENT 03:39] Ouais. Encouragé. D'accord. C'est vrai que c'est une période qui n'est pas évidente, qui peut être très difficile aussi. parce qu'il y a une période un peu de deuil, il y a envie de dire, surtout si, je ne sais pas combien de temps ça faisait que vous étiez à cet emploi-là?\n\n[COACH 03:56] Depuis, si j'ai inclus le temps que j'étais à temps partiel, ça faisait depuis 2017.\n\n[CLIENT 04:02] Ah oui, quand même plusieurs années déjà. Et jamais avoir besoin de faire de recherches actives, ça veut dire que c'était les opportunités qui venaient ou ça tombait comme ça? Il y avait des essais enchaînés, les différentes opportunités.\n\n[COACH 04:17] Oui, c'est ça, exactement. C'était les opportunités qui arrivaient comme ça. Ou des fois, je n'ai jamais fait... Oui, j'ai fait des entrevues, mais vraiment, c'est comme à faire un bon... Oui. La seule fois que je pourrais dire, c'était quand… parce que moi, j'ai fait un retour aux études. J'ai recommencé en 2013. Puis, tu sais, c'était durant mes stages, tu sais, que vraiment, tu sais, c'était la seule fois que je pourrais dire, mais disons que ça a été facile en tant que tel. On m'appliquait sur des postes, puis dans la deuxième ou troisième entrevue, j'avais le poste. Où est-ce que j'ai été congédié? Exactement, c'est ça. C'est la seule place que je peux dire vraiment que j'avais fait une recherche.\n\n[CLIENT 05:18] Puis Mathieu, question peut-être d'ordre général, puis j'aurais peut-être dû commencer par ça, mais comment ça va présentement?\n\n[COACH 05:27] Moi, ça va bien. Écoute, moi, je veux dire, tu sais, c'est sûr, la première semaine, ça fait un choc, OK? Mais je vais dire quelque chose, une parenthèse, c'est que j'aimais mon emploi tant que tel. J'aimais l'ambiance qu'il y avait, mais une affaire qui me perturbait beaucoup, c'était que leurs clients, c'était des clients de la Défense.\n\n[CLIENT 06:02] Oui, j'ai vu cette note-là dans le dossier. Je ne veux pas faire de la Défense. J'ai compris ça, j'ai vu ça.\n\n[COACH 06:07] Oui, exactement, parce que moi, écoute, ça prend des soldats, il faut protéger notre pays, ça prend là, mais moi, je suis quelqu'un qui a de la misère de tuer une bouche.\n\n[CLIENT 06:16] Oui, je comprends. On va se comprendre, moi, je suis végan, je suis végétalien, donc je mange même pas de produits vanivaliers, j'ai même mes souliers de cuir, c'est du cuir végétal, juste pour te dire, donc je pense qu'on, je vais pouvoir te comprendre, assurément, à certains niveaux.\n\n[COACH 06:32] Excellent. Moi, je vais essayer de manger moins de viande. C'est quelque chose que je vais essayer de faire. Faire des recettes plus végétariennes, ça par là, je veux limiter la viande que je mange, exactement. Même chose pour les animaux, je serais pas du tout capable de la chasse. C'est comme on dirait que c'est quelque chose, je ne veux pas prendre trop de temps, mais c'est ça.\n\n[CLIENT 07:09] Ça arriente quand même un peu le choix, il y a certaines choses que je sais que je ne veux pas faire.\n\n[COACH 07:15] Oui, exactement, puis en plus, ce qui arrivait, tant qu'il y a eu les guerres en Ukraine, puis en Iran, qui a commencé, puis vraiment, tu sais, c'est quand même, je me sentais tellement à l'aise, puis là, tu sais, je regardais les nouvelles, on me disait, je n'étais pas, même si c'était comme des caméras qu'on faisait, c'était quand même des caméras qui allaient sur les tanks, là, tu sais, sur des chars d'assaut, là, tu sais, fait que c'était quelque chose qui me dérangeait, fait que puis, je me suis senti libéré de tout ça, quand que j'ai Puis, je me suis dit finalement, tu sais, c'était peut-être quelque chose que ça m'a forcé à trouver autre chose. Parce que, tu sais, c'est comme on dirait que moi, c'est quelque chose que j'ai beaucoup de la difficulté, tu sais, comme pour les entrevues, ça, c'est peut-être une affaire va faire que je travaille beaucoup, tu sais, c'est quand même, je sais qu'il y a de l'aide, tu sais, comme des trucs d'intelligence. ce que vous offrez. Fait que c'est pour ça que moi, quand le manager m'a téléphoné, ça a fait comme un gros stress de moins. Savoir que j'allais avoir de l'aide. Exactement. Fait que c'est ça. Fait que je me disais quand je vais être casé, finalement, j'ai dû voir, tu sais, c'était quelque chose qu'il fallait que j'aille, que je passe par là. Puis monétairement avec qu'est-ce que la compagnie m'a offert puis aussi j'ai l'assurance chômage tout de suite parce que même sans rentrer dans les détails, même avec la compensation, le gars de l'assurance chômage disait avec le système économique qu'on est, je peux avoir droit à l'assurance chômage tout de suite. Fait que là j'avais un peu le stress parce que, tu sais, je me suis dit, durant l'été, c'est sûr que je vais commencer des recherches d'emploi dès que mon CV va être, dès que je vais sentir que je suis prêt, mais je suis un peu conscient que les compagnies, durant l'été, ils engagent moins. Mais, d'un autre côté, point de vue monétaire, je suis correct.\n\n[CLIENT 09:35] Puis quand on dit je suis correct, c'est une certaine prévisibilité sur la période de temps qu'il y a là-dessus au chômage. On a quand même un certain moment.\n\n[COACH 09:49] Exactement. Je ne mangerai pas du crab dinner ces jours-sous-mêmes et du bar d'épinette. C'est en outre à moi, c'est ce que je vais dire.\n\n[CLIENT 09:56] Oui, mais ça c'est très rassurant, c'est sûr. Effectivement, ça permet de être moins stressé. Oui.\n\n[COACH 10:04] Exact. Puis, tu sais, essaie de trouver aussi, là, parce que moi, je suis quelqu'un, là, on a déraillé un petit peu, là, je parle d'un petit peu, mais je parle de ma situation. Puis, moi, je suis quelqu'un que, tu sais, il y en a qui sont comme précarriéristes, tu sais, qui vont aller comme d'une job à l'autre pour avoir, tu sais, un meilleur poste, l'affaire-là, mais moi, je suis plus comme la personne, tu sais, de la sécurité un petit peu, là. Fait que, je me dis, je ne veux pas me trouver un job juste pour avoir un job.\n\n[CLIENT 10:36] Oui, oui.\n\n[COACH 10:36] Tu sais, parce que je me dis, c'est quand, parce que l'emploi qu'elle va avoir, je veux quand même le garder pour pas longtemps.\n\n[CLIENT 10:47] Oui, oui, oui. C'est ça. Donc, on va bien le choisir. Puis, tu sais, idéalement, parce que des fois, les gens me disent, ah, tu sais, je ne veux pas trop perdre au niveau de mes conditions. idéalement, l'objectif c'est au moins d'avoir les similaires sinon plus, s'il y a moyen de progresser c'est pour ça que quand je disais des fois le pivot, ça peut être oui de changer de domaine ou ça peut être dans le même domaine de faire en sorte que toute l'expérience qu'on a, l'historique, de mettre ça à profit, de dire moi j'ai tout travaillé ça j'ai ces années-là d'expérience est-ce que ça peut m'amener à un autre niveau, même si c'est dans un domaine similaire qu'on puisse explorer ça\n\n[COACH 11:22] oui, oui Exactement, c'est ça. C'est dans le même domaine, mais sauf que j'ai une nouvelle chiale, mais comme on ne dit pas la défense. Je sais que la personne qui m'avait parlé m'avait demandé si je serais prêt pour des jobs de superviseur. On dirait que je n'ai pas le profil de ça. Je n'ai pas le profil de... Oui, tu sais, comme gérer des projets, tu sais, gérer des projets, ça, oui, tu sais, je pourrais le faire, mais tu sais, comme en autre chose, j'ai donné l'exemple extrême, tu sais, être DG d'une compagnie sans parler, ce ne serait pas pour moi.\n\n[CLIENT 12:12] Ce serait quoi l'aspect en particulier, est-ce que c'est le fait de devoir gérer des gens qui serait moins intéressant dans ça?\n\n[COACH 12:20] Oui, c'est ça, c'est l'aspect de gérer des gens. Gérer des projets peut-être, même ça serait quelque chose d'intéressant. Aussi même, j'avais géré un stagiaire, À un moment donné, tu sais, comme ça, jamais ça, tu sais, je le coachais, ces affaires-là, c'est exactement, mais vraiment, tu sais, comme, tu sais, d'avoir le poste de superviseur, ça serait comme quelque chose, mais on sait jamais, comme on dit, on sait jamais, peut-être que, tu sais, c'est ça, c'est sûr. Je ne ferme pas la porte là-dessus, mais on dirait que je n'ai pas le profil de ça.\n\n[CLIENT 13:00] Oui, je comprends. Au fil des prochaines semaines, pour la première séance qu'on fait aujourd'hui, souvent, j'essaie de gérer les attentes. C'est sûr que c'est un processus. Ça se peut. Moi, j'ai des gens, des fois, la première semaine, ils ont des entrevues. Ils ont déjà commencé à faire des demandes, tout ça. Puis là, on est un peu bousculé. Il faut qu'on prépare des entrevues. Mais souvent, on va prendre un certain temps, les premières semaines, il y a certaines étapes qu'on va passer ensemble. Donc, c'est pour ça que quand je dis gérer les attentes, je dis que ça peut être un processus qui va prendre un certain temps. Puis, c'est correct, on a du temps. Puis, comme ce que j'entends, c'est qu'il n'y a pas de pression au niveau financière à court terme. Parce que des fois, il y a des gens, moi j'ai des clients américains, ils ont zéro. Eux autres, ils n'ont pas de filet social. Ils arrivent, puis c'est la semaine d'après, ils n'ont plus d'argent. Là, tu es comme, oh my God, le stress qui est pas mal plus élevé. Mais en même temps, je peux comprendre que c'est un processus qui peut quand même être stressant dans le sens d'il y a une part d'inconnus, il y a une part de qu'est-ce qui va arriver. Puis même si, moi je ne suis pas psychologue, on n'est pas en psychothérapie, mais l'espace qu'on va avoir ensemble, ces moments-là qu'on a ensemble, je veux dire que c'est un espace qui est offert et c'est de l'utiliser comme bon, vous semble, comment ça peut être le plus utile. Des fois, ça peut être juste d'avoir un espace pour partager ce qui se passe dans le moment, ce qu'on vit dans le moment. Des fois, il y a des gens qui trouvent ça que ça peut être bien pour eux. Parce que souvent, ça peut être un parcours qui est assez, pour bien des gens, assez solitaire. Parce qu'on n'a pas nécessairement beaucoup de gens qui n'ont pas parlé autour de soi. Des fois, oui. Des fois, moins. Donc, je voulais juste dire que c'est un espace qu'on va avoir ici pour, oui, travailler et préparer les suites, mais aussi juste de voir comment ça va, comment ça va maintenant, comment ça va cette semaine. Puis moi, je suis là pour accueillir ça, dans la bienveillance, je ne suis pas là pour faire du cheer-up et dire go, go, go, là, mais je suis là pour quand même recevoir c'est ce qui peut être vécu, puis voilà, juste vous dire que c'est un espace qui est offert, puis des fois il y a des gens qui vont l'utiliser, des fois moins, mais c'est juste vous dire que c'est là, donc il faut le mentionner.\n\n[COACH 15:19] Excellent, fait que qu'est-ce que vous voulez partager, je suis content de l'entendre.\n\n[CLIENT 15:24] Oui, oui, ben voilà, ben je suis content que ça soit, qu'on soit content dans les deux sens, ben oui, parce que tu sais, le coaching, Parce qu'on a d'autres services, puis là, je vais en parler, le CV. On va travailler sur le CV. Bon, il y a un service pour le LinkedIn, le profil LinkedIn. Je comprends, dans ce cas-ci, on est quelque chose peut-être un peu plus technique. Peut-être que c'est moins quelque chose que les gens vont nécessairement aller voir, le profil LinkedIn. En même temps, nous, on veut jouer toutes les cartes. On va faire la totale. Puis, des fois, ça va juste être ce petit détail-là qui va faire que les gens vont regarder. « Hey, je regarde deux candidats, lequel a l'air le plus sérieux, le plus organisé et le plus sharp dans sa présentation? » Des fois, ça va juste se jouer là-dessus. Les gens vont dire « Compétence égale, cette personne-là, on voit qu'elle a pris le temps de bien soigner sa présentation, comment elle vient de se présenter. » Des fois, ça peut être ça qui fait la différence. L'idée, c'est qu'on s'assure de tout couvrir, de dire « Regarde, on va faire la totale. » Il faut s'assurer que ce soit bien fait. Préparation aux entrevues, assurément. Il y a l'outil IA en ligne. On prend des moments live ensemble. Hier, j'avais quelqu'un qui avait une entrevue aujourd'hui. On a fait de l'entrevue et je l'ai challengé. J'ai posé des questions. Fais comme si j'étais la personne qui posait des questions. On est live. Je balançais des questions pour justement la préparer. Des fois, juste mettre la personne plus en confiance. Juste de dire, OK, je me suis préparé, j'ai fait une pratique, j'ai pratiqué mes réponses à des questions qui devraient m'être posées. Des fois, c'est juste ça qui va me mettre plus en confiance. Je me présente à l'entrevue, puis ça peut être quand même stressant, mais j'ai le sentiment que je suis bien préparé. C'est un peu ça qu'on veut aller chercher.\n\n[COACH 17:13] Oui. Moi, une chose que je prévois faire pour mon LinkedIn, c'est d'aller me faire faire des photos professionnelles. Parce que je n'ai pas de photos professionnelles. Je ne sais pas comment ça coûte. Puis, tu sais, peut-être même, tu sais, avoir une coupe de cheveux, plus peut-être, tu sais, arranger le look peut-être plus, parce que, comme tu dis, si c'est le plus qui peut, tu sais, je veux mettre tout, j'aime mieux, en résumé, j'aime mieux prendre, bon, pas dire que je vais avoir un emploi dans 10 ans, mais j'aime mieux prendre plus mon temps pour être bien préparé quand on va faire des entrevues. Puis une chose que tu me confirmeras aussi, c'est que moi, souvent, ce que je fais dans dans des entrevues, quand c'est des affaires plus techniques. C'est un « in » que j'avais eu de quelqu'un qui travaillait pour Google. Puis, lui, il disait que souvent, les entrevues comme plus techniques vont poser des questions de plus en plus difficiles. Puis, souvent, c'est de dire, quand tu sais pas la réponse, tu dis « je le sais pas », mais tu démontres d'intérêt pour avoir la réponse, tu sais, qu'en autre mot, pas bullshiter la personne quand tu le sais pas, pis là, parce que l'intervieweur va dire, bon, mais il est en train de me bullshiter, mais en autre mot, dire, regarde, je le sais pas, mais tu te démontres de l'intérêt pour que le gars au bout de la ligne puisse te donner, fait qu'au moins, la personne il dit « OK, il avoue qu'il ne sait pas. » En plus, il a démontré l'intérêt qu'il veut le savoir. Je ne sais pas si c'est une bonne attitude à avoir.\n\n[CLIENT 19:16] Moi, je dirais que ça montre que la personne même si elle n'a pas nécessairement toutes les connaissances techniques parce qu'on ne peut pas nécessairement tout savoir. On parle de codes, on parle de... Mais le simple fait qu'elle ait cette curiosité, qu'elle ait le tempérament d'une personne qui veut quand même réussir et qui va aller chercher la réponse. Parce que là, aujourd'hui, avec l'IA, avec Stack Overflow, tu peux finir par trouver une réponse pour prendre n'importe quoi, en cherchant un peu, mais il faut être quelqu'un qui a ce tempérament-là d'aller chercher la réponse, de montrer que tu veux te rendre jusqu'au bout. Oui, moi je pense que ça peut être une très bonne façon de poser des questions, mais aussi de dire comment je m'y prendrais pour trouver ça. Là, je ne le sais peut-être pas là, mais dans la réalité, je ferais quoi pour trouver cette information-là, pour que la personne, l'employeur, se dise « ok, cette personne-là, elle a la débrouillardise, elle a la curiosité, c'est peut-être ce genre de personnes-là qu'ils vont vouloir, plus que quelqu'un qui connaît tout par cœur, parce que ça ne donne pas grand-chose à tout connaître par cœur, tous les différents codes et tout ça, mais de savoir comment je m'y prendrais, le chemin qu'on prend mentalement pour arriver à une solution, il y a beaucoup d'employeurs que c'est ça qu'ils vont chercher, comment la personne fonctionne, est-ce que c'est quelqu'un qui va s'asseoir, qui va attendre qu'on lui dise quoi faire? Est-ce que c'est quelqu'un qui va bloquer quand la personne n'a pas la réponse? Ou est-ce que c'est quelqu'un qui, quand même, va trouver une façon d'avancer? Ça, ça peut différencier, je pense, entre les candidats.\n\n[COACH 20:45] Oui. Exact. Merci de la confirmation. En plus, dans le domaine de l'ingénierie, il faut quand même inventer des choses. Je pense que c'est l'attitude à avoir.\n\n[CLIENT 20:55] La mode résolution du problème. On veut résoudre le problème. Je ne vais pas juste me bloquer et attendre que le superviseur revienne. Il y a bien des employés vont dire, écoute, nous, on n'a pas le temps de commencer à materner tout le monde, mais il faut que les gens aient un peu d'autonomie. J'ai l'impression que ça, c'est un trait qui va être quand même recherché. Est-ce que la personne, elle peut se débrouiller? Ou ça peut être d'aller demander à des collègues. Mais c'est quoi sa façon de faire qui va faire qu'on n'aura pas besoin de tout le temps être en arrière? C'est un peu ça.\n\n[COACH 21:26] Ça confine un peu. C'est ça. Je sais que moi, je viens préparer pour, tu sais, CV, cette affaire-là, je me suis dit, tant que j'aurais pu peut-être, mais je sais, je pourrais le faire cette semaine, téléverser mon ancien CV. Je sais qu'à l'ETS, qu'est-ce qu'il m'avait dit pour le CV, c'est que de plus mettre, tu sais, quand même, mettons, pour les emplois, de plus mettre le poste comme en tête que l'employeur. Parce que, qu'est-ce qui arrive, c'est que, bon, je vais donner un exemple extrêmes, tu peux dire que tu vas travailler pour Microsoft, mais le poste, c'est que tu nettoyais les toilettes.\n\n[CLIENT 22:08] Oui, oui, oui.\n\n[COACH 22:09] Tu sais, c'est quand... Bon, mon père était concierge, tu sais, mon père était concierge, mais c'est juste pour te donner une idée que t'es mieux de mettre le poste, parce que les gens qui vont le lire, c'est ceux qui vont le lire en premier, puis après ça, tu peux mettre sous en tête pour moi et comme Thalès Canada. Je ne sais pas si c'est une autre bonne idée aussi pour une structure de CV.\n\n[CLIENT 22:35] Oui, mais ça en fait, Mathieu, on a, tu as exploré un peu le site Next, le site web.\n\n[COACH 22:44] Non, ça c'est quelque chose que je vais faire cette semaine.\n\n[CLIENT 22:46] Oui, c'est ça. Comme petit devoir cette semaine, il y a quelques vidéos, je pense que c'est possible de s'inscrire à des événements live, mais aussi la version webinaire que tu peux n'importe quand là aller écouter. Je pense qu'il n'y a pas beaucoup d'événements live en français. Je pense que ça va être plus facile d'aller vers le contenu webinaire. Moi, je suis blind.\n\n[COACH 23:10] Je peux aller aussi pour des contenus live en anglais.\n\n[CLIENT 23:14] OK. Je ne sais juste pas si la plateforme permet d'accéder aux deux. Si on peut switcher en français, en anglais, mais je pourrais vérifier. Dans tous les cas, il y a une vidéo qui est, il y a comme une, quand on descend sur la plateforme Next, il y a comme une section là avec des vidéos. Il y en une, c'est vraiment, en anglais, c'est « getting started », je vois c'est quoi le titre vraiment en français, il y a comme une vidéo d'introduction qui explique vraiment les services. Puis, il y a une vidéo sur le CV, une vidéo sur LinkedIn et il va avoir aussi une vidéo sur ce qu'on appelle en bon français le « Personal Brand Statement ». Donc, si on le veut, l'énoncé d'identité. Donc, comment on va se décrire si on avait à se décrire dans un petit paragraphe. Souvent, ça va être ce paragraphe-là qu'on va mettre, par exemple, en haut du profil LinkedIn. Il y a une partie « Information générale ». C'est le petit « Blurp ». Comment on se décrit ? Puis ça, ça peut sembler bête comme ça, mais quand on s'arrête pour le faire, ce n'est pas toujours évident. Qu'est-ce qu'il faut vraiment dire sur moi? Qu'est-ce que je ne suis pas obligé de dire aussi? Peut-être choisir ça. Il y a de l'information sur ça. Et à notre prochaine séance, on pourrait regarder ça ensemble, ce qui est ressorti de le visionnement de ces vidéos-là. Et au niveau du CV, il y a un outil de construction de CV. C'est possible d'uploader son CV, puis l'outil met un peu en forme, puis il y a comme un modèle, un template qui est fait, qui a été conçu par Right Management, mais qui répond à un certain standard qui souvent est utilisé dans les entreprises quand ils vont traiter les CV. Ils vont passer des CV dans la machine et la machine va trouver les informations au bon endroit. Il y a comme un certain modèle qu'eux proposent et je pense effectivement que ça reprend ce que tu disais de dire on met le rôle et l'entreprise. Donc si on respecte ce modèle-là, c'est plus facile après ça que notre CV soit traité et avoir des bons résultats quand ça passe dans les machines. Donc, il y a cet outil-là. Puis, on a aussi un service où on peut envoyer, puis ça, je peux envoyer la procédure par courriel, notre modèle de CV actuel à une adresse courriel. Et là, il y a quelqu'un, qui n'est pas moi, mais il y a quelqu'un qui est spécialisé dans ça, qui va le réviser. Et là, qui va faire des commentaires, tout, tout, tout. Ça peut prendre quelques jours. Donc, pour ça, ça peut être fait au courant de la semaine, de regarder un peu, mettons, la vidéo CV, travailler un peu le CV, sans trop se fatiguer là-dessus, mais l'envoyer à cette adresse-là. puis qu'eux, le moment où on va recevoir la réponse, là, on pourrait la regarder ensemble. C'est-à-dire, c'est quoi les commentaires qui ont été faits, est-ce qu'on en prend, est-ce qu'on en laisse, bon, puis après ça, arriver avec une version qui serait la version où on pourrait dire, ben, c'est là-dessus, c'est ça qu'on veut utiliser pour faire des applications. Puis en même temps, tu sais, je dis cette semaine, on peut prendre notre temps aussi, parce que souvent, moi, la deuxième rencontre, j'aime ça, moi, prendre plus de temps à parler de où est la personne à ce moment-ci dans sa vie. Donc, d'essayer de s'arrêter et de dire, OK, c'est quoi vraiment? Là, j'entends, je ne veux pas faire de la défense. Ça, c'est important parce que souvent, les gens vont chercher ce qu'ils veulent sans s'intéresser à ce qu'ils ne veulent pas. Et là, ça passe à trouver des choses. Ah, c'est intéressant ça. Puis après ça, ah, merde, je me remarque dans une autre affaire que je ne voulais pas. C'est important à la fois de dire qu'est-ce que je veux être, qu'est-ce que je ne veux pas être. Des fois, c'est évident, mais de prendre le temps de vraiment creuser ça et d'aller chercher plus de détails. Ça, c'est quelque chose qu'on peut faire ensemble. Ça, c'est un outil que j'utilise en coaching qui s'appelle la matrice identitaire. C'est comme un tableau qu'on pourra remplir. Là, c'est vraiment sur deux axes. C'est ce que je veux être, ce que je ne veux pas être. Dans l'autre axe, c'est ce que je pourrais être, ce que je suis et ce que je ne voudrais pas être. Il y a comme deux axes qu'on peut remplir et ça, ça peut être utile une fois qu'on remplit ça, aller faire après ça le « brand statement », le petit paragraphe. C'est que là, au moins, on a comme de la matière. On a des choses, ok, ben, je vais piger un peu là-dedans. Là, je vais me faire un petit paragraphe, vraiment, qui dit, là, qui je suis maintenant, là, à ce moment-ci. Puis, le plus on est clair avec ça, puis c'est ça, mon travail, c'est d'amener de la clarté. C'est qu'on soit le plus précis, le plus sharp, là. Des fois, je dis, c'est comme quand on va chez l'optométriste, là, tu sais, puis ils nous mettent l'espèce de grosse machine devant la face, là. Puis là, ils switchent entre des lentilles. Là, tu as le choix A, le choix B. lequel qui est le plus clair le plus crisp c'est d'aller chercher ce degré-là pour que quand on se présente à des entreprises pour eux ça soit clair c'est qui cette personne-là qui est devant nous que ça soit le plus évident plus on est clair dans comment on se présente plus c'est rassurant pour les personnes qui choisissent de dire cette personne-là elle est alignée, c'est ça qu'elle est c'est évident, tandis que d'autres je ne sais pas trop, on lit et ce n'est pas clair vraiment ce qu'elle veut, les gens, même inconsciemment, vont être plus portés à aller vers quelqu'un et dire que cette personne-là, c'est clair, c'est ça qu'elle veut, elle est à la bonne place quand elle applique chez nous. On voit qu'il y a un lien entre les deux. Ça devient beaucoup plus évident pour des gens. Et plus rassurant de faire un choix. Parce qu'un employeur qui embauche, c'est un risque. Ils ne savent pas c'est qui la personne qui embauche. Le plus on réduit ce risque-là en étant le plus clair possible, le plus il y a de chances que les personnes disent « oui, c'est évident qu'on va avec cette personne-là ». C'est un peu à ça qu'on souhaite arriver comme résultat. C'est que dans la tête des employeurs, ils voient la candidature et ils disent « c'est évident, c'est sûr que c'est cette personne-là ». On souhaite ça parce que ça donne en plus un meilleur rapport de force quand il y a le temps des fois de négocier les conditions. Si la personne, si l'employeur veut vraiment m'avoir, peut-être qu'ils vont être prêts à faire un petit pouce pour aller chercher les meilleures conditions. Excellent.\n\n[COACH 29:17] Parfait. Non, non, je suis content. Ça, c'est quelque chose, des fois, va peut-être falloir que je travaille, parce que des fois, j'ai quand même un peu, tu sais, quand me vois-tu, là, vois-tu, j'hésite. Fait que tu sais, de travailler comme à ma clarté, tu sais, pour vraiment être concis, là, tu sais, c'est pas aller ailleurs, vraiment donner une réponse concie pour l'employeur. Ça serait quelque chose, va voir peut-être qu'on travaille ensemble. Absolument.\n\n[CLIENT 29:51] Puis je te dirais ça, quand les gens débordent, ils rajoutent l'information, mais souvent c'est un signe d'insécurité. Les gens ont besoin d'en dire plus pour être plus convaincants. Alors que des fois, une réponse très courte, mais qui répond exactement à la question, est suffisante. Ça montre que ça dégage plus d'assurance de dire, écoute, moi, je t'ai répondu en trois phrases, puis c'est ça ma réponse, puis elle est bonne. Là, la personne qui entend ça, des fois, ça donne une meilleure impression que quelqu'un qui répond pendant trois minutes de temps. Puis là, après ça, la personne, elle dit, c'était quoi déjà sa réponse? On est rendu où dans le... Mais effectivement, ça peut se travailler, puis ça vient, comme je disais, beaucoup avec la confiance, avec l'assurance, puis ça, il y a des gens qui peut-être naissent avec plus d'assurance mais c'est quelque chose qui se construit aussi et c'est beaucoup avec la préparation une fois qu'on est bien préparé qu'on est confiant qu'on sait ce qu'on va les dire qu'on sait qu'on a le soutien qu'il faut pour que ça soit bien fait ça peut nous donner peut-être pas que ça va être la solution magique à 100% mais du moins ça peut faire juste augmenter le degré de confiance suffisamment pour que ça puisse paraître\n\n[COACH 31:07] Oui, c'est pour ça que j'ai dit pas dans deux ans, je ne commencerai pas à passer des entrevues dans deux ans, mais que je préfère attendre d'être vraiment prêt, parce que pour avoir une confiance en moi, dire oui, je suis prêt, j'ai fait un bon CV, mon LinkedIn, ça part, tu sais, puis rien qu'ils m'ont dit blindé, c'est l'exemple.\n\n[CLIENT 31:30] Bien, bien content, comment tu sens ça Mathieu, jusqu'à présent, ce qu'on a dit aujourd'hui?\n\n[COACH 31:35] Moi, écoute, je suis vraiment content que je trouve que ça clique entre nous deux. C'est déjà la première rencontre, je suis vraiment confiant. Parce que moi, avant de travailler en génie, je travaillais pour l'enseignement de la guitare. Puis, des fois, c'est important entre le professeur et l'élève que ça clique. Ce n'est pas nécessairement que le professeur n'est pas bon, c'est juste que la chimie, elle ne se fait pas. Donc, je suis content que je trouve que ça clique. et je suis encore plus encouragé de ce que j'étais de tant mieux.\n\n[CLIENT 32:10] Ah oui? Bon, bien, génial. Je suis content d'entendre ça. Je suis content.\n\n[COACH 32:16] Mais de voir pour cette semaine, c'est ça. C'est peut-être, à la limite, téléverser mon CV pour commencer à regarder ça, j'imagine, comme on avait dit.\n\n[CLIENT 32:25] Oui, il y a les vidéos. Il y a la vidéo, je ne sais pas comment ils appellent ça en français, mais probablement démarrer ou getting started. C'est la première qui doit apparaître.\n\n[COACH 32:34] Oui, c'est ça, je l'ai en face de moi là, si j'ai partagé mon écrime.\n\n[CLIENT 32:41] Oui, c'est ça, et toi, dès le verset, il est là, descendons un peu voir, il devra y avoir une section vidéo plus bas de ça, encore plus bas, plus bas, descendons voir, ok, non, il n'y a pas plus bas, ok, si on remonte, parce que moi, j'étais habitué que la version est en anglais, Ça, ça devrait être un bon début, mais si tu descends un peu plus bas dans la liste et c'est recommandé pour vous, évoluer à temps d'examiner les options, toutes les ressources. Parce que normalement, je vais essayer de regarder, peut-être envoyer les liens, parce pas perdre trop de temps là-dedans. Parce que tu sais, d'habitude on commence vraiment avec une vidéo sur le CV, sur le profil LinkedIn, puis sur l'identité là. C'est comme les trois, parce que tu peux te perdre là-dedans longtemps, il y a beaucoup de choses. Identité, le CV, puis le LinkedIn. Des fois même, on a un outil de recherche, on peut les trouver par ça. Ça serait ça, je te dirais qu'il faudrait au cours de la semaine, regardez ça, le CV, peut-être effectivement le téléchargé avec l'outil qui est là. D'habitude, eux ils disent que c'est entre 3 et 5 jours ouvrables qu'ils prennent pour le traiter et revenir, ça ne veut pas dire qu'on va avoir les réponses pour la semaine prochaine, mais dans tous les cas la semaine prochaine on va quand même pouvoir avancer. Puis en termes de rythme, c'est un peu ça, l'idée c'est d'avoir à peu près au début peut-être une fois par semaine, parce qu'il va y avoir des petits devoirs entre les rencontres, Après ça, on pourra voir. Est-ce qu'on veut maintenir ce rythme-là? Des fois, les gens, ils passent à une fois ou deux semaines quand c'est rendu au point où il faut faire des demandes et qu'on attend des réponses. Bon, bien, tu sais, il n'y a peut-être pas énormément de choses. Ou des fois, ça peut être juste de faire un petit check-in. Ça n'a pas besoin d'être 30 minutes à chaque semaine. Des fois, ça peut être juste un petit 5-10 minutes juste de parler de comment ça va, comment ça se passe maintenant. Tu sais, d'avoir ce petit check-in-là. Puis aussi, moi, je suis accessible par courriel. C'est possible de m'écrire. Il faut y avoir des gens qui m'envoient des messages pendant la semaine. Ah, tu sais, j'ai travaillé sur ça, j'ai rempli tel truc, il me l'envoie. Ça, c'est bien aussi. Ça me permet de suivre un peu ce qui se passe, puis de faire en sorte que la personne puisse sentir un peu une présence. Je ne suis pas tout seul dans cette histoire-là, il y a quelqu'un qui est avec moi. Donc, des fois, juste d'envoyer des petites mises à jour, ah, tu sais, j'ai fait ça, ou tu sais, ah, j'ai trouvé telle chose, ou tu sais, d'avoir un peu ces échanges-là, ça peut donner un peu de vie entre les rencontres aussi. Parlant de la prochaine rencontre, Quel sera un bon moment, Mathieu, pour se parler la semaine prochaine?\n\n[COACH 35:34] Moi, je suis pas mal disponible tous les jours. Fait que j'ai pas de soucis pour l'emploi du temps. D'un côté, je préfère le matin. Je suis un lève-tôt. Après ça, je me dis qu'on a fait la rencontre le matin et là, j'ai le restant la journée pour moi. Disons que si 9h, c'est correct pour toi. N'importe quel jour de la semaine, à 9h, c'est correct pour moi.\n\n[CLIENT 36:11] Ok. Qu'est-ce qui serait mieux? Lundi, mardi, mercredi?\n\n[COACH 36:16] Lundi à 9h, c'est correct avec toi, ça me va.\n\n[CLIENT 36:21] Oui, c'est bon. Je sais qu'on a alterné entre le vouvoiement, le tutoiement. Qu'est-ce serait ta préférence, Mathieu? Est-ce qu'on se dit qu'on peut aller avec le tutoiement?\n\n[COACH 36:31] Moi, je suis à l'aise avec le tutoiement.\n\n[CLIENT 36:46] Des fois, ça permet d'être plus convivial dans nos échanges. parce qu'on risque de parler de choses qui sont assez personnelles, assez proches. Il y a un peu une intimité à développer. Moi, je suis bien à l'aise si c'est bon qu'on puisse aller avec le tutoiement.\n\n[COACH 37:02] Moi, je suis à l'aise aussi avec ce truc.\n\n[CLIENT 37:06] J'aime mieux le demander parce qu'en anglais, c'est le « you ». On dit « you ». Il n'y a pas ça. En français, il y a toujours un peu comment on se parle. Des fois, tu as remarqué au début de la rencontre, des fois je prends des formulations qui ne demandent pas de dire tu ou vous, je change un peu ma façon de parler, mais c'est plus simple si on peut dire tu ou vous.\n\n[COACH 37:26] C'est parfait pour moi, vous allez m'envoyer la... Oui, c'est ça.\n\n[CLIENT 37:34] Oui, je suis en train de le créer. Oui, il n'y a pas de problème.\n\n[COACH 37:38] Oui, ça ne va pas mal à l'aise si je dis tu. Vous allez m'envoyer la confirmation pour la réunion de la semaine prochaine.\n\n[CLIENT 37:47] Je suis en train de le créer live là, pour être sûr que ça fonctionne bien. Je l'ai mis le lundi qu'on a dit à 9h. Oui, exactement. Je vais aller mettre le courriel et voilà. Ça devrait partir. Je l'ai sauvé.\n\n[COACH 38:11] C'est rendu.\n\n[CLIENT 38:12] Super. Écoute, Mathieu, ça me fait bien plaisir qu'on puisse se rencontrer aujourd'hui oui c'est ça\n\n[COACH 38:20] je suis content qu'il y ait une chimie entre les deux puis je viens de recevoir la confirmation pour l'autre réunion\n\n[CLIENT 38:29] super, on fait comme ça Mathieu\n\n[COACH 38:32] merci et bonne semaine\n\n[CLIENT 38:35] oui pareil va","rapport_genere":"## Principaux points abordés\n\nJe suppose que vous souhaitez extraire les informations suivantes de la conversation entre le coach et son client : - Les tâches à accomplir cette semaine. - Le rythme des rendez-vous entre les deux. - La date et l'heure du prochain rendez-vous. Voici comment je peux vous aider : J'ai identifié les passages clés de la conversation, dont le contenu suit ce qui suit : * Les tâches à accomplir cette semaine : * - Regarder la vidéo\n\n## Informations personnelles partagées\n\nMathieu est un lève-tôt, il a préféré se rencontrer le matin. Il est accessible par courriel et aime recevoir des petites mises à jour. Les deux s'entendent bien et préfèrent utiliser le tutoiement.\n\n## Travaux confiés d'ici la prochaine séance\n\nLa conversation se compose de deux parties principales : le coach et le client. Le but du coach est d'aider le client à améliorer ses compétences en termes de communication professionnelle, en particulier pour passer des entrevues. Le client a déclaré être anxieux face à l'entretien et chercher un moyen de se préparer efficacement.\n\nLe coach commence par s'assurer que le client est prêt à travailler sur son identité professionnelle. Le client indique qu'il a déjà créé un CV, mais que celui-ci ne répond pas aux attentes du recruteur. Le coach propose de passer en revue les ressources disponibles pour améliorer l’identité professionnelle.\n\nLe client mentionne une vidéo Getting Started qui est la première à apparaître sur la liste des ressources. Le coach a partagé le lien, mais il n'est pas possible d'accéder directement à cette vidéo dans ce contexte. Cependant, le coach suggère de regarder les vidéos et les options recommandées pour améliorer l’identité professionnelle.\n\nLe client propose de travailler en alternant entre la visite des ressources et les rendez-vous avec le coach. Le coach est d'accord et suggère que le rythme pourrait être de 1-2 fois par semaine, mais que cela dépendra des besoins du client. Le coach suggère également de maintenir un petit check-in hebdomadaire pour suivre le progrès du client.\n\nEn ce qui concerne les rendez-vous futurs, le coach propose les jours lundi, mardi et mercredi à 9h. Le client est d'accord avec la proposition du lundi 9h. Le client suggère de se passer au tutoiement pour rendre la conversation plus conviviale.\n\nLa séance se termine par un plan d'action qui inclut : \n1) Regarder les ressources en ligne pour améliorer son identité professionnelle.\n2) Créer des documents résumant ses expériences et qualifications.\n3) Envoyer le CV à l'outil de traitement de texte en ligne pour obtenir un retour rapide.\n4) Se préparer à la prochaine entrevue. \n\nLe client est reconnaissant aux efforts du coach et se présente comme prêt à continuer le travail ensemble.\n\n## Date et heure de la prochaine séance\n\nC'est le compte rendu d'une première rencontre entre un coach, Mathieu, et son client. Ils discutent de leur collaboration future, notamment sur l'élaboration d'un CV et de sa présence professionnelle en ligne. Les points principaux sont les suivants : La première rencontre se passe bien entre le coach et son client. Leur objectif est d’élaborer un plan pour améliorer la recherche d'emploi du client. Ils décident de se réunir une fois par semaine, en alternance avec des petites mises à jour par courriel. Le client a déjà téléchargé les outils nécessaires et a commencé à explorer les ressources proposées. Le coach propose un rythme d'une séance par semaine pour discuter de leur progression et poser des questions sur la rédaction du CV, le profil LinkedIn et l'identité en ligne. Ils décident d’aller avec le tutoiement dans leurs échanges. La prochaine rencontre est fixée au lundi à 9h. Le client doit envoyer une confirmation de l’événement par courriel. La collaboration semble prometteuse et ils se réjouissent déjà du succès de leur partenariat.\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Mathieu Lavallée/Jean-Sebastien: Appel introductif avec votre coach-2026-06-02T09:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/285131771411848?p=SxcGaG4YM9eaTd9UKn","google_event_id":"c7020a1e-5b51-11f1-8849-6acdad6a6d2a","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre séance d'hier \n\nBonjour Mathieu,\n\nJe suis ravi de vous rappeler les principales actions à accomplir cette semaine : \n- Regarder la vidéo Getting Started pour améliorer votre identité professionnelle.\n- Commencer à rédiger des documents résumant vos expériences et qualifications.\n\nNous nous sommes également mis d'accord sur un rythme de rendez-vous hebdomadaire, alterné avec des mises à jour courriel. Je vous propose de continuer avec le lundi à 9h pour notre prochaine séance.\n\nJe suis impatient de suivre vos progrès et de travailler ensemble pour préparer votre entrevue.\n\nCordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here is the Right Track report in English, following the specified format and rules:\n\n\"I worked with my client on Explain the program, Career guidance review (strengths), Personal Branding, 30-second presentation, LinkedIn profile optimization, Search Strategy and Networking (Search plan), Job Search Approach, Practice for Interviews, and Negotiation. We agreed that for our next meeting I will help him review his current resume and we will work on using AI for Job Search to improve his job search strategy. We will meet again on Monday at 9:00 AM EDT.\"","session_summary":"Coaching on career transition planning, creating a 90-day action plan and improving professional identity through online resources.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"ad833aee-37e9-4e04-b415-df0cabe4cb22"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-01T16:15:00Z","duree_minutes":30,"type":"Phone","statut":"completee","notes_brutes":"=== Fichier uploadé : b4648644-43c8-4a47-b09a-9d783a48a347.m4a (2026-06-11 01:03) ===\n\n[CLIENT 01:32] How are you doing?\n\n[COACH 01:33] I'm fine. How are you?\n\n[CLIENT 01:35] Yeah, quite fine. Thanks. How was your weekend?\n\n[COACH 01:38] It was good. It was mostly rainy though, so.\n\n[CLIENT 01:42] Oh, no. Yeah. Yeah. That time of the year, that, yeah, we're looking for the nice days, but not there yet. Not there yet. It's getting there. Yes. Yeah, how do you feel today with this interview coming up?\n\n[COACH 01:58] I'm nervous, but they made it. They made it virtual, so I think maybe that's even easier, actually, so I can have my notes up on the side.\n\n[CLIENT 02:08] Yeah, okay, okay. And I didn't get much details about that. What kind of position is that?\n\n[COACH 02:16] So it's an associate director of billing and revenue accounting. So it's at a biotech life sciences company, so they're in the, They're a CDMO, so that's like a clinical drug manufacturing organization. And I'm excited about this since I had started the interview process like over a month ago. So it's simply been slow going. And I was actually a little bit discouraged. I thought they had ghosted me. So, yeah. Yeah, they reached back out to me last week. I remember, I think I told you, like they reached back out to me about scheduling like this panel interview. So hopefully this is like the final. They said that this should be the final unless they want me to meet with like the CFO as well.\n\n[CLIENT 03:13] Okay. Yeah. So I understand that there was, yeah, there's some disappointment from the process part of it. Now, we don't know how much the people you will be meeting had to do with that, right? we don't know maybe they had something to do with it maybe not um so yeah how do you yeah how do you see yourself getting into this uh this meeting is it tomorrow right yeah it's tomorrow from\n\n[COACH 03:43] i think 11 till 2 30 so they're 30 6 30 minute um interviews with this small 30 minute break um like 12 30 to 1 yeah So, I mean, I've already had the initial interview with the hiring manager and then one other person, too, on a related team. So I think they were on finance, but also in Waltham. And it looks like I already did some initial research looking up like these people's LinkedIn's just to see where they are and how long they've been at the company and their previous experience to have some items. talk about, to build off of like whatever they introduced to me too.\n\n[CLIENT 04:30] You're good, you're good. Yeah, yeah, that's great. But what would you say makes it important for you to work there? Why would that be your first choice at this moment in your life?\n\n[COACH 04:48] Yeah, I mean, let's see. So I've kind of talked about that in terms of like personal brain and statement for this in my initial interview, I had mentioned that this company, especially with like the mission, very patient focus in the fact that they're also continuing the research on the cell and gene side, along with being able to have other contracts with, you know, drug partners in the business, being able to really be tied to like the mission statement of improving patient lives and access. And then I believe that my experience overall in the previous roles I've had in the revenue capacity really sets me up well for success. And on top of that, I've also worked not directly, but I know the hiring manager to some extent. So I've heard a lot of great things from her. So that just makes me excited about the potential of an opportunity to work there.\n\n[CLIENT 05:51] Yes. I like this excitement at the end.\n\n[COACH 05:55] Yeah.\n\n[CLIENT 05:56] Yes. Because it, you know, the key, and we're, we're rushing a bit of all of this because you have an interview tomorrow. You know, usually would take a few sessions, but, you know, we're crutching that right now so that you can use the most and I can deliver the most I can to you right now, right? How to set you apart. How to make sure that these people will meet you tomorrow. And in the their head, it has to be a no-brainer that you're the number one. I understand, you said, you know, it might not really be the place I want to work with them. But for tomorrow, let's just play that this is the number one choice you have and you want. And then after that, if they make an offer, you can always turn it down. You know, you have the choice, right? But at least, just for the practice tomorrow, it's really how to set you apart so that in their brains, they're like, this person is really eager to work with us and really we have to it. We need to have her. There's no other viable option. That's the kind of mindset I think is important. And everything you said for me was that's why I was asking the question. It's really great. What you said, you explain why this place, why now, what makes you a good person for that role. And you have this little personal touch. This is really brilliant. You know, the answer, you know, go ahead, I look into this, this personal connection, and it makes me want to be there. You know, there's this part that, that sometimes, if it's true, that's really fine, that's perfect. Sometimes we need to overplay it a bit just to, for them to be like, oh, that person is really, really wants to be here, you know, because for them, it's a high risk, you know, they're hiring someone. They don't know. They don't know the candidates. So it's really high risk so how to set you apart right um another thing is uh yeah the the the parting story you know that there was one thing i sent you about this what if there's a question about what what would you you told me a bit last time but just to rehearse that what what would you say if someone says okay how how do you end your previous your previous position yeah so\n\n[COACH 08:15] leaving the previous role since I was in the position that was at as assistant control gave me a good opportunity to see the operational side but I also was seeing that the company was not meeting its targets so they were not doing well I didn't see like a long-term future for myself there and I'm excited about this role since it taps back into my previous experience and I think that would be a better fit for me and with all of the growth that I've talked to with May, who's the, she's the hiring manager. And Jason at the company, I'm really excited to bring my skill set into this potential role to help with the revenue and billing side.\n\n[CLIENT 08:59] Yeah, yeah, right. So yeah, I think that's really great to, you come with an explanation. There's this thing, okay, well, this company was not doing well so much. And there's something with this one. there's a question people can ask themselves okay well okay what about us you know will she have faith in us this time so it be the only thing I would maybe tweak a bit is to put a little bit more in physics on the fact that this time with this company you're really inspired by them you know there's something positive with them that they're thriving that you want to be part of their success there's something about this that sets it apart from your previous employer you know the previous employer there was this they are for you there to go-getter. And I do want to be with them because there's something inspiring in that for you.\n\n[COACH 09:47] Yes, yeah, yeah, this new company, they're innovating, they're the ones doing the clinical trials and research or partnering with organizations doing that, which wasn't present at like my old company that was all outsourced and there wasn't much innovation going on.\n\n[CLIENT 10:05] Okay, that I want you to say, you know, that not the part that they didn't have the previous one, but what they had sets them apart. Just what you mentioned. You mentioned a few things. I know that you're doing this and this and this and that. So just to make them, to show them that you've made your research, which is true. You know, you told me, you went, you look into this. You've got prepared for this. I see that you've prepared some of some little text. And also, that's great. So it has to be felt also. And I think you're there. That's great. And what would be your expectations in terms of responsibilities?\n\n[COACH 10:40] salary for for this role yeah yeah if they asked a question yeah oh okay they had already asked that in the initial um interview process and they had uh listed out a range i think of like 170 to 210 i didn't talk too much about it at the time but i just said to continue the conversation i said the range is within my expectations so i just kind of pushed it down the line okay for the conversation So I don't know if that was good, but I do have, on the panel, I do have a meeting with the director of HR or people partners. So I think that might come up of like a more narrow expectation of what I'm looking for.\n\n[CLIENT 11:29] Yeah. Yeah, they would probably want to have. And that's really great what you did. You said I moved it down the road. And that worked out well because you're here at that other interview. So I mean, that was great. But you're right in the fact that probably this time, if they need for them to narrow their choice, because that's where they're at right now, is, okay, well, what's her more precise expectation? So do you have something that you could give in the ball figure or, yeah?\n\n[COACH 12:02] Should I be more specific or should I wait for them? Like if they do move to like the offer phase of like, I would be targeting like towards the higher end. just like as we kind of discuss we want to aim for the top right if possible well one way\n\n[CLIENT 12:18] can be quite direct because we have not much time but one way to put it is you know that that definitely you want it's a reasonable expectation that you want to improve your situation right I mean they must expect that so there's more about I can't go lower than that you know so there's something that it's this is my I won't accept anything lower than that but I want to improve my situations because they know that you're in a position that you might be having to make a choice, right, after that. It's for them to say, okay, well, we cannot offer a lower than that, but we want to convince her to work for us, you know? So they won't give you the maximum, but they might come with a figure a little over what you would say is your minimum because they want to convince you, right? And then it becomes a negotiation. Then you have, well, this is the bar. so you can try to push it a little bit further and then after that discussing about what's the strategy for progression in the company you know to have improved down the road but at least at least to make sure that you have an improvement that's you know that's the expectation i mean that that's reasonable and i think that no everyone who is serious could could find that this is a really reasonable expectation for you right yeah okay yeah\n\n[COACH 13:40] Yeah, and they had, they had sent me like the overall benefits overview a while ago. So I was planning on reviewing that, see if I had like any questions. I mean, I'm a, I did want to ask like more details in the parental leave, but I don't know if like that might like raise anything in terms of like, I don't know.\n\n[CLIENT 14:04] Yeah. Good question. Yes. unfortunately, I said unfortunately, I think there is a, yeah, there could be some even unconscious bias that people might, if that brings them some concern about, okay, well, when you were investing our time, energy, well, we have to redo this process in six months, one year, whatever, they don't know, you know, and I've had people applying for jobs that they already were pregnant so they knew it was coming at some point right but it was virtual so the people wouldn't see you know so but they were like trying to play it a bit and and so so yeah there's two ways to see that there's a transparency approach that can be valued for people um there's the yeah i would say i don't know your your personal situation but if it's something that would come in a really, really short term. Transparency, I think, pays off in that time because people know.\n\n[COACH 15:09] It's not very short term. Like, I am pregnant now, but I'm not due until November, so I still would have some time after I start before I would need to tell them.\n\n[CLIENT 15:21] Okay. Yeah, yeah.\n\n[COACH 15:22] Yeah, I would also, I think, like, just also now, I would rather get a job sooner rather than later if I start showing.\n\n[CLIENT 15:30] Sure. Yeah. to increase the urgency yeah yeah yeah but it's a it's a good point you're making yeah honestly yeah i think that that not bringing things up is not is not lying sure you know you're not telling it right now um for sure if they have a position then it would be if they make you an offer i think then it would be something to bring up at this point because they want to know in advance how to prepare. But I think it's reasonable. In November, you have the time to go, to be hired, to start to work, to set in place some things. And even if there's someone that has to come during some parental leave, you even have the possibility maybe to prepare that person or to have some transition or something. And I don't know in the U.S. because I'm based in Canada, but I can imagine parental leaves are quite, different in terms of length. I can imagine it can really vary from one employer to the other, right? Because in Canada, it's more regulated, so people have more, you know, by default. Yeah, more. Okay. So, so what kind of questions would you have other than that, let's say?\n\n[COACH 16:53] Oh, for the HR partner? Well, I think, yeah, I think I would also just need to prepare, like you said, in case they asked me something directly like i don't know if i feel comfortable saying like i'm not open to less than this just because like i don't have anything else that's like this close at this point and like the other stuff that other staffing agencies have been kind of pitching to me have either been kind of like also lower or yeah i don't i don't know i'm just trying to be realistic. I had another call with another company on Friday, but that would be like the very beginning of that process.\n\n[CLIENT 17:36] Okay. Okay. Well, I mean, the most important is what you're comfortable with. So let's say it could a compromise be that you would say, well, this is what I was doing before. I'm looking for an improvement. So it's not, I won't accept anything else. I wouldn't accept anything lower. But my expectation is an improvement. So there can always say, well, you know, we hear your expectation, but we can't afford more than that. Would you accept that? You know, this, they could make an offer like that.\n\n[COACH 18:05] But if they say they can't afford more than that and it's lower than their budget, that kind of calls into question of like, but you shared your budget and your budget is higher than that.\n\n[CLIENT 18:16] Yeah. Yeah.\n\n[COACH 18:17] So I don't know if that's a fair question to ask.\n\n[CLIENT 18:20] Say again, when, when, what's the question? Oh, if you ask them the question, what's their budget?\n\n[COACH 18:25] Yeah, yeah. If they, if they said that like, we. You can't offer more than this, but it happens to be lower than their disclosed range.\n\n[CLIENT 18:34] Okay, okay, yeah. Well, then it's, yeah, it's for you to see how you perceive that. You know, if they make you an offer, it is lower, it was that what the information you can get elsewhere. Is that what you say you were able to know there wasn't, you saw this, this, when you mentioned the budget, there's a, you got this information somehow?\n\n[COACH 18:55] Yeah, yeah, they shared it on their website, so they disclosed for the role, which is helpful.\n\n[CLIENT 19:03] Yes, and this is lower than what you were making. Is that what you're saying?\n\n[COACH 19:06] No, the lower end is, but it ranges from 170 to 210. So the higher end of the range is a little higher than what I was making, yeah.\n\n[CLIENT 19:17] Okay, okay.\n\n[COACH 19:18] So that's like what I would want to target on the higher end of the range.\n\n[CLIENT 19:22] Sure, okay. And what makes you say that you can aim there? What would be arguments that you could bring that would make them understand that you're more at this other end of the spectrum?\n\n[COACH 19:39] Yeah, I've already had a proven track record of experience doing the revenue accounting and technical accounting from a consulting capacity along with an industry at two different. different companies. So I've already had the previous experience and in my most recent role, I've had more experience in terms of implementation, which it sounds like from the conversations with the hiring manager, they would want to move towards automation, move towards improving a lot of the processes, which I've also had experience in doing. So I can definitely lay down the groundwork with all of my previous roles to bring in a lot of like good knowledge that I have that hopefully will set me apart from other candidates that might not be coming in from like\n\n[CLIENT 20:31] the same industry background yes and also everything you're bringing in will contribute to the success of this company yeah you're going to improve even the company where they are right now not change everything overall, but in your area, you're going to be able to push the needle and contribute to the overall success. So by saying that, you know, just this example I just gave to. Yes, it shows them that, okay, eventually if she costs us a little bit more, or you're making so much more, you know, she will contribute, maybe not specifically because of you, maybe also, you know, if you're able to lay out your accounting and things, make them save money or make more money anyhow what you're bringing in brings value to this company and justifies that they aim at the other end of this background yes yes i was also planning\n\n[COACH 21:32] to ask either like or both um the hr partner about like what the expected timeline is and is this a fair question I ask of whether along the lines of like timeline are they wrapping up like any final interviews with other candidates and like what's the overall timeline to expect of when to hear back?\n\n[CLIENT 21:57] Well that's a really good point because you're playing on the scarcity I'm saying you know I might be in demand I might have other offers you know when am I hearing back from you I am in a process I'm eager to start quickly I want to start quickly when am I what are the next steps when am I going to hear back from you because I'm in this process I'm in an active process right now of finding a job so that it has to ring bells for them that if we want her we need to move quick and it's fair it's fair I mean you're not saying it's not manipulating think people are just telling them this and it's true you know we're going to be working on getting other interviews and also everything is true and it's true that you want to move you know fast and you want to have you know an answer quickly i mean that's that's totally reasonable okay what if they don't really give me like a solid answer yeah yeah you mean in terms of precise date like in two weeks three weeks three weeks. Yeah. Yeah. Well, I would just re-instate that, you know, I just want to insist that I'm in the active process and the soonest, the better, because I want, I want to know from your answer, because I want to make an informed decision on where is my career going to head. And hopefully I would like to be with you. I would like to make this choice with you. I mean, because you see, it's kind of a double-edged sword, you know, you don't want to seem like this person is shopping around so much so yes I'm shopping around because I'm serious person I'm in this process of wanting to find a job so they cannot expect you not to do that but also they have to it has to be clear for them that for you they're your first choice you might say that to all the employers yeah actually you will say that to all the employees but but so they need to feel both you know that you're they're your first choice but also you're serious you know you're just not desperate you're serious you want to find a job and you're someone who is serious was you know in this process with some rigor so it's totally normal to have the expectation to hear that be back from\n\n[COACH 24:25] them as soon as possible yes should I ask this to I just really ask that to the\n\n[CLIENT 24:31] hiring manager right rather than the HR person mm because what is that you said there's going to be 30 minutes but is it with everyone or are going to have different\n\n[COACH 24:42] interviews how does that work yes it's 30 minutes with six different people and it\n\n[CLIENT 24:47] ends with the hiring manager wow okay that's interesting okay so they don't want they don't meet so they want to meet individually with you wow okay uh yes yeah it's one-on-one\n\n[COACH 24:59] different teams links for each each person wow okay okay um well then i mean i mean\n\n[CLIENT 25:08] you have you have the possibility to make an impression on every single person so would you want to keep the question for the end uh i think to show them that you're eager to work there and that you're seriously in a process that you have other possibilities you're not losing anything in having every one of them know that right so they each have their the yeah put some gentle pressure on every single one of them. Yeah, because I think it's important to play, you might not have another chance to have an impact on each of them. So it's playing all your cards right now because you want to have the best outcome with every single one of them.\n\n[COACH 25:58] Yeah, yeah. Well, I was planning to send a thank you note afterwards as well.\n\n[CLIENT 26:03] Yes, yes, absolutely, absolutely. because it's all about again setting you apart from the rest of the pack right so every little thing like you said sending this email or just looking on their LinkedIn profile you know if they see that you because you can see who went to see their LinkedIn profile so if they see oh she pops up she went to see us and all of these little details count because they say well this person definitely she's serious you know and and they might want to have the best you know for what they are hiring for so this can these little details can make a difference for sure\n\n[COACH 26:42] yeah yeah yeah yeah okay um see and then in terms of i guess anything else for so i have do you think there's anything else you would advise me to do upon like the second interview with the hiring manager since the first one. I have some notes from like the first one, but any like other questions that you would recommend that I should ask.\n\n[CLIENT 27:14] Yeah. Well, there's something, yeah, you have a second interview with that person. It's all about showing that you're not only eager to work there, but it's like almost assuming that you're going to be hired, like showing that you have confidence. So all things around the company culture. How is it going in the company? Tell me more about the people that were there. To be kind of the one asking the questions, more than answering the questions. So it can show the hiring manager that you not only are really confident that you're going to get a job, that you really want to get it, but that you're asking question as being someone who is curious to know more about the actual work that's being done there, you know, and the internal things. So it makes almost you become a kind of intimate with the company. You're like, you really want to know, and you show genuine curiosity. And I think that this can also move a bit the needle, you know, for that person to be like, huh, okay, this person really is interested about us. You know, ask me a question that is almost like she's already working for us. So it makes it easier for that person to after that say, you know, who stood out of the pack? Well, Hannah, you know, Hannah seemed to be the one who was the most curious, who seemed to be the most genuinely interested working with us. And this is all about impression, right? It's not that much the mental. It's really about what the people will feel when they connect with you during that meetings, especially with a person that had already the opportunity to ask you questions. So probably like she would have asked pretty much everything she had to know at the point. So it's more about using that time to really show that you want to learn more about them.\n\n[COACH 29:09] Okay.\n\n[SPEAKER_? 29:09] Okay.\n\n[COACH 29:10] Got it. Okay. It makes sense.\n\n[CLIENT 29:14] Uh-huh. How do you feel now that we've had those few exchanges together?\n\n[COACH 29:20] Yeah, it was helpful overall. I also had a question just in general about like the portal and the service. So I sent the email to that resume reviewer. I don't know if they got it. They said like one to three days or so. But I just could not find in the portal the self-help section.\n\n[CLIENT 29:41] Okay. I have my own access, like dummy access that I can see what you're seeing. So I'm going to try to go there this afternoon. And maybe if I can find it, send you a capture. And if not, I'm going to reach out to people, you know, the backend and see what's happening. And maybe I'll maybe send also a message for the people for their resume, just for them to update me also so that I know that. Because usually, I would expect that they would at least confirm that they've received it. So that would be the minimal, I would say. So I'll check this up and see if they can at least confirm that they've got it and give you a timeline. Because we're usually people, when they're in these kinds of program, it starts slowly, but you're already in it. So we wanted to move quickly so that you can use the updated version for the next applications for sure. Yeah. Cool. So when do you want us to talk again? Because then you're going to have this interview and then, yeah, we can reconnect, debrief that. I would say next step would be talk about this, how it went. I think that's a really good experience we're going to have. Hopefully it will pay out and you will have an offer, but anyhow, it's also really perfect experience and it seemed to be a pretty complete process that they have like they went throughout with all these individual interviews so i think that it's like having your six different interviews right yes you're going to be drilled yeah and maybe if you have time also before our next appointment to look into you know i've sent you a few documents maybe we've already went through some of them so that we can talk again about this so how does that sound with that um when would be a good time for you and sorry again and thank you for your flexibility for today I just had a conflict of two calendars who didn't talk to each other like last week and there was a double booking so I'm really sorry about that but next week I'm open so it could be\n\n[COACH 31:40] the time that that you want yeah okay so I think next Monday should work for me yeah okay let's see do um let's see Monday like one do you have time at one or yeah yeah that's good\n\n[CLIENT 32:02] Monday up one so right away put the event so it's going to be oh hold on I'm talking too fast what is happening next week at one no no it's good it's good it's okay okay okay okay I'm great I'm great so at one putting you in now okay so I'm gonna send that to you and you're going to be booked in the system. Great. So, well, good luck for tomorrow. I hope this will go fine. And I'm sure it will because you seem like again, I said you seem really well prepared. You know, you made your research. I saw that you knew you prepared what you want to present and what we discussed today. And so I just wanted to push a bit, you know, to challenge you a bit maybe just sometimes little tweaks like we discussed and and then we can assess that next week and see how we can move forward from that okay okay cool sounds good well i wish you a really nice day Hannah and uh thank you and again if you want to send me if you want to write to me during the week give me a little heads up or uh you know i'm i can get my message and reply to you also so you can use that to uh it'll be a pleasure yeah if i don't hear back\n\n[COACH 33:32] from the resume coach, should I follow up again with that email? It said like no response or no replies or should I just message you about the resume.\n\n[CLIENT 33:44] Yeah, I'll write to them today. So, yeah, and I'll try to get an answer to you if they actually received it and if they have a timeline. I try to get that to you.\n\n[COACH 33:57] Okay. Okay, sounds good. All right, thank you.\n\n[CLIENT 34:00] Cool, cool. Well, have a nice day. Talk to you soon. Thank you.\n\n[COACH 34:03] You too. Bye.","rapport_genere":"## Main Topics Discussed\n\nThis conversation between a job coach and their client, Hannah, covers various aspects of the interview process for a job opportunity. The conversation revolves around Hannah's upcoming second interview with the hiring manager, as well as some technical issues she is experiencing with the portal service used by the job coaching company.\n\n## Personal Information Shared\n\nThe client is preparing for a second interview and should ask questions that show interest in the company culture, such as asking about the day-to-day work of employees. They should also ask questions that assume they will be hired, such as asking about the team's expectations for them. The coach advises the client to send a thank-you note after the interview, which can help set them apart from other candidates.\n\n## Work Assigned Until the Next Session\n\nThe conversation is between a job candidate named Hannah and a career coach who is helping her prepare for an interview with a company. They discuss various topics related to the interview, including how to ask questions during the second round of interviews, how to make a good impression on the hiring manager, and how to follow up with the resume reviewer from the portal. The conversation is helpful in providing advice and guidance to Hannah as she prepares for her upcoming interview.\n\n## Date and Time of the Next Session\n\nThe coaching session discusses interview preparation and strategies for a job candidate named Hannah. The coach provides guidance on how to make a positive impression during the interview process, including being confident, asking insightful questions, and showing genuine interest in the company culture.\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-01T12:15:00-04:00","teams_link":"https://teams.microsoft.com/meet/279983645765665?p=80dZ5wHTvQTnCpaV2X","google_event_id":"6030f558-5baf-11f1-8e8d-0adf2b6a3ad4","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre séance pour l'entretien de demain\n\nBonjour Hui,\n\nJe tiens à rappeler les points clés discutés lors de notre dernière séance. Nous avons travaillé sur la préparation de votre entretien avec le manager, notamment comment poser des questions intéressantes sur la culture de l'entreprise et comment vous positionner comme une personne motivée pour intégrer leur équipe.\n\nJe vous rappelle également l'importance d'envoyer un remerciement après l'entretien, cela peut aider à vous démarquer par rapport aux autres candidats.\n\nVous avez promis de me fournir les résultats de votre deuxième entretien pour la semaine prochaine. Je suis impatient de savoir comment cela s'est passé !\n\nJe vous souhaite une bonne journée et je vous attends le lundi prochain pour suivre vos progrès.\n\nCordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Topics covered during this session: Personal Branding, Job Search Approach, Resume Development.\n\nThe client agreed to focus on practicing her 30-second presentation and submitting a resume for review at the next session. She is also assigned to send a thank-you note after the interview to set herself apart from other candidates.\n\nTo be scheduled.","session_summary":"Interview preparation strategies, questioning techniques, and post-interview follow-up.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"1ea252c1-ec5f-4e61-91d0-a3645aff8b9b"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-01T15:45:00Z","duree_minutes":30,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-01T11:45:00-04:00","teams_link":null,"google_event_id":"f150adee-5ac9-11f1-8849-6acdad6a6d2a","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"8efa9a81-2333-4354-84b8-fe4fab1ccbd6"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-01T15:00:00Z","duree_minutes":30,"type":"Phone","statut":"no_show","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Call with Your Coach-2026-06-01T11:00:00-04:00","teams_link":null,"google_event_id":"5d8a3580-5f83-11f1-a511-322b5b7e0aa0","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"cc3a9b48-28a4-47cb-b4a4-be1d22b3c64e"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-06-01T04:15:00Z","duree_minutes":30,"type":"Phone","statut":"annulee","notes_brutes":null,"rapport_genere":null,"code_activite":null,"etape_coaching":null,"outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Call with Your Coach-2026-06-01T00:15:00-04:00","teams_link":null,"google_event_id":"5ffcab04-5baf-11f1-8e8d-0adf2b6a3ad4","courriel_suivi_sujet":null,"courriel_suivi_contenu":null,"temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":null,"enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"602b8070-5dd7-478d-a2b7-868e07eac803"},{"candidat_id":"448b5c2a-ae11-4600-a96a-afb6a825c38d","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-05-27T15:30:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : dea3d0a5-57df-4800-8c08-04c2f90483d9.m4a (2026-06-11 01:03) ===\n\n[CLIENT 00:06] Hello, Anna. Hello, sorry, I'm like. It's fine. How are you doing today?\n\n[COACH 03:45] I'm okay. How are you?\n\n[CLIENT 03:46] Yeah, I'm really fine. Thank you for asking. Thanks. We finally get connected so you were able to find your way around the next platform and to book the appointment. Yes. That's awesome. Great, great, great. Well, Hannah, for today, what I would offer? you is maybe for just a few minutes tell you a bit about me who I am why I'm here but really the most important for today is we to talk about you because that's who we are for who we are here so briefly my name is Jean Sebastian I'm Francophone as you can hear I'm from Montreal and I'm a coach for right management I'm part of the team of a broader team like management so you understand we have different services and here my purpose is really to be here for you. So to really create a space where we will have a possibility to talk about what you're experiencing right now, what we're going through, and move together along the path of figuring out how you could use the tools that are available through right management. So it's really a time that you can use for anything that's on your mind, really. And I'm here to create a space where I'm going to be welcoming. and being the space where you can share what's going on through the process. So yeah, you have some questions so far. This was pretty brief and simple.\n\n[COACH 05:17] Yes. Yeah, thank you for the introduction. I've used, I'm not sure if this is similar, but I've used like an outplacement service before and I was browsing around on the Right Management Next website. And I saw a few tools like for the resume writing one. Like, I have, I think I've uploaded a copy of my resume, but I'm not sure, like, what the next steps are and getting, like, it refreshed and those.\n\n[CLIENT 05:45] Yeah. You'll see it's really amazing. All the, all the tools and services that are included with the right management service. So, you're right. There's this resume service. So we have, I have colleagues of mine who are specialized in revisiting resume, and it will be able to see a resume, to comment it, and then we'll be able to see it together. So to get their comments and discuss them together, we're going to be talking also about a LinkedIn profile, so how to revisit that. And also one of the first steps will be to talk about your personal branding statements to see who you are right now. Because for many people that we work with, that they're going through this process that can be a very difficult process. It's a pivoting moment in a life. It doesn't happen often in the lives of people when we're going. we have to change course like that. But the way I really want to approach it with you is to see this as really an opportunity. So really to see this as an opportunity to see what can be done better for you. So what you really want to do at this point? So the personal branding will be really one of the first steps that we're going to be going through to really nail down really more precisely who you really are right now and what you want to do. So that will really help to to be more precise in what we do after. So, yeah, and if at any time, you know, if there's anything that I say or do that for any reason, you know, you would like to be different, I really invite you to tell me. You know, I really appreciate when we're frank and direct. So do not hesitate if there's anything I can do differently to tell me, and I will adjust my important. So maybe to start off, if maybe you could tell me a bit more about about actually that position that you were having and not necessarily going through what happened, but maybe tell me more about what you've been doing for the past years and that you find that you like to do. What are the aspects of what you've been doing so far that are positive for you?\n\n[COACH 07:56] Yeah, sure. So my most recent position was as an assistant controller, and that involves managing the day-to-day operational accounting and any technical accounting that came up for our U.S. subsidiary, I had two direct reports, an accounting manager and a general ledger accountant that I had worked with previously. He was an accounts payable specialist. So since we're able to automate a lot of like the payables work, he was able to branch out more into helping me more with the operational general accounting side and aspects that I enjoyed about my job was um it was a different step from most of my previous roles which were revenue focused so that was more um taking a broader step into the overall picture of accounting for expenses for balance sheet not just focused on revenue and accounts receivable in my previous roles. And I also had just enjoyed working, collaborating with all of my coworkers, not just in the finance team, but like across the overall organization since it was a pretty small company. So there's probably maybe like 30 to 40 people in the main corporate office and the rest of the people or sales people in the field.\n\n[CLIENT 09:27] Okay, okay. And would you say that this is a similar setting that you would be looking for? Is it something that you would want to continue to have a similar type of work? Or is it something that you see that there are other things that you would like to try it?\n\n[COACH 09:46] Ideally, I would like to continue on this past to just build on the incremental experience I have now and to stay at like the desired target salary range that I'm looking for but I'm currently like in the process of interviewing for another like associate director of revenue and billing so that's kind of going back to like similar to my previous experience so just because like my overall job search has been slow so far I've applied for assistant control and controller rules but I just I get the sense there aren't that many available, so I'm trying to be flexible too.\n\n[CLIENT 10:28] Okay, so I see that you're already in this process of looking, of working. You said I'm working on my resume, I'm looking out, even sending applications. How do you say that you, at this point in this process, how do you feel right now about this? Let's say that's a pretty broad question, but how do you enter this search and what is your state? of mind right now?\n\n[COACH 10:55] I mean, I would say my state of mind since it's been about two and a half months since I left the job or a little bit maybe over two and a half months since I left the job that it's not great since it's been pretty slow. I've gotten a few interviews, but a lot of times like I just don't hear back in general or even like when working with like recruiters or staffing agencies is not like a great match. I've been going to a couple networking events as well.\n\n[CLIENT 11:29] Okay, so it seems that you're pretty active, that you're getting into action right now.\n\n[COACH 11:36] Kind of. I mean, I'm not spending, like, all day applying to jobs just because I don't think there's that many. So I try not to get myself down of just, like, searching endlessly for jobs.\n\n[CLIENT 11:49] And I don't have all the details. Maybe we don't want necessarily to go too much in details, but one step that we find is important is also to come up with what we call the parting story. So to understand, because people will ask, you know, what happened. And quite often people they might know. Sometimes they don't know and might never know. So I don't know in that process, have you had some reflection around that? And it's because what we find important is not, we don't want to lie. You know, we need to say the truth. but at the same time, we need to say a truth that will present you in a favorable way. You know, because that's what we want to be seen as positively. So what would you say, would you have in mind if someone would ask you how, what makes it that you're looking for a job right now?\n\n[COACH 12:41] Yeah, so, yeah, that's a little awkward talking about that, but I'm like, take a couple of different approaches for the one. that's the revenue related role I think I actually told them that I was interested in this role again since it aligns more with my previous background and yeah part of it I just left it as like realized that the company wasn't a good fit and I think that is true at the end so yeah I just left it as like the company wasn't a good fit and then pivoted to and I'm excited for this role. since it's different from my previous role. Or going back to what my previous, building off of like previous experience when I was in revenue-related roles.\n\n[CLIENT 13:28] Yeah, yeah, yeah, yeah, absolutely. So, yeah, so that's a good way to present it and say that you're looking for something for a new opportunity. It doesn't mean that the previous was bad, but you're on this trajectory. There's a path of improving.\n\n[COACH 13:43] Yeah, and then for once that I've had the interview, that's similar role and like kind of building off of the, the last one where I was an assistant controller, I did mention to them that like overall being in the position that I was at as an assistant control, I was able to see the finances and the company was consistently not meeting their targets. So I think it's easy for them to fill in the blanks that they were doing well.\n\n[CLIENT 14:07] Yeah, yeah, yeah, yeah. And hopefully we'll find something better. That's the goal because what I always see to candidates is that we, our goal is not, you know, sometimes people say, I would like not to get something lower or lose too much money. But the goal here is to aim higher, right? We want to make a progress and use that pivot as an opportunity for that. So if we can agree on that, we're going to aim at a higher position than we had previously. Awesome. Okay, great. And have you looked around, you said you went on the next platform, you looked a bit, You even sent in the resume. Have you watched some of the videos? There's a lot of content, actually, Hannah, on that. I can be honest. But there are few, I would say, important steps for the beginning. So for sure, there's one about the resume. There's one about the LinkedIn profile. And there's one about this personal branding statement that I was telling you about previously. So those would be like maybe our first. three steps that we could go through. And the idea is really for the coming weeks. You know, every time we're going to be talking, you're going to have some little homeworks. Nothing too harsh, but just to move the needle, you know, gradually. And just to manage the expectation. You know, sometimes people say, I'm eager. I want to have something in one week. You say, well, sometimes it takes a little while. So you said, you know, it's been, you've been at it for for over two months. So maybe it will take a few weeks before we get through all the different steps. And you said that you're also working sometimes with other agencies or people placement agencies and people like that. So maybe they'll have also some input. I can imagine you've had some discussions with people from these agencies.\n\n[COACH 16:07] Yeah. Yeah. I haven't had too much luck so far. They've given me like a couple of roles. that haven't really gone anywhere. There was one that reached out to me, but I actually withdrew my application from the process since I think like the culture just through the process of like one interview and they wanted to sign like a really intensive case study portion. I decided that I didn't really want to be part of the company.\n\n[SPEAKER_? 16:41] Oh yeah, yeah.\n\n[CLIENT 16:42] Okay. So that's really interesting. So there are things that you know that you want. There are things that you know that you don't want.\n\n[COACH 16:51] Yeah.\n\n[CLIENT 16:53] That is great. That is great. And actually, that's one thing that we will be doing, we'll offer for our next discussion, is a tool that we call the identity matrix. So we'll go through this together. And it's really to assess who you really are right now, who you would like to become, but also who you would like not to become. And this part is really important because sometimes, especially when we're in position that we're looking for a job, it could be tempting to accept things that we might otherwise not really want to do, right?\n\n[COACH 17:31] Right.\n\n[CLIENT 17:31] So we're going to be going through this altogether. So again, for the next platform, can you tell me again what you've done so far? And you said about the resume, have you watched other of the other content from there?\n\n[COACH 17:46] No, I haven't watched any of the content yet. I've done, I filled out one of the, the, the, I'm not sure if it's like a survey or item, but it was the values and drivers assessment, I think, where it created, it had some statements and circumstances that it wanted you to rank. in terms of whether it was like essential, important, nice to have, not important, or to avoid. So I filled that out. Is that different from the identity one?\n\n[CLIENT 18:21] Yeah, because the identity is really like a table, and we're going to be looking at it together. And actually, we'll be having a discussion about it, and I'll send you the tool after you'll be able to fill in and to enter other information. Some of what you've already answered could be useful, because you already got, you know, the thinking. active. And once you're going to get the tool, so sometimes I will ask people to take a few days, you know, to think about it, fill in, then, you know, sleep on it and get back. Because this is really the foundation for what we're going to be going through afterwards. So maybe what I could suggest for the coming week, because the rhythm that we're going to be having is for the beginning, for the first weeks we could have a meeting like that you know a 30 minutes meeting once a week for the coming weeks if that's okay for you and then we'll see after that you know sometimes you know if people have over two months three months sometimes it's we can have a meeting every second week when it's just about you know applying to places and waiting for answers but we will be able also together to really go through not only identifying where you want to apply, but you know, submitting the application, but also if you get an interview, and it will be able to also even practice together if you want. Okay.\n\n[COACH 19:42] Yeah, so I might have, I did hear back, it's been like kind of really slow, ongoing process where I had reached out to someone that I knew who was the hiring manager from like a few previous jobs ago. I didn't work with her directly, but we were in the same consulting company, so I was able to get like HR screening and then the direct in-person interview with the hiring manager. This was like over a month ago back in April and they've kind of just kept me on the back burner it feels like for like over a month. I did sound like a follow-up and they just got back to me that they want to bring me on site for a panel interview with six people. So I'm just waiting to hear when they're trying to schedule that.\n\n[CLIENT 20:30] Okay. How do you feel about that?\n\n[COACH 20:32] I'm a bit nervous, but it seems like this could be headed in the right direction. Also, like, I don't get the sense that the company's that enthusiastic about me, which is not like a great feeling compared to like previous jobs that I've gotten. But yeah, I'm trying to be realistic. It's just been, I think, this time around, it's been pretty challenging.\n\n[CLIENT 20:53] Yeah, and when you say they're not enthusiastic, what makes you say that? Is it through, like, did you have conversation through the email?\n\n[COACH 21:01] Just the length of time. and like their unresponsiveness in the hiring process. Yeah, yeah, yeah, yeah, I understand. And, like, I also got several staffing agencies trying to represent me for the same role. And I knew it was the same role because it's got very specific title. So since I applied directly myself, they obviously couldn't represent me. But, yeah, I got a sense that they're trying to find comparable candidates for the skill set or I don't know how they're doing in terms of finding, like, other people in the talent pool.\n\n[CLIENT 21:35] Okay, okay. So, some seems you already have a pretty good lead there. And, yeah, you say they're not so much enthusiastic. That's just the sense that I get.\n\n[COACH 21:45] I don't know exactly, but, yeah, I'll still go into the interview, like, try to be fully prepared and then show my enthusiasm. Yeah.\n\n[CLIENT 21:54] Ah, what a. And, you know, and even if it's not necessarily something that, you know, you would, necessarily want to go through with just to practice it, you know, just to go through the interview, just to build the confidence. Sometimes this is, this can help for the following interviews, right? Okay. And do you know, you said they reached out for this panel?\n\n[COACH 22:18] Yeah, I sent them my availability. Since it's with six people, I imagine they're just taking some time to probably coordinate with the six people's schedules. We had a holiday weekend. So they told me to provide the availability for like the next three weeks. So I was thinking once I get like the date and the details, can I schedule something with you so that we can prepare before that?\n\n[CLIENT 22:44] Okay. Yeah. Well, that definitely we can do for sure. You know, if, and even, you know, if they say, even if it's coming closer, let's say it's the coming days, I mean, we can, I said once a week, but we can, you know, push it, pull it, you know, for closer if need be, because the most important is for me to be a fuse for you. That's not really the thing. So okay, that's great. So for the coming days, what I would suggest, I can send a follow-up in the email, but if you can on the next platform, look at the, there are some videos that you will see in the video section that probably are popping up in the, the top of ones there's one that is really basic it's getting started and even though it can seem pretty obvious and and but I would still recommend to to watch it because it explains the program more in general maybe you'll learn things in that that you know other things we can benefit from there is the one about the resume for sure you've already uploaded but it also explains what what are people going to do with your resume once you send it There's one about the LinkedIn profile, and the fourth thing is about the branding statement. Those would be like the four, I would say that you could watch this week to prepare for our next meeting. So when we meet again, we'll go back to revisit that and work on what I told you about, the identity matrix. So once we can have done that, within the next week or two, I think we'll have like a really good basis to work on and then really start to work on what you're looking for to do for one. How does that sound?\n\n[COACH 24:35] Yeah, that sounds good. In terms of like the resume colleagues that you mentioned, I think I couldn't figure it out on my own. There were other meetings or stuff that I could schedule, but I couldn't tell if they were like all one-on-one or if it was like with a group. I couldn't tell, like, what... Yeah, I think... Because it was under events.\n\n[CLIENT 25:00] Yeah, if that's the events, there are some that are pre-recorded, so kind of webinar, you can watch when you want, but they are actually a right kind of live events. So it's not one-on-one, but it's with a group of people, but they present similar information that you would find in the video, but there's a possibility to interact. So if it's possible for you to attend one of these, I would recommend it because that's great. You know, sometimes you can hear questions from the... others you can ask your question it's a bit more interactive but I know that they have like fixed times so it's just a matter of finding if you're available at one one of these so yeah that could be something if you see that there are some in the coming days and you're available that's definitely something that could be good to do cool and talking about the next step when would you like to have our next conversation happen\n\n[COACH 25:55] let me see maybe like that towards the beginning of next week maybe like monday yeah yeah sounds good so what would be a good time for you see um similar to this probably like 1130 works for me one day if that is open or in the afternoon is fine too\n\n[CLIENT 26:22] i have something yeah it would be quite sure i have something at i have another person at 11. So sometimes I try to have like at least a 15-minute buffer between the meetings. So it could be, well, we could have it at 1145 or in the afternoon if it's. And hold on before we say that, what's the time where you are right now?\n\n[COACH 26:42] Oh, I'm in eastern time. So probably the same time zone as you in Montreal.\n\n[CLIENT 26:45] Yeah, yeah. Okay. So yeah, when it could be either from 1145 or in the afternoon.\n\n[COACH 26:53] Yeah, let's do 1145 then.\n\n[CLIENT 26:55] Okay, cool, cool. So I'll send you the invite and then you'll have the team's link in that too. Good, awesome.\n\n[COACH 27:09] So is it a separate email or someone that I need to get connected to for the resume? So I want to, I guess, start that process in between and then I'll read your email about any of like the homework or follow-up items before we made on Monday.\n\n[CLIENT 27:25] Well, once you upload it, yeah, yeah, they're supposed to be a follow-up because I don't have access to that, but there's someone on the team, but it's possible that...\n\n[COACH 27:38] Yeah, I uploaded it right when I registered last week, so it's almost like a week ago. I didn't get any follow-up. It just said, and then I had to, I think, manually request. you as a coach to be assigned. So I don't know if it's similar. I have to request like a resume coach or something.\n\n[CLIENT 27:56] I'll look into this. It's not impossible that they were waiting for us to talk, to speak first before going into that, launching this process, because it seems to be in parallel. But I'll definitely look into that today to see if that's something that we can push. Because often it arrives a bit later, but, you know, as you already have the resume. and you're actually having people that, you know, you can submit, apply, and have interviews. I mean, we don't want to delay that for sure. So I'll look into this and get back to you. Okay. Sounds good. Great.\n\n[COACH 28:31] Yeah, sounds good.\n\n[CLIENT 28:32] It was really nice to connect with you, Hannah.\n\n[COACH 28:36] Yeah, thank you.\n\n[CLIENT 28:37] And we'll definitely talk. So next week, it's possible, and this will happen probably after every call, well, not every call, but might happen after one of our comments. you might receive a little survey about about me so you'll see it's a pretty common net promoter score you know the NPS 1 to 10 so so it's not about the service in general it's really more about our our sessions and our meeting together so you just to inform you that you will be receiving that possibly if not today maybe after one of other other sessions okay sounds good all right thank you well I wish you a really nice day Hannah and rest of the week And we're going to talk again on Monday.\n\n[COACH 29:21] Thank you. And then is it okay to email you? I guess if I have any updates in between. I saw there was like a general number two that was with an extension to.\n\n[CLIENT 29:31] Yes, yes. And you'll probably have my email. Well, I'll send you an email, but you'll have, well, you got an email. Yeah, I sent you a first email. So yeah, you can reply to that. I'll get my emails every day. So yeah, we can go back and forth also between. Okay.\n\n[COACH 29:46] Yeah. So if I have any updates. about when they schedule it or if anything else, okay, I'll send you a message.\n\n[CLIENT 29:52] Sure, yes, yes, I want to share the enthusiasm if you get some good positive answers. Awesome, okay, well I wish you a nice day, Hannah. Talk to you soon.\n\n[COACH 30:03] Thank you, you too. All right, bye.","rapport_genere":"## Main Topics Discussed\n\nBased on the conversation, here are some key points and insights:\n\n## Personal Information Shared\n\nThe coach's name is Hannah, she lives in Eastern Time Zone (likely Montreal), has a weekly call scheduled for Monday at 11:45 AM, and her client will receive an invitation via email. She also mentioned that the next time they meet, they would revisit and work on the Identity Matrix.\n\n## Work Assigned Until the Next Session\n\nThis conversation is between a career coach (Client) and a client (Coach/Hannah). The session aims to help the client prepare for an upcoming interview.\n\n## Date and Time of the Next Session\n\nThe conversation is between a coach named Sarah and her client Hannah. They discuss various topics related to job searching and career development. Here's a summary of their conversation:\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":"outlook-Hanna Gao/Jean-Sebastien: Introductory Call with Your Coach-2026-05-27T11:30:00-04:00","teams_link":"https://teams.microsoft.com/meet/216272957744028?p=EO1ltIBiLOXLMej1QR","google_event_id":"b5f4d4d8-59ce-11f1-b4de-663c13713b8c","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre dernier entretien le 15 février\n\nBonjour Hui,\n\nJe vous remercie pour votre implication active et engagée lors de notre dernière séance. Nous avons pu aborder plusieurs sujets importants tels que la définition de vos objectifs professionnels clés, l'analyse du marché de l'emploi dans votre domaine d'intérêt et le travail sur votre dossier personnel.\n\nJe vous rappelle les engagements suivants : vous m'aviez promis de me transmettre votre CV révisé d'ici 3 jours et nous avions prévu de travailler ensemble sur la Matrice d'Identité à notre prochaine séance.\n\nJe reste à votre disposition pour tout besoin ou question. Je suis impatiente de revoir nos progrès lors de notre prochain entretien. À très bientôt !\n\nCordialement, Hannah","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Topics covered during this session: Career guidance review (strengths), Personal Branding, 30-second presentation.\n\nAgreed for next session: The client will revisit the Identity Matrix with the coach at their next meeting, likely on Monday at 11:45 AM. This suggests they will work on further developing the client's personal brand and strengths to prepare for an upcoming interview.\n\nNext session: To be scheduled - this information was not provided in the report.","session_summary":"Career readiness, interview preparation, and self-assessment for the upcoming interview.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"be7d1318-6d08-480c-b705-a5abe8ba6230"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-05-25T15:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"[CLIENT] Hey, good morning.\n\n[COACH] How are you doing?\n\n[CLIENT] I'm good. How are you doing?\n\n[COACH] Oh, great, great, great. I see that we're still, you're still in the hollow.\n\n[CLIENT] Yeah, that camera situation is driving me nuts. I don't know what's going on there. I actually ordered another laptop, so we'll see. I haven't, like, this is my, like, home laptop, a spare one, essentially. I used to have a work one that I was using all the time. so that one used to have a working camera that's when i never really used it so yeah now i'm um\n\n[COACH] yeah beyond help at this point yeah yeah yeah well no worries no worries we'll work as long\n\n[CLIENT] as you can see me uh that's good yes great it's just bizarre it's like you kind of see something but not much so i don't know what the heck is going on yeah well you know i feel like i'm talking\n\n[COACH] to an ai you know like when they hollow and you don't know if there's an actual person behind right so maybe it's right management trying to trick me and uh testing me\n\n[CLIENT] so how was your how was your weekend it was good yeah just uh trying to stay busy like catching up on some stuff you know around the house and whatnot just uh yeah uh trying to stay active and uh yeah uh positive yeah well that's that's that's a good thing you know that's the uh\n\n[COACH] yeah that could be challenging at times when uh when yeah when you're in the your situation but you know we're we're gonna be spending some time together in in the uh in the coming weeks and and trying to smooth this you know to make this yeah no i appreciate it like you said it's kind\n\n[CLIENT] of like a grief thing so yeah like it comes and goes and whatever just because it's uh like i'm so used to going to work all the time and spending weekends working and thinking about work so now other is a shift of okay well not my problem anymore I don't have to think about that but it's still in my mind you know like all of the things that I haven't you know kind of quite run over the finish line so hmm yeah yeah I\n\n[COACH] understand that yeah and and but but also the we're trying to smooth this but at the same time to to move also forward you know and to get results and and so So that's what we're going to be working on for the coming weeks. And to start off, I know you seem to be really eager to move forward. So I really appreciate that. I really like that from you. Well, to start off, I would offer you today to play a little game. So we'll try something to imagine different situations. So I'll offer you some context, and I'll also note what you're going to be answering, and I'll send that back to you. And that will help you in building what we call the personal branding statement. So this will be really a foundational tool to go forward. So that's something that we will do today. But first of all, just to lay the ground, I have two questions for you. first can you just tell me more about about what you really liked from your previous position what you appreciated from that what you felt you were really uh good at and that you felt that you you were really uh it was a good fit for you what what aspects of that that role would you say uh\n\n[CLIENT] were a good fit for you i would say i like complex and fast-paced environments and i feel like where a lot of people crumble under pressure i actually thrive in that i do i just genuinely enjoy that and uh um whereas you know i learned at some point that that I'm not good at medical emergencies, I seem to be able to keep my head cool in, you know, other areas. And I genuinely enjoy that. I will be honest, I enjoy power, I guess. Just being, you know, upfront about it. I enjoy being in charge and kind of taking charge in the situation, charge of people, know exactly where everybody stands and be able to improve the situation. I liked working on operational performance, on analytics, on building accountability, on creating systems, just kind of, I guess, dealing with chaotic environments and making them more structured and less complex, if that makes any sense.\n\n[COACH] Yeah. So I understand to be of service to people, to the organization, making, like you said, complex situation to resolve the situation, to come with solutions to that, concrete solutions. You spoke about power also, so some sort of also being able to make some decisions and have a grasp on some aspects of the work.\n\n[CLIENT] But I will say that maybe that has something to do with just the previous work structure as well, because it seemed like for the longest time, nobody was making any decisions. So I naturally gravitated to, OK, well, I mean, this is a niche that someone needs to take in order for us to be able to execute. And that's where I found myself. And I did enjoy it at the time. And again, you know, the unfortunate thing is that job is pretty much my longest run professional work environment. So this is where it gets a little trickier. Like, is this truly what I like or is this just what I liked at that particular job? Because of the situation that I was in, I'm not exactly sure. But I do a lot of thinking about it. So I think I do like it.\n\n[COACH] Uh-huh. Okay. Okay. well then maybe we can you know the little game i was i was talking to you about it's a few questions and the idea here is really to you know you said you know i've been in this role for so many so many years so i have some understanding of what is work and maybe i'm a bit biased by by this because this is what you know so let's pretend you know just for right now for as a game that everything everything could be possible anything you can imagine you could do anything you're not limited by time by education by by resources uh so let's pretend you know we lower all the the constraints the barriers sometimes that we put in our mind right And if I ask you, you know, what would you like to be as a person that you are not right now? What would you answer to that?\n\n[CLIENT] My biggest issue, something that I would not want to admit during an interview, is that I dwell on stuff. And I really have a hard time of letting things go. which don't get me wrong at some point it made me successful at what i was because i would be focused on uh you know the result and uh but that same focus uh i i keep for you know things that are negative or things that um and it's it makes certain situations more personal so that's a problem you know i would like to be able to let it go and and i mean mentally i understand that it's not personal but uh you know how do you get over that um and and not feel it so i i think if i could be um you know anything as a professional i would like to be uh less less of that maintain my focus on positive and big picture things and be able to not constraint myself, you know, with my, like, mental insecurities or whatnot.\n\n[COACH] Yeah, yeah, yeah. And what do you think this would require? What would you need for that, to be freer than that?\n\n[CLIENT] um i will say that i uh i'm not exactly the person that needs a pat on the back you know i'm just kind of like a free horse you let me do my thing and i do it you know just tell me what results you're looking for and i'll deliver um and because that's how i you know do things but I mean little things of success I would say just like kind of a confidence booster probably does help me to to feel better about it and then it's just it's all kind of in statistics you can say I guess you know like when the positives outweigh the negatives you know it's just it feels better and then you know you kind of are able to to focus\n\n[COACH] on uh yeah big picture so i hear like both the autonomy you want to have the autonomy to be able to do things for yourself but there's also this need of some sort of acknowledgement of what\n\n[CLIENT] you're doing when it's acknowledgement or or maybe uh because like i'm analytical and as long as i can see in my results that we're moving somewhere you know like that's uh um gratifying in on its own as well so like say if the hope was for me to remove uh some overtime from a specific group and if i managed to reduce it to to like the appropriate number you know like that's gratifying on its own i don't necessarily need my boss to uh you know say that okay so to have a way to see to\n\n[COACH] to to touch what are the results what what have i done you know and see how this pro the progress\n\n[CLIENT] okay okay so that's something that you mean i will say you know because again because i'm thinking right now about all of those things it's uh because i was dealing with people like operation is definitely like people related things everything comes down to people you know you can put the process in place but for as long as people are not following that you know there is no success uh you you could put uh any kind of system tools you know they're not using it using it wrong for various reasons whether they don't understand or don't care or you know there's there's so many moving parts and and that's why at some point it did become less gratifying of a job not that it like it's it's kind of thankless just to begin with i'll be honest but like at some point it's just like well how many you know how many different systems can i put in place so that they're like obvious and uh you know like you start i mean i i started my career maybe a little too strong like i have 20 different things for like everybody then you know i i learned real quick that you know too many changes are overwhelming for people so you're like okay well let's figure out which one is the simplest one so that we can start build on that one and we would you know and don't get like certain things were successful and and whatnot but i i guess the more i think about it like that's why i like that's why i kind of wanted to maybe do project management because well at the end of the day where is when you deal with people well i don't know is it truly ever going to get better uh whereas uh in you know when you deal with a specific project well there is an actual end to it you know and that's and that's gratifying like you look at results and you're like okay well like this is stage one this has been completed and check mark you know i feel good about it because it's you know it's so obvious whereas it's just with people and i like working with people don't get me wrong and it's it's like i'm kind of like i'm looking for challenge i i just like being challenged so that i'm i'm not bored but uh i mean i found a lot that sometimes people are just way too challenging because there it's it's like kind of like trying to uh pick a fight with a pigeon you know they just do their own thing and and it's just like peck away at it and that's that um like there is no amount of reason with certain people that can like lead them to understand where you're coming from or you know like you you tell them in numbers uh you know two plus two and and they're like no no it's fine like it's stupid what you're saying and then okay\n\n[COACH] yeah and and i'll offer you two statements and and you know you'll see how i work sometimes i will offer you two options from what i hear to make sure i understand well and it's a bit like i don't see if you have glasses but i have glasses okay but when you go i usually do yes but when you go to the optometrist you know sometimes they put this big you know thing in front of you to test the different lenses you know and they make two choices you said is it this or is it that and sometimes it's really it looks really much the same but one is crispier you know so so i offer you two statements from what i'm hearing is it that you tell me which one seems crispier for you uh is it something about uh you need to have extremes so to have other people you know let's say the boss or supervisor or the employer to say okay here you know these are the things that you've done and you know you've checked them we appreciate that or is it something about having a role that allow yourself to be able to to to to split that in you know sub objectives and being able to check them is it is this something you need from someone else or is it something that that you can provide yourself the satisfaction as long as it's a job that allows to have these kinds of metrics that you can give yourselves what which i would say autonomy is\n\n[CLIENT] something that is important for me when someone is breaking down their own vision of how the task needs to be completed well that's the perfect execution for them uh perhaps but not necessarily for me so for as long as i know what the ultimate goal of uh whatever we're trying to achieve is i'll make it happen but you know and uh like sometimes i do certain things in a creative way or you know kind of my way in a sense so that's that's what's important for me yeah okay got it\n\n[COACH] got it and let's say um another question for you what you are right now that you want to continue\n\n[CLIENT] to be what would you say about that i think i determined that a long time ago i really care you know i really give it 140 percent like everything that i have you know i'd give like whatever that is you know if someone needs help from me i um um you know i'm all for it like we had one gentleman that had lost his wife and every single weekend we'd meet up for coffee because it was important for him because he had nobody else to to talk to so we'd go for coffee we'd go for breakfast until you know like he uh uh managed to get out of that you know grief and We're still in touch with that gentleman. And I'm the same way about my work. So for as long as I, like, it's not just the deadline itself. It's just the, I create my own urgency. And I'm passionate about things. And I would like to keep that passion.\n\n[COACH] Uh-huh. Okay. Yeah.\n\n[CLIENT] It can be consuming.\n\n[SPEAKER_?] Yeah.\n\n[CLIENT] uh but uh for for as long as things are like again outweigh the positives outweigh the negatives you know i actually gain strength in that because a lot of people would ask me well you know what about that burnout it's like no i enjoy getting up at four o'clock in the morning and having you know a productive work day ahead of me if i see that that's where it's going but uh you know like if everything is just kind of going downhill like i don't i don't want to dwell on that i don't like i don't want to lose the the passion and excitement that's uh you know work or certain\n\n[COACH] things bring me yeah yeah because it's true everything anything that is good to some extent can become negative you know if you push too far and uh so passionate caring okay i i hear that um and let's say now what you are right now that you wouldn't want to be in the future so it could be who you are as a person or what you've been doing you know as work that you don't want to do anymore you say i i would like to change that i want to be like that you said a bit like the dwelling thing um yeah uh so what else would you say is something that you would like to to use this opportunity that you have as a pivot right now to say let's let's just put that on the\n\n[CLIENT] side i don't want that anymore in my life what would that be um you know what i again just working with certain people um i learned that certain industries are like cattier than others or a little more blue collar than others and certain things are like i'm a woman in construction industry so certain things i i would it would be nice to elevate it would be nice to uh use this as an opportunity to be less involved in a day-to-day uh issues of uh someone not being able to find pants and being able to come into work like you know stupid silly things like that that are just you know something that you expect a child to say so um or you know rude things and like yeah just something a little more maybe professional yeah yeah um just because i feel like i'm like i've done my you know dues of of dealing with that level of problems it would be\n\n[COACH] nice to be elevated yeah so you want to be somewhere else you're and and i think that the choices you're making with you're going for this pmp certification is going that direction saying i want to be doing things differently and i have the credentials that could open the door to to have a different role hopefully yes yes okay and what about what uh what you're not right now but that you could become in the future that you don't want to become that's a tricky one what would you say to that something that that if if nothing changes and and life continues like that that you could eventually become but you don't want that\n\n[CLIENT] i don't necessarily know it is a really tricky one um i'm open to anything because i try to find what interests me in in in anything that i do and for as long as i'm learning new things and i feel like i'm growing as a professional or a person i uh truly enjoy it uh i wouldn't want to be stuck i guess is uh uh what it is and maybe you know it could have happened if i just yeah like i wouldn't want to be i wouldn't want to be stuck in the same you know position and and stop my my growth and if i get into um you know not liking what i'm doing there is a good chance of that happening i suppose so\n\n[COACH] yes i i would like to progress and uh and be there yeah yeah so that that could be something that could happen and you could you could still be at the same level yeah and that's definitely not something you want you want to no to to move ahead and to do something else great but you see just in the few minutes that we did right now julia uh the goal of this exercise it's a little game is what we call in coaching the identity matrix so it's like a it's a chart you know we have quadrants and you ask your question about on one side is what you what you want to be the other side is what you don't want to be and then the the different section is you know what you could become what what you are right now uh and what you really don't want so you see that that's where we can place some of the things that you've said and so i i took some notes while you were talking and what i would offer you um for the coming days because i know that you're eager you want to move and you seem someone who wants to take uh good chunks you know some people want to say like oh i just i don't want to work too hard and you're like i want it so give it to me So I'm going to give you a little extra homework, if you allow me. This is a bit outside of the normal right management. I'm giving you some extra, because in life also, I'm a neurolinguistic programming coach. So we do some exercises like that. So I'm going to send you this chart, so you will see it. And I will already have put some information about what you said. but you will see that there are some spaces that can still be filled right so so over the course of the coming days i would i would offer you to to use this tool you know and to you know you can work a bit on this today maybe wait tomorrow and two days after you come back to it you reread it say oh does that make sense can i go further you know so so the the more detail you are the better it is for you. Because the goal of this tool is to really define who are you really. You know, at this moment in your life, what do you want? And also what you don't want. Because this is important. Sometimes people they focus on, I want this. But they forget that there are some things that they want to, they should let go, you know. And they are still in patterns, right? They really do something. And then they're like, oh, damn, why am I still there? I didn't want that. So, I'll send that to you. And the other thing, so that we still are on the right management path, one of the steps that we need to go through is the personal branding statement. So, there's a document about that on the next portal. I don't know if you've seen that or I could send you the…\n\n[CLIENT] I've seen it, yeah.\n\n[COACH] So, if you can go through this, and the identity matrix will help you with that also. Because it will help you to define who am I right now, what I want to be, what I don't want to be. And then doing the personal branding will allow you to come with a statement, with a little paragraph saying, okay, well, this is what I am right now. So it's not necessarily what I'm looking for, but who am I right now? And then we can go to see what you can do now. but you see the order it's important to really settle who you are right now uh and to take the time because it's precious time you know you have this it will sound cheesy maybe but i i really truly believe it you have this amazing opportunity right now julia to take this pause you know some people will say a sacred pause and to to really be able to to breathe a bit and say why do i really want at this point you know and and so many people they don't have this luxury you know they will spend their whole life just spinning and then they will get to retirement was how they would look back some i wish i would have done that i wish i would have done this and and you know you have this opportunity right now to if we do it right and i feel from what you're saying and what i hear that that that's what you want you want to make the most out of what we're doing here i think this it would be a great opportunity to really to be more precise and laser focused on this is really what i want now and then after that it's how to go get it and the more you're precise well the better chances you have of getting what you want you know when you go and you grab on anything you see past well there are more risk of getting something that you don't really want right so uh how does that sound yeah sounds great let's do it yeah awesome great so um we should book another session our next session uh julia um so this would need to go so next week but but i know that you want to be to be to your go-getter and you want to move fast so it could be as soon as we could do it like next next monday so we don't spend too much time so but i even though you might say okay one week is a lot it's a lot of time but i really would insist on really that the importance of taking the time of doing this step that is really it's You know, it's like the foundation. Well, your construction industry, so the foundations are really important. After that, you can't build the whole thing, but you really have the foundation set straight. So, yeah, so what would work for you on Monday? Would same time be good for you?\n\n[CLIENT] Yeah, same time I think would be good.\n\n[COACH] Sure. Cool, cool. So I'll send you an invite for 10 o'clock your time next Monday, and I'll send you – I'll try to do it. I have a few appointments also today, but I'll try to send you the document by the end of the day. If not, for sure, by tomorrow morning, you will have received it. So then you can get to work on this. Perfect.\n\n[CLIENT] Love it.\n\n[COACH] And you can move forward. That's great.\n\n[CLIENT] Awesome. Yeah. That's perfect. Thank you so much.\n\n[COACH] How did you like, how did you appreciate our session today?\n\n[CLIENT] You know what? It's interesting because, you know, again, like I think about certain things, but um it's it's not actually structured in a sense so i just think about it and you know like what i think is important but it takes like someone else's perspective to and experience as well you know to be able just to kind of you know put me in the direct right direction i guess yeah\n\n[COACH] yeah and sometimes it will uh well what the promise i can make is that i uh as a coach i will never tell you this is better or this is worse but i will raise questions i will ask When I hear things, I would say, okay, I hear you using this word. What do you mean by that, really? And sometimes when people are getting asked these questions, like, huh, that's true. I never thought about using this word. I never thought what it really meant for me. And just going deeper, and it brings clarity. And clarity is really what we're looking for to move forward. Cool.\n\n[CLIENT] That's perfect.\n\n[COACH] Awesome, Yunya.\n\n[CLIENT] Thank you so much. Well, it's my pleasure.\n\n[COACH] I wish you a really nice week. and looking forward to uh speaking to you again next week yeah same here all right\n\n=== Fichier uploadé : b3e2989d-6a47-4dfc-80b1-a7e890869e61.m4a (2026-06-11 01:05) ===\n\n[COACH 00:10] Ah, what the fuck is that? Eddie?\n\n[CLIENT 00:49] Hey, good morning.\n\n[COACH 02:13] How are you doing?\n\n[CLIENT 02:15] I'm good, how you doing?\n\n[COACH 02:16] Oh, great, great, great. I see that we're still, you're still in the hollow.\n\n[CLIENT 02:21] Yeah, that camera situation is driving me nuts. I don't know what's going on there. I actually ordered another laptop, so we'll see. I haven't, like, this is my home laptop, a spare one, essentially. I used to have a work one that I was using all the time. so that one used to have a working camera. That's when I never really used it. So, yeah, now I'm beyond help at this point.\n\n[COACH 02:41] Yeah, yeah, yeah. Well, no worries, no worries. We'll work. As long as you can see me, that's good.\n\n[CLIENT 02:47] I can see you, yes.\n\n[COACH 02:50] Great.\n\n[CLIENT 02:50] But it's just bizarre. It's like you kind of see something, but no much, so I don't know what the heck is going on.\n\n[COACH 02:56] Yeah, well, you know, I feel like I'm talking to an AI. You know, like when they hollow and you don't know if there's an actual person behind.\n\n[CLIENT 03:03] Right.\n\n[COACH 03:03] So maybe it's the right management trying to trick me and testing me. So how was your weekend?\n\n[CLIENT 03:13] It was good, yeah, just trying to stay busy, like catching up on some stuff, you know, around the house and whatnot. Just, yeah, trying to stay active and, yeah, positive.\n\n[COACH 03:26] Yeah, well, that's a good thing, you know. That's the, yeah, that could be challenging at times when, when, yeah, when you're in your situation. But, you know, we're going to be spending some times together in the coming weeks and trying to smooth this, you know, to make this.\n\n[CLIENT 03:44] Yeah, no, I appreciate it. Like you said, it's kind of like a grief thing. So, yeah, like it comes and goes and whatever just because it's like I'm so used to going to work all the time and spending weekends working and thinking about work. So now there is a shift of, okay, well, not my problem anymore. don't have to think about that but it's still in my mind you know like all of the things that i haven't you know kind of quite uh brought over the finish line so hmm yeah yeah yeah yeah i\n\n[COACH 04:16] understand that yeah and uh and but but also at the you know we're trying to smooth this but at the same time to to move also forward you know and to get concrete results and and uh so uh that's what what we're going to be working on um for the coming weeks and And to start off, I know you seem to be really eager to move forward, so I really appreciate that. I really like that from you. Well, to start off, I would offer you today to play a little game. Okay, so we'll try something to imagine different situations. So I'll offer you some context and I'll also note what you're going to be answering, and I'll send that back to you. And that will help you in building what we call the personal branding. So this will be really a foundational tool to go forward. So that's something that we will do today. But first of all, just to lay the ground, two questions for you. First, can you just tell me more about what you really liked? from your previous position. What you appreciated from that, what you felt you were really good at, and that you felt that you were really, it was a good fit for you. What aspects of that role would you say were a good fit for you?\n\n[CLIENT 05:52] I would say I like complex and fast-based environments. And I feel like we're a lot of people crumbled under pressure, I actually thrive in that. I do, I just genuinely enjoy that. And whereas, you know, I learned at some point that I'm not good at medical emergencies. I seem to be able to keep my head cool in, you know, other areas. And I genuinely enjoy that. I will be honest. I enjoy. I enjoy. I will be honest, I enjoy power, I guess, just being, you know, upfront about it. I enjoy being in charge and kind of taking charge in the situation, charge of people know exactly where everybody stands and be able to improve situation. I liked working on. I liked working on operational performance, on analytics, on building accountability, on creating systems, just kind of, I guess, dealing with chaotic environments and making them more structured.\n\n[COACH 07:22] Mm-hmm.\n\n[CLIENT 07:24] Okay. Okay. And less complex, if that makes any sense.\n\n[COACH 07:27] Mm-hmm. Yeah. So I understand to be of service, to be. to the organization making, like you said, complex situation to resolve these situations to come with solutions to that, concrete solutions. You spoke about power also, so some sort of also being able to make some decisions and have a grip on some aspects of the work.\n\n[CLIENT 07:51] But I will see that maybe that has something to do with just the previous work structure as well, because it seemed like for the longest time nobody was making any decisions. So I naturally gravitated to, okay, well, I mean, this is a niche that someone needs to take in order for us to be able to execute. And that's where I found myself and I did enjoy it at the time. Again, you know, the unfortunate thing is that job is pretty much my longest-run professional work environment. So this is where it gets a little trickier. Like, Is this truly what I like? Or is this just what I liked at that particular job? Because of the situation that I was in, I'm not exactly sure. But I do a lot of thinking about it. So I think I do like it.\n\n[COACH 08:44] Uh-huh. Uh-huh. Okay. Okay. Well, then maybe we can, you know, the little game I was talking to you about, it's a few questions. And the idea here is really to, you know, you said, you know, I've been in this role for so many years, so I have some understanding of what is work, and maybe I'm a bit biased by this, because this is what you know. So let's pretend, you know, just for right now, as a game, that everything, everything could be possible, anything you can imagine. You could do anything. You're not limited by time, by education, by resources. So let's pretend we lower all the constraints. the barriers sometimes that we put in our mind, right? And if I ask you, you know, if, what would you like to be as a person that you are not right now? Why would you answer to that?\n\n[CLIENT 09:49] My biggest issue, something that I would not want to admit during an interview is that I dwell in stuff. And I really have a hard time of letting things. go which don't get me wrong at some point it made me successful at what I was because I would be focused on you know the result and but that same focus I keep for you know things that are negative for things that and it's it makes certain situations more personal so that's a problem you know I would like to be able to let it go and and I mean many I understand that it's not personal, but, you know, how do you get over that and not feel it? So I think if I could be, you know, anything as a professional, I would like to be less of that. Maintain my focus on positive and big picture things and be able to not constraint myself, you know, with my\n\n[COACH 11:05] like mental insecurities or whatnot yeah yeah and what do you think this would require what would you need\n\n[CLIENT 11:16] for that to be freer on that um i will say that i i'm not exactly the person that needs a pat on the back you know i'm just kind of like a free horse you let me do my thing and i do it you know just tell me what results you're looking for and I'll deliver and because that's how I, you know, do things. But I mean, little things of success, I would say, just like kind of a confidence booster probably does help me to feel better about it. And then it's just a, it's all kind of in statistics, you can say, I guess. like when the positives outweigh the negatives you know it's just it feels better and then you know\n\n[COACH 12:08] you kind of are able to to focus on yeah big picture so i hear like both the autonomy you want to have the autonomy to be able to do things for yourself but there's also this need of some sort\n\n[CLIENT 12:22] of acknowledgement of what you're doing when it's like an acknowledgment or or maybe uh because like i'm analytical and as long as i can see in my results that we're moving somewhere, you know, like that's gratifying on its own as well. So like, say, if the hope was for me to remove some overtime from a specific group and if I managed to reduce it to like the appropriate number, you know, like that's gratifying on its own. I don't necessarily need my boss to, you know, say that.\n\n[COACH 12:57] Okay. So to have a way to see, to touch what are the results? What have I done, you know, and see how this, the progress. Okay, okay. So that's something that you mean.\n\n[CLIENT 13:09] I will say, you know, because, again, because I'm thinking right now about all of those things. It's because I was dealing with people, like operation is definitely like people related things. Everything comes down to people. You know, you can put the process in place, but for as long as people are not following that, you know, there is no success. You could put any kind of system, tools. you know, they're not using it, using it wrong for various reasons, whether they don't understand or don't care, or, you know, there's so many moving parts. And that's why at some point it did become less gratifying of a job. Not that it's like, it's kind of thankless just to begin with, I'll be honest. But like at some point it's just like, well, how many, you know, how many different systems can I put in place so that they're like obvious? And, you know, like, you start, I mean, I started my career maybe a little too strong. Like, I'd have 20 different things for, like, everybody. Then, you know, I learned real quick that, you know, too many changes are overwhelming for people. So you're like, okay, well, let's figure out which one is the simplest one so that we can start build on that one. And we would, you know, and don't get, like, certain things were successful and whatnot. But I guess the more I think about it, Like, that's why I kind of wanted to maybe do project management because, well, at the end of the day, where it's when you deal with people, well, I don't know, is it truly ever going to get better? Whereas in, you know, when you deal with a specific project, well, there is an actual end to it. Mm-hmm. You know, and that's gratifying. Like, you look at results and you're like, okay, well, like, this is stage one. this has been completed and check mark you know i feel good about it because it's you know it's so obvious whereas it's just with people and i like working with people don't get me wrong and it's like i'm kind of like i'm looking for challenge i just like being challenged so that i'm not bored but i mean i found a lot that sometimes people are just way too challenging because it's it's like kind of like trying to pick a fight with it pigeon, you know, they just do their own thing and it's just like peck away at it and not that. Like there is no amount of reason with certain people that can like lead them to understand where you're coming from or, you know, like you tell them in numbers, you know, two plus two and they're like, no, no, it's fine. Like it's stupid what you're saying. And then, okay. Yeah.\n\n[COACH 15:53] And I'll offer you two statements and you know, you'll see how. You'll see how I work, sometimes I will offer you two options from what I hear to make sure I understand well. And it's a bit like I don't see if you have glasses, but I am glasses, okay. But when you go to, yes, I have contacts right now, but when you go to the optometrist, you know, sometimes they put this big, you know, thing in front of you to test the different lenses, you know, and they make two choices, you know, is it this or is it that? And sometimes it's really, it looks really much the same, but one is crispier, you know? So I offer you two statements from what I'm hearing. Is it that you tell me which one seems crispier for you? Is it something about you need to have extreme, so to have other people, you know, let's say the boss or supervisor or the employer to say, okay, these are the things that you've done and, you know, you've checked them. We appreciate that. Or is it something about having a role that allow yourself to be able to split that in, you know, sub-objectives and being able to check them. Is it something you need from someone else, or is it something that you can provide yourself this satisfaction as long as it's a job that allows to have these kinds of metrics that you can give yourselves?\n\n[CLIENT 17:15] I would say autonomy is something that is important for me. when someone is breaking down their own vision of how the task needs to be completed well that's the perfect execution for them perhaps but not necessarily for me so for as long as I know what the ultimate goal of whatever we're trying to achieve is I'll make it happen but you know like sometimes I do certain things in a creative way or or, you know, kind of my way in a sense. So that's what's important for me.\n\n[COACH 17:56] Yeah. Okay. Got it. Got it. And let's say another question for you. What you are right now that you want to continue to be. What would you say about that?\n\n[CLIENT 18:10] I think I determined that a long time ago. I really care. You know, I really give it 140%. like everything that I have, you know, I'd give, like, whatever that is. You know, if someone needs help for me, I, um, you know, I'm, I'm all for it. Like we had one gentleman that had lost his wife and every single weekend we'd meet up for coffee because it was important for him because he had nobody else to, to talk to. So we'd go for coffee, we'd go for breakfast until, you know, like he, uh, uh, managed to get out of that, you know, grief and we're still in touch with that gentleman. And I'm the same way about my work, so for as long as I, like, it's not just the deadline itself, it's just the, I create my own urgency, and I, I'm passionate about, about things. And I would like to keep that passion.\n\n[COACH 19:10] Uh-huh. Okay. Yeah.\n\n[CLIENT 19:12] It can be consuming, but for as long as things are like, again, outweigh the positives, outweigh the negatives, you know, I actually gain strength in that because a lot of people would ask me, well, you know, what about that burnout? It's like, no, I enjoy getting up at 4 o'clock in the morning and having, you know, a productive workday ahead of me. If I see that that's where it's going, but, you know, like, if everything is just kind of going downhill, like, I don't want to dwell in that. I don't want to lose the passion and excitement that, you know, work or certain things bring me.\n\n[COACH 19:56] Yeah, yeah. Because it's true that everything, anything that is good, to some extent, can become negative, you know, if you can push too far. And so passion and caring, okay, I hear that. And let's say now what you are right now that you wouldn't want to be in the future. So it could be who you are as a person or what you've been doing, you know, as work, that you don't want to do anymore. You say, I would like to change that. I want to be like that. You said a bit like the dwelling thing.\n\n[CLIENT 20:31] Yeah.\n\n[COACH 20:31] So what else would you say is something that you would like to use this opportunity that you have as a pivot right now. you say let's just put that on the side i don't want that anymore in my life what would that be um\n\n[CLIENT 20:45] you know what i again just working with certain people um i learned that certain industries are like caddier than others or a little more blue collar than others and certain things are like i'm a woman in construction industry so certain things i i would it would be nice to elevate it would be nice to uh use this as an opportunity to be less involved in a day-to-day uh issues of someone not being able to find pants and being able to come in to work like you know stupid silly things like that that are just you know something that you expect a child to say you know, rude things and, uh, like, yeah, just something a little more vivid professional.\n\n[COACH 21:43] Yeah. Yeah.\n\n[CLIENT 21:45] Mm-hmm. Um, just because I feel like I'm like I've done, you know, dues of dealing with that level of problems. It would be nice to be elevated.\n\n[COACH 21:54] Yeah. So you want to be somewhere else. You're, and I think that the choices you're making with, you know, going for this PMP certification is going that direction. I want to be doing things differently and I have the credentials that could open the door to have a different role. Hopefully, yes, yes. Okay. And what about what you're not right now, but that you could become in the future that you don't want to become? Hmm, that's a tricky one. What would you say to that? Something that if, if nothing changes and life continues like that, that you could eventually, become, but you don't want that.\n\n[CLIENT 22:38] Mm-hmm. I don't necessarily know it is a really tricky one. I'm open to anything because I try to find what interests me in anything that I do. And for as long as I'm learning new things and I feel like I'm growing as a professional or a or a person, I truly enjoy it. I wouldn't want to be stuck, I guess, is what it is. And maybe, you know, it could have happened if I just, yeah, like I wouldn't want to be, I wouldn't want to be stuck in the same, you know, position and stop my, my growth. And if I get into, um, You know, not liking what I'm doing, there is a good chance of that happening, I suppose. So, yes, I would like to progress and be better.\n\n[COACH 23:45] Yeah, yeah. So that could be something that could happen. And you could still be at the same level.\n\n[CLIENT 23:52] Yeah.\n\n[COACH 23:52] And that's definitely not something you want. You want to move ahead and to do something else. Great. But you see, just in the few minutes that we did right now, Julia, the goal of this exercise, the little game, is what we can. call in coaching the identity metrics. So it's like a chart, you know, we had quadrants. And you ask you a question about on one side is what you want to be. The other side is what you don't want to be. And then the different section is what you could become, what you are right now, and what you really don't want. So you see, that's where we can place some of the things that you've said. And so I took some notes while you were talking. And what I would offer you for the coming days because I know that you're eager, you want to move and you see someone who wants to take good chunks. Some people want to say like, oh, I just, I don't want to work to work. And you're like, I want it. So give it to me. So that's awesome. So I'm going to give you a little extra homework, if you allow me. This is a bit outside of the normal right management. I'm giving you some extra. Because in life, also, I'm a neurolinguistic programming coach. So we do some exercises like that. So I'm going to send you this chart. So you will see it. And I will already have put some information about what you said. But you will see that there are some spaces that can still be filled. Right. So over the course of the coming days, I would, I would offer you to use this tool. And to, you know, you can work a bit on this today, maybe wait tomorrow and two days after you come back to it, you reread it, say, oh, does that make sense? Can I go further? So the more detail you are, the better it is for you, because the goal of this tool is to really define who are you really, you know, at this moment in your life, what do you want and also what you don't want? Because this is important. Sometimes people, they focus on, I want this, but they forget that there are some things that they want to, they should let go, you know, and they are still in patterns, right? And they're really do something. And then they're like, oh, damn, why am I still there? I didn't want that. So I'll send that to you. And the other thing, so that we still are on the right management path, one of the steps that we need to go through is the personal branding statement. So there's a document about that on the next portal. I don't know if you've seen that or I could send you.\n\n[CLIENT 26:28] I've seen it, yeah.\n\n[COACH 26:29] So if you can go through this. is and the identity matrix will help you with that also because it will help you to define who am I right now, what I want to be, what I don't want to be. And then doing the personal branding would allow you to come with, you know, with a statement, with a little paragraph saying, okay, well, this is what I am right now. So it's not necessarily what I'm looking for, but who am I right now? And then we can go to see what you can do now. But you see the order it's important to really settle who you are right now and to take the time because it's precious time. You know, you have this. It will sound cheesy, maybe, but I really truly believe it. You have this amazing opportunity right now, Yulia, to take this pause. You know, some people who say a sacred pause and to really be able to breathe a bit and say, why do I really want at this point. And so many people, they don't have this luxury. You know, they will spend their whole life just spinning and then they will get to retirement. So I would look back and I wish I would have done that. I wish I would have done this. And, you know, you have this opportunity right now to, if we do it right, and I feel from what you're saying and what I hear that that's what you want. You want to make the most out of what we're doing here. I think this would be a great opportunity to really be more precise and laser-focused on this is really what I want now. And then after that, it's how to go get it. And the more you're precise, well, the better chances you have of getting what you want. You know, when you go and you grab on anything you see past, well, there are more risk of getting something that you don't really want, right? So how does that sound?\n\n[CLIENT 28:18] Yeah, sounds great. Let's do it.\n\n[COACH 28:19] Yeah, awesome. Great. So we should book another session, our next session, Julia. So this would need to go so next week, but I know that you want to be to your go-getter and you want to move fast. So it could be as soon, we could do it like next Monday, so we don't spend too much time. But even though you might say, okay, one week is a lot of time, but I really would insist on really the importance of taking the time, of doing this step that is really It's news that like the foundation. Well, your construction industry, so the foundations are really important. After that, you can build the whole thing. But you really have the foundation set straight. So, yeah, so what would work for you on Monday? Would the same time be good for you?\n\n[CLIENT 29:09] Yeah, same time, I think would be good.\n\n[COACH 29:12] Sure, cool, cool. So I'll send you an invite for 10 o'clock your time next Monday. And I'll send you, I'll try to do it. I have a few appointments also today, but I try to send you the document by the end of the day. If not, for sure, by tomorrow morning, you will have received it. So then you can get to work on this.\n\n[CLIENT 29:32] Perfect.\n\n[COACH 29:33] Love it. I can move forward. That's great.\n\n[CLIENT 29:35] Awesome. Yeah. That's perfect. Thank you so much.\n\n[COACH 29:37] Uh-huh. How did you like? How did you appreciate it our session today?\n\n[CLIENT 29:41] You know what? It's interesting because, you know, again, like, I think about certain things, but it's not actually structured in a sense. So I just think about it. And, you know, like, what I think is important. But it takes, like, someone else's perspective to, and experience as well, you know, to be able just to kind of, you know, put me in the right direction, I guess.\n\n[COACH 30:06] Yeah. Yeah. And sometimes it will, well, what the promise I can make is that I, as a coach, I will never tell you this is better or this is worse, but I will raise questions. I will ask questions. When I hear things, I will say, hmm, okay, I hear you using this word. What do you mean? by that, really. And sometimes when people are getting asked these questions, like, huh, that's true. I've never taught about it. I'm using this word. I even thought what it's really meant for me. And just going deeper, and it brings clarity. And clarity is really what we're looking for to move forward. Cool.\n\n[CLIENT 30:37] That's perfect.\n\n[COACH 30:38] Awesome, Junya.\n\n[CLIENT 30:39] Thank you so much. Well, it's my pleasure.\n\n[COACH 30:42] I wish you a really nice week. Looking forward to speaking to you again next week.\n\n[CLIENT 30:47] Yeah, same here. All right.\n\n[COACH 30:49] All right.\n\n[SPEAKER_? 30:50] Bye-bye.\n\n[CLIENT 30:51] You too.","rapport_genere":"## Main Topics Discussed\n\nThis conversation is between a coach and a client, Julia. The goal of the coaching session is to help Julia clarify her goals, identity, and personal brand. Here are some key points from the conversation:\n\n## Personal Information Shared\n\nJulia is a construction industry professional who wants to progress and be better. She values learning, growth, and finding what interests her in any task she undertakes.\n\n## Work Assigned Until the Next Session\n\nThis is a coaching session transcript between a coach and a client, Julia. The goal of the session was to help Julia define her identity, goals, and personal branding statement.\n\n## Date and Time of the Next Session\n\nThis is a coaching session between a coach and a client named Julia. The goal of the session is to help Julia clarify her identity, values, and goals through an exercise called 'Identity Metrics'. Here are some key points from the conversation:\n","code_activite":null,"etape_coaching":"S2","outlook_event_id":"outlook-Yuliya Danilova/Jean-Sebastien: Introductory Call with Your Coach-2026-05-25T11:00:00-04:00","teams_link":"https://teams.microsoft.com/meet/268709012227684?p=8oYzW1y1sxTbEelvPP","google_event_id":"dopg5uegb1p55hgcp46hevlr1s@google.co","courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Bonjour Yuliya,\n\nJe voulais partager avec vous quelques éléments clés issus de notre séance. Nous avons discuté de vos objectifs et valeurs dans votre travail en construction, ainsi que des aspects importants pour votre identité professionnelle. Vous avez souligné l'importance du développement personnel et la recherche d'intérêt dans les tâches. Nous avons également évoqué le concept d'\"Identity Metrics\" qui nous permettra de préciser vos objectifs.\n\nNous avons convenu que vous travailleriez sur votre identité professionnelle, en vous fixant des objectifs plus ciblés pour la prochaine séance.\n\nJe me réjouis de continuer à travailler avec vous. Le prochain rendez-vous est prévu pour la semaine prochaine, le jeudi à 14h30.\n\nBien cordialement,\n[Votre nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here's my internal notes:\n\nI worked with Julia on Personal Branding, Career guidance review (strengths), and Job Search Approach. We agreed that for our next meeting I will guide her in using AI for Job Search to maximize her job search efforts and help her develop a more effective search strategy. We will meet again on Friday at 2:00 PM EDT.","session_summary":"Career development planning, clarifying personal identity, crafting a personal branding statement.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"3ce3e166-2131-4fe5-b50c-ff205457d1f7"},{"candidat_id":"6ce26416-bc3d-4048-9c4d-2c2288ef7508","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-05-22T18:30:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"Hello, Julia. Hello. How are you? Hey, I'm fine. You? Not too bad. That doesn't work. Yeah, I don't see the image. I don't know what's going on with my camera. I see a blurry circle. Yeah, that's bizarre. I don't know what it's about. I can see my head, so I'm not sure. I mean, it was closed for a bit, so I can see if I close it, but then I open it and nothing happens. Okay, well, never mind. Okay, well, we can go for that. I think this is the best that I can do right now. I might have to deal with my laptop. No worries, no worries. Well, I'm glad we can connect. And actually, I saw that you booked the meeting, I think, yesterday, right? I did, yeah. Yes, and I think you have access to the next platform. right because you've been able to book the meeting i do i did do a few classes in the meantime um interesting yeah but i just kind of wanted to connect maybe so that i can uh you know be guided in the right direction so yes yes sure well well maybe to to to start off uh well well maybe i can tell quickly something about myself so you know who who i am who are you talking to and then we will quickly move to you because you are the for sure the center of attention here for today uh yeah so my name is jean sebastien i'm actually uh talking to you from montreal right now i understand you're you're in uh winnipeg is that yes so uh yeah i'm from montreal and um so i'm working with right management as a career coach i'm in life in general i'm uh i'm a coach more of an executive coach i'm working with organization uh with executives from organization uh to to help them with having more clarity with their objectives and what they want to accomplish with their organization. But I'm also working with right management as a career coach, career management coach. So my purpose really here is to be of service to you. So it's really, you know, there's this website, you went through the next website, there's a lot of material. Yeah, you said it could be confusing, because there's so many stuff out there. So many videos you can watch, you know uh so my goal really here today with you is to be of service to you so what what you find can be uh the most useful uh with the time that we have and to explore with you what you want to explore so it's really you know the direction that we've received from right management is with this part of the program because there's so many things we can do with with the program but this part of the coaching part is really to have this space so that we can have discussions it could be about for sure about the career about your your work what where you want to be heading but also from anything that's on your mind that that you think uh has an impact on on on the path that you want to lay forward so uh so it's really to use this time for what what you can uh make the most use of what so and and if at any time you know there's anything that you want to address in the way that we're doing things together in our relationship the way i'm saying things uh like i said it's really your time so i really invite you to uh if you have any comment uh to to make them so i can adjust whatever i'm doing with you so it can be again the most useful to be the most useful for you uh it's good for you yeah yeah great so that was a little part for me but now talking more about you so yeah can you tell me about uh how first how are you showing up today in this meeting you you said that uh yeah it could be better maybe at the beginning of the meeting but tell me more about how yeah how are you going today and what's what's on your mind today well it's a bizarre situation that i never thought that i would be in um i'll be honest there I never thought that I would be let go from the company that I was progressing fairly rapidly in. And I was considered, well, a high performer. You know, my performance review were of high performance. You know, I was feedback from my leadership was that, you know, I was moving the needle. I was exactly that, you know, who they wanted. it um i became a manager from a well on a third year of working within the company from the ground up so i just uh graduated uh from uh one of the programs uh uh here locally in winnipeg and i started working there and an order desk as a customer care uh representative and i uh moved into quality control department within the same organization within the same um company i worked there for a bit i came back as a logistics coordinator and managed a team of six people within a year i was a logistics manager responsible for like 80 people um then a year after i was an operations manager and i worked uh in that role for four years until i was uh well felt like randomly let go considering that i've never had any kind of feedback or or anything so i'm confused and i've been confused for a good month now ever since it happened because uh well i used to think uh you know i'd never be in this position because who's gonna work then and it's i mean maybe that's not a concern i don't know or maybe i was doing something that i was not supposed to but then that's news to me as well so yeah i'm confused and a little bit hurt but you know realistically i just want to let go of the situation and um you know find a company where i would be appreciated in um so just somewhere where i can where i can grow um uh um i mean i wasn't just known to be a high performer i think i am i mean i was uh at some point in my life i kind of uh decided that work is going to be it and um i always put that first whether that's right or not i mean now it feels like it was wrong um but uh i mean i genuinely enjoyed my job for the longest time and everything that i that i was doing um i'm fairly an intense person i guess and i have high expectation of myself and and others uh maybe that rubbed some people uh the wrong way perhaps but then again it's like it would be nice to um receive that as a feedback and be able to work on that which i was never given as an opportunity all i was given was a package and uh right management as a resource so here yeah yeah well i'm i'm sorry first of all for for what you're going through and and all the uh yeah the rocky emotions it can bring and i hear from what you're saying this there's a part also of of yeah of not understanding the why yeah and look I wish I knew and then maybe I could move on from it you know what I mean but I don't so it's like well what is it exactly you know I know that's in the last year like because I'm high on the accountability and for the longest time we didn't have a manager in place at all so I put some structure in place and you know and a lot of people didn't like it it's I was working for Amrise formerly Lafarge so that's a concrete supplier and I mean statistically speaking you know a lot of the people they don't show up to work they treat the job as it's well nothing that I've ever seen and normally you know like you'd be let go but for whatever reason you know here it's because I guess it's a unionized work environment it's like it's not three steps it's 33 steps um and uh um you know and everything turns immediately into um well this is harassment even though that's a documented uh you know multiple step process of addressing the issue uh from you know code so it's never really punitive um in the beginning so it's all from coaching you know more coaching more coaching okay well you're not listening you know verbal you know multiple verbal multiple reasons you know some um like i people that i have terminated which is interesting because i was the only one who was uh following through i mean the only times that they would be uh terminating within that company would be um post incident uh um drug or alcohol related uh stuff with people denying help essentially and that's how would they be like let go and and that's that whereas you know here we uh with my help i guess we started uh uh dealing with uh um you know terminating for just cause and not paying anything and so just you know like kind of fostering the accountability and long story short i mean because of the pushback i was investigated five times within a year and a half on various levels so i'm thinking is that it but then like well those investigations didn't lead to anything because that's ridiculous and you know i'm the one who lost like yeah and i mean and i get it i was in the position of terminating a lot of people so you're just not supposed to tell why because it opens you up to liability and at the end of the day it just turns into you know like you just don't agree with that because it's you know your side to someone else's so i get it but at the same time like gosh you know wouldn't would be nice to know yeah yeah and some sometimes people know they've been told sometimes we don't know and and it's interesting from what you're saying is that you you understand this part because you've been also on the other side which is a pretty rare position you know 100 people so like i i've done it and i've seen it and you know and i've been on the side that you just uh part ways because that's not the right person but you know like they post the job and it has exactly the same job description as it was looking for on paper it looks like the same thing which was me for four years uh me who they you know said was like oh she'll be a gm uh at some point And, you know, we're so lucky to have you until, you know, you're, you know, sorry to see you today and we'll have to part ways because this is not working. Okay, great. Yeah. So, and yeah, the sad part in that is that not knowing and maybe you, maybe you will know at some point, maybe you will never know. Right. That's a bad part of that. What is, how we can use that now going forward also is, because at some point we have what we call, you know, we need to come with a parting story also. What makes it that you're at this point in your life that you're looking for some job? And we have resources for that also. How to, because that question will come at some point. People will say, well, why are you looking for a job now? And so how to come up with something that will, without telling stories, without lying, but to show yourself favorably, you know, in a really positive way, even without knowing the true reason. so yeah sometimes we can use those reasons to learn as a growing edge but you know when we're not giving much reason then it's much more like what what can I do going moving forward you know and how to to to create that story if I need to create it in a way that that makes me show as the the most positive way possible um so so talking about looking forward um julia what what at this point i understand it it's a really challenging part and like you said you know you've been doing well working well taking on responsibilities uh taking on as i understand tricky challenging also you know things to do with this employer and doing them well as i understand um that's what they told me yeah well well that's really good because because at some point uh it's it these are assets these are things that you know that you're being recognized for and these are our strengths for you so this is really i'll be honest like it took me a good month to schedule this because i was not even ready to talk about it with like emotional you know and you start applying for jobs and then you start crying on someone you know just because like it's yeah like i i always put that place first yeah and there's a grieving also uh process with that and and and um and this is a safe space julia for this i appreciate it sorry about that still emotional and and i understand that and and this is a space to live that because a lot of people that i'm working with some people have other people they can share that with some people they don't have much people they can't share that because it's a really personal experience right what you're going through right now um and and if i can be that person to be with you along this way uh well that this this is what i can provide to you to have this space and if it and like if it could only be that that could be already big but we'll do much more than that for sure but i just want to assure you that that well first of all everything you're sharing with me is for sure confidential as you can expect but also uh to allow yourself to to show the emotions you want to show uh it's it's it's welcomed while we're together so um yeah yeah and and wanting to honor this that we're discussing that space that we're creating here what would you think at this point is is it can can be useful for you it's hard to tell because uh you know not knowing what was the issue was i just not fit for the role that i was in was that the problem was it just uh you know i maybe it was as simple as i completed my job for you know setting some strict boundaries and rules in place and maybe it's for someone else to take over uh now with a softer touch uh like i don't know you know what i mean like it's just uh um yeah um it's uh like it's hard to tell uh the thing is you know i like my professional uh career was within a ready mix department of a large corporation so you know my first week i cleaned up my linkedin i mean i'll take a class just to be sure that everything that i had done is uh uh you know of value i cleaned up my resume i reached out to some recruiters uh so that they can maybe have an eye for me i took a class on uh networking which has carved for me because you know despite me managing you know people i'm not necessarily the people person in the sense that i have a hard time asking for for help and uh it's just it feels awkward and forced and i don't really want to put someone in in that position um but i might have to learn how to do that and in a different way i guess if i'm trying to be uh successful um but i i don't know and i mean at the same time there's this panic that is setting in that i need a job and it's like well will i get a job that is you know like do i have to take a step down do i have to take several steps down like i don't i don't know and that's where like i'm at you know like there's really not that many jobs right now currently that are available that are um relatable to me you know something that i have done certain things i don't mind trying but then it's like well doesn't mean that i have to take like a fifty thousand dollar pay cut you know and start from scratch because it's completely new so yeah like i'm i don't know what's reasonable what's not and and i guess that's why i wanted to connect with you and and see what do you see in in the industry and like what what's going on yeah and i heard also at the beginning of our conversation we're talking about everything that you were bringing you know to this to your previous employer and and there was something what i heard that you know if another employer could also see that value but maybe appreciate that even more you know and and value you for for what you can truly bring and when you said oh maybe they want they wanted someone with a softer touch maybe or well well maybe we don't know maybe that's the case and sometimes you know it's it's it's a cruel world out there right you know corporations especially big corporations they will use you for whatever they want to use you and then they can move on to something else the loyalty is not necessarily the key thing for a lot of corporations but what I hear and what you shared was if I can find some organization, an employer that will actually value this what I can bring and honor this on a long term that's definitely something I think is a subject not to interrupt you but like a year ago they said that i'm so valuable that i want to let me go and if i feel like you know the job is too much they will put me they will find another job for me except you know a year after they didn't even try and i was like really like there you know we have different divisions you know and there was no room for me anywhere else oh we looked at but didn't we didn't have anything like i just like i i struggle to to believe that considering that uh you know we've had people who were underperforming and they were uh like put on the performance improvement plan and and you know they bounced around in four different and i mean and i get it in the sense that you know like i'm a upper middle class manager that it's hard to find a comparable job that it would not be considered as a functional demotion um but you know at the same time wouldn't it be nice for them to be like well maybe this is something that you want to do or take the package and then at least i would feel that okay well you know they did try whereas it just feels like at this point for whatever reason they just decided to to part ways and that was that you know yeah and then you know like the hr is crying you know which because then i'm crying and it's like okay well now what yeah yeah yeah and sometimes it's decisions that come from you know upper somewhere you know that they don't this is yeah we don't know we don't know and that's that's the unfortunate part of it the fortunate part is that you have an opportunity in front of you uh there's a possibility of like you said should i accept a lower pay you said like 50 000 more uh there's an opportunity to improve your situation also uh there's something you look at one direction there's this other direction and if there's something we can agree maybe together you will get today is that our aim will be to improve right i hope so that's that's if we can agree on something and i don't have this crystal ball i don't know if there will be something better but if we aim there i mean that's the objective right so if we do everything we can to aim there uh so that we reach there uh if in the end we end up having something lower uh i mean we'll see if this is something acceptable but but if we put everything in place and you said you've worked and you've done a lot of work you said i've taken classes i think i went to look at my resume, my LinkedIn profile. I looked at your LinkedIn profile and you see it's clean. It's clean, it's professional. And you said you're open to work. You said, you know, it shows that there's someone who wants to work, who wants to contribute and someone who is professional in her field. So I think so far you've done a lot of positive way. And for me, it's encouraging because it shows that you're a candidate that is eager to get somewhere, you know, to leverage the situation and to get to a point where you possibly can get, you know, an improvement and use this as a really an opportunity for you. I hope so. I mean, I'm open to moving, not overly ideal, but, you know, for the right opportunity, why not? Like I said, I mean, at the end of the day, a lot of people are saying well just relax you know you have a few months to figure like that's not what i'm looking for because that's i find it as a stressor you know like i would like to uh uh i don't really want to have a gap in my uh resume you know uh for for no apparent reason i would like to start learning a new job and and you know because i'm kind of like hyper fixated on uncertainty like i enjoy it so i enjoy learning new things but right now like i just like i'm lost and i don't like that feeling yeah yeah and when you said that you learned and you went to take courses were there were they courses outside of of right management resources you're talking about resources from right i'm taking project management right now so i would like to get that while i have some time uh um maybe that will uh make me slightly more employable i don't know it's a little it's it's somewhat different from what i used to do um it's maybe project management on a smaller scale or like a specific thing because i was responsible for the day-to-day operation and strategic planning and you know pnl like something that was specific to the industry that i was in that's why i would like to transition into certain things like maybe construction and that's like i have construction management degree and you know like i have education and i think i could learn all of those things but then again you look at certain jobs and they're looking for someone who has 10 years 15 years and in something that i don't so that's why i was thinking well if i just have like the pmp behind my name maybe that will give me a little something and when you said you're taking this project management course what what what kind of course is that is it is it what what an online course uh it's an online course yeah it's self-paced uh I just I'm pretty much done with because because you have the 35 hour requirement to take before then part of this course, you do your quizzes and then you are eligible to write a test. I would like to get that done and, you know, sit down and do all of the project that I have completed. Like right now, I mean, I am used to working 12, 14 hour days all day, every day. uh just trying to improve certain things so i mean it was hard for me to i didn't focus on me i focused on the company and the things that i felt like were needed for the company um every so often you know when i would from like vacations that i would do that you know bring my laptop with me attend the meetings you know on the plane i'd be doing you know checking payrolls so like i have a hard time off letting go and and i guess maybe that's you know like not not a good thing i used to think it was a good thing but maybe that's uh puts it all in perspective this whole experience let me tell you well i mean maybe it's time now julia that it's time to focus on you yeah and i mean that's uh that that'd be nice because i enjoy learning things and that's why i was like you know what i just because i don't want to feel like a failure already feels like it uh and and i mean maybe i'm not maybe i still have there's always that a bit of like imposter syndrome you know uh uh going on because i always felt like well am i ready to apply for this job am i am i this am i that and then i i work with people who have no hesitation you know and and like not a single doubt in their mind whether that's uh something that they're projecting or maybe that's truly how they feel i don't know but it's always uh like it's hard for me to project that kind of confidence as well and that's that's why i'm afraid that it's going to be hard for me to find a job also because i'm you know will i be able to sell myself especially when they really know nothing about me you know and i have um no track record within the company to show them that i've done this this and this not you know like i think this is the time for me to promote it yeah well you know these are all really legitimate questions you're asking yourself you'll get this one so so yeah you're in the right place um for for these questions and over the course of the next weeks because we're almost at the time for today but uh for i can explain to you a little bit more what we're going to be doing in the next week what i would uh suggest is if we get to a pace for the coming few weeks at once a week if it's possible for you that we can talk then later on we can move to every second week you know if we don't need to talk to every week but for the first weeks i think it's good you know to get to know each other but also to progress on a few things some of the things that you will already have done some work on so that that's really awesome that's really great you talked about the resume you talked about the linkedin page we have at right management people that are really specialized on survey on resumes and linkedin so it's not we can discuss it but we have people that can review that comment that and then we can together look at their comments uh we'll be able to work also on a branding statement so that covers both the story of the parting story what what happened but not not taking too much time on this but especially what who are you right now and what are you looking for the ideally because that's what we're aiming for and and also talking about your key strengths and accomplishments we're going to spend some time on this and then looking at yeah the strategy what kind of of career of work you want to do where do you look for this and even talk about if you get uh interviews we can even prepare interviews together and and even practice if you want uh do mock interviews so that when you get to an interview you you feel really at the top of your game that's that's really what we're aiming for if that makes sense yeah i guess yeah so so maybe we can even uh do you want to to book an appointment right away for next week uh sure what one would be i have a lot of openings so it could really more be about you know what what would work more for you can we do monday is that too soon yeah no it could be it could be monday it's just that i have some homework for you i don't know if it's possible over the weekend but you've already have you already have access to the next platform you probably i don't know if you've seen there's a video like the getting started video uh there's i could in an email send you a few links also but there are a few about this branding statement about you know it's all things sorry i took a class on branding on the platform oh on the platform okay okay that's something i wanted to verify okay great so uh well then if if you're already done you've already done that uh then yeah sure right away on on monday we can we can work and start i i feel like that there's eagerness there so i'm like i like it so uh so yeah so monday what would work best for you so it would be on the 24 25th um do you have something in early afternoon or morning even uh yes now you're in winnipeg right what time is it right now in winnipeg uh two o'clock okay so we just have one hour different so yeah uh pretty much any time that you um what time we work good for you um my 10 o'clock is that okay 11 for you i guess yeah sure i'm gonna it's it's really up to you i have all the time in the world these days great well you know sometimes people that they have other occupations and things stuff happening but okay so i have uh booked you here at 11 so uh so yeah so we can talk uh on monday and before we part there's another thing i need to touch with you is that uh i don't know if you're going to be receiving that today but we you might be receiving surveys after our calls so i just wanted to to raise that because they will ask you uh how how you feel about our our discussions and it's really more about our relationship it's not about the website about the whole other thing and then it's on the scale of one to ten uh and they expect us to have a ten so if we have anything less than ten uh we might be in trouble so if you ever get that please uh and if at any time in our conversation if there's anything that feels that makes you feel that you would give me less than a ten i would just invite you to tell me so that i make sure that i i'd be up to your standards and make sure that i i fully uh satisfy one thing that you learn about me i'm fairly direct person so uh yeah and you know what i prefer that for me you know what people say this is what i like this is i don't like i respect that a lot and and you know quite frankly i'm i'm here to be of service to you make the most the best use of our time but your time also so so really be be direct uh that's what i would invite you to so that yeah like if you if you feel like you know providing feedback to me direct is the way to go as well i'd appreciate it and i don't hold a grudge by any means because i'd rather improve because that's what i'm here for you know yeah exactly cool cool awesome well it was really nice uh well first how do you feel about our call today julia i feel good so i think uh um now that i know what we will be doing on monday uh like i said i have a bit of a draft of everything so uh i'll just put it all on on paper and maybe we can discuss it then uh on monday awesome great awesome well it was nice touching base with you julia and we'll talk on monday then awesome sounds good\n\n=== Fichier uploadé : 9356ffc6-1c19-4839-9f95-e56a28db703f.m4a (2026-06-11 01:05) ===\n\n[CLIENT 00:00] Oh, Julia.\n\n[COACH 01:59] Hello, how are you?\n\n[CLIENT 02:00] Hey, I'm fine and you?\n\n[COACH 02:02] Uh, not too bad. That doesn't work.\n\n[CLIENT 02:07] Yeah, I don't see the image.\n\n[COACH 02:09] I don't know what's going on on my camera.\n\n[CLIENT 02:13] I see a blurry...\n\n[COACH 02:16] Me too, yeah, that's bizarre. I don't know what about it's that. I can see my head, so I'm not sure. I mean, it was close for a bit. so I can see if I close it, but then I open and nothing happens. Okay, well, never mind.\n\n[CLIENT 02:30] Okay, well, we can go for that with that.\n\n[COACH 02:33] I think this is the best that I can do right now. I might have to deal with my laptop.\n\n[CLIENT 02:37] No worries, no worries. Well, I'm glad we can connect. And actually, I saw that you booked the meeting, I think, yesterday, right?\n\n[COACH 02:46] I did, yeah.\n\n[CLIENT 02:47] Yes. And I think you have access to the next platform, right, because you've been able to book the meeting.\n\n[COACH 02:55] I do. I did do a few classes in the meantime, interesting. Yeah, but I just kind of wanted to connect maybe so that I can, you know, be guided in the right direction.\n\n[CLIENT 03:06] Yes, yes, sure. Well, maybe to start off, well, maybe I can tell quickly something about myself so you know who I am. Who are you talking to? And then we will quickly move to you because you are the, for sure, the center of attention here for today. yeah so my name is jean sebastian i'm actually uh talking to you from montreal right now i understand you're you're in uh winnipeg is that that day yes so uh yeah i'm from montreal and um so i'm working with right management as a career coach i'm in life in general i'm a i'm a coach more of an executive coach i'm working with organization uh with executives from organization uh to to um to help them with their with having more clarity with their objectives and with what they want to accomplish with their organization. But I'm also working with right management as a career coach, career management coach. So my purpose really here is to be of service to you. So it's really, you know, there's this website. You went through the next website. There's a lot of material. You said it could be confusing because there's so many stuff out there. So many videos you can't watch and all. So my goal really here today with you is to be of service to you. So what what you find can be the most useful with the time that we have and to explore with you what you want to explore. So it's really, you know, the direction that we've received from right management is with this part of the program, because there's so many things we can do with the program, but this part of the coaching part is really to have this space so that we can have discussions. It could be about, for sure, about the career, about your work, where you want to be heading. But also from anything that's on your mind that you think has an impact on the path that you want to lay forward. So it's really to use this time for what you can make the most use of. And if at any time, you know, there's anything that you want to address in the way that we're doing things together, in our relationship, the way I'm saying things, like I said, it's really your time. really invite you to, if you have any comment, to make them so I can adjust whatever I'm doing with you, so it can be, again, the most useful, be the most useful for you. It's good for you. Yeah, yeah, that was a little part for me, but now talking more about you. So, yeah, can you tell me about how, first, how are you showing up today in this meeting? You said that, it could be better maybe at the beginning of the meeting, but tell me more about how, yeah, how are you going today and what's on your mind today showing up to this meeting?\n\n[COACH 06:02] Well, it's a bizarre situation that I never thought that I would be in. I'll be honest there. I never thought that I would be let go from the company that I was progressing fairly rapidly in and I was, considered well a high performer you know my performance review were of high performance you know i was feedback from my leadership was that you know was moving the needle i was exactly that you know who they wanted um i became a manager from a well on a third year of working within the company from the ground up so I just graduated from one of the programs here locally in Winnipeg and I started working there and an order desk as a customer care representative and I moved into quality control department within the same organization within the same company I worked there for a bit I came back as a logistics coordinator and managed a team of six people Within a year, I was a logistics manager responsible for like 80 people. Then a year after, I was an operations manager, and I worked in that role for four years until I was, well, felt like randomly let go, considering that I've never had any kind of feedback or anything. So I'm confused. And I've been confused for a good month now ever since it happened because, well, I used to think, you know, I'd never. be in this position because who's going to work then and it's i mean maybe that's not a concern i don't know or maybe i was doing something that i was not supposed to but then that's news to me as well so yeah i'm confused and a little bit hurt but you know realistically i just want to let go of the situation and um you know find a company where i would be appreciated in um so just somewhere where i can where I can grow. I mean, I wasn't just known to be a high performer, I think I am. I mean, I was at some point in my life, I kind of decided that work is going to be it. And I always put that first, whether that's right or not. I mean, now it feels like it was wrong. But, I mean, I genuinely enjoyed my job for the longest time and everything that I was doing. I'm fairly an intense person, I guess, and I have high expectation of myself and others. Maybe that rubbed some people the wrong way, perhaps. But then again, it's like it would be nice to receive that as a feedback and be able to work on that, which I was never given as an opportunity. All I was given was a package and write management as a resource. So here, yeah.\n\n[CLIENT 09:05] Yeah. Well, I'm sorry, first of all, for what you're going through and all the rocky emotions it can bring. And I hear from what you're saying this. There's a part also of, yeah, of not understanding the why. Yeah.\n\n[COACH 09:24] Look, I wish I knew and then maybe I could move on from it. You know what I mean? But I don't. So it's like, well, what is it exactly, you know? I know that's in the last year, like, because I'm high on the accountability. And for the longest time, we didn't have. a manager in place at all. So I put some structure in place and, you know, and a lot of people didn't like it. It's, um, I was working for Amrise, uh, formerly LaForge. So that's a concrete supplier. And I mean, statistically speaking, you know, a lot of the people, they don't show up to work. They treat the job as it's, well, nothing that I've ever seen. And normally, you know, like you'd be let go, but for whatever reason, you know, here it's because I guess it's a unionized work environment. It's like, it's not three steps. It's 33 steps. And, you know, and everything turns immediately into, well, this is harassment, even though that's a documented, you know, multiple step process of addressing the issue from, you know, so it's never really punitive in the beginning. So it's all from coaching, you know more coaching more coaching okay well you're not listening you know verbal you know multiple verbal multiple written you know some like i people that i have terminated which is interesting because i was the only one who was following through i mean the only times that they would be terminating within that company would be post-incident drug or alcohol related stuff with people denying help essentially and that's how would they be like let go and and and that's that whereas you know here we uh with my help i guess we started uh dealing with uh um you know terminated for just costs and not paying anything and so just you know like kind of fostering the accountability and long story short i mean because of the pushback i was investigated five times within a year and a half on various levels. So I'm thinking, is that it? But then, like, well, those investigations didn't lead to anything because that's ridiculous. And, you know, I'm the one who lost, like, yeah. And I mean, and I get it. I was in the position of terminating a lot of people. So you're just not supposed to tell why, because it opens you up to liability. And at the end of the day, it just turns into, like, you just don't agree with that because it's, you know, your side to someone else's. I get it, but at the same time, like, gosh, you know, wouldn't, would be nice to know.\n\n[CLIENT 12:10] Yeah. Yeah. And sometimes people know, they've been told. Sometimes we don't know. And it's interesting from what you're saying is that you understand this part because you've been also on the other side.\n\n[COACH 12:23] Which is a pretty rare position. You know, 100 people. So like I've done it and I've seen it. And, you know, and I've been on the side that you just part ways because that's not the right. person but you know like they post the job and it has exactly the same job description as it was looking for on paper looks like the same thing which was me for four years uh me who they you know said was like oh she'll be a GM at some point and you know we're so lucky to have you until you know you're you know sorry to see you today and we'll have to part ways because this is not working\n\n[CLIENT 13:02] okay great yeah so um and yeah the sad part in that is that you know not knowing and maybe you you maybe you will know at some point maybe you will never know right that's a bad part of that what what is how we can use that now going forward also is is because at some point we have what we call you know we need to come with a parting story also and what what what right what makes it that you're at this point in your life that you're looking for some some job and we have resources for that also how to because that question will come at some point people will say well why are you looking for a job now and and so how to come up with something that will without telling stories without no lying but but to show your yourself favorably you know in a really positive way even without knowing the true true reason so yeah sometimes we can use those reasons to learn as a growing edge but you know when we're not giving much reason then it's much more like what what can i do going moving forward and how to to create that story if i need to create it in a way that that makes me show as in the most positive way possible so talking about looking forward uh julia what what At this point, I understand it's a really challenging part. And like you said, you know, you've been doing well, working well, taking on responsibilities, taking on, as I understand, tricky, challenging also, you know, things to do with this employer and doing them well, as I understand. That's what they told me. Yeah. Well, well, that's really good because at some point, it's, these are assets. These are things that you know that you're being. being recognized for and these are our strengths for you do so this is really i'll be honest like\n\n[COACH 15:06] it took me a good month to schedule this because i was not even ready to talk about it with like emotional you know and you start applying for jobs and then you start crying on someone you know just because it's yeah like i i always put that place first yeah and there's a grieving also uh\n\n[CLIENT 15:28] process with that and and and and and this is a safe space julia for this i appreciate it so sorry about that it's still emotional and and i understand that and this is a space to live that because a lot of people that i'm working with some people have other people they can share that with some people they don't have much people they can't share that because it's a really personal experience right what you're going through right now. And if I can be that person to be with you along this way, well, this is what I can provide to you, to add this space. And if it could only be that, that could be already big, but we'll do much more than that for sure. But I just want to assure you that, well, first of all, everything you're sharing with me is for sure confidential, as you can expect, but also to allow yourself to show the emotions you want to show, it's welcome while we're together. Yeah, yeah. And wanting to honor this that we're discussing, that space that we're creating here, what would you think at this point is, can be useful for you?\n\n[COACH 16:54] it's hard to tell because you know not knowing what was the issue was I just not fit for the role that I was in was not the problem was it just uh you know maybe it was as simple as I completed my job for you know setting some strict boundaries and rules in place and maybe it's for someone else to take over uh now with a softer touch uh like I don't know you know what I mean like it's just uh yeah um it's uh like it's hard to tell uh the thing is you know i like my professional uh career was within a ready mix department of a large corporation so you know my first week I cleaned up my LinkedIn I mean I'll take a class just to be sure that everything that I had done is uh uh you know of value i cleaned up my resume i reached out to some recruiters uh so that they can maybe have an eye for me i took a class on uh networking which has card for me because you know despite me managing you know people i'm not necessarily the people person in the sense that i have a hard time asking for for help and uh it's just it feels awkward and forced and I don't really want to put someone in that position but I might have to learn how to do that in a different way I guess if I'm trying to be successful but I don't know and I mean at the same time there's this panic that is setting in that I need a job and it's like well will I get a job that is you know like do I have to take a step down do I have to take several steps down like I don't I don't know and that's where like I'm at you know like there's really not that many jobs right now currently that are available that are um relatable to me you know something that I have done certain things I don't mind trying but then it's like well doesn't mean that I have to take like a $50,000 pay cut you know and start from scratch because it's completely new so yeah like I'm I don't know what's reasonable, what's not, and I guess that's why I wanted to connect with you and see, what do you see in the industry and, like, what's going on?\n\n[CLIENT 19:27] Yeah, and I heard also at the beginning of our conversation, we're talking about everything that you were bringing, you know, to this, to your previous employer, and there was something in what I heard that, you know, if another employer could also see that value, but maybe appreciate that even more, you know, and value. you for one you can truly bring and when you said oh maybe they wanted someone with a softer touch maybe or well well maybe we don't know maybe that's the case and sometimes you know it's it's it's a cruel world out there right you know corporations especially big corporations they will use you for whatever they want to use you and then they can move on to something else and the loyalty is is not necessarily you know the key things for a lot of corporations But what I hear and what you share was if I can find some organization and an employer that will actually value this, what I can bring and honor this on a long term. That's definitely something that I think is a term subject.\n\n[COACH 20:36] Not to interrupt you, but like a year ago, they said that I'm so valuable that I want to let me go. And if I feel like, you know, the job is too much, they will put me, they will find another job for me. me except you know a year after they didn't even try and I was like really like there you know we have different divisions you know and there was no room for me anywhere else oh we looked at it but didn't we didn't have anything like I just like I I struggle to to believe that considering that you know we've had people who were underperforming and they were like put on the performance improvement plan and you know they bounced around in four different and I mean and I get it in the sense that you know like I'm a upper middle class manager that it's hard to find a comparable job that it would not be considered as a functional demotion but you know at the same time wouldn't it be nice for them to be like well maybe this is something that you want to do or or take the package and then at least I will feel that okay well you know they did try whereas it just feels like at this point for whatever reason they just decided to to parkways and that was that you know yeah yeah and then you know like the HR is crying you know which because like they get then I'm crying and it's like okay well now what\n\n[CLIENT 21:58] yeah yeah yeah and sometimes it's decisions that come from you know upper somewhere you know they they don't this is yeah we don't know we don't know and that's that's the unfortunate part of it the fortunate part is that you have an opportunity in front of you. There's a possibility of, like you said, should I accept the lower pay? You said like 50,000 more. There's an opportunity to improve your situation also. You look at one direction. There's this other direction. And if there's something we can agree, maybe together you'll get out today, is that our aim will be to improve, right? I hope so. That's the aim. If we can agree on something, And I don't have this crystal ball. I don't know if there will be something better. But if we aim there, I mean, that's the objective, right? So if we do everything we can to aim there so that we reach there, if in the end, we end up having something lower, I mean, we'll see if this is something acceptable. But if we put everything in place and you said you've worked and you've done a lot of work. You said, I've taken classes. I went to look at my resume, my LinkedIn profile. I looked at your looking profile. And you see, it's a clean, it's clean, it's professional. And you said, you open to work. You said, you know, it's, it shows that it's someone who wants to work, who wants to contribute and someone who is professional in her field. So I think so far you've done a lot of positive way. And for me, it's, it's encouraging because it shows that, you're a candidate that is eager to get somewhere, you know, to leverage the situation and to get to a point where you possibly can get, you know, an improvement and use this as a really opportunity for you.\n\n[COACH 23:56] I hope so. I mean, I'm open to moving, not overly ideal, but, you know, for the right opportunity, why not? Like I said, I mean, at the end of the day, a lot of people are saying, well, just relax, you know, you have a few months to figure, like, that's not what I'm looking for, because that's, I find it as a stressor, you know, like, I would like to, I don't really want to have a gap in my, uh, resume, you know, for, for no apparent reason. I would like to start learning a new job and, and, you know, because I'm kind of like hyper-fixated on uncertain, like, I enjoy it. So I enjoy learning new things. But right now, like, I just, like, I'm lost and I don't like that feeling.\n\n[CLIENT 24:43] Yeah, yeah. And when you said that you learned and you went to take courses, were there, were there courses outside of right management resources or talking about resources from right?\n\n[COACH 24:55] I'm taking project management right now, so I would like to get back while I have some time. Maybe that will make me slightly more employable. I don't know. It's a little it's somewhat different from what I used to do. It's maybe project management in a smaller scale or like a specific thing. Because I was responsible for the day-to-day operation and strategic planning and, you know, P&Ls, like something that was specific to the industry that I was in. That's why I would like to transition into certain things like maybe construction and that's like I have construction management degree and you know like I have education and I think I could learn all of those things but then again you look at certain jobs and they're looking for someone who has 10 years 15 years and in something that I don't so that's why I was thinking well if I just have like the PMP behind my name maybe that will give me a little something\n\n[CLIENT 26:00] yeah and when you said you're taking this project management course what what kind of course is that\n\n[COACH 26:07] is it with an online course it's an online course yeah it's self-based i just uh i'm pretty much done with uh because because you have the 35 hour requirement to take before uh then part of this course you do your quizzes and then you are eligible to write a test i would like to get that done and you know sit down and do all of the project that i have completed like Right now, I mean, I'm used to working 12, 14 hour days, old day, every day, just trying to improve certain things. So, I mean, it was hard for me to, I didn't focus on me. I focused on the company and the things that I felt like were needed for the company. Every so often, you know, when I would, from like vacations that I would do that, you know, bring my laptop with me, attend the meetings, you know, on the plane I'd be doing, you know, know, checking payroll. So, like, I have a hard time of letting go. And I guess maybe that's, you know, like, not a good thing. I used to think it was a good thing. But maybe that's, uh, puts it all in perspective, this whole experience, let me tell you.\n\n[CLIENT 27:20] Well, I mean, maybe it's time now, Yulia, that it's time to focus on you.\n\n[COACH 27:25] Yeah. And I mean, that's, uh, that'd be nice because I enjoy learning things. And that's why I was like, you know what? I just, because I don't want to feel like a failure already feels like it. And I mean, maybe I'm not, maybe I still have, there's always that bit of like imposter syndrome, you know, going on because I always felt like, well, am I ready to apply for this job? Am I, am I this, am I that? And then I work with people who have no hesitation, you know, and like not a simple doubt in their mind, whether that's something that they're projecting or maybe that's truly how they feel, I don't know. but it's always like it's hard for me to project that kind of confidence as well and that's that's why I'm afraid that it's going to be hard for me to find a job also because I'm you know will I be able to sell myself especially when they really know nothing about me you know and I have no track record within the company to show them that I've done this this and this not you know like I think\n\n[CLIENT 28:26] this is the time for me to be promoted yeah well you know these are all really legitimate questions if you're asking yourself you'll get this point so so yeah you're in the right place for for these questions and over the course of the next weeks because we're almost at the time for today but for I can explain to you a little bit more what we're going to be doing in the next week what I would suggest is if we get to a pace for the coming few weeks at once a week if it's possible for you we can talk then later on we can move to every single second week, you know, if we don't need to talk to every week. But for the first weeks, I think it's good to get to know each other, but also to progress on a few things. Some of the things that you will already have done some work on. So that's really awesome. That's really great. You talked about a resume. You talked about the LinkedIn page. We have at Bright Management people people that are really specialized on resumes and LinkedIn. So it's not, we can discuss it, But we have people that can review that, comment that, and then we can together look at their comments. We'll be able to work also on a branding statement. So that covers both the story of the parting story, what happened, but not taking too much time on this, but especially, who are you right now? And what are you looking for, the ideally, because that's what we're aiming for. And also talking about your key strengths and accomplishments. We're going to spend some time on this. And then looking at, yeah, a strategy. What kind of career, of work do you want to do? Where do you look for this? And even talk about if you get interviews. We can even prepare interviews together and even practice, if you want, do mock interviews. So that when you get to an interview, you feel really at the top of your game. That's really what we're aiming for. If that makes sense. yeah so so maybe we can even uh do you want to to book an appointment right away for next week uh sure what one would be i have a lot of openings so it could really more be about you know what what would work more for you can we do mondays that too soon yeah no it could be it could be mondays just that i have some homework for you i know if it's possible over the weekend but you've already have you already have access to the next next platform. You probably, I don't know if you've seen there. There's a video like the getting started video. There's, I could in an email send you a few links also, but there are a few about this branding statement about, you know, it's all things that.\n\n[COACH 31:09] I took a class on branding.\n\n[CLIENT 31:11] Sorry?\n\n[COACH 31:12] I took a class on branding on the platform.\n\n[CLIENT 31:15] Oh, on the platform. Okay, okay. That's something I wanted to verify. Okay, great. So, well, then, if you're already done, you've already done that, then, yeah, sure, right away on Monday we can we can work and start i feel that there's earness there so i'm like it so yeah so monday what would work best for you so it would be on 24 25th um do you have something in early afternoon or morning even uh yes now you're in winnipeg right what time is it right now in Winnipeg? Two o'clock. Okay, so we just have one hour difference. So yeah, pretty much any time that you, what time will work good for you?\n\n[COACH 32:03] My 10 o'clock, is that okay? 11 for you, I guess.\n\n[CLIENT 32:07] Yeah, sure.\n\n[COACH 32:09] It's really up to you. I have all the time in the world these days.\n\n[CLIENT 32:14] Great. Well, you know, sometimes people that have other occupations and things, stuff happening, so I want to make sure. But okay, so I have booked you here at 11, so yeah, so we can talk on Monday. And before we part, there's another thing I need to touch with you is that I don't know if you're going to be receiving that today, but you might be receiving surveys after our calls. So I just wanted to raise that because they will ask you how you feel about our discussions. And it's really more about our relationship. It's not about the website, about the whole other thing. And it's on the scale of 1 to 10. And they expect us to have a 10. So if we have anything less than 10, we might be in trouble. So if you ever get that, please. And if at any time in our conversation, if there's anything that makes you feel that you would give me less than a 10, I would just invite you to tell me so that I make sure that I'd be up to your standards and make sure that I fully satisfy you.\n\n[COACH 33:17] one thing that you learn about me i'm fairly direct person so uh yeah and you know what i prefer\n\n[CLIENT 33:25] that for me you know what people say this is what i like this is i don't like i respect that a lot and and you know quite frankly i'm i'm here to be of service to you make the most the best use of our of our time but your time also so so really be be direct that's what i would invite you to so\n\n[COACH 33:42] that yeah like if you if you feel like you know providing feedback to me direct is the way to go as well. I'd appreciate it and I don't hold a grudge by any means because I'd rather improve because that's where I'm here for, you know.\n\n[CLIENT 33:54] Yeah, exactly. Cool, cool, cool. Awesome. Well, it was really nice. Well, first, how do you feel about our call today, Julia?\n\n[COACH 34:02] Well, I feel good. So I think now that I know what we will be doing on Monday, like I said, I have a bit of a draft up of everything. So I'll just put it all on paper and maybe we can discuss it then on Monday.\n\n[CLIENT 34:15] Awesome. Great. Awesome. Well, it was nice. based with you Julia and we'll talk on Monday then.\n\n[COACH 34:20] Awesome. Sounds good. Have a great day. Bye. You too. Bye. You too.","rapport_genere":"## Main Topics Discussed\n\nSummary of the conversation between Julia (the client) and her coach.\n\n## Personal Information Shared\n\nJulia has taken an online course on branding and project management, is currently taking a 35-hour online project management course, and has already completed most of it. She has also been working long hours for the company, sometimes checking work on her laptop during vacations. Julia struggles with imposter syndrome and feeling like she's not ready to apply for jobs or feel confident in interviews. She wants to focus on herself and improve her career prospects.\n\n## Work Assigned Until the Next Session\n\nThis is a transcript of a coaching session between a coach, referred to as \"CLIENT\", and their client, Julia. The conversation covers various topics such as the client's career goals, job search strategy, personal branding, and self-improvement. Here are some key points from the conversation:\n\n## Date and Time of the Next Session\n\nThe conversation appears to be between a career coach (CLIENT) and their client, Julia (COACH). The focus is on supporting Julia in her job search and helping her create a new career path. Here are some key points from the conversation:\n\n* Julia has been struggling to find a new job after leaving her previous position.\n* She is taking an online course in project management (PMP) to improve her skills.\n* The coach offers support with creating a personal brand, including reviewing and improving Julia's LinkedIn profile and resume.\n* They will work on developing a strategy for Julia's career, including identifying key strengths and accomplishments.\n* The coach also suggests preparing for interviews by practicing mock interviews.\n* Julia is expected to receive surveys after their calls asking about her experience with the coaching service. The coach wants to ensure that Julia feels satisfied with their relationship and the progress they make together.\n","code_activite":null,"etape_coaching":"S1","outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Bonjour Yuliya,\n\nJe voulais juste prendre un moment pour vous remercier pour notre belle séance d'hier. Nous avons bien avancé sur plusieurs points clés qui nous tiendront compte dans les prochaines étapes.\n\nComme vous le souhaitiez, nous allons travailler ensemble à votre branding personnel, en commençant par la revue et l'amélioration de votre profil LinkedIn ainsi que de votre CV. \n\nNous avons également discuté d'une stratégie de carrière qui prendra en compte vos forces et accomplissements clés.\n\nJe souhaite aussi vous rappeler que nous préparerons ensemble à des entretiens, notamment grâce à l'entraînement aux simulations d'interviews.\n\nJ'ai hâte de votre retour sur les progrès réalisés depuis notre dernière séance !\n\nPensez à me faire savoir si vous avez besoin de quoi que ce soit entre temps.\n \nCordialement,\n[Votre Nom]","temps_facturable_h":"0.75","temps_coaching_icf_h":"0.50","rt_report":"Here's a new attempt at writing the Right Track report in English, based on the provided session report:\n\n\"In this session I worked with my client on Personal Branding, Job Search Approach, Career guidance review (strengths), and Using AI for Job Search. We agreed that for our next meeting I will focus on developing a strategy for her career and identifying key strengths and accomplishments. We will meet again on Wednesday June 19 at 2:00 PM EDT.\"","session_summary":"Identifying key strengths, accomplishments, and a personal brand, reviewing job search strategy and interview preparation.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"1f026536-ac9a-4982-a5ec-17507bb8c00a"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-04-23T17:00:00Z","duree_minutes":60,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : eb2ab1b5-990a-4c3b-81ed-0e13099fd869.m4a (2026-06-11 01:04) ===\n\n[COACH 00:15] Ah, fuck me. Ah, see that it's complicated! Alright, how it's it like I'm like that, man? Seriously? Ah, yon, heyon, hey on, let's see that, man, it's complicated, man, it's complicated. Ah, how that? Hey, you neise in a tabernac, you? Let's see what? What? You me meize. Uh... Why I'm not going to enter? Why I can't enter? Call-liss of tabarnack, of Maudit viage. What is that? Why I can't not enter in my proper meeting of a mard? Tabernac, tabernac. Ah! Cahillist of tabernac, of my own little Mord. Ah! Go see. Hello, Jacqueline. I am there. Hello. Hey, hi. Can you hear me now? Yes, yes, I hear you well. I can't hear you. You can't hear me. Okay, hold on. I'm going to check if it's on my side. Audio, no, it's supposed to be good. That still cannot hear you. No. Maybe I'll leave and come back. Yeah, or maybe is it the volume? Can you get the volume?\n\n[CLIENT 06:29] The volume is turned up all the way. Yeah?\n\n[COACH 06:32] Yeah. Oh, I hear me.\n\n[CLIENT 06:34] Oh! it was not turned up all the way it was down all the way yeah great great well it's nice\n\n[COACH 06:41] real nice to see you Jacqueline I'm very very sorry I was stuck in the traveling and then when I arrived I was stuck in another account so I couldn't see the right appointment I was like what's happening and so anyway I'm ultimately I'm here so sorry for that and and hopefully we will be able to cover everything and and did you have some time after 11 or do you have a hard stop at 11?\n\n[CLIENT 07:07] I do not have a hard stop. Okay.\n\n[SPEAKER_? 07:10] Phew, okay.\n\n[COACH 07:12] I can imagine that you are still quite busy. So I won't, I don't want to take too much of your time for sure. But it's nice to see you, see you again, Jacqueline, after a little pause. We had a little pause. And time passed so fast. So, but I'm glad that we can take this moment. And yeah, maybe first just to maybe to hear from you in general, how are you coming up today at this meeting? How are you doing?\n\n[CLIENT 07:43] In this moment, I feel, I guess I have some shame. I feel a little bit of like, I'm not feeling what I need to be doing here. So it was interesting that you reached out because I had just had a dream the night before. I was like, or that night leading into, which is not surprising for me at all. It's like, I got to do that, want to do that, choose to do that. So, thanks for making it easy for me, and I appreciate that very much, very much, very much. Yeah. Very, very much, yeah.\n\n[COACH 08:22] If it said, I want to do that, I choose to do that.\n\n[CLIENT 08:26] Yeah.\n\n[COACH 08:27] Uh-huh.\n\n[CLIENT 08:27] Yeah, I want to be here, and I'm really excited to be here. And it has been, it's been a trying, some parts of my life have been very trying. And that is, I remember when I had that incident back in November where that person attacked me down on the road. It has continued to show up in my life in different ways. and so working with work safe bc i've kind of gone through an evaluation and had a diagnosis and now i'm working with a therapist every week for 16 weeks to deal with some of the stuff that's come up with me for me and a big piece of it is around work and it's like okay so if i'm showing up authentically wholeheartedly with my kind of giving wanting to support others way how do I do that that's not at the cost of myself which is kind of the gift that the universe gave me with that experience and so it's the diagnosis is kind of like a I've been kind of disorganized and and and yeah trying to find that path of who am I now in this role and how do I show up in a way that is authentic now like today which is so interesting to me because it's not a different question than what we were talking about anyway right um but it's it's just kind of smack\n\n[COACH 10:27] me a little bit yeah yeah well I'm really sorry that that what they're going through right now and at the same time glad that you're seeking the help and and getting the support for for what you're going through and and what I'm hearing is that there's you use the word smash I said okay I feel smashed but there there's this the similar topic and questions that we've been talking about and saying i'm still having that right now which makes sense also we're still the same you're still the same person i've been talking to in the past months that you are today and and when you say it feels smashed how what can you describe more what what you mean by that what is the\n\n[CLIENT 11:15] kind of like the visual because you know how i love to be a visual person so if i was uh uh one of green garden hoses wrapped up on the on the the wheel i feel like the hose has come off of the wheel and i'm just like strewn all around and i'm gradually putting the pieces back together again so it's similar to that feeling of in my work being kind of octopus-like then trying to put myself back together and it made sense prior to this event being like, oh, I can be more spider like and have this web but I'm now my intention around it now is to be more like even more concrete with like each area and labeling each area and then deciding I'm working on this area rather than kind of like the spider web which may be more like this and I might have something here and here and here and here and here and maybe here like instead of being like that so it's like how can I systematically be very intentional with what I'm doing when I'm doing\n\n[COACH 12:49] it so it's working at some part of the web and not having the spider being spread all over the web and having its legs. Whereas\n\n[CLIENT 13:02] the octopus was just like haphazard more like this, right? It's just like anywhere there's not really the constructed there's no real construct in every area of my life. I could have work be part of all areas. of my life, like my weekends, my evenings, my middle of the nights. And so it really is, it's all good. Like there's the green garden hose that's all over the, it still works fine. It's just deciding how I want to.\n\n[COACH 13:46] It's deciding. And you said also being intentional because the garden hose, you're right, it can be over the place and then we can't really predict. When it's open and the water is going out of the hose, how, in which direction it's going, it's just following the water. And when we use the metaphor of the octopus, there was something about also going with the flow, going with the, you know, the water. So the octopus was not that much deciding where it was going. Because if it was, if the water was going in one direction, it would follow that wave, follow the other wave. Yes, you're right. There was this thing about being more intentional. How can I really decide how I can focus where I put my energies and my time and not be in reaction, like I said, with the octopus and some examples that you shared with me about, you know, like a family coming over and having one child and then becoming suddenly more. Then they're like, oh, what are we doing with all of this? And being more in being reactive rather than intentional. I hear what you're saying something about.\n\n[CLIENT 14:53] maintain that too right it's like yeah so i i i mean while you and i haven't been talking i definitely i'm feeling more confident in putting those pieces in place and saying no when it's a no taking that sacred pause first and and and really deciding is this in my best interest is this or can I abdicate out of it being my best interest, but I can still intentionally decide to do something and then care for myself in another way at another time. But just being more aware of the decisions that I'm making and why I'm making them and then intentionally making them.\n\n[COACH 15:42] Yeah. So I'm hearing that, but we still, like you said, we're still around the similar questions that we use. used to talk a few months. If I was just getting back on the topic that we had, we had mentioned I would like to feel confident in my approach and realistic that what I do is enough and that I don't need to overdue and being performative to the point where it's at the detriment of myself. Remember that part?\n\n[CLIENT 16:10] So we're still doing the same thing.\n\n[COACH 16:12] Still, yeah, yeah. And it's okay. You know, we're halfway through, you know, our program here.\n\n[CLIENT 16:18] And I would say if my question, if I were to come up with my question today, I would say that that's not as pressing because I actually feel like I am doing that. I am like I feel like I have achieved a lot of results there.\n\n[COACH 16:39] So you talked about the intention, about also the reasons why you're making some choices. so that would be more intentional in those choices. So when you say, I've done, I've gone through part of the path so far, what would you say then that today would be the most useful use of our time today at the point that we are, that you feel that you've reached today?\n\n[CLIENT 17:13] I think there's just changing needs coming in our community. And I still want to be responsive to those needs and make the time to address those. And I am, like I'm doing a bit more outreach, networking more, trying to learn more about AI and how to use it and how to be on the right side of it. And that's a big one. We have an upcoming election in our community. Our local mayor right now is just useless. And so it's like how do I address that? Again, maybe it's an overstretch, but it's actually in the long term, it's going to be in my best interest as well as the organizations and the communities if we can get someone into those positions. I mean, if I could clone myself, I would just, like, jump in being.\n\n[COACH 18:27] It would be easier if we could do that.\n\n[CLIENT 18:29] I'd be a much better be in her than she is. Even, like, running for counsel would be a good idea, but I'm not going to do that because I don't want to stretch myself. We, like, but I should. I mean, I could. Not I should, but I could, but I'm not going to, intentionally not going to.\n\n[COACH 18:54] You see, I'm not going to do it because I couldn't, it would be a stretch. You see, you're the word, I would stretch, I would need to do more than what I'm doing. It's like if it was something that would come on top of the others, other things, and would add stuff. And so when you say I want to be more intentional, what does that mean? mean for you. How would you know that that you are intentional in your choices?\n\n[CLIENT 19:25] By taking that pause, by writing down, like almost doing a strategic plan with myself, both personally and professionally, but we're talking professionally right now. And having my own goals and my own objectives and having like a checklist of I will, yeah, exactly what the question is, how would I know? And so coming up with those checks and balances to be able to know internally, but then also I just did an annual review with my board chair. And there was a 360 questioning, like from my staff and volunteer. and board members of my performance and so that all came back like very well from there so from an external perspective I'm others see me doing a very like 98.5% job so there's not really any questions. It's funny though, when I get that feedback, I'm much harder on myself. Like, okay, well, if I were to evaluate myself, I know there's lots that I am, well, and I did evaluate myself, there's lots that I'm doing really well, but I can also, it's like depending which, where do I want to look? Do I want to look at the areas that I want to improve or I feel could be improved or do I want to look at the successes and so i think my what i'm doing well i'm probably much more over achieving than what is necessary but then i can look over here at this side and it's like uh kind of like ugliness of what hasn't happened that are like that have to happen like there's some things that have to happen that this past few months I just have not had capacity to do um we just didn't receive one of our big grants that we typically would receive so out of the past 14 years we've got this one grant that's over 20,000 dollars and we've received it probably 10 out of the past 14 years. years and so this year we didn't receive it and so that's like so bad so I think okay did I not review the grant objectives enough did I not like I have a grant writer and I oversaw it and it seemed good to me but then the feedback was that it didn't meet this this this this this and this but I actually think it did. I think it's a federal grant, and I think it's more, there's just politics at play. It's always been an NDP grant, like in someone in. And so I think with it being the conservative party now in, I think they probably wanted to just have new initiatives that weren't tied to past.\n\n[COACH 23:08] Yeah. There's so much we can really, know about the real reasons why it's uh and and when in our previous conversations you mentioned that you were concerned about the the impressions that the board had about your work and some members of the board and oh yeah that can't really eat it and ugly yeah but when you received the the evaluations that you got that you received how do you receive that when you're being told you said a 90 what 8% said you were doing a great job what does that mean for you um it to me\n\n[CLIENT 23:51] it means that when i'd kind of had enough of i did speak in front of the whole board and i was very clear and articulative like saying my my perspective of the job that i'm doing and pointing out the areas that I know I'm not perfect and also saying that like as a board what I'm needing is your support and encouragement and some people would take constructive criticism one way and I take it the way I take it and so I just was able to be really vulnerable and share authentically how it feels for me and to receive information the way I had been receiving it from a couple of board members and just saying that like that's not going to be helpful for the organization and really it just kind of takes me out at the knees and if board members want to be part of the organization absolutely great but make sure you're here for the reasons that we're all here which is to support children and families and build a stronger thriving community and I'm open to conversation but I'm not open to um receiving some the way that I've been receiving it from a couple of people um and then I did put a boundary in place that I'd be willing to have conversations but I wouldn't be able to I wouldn't be receiving direction from anyone other than the chair leads the future And so that felt really good to be able to be like really articulate and say what I will be receiving and what I won't. And then I've also tonight actually from that conversation at that board meeting, I made their recommendation that we have someone in to talk about the changes of a role of a director on board that had been a working board to a governance board. And so I've brought, I'm bringing in someone from the Nunanoa Foundation who is one of our grantors, but also that's what they, so it's both like letting one of our foundational grantors learn more about the organization and build more connection with the organization and share their expertise, which is one of their goals. and their missions right now is to do that. And then it's also meeting the goal of bringing more education to the board. Wow.\n\n[COACH 26:51] Well, Jacqueline, I just want to take a moment to acknowledge what you just shared because I heard what you shared that you went to the board to talk about your needs, to talk about boundaries. And then you put that in action by getting this external actor to come to actually serve those needs and boundaries by setting more of a stage and indicating the board and this is this is a huge step that I'm hearing because I knew I used to hear a lot about challenges around that about being able to set the needs and the boundaries and yeah I want to acknowledge this seems like a big a big step how did that feel to how did you feel when when you were in that meaning and and sharing about those needs and boundaries um it was both difficult and it felt\n\n[CLIENT 27:52] like i was doing something not just complaining about something so i was putting my needs into action um i was being very honest and open and vulnerable and i was able to also say like as an organization this is what we're known for we're known for thinking outside of the box other eds will do this job differently than what i do it but this is how i do it and so kind of leaning into the the way that i am like my style of like art led leadership i would say but then also bringing some structure to it and having like strong boundaries and also solution\n\n[COACH 28:42] based and what did that require from you to be able to do that I'd like to say good stiff drink but that wasn't well I mean if it's that it's not it's not I mean where everything flies\n\n[CLIENT 29:03] It was not, but that might have made it flow a little easy. What did it take? It took belief in myself. It's support from like deciding which direction am I looking at. Am I going to look to the board as with the members that I also, it also took me looking from their perspective a little bit. I think one of them maybe is neurodivergent I'm coming to realize and maybe just is very blunt and very like what I would say opinionated. It might not even be opinionated. And also there's also nothing wrong with people having opinions. So people are going to show up authentically in their own way. it's up to me to show up authentically in my own way and then set a boundary when it's not okay I think now I'm um I'm starting to not really give more um more thought to how they're feeling about like and protecting them and their feelings when there's a comfort um a disagreement or a conversation. So typically I would like overstretch or overbend to make sure that they felt seen and heard but at the detriment of myself not feeling seen and heard like I would just over listen. And then realizing to the degree that that I have done that, it still isn't enough. And so, like, stepping back, like, five paces and just saying, okay, actually, this is where it feels comfortable for me to be and not, and being okay with, if it means that someone leaves the board, that's okay. If it means that someone has an opinion of me that is not, perfection, that's quite fine too. It takes more of a belief in myself, which...\n\n[COACH 31:38] Yeah, and this seems to be a great shift because it's okay. You mentioned it's okay if someone leaves. It's okay if not everyone is pleased. Again, this is something that I see that has been moved since our first conversations. Yeah, what would you say you've loved? learned, that you think you've learned, that could be applied to what we discussed at the very beginning here about how to be more intentional, how to make choices that are better for what you want to accomplish and what you want in the end. What is the learning that you could use from that experience?\n\n[CLIENT 32:35] It has been helpful. I've noticed just taking a bit more time to be thoughtful and not just like jump into action all the time but take a few steps back and assess what I've done and why I've why I've done it and say this is what worked and this is what didn't work and this is an opportunity for for shifting and also reflecting like just back over my 21 years of being with the organization where have the successes come from and and where do I stumble and so either back filling the stumbling areas with more time in education or or more people like support so we have a big grant that we can apply for a systematic change grant. And so I've reached out to the retired CEO of the town of Lady Smith and just to ask her to help us with that grant to give us some ideas and to do a bit more like give us some language around systematic change that the Vancouver Foundation will maybe receive. And then I've also reached out to the new executive director of another community organization who that organization has some overlap. They do some early years programming and some food equity programming as well. And so reaching out to them to see if they were applying, planning to apply for that grant, which they are and so now looking to see where the overlaps and how can we apply for it together to show more collaboration in the community and that's taken a big step because that ed while she's new they've had about eight eds in that role in the past 10 years it's um yeah they're horrible to work with horrible. Oh, no. And so yesterday I actually met with this new ED. She's been there for two months now. And she seems quite lovely. And I was able to say, you seem quite lovely. He seemed like a caring kind. Like first impression, I can be excited to work with you. And organizationally, I'm terrified to even try to work with your organization again because it's been very, very trying over the past 20 years. And I said to her, and I believe I can either look over here beside everything that hasn't worked or we can go fresh and look this way and work collaboratively. And given the energy that I'm receiving from you, I'm going to look over here and like let's just do this instead of staring here. I said organizationally we'll both do much better and the community will thrive if we can find a way to do it this way. So that felt like a win. And again, it's like me showing up 100% authentically sharing what didn't work as well as my like telling her that I'm making the decision to work in this other way with her.\n\n[COACH 36:30] So I'm hearing a few things, Jacqueline. You mentioned, well, first you mentioned taking time. That was the sacred pause, taking some time to pause before taking action. But then you talked about seeking help, no talking, but people are going towards someone asking for their input, going toward this organization. to seek collaboration and letting go of that, letting it go, but let it on the side, but whatever happened in the past. And I wonder, how would you say that the, how would the octopus have done this in the past differently?\n\n[CLIENT 37:20] I would have gone two ways. So the last two years, EDs in that organization. I basically, I gave them one chance. And then, but I didn't say what the underlying issues were with them. I just gave them a chance. They screwed up. And so it was like, I'm not wasting my time with you. And so I just went and did my own thing in my own corner. and but I think this time it was different because because I did share my truth of how frustrated I've been trying to work with this organization and also we have a very different landscape of funding coming down the tube here because of the economics. of the times right now and like just being very clear and honest and saying like what my intentions are and and it is to work collaboratively it is to find the commonality it is to work um with ease in community um for the betterment of the whole community, including myself. So not disappearing and not placating, but to be authentic and to find a path through collaboration, not cooperation.\n\n[COACH 39:15] So it seems to me that there is quite some intention. through what we're describing here. You know, saying all these points that you mentioned, it's all deciding on how you want things to happen and deciding who to talk to, how to behave with people. And so it seems to me that there's already some part of this that seems intentional. What would at this point now be the parts that are still the octopus like Jacqueline. What is still being this octopus that\n\n[CLIENT 39:57] The octopus is having like this side off conversation not having a memorandum of understanding written up me believing that we had like this nice connection and I should just like believe that that's going to be the way it's going to be without having more evidence backing with it or maybe it is like having a an intentional board to board conversation as well like maybe it isn't just me and her maybe it is bringing both boards together and saying like creating that agreement we are just seeing if they do actually have intention of working differently or and also maybe stating where the issues happen and how are we going to work how will we work differently so that we don't end up in the same place again so there's something\n\n[COACH 41:08] about clarity about communication about and and you said very first point said about the memorandum to have something to hold on you say okay well this is what we've agreed on and this is what we're going to do. There's something in having a track. And I remember in the first sessions, there was in the exercises, it was this idea of having some kind of tool. And you went into a reflection of what are those tools that I could use and could it be just like a board or could it be like an app or something. But there was something about keeping track of whatever is being decided or ideas and so that it doesn't go away or that we keep on track on this. Okay. And if we look at the spider now, the spider, what would, what would the spider, and I just want to take the right words that we had, so I'm sure that we were talking about the anchored spider, is the name that we used. And the description was a calm anchored spider at the center of a well-woven web, still spacious and precise, letting the structure do the catching. So the spider designs the web, tests, and repairs the strands, senses through the lines, and responds with minimal, timely moves. She thrives with a shared way of doing, each spider in a group owning their respective webs. So this was the story of the anchored spider at the very beginning. How do you feel about that when I tell you and I remember you about this anchored spider story? How does that land today?\n\n[CLIENT 43:10] Yeah, I'm a little bit amazed by the story and the analogy. and it just being so precise and so like clear and clean and intentional and so feels really really good and the direction that i would like to to lead into yeah and and um i'd like to just add the word with ease instead of yeah instead of sorry instead of what you say um like i started to come up with a different word but literally it means instead of like with ease rather than disease because i do believe like i'd probably were like not leading towards a disease myself but just i think organizations like just that unhealthiness if it's not with ease then it can't lead to dis-ease the disease can lead to a disease yeah so the ease so how\n\n[COACH 44:32] would the spider go about wanting to to go and and to be intentional with ease I think one\n\n[CLIENT 44:43] is having our updated all-season procedures maybe review those again. I don't know that we have anything in there around how we work in collaboration with other organizations. So it might be, we'll have to look. I don't think we do. I think it's all like internal. But I think there is an opportunity there for like if I'm going to be working with a service group or if I'm going to be working with another organization that we just do have an MOU in place and it doesn't need to be super detailed but having I think best practice would be that there would be intention like especially with this organization for example like written grants with them in the past and then and with another organization too so we put all this time and energy effort in they're the ones holding the grant because it has to be one organization and then the response being oh well we didn't get full funding so we didn't get funding for that piece and then they're like on and off they go with all the dollars and not and so then the collaboration and the connection um is not there and i want to work work with them again and yeah so it's like how do we in a meaningful way and very intentional and so that everyone understands what we're doing and why we're doing it so as long as what I hear\n\n[COACH 46:39] is that as long as there's this mutual understanding and clarity around the understanding what would that allow if you have this clarity and on the understanding and it's crystallized something somewhere it's tangible what would that allow what would it allow it would allow me to\n\n[CLIENT 47:04] well it would be like a structured one of my structured areas on my on my web I'd be able to go to that particular structured area and make sure that there's like a checklist of okay i'm thinking of working in collaboration with this organization as um as an ed or as a the leader of this organization of laugh this is my checklist that i've established in order to move forward and then there is that clarity and i can um kind of moving expectations or moving expectations into agreements and so if we both then I can also ask what their expectations are then we have the actual agreements and then there's like a fallback\n\n[COACH 48:03] so there's something that is mutual in what you're sharing is to name my own expectations to know the other's expectations yeah and to come to clear agreement between the two and from what i'm hearing is that that would lead to be more intentional there's more intention when when there's this clarity and uh and understanding my question for you would be what what is the why do you what's the belief that the let's say the octopus has that that prevents from going there from doing this why why is it that the octopus doesn't do that i think i have a couple\n\n[CLIENT 48:58] things one naively believing that the other person will do the right what my version of the right thing um that i would believe that they would have the same intention um which is to do what's best for the community rather than what has been their actual, and maybe that is intentionally there, I believe it is, just to do what's best for their own organization at any cost. So I don't want to work with an organization that that is their intention. So I guess it's just being very clear. and honest and I'm okay to not work collaboratively with someone that doesn't have the same community goals.\n\n[COACH 50:04] Yeah, because and if I do the same exercise with this, I would say, you know, as long as I believe that the others want to do good, Because that's that, you know, you expect them to have a similar conception of what is good for you. If it relies on this perception, then what happens? What could happen when you show up and you rely on that belief that the others will do good?\n\n[CLIENT 50:37] Yeah, when they turn around and don't do the right thing, then it undermines the collaboration. And it definitely makes me not want to work collaboratively with them in the future. And it also, then the outside perspective from funders is that collaborating isn't important to me and to laugh, which could not be more further from the truth. But it's detrimental because they'll say, why aren't you working? closer with this organization that is and so then i feel like i have to throw them under the bus in order to explain the situation yeah how does that feel do you want to do that no no because i know that it comes it would i don't do that but i know that it would come across as me trying to lift laugh up by pushing them down but really they're just a shitty organization they have they have some great people that work there and their mandate is good but the way that they go have gone about it in the past is horrible horrible yeah but their organization that everyone wants to help because they have potential I just have to grab my battery um they have the\n\n[COACH 52:17] potential to do great work and they do yeah so so circling back to to what we just said about yeah about the this belief of the octopus that you know as long as others act or or behave the way I think is good and ultimately leads to some yeah some surprises or maybe not so surprising but of realizing that people are not necessarily always aligned with ourselves and then you said with the spider there's something about as long as there's clarity about what I expect and what the others expect and then we come with with some kind of agreement on how we what we mutually expect from one another yeah then you said there was there's something that is more somehow sustainable in having this clarity by sharing that with you how what would be a how would you how would you relate that to being more intentional what we just discussed now um by using chat gbt\n\n[CLIENT 53:41] and like with ease coming up with an MOU and just before I put any effort into working collaboratively with this new executive director just say like this is yeah these are my expectations and I would need to turn it into agreements prior to moving forward She may or may not, but then if asked, like, why aren't you working more collaboratively with this other organization, I can say, oh, we just have a different difference of opinion on how to or our intentions aren't aligned.\n\n[COACH 54:36] Yeah, and the clarity allows to be able to provide this, you know, once you know that there's a reason. why it works or doesn't work. It could be that it doesn't work.\n\n[CLIENT 54:45] Yeah, instead of me just coming up with, I don't know, it just feels I just don't get a sense of. Uh-huh. Yeah.\n\n[COACH 54:57] So let's say, Jacqueline, that we would want to put that in motion in the coming days. What would be some practice that you think would be useful for you to be, to be, to be, to be, to be more intentional and to seek more clarity in the mutual understanding of what you expect and what others expect.\n\n[CLIENT 55:25] I think having a, so I talked with this new ED for five minutes or ten minutes yesterday at a community event. So that was my first meeting with her. So to set a meeting, an official meeting with her, like call a meeting and give an agenda of this is why I would like to meet. These would be my expectations of a meeting would be to formalize a collaboration for either this application grant that we're thinking of collaborating on or future ones. And even before that, doing some of my own research on. what would um what should the points be for um when i create an m o you with another organization so getting some best practices looking at the other m ous that i've um collaborated on with other organizations that have always been their requirements not my not last requirement so it's like okay oh right the child development center when we're working collaboratively we have to go through this process and then it's it's so super clear so when i work with the town ladiesman it's like right there this is what we're doing and why we do it and here's the contract and in order to move forward we sign here and it's no big deal. So I guess it's me kind of taking the lead in developing that shared MOU. And then we can talk about that in our meeting to see if there's any points that they would like to have added that meet their requirements at all as well. Or if there's any thing we need to shift.\n\n[COACH 57:37] yeah so i'm hearing about uh to setting the stage to to agree on uh well to agree on on what to expect at that meeting so that the agenda also to come prepared with with what you want and your organization want not just lead that the others lead but to come with your own needs and your own expectations to have that yourself have some clarity and to seek this clarity with the share clarity with the others. Yeah, you think, and what would you say could be some obstacle that could come on your way of doing this?\n\n[CLIENT 58:18] I think, like with this grant that she's, that they're applying for, she already has it in her head, the path that she's going down. And Blat has it in. our head the path we're thinking to go and we had thought we would take the lead and it feels pretty vulnerable to um give that up and let them take the lead although i think because of who they their mandate it's this grant is all about systematic change in community and because they are mandate is children zero to six in their families Whereas theirs is, like, birth to senior, and they have, yeah, just many programs. So it makes more sense for sure for them to take the lead. I think it will be a more successful grant application. If they do it on their own, if they submit one and we submit one, then it's showing that we're not working collaboratively in the community and we're not working to mend systems. So we do have to do it together.\n\n[COACH 59:57] There's a rational reason why you need to do it, but when you mentioned there's some vulnerability also. And you're talking, you put your hand on your chest. I feel that there's something about having to have those two different views coming together and how do you perceive that? What does that mean?\n\n[CLIENT 60:22] I intentionally have to get all tangled up in this is part of my issue right now. It's like that it feels like at the cost of myself. It feels like that stupid turn the other cheek. And it's like they have been so horrible. Why do I have to be the one to. yet again, try again with them. And there's a piece of me as like furious right now to have to do this. Because they literally are horrible or have been horrible, horrible, horrible humans.\n\n[COACH 61:15] Yeah. So I feel there's this conflict between we need to do it, because it's in the interest of the organization to get a grant, but there's this history, this relationship that seems to be some kind of struggle there and some tension and, and\n\n[CLIENT 61:34] everyone knows about it. Like, even the new ED, she's like, I know it's been terrible. I have heard stories of how awful it's been. And like, like, it's\n\n[COACH 61:48] oh horrible oh yeah oh my gosh it seems like it seems pretty heavy to hear\n\n[CLIENT 61:57] like where they don't want to give food to people if they live outside of this district like outside of this barrier or if in their belief that if someone drives in with a in an SUV then they don't deserve to get food because they should get a a cheaper car so that they can feed their families and that they should have to show proof of their how much money that they make and earn in order to receive services and it's just yeah it's not\n\n[COACH 62:42] what you would do for sure I understand and it's my house it shows also that there could be discrepancies in your expectations, your mutual expectations, even in your collaboration, if they act differently on these aspects.\n\n[CLIENT 62:57] If we're working on a food and equity initiative, I want to know that we're on the same page. My page is not, last page is not that people have to prove that they need support.\n\n[COACH 63:15] Yeah. So what would you say in the coming weeks? I don't if this meeting is soon or, or let's say, but I don't want to focus too much on one specific meeting, but that could be a good example. What would you say in the coming days until our next meeting, if you come across meetings where you have to be more intentional and want to have more of a shared understanding of expectations, it could happen with the team, it could happen with your family or could happen in that specific case for sure what would you say you would want to pay attention to what would be things that you want to notice so that next time we can\n\n[CLIENT 63:58] discuss further about this um i'd like to notice like where i start to feel like a like and then i want to know that i address it and And I don't just stuff it. And I don't just hope for the best, but I clearly address it, like, yeah. And so, yeah, it's more, like, personally, like, knowing, I guess, having my own clear boundaries, like, what is a, what's a hardline boundary and what is a preference?\n\n[COACH 64:48] so yeah so two things so it would be to to pay attention to what what's happening how you feel when you get into those situations and I hear also how you react in those situations so there's like two things how you feel how you react and and then there's this intention of of maybe if you want to react differently that's one thing to address but but maybe for the coming days that be something for sure they could be observed in those those yeah experiences of wanting to to get to this shared understanding of expectations and you have either with family but with team or in that case with with with this partner organization yeah how is that sound yeah that seems like it would be helpful so I'll put that in writing I send it back to you Jacqueline because you know we've been it's been two months you know so we're starting off you smoothly to get back on track and great but but I really want to acknowledge all the we've shared a lot today about all these you know and and I dug a bit you know and when I ask you about this the beliefs and all and I really want to acknowledge and comment all the yeah the the transparency that you showed and that you always show as being yourself but yeah it's it's also being vulnerable to to share that and to yeah to dig in these I get I have one question\n\n[CLIENT 66:30] like I know I'm very I don't know expressive with my feelings and with my intentions and like the emotional piece of being a needy but do you listen to me or look at me and think we really should probably work over here on the like the how-toes and the be the eye cropped the eye dotting and T-crossing piece of what do you think I mean I like I feel like what we're working on is more of I don't know those soft skills of edying but do you as someone who works with other edes do you think come on let's work\n\n[COACH 67:36] over here a little well it's it's a path what they want to work on but yeah it depends on what people want to work on but it's also a path and moving from one you know the from the octopus to the spider is a journey you know and there's going to be always part of both you know it's just if you want to at some point have more of the spider. And my role, as I see it, is I'm not there necessarily to share, you know, and say this is what you should be doing or these. I know, I'm managing enough for profit myself. I have tools. I could probably be able to share, you know, you talked about AI. I'm working a lot with AI on my other role. But my role as a coach, when I put my hat as a coach, is really to work on more who you are as a person and how what you're going through and by working on this the belief behind coaching is that then you're in a better position to figure out by yourself what are the specific tools you know what are the specific procedures you want to put in place so I I don't think it would be the optimal use over time to say okay let's go through the different apps that we could use to do to-do lists or you know project time and stuff like that that could be another conversation for sure we could discuss about that another time but in the time that we're here is more about what are those you know beliefs and feelings that sometimes hold us back from being what we really want to accomplish and that's that's on the path that we're right now if that makes sense and if that still still suits you I mean because that can most importantly is that it's useful for you right it's great with me yeah thanks oh awesome and do you feel that we've we've touched on this intentional part you know that of getting to how to be more intentional uh you feel that we've through this session touched on some points that that that you could\n\n[CLIENT 69:40] put in practice in your coming yeah definitely yeah i've got my list\n\n[COACH 69:47] awesome so well i'm going to send that to you uh possibly if not by the end of the day early tomorrow so you'll have that to put that in practice and if we can that's another thing i know that we've been on so many things and myself also i was quite busy uh but for the coming months if it's possible to have a pace that so that we can be more i can be you know we can be more talking about what is present uh and feel that we have more of that connection because when it's it's it's more spread more difficult for me at least to follow you know more closely what's what's happening for you so yeah if it can be in the two or three next weeks for the next session that would be uh it would be the best perfect well that was really awesome that's a chat with you jacquelin and talk to you soon yeah have a next day bye","rapport_genere":"## Main Topics Discussed\n\nThe conversation between Jacqueline and her coach revolves around developing intentional habits, clarifying boundaries, and improving communication skills. The coach helps Jacqueline identify areas where she struggles with being overly optimistic and reactive, rather than setting clear expectations and asserting herself when needed.\n\nSome key points from the conversation include:\n\n* Jacqueline recognizes that she often tries to please others by offering her services without clear agreements or boundaries. She acknowledges that this can lead to burnout and feelings of resentment.\n\n* The coach encourages Jacqueline to focus on clarifying her own needs, desires, and expectations before engaging with others.\n\n* They discuss the importance of setting clear boundaries and communicating them in a way that is direct yet empathetic.\n\n* Jacqueline mentions her struggles with trusting herself and others when it comes to collaboration. She feels like she often has to be the one to initiate and facilitate projects, rather than working as an equal partner.\n\n* The coach emphasizes the importance of building trust through open communication, active listening, and clear expectations.\n\n* They touch on the idea that Jacqueline may need to set boundaries with her team members or partners in order to establish a more balanced and collaborative dynamic. This could involve being more direct about her needs, setting realistic goals, and establishing clear processes for decision-making and conflict resolution.\n\n* The coach also suggests that Jacqueline work on developing her own 'spider' qualities (assertive, clear communication) rather than relying solely on her 'octopus' tendencies (overcommitting, trying to please everyone).\n\nOverall, the conversation highlights the importance of self-awareness, boundary-setting, and effective communication in building stronger relationships and achieving goals.\n\n## Personal Information Shared\n\n\n\n## Work Assigned Until the Next Session\n\nThis conversation appears to be a coaching session between a coach and their client, Jacqueline. They discuss various topics related to Jacqueline's personal and professional development, including her struggles with collaboration, setting boundaries, and being more intentional in her work and relationships.\n\n## Date and Time of the Next Session\n\nThis conversation appears to be an audio recording of a coaching session. The coach, identified as 'Coach', is working with a client, identified as 'Jacqueline' or 'Jacquelin'. Here's a summary of the key points discussed during the session:\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Voici le rédacteur :\n\nSUJET : Suivi de notre dernière séance de coaching\n\nBonjour Jacqueline,\n\nJe vous remercie pour votre franchise et votre ouverture pendant notre dernière séance. Nous avons abordé des éléments concrets tels que la nécessité de clarifier vos propres besoins, désirs et attentes avant d'engager avec les autres, ainsi que l'importance de communiquer ces attentes de manière directe mais empathique.\n\nNous avons également discuté de l'impact de vos habitudes actuelles, telles que votre tendance à vous sur-impliquer pour répondre aux besoins des autres. Je pense qu'il est essentiel que vous commencinguez à vous concentrer davantage sur votre propre bien-être et à assumer la responsabilité de vos propres attentes.\n\nJe souhaiterais m'assurer que vous avez une chance d'appliquer ces nouvelles perspectives avant notre prochaine séance prévue pour le [date]. Nous pourrons alors discuter des progrès réalisés, ainsi que de tout changement qui aurait pu se produire dans votre quotidien.\n\nJe suis impatient de vous retrouver prochainement !\n\nCordialement,\n\n[ton nom]","temps_facturable_h":"0.00","temps_coaching_icf_h":"1.00","rt_report":null,"session_summary":"Developing intentional habits, clarifying boundaries, and improving communication skills through self-awareness, boundary-setting, and effective collaboration.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":{"language":"en","time_basis":"duration","total_turns":73,"total_words":8334,"has_timecodes":true,"pct_time_coach":41.3,"time_coach_sec":1753.4,"has_diarization":true,"pct_time_client":58.7,"time_client_sec":2487.0,"coach_turns_total":37,"client_turns_total":36,"pct_questions_open":84.6,"pct_coach_questions":20.6,"coach_questions_open":11,"pct_coach_statements":79.4,"pct_questions_closed":15.4,"coach_questions_count":32,"coach_sentences_total":155,"pct_coach_interrupted":40.5,"coach_questions_closed":2,"coach_statements_count":123,"pct_client_interrupted":36.1,"coach_questions_unknown":19,"coach_turns_interrupted":15,"client_turns_interrupted":13},"stats_snapshot_at":"2026-07-05T17:37:08.776879Z","prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"64bf6d65-8e26-4e9c-b8ee-99718154b504"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-02-05T18:00:00Z","duree_minutes":60,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : c9fcef94-6be3-4c9a-9cdd-f5d92a15fb4e.m4a (2026-06-11 01:04) ===\n\n[COACH 00:00] Order, check, check. Hi, Jacqueline.\n\n[CLIENT 02:31] Hi, nice to see you.\n\n[COACH 02:32] Nice to see you too. How are you doing today? Yep, doing well. How are you there? It's quite well here. Sunny, even though it's quite cold. We have had a few really, really cold days for in the past few weeks. You know, I'm doing some volunteering for the, st john's ambulance i'm the first responder and uh for uh you know shelters for homeless uh people that they opened you know during the winter for the really cool days and uh yeah really uh really shows that uh you need to appreciate our privilege you know that we can yeah we can go on with our lives without having to be preoccupied by um where we sleep and if we can you know go through the the next night and having you know the cold and all so yeah yeah that's a little thoughts for the beginning of the year so um yeah sounds a little bit heavy actually yeah yeah well actually there's a center where they it's funded by the city but they uh they decided that uh people could sleep on the ground you instead of putting like little beds because there's there's another center where they have like these, you know, like these little portable beds. Yeah, a little car. Yeah, but in that center, they said, well, they may as well just sleep on the ground. You're like, ah. Like, would they do that with people who, you know, have their house burned down or floods or, but because it's the specific clientele and anyway, that's a little editorial for the day. Yeah, that's a big one though. Mm-hmm. And what about you? How things going and how have they been for the past few weeks? It's been like two weeks, I think, since we last spoke.\n\n[CLIENT 04:34] Yeah, it's gone well. Yeah, I'm noticing like some ships in my head around and also had some experiences of where I have like taken things out in my head. been very spider-like got them really clear and then um and then it's been much better for the staff person that i'm working with for example our volunteer coordinator um i was feeling some frustration because there weren't like the clear goals and expectations i had it in my head what it was. I thought I had articulated it well numerous times. But then, yeah, there's just frustration on the team because there's not the volunteers in place that need to be, or there's not the job descriptions clearly articulated that I have been asking for for like five months. So I pulled a bit of an octopus and just like I'm just doing it and I'm like here this is what I need you to do like here is the draft now do something with it and so she was able to do something with it and when we talked afterwards I mean I wasn't grumpy like that with her in my head I was but then we talked it through in face to face and everything seemed good and I normally would have just walked away octopus like and gone and dealt with something else thinking okay that's dealt with but instead I clearly articulated like this is what we talked about today in our meeting these are my clear expectations um can I need you to respond making sure that we're on the same page. Do you have any other questions? Do you have anything to add? Do you have any other suggestions? Nope, that all seems good. And so I said, okay, we'll meet back up in two weeks and see where we're at with this. So that all seem really good. She and I met yesterday at the two-week mark. And again, she, like she didn't have a copy of what we had discussed there was no checks and balances and when i brought it up she said well yeah that was a really clear document and i appreciate like it's very super clear this is these are the expectations but then she said but i don't really have measurables so but it's learning for me okay so now i have to or we have to create those measurables so that's like that next piece of we have the clear expectations the agreements but now there's the measurables yeah yeah so I feel by hearing you\n\n[COACH 08:03] that there's yeah you there's something that looks like you moving step by step there's you know you cried stuff maybe didn't work as much as you would have liked at the beginning, but then there was some part of it that was implemented and there's still some room for improvement at this point.\n\n[CLIENT 08:23] Yes. Okay. Okay. So I'm not sure. I think there's an easier way to do it than and to do it once rather than it's like coming back to, oh, we're up against this wall again. We're up against this wall again and then like recreating the wheel. But I think I can see the value in when there's a job to be done, be really clear, concise, have it. It can be a working document that can be shifted and changed as needed in the organization. But it does bring a lot more transparency and, yeah, organizationally, there can be more collaboration and more, like, input. from like if we plug a volunteer into one of those roles they can see the bigger picture and it's not just up in my head and trying to explain it all yeah because that process is good for me to then like revisited and it's like oh right now I'm back there but again it is quite octopus like like oh and now I'm doing this and now I'm but but it is like if there's a I think you if I have a maybe even a format and like, okay, there's a new project and this is the title of the project and these are all the pieces of the project, which kind of brings me full circle to that work plan idea that some of the board members were asking for. And I don't know that they necessarily need to see all of that because it is a governance board. so I'm kind of pushing back there a bit, but I can see for myself how that would be useful and for the rest of the team.\n\n[COACH 10:24] You said I'm pushing back. I don't know if they need to see it. That's what you said. I don't know. What, yeah, what is that doubt about if they, do they need to see it? And, yeah.\n\n[CLIENT 10:42] Well, I think that's the push between it being a it being a working board and a governance board, which is where we're at. And I do have a board member who has been on the board for about 11 years. So she's very, like, wanting to be kind of in my face sometimes and, like, in control, but she doesn't want to be president. She's been president for four of those years. But she stepped back. And now she's just, she's someone that holds a lot of history, which is good. I value that. She also, she's like maternal in a, in a frustrating way. And she'll say, like, I'm very disappointed in you, like, as if, which now I'm like, okay, you can, I'll let you hold your feelings. You can own those. You can be disappointed. I'm not disappointed, but it's like, kind of like at, yeah, at 53, I don't want to be scolded by a board member or, yeah, there's no, like, oh, no.\n\n[COACH 12:06] Yeah, you don't want to be sculled at the same time I remember we discussed previously that this was part of the concern also the perception of some of the board members. I looked at that person, maybe others. But there was something about wanting to meet somehow expectations. And it was this kind of maybe disconnection or saying, well, I have my expectations. What about their expectations? But I'm doing a good job. I'm doing the best I can. I go even beyond that. But somehow there's still this disconnect at some point that I heard in our previous sessions. what would you say makes that person or maybe other boards of the members of the board have concerns but what what is driving then to have this to behave a bit like that\n\n[CLIENT 13:00] I think it is the transition from a working board to governance so it's letting go of control there is opportunity for them to join a working subcommittee to be a part of any of or not any but some of the projects so if they wanted to have more control but that that doesn't seem to be what they are interested in doing it I think it is a personality thing of like yeah I mean I've known this particular person for for 12 years and that is kind of her personality type and and it is an issue on the board also like when she's at a board meeting she kind of derails and will take try and take it down a different path and our new board chair is really good at like oh that sounds like a like a staff issue or like a staffing question. It's up to staff to deal with that. Remember, we are here to govern.\n\n[COACH 14:30] Yeah. Yeah. So there's a part that is that belongs to that person that we don't have much I think it is.\n\n[CLIENT 14:39] I have, yeah, I have talked to another person on the board around board development. So just to have like a larger conversation with all the board members like what is our our new role as like governing board rather than a working board like what are the differences so tried to address it that way as well and i've also been very direct and like have an open door policy if there's any questions that you have you can come and talk to me at any point like or set up a meeting to to discuss what's happening or or ask any questions around the decision-making I'm making. I'm happy to do that in person or on a subcommittee.\n\n[COACH 15:31] So those are strategies that you came up with saying, I have this open-door policy. We have these committees that people can join. We found those strategies as a way to maybe mitigate these concerns of maybe of this person or others.\n\n[CLIENT 15:50] how did that go so far how did that work out um she hasn't joined anything like even yesterday there was a an issue and i just dealt with it like um yeah around a document that i'd taken out of the box she's in charge of that area of the box i had shared it with someone else who's not on the list she then went to the board chair with a concern that I had shared this with the whole board and it wasn't up to date that the new like it's an older document the new name isn't on it as the new president that the date hadn't been changed so instead of her like letting me know you yeah and it's just a it was just a function of the box itself like the online and so the board chair called with concerns coming from this board member that this document had been sent out like but and she said I didn't receive the document and just wondering what's going on I'm with her being the first year on the board and first year as chair he's like I don't know what I don't know here is there some concern like no no concern it's just i sent it to my admin we're refreshing this document this other board member got the document and like it's none of none of it was there was no issue there was no fire there was it was just like her own i guess not understanding that if that happens she's going to be notified because she's in the driver's seat of that particular section of the board, the HR. Yeah.\n\n[COACH 17:59] So I hear there's maybe trying something here, but there might be something around expectations that this person was expecting something and maybe wrongfully. It was not something that should have happened, but there was something that I hear about.\n\n[CLIENT 18:18] Well, she's always looking, it seems, for me to fuck up. for there to be a mistake or like and then she wants to pounce like oh i found something to to correct and um yeah and it just brings like a downer to the whole and it's it is what it is it's like okay here we go again another yeah another um received mess up for her to correct and and there's nothing to correct. It's just, so I just clearly articulated, this was the process, this is what we're doing next, but I feel like I'm having to waste my time explaining the whole situation. Like, just let me do my work. There's no issue here. There's no fire. There's no fire to put out. This is what's coming. We're on it. I'm on it. Yeah.\n\n[COACH 19:20] So how, let's say we have an example here for a situation, but let's say more in general, but in similar cases, how would the octopus go about a situation like that?\n\n[CLIENT 19:35] Probably just how I just did it.\n\n[COACH 19:38] How is that? How would you just call on that?\n\n[CLIENT 19:41] How did I do it? There was a fire, and so I quickly went and smothered the fire. and and I did it like with the hose I did it all I think the right way but the fact now that you say that the fact that there was a fire shows that someone didn't have the maybe didn't know what was happening so okay so had this someone who wants to have control seen my work plan then she would know actually what I'm working on and what is being dealt with and what's coming yeah so she wouldn't have to be worried that oh this staff evaluation form went out incorrectly if she knows that in January I update the staff evaluation forms and review them and then she would know oh this is probably what's happening because it's January early February this is happening.\n\n[COACH 20:59] And how do you think she would behave differently?\n\n[CLIENT 21:03] She would probably not feel the need to be so vigilant to make sure that things were getting done the right way. So I actually can see how it would be helpful for her to have that information.\n\n[COACH 21:23] And how would it be helpful for you? How would you feel if she would be able to?\n\n[CLIENT 21:28] Well, yeah, it would feel. I feel quite grounded and be able to, instead of documenting everything, I could say, as per my work plan, you'll see that this is the month that I'm reviewing that document or those documents, and next month is when those documents are getting handed out to staff. So this is just part of that process.\n\n[COACH 22:00] Yeah, we're getting to this point, but had the spider showed up more, more in that situation. You said maybe if I had produced a work plan and shared it and have them involved and see that. But what would the spider have needed for this to happen?\n\n[CLIENT 22:30] Four hours in the day to create all of, like to do all of it, to do all of that work that down the road will save me time. Like, I feel like I need to just take a staycation and just, like, press pause on all my other activities and just, like, go through and, yeah, create that work plan, keep adding to it, updating it. I used to years ago, probably three years ago, my executive director report that I would do monthly. It was more like a work plan. Like these are the initiatives I'm working on. This is who's involved. This is where we're at. This is when it's complete. And then we got our new set of board members. They claimed that wasn't an executive director report. This is what we needed to do. We did a new strategic plan and everything that I the way that I had been reporting was all thrown out that's not what we want instead we want here are the goals these are the this is how I'm achieving those goals this is the data to back what's happening and so I actually that plan that I had been that had been working really really well for me and I think was giving that information. It got tossed. And I started doing this other way of reporting. And then it's like, I think that is a bit of the frustration of having new board members come on. And it's been 20 years of like, okay, and this is what this board wants and then reinventing how I give the information, which probably was which I'm okay that that that it has evolved because I've evolved with it and I've learned like I'm yeah I continue to grow and learn and do a better job but if I think back that wasn't actually it was actually a good piece of work that I was doing that was helpful for staff for board members or subcommittee members to be able to see and also for myself like here's the ongoing working document of what I'm doing and and also I just had feedback from my staff saying like is it possible that we could celebrate a bit more our goals or our achievements like we it's like we just did this big event and And there wasn't like a time to pause and like start fresh. Okay, that's finally done and we did a great job. And yeah, instead it was on to the next.\n\n[COACH 26:11] Mm-hmm. Mm-hmm. Yeah. So I hear that there has been a time where you were laying out a web that made sense. at that time. You know, say, oh, I'm doing this reporting, it works well. Then at some point was, okay, well, let's change, let's change the web. The web will be configured differently, but requires to rethink how this works and relearn maybe how to lay out this web, because it's a different layout to do it differently. And I hear also some people, you know, just many. this idea of celebrating that is maybe not something that obviously was already planned it comes as a new idea and it's like some people coming in and saying well you know the web is there what about there's this other thread that we can add to the web my question to you would be how do you feel about having a web that you lay out and that has to change that other people other let's say other spiders or other insects come in and say what about we put this thread there what about we put this other part in the in the layout how does that feel um in some ways it's i'm open to it\n\n[CLIENT 27:57] I'm open if it makes sense. I don't want to duplicate what's being done. So if we're adding on another, what are we taking off? Or is it going to streamline, like, convince me why that's a good idea? I'm open to it. We can have a test period. There might have to be other resources that come in to support. that piece of the of the additional web piece whether it's a volunteer or i guess i'm struggling a little bit with moving from the working board part to the governance it's like what are you guys actually doing sometimes because now i feel like okay here's an idea and it's a It's, and we're a governance board, so you just go do that part of the work, and we're not going to do it. Like, where my understanding of a governance board is there can still be working subcommittees, and so, hello folks, get working on some of these pieces.\n\n[COACH 29:18] Yeah, yeah, that hello folks, this part, you just mentioned, because there's, I hearing what you're saying, I'm open to ideas. Yes, you're an open person. And like you said, you know, the octopus is always willing to take on because you have all these legs and you can. And somehow the eyelashes even. And somehow it's a driving force, you know, and it's a quality, a strength that you have with being able to do all of these things. So somehow I feel that there's something deep inside you that says, yeah, it's great that I'm able to do all of this. But there's also, I hear some frustration of being like, well, yeah, I'm open. But how can all this fit and whatever I have to do at the end of the day? Because, yes, we can celebrate. You know, you said, I'm open to that. It can be rationally, it's a good idea. Yeah, it's to celebrate. You know, like you said, make a closure, then we move on to something else. But then how can I make that fit in everything that I have to do? And the board saying, well, I'm, you know, we're now a governance board. we have expectations we name them you're like yeah but what what are you doing about this because i cannot take all of this on my shoulders and when i was asking how how did it feel to have these other threads being added to the web i'm curious about how how can how does the spider express its concerns when these other threads are being added or people want to have or asked to add these other threads on the web what does have what happens in the yeah well i feel like if i'm\n\n[CLIENT 31:11] thinking of a spider it if something like flies into it or if there's if like if i'm out nature and i like poke at a spider web and there's now disruption it will either well it'll retreat. It'll just like get away from danger, but then it'll go and do a repair and maybe or a compensation to make it secure again. And it might incorporate that piece of change. It doesn't necessarily create the web exactly the way it was in the past. It might be a chunk of the web that's now missing or might abandon ship and just go build another web.\n\n[COACH 32:08] Well, that's really interesting observation. Because yeah, if what is added is too big and it just breaks the web, maybe the spy would just say, well, I mean, that's not healthy for me to stay there. I need to move somewhere else that is more secure than if it's too big. But you also mentioned, so there's always this possibility, and that's important to keep it in mind that it's not the end itself. The spider can always go and do another web. It's able to do other webs, right? But you also mention when it's something catches the web, it retracts. It takes a moment to just pull out of the action. The sacred pause. The sacred pause. And you said also it goes to assess, goes to see what happened there and to assess it, but first it has to take a little bit of back I don't want to be in the middle of this because then all the actions is happening there. I need to retract a bit, see what's happening, and then go there, and you said then adjust. But lay out the web to adapt to what is happening. And maybe a question for you at this point is because through the program that we're doing, you know, we're almost at half points, but there's this, you know, we've been working a lot on observing what's happening, observing how the octopus behaves, and then we're at a point where, you know, if there's a pivot to happen, should happen in the coming weeks. But there's this awareness that I feel that you're sharing here. And I wonder, what do you think you would need to have this capacity, let me phrase it otherwise, how, what would the spider need to have this ability to take, to take a distance, to assess, to adapt that the octopus might lack. What does the spider need to do that? Probably vacation.\n\n[CLIENT 34:21] This time, like, to build in. How? time to assess, like, maybe consultation with the team, which I'm doing right now, like getting what's that? I'm looking at my sacred pause, assess and observe, awareness, adjust and adapt. But there is a piece before that, which is, like, just more, possibly more input to ask, just time to ask the questions of like what is the actual need where where are the gaps where is the duplication what can be let go of yeah because there's something about the\n\n[COACH 35:24] laying out of the web and what you shared today I see that there's you seeing what you've done as a web I put there and then you know the first thing you shared at the beginning of the session with this colleague of yours that you did the two weeks mark and the person came and said yeah well but i'm not quite there yet there was something about you know the measure about how to be more precise so there's something about you've seen the web for yourself but maybe the other spider that is also needs also to be on the web maybe has seen it a bit differently yeah it's not the same yeah and i wonder also what what could help the spider to get closer to web that is shared with the other the other spiders that have to be because it seems to be it knows a web where other spiders\n\n[CLIENT 36:26] have to be on so so some kind of tool like an assessment tool or a shared vision board or or working board, not board of directors, but like.\n\n[COACH 36:44] Yeah, so those are tools. And I hear a lot about tools, Jackling, the wizard, which is great, you see that you have knowledge, you have the competencies, you know what could be technical.\n\n[CLIENT 36:57] But it needs to be populated. It's like sharing information.\n\n[COACH 37:02] Uh-huh, I mean, the question I would have for you is why, What makes it that this didn't happen so far? Because these are not necessarily new ideas. I'm sure you already thought about this. So what would you say makes it challenging for you to put that in practice?\n\n[CLIENT 37:26] It's time. I just don't create that time to actually dedicate to sitting down and doing it. That, yeah, there's just a lot on the desk. and until it starts to get the desk so full that it's like falling off and then it's like oh that one's about to fall off so then I'll pull it back on and okay let's deal with this and then oh that one's about to fall off it's it's kind of like walk a mold you know like the squeaky wheel gets my attention but I know I've been saying for years like let's create a calendar of this is what what i do and so it's um you know about the tools you know about that you have knowledge you master them but i think it's probably ADHD medication is that i know what i need\n\n[COACH 38:38] well yeah that yeah maybe maybe yes uh you mentioned time yeah well there's two ways you know it's maybe to block time if sometimes we need to do that say i need a few days you know to really focus on that and just do that or or just have the mind space to be able to think about that and not being always in the how do you call it the guacamole the wacamole the wacamole that's the thing that you block a mole, whack a mole.\n\n[CLIENT 39:14] Like, you know, a mold that pops up and it's like, whack, get down.\n\n[COACH 39:20] Yeah, because if you're in that state of walking those moles, it's difficult to put in place something, you know, when you're always in assessing things. So there's either blocking time.\n\n[CLIENT 39:36] So maybe it's a bit of a leadership team, gathering like like with my admin and my senior facilitator and the volunteer coordinator and to do what what would you do so that i can have a brain dump and others can hear what where we're heading and like if hidey my admin if she's there listening to all this and taking notes she will organize the thought process so that it's I mean I know I still have to do the work but some but I will get like bogged down in like I'll just rabbit hole down different initiatives instead like oh right I'm actually we're actually here to do the bigger picture we're not like we're not doing that creative deep dive into oh and then we could like make valentine's cards and send them out to all of our donors and oh it's they should have they should be hearts with little like like which is i do i get creative which i love that piece and it ends up bringing like life to the organization that like the the creative pieces, but then the bigger picture of like, okay, come on, focus, Jacqueline, we're actually not on that. Right now. We're not going into the deep dive of creativity. We're still at higher level at this moment, and we're creating a year plan.\n\n[COACH 41:39] And you said having Haiti, mentioned Haiti, having Haiti taking notes.\n\n[CLIENT 41:45] her having notes and then having another my senior facilitator Sandra having her like bounce the ideas back and forth like this is what worked and both Sandra and I've worked together for 18 years ID and I worked together 17 years so we know how to do this but we\n\n[COACH 42:09] there might be an idea that would be a risk of doing that a risk\n\n[CLIENT 42:27] Nothing. It would just, it would be a little bit of time, but it would be a good, it would actually be a good team-building exercise and they would feel engaged, actually.\n\n[COACH 42:43] Yeah.\n\n[CLIENT 42:44] They would love it, actually, it would be really.\n\n[COACH 42:48] And how do you feel that this would bring you closer to the spider-like Jacqueline?\n\n[CLIENT 42:55] well i guess that's the you who's going to do this will be able to yeah i would feel like there'd be more team members knowledgeable of what the goals and intentions are and being able to help carry the load rather than them like waiting for me to um give them my little dump offering of a project that I've got twisted and tangled and like yeah I just found this in the corner of the web and it needs dealt with can you help yeah because\n\n[COACH 43:43] once it's put in writing once it's there once it's being expressed and shared with others it exists it's there so so it's yeah it's maybe brings more of a container that then And if you want to add order stuff, well, then you have people that can remind you, well, there's this container here that we agree on that exists. It's there. And we witnessed it because we were part of it.\n\n[CLIENT 44:12] So could that, or ordinarily would that be like a quarterly check-in or team building or group? I don't know.\n\n[COACH 44:26] What would be the most visible for me? you at this point. Because the most important is that it happens. So what would be the level or a threshold that you would say, well, this is something that I feel comfortable that it can happen. I can put that in practice and it will happen.\n\n[CLIENT 44:51] Like we have our monthly staff meetings, but that's just to kind of, I guess that's a start of this, but we don't end up having enough time in all. staff don't need to be part of this higher level decision making or brain dumping, like even do one and then decide like should we do this again in a month or in four months and maybe at the beginning, especially for transition planning because my senior facility, well, both of them have been with me for a long time and likely will retire within two to four years is what they've said. So if we put some energy and effort into this now, that's probably a very good idea.\n\n[COACH 45:59] And how do you think this will help with the expectations of the board or some of the members of the board?\n\n[CLIENT 46:09] I think they would be happy to know there's a plan in place and that like probably quarterly meeting to know that it's happening and that it's not all on me that I'm not working um because their concern is that I work too hard also and for transition planning for them too like who else knows what's going on and how can we transition in the future so if this became part of the organizational development and program development we could have different like newer staff members attend these meetings sometimes as a yeah just a way of building there um their their pasty in the future also. Okay.\n\n[COACH 47:17] So I'm hearing that there's this idea that you brought up having this meeting with Hadee, with another your senior Sandra. Sandra. To at least kick off the thing, just to say, okay, let's have a meeting. So maybe quarterly, maybe this can be discussed, see how do you feel about that? That is different than the staff meeting, the monthly staff. meeting because you want to go deeper and and I heard also you said it requires more time and the staff meeting so it requires to understand plan time and have these other people you want to get involved to plan their time also accordingly so that they make themselves available maybe last thing about that how would you present that to them to these people that you want to participate in the meeting how would you go about presenting that to them what would you say\n\n[CLIENT 48:16] well i first talk my finance coordinator and just like find where in the budget i know i will and the budget isn't an issue but it would just be like that would be my first step was i'm going to add i'd like to add in uh like three hours or four hours for three staff quarterly so just have that as part of the line item budget line item and then I can say to the to my staff that I'm moving forward as we're creating the budget I'm wanting to add a line item for program development or organizational development meetings And I'd like you to be part of that meeting. And I'm thinking to start off with it being quarterly. And what day is a good, I'd like to suggest a Monday afternoon because we don't have programming Monday afternoons.\n\n[COACH 49:33] Cool. Okay. Hey. And when do you think this can happen?\n\n[CLIENT 49:41] I have a meeting with my finance coordinator on Monday. so I will to discuss the budget for for next year actually so I could send an email to her today just saying this is what I'd like her to price out and to add it to the draft budget and then we'll finalize the draft on Monday and so yeah Tuesday I can present that idea to staff. And then I'd also like to just start, I'm going to pull up my old template that I was using for my tracking programs, like the last, what I was calling an ED report that wasn't an ED report. And I'm going to spend some time just populating it based on now so that I could use that as a template for the template for the this meeting and it doesn't be it has to stay that tool but it is one that I developed and feel comfortable with rather than starting totally from scratch at that meeting and when do you think\n\n[COACH 51:11] that that meeting can happen if in the event that the budget is okay I think we could do it\n\n[CLIENT 51:18] like and but like we have extra dollars right now like we have the money to do it so So I would like to finish the staff evaluations, which are happening this week and next week, because in there I get a read from all the staff of what their personal goals are and what they see as potential opportunities for the organization, then I'll have that data that I can bring to that meeting. of like these are the strategic goals and then these are the goals of the staff the individual staff members and then if i also have a draft of my own kind of a draft of the calendar that i know to be in my head and based on what we do annually if i can get that on paper as well then that would be another i would feel confident then going into that meeting with and let them realize that we're not um just starting from scratch we're building on what's already existing\n\n[COACH 52:52] and here is what's existing so is it from what i'm hearing is it reasonable to think that this first meeting with your colleagues can happen before or our next session or do you feel we need another session or is it something that can happen in a three to three weeks period i think\n\n[CLIENT 53:15] more like three weeks i don't know that i can do all of it well maybe i could do all of it in two weeks it seems like i will have to book out time for myself to prepare\n\n[COACH 53:29] all those pieces. Yeah. Because there's two reasons why I'm asking that. First is by having a tight timeline, it can sometimes force things to happen, sometimes like, okay, we need to do it in a certain time. And also because our next meeting, the next session, if this meeting happened, we'll be able to assess how it went and see how we can, do we need to pivot something with our program here? Because I think that there's something, I don't want to, I don't project in the future, but I think that there's something around this idea of meeting with your team and working on this plan that seems to be something important, the different that we've discussed so far, you know, and the shift from the octopus to the spider. but at the same time maybe it's for you to know maybe you would want to have another session to prepare even for that meeting it's more for you to see i think we could maybe plan our next\n\n[CLIENT 54:38] meeting for about three weeks instead of two weeks then i'll have done that and i'm also i'm going back thinking okay there have been i've done two of my yeah so this week and next week i'll have the staff appraisal interviews done um but maybe for the first one it would be a good idea to bring more than just the three of us together and do like turn it into but sometimes this is what I do is I like oh let's multitask and do lots of things but maybe it is a good idea to bring forward all the staff as a bit of a cell of what we have accomplished and then moving forward like I don't think there's any reason not to share all those documents anyway with this whole team and then they all know what's in my head and then from there have the smaller meeting it gets bogged down though I do both of those or if I do do that.\n\n[COACH 56:01] You say it gets bugged down. What do you mean by that?\n\n[CLIENT 56:08] Well, it's not as streamlined as the goal of this meeting is to talk about the coming year. And to instead, I'm like, I'm sure that will come out of this meeting, but it's with four extra facilitators who they might squirrel down their own rabbit holes at this meeting. talking about, well, what a, yeah, like, how many songs should we have at our dance party or, like, they might get bogged down with the details. And I do, I think either way it would be a positive experience. And good, a lot of good will come from it.\n\n[COACH 56:58] But, but, well, I hear two things of what you're saying.\n\n[CLIENT 57:02] And then they have lion, too.\n\n[COACH 57:04] Yeah. is it a one or or could it be a one end it could be a one hand it could be both it's just what you want to do first yeah because there's this purpose that you mentioned of celebrating which is important and you said to have them also envision the future the next steps so there's this part but you mentioned also the meeting with your more closer team that it seems to be a little more not strategic but more let's build a plan and come out with something concrete you know you may mention Haiti taking notes and putting that in writing it seems somehow to me two different things but but one can definitely feed the other for sure how how would you feel about that\n\n[CLIENT 57:58] I think the celebration one and maybe a wider net of a brainstorm, but I'm kind of doing that already with the one-on-one interviews. I feel like I'm kind of asking that question of how would you like to feel this coming year? What kind of experiences would you like to have? How would you like\n\n[COACH 58:33] to stretch and grow and what um is there any what would be different then with this yeah what could be\n\n[CLIENT 58:42] different with this with doing it altogether um if we do it all together Heidi would be taking notes and she would she'll get overwhelmed by the the amount of information that's like getting dumped it's like does is this relevant or is this not are we going with this or are we not going with this or we not going with this so I don't I think it's more important just for people to feel like they're being seen and heard and typically then and I don't know if I do a good enough job with it I think though but it's possible that people get all excited about having the opportunity to share what they would like to do in a group setting and then feeling like okay this is what we're going to do because this is what I'm this is what I brought forward and then if it doesn't get chosen as an initiative they could it could backfire and be like oh what I thought we were going to do the\n\n[COACH 59:58] dolly part and book program and you just said because this is what I put forward you know they would be somehow there would be deception if people think and they've heard me saying the purpose of that is to do whatever we'll be discussing there but is that really why what you want to do with that session is it really where the decisions are taking it's more to hear about people that I understand so is there a way to present it to them that their expectations meets the purpose that you have.\n\n[CLIENT 60:43] Yeah, there is. Like we're here to celebrate what we have achieved, what the goal. And I think, okay, so I'm going back to doing the tighter meeting first. This is our, this is what I'm thinking and doing a brainstorm and a brain dump and kind of getting things set for the future year. um so do that with my tighter team and then expand have a celebration of this is all we've achieved and moving forward this is these are the goals of where we're going instead of giving a lot more detail because they've already given me their detail individually in these interviews right now Okay, okay. So I can take the information they've already given me this past these two weeks. I can take that into consideration as I create the plan for the coming year. I can brainstorm it through with Heidi and Sandra and maybe my volunteer coordinator. She's going on a mat leave. I've never actually had to deal with a mat leave before. And so.\n\n[COACH 62:08] Then you will have someone replacing her?\n\n[CLIENT 62:11] Yeah.\n\n[COACH 62:12] Yeah. so a new person coming in.\n\n[CLIENT 62:15] And so I interviewed her yesterday and she will be a good fit. She's on the team already. We just hired her last month, but she's been a participant and she is just starting. But I think it'll be a good fit. But I might bring as a volunteer coordinator, I might bring her into this meeting as well.\n\n[COACH 62:40] I have to want Jacqueline because we went over time but I felt that there was something that we were having here that was really precious and if I can summarize you mentioned okay I met all these people individually it's kind of they came all with their own threads of what could be put on this web I want to meet with my close circle to lay out the web and have input it in writing and then i have this celebration and also kind of presentation of the web saying based on everything you've said i've discussed it with like with the inner circle we prepare the plan here is the plan and and so that's what we covered today um yeah how do you feel about that how do you feel about what we we accomplished today in this in this session\n\n[CLIENT 63:37] thumbs. Yeah, yeah, super good. I do, yeah, I'll take, I've been taking some notes and I'll come up with a next step for, I think taking, like blocking in time to do this work is really important right now.\n\n[COACH 63:59] Yeah, because it could be taking time. I told you about the Costa Rica, the retreat I want to do. That could be one thing. That we can discuss. us other time but but also it's how to because yeah it can be let's take time for one because i need time right now to figure things out but it's also how to build that into a habit of taking the time on a regular basis the time that you need for you to be a better serve to others it's not just to be selfish to say i'm taking time for me but it's no there's an there's an intention behind that and a purpose for this time is that you become you you have the space of mind required to do your work that and to meet the expectations that people have so uh there's other value about around that time it's not it's not being lazy taking time for ourselves or even just even taking time literally for yourself no personal time uh no wellness time I can't go a long way, you know, and, and benefit others, you know, not just itself. Yep. So true. Great. So let's do that.\n\n[CLIENT 65:20] Do you want a card for the day?\n\n[COACH 65:22] Oh, what is the card? Yeah, sure. What is that? Okay.\n\n[CLIENT 65:27] I'm going to, I got my hand in the goal here. Tell me when to stop. No. Okay, here it is. Oh, here you go. Here's your word of the day. acceptance.\n\n[COACH 65:41] Oh, acceptance. Ah. Hmm. Well, that's interesting. How do you use those cards? What do you use them for?\n\n[CLIENT 65:52] I just will pull a card and then think of how, kind of like an octopus or spider. How does the word, how could I incorporate that word into my moment or day?\n\n[COACH 66:09] So mine,\n\n[CLIENT 66:10] was grace.\n\n[COACH 66:12] So there we go. That's a good practice also. That's great. Cool. It was nice having this time with you, Jacqueline. And so I'll send you an email with a link for a next session. So if you can plan it according to when you want to plan your other meetings. And yeah, and I'll maybe send a few notes for discussion. and maybe also some reflection questions for this part of the practice of actually taking the time for you, but also taking the time to have this meeting with your colleagues to lay out the web and to make sure that this web makes sense, not just for you, but for the others also in your close team. And ultimately, like you said, to present it to people so that they have, the visibility also on what's coming up. So yeah, feel more organized.\n\n[CLIENT 67:17] I just had the vision of where I'll do this too, the meeting, and yeah, it will include a cabin.\n\n[COACH 67:26] Cool. Well, I see it's bringing energy. I see a fire and a fist lighting up, so yeah, it looks like it's going to be a really good time. So enjoy it. Because it's important, I will enjoy. and we'll catch up then after that to discuss how that went.\n\n[CLIENT 67:44] That's it. Thank you.\n\n[COACH 67:45] Cool, have a nice day, Jacqueline. Thank you. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nBased on the transcript provided, here are some key points and insights from the coaching session with Jacqueline:\n\n## Personal Information Shared\n\nClient has a volunteer coordinator who will be going on maternity leave soon, and a new person will replace her.\n\n## Work Assigned Until the Next Session\n\nThis conversation is between a coach and their client, Jacqueline. They are discussing how to organize and prioritize work for the coming year. Here are some key points from the conversation:\n\n## Date and Time of the Next Session\n\nThe conversation is between a coach and their client, Jacqueline. They are discussing various aspects of planning and organization for the coming year. Here are some key points from the conversation:\n\n* Jacqueline has been interviewing individual team members to gather ideas and goals for the coming year.\n* She wants to meet with her close circle (Heidi and Sandra) to discuss and lay out the web of initiatives, inputs in writing, and then celebrate and present the plan to the wider team.\n* The client feels overwhelmed by trying to do too many things at once and wants to focus on taking time for herself to figure things out and prioritize.\n* The coach suggests that Jacqueline take time to reflect on her notes from their session and block in time to work on the planning process.\n* The conversation ends with the coach sending an email with a link for a next session and some reflection questions for Jacqueline to consider.\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Suivi de notre dernière séance\n\nBonjour Jacqueline,\n\nJe voulais vous remercier pour votre implication et vos réflexions lors de notre dernière séance. Nous avons discuté d'importants éléments tels que l'impact de la départ en maternité de la coordinatrice des bénévoles sur le planning, ainsi que les idées et objectifs collectés auprès des membres de votre équipe.\n\nNous avons également abordé vos préoccupations concernant le surmenage et la nécessité d'allouer du temps pour vous-même afin de prendre en compte et prioriser vos responsabilités.\n\nEn guise de rappel, nous avions convenu que vous prendriez le temps de réfléchir à nos échanges, ainsi qu'à vos notes prises lors de notre séance. Nous aurons l'occasion d'en discuter davantage lors de notre prochaine rencontre prévue pour la semaine prochaine.\n\nJe reste à votre disposition si vous avez des questions ou besoin d'aide pour les réflexions demandées.\n\nBien cordialement, [Ton nom]","temps_facturable_h":"0.00","temps_coaching_icf_h":"1.00","rt_report":null,"session_summary":"Career transition planning, identifying values and strengths, drafting a 90-day action plan was not present. Organizing and prioritizing work for the coming year, including delegating tasks, setting realistic goals and objectives, and maintaining focus on key initiatives.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"d8f0fdde-63b7-4e7d-997f-04aff91b9ecc"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2026-01-16T21:00:00Z","duree_minutes":30,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 637aa659-f91b-4ad6-844b-91229910b179.m4a (2026-06-11 01:04) ===\n\n[CLIENT 00:00] one do we check how are you doing great great nice to see you too how are the uh holidays\n\n[COACH 02:32] it's been a while since we uh last spoke um yeah mexico was spectacular yeah and i got to do\n\n[CLIENT 02:41] i felt like i got to do a 11 day sacred pause oh wow i like that\n\n[COACH 02:50] tell me more about that what makes you say that just turning off the rest of the world and just being where I was and deciding that yeah permission granted to just like be off and be in nature and swim and drink margaritas and just enjoy yes yeah it was so great uh-huh life would be\n\n[CLIENT 03:27] quite different if we could just go on and drink margaritas all day long that would be awesome oh that's great yeah and now now and you came back when did you came back to uh to uh\n\n[COACH 03:42] okay so first week first week yes uh-huh or i guess sunday i was supposed to be back saturday but um i got the joy of spending the night in the calgary airport on the bench okay\n\n[CLIENT 04:00] That's, yeah, that's not the best way to land, literally.\n\n[SPEAKER_? 04:05] Yeah.\n\n[CLIENT 04:05] After such a true.\n\n[COACH 04:06] It was a little bit of a harsh.\n\n[CLIENT 04:08] Yeah. And the first week, the first we go.\n\n[COACH 04:16] It's being good. Mindful as I re-entered and this is what I'm going to take on, but not take on too much. Prioritize, like, what are my priorities moving into the air and then share those. I think there was a little scatteredness a couple of times, but noticing it. So that was, I would say, positive. I'm doing it again and just like slow down and stop. And we were meeting last night, so I was able to share some of what I've been working on and noticing. And I felt really positive about being able to share with them also too.\n\n[CLIENT 05:19] Yes. And when you said I noticed, you know, there were some. instances during the week that you noticed. I saw, I noticed it. What make you say that? How did you, how were you able to put a finger on that? Say, oh, there's something happening now.\n\n[COACH 05:36] I think it's more body awareness, like in my stomach where I feel like tense. It's usually when I feel like I need to be in more than one place at one time or where it's just coming in at some point. And I want to jump in and be like helpful. Like, permission granted to not be everywhere at the same time and not be everything to everyone at the same time, but have my own priorities. And it's like, oh, I'm being able to just say, actually, I'm not able to do that right now. I'll get back to you. Thanks for asking. And just scheduled meeting with me.\n\n[CLIENT 06:27] So you did try that? and how did that work how was the reaction of people when you were doing that\n\n[COACH 06:34] totally fine as it usually is it's usually just me feeling like we're not I don't know reality if they do if I do and actually I guess I'm just getting to that point it doesn't really matter if I do either it's a possibility that I let\n\n[CLIENT 07:03] someone down and that's okay and that's okay yeah can't happen things going to happen.\n\n[COACH 07:09] We can happen.\n\n[CLIENT 07:10] Mm-hmm.\n\n[COACH 07:12] I usually like too much.\n\n[CLIENT 07:16] Yeah, I understand. Yeah. And you said, you know, it's the beginning of a new year when, you know, you came back to work. It was a time to also set things for the new year. It's also an opportunity for us to, to check in, you know, on where we're at and just to make sure that we're, you know, just to, yeah, set the new year straight to continue on our path. I just wanted to check in with you on the topic again. Every time I want to make sure we're still on the right path. We're talking about wanting to feel confident in your approach and realistic that what you do is enough and that I don't need to overdo and being performative. So this was something that we covered.\n\n[COACH 08:02] It's really solid.\n\n[CLIENT 08:05] Yeah.\n\n[COACH 08:05] I am really leaning in there and like having some felt like that felt experience of literally like stepping back and saying it's it's okay yeah because last time we were\n\n[CLIENT 08:24] yeah last time we were talking about the the boundaries and it was interesting because you mentioned examples from from the working environment, but you also mentioned a few examples of your life in general. You know, mentioned this episode of, you know, the, I think it was one child that was supposed to come to your place, then, whoop, you realize at the end, oh, oh, there's more than one, change of plans, having to, you know, to reassess, and there was this reflection about how to set those boundaries to make sure that you're respected in that and that you're being respected and respecting yourselves and last time we discussed about and I sent you a document and I know it was during the holiday period so I know there's it's not necessarily the best time to put in practice things but we had discussed about this idea of working on those boundaries you know and and when you had requests coming in taking the time the sacred pause that you mentioned at the beginning you know and to take this pause to see if that request was really for you could be delegated or could be postponed and how to name that to voice that and to express it to the other person summarizing and the idea was to yeah to move from the octopus with all these wanting to grab everything that's passing around and and getting to this state of the spider of designing the web and making sure that you you are the one who is deciding how the web is being laid out and making decisions for you just wanting to see if you know if you had any reflection on on that on that part yeah\n\n[COACH 10:16] how did that go and what so I narrowed down so full disclosure I've not opened any documents of yours but I'm but I am working in my in my mind and reflecting a lot on these conferences so you can say to me no jack you really actually have to go open those up and i will but i haven't but i i have found like around accountability and then also not in the moment but afterwards when something like so with my daughter sophy i was actually sharing what i'm learning and what i'm working on and gave i said and i used this example and I told her what had happened and how and it was the example of around her kids like from one to two kids being here and how that's not the way I would prefer than I can do way and in case of emergency or something 100% but I'm trying to create stronger healthier boundaries for myself and asked what just said what I would prefer and asked like what would work best for her and her family as well around that and then also I did the same thing at my board meeting it's like I used an example of when a board member kind of called me out of the blue and just said here's an opportunity for funding and quick run and um actually there's a few examples of that I'm able to say, and remember when I did that, and I just dropped everything, and I just came, and I can do that. It's not, I'm learning about myself that that's not best practice for me, because it ends up kind of throwing off my day or throwing off my hour. And I don't, at the end of the day, feel, like, super proud of the way that I showed up for myself in that moment. came to play from any of those like just running and rushing and I can tell that I leave other things behind like if I leave programming where I'm in the middle of a conversation with staff and it's like oh phone call and then oh so-and-so needs me and I run away from it's not the most respectful of their time either they're all used to being like that but it's not the way that they would never do that to me so not respectful remembered yeah yeah because earlier on in\n\n[CLIENT 13:27] our conversation there was this notion of when we go back to the octopus it's it's not that you you can't do it you can do it you have the capacity and it was something that you brought about you know i know i know that i can do i can do this i can do that so but there's there's what you can do and there's also what what is the best to do both for you for the organization for the for the team also what you just mentioned about how the impact it has on the whole and even today\n\n[COACH 13:57] there was another example of like maybe where I did at the opposite way of like just like swirl oh there's this opportunity and like getting all excited about it and then rushing in to programming and sharing it with one of my team members and not like having that sacred pause first of like, is this a good time? Would now be a, so it's, it's, but I did catch myself. And I said, oh, actually, can we book the time next week to talk about this? Because it's like not the time. And then maybe I could gather some thoughts and like present it in a way that is more digestible instead of like this whirlwind just coming in and landing and all my dust kind of like full yeah yeah and it's great it's great to be excited i mean i see it when you're talking about\n\n[CLIENT 15:19] things that that excites you i see the energy that comes out and and that it's awesome i hear also you mentioned a few times take the pause and and we discussed that last time but mentioned now take the past to receive what people ask of you and being able to respond to say okay well this is maybe good for now maybe not maybe it's better so so i see that there's something there that's been worked on uh definitely uh what what would you feel you know as we're at this point you know in our process so far and we still have a few sessions coming you know in the coming weeks but at this point knowing that you've made that part of the path so far what do you feel would would help you the best to to move forward to move a little bit more the needle to get better towards this place of when we say to be really confident and realistic that what you do is enough and that you don't need to overdue but what do you just say could be step further in that direction.\n\n[COACH 16:30] I think if I'm totally open to your suggestions, but when I think almost like making a contract with myself, having something written, having a checklist for myself or a reminder, maybe some sort of schedule that I might follow.\n\n[CLIENT 16:53] My batteries, it was, oh no, I don't want to lose you it just said it was 80% full yeah i don't know sometimes mine too it's just out of the blue pops out the battery's low and it's been plugged in for the whole day so you say to have something to note down to have something concrete tangible what would that allow you to have something tangible in writing for you i think it's like\n\n[COACH 17:32] doing that actually having a visual check-in with myself like how did i do today or this week or or coming coming up like right now working on like we're thinking of creating something that i can share with staff and also with sponsors and community members like these are going to be the upcoming opportunities this year for for community engagement whether that be a sponsorship opportunity or volunteer opportunities. And so I think if that is a tangible thing, I don't know if that's the kind of thing you mean.\n\n[CLIENT 18:20] Uh-huh.\n\n[COACH 18:20] But that's something that I'm often, I'll just, here's an opportunity, and off I go and let's, and I'll just drag my staff, like, come on, everybody, we're going to do this instead of pausing and being really systematic about, like, and here's, because I do, eventually slow, down and I'll write everything out, but I have my head like swirls, kind of like the assu and just like, how much can I gather in this like big sweep and then I'll gather it in and make it and condense it. So who all can I bring in and what are all the resources and what boxes is this initiative going to tick and who's going to benefit from it? And while I'd love doing that process, that's, like, super creative and fun. And it just, like, brings me so much joy. There will come a point where I've gathered people that you've got a process here, Jack, but what are we doing? And so that's when I feel like, oh, I've done it again. I don't know. It's just the way I do things, but maybe there's, like, it seems a little bit octopsy. so maybe there's this spiderish version of yeah yeah well then in the coaching program well at the the very god do you listen to me and think oh my god well you know actually jacqueline\n\n[CLIENT 20:18] it makes total sense because you know actually the second object i have it on my screen right now the second objective of our program is stated as make expectations visible replace mind reading with simple shared frames so others can act what's worded act without me but could be act with me but i find it interesting because the way you're expressing it is i see this idea of making things visible visible for you but you also mentioned visible for others for the board for the partners for the team so that people can understand where you and they are at and what's the path forward you know to have more clarity on what is expecting from them but also from what you're expecting from yourself in that in that journey as i understand it so yeah it's really really interesting wow it's uh and and i'm interested in intrigue and curious about yeah i ask you why why is that important at this point can tell me more about you know once since you've you're now in a position of better assessing your boundaries and and taking the pause to see things to name things why would you think it comes it becomes important at this point to make to make the expectations to yourself and to others\n\n[COACH 21:50] more visible and more clear i think it's personal accountability but then it's also accountability of others so if I'm creating these opportunities for others to support the initiatives and I'm asking for that then it's both role modeling what my expectations are and like turning expectations into agreements both with myself and others why yeah you mentioned\n\n[CLIENT 22:32] agreements that's not that's also an interesting word what what you think would what would it be what would be required to have to get an agreement you know either with\n\n[COACH 22:47] people in your team clarity what the expectations are mm-hmm and then accountability timelines yes and it's hard to have someone like that's just part of the agreement it's like so that if that doesn't happen the agreement can be changed but there has to be a conversation and collaboration and connection around that yeah so there's some\n\n[CLIENT 23:22] accountability there's some clarity you said about the timeline about what's the expectation what is the produce so I have more clarity around that and if if it's not being done what what happens so it's it's clearer for around that yeah and and I hear what you're saying at first the way you were saying it I was hearing it as for yourself now I seem to to hear a bit about also the others is it how yeah what's what's how do you see the others coming to play in.\n\n[COACH 24:01] I think my leadership style is I lead by example also and I don't want others to think that I'm not going to hold myself to the same accountability that I hold them and I probably give people more leeway than what is comfortable and maybe best practice for the whole organization. I give a long string I give a like I want people to feel successful and not feel the pressure of performance anxiety or it's more a process not in product yeah so I want I want people to be able to to grow and learn and gain knowledge and gain confidence along the way not just I don't have this expectation like people will have it but I do think with that with that style of leadership and it can be frustrating for other staff if they see like because if they're going to have to pick up the pieces of another person so I think if there's more accountability first for myself and then I can as we go down the letter it's like hold other people more accountable as well and have those expectations and\n\n[CLIENT 25:39] yeah so i hear yeah so i hear there's this part you said my i have a leadership style that is leading by example so to to be myself accountable for what i'm doing so if i want if i'm expecting things from others i have to myself be able to do it so to put that in practice myself but also here can be useful for for the others also to have clearer expectations of what is expected from them. And if I go back to the to the metaphor for spider, because we're leaning towards the spider. And I see something about all the weaving of the strands of the web, of having this, you know, getting from the state of I have these ideas. I hope people will pick on things and possibly understand things, but getting to this place of having a clearer web of what are the expectations, what are the lines, what are the strands, to have clear strands. So I heard a few of these criteria about the quality level, you know, the expectation, the timeline, you know, if it's not done, what's happening. But there's also this part of collaboration. of co-weaving, I would say, with the people and getting to threading, you know, these trend, weaving these trends together. Yeah, and then having something at the very beginning when we're talking about this, you were talking about something visible to see it. You know, is it a table, is it something aboard that I can, that is concrete, that is tangible, that we can see and refer to. refer back to yeah so i heard all of this from what you uh you said um yeah yeah i think there's do you think it's possible to uh to put in practice some of this in the coming the coming weeks either for could be for yourself but i hear also the possibility because it gets also in line with with setting boundaries if you can set one to set clear boundaries to have these expectations clear also helps with making sure the people respect the boundaries right so so yeah so is that something that you think could be put in practice i could send that in writing by email but to have this practice that that actually we co-created right here you know together that that makes sense for you well would be something you would be willing to uh to try out in the coming weeks? Yeah.\n\n[COACH 28:38] I'm envisioning it being Spider-Web-League and just having all the different projects and I'm not sure exactly do you think I should just play with it and start nobing down doing it my way or do you have a suggestion?\n\n[CLIENT 28:58] Well, I like hearing you say play with it. Yeah, because it has to make sense for you right and if it can be even fun to do if you can play with it i mean that's that's the most useful you know it's for for yourself so uh so yeah and what would you say could be would there be any obstacles or difficulties you envision that could maybe prevent you or\n\n[COACH 29:21] refrain you from from doing this i'd probably just go old school and do paper and but i would like to at some point be able to do it more digitally. I probably have the tools like with my iPod pro, I think I could do things. So maybe I need to take a bit of a course or get some support on how to use the different tools in a different way. That would be a good idea. But I can start old school. I'll just like strip down this and just have different.\n\n[CLIENT 30:06] Good old pen and paper. Yeah. Well, because it's interesting what you mentioned because I quite similar also I try when I want to do things sometimes I want to find like the perfect tool to do something but sometimes the difficulty with that is that it can come in the way of actually doing it you know sometimes we get caught into wanting to find a perfect tool right but but yeah there's so many tools sometimes I when we were talking about the web and you know the different lines I use sometimes tools of mind mapping you know i've heard about my mapping you know the concept you have like lines like a kind of sun with rays coming in all directions and you have like every line is one concept or one project and then you can like a tree you know have different branches that could be one way to present but uh yeah i'm sure if you can play with it like you say that that's the best way uh best approach to it for sure to have fun experimenting and that cool awesome so uh well let's do that\n\n[COACH 31:07] I think of this permission to play\n\n[CLIENT 31:11] ah what uh yeah yeah permission to play yeah\n\n[COACH 31:16] and it is a quieter time of sort of quieter time of year so I think maybe that's another piece of all of this is looking at my calendar and jotting in specific hours throughout the week or whatever makes sense for my schedule and other people said I'm working with, but setting that time to do it.\n\n[CLIENT 31:45] Yeah, yeah, because time flies by so fast. That's true. Cool. Actually, we are at that time also, Jacqueline. So that's, yeah. So yeah, so I'll send it, send some notes by writing. Again, it's always invitation. So, you know, if you don't have time to open the documents, it's fine. the most important is really for you to, you know, if, yes, to be useful for you. So really make the best use weekend of what we discuss here. And, but I'll still send you. So at least you have some reminder of what we've discussed today. And we'll catch up on our next time. Cool. And I'll also send you a link to book the next session also.\n\n[COACH 32:30] Perfect. Awesome.\n\n[CLIENT 32:31] Yeah, yeah, two weeks. Yeah, that's great. Okay. Well, that was nice. got to check out with you Jacqueline have a nice weekend talk to you soon yeah you too","rapport_genere":"## Main Topics Discussed\n\nThis is a transcription of a coaching session between a coach (Jacqueline) and her client (Jack). They discuss the client's goals, challenges, and strategies for improving their leadership style and productivity. Here are some key points from the conversation:\n\n## Personal Information Shared\n\nThe client and coach discussed creating a 'Spider-Web-League' to visualize expectations, boundaries, and accountability. The coach will send notes by email for reference. They agreed to meet again in two weeks. The coach suggested using pen and paper to start with and later exploring digital tools.\n\n## Work Assigned Until the Next Session\n\nThis conversation is between a coach, Jacqueline, and her client, who wants to create a clear web of expectations, boundaries, and accountability for themselves and others in their organization. The conversation revolves around the following key points:\n\n## Date and Time of the Next Session\n\nHere is the summary of the conversation between the coach and client:\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Suivi de notre séance\n\nBonjour Jacqueline,\n\nJe voulais vous remercier pour votre participation active et engagée lors de notre dernier atelier. Nous avons abordé plusieurs sujets importants, notamment la création d'un \"Spider-Web-League\" pour visualiser vos attentes, limites et responsabilités. Je vais partager les notes de cette séance par email pour que vous puissiez y faire référence.\n\nNous avons également convenu de nous rencontrer à nouveau dans deux semaines. Nous avons commencé à explorer l'utilisation d'un cahier pour noter vos idées, mais je suggère également d'utiliser des outils numériques plus tard.\n\nJe suis impatiente de voir comment ces stratégies vous aideront à améliorer votre leadership et votre productivité. N'hésitez pas à me contacter si vous avez besoin de quoi que ce soit entre-temps.\n\nA bientôt,\n[Votre nom]","temps_facturable_h":"0.00","temps_coaching_icf_h":"0.50","rt_report":null,"session_summary":"Career development planning, creating a 'Spider-Web-League' to visualize expectations and boundaries, exploring tools for accountability.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"1573935e-398e-4500-a109-11d966076836"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2025-12-12T21:00:00Z","duree_minutes":60,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 0b7603ad-0d0c-4148-ba8f-86216adfe1b7.m4a (2026-06-11 01:04) ===\n\n[CLIENT 00:22] Hey, hi, Jacqueline. Hello.\n\n[COACH 02:35] Hey, how are you doing?\n\n[CLIENT 02:37] Oh, it's been a ride.\n\n[COACH 02:42] Oh, I can imagine. It's the end of the year. A lot of things happening, right?\n\n[CLIENT 02:47] Yeah, programming just closed. Okay. So I just walked in the door for my last second in person with family, so that's good.\n\n[COACH 02:58] Uh-huh.\n\n[CLIENT 02:59] And with staff. Yeah, so made it.\n\n[COACH 03:06] You made it.\n\n[CLIENT 03:07] Made it through skin of my teeth.\n\n[COACH 03:10] Yes. How does it feel that I've made it through?\n\n[CLIENT 03:14] I've done lots of noticing this. I had a community member who, like a non-house person, attack me from behind. about two weeks ago, two and a half weeks ago. And so I went into like that having to like hold it all together and like fight, flight freeze, fawn. I noticed my patterning in the moment, which I think is a bit of a direct result from like slowing down and just noticing my ways and what I do. Um, and then so I worked this the day after that and then I realized, no, I need a day to just crash and like get some help do what I needed to do for myself. And then I rallied because I, for work, I just felt like I just have to keep going. I have my big winter event that happened on Saturday and then closing up like. So today is. I think this weekend will be more like just crashing a little bit. So I'm definitely the octopus right now that wants to go hide in the cave. But amongst all that, there's been a lot of moments where it's like, oh, I am more like, more spider-like and that has felt really, really good. And I keep thinking, okay, I'm doing, I am a octopus right now, doing it this. way. However, I could see that there's other ways of doing it. And I've like this past month, I've been like, okay, I'm going to do it this way right now. And next year, this is a different way that we're going to do it. And so it's been a lot of like delegating. And I've had someone like create all the lists of and interview all the different team members to get their perspective so that we can put together like an actual manual of how to do it and I can just do check-ins with them and in each different quadrant area. So it's been good. It has been good. Yeah, that other piece has brought up just some of my own past experiences. So that part has been hard but again I've been able to say to the staff or to my board HR committee like I can do kind of the bare minimum right now and there's other pieces that we're going to have to put off\n\n[COACH 06:25] till the new year um yeah I'm sorry to hear about the situation that you said at the community member and and you said that you took a day off and you took some time for yourself and what what kind of resources do you go to or what what do you what do you what did I\n\n[CLIENT 06:51] do yeah like what are my coping strategy yeah well in in general or in this specific case I guess I could I can share whatever whatever. Yeah, talking to the police, talking to victim services, sharing with like a couple of good friends, getting out in nature, grounding, journaling, just giving myself permission to, to, like, crawl under the blankets and have a good cry and I did reach out to a friend who has worked a lot with unhoused people and so being able to have him validate that my feelings and needs are equally and in this moment more important than theirs like that it's okay for me to like like not be as caretaking of their feelings in their situation and they're like going into the reasons why they would have done that. There was kind of victim shaming that I felt from the police like just it's I just walked out of my office and my office was on the first on the main avenue and this guy who is often on the streets and I often say hello too and I know by his first name um so he just started a conversation and I was kind and just engaged him in a conversation which led him to when I walked away just come and grab me from behind and just want to just kept saying I just need to kiss you and like and just having his body straight up against the back of me and holding on so um feel and it was at the same time that i'm like in the newspaper and on our local island tv like in the news for what i'm doing in community and um for that award that i got And so I felt already sort of overseen and vulnerably exposed anyway. And so to, yeah, to be on the receiving end of what I'm calling an assault. And there's another voice in me that's like you weren't assaulted. Like that's for real assaults, but it was an assault in it. Yeah. So I'm just trying to process it all. Yeah.\n\n[COACH 10:31] And when you said, you know, as the octopus going into my cave, and even though we're going to be working on going towards this spider and the web and all of this, there can be useful cases of going to the cave and to protect ourselves. and sometimes it's a coping mechanism. Yeah, again, I'm really sorry about this. It's quite unexpected. I was saying in our conversation I wasn't expecting that, so it's a bit throwing me. But I'm glad that you're going towards resources and talking with the police, even though you said that they're not being that much reception. as much as you would like to let me like that and so yeah so for today with the time that we have what would be because because I'm welcoming everything that you're sharing to me today you know and yeah I like to see what what would be the most useful use of our time because it could be going in different ways and sometimes people want to address things that are current are in front of them or or\n\n[CLIENT 11:51] we want to work on that piece and just work with that piece and just work with what typically what would have been happening and what I did notice. I did have a story I'd like to share of one of my notices and it wasn't with, it wasn't actually with work, but it was a personal but it was a great example and I just, I loved it. because one because I noticed and I just was like oh man this is it um and where I could appreciate being spider like and or um octopus like but it was so would you like me to share that um I can so I got a call in the morning on a Saturday morning for my daughter Sophie just saying I'm heading off to work. Layla, her seven-year-old, is heading to my mom's, so her great grannie grannies for the day. She's going to drop her off, but Millie, the four-year-old, wanted to do a one-on-one with me for the day. So it's like, okay, that sounds good. I didn't have plans. And so it's like, okay, I've got an hour and I'm going to like set up all the different stations appropriate for my four-year-old granddaughter and it was really cool to be like spider-like like this is so cool i've got an hour i can prepare and i've got all these different areas set up and felt really like just so um excited and peaceful at the same time and just like i know what's going to happen and like just very systematic and this is going to be good and then her dad arrived at the door with the two-year-old almost two saying me too me too I'm coming me come me come and so my it's a different game yeah so it's all different now like the paint pots that I had set up and the glitter station and the like just the story that I had with the paper pages instead of board books and it was just like all not going to work for having the little one there as well and so I I felt very octopus like in that moment it's like okay I'm glad I'm able to be an octopus because there's no way I'm going to say no you can't come just your older sister's coming I'm not going to do that ever um well maybe That day I did not. Never say never. Never said never, but I didn't choose to do it that day. So instead of doing juice, like with all the bowl of fruit and vegetables and I have a juice machine and it's like perfect for a four-year-old to do it with me. But add in the 18-month-old and it's not perfect. It's doable but not perfect. So instead I switched, it's like we're going to make smoothies instead and just brought the smoothie. stationed down onto the ground and we were able to make smoothies and it's safe and still affect like it's still good and so I was just sitting there with the three of us and just thinking this is it's good it's okay to be an octopus and even in that I can I'm kind of switching now I feel more centered and stationed and and I am I do see the spider piece coming back in my boy being now that it the chaos is done and down from the ceiling came a spider a real spider it literally did it really did and it was so cool and I was able to like just like take that in and again I'm all about the spirit animal energy but it was right there and then it was they both like had a little freak out they don't like spiders and so I was able to like grab it and don't catch you because it's no no it's fine and grab it and put it outside and\n\n[COACH 16:25] anyway that was my story so what I hear and what you just said Jacqueline is that you were able to adapt you were flexible so okay there's something happening change of situation I'm going to be adapting myself to the situation and it's going to work out and in the end it worked well however that was not what you were expecting that was probably not the ideal situation that you wanted because you had all these stations prepared us it must be a really amazing grandmom to prepare the stations and prepare the games and all and so could you describe how you felt when you when you realize that what you had planned, what the spider had planned, all set up the web, right? And then you had to switch to the octopus.\n\n[CLIENT 17:23] Yeah, I wasn't super happy about it. Yeah. Like, I know that I was like disappointed in the day that I had to let go of now that I thought I was about to have. and the experiences that I was going to have with my four-year-old. And, yeah, I really felt it in my stomach, like, just, like, a knot of, like, a little angry. Like, I was crossing my own boundary that I potentially, I could have or should have. And I did afterwards. I have shared with the parents, like, if this is happening, like, I don't want a lot of last second change like that. I can have it, but it's not, it's not best for anybody. Like I would really like to be able to be more spider-like. It does work better for me. I can. I was great. I'm grateful to be able to be flexible. And then I'm also doing like taking those deep breaths and having a glass of water and like giving myself permission to to shift in a way that I need like I can say okay you guys are going to have to just like more telling myself like switch gears and and breathe and center myself and then step forward with a new plan but but that transition time of like getting the news and having the chaos didn't feel great but then when I was able to like just take 30 seconds or a minute just to myself to just like shift gears and create it almost felt like okay the octopus to okay we're gonna here's a new web I'll just whip it together really quick I was able to put like the paint pots up and the glitter up and in my mind coming up with different things to do that would be still meeting the need like i'm i'm pretty good at being flexible and and um adaptive and yeah because that's that's what you do it's what i do\n\n[COACH 20:05] anyway you're able to do it for sure that's a little question you can do it but's more do you\n\n[CLIENT 20:12] want it's like that yeah it does come at cost the cost is to myself right yeah so i can do it but then okay what am i going to do after and so it was like okay and i was able to say instead of it just being sof can pick up the girls at the end of her day no david you can pick them up in three\n\n[COACH 20:36] hours and so it was like i'll do this amount of time so did you sorry did you say you said that or you would say that so you said yeah i did say that yeah okay but you did it you could Is that a difference? Pardon? Did you say it at that moment or you, oh yeah, okay.\n\n[CLIENT 21:00] No, I did, I did pivot, quit on a dime for that one too. It's like, okay, I will quickly take this on, but now I can't take on the whole day of like seven hours of this. Well, Sophie's that work. But I'll do it for. three hours.\n\n[COACH 21:23] And that's an very interesting example. Now, there's this additional component of being from the family. There's this affection, emotion tied to it. And so I can understand it's sometimes trickier to be more strong on the limits because then what's the implication on the others and all of this. But also tying it to your reality. at work? Do you see some similarities with situations that they would have to shift even if you want to behave like a spider? Or you say, you know, it would be good for you. Then you end up having to shift to the octopus because of unexpected situations, demands, people coming, bringing new things. So do you see other situations that are similar in that sense?\n\n[CLIENT 22:22] All day every day.\n\n[COACH 22:23] Okay.\n\n[CLIENT 22:24] Like, yeah, every day there's a, you know, get the call. I'm in programming and I'm doing one thing. And then I get the call saying that a volunteer is across the street at a store doing something. And they just bumped into someone, a 91-year-old little lady who has a train set to give to somebody. Can you come and talk to her? And so I know I should say no, I'm in programming right now, but I didn't. I pressed pause on what I was doing. I went across to the store, which I was going to have to do anyway at the end of the day to pick up a donation of coffee from the store. So over I went to do that. And I shouldn't even be picking up the coffee. Other staff members pick up the coffee. typically, but it's like, oh, when I walk into programming, it's like, how can I help? But then it means that at the end of my, end of programming, which I'd love to be at, all the things that I probably should have been doing in my office, didn't happen. And so, but I can justify it because last night I stayed in my office. until quarter to nine at night so that I'd be free to be on the floor to wrap up with staff. So, but again, it's at what cost. It's, yeah.\n\n[COACH 24:09] And what makes it different in those situations? With your family, you said I was able to say, okay, but for three hours, not for the whole day. How is it different in the work? work context. Are you, can you manage to give a limit or is it more, I'll take on, I'll take it on me and I'll figure out later on.\n\n[CLIENT 24:37] Honestly, in general, it works okay because I will start a little bit later in a day or I'll find something like a, yeah, I take a break to, go to the school concert with my, for my granddaughter in the middle of the day. The place that I find suffers, well, one, I do because they take on too much. And then it's like, so I give that spare time to my kids or to my mom or to my dad or so I spread it out and give my free time away. and I don't replenish myself. But then the other place, which is more important, well, not more important. It's like I can take it on and I will end up like filling my own cup. It'll be, it will work out. But we're working with this HR consultant. And so I had a meeting yesterday. And the last, and the night before, I had to, when I'm going over the agenda, it's like, this didn't happen, this didn't happen, this didn't happen. And so I have board members that will look at and will articulate sometimes. It's hard to point a finger at me and say, you're not doing enough because I do so fucking much. But there are things that it's like. that they're holding as high priorities that I don't get to, like looking at a policy.\n\n[COACH 26:38] And not because you're lazy, but because you're taking on so much of other stuff.\n\n[CLIENT 26:47] Yeah, and I still keep, especially the past couple of weeks when I go to use my head. Like even I wasn't sure I would almost cancel today's meeting because I thought, oh, I just can't even. I don't even want to focus my time and energy on this, but I'm glad I'm here. But it's like, okay, I can do a lot of the work, like the easier kind of work. But when it comes to, okay, review the policy on working from home or working remotely. and what are the implications from an insurance perspective, like what happens if a staff is working from home and they fall downstairs, who's responsible for them in that moment? Like, I'm sure it's been a work, but they don't really care. Like, I don't, like, isn't there someone else that can do that kind of work? I don't want that part of the job. I'd rather look at,\n\n[COACH 27:56] Well, that's a really interesting question. Is there anyone else who can do that? Maybe. Sometimes, maybe not. Because as the ED, sometimes they expect you to, yeah, to be aware of the policies or to give your input on the policies or... But it could. You can have boards that have new subcommittees, say, okay, we'll have, we'll work on the policies and then we'll... But in the end, we'll always have ED that will have... EDI that we'll have to have a say on that, to go over over that and I hear what you're saying a lot about these expectations that the board have sometimes might not be met according to some of those board members. And you say, well, they have their own priorities, they expect me to do things. And it's not because I'm not working. I'm working hard. I'm doing so many things. And they might even see it they can even acknowledge it but it's not necessarily what they expect from me there's this kind of this connection between the two uh and uh so yeah and at this point and i know that we're getting to the to the holidays so you know if you will have much more opportunity to work and meet with people in the coming weeks but to move the needle on or uh know a little bit closer to our objective and just wanted to remind you who said, I would like to feel confident in my approach and realistic that what I do is enough and I don't need to overdo and being performative. I want to learn to set healthy limits and put in place clear guidelines so I don't over give, trust that what I do is enough and make sure that my team can step up with clarity. That's what we discussed last time. So based on what we said today, what do you think would be an area that you feel is something you would want to work on or tackle for the coming news?\n\n[CLIENT 30:07] I think it is around these newer responsibilities around like the policy. So it's maybe I think I have a tendency when there's like a job that I, am not feeling super confident with or that isn't super interesting to me, I will like just put it in the cave of the octopus and just like store it there. And I remember that analogy of being like been crashing or like the wasted time that I spend like putting it in the cave rather than having having like that running list and having it on that list and like putting it right on the spider web it's like okay this is a project that needs help that i need help with asking for help is not easy but i probably have people on the board even that that is their area of expertise or would love to help.\n\n[COACH 31:26] And how would you feel about asking?\n\n[CLIENT 31:33] Well, they're not, like, especially the one person who I think she's new to the board, that wouldn't be one of the subcommittee she's working on around policy and procedures in HR, but I think she would be a great resource, actually, to just have like an ad hoc. committee member to help with this kind of stuff. Yeah. I think she would help, actually. And I also probably am a bit of ADHD, not sure, but doing like parallel play, working alongside someone and mirroring. And so even setting up a time, even if she's not helping me, but working with either her or in the office. dedicating like putting it in my calendar at this time this is when I'm going to be dealing\n\n[COACH 32:37] with this issue and then like well because there's something that you mentioned that said when there's a task that I'm not really too keen into doing it's there's always something else I could be doing right there's always other people asking me things that are still work you know I'm still doing something for the organization and responding to a request just that I'm pushing away this other task that needs to be done. Yeah. So there's this strategy that you came up with, I said, okay, I can do this parallel work with this board member. She seems to be open. She's new. She could help out with that. One concern I might raise is even setting this time and setting time to do that, there's always going to be all these other requests coming. right at the same time and so how how do you see what could be done to allow you to have\n\n[CLIENT 33:46] you to have this time to allocate I think it is literally blocking out like on Thursday afternoon is going to be like my time when I go into the office and I work on Project A, B or C, or maybe just I'm working on Project A in that time slot.\n\n[COACH 34:13] Okay, so to have a block allocated times, okay? And if someone comes with a request, what happens?\n\n[CLIENT 34:23] No, I'm pretty good if I have it in my calendar. Yeah, I can, if I am more intentional, I can say, no, that is the time that I'm going to be doing that.\n\n[COACH 34:46] Okay, because something we could, because I will almost at the time, something I could maybe leave you with because we always have practices in between all the sessions. So there's one that could tackle actually the first objective. I think it ties well with what we discussed today. Was something about the boundaries. And we discussed that in previous session too. and there was this tension between having a boundary and something about still caring about, and especially in the family context, but also I can imagine what your team, the people that you care a lot about. So it's how to set boundaries, healthy boundaries, but with care, still with care, and to allow you to maintain these allocated times. So you can say, well, I need this time. I need to reclaim my time. and to work on things that are important for me, also for the board, if they're expecting that. But if they're expecting that from you, it's also a bit for you that you're doing it because if you don't do it, you might have concerns from their sign. So there's this little practice. I will send you a document again with this practice. And actually, it's really tied to what you said yourself when you describe how you behaved you know in when you received unexpected changes and you said I had to take a little pause you know you said I took some time to reassess to just see where where I am at the moment so that would be part of the exercise also to when situations arise and then you say okay I have this afternoon blocked and then I have two requests coming in people coming up and saying okay we need you at this how to respond to to that but we care care to the others care to yourself also and sometimes it just requires taking some time and say i don't need to respond right away even if people sometimes is by message but even if they're in front of you they're requesting can i can can get back to you in five minutes just take a time for you just to assess what's my situation now do i need to go urgency mode as the octopus and maybe that's the the solution. Maybe that's what the situation requires sometimes. But what about my web? Taking into consideration my web as a spider, what is the most important for me right now if I don't want to start to break that web that is well designed? Because I plan this time in my week to work with this board member or in this project or about this policy. So I set up my web. I know what I need to do. And if someone comes in and tries to pull it in different directions, the web starting to struggle, just to have a moment of pause to embody the spider, just to physically say, okay, I kind of take a deep breath, you know, sits them tall, to soften their shoulders and feel the anchor and say, okay, so what do I really need in the moment? And sometimes it takes a few minutes who says that. So that's why when someone comes with a request, just pushing it back a little bit of a few minutes. I just need to think for this moment. And some people don't like to do that because they feel it could give a sense of not being strong enough to give a right-away answer. But for quite a lot of people, it's a sign of professionalism also of saying, well, yeah, I just need to think for myself to make sure it's a right choice to do this or not in this moment. And yeah, and to come out with But what's the boundary that you want to set in that moment? You know, is it a yes? Okay, I'm deciding that it's a real yes. I'm going to do it because it's really important right now and it's okay. I'm going to adapt or not now because I can do it right now and maybe later or to redirect. How to send it to use this mirror and send you direct somewhere else. Does it really need to be you? yeah that's a hard one you know because quite often it's like it's just five minutes i can do it myself can go across the street and go pick up whatever it needs to be picked up i yeah i take more time to ask someone else to do it i could rather do it but it never takes just five minutes right it never ends up taking an hour and then you get back you're all uh your mind is elsewhere you're not you're not your concentration is not there So yeah, so a little practice, like in the last point, that practice is how to signal this boundary, how to say it calmly. And so by taking the time, it also allows to say, okay, well, I can reflect on it. I can communicate my boundary, but there's a rational behind. It's not something that is emotional. It doesn't come from a place of I'm panicking, but it comes from a place that there's a reason behind why I'm setting. this boundary. And if the person... Is that one of the other person? I guess it's, first of all, for myself. It's for yourself. But if you want, it can be communicated with the other person and said, you know what? I really need... I know the board is expecting me to work on this policy. I have to work on it today. It's not possible for me to do this right now. So sometimes this rational can be useful because then it's kind of an excuse, but it's a real excuse, not coming up with false stuff right it's this is a real and you might not want to go too much into details about what is the exact thing you need to do but just to show it it's not because you want to take time off or you're lazy or you don't want to work right because you're doing work you're an important work and it's only you that can do it and that's the most important part you know that's a lot of those things is there someone else that can help i'm dealing with something that only me can do right now and that's the big difference because a lot of those things that people ask there's probably someone else that can help out with that and and do it or it could be pushed later on and say well is it something that really needs to be done right now or what's the cost of not doing it you know sometimes things we just say well that's not going to happen because i'm i have something else to\n\n[CLIENT 41:32] do this is most important yeah yeah which reminds me of that i think our first meeting where it's like by utilizing other people it does give them that sense that sense of intrinsic reward also like um like giving them some purpose as well yeah and you could be really\n\n[COACH 41:58] surprised how much people can accomplish by themselves when we just give them the opportunity to do it themselves and but often they will just come up oh you know what some requests they came with, they will figure out in the end that they don't really need that or that is not really required. They would have taken time from your plate. Well, if it's back on their plate, sometimes people reassess what's the priority and is it really required to be done? So a lot of things can be dealt by themselves. So yeah, what do you think about trying this? So just recap and it will be more detailed in the document, but you know, this practice. this practice of, and you're doing it already. You said in a few occasions, you're just pausing, assessing a situation. Maybe the tweak I would bring is to try to embody, to feel, to take the time to feel as a spider. Say, okay, well, I'm thinking about the web right now. I'm thinking the step back, saying, I'm saying the web, not just focus on this specific thing. A lot of ADHD people, they like to focus on the specific thing because it takes away the web And the web is more, it's more demanding often. So we'd rather do the specific thing. It's easier to do it quickly, you know. But to take this web and perspective, say, okay, so what will say, what will serve best my web and myself in the moment? Right. Okay. Do you think that's something, it's, how do you feel about trying to do this?\n\n[CLIENT 43:37] I'm just laughing at myself. every day I do a little doodle of like whatever's happening and so this one's a walk from September but I just had to move to plug in and it's like wow okay that looks like the octopus definitely\n\n[COACH 43:58] but at the same time there are all these I'll you say that I can't know it could be seen as all little webs in the uh that are the thing, the ones. Yeah, yeah, yeah, yeah, interesting, interesting.\n\n[CLIENT 44:14] I didn't plan on seeing that one, but.\n\n[COACH 44:16] Aha, uh-huh, and it's, and it's, and it's, it's, it's, it's okay because the octopus will always be present and in some situations, it's, it's, it's the go-to way to act, you know, because this is really useful, you know, to be able to, to jump and and react and to, but I think that what we're working on is how to make it more intense. Yeah.\n\n[CLIENT 44:40] So I did some work at a place called The Haven, and there they talked about being congruent. And so that is, like, I'm still being congruent with myself, even if I am octopus-like. As long as I have that time to understand what I'm doing and why I'm doing it, rather than just like rush in and just like be scattered and. And then maybe resenting the fact that I'm doing it. It's like, no, I can, I, it's possible to feel like really comfortable and confident in being like an octopus right now, like I was with Millie and Ruby. When they both were here in the morning, it, it's, that was the switch moving from feeling like, ah, everything's got to happen. Mm-hmm. And feeling out of control. I think if I go back to that situation, I could have said, David, you're going to have wait here with the girls for 10 minutes while I reassessed and and I like that would have been better for me instead of frantically being the octopus I could have like where's my web okay David you've got the girls I'm going to reestablish the web here on your terms on my terms on my terms on my terms and then that's my boundary. I can change, but my boundary would be like, you're going to have to be here for 10 minutes right now while I make this shift and change to my day and to the girls' day. Yeah. I like that a lot.\n\n[COACH 46:30] There's a lot about what we're saying that I tie to the notion of consent. Consent applies in a lot of things in life, not just in relationships. It could apply in the workspace, and quite often people have a tendency of feeling the urge to respond you know i have a request i need to respond right away because yeah yeah and quite often depends of people but in my case i would often say yes more than no because you know in doubt if i don't know i'm going to say yes i'm going to accept\n\n[CLIENT 47:01] and after i'm like oh no i should i should have said yes it's not that you know you say that would be you\n\n[COACH 47:07] Yeah, yeah, in my case, I would often say yes, even if it's a no, but if I take time, and that's what they teach a lot in the consent courses and workshops that I did, to take what they call the sacred pause, to take a pause, to say, like, let's just honor the request and to show respect to the other person, I want to be able to provide you with a yes or no that will be really owned, that I will really, feel that it's a yes or if it's a no it's going to be clear no but not in a rush and say yes or no and then I have to handle it on taking on to myself right but I found that interesting to take this little pause and could feel awkward because people say like well why don't you say yes or no right away it's like well I want to respect myself and respect the other to take the pause and to be sure to provide an answer that is really what I mean it's not because of the feel of urgency that I need to say yes because it's in front of me and I need to respond something. I don't know how does that\n\n[CLIENT 48:14] and I love that again going back to the girls because not only was it awkward for me to do all that shifting and changing but then they're here with me dad's gone and they're picking up on my stress and my and that's not that's like the opposite of what I want that's not fair to them it's not fair to you it's not fair to anyone yeah yeah the sacred pause\n\n[COACH 48:46] i love that yeah yeah in respect of yourself and on the and the others also yeah it's uh yeah it's not stealing time from anyone it's to to really honor what's happening and being able to to respond by being grounded and saying okay well this this is my true intention and sometimes it could still be yes, okay, I'm taking on. I'm reassessing my web because I feel it's the right thing to do and it's okay. Maybe I'm going to act as an octopus for the coming hours because no shit has hit the fan and I need to really get something and it's unexpected. And that's great because you can do it and you know you can't do it. What's more matter of how can I make sure that what I want is respected when I want it. It's the end. You're gold.\n\n[CLIENT 49:36] Thank you.\n\n[COACH 49:37] Well, it was really nice to have the chat with you, Jacqueline. I understand. So, yeah, I don't know. I'm going to send you this document. I have to finish it and have to get out right now, but probably over the weekend. So I don't know how you feel about the coming weeks if it's got to be too tight to have something before Christmas. I'm still available or if you want at the beginning of the year.\n\n[CLIENT 50:04] I if you think that I will have like I'm happy to do maybe one session before Christmas I think that would be a good idea and then I'm away until the 9th of January so oh enjoy\n\n[COACH 50:24] some time off awesome okay well sure so in my email I'll still put the link so you can book your session. And if you can leave at least maybe a week and a week and a half so that we can practice what would be in the document. And then we can access that together. That's good. It's great. Okay. Cool. Thank you. And yeah, and I haven't heard from your friend also that you said you had someone who was interested also when the message.\n\n[CLIENT 50:54] Did she reach out or not yet?\n\n[COACH 50:56] I don't believe. Yeah.\n\n[CLIENT 50:57] Her name's Tracy. Tracy Brown.\n\n[COACH 51:00] Okay.\n\n[CLIENT 51:01] Okay. And she's the executive or the the CEO of the Nanaimo Foundation.\n\n[COACH 51:06] Okay, okay. Yeah. Cool. Well, if you ever have a chance to have a chat with her in the coming days and just to follow up or check out, because I don't think I haven't received any emails from her. So no, no push, but just as you said, she was interested. I just want to make sure I'm not losing that.\n\n[CLIENT 51:26] Oh, yeah. She loved the analogy. Yeah. Loved it. Loved it.\n\n[COACH 51:32] We loved it. Awesome. Well, have a nice weekend, Jacqueline, and we'll talk to you soon.\n\n[CLIENT 51:39] Okay. You have a nice weekend too. Thanks. Bye.\n\n[SPEAKER_? 51:43] Thanks. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nThis is a transcript of a coaching session between a coach and their client, Jacqueline. They discuss the following topics: \n\n* The concept of being an octopus (multitasking) vs. having a web (priorities and structure)\n* Using the metaphor of a spider's web to represent priorities and boundaries\n* Practicing self-consent by taking time to assess situations before responding\n* Honoring oneself and others by taking pauses and considering one's true intentions\n\nThe coach provides guidance and support, encouraging Jacqueline to explore her thoughts and feelings about prioritizing tasks and setting boundaries. They also discuss the concept of sacred pauses and how they can be used in various situations.\n\nSome key takeaways from this conversation include:\n* The importance of taking time to assess priorities and make intentional decisions\n* The value of using metaphors and analogies to represent complex concepts (e.g., the spider's web)\n* The need for self-consent and respecting one's own boundaries\n* The concept of sacred pauses as a tool for making more intentional and thoughtful decisions\n\n## Personal Information Shared\n\nYou will be unavailable from December 24th until January 9th, after which you can schedule another session.\n\n## Work Assigned Until the Next Session\n\nThis is a transcript of a coaching session between a client, Jacqueline, and her coach. The client appears to be struggling with feelings of overwhelm, being scattered, and not having control over her life. She uses the analogy of an octopus to describe how she feels - like she's trying to do too many things at once and is feeling overwhelmed by the demands on her time and energy. Her coach helps her explore this concept further and suggests that she may be putting others' needs before her own, leading to feelings of resentment. The coach also introduces the concept of consent and how it applies not just in relationships but also in work and daily life. He suggests that Jacqueline take a 'sacred pause' before responding to requests or making commitments, so that she can truly decide what is best for herself and others. By the end of the session, Jacqueline seems more at peace with her situation and feels empowered to prioritize her own needs and set boundaries.\n\n## Date and Time of the Next Session\n\nThis conversation between a coach (C) and their client (J) appears to be from a coaching session or therapy session, likely related to ADHD management. The client is using the 'octopus' metaphor to describe her tendency to juggle multiple tasks and responsibilities simultaneously. The coach is helping her explore ways to balance this behavior with her need for structure and organization.\n\nHere are some key points from their conversation:\n\n1. **The Octopus Analogy**: J describes herself as an octopus, constantly switching between different tasks and responsibilities. This analogy helps the coach understand her ADHD tendencies.\n2. **The Web Concept**: The coach introduces the idea of a web to represent the client's priorities and commitments. The goal is for the client to take time to assess each priority and decide how to allocate their time and energy.\n3. **Consent and Priorities**: The coach ties in the concept of consent, emphasizing the importance of respecting one's own needs and boundaries when making decisions about tasks and responsibilities.\n4. **The Sacred Pause**: J and C discuss the value of taking a 'sacred pause' to reflect on requests and commitments before responding or committing to them.\n5. **Prioritization and Boundary Setting**: Throughout the conversation, the coach encourages J to prioritize her own needs and set healthy boundaries in her personal and professional life.\n6. **Follow-up Sessions**: The coach offers to send a document summarizing their discussion and suggests scheduling additional sessions before Christmas or after January 9th.\n7. **Tracy Brown's Interest**: C mentions that Tracy, the CEO of the Nanaimo Foundation, expressed interest in speaking with J about this topic.\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"Bonjour Jacqueline,\n\nJe voulais vous remercier pour notre séance délicate hier. Nous avons exploré ensemble l'idée d'être une araignée (représentant les priorités et la structure) plutôt qu'un octopus (multitasking). J'ai été impressionné par votre ouverture à utiliser le métaphor de la toile pour représenter vos priorités et vos limites. Nous avons également abordé l'importance du consentement en prenant le temps d'évaluer les situations avant de réagir.\n\nJe vous rappelle que nous avons convenu de prendre des pauses sacrées pour mieux faire des choix intentionnels et respecter nos propres limites.\n\nMerci de votre ouverture et de votre enthousiasme. Je suis impatient de poursuivre notre travail ensemble lors de notre prochaine séance le 9 janvier.\n\n Cordialement,","temps_facturable_h":"0.00","temps_coaching_icf_h":"1.00","rt_report":null,"session_summary":"The client and coach explored prioritization strategies using metaphors, introduced self-consent principles, and discussed sacred pauses to support intentional decision-making.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"da28a943-b1c0-413a-9270-28dd142e193b"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2025-11-14T21:30:00Z","duree_minutes":60,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : ddb8f85d-7f9c-463e-882c-e1d777d26a3b.m4a (2026-06-11 01:04) ===\n\n[COACH 00:02] Oh, Jacqueline. Hello, Jean-Jacques.\n\n[CLIENT 00:45] How are you doing?\n\n[COACH 00:47] Thank you. How are you?\n\n[CLIENT 00:49] Great, great, very fine.\n\n[COACH 00:51] I just called from John Jack. Sorry, John Sebastian. Well, that's the first. I know Jean-Jacques.\n\n[CLIENT 00:58] Usually people call me Jean-François. That's my other name. But Jean-Jacques is the first.\n\n[COACH 01:06] Sorry. No worries. I've been wrote down Jean-Jacques in my book. book crazy I haven't I haven't seen him for 20 odd years oh really oh maybe it's a dad that\n\n[CLIENT 01:19] oh yeah oh yeah actually I I just ended a call with Rory you're oh yeah he's doing well he's doing well if you want to give you some news I'm being the yeah the contact being in contact with all that everyone.\n\n[COACH 01:41] Burry's all about confidentiality, so I'll let him tell me what he wants to tell me.\n\n[CLIENT 01:46] Okay, okay, fair, fair.\n\n[COACH 01:49] The mom in me is like, yes, let me know, but the, yeah, I respect him. He's, yeah, he's come such a long way.\n\n[CLIENT 02:00] But we're not here to talk about him. We're here to talk.\n\n[COACH 02:06] We could also talk about Liam, if you'd like. and my daughter Sophie could probably use some coaching as well well yeah unfortunately i don't know\n\n[CLIENT 02:16] much about her yet but maybe we'll get to know her more yeah so yeah today jacqueline we have our session um to present to you our coaching program so uh the goal of the call today is really to make you an offer and when i say an offer it's really it is an offer. I will put some things to you, offer it to you. And the idea is that we co-construct that together. So at the end of the session today, we should have a clear idea of what we're going to be working on for the coming weeks. And I will send you a document at the end of the session with all of this in writing. So you don't need to take note. Well, you can if you want, but you don't need to take notes. I will send all of that to you in writing. And even with that, it will still be possible next time. If there is something that you think about it and say, well, this is not necessarily the right choice of words. I would prefer this or that. We still are still going to have some room there. So just to tell you that the idea is that we come up with something that you really feel comfortable with and that we make sure that we work on in the coming weeks. something that makes sense for you how does that sound good yeah cool cool and and yeah and like I said it's an offer so if at any times there's no anything that you find that somehow you know it doesn't really fit with you I really invite you know there's no no harm there's no I won't take it badly you know because I'm you know I'm trying out things with you so if it doesn't sit well say it you know and we can rerun it to make sure that it works well for you. So the first thing we need to see is going back to the topic. Because you remember last time, we discussed a few things, and we spent quite a good portion of the time we had talking about a part of the topic. It was a bit more into more specifics, more in relation to tasks and to actions. And towards the end, we went back to something that was maybe a little bit broader it was you know over arcing and we said well maybe that's and when I asked you you know what so what I hear those two things what you feel more confidence he said well maybe the second one could encompass the first if we tackle something it was seemed to be a little bit more over arcing and and there was something around that the confidence you know wanting to feel confident in my approach and what you're doing and realistic that what I do is enough and that I don't need to overdo or being performative to the point where it's at the detriment to myself and to others. So there was something around this enoughness about the performative aspect of it and how can it be enough to avoid overdoing things to a point that it could be to the detriment to you and and and and or to others also because you said you made the link between the two so yeah so how how do you receive that because i know it's been a few days that we discussed that\n\n[COACH 05:49] yeah when you say or others automatically i'm like i don't do anything to the detriment of others but then i was like well actually there is a detriment to others and i remember we talked about that with like maybe having expectations that are like broader or having the expectation that they read my mind for example without clear communication or clear guidelines or having so open and so much flexibility that while I appreciate that not everyone else some people want to know exactly like where's my lane and I just want to stay my lane whereas I'm like the the world's your oyster what do you want to do as long as it as it fulfills the mandate\n\n[CLIENT 06:45] yeah so there's this expectation towards yourself towards the others also that there's a certain point that can be I would say unhealthy but that could at some point you know with the time could be less useful for you or for others and by hearing all of this I was thinking about that and trying to put that in a phrase and trying to reward that and trying to put it in a way that is positive so sometimes we say we don't I don't want this like trying to how can we phrase it in what I want rather than what I don't want so something I came out was to learn to set healthy limits and put in place a clear guideline mentioned guideline so I don't over give trust that what I do is enough and make sure that my team can step up with clarity I love that because there was something you like that what do you like about\n\n[COACH 07:48] especially the clarity like yeah I think I I can already see team members going clarity it would be awesome\n\n[CLIENT 08:00] yeah okay tell me more about that why do you feel that that will ring a bell with people\n\n[COACH 08:09] yeah I think also with mentoring like my these two newer positions a program coordinator and a volunteer coordinator I've had those but very loosely but and I'm trying to hand those responsibilities over but I don't think there's clear expectations around what the rules the rules or what the rob responsibilities are and then how to like do the check-in like are we on target um so the clear expectations and turning expectations into agreements and then having a follow-through. There are some balances.\n\n[CLIENT 09:03] Yeah, yeah. And what makes you say, would make you say that this is particularly important at this time right now to address that?\n\n[COACH 09:18] Right now, because we have, with my volunteer coordinator, for example, I'm at the six-month mark of her being in that role. and while she's meeting some expectations and if I go through her job description she is ticking off some a lot of the expectations but there's still things that are missing and so it's like where is the mechanism in my leadership style that holds her to account I don't sometimes I will see skirt away, like, oh, but she's doing her best, but sometimes isn't actually good enough for the job at hand. And so how do I support her so that she actually is doing her best so she can feel that intrinsic reward as well as the rest of the team can be like, she's doing a great job. And also volunteers are feeling supported and engaged and yeah so that would be a big one right now and you say you would like that to happen so it means\n\n[CLIENT 10:38] that right now you say it's what would you say that it makes that right now it's it's more a challenge or difficult to have this clarity with with her about these expectations that you're saying\n\n[COACH 10:52] what makes it difficult um i probably don't dedicate enough time to work with her and to and i probably hasn't put enough time into um checking in and like yeah having that um that work list of what she do and how to be how is she going to be accountable for what she's doing right now i'm a bit too big broad and like okay you just here's all of the volunteer piece and there's so many pieces of it and so maybe I have we haven't sat down and prioritized so she's doing a lot of the pieces that are on that job description but they're at the day to day you know there's still no one in the kitchen and so then their staff were like where's the volunteer like that's like the number one is to have a kitchen volunteer every day\n\n[CLIENT 12:00] and two days of the week there was no volunteer that showed up and no one said that no one was coming in or someone or two people showed up and yeah so you seem to know the way you explain it to me you seem to know what what has to be done in that case a specific case i need to sit with her establish you know the priorities uh my question for you would be what what what is your benefit in not sitting down down with that person right now how do you benefit from that my benefit of not doing it is the\n\n[COACH 12:38] flexibility to explore different things and do different things which are also i guess if i look at my priority items if i if i start doing that same hand gesture that i was doing with her well she doesn't know what she what her priorities are so she's doing something but and they are on the list it's exactly the same for me i'm doing lots of things but maybe they're not the highest priority\n\n[CLIENT 13:05] and what do you think is the effect on that person how does she receive that how does she receive it\n\n[COACH 13:16] i think she's probably left feeling a little bit lost and a little bit unsure and maybe not valued for what she's doing um and probably feels the frustration of other people kind of energetically rolling their eyes like what wears what's she doing why isn't she doing what we hired her for this is what we talked about and she's in this position and she's and we're still in this in this place of black with volunteers and some of the volunteers are maybe not feeling like they have as much of a purpose.\n\n[CLIENT 14:07] what they could I think that we use that example because this is a specific example with that person in that case I would like at this point to offer you to try something if you accept to to take a step back from a specific situation and even from you as a person and use a method for an image okay you have prepared an image for you okay okay I wait for it I think it will be interesting is it gardening close but but you'll see and I'll describe it to you and and just let it sit and and I'll ask you after that how you receive that okay so it's the image of the spinning octopus a brilliant, fast-switching octopus in shallow choppy water, arms willing and multitasking, inks of urgency clouding the scene. So the spinning octopus, she grabs eight things at once, micromanages tiny details, darts from crisis to crisis, and keep standards high by personal correction. How do you receive that?\n\n[COACH 15:51] Very, unfortunately, it feels too close for comfort.\n\n[CLIENT 16:00] Mm-hmm, okay.\n\n[COACH 16:02] And I think even with the eight arms, I think there's not enough arms, and I wish that that octopus had legs, and I'm even thinking, like, if the octopus has long enough eyelashes, And blinks, I think he can do more. Oh, he used the eyelashes. Yeah, like, I can just imagine, like, I've got it. I've got another. I can, like, hold on. Yes.\n\n[CLIENT 16:30] Uh-huh.\n\n[COACH 16:32] Yeah. And I think, okay, I've got all the arms, but I've also got all these sections on all of the arms. And so, really, I have capacity because I'm an octopus to do so much more than, say, I was just a, I don't know, a really hardworking fish because they would only have like two little flippers and maybe a tail that would flip.\n\n[CLIENT 17:00] Yeah.\n\n[COACH 17:00] So the expectation wouldn't be that high. So I'm like, fuck, I don't want to be an octopus all the time. It's exhausting to an octopus.\n\n[CLIENT 17:10] It's exhausting. Yeah, compared to all the fishes that just have those little.\n\n[COACH 17:15] Yeah, that are doing really, they're doing like their hard. They're doing a great job as fish, and I don't expect more from them.\n\n[CLIENT 17:23] They're doing a great work as fish. I don't expect more from them. But as an octopus, I expect more because I have all these arms, legs, even the eyelashes. Eye lashes. Yeah. And this octopus, if we try to describe it as the object of the octopus, I'm trying to look at the octopus from outside. How would you say that this octopus thinks about what is happening around, about life in general? What are the thoughts that come in its mind?\n\n[COACH 18:04] I think it's looking at its environment and feeling like, yeah, this could be easier if the water wasn't so shallow, if there wasn't jaggedy rocks all around, that the octopus has to be like on high alert for all the dangers and everything that's coming from different directions underneath the weather the you know an approaching boat or fisher person or just always being hyper-vigilant um i also think that that octopus maybe is so busy keeps itself so busy so maybe it's avoiding like it's like when i think of the octopus i'm like why don't you just like go into deeper water or why don't you let go like really it's unrealistic to do all of that and so i i have compassion for the octopus or and i wonder why like i have curiosity like what made that octopus think it had to be so vigilant and so helpful and so creative and so um like i admire it but i also think it sucks to be you like it's that's what do you get to\n\n[CLIENT 19:45] unleash from all of that tethering so you said even though the octopus can do all of these things even though the octopus can overcome all these challenges of these rocks and the shallow water and the environment around and all the dangers you said it sucks to be the octopus yeah sometimes\n\n[COACH 20:11] to just not be able to choose or that it doesn't choose to kind of go an easier path because no one else is saying do all this like it's okay to just like go in a cave and rest or go for a swim without the weight of the world or the oceans and what keeps the octopus away from making that choice of thing i could get it easier just having its head down like just not looking up and and seeing like there's other options or other ways of doing it um not noticing that there's actually if it were to just like come up and go on to the land a little bit look around see that there's another swell of water really close by with another octopus that's like just lounging around not so busy that's actually looking for something meaningful to do but it's like but the water is so deep over there and There's like lots of seaweed and just like like filtering through. And it's just having a good time, but a little bit bored over there.\n\n[CLIENT 21:36] A little bit bored. Yeah, because it's boring if you're not in the rocks and in the ice shit and then fighting the elements. It's boring. You made the image of the, you know, the octopus being like on the back. I can imagine it doesn't have to. With the eyelashes. Yeah. Boring. It's boring.\n\n[COACH 22:00] A little bit. Maybe not so rich. Maybe at the end of the day doesn't look in the mirror and say, wow, I made a difference. Yeah.\n\n[CLIENT 22:14] And how does it know that it made a difference?\n\n[COACH 22:24] I think it journals most days. I think it has a pretty healthy gratitude practice.\n\n[CLIENT 22:29] Mm-hmm. Mm-hmm. And what does it check for? What are the indicators that the octopus did well? How did it, does it know that?\n\n[COACH 22:41] It gets both like that intrinsic value of just knowing, just feeling, just, like, honestly, just feeling pride and gratitude in knowing that it helped. It could, as I'm saying that, it should probably check in to see just how helpful it was. It's possible that it thinks it's super helpful, but really it's...\n\n[CLIENT 23:25] So it feeds on the gratitude saying, okay, I feel appreciated. At the same time, how do I really know that?\n\n[COACH 23:35] Yeah, how do I really know that?\n\n[CLIENT 23:37] What makes the octopus doubt that?\n\n[COACH 23:47] Well, there's the external rewards as well, like people telling that octopus that it's doing a good job. It can see that it's done a good job at the end of the day. It can see the difference that it's made by maybe if it happens to talk to other schools of fish or families of fish or, yeah, it gets, it gets feedback from people or it can see the difference that it's made it can see the growth or the where things have shifted or changed and it gets reports back from other community\n\n[CLIENT 24:32] schools so it's from others has to come from others as well how does it feel to be an octopus like that the spinning octopus um when the\n\n[COACH 24:54] when the weather is rough and the seas are smashing around it gets tiring overwhelming and then it just has to crash and like find a place to hide it feels sometimes to be that octopus sometimes yeah it feels tiring right now it feels tiring and even with like right now specifically there's so many like accolades coming in to this specific octopus because of that award that it just got so i like it's it's really weird right now it's very strange to be in my in my skin like to be in the community or on social media or Like, there's just, I, you know, I go to a neighboring community for a meeting and someone will stand up and share the, and I'm proud of it, but it's also, it's a bit of a reminder. Like, it's like looking in the mirror, it's like, fuck, I do, like, it's very obvious and evident, like, I don't know anyone else that's getting this kind of attention for doing so much. And it seems unrealistic. I would never expect anyone else to do this much. And now I have a whole community saying, like, fuck, you do a lot. Like, you're doing a lot. You're doing, like, so much that you're getting this award. And now all these accolades for doing this much. And I still, even with all of that, I still think I'm not doing enough. and so I want to do more and then I get like if the if I have like a board member even even like whisper or have a glance like I'm not doing enough which um that does come at me it's not that I'm not doing enough it's that I'm not doing it the way that is um maybe the clearest or the most concise for the most organized like I'm always like grabbing like the octopus right so there's just like so much going on that I'm a bit of a whirlwind um and people that are very like systematic ABC one two three eyes dotted T's crossed um while I do believe they appreciate what I'm doing I think I also like push up against them in a in a way that is a bit frustrating or um like they can't imagine doing it my way and so they want i feel like sometimes they would rather i just like do less but do it like systematically like start at number one and work your way down the list instead of like frantically doing it ding ding ding ding ding ding ding and I end up getting like this much\n\n[CLIENT 29:11] done but not this way I think it makes a very great transition to our second metaphor Jacqueline because what would the the spinning octopus is a metaphor for right now for the situation. I think the way you described it, I think, seems to fit pretty well with all the examples you gave.\n\n[COACH 29:49] Yeah.\n\n[CLIENT 29:51] I would like to try with you a second metaphor about the new way of being. So what you envision? What's the topic about and how it could be differently? So understand, it's not what you are right now, okay? That's really what it could be. in six months or yeah so again it's an offer so feel free to say no if it doesn't sit with you or but it's just to give us an idea of what could be the feeling of what we want to become after this coaching so second metaphor time for one second yeah oh no i'm just going process okay go okay well you had something in your mind with what the it just\n\n[COACH 30:44] makes me feel so nervous and I just feel like um like here it comes that's what I feel like I feel now like oh here it comes I'm gonna be told how I'm supposed to do it and how my way's wrong okay and I don't really hear that my way's wrong it's just different\n\n[CLIENT 31:04] it's you're right it's not a question of right or wrong is is how because going through coaching is in the idea of transitioning into something different so it doesn't mean that we're coming from place that is wrong it's coming from a place that was good for many reasons why we were doing this but with the intention of saying there are things i would like to tweak and become something without and actually the way they explained to us in integral coaching is that when we're going through the coaching we're always going to still remain the octopus will remain there you don't let go the octopus it will still be still be there worries about that but we just include a little bit more gradually of the other way of being and seeing how this can feel with you and see what are the parts that you could find useful for you that you can and it's really all based on what you will try yourself so it's not it's really not this is good or this this is bad but i understand what you're saying that it could it's true give this idea of this current way and the new way being like uh in a position kind of i i get the the feeling but yeah but but yeah like you say let's across the process but you'll see it's it's a different image but we'll see how it lands with you how how how sense you make so you can imagine the image of the anchored spider so it's a calm anchored spider at the center of a well woven web still spacious and precise and precise letting the structure do the catching okay so the spider designs the web you know and having agreements quality check-ins rhythms tests and repairs the strands the strands senses through the lines and responds with minimal timely moves how do you receive that\n\n[COACH 33:34] Yeah, I still, I still like that there's still lots of legs.\n\n[CLIENT 33:44] Uh-huh, yeah. So the spider can still move if she wants.\n\n[COACH 33:50] And freedom, like there's still freedom, still can see all around upside down. Still, like, has full. And it also seems more peaceful. Yeah, I love the idea of the structure being in place. Yeah, it's beautiful. And then I think, too, I could go like really fast and it seems fun still.\n\n[CLIENT 34:31] Uh-huh.\n\n[COACH 34:34] Yeah.\n\n[CLIENT 34:35] Yeah. There's something with what you just did that compared to the arms of the octopus like that. There's something that seemed to be a bit more precise, maybe. It seemed like I'm sending, I'm touching something instead of trying to grab.\n\n[COACH 34:51] A bit more intentional.\n\n[CLIENT 34:53] Yeah. intentional yeah yeah so yeah how would you say that the spider if we use this description of the anchored spider how would the spider think that's what's its way of thinking in the world what what's happening in its head when it's on\n\n[COACH 35:12] this web and then going around with that I think it's the spider would be yeah not just flailing around and grabbing haphazardly at anything it's like more still intentional direct and then standing back and witnessing what happens next and also you know even if it say if it catches a a fly for example or season opportunity it isn't chasing down the opportunities as much it's like creating that space for the opportunities to come in and maybe like setting up its web in a place that is like rich say I'm looking out at my apple tree and there's a couple of apples that are dropping and it's like well fruit flies are probably going to come there. So it's like a rich environment to create a web where there's a pretty good chance that that like a funder would come towards that instead of like just setting up, like spending all this time, hoping, just hoping that there will be financial for the organization or, yeah, but a spin-off by being super intentional. I think I have been going that route. Like, it's not working. It's also the environment is different. And so it's not working out as hope as I had hoped so far. But it's always the greatest time of year.\n\n[CLIENT 37:29] So using, you say by using, finding the right environment, being intentional, saying I'm going to lay out my web at some place. or there might be some thighs going around. He said could even attract funders, having people that will get caught in the web instead of trying to go under the rocks and trying to figure out where can I find something to get to launch on. Hmm. Okay. And when do you think the spider needs to be like that?\n\n[COACH 38:05] space, some downtime, some sleep, rest, some fun, the freedom to explore and to try different things, nourished. And I wish spiders didn't like to work in isolation so much, but I can't think of a spider that like collaborates. But maybe it's different. different spiders making their webs in similar places and one goes and yeah I don't know maybe that's mentorship maybe it's like looking and seeing how other spiders do it and watching or talking to other spiders well there's a few things that\n\n[CLIENT 39:10] you just said here so there's this idea of do I collaborate with do the spider collaborates with other spiders you said maybe in the same web can it really work maybe there are many spiders in the same environment same place that can each have their web he said something about also looking at other spiders and mentorship seeing how does how does the other spiders do it and looking into that but this idea of can we be multiple spiders on the same web or do we need do each spider needs its own web. There's something around that that I, can you explore a bit that? What do you mean by that? What comes to your mind when you're in that?\n\n[COACH 40:07] I work well with others. I like parallel play. I learn in collaboration. And I like to be a mentor, but I also like to be a mentee. Like that cross-pollinating of ideas, I'm more of an external processor than an internal processor. If I internally process, I can tend to spiral more like the octopus. There's the structure of, and I don't want to be in that all the time, but I think creating that opportunity for that. And actually, there's amazing people in the community that would love to sit down and mentor me. So it would be like creating that time and space specifically for that, I think could be really rich.\n\n[CLIENT 41:13] And for that to happen, you see, to have the time and space. What do you need for that to happen, to have the time and the space that you need?\n\n[COACH 41:25] I would need to prioritize it. I need to just set it up and let go of something else, delegate maybe something else or else. I don't actually think I even need to. I just need to have the intention to do it. There's no one saying I couldn't do that. I know I could reach out and say can I create my own like subcommittee of support and people would I think really love to mentor me and you said I could what what makes it more challenging right now to do it these next three weeks time yeah yeah right now um organization it would just like it just feels like a lot on top of like as the spinning octopus to know when I'm going to be in any specific time at any specific place so it's like utilizing my calendar and um and then as I say that it's like yeah but something might happen with my volunteer coordinator or my program coordinator and they're not I don't feel like they're at that space to just be like you got this I do enough of you got this and usually they they do for the most part one likes me being around and the other one she more hides off on her own and does her own thing in hopes that she's doing a good enough job yeah so I hear a few things what we just discussed\n\n[CLIENT 43:44] and get to the point to see about the what would be our next objectives for the the three coming sessions and to have like some topics and what I heard was something about this all the idea of setting aside time space energy to either segmentership either just to have the headspace to make clear ideas and you said well maybe in the next three weeks could be challenging everything is happening and near the end of the year coming but but you mentioned there was something about how do i make space and time and i hear in that the notion of boundaries. How do I preserve my own time, my own energy from either other people asking me or me myself going and checking on people and being there for people? So there's this notion of recognizing those early signs of either overgiving or overreaching or wanting to do more by setting clear limits. what are the limits that I'm willing to put to myself to protect my energy but still deliver on what matters to me so that can still deliver but clearing that that time and that could be really challenging because we're always have things that are important are urgent that that people are asking of us or that we feel we might need to be present for others because they either need us think or or they're not there yet you know so I need to be there for these people I want to let them on their own because I want to be there for them because they're not there yet so so I see that there's something around that that could them would be word there's something about the making the expectations more visible because heard things about expectations about towards other people say well you know this person she's doing things not necessarily quite exactly what i want but it's it's not clear you know that at the beginning we're talking about all these hands and said well this person i know she cannot do that like that she won't be like me but at the same time i have expectations you know i have things that need to be done doesn't seem that she's there yet so how to to to have to frame these expectations so that these people can get to the point that they can act without necessarily having me by their side and I like when you talked about the the spiders see at some point say spiders could be multiple on the web oh wait those spiders spiders are multiple on their web maybe they can each have their own web but they can still be in the same same environment. You can still be together, but they each have their own structure, their own web. So there was something about these expectations, how to make them more visible, more clear, so that maybe the web of the spider could be clearer so that a spider can be on its web and say, okay, well, I'm handling this web. I got it. I manage this part of the web. If anything goes on the web, I'm going to catch it. So something around these expectations. And it was something also about yeah the the the feeling of the fail the fail safe that I heard a lot about you know I I want to prevent things from happening there's this concern I want to do good I want the organization to do well the back of the head there's this I know that there's a few people not a lot you told me about one I know if there's more than one but at least one person that voices concerns or you know expectations that I should be doing things differently and maybe that voice takes some part a lot of part in the back of the head but there's this feeling of I don't want to fail I want to make sure I'm holding this but at the same time it can become heavy to have the octopus to to grasp everything and how to let go a bit of that how to accept that won't be perfect like I do and that I want them to be this part of this is that is probably the most tricky of all and probably that that that's why I said in third because probably the two first would be would would help to get to this point being able to to to accept that things can can be done by others and maybe differently a bit but if they're the expectations are clear there are less risk for sure but but in the end there will always be this risk that someone comes up with something that is not exactly what i would have done and yeah there's some risk around that so how do i feel with that risk and how do i sit with it so i lay out those three i know what what do you think about so if i go quickly so this part about the boundaries how to protect my energy, my space, my time, so I can either reflect, think, or even see mentorship. The part about the expectations, making the expectations visible, the web, having each their webs, but the web being clear, so the spider knows what's happening on their web. And this part of the letting go, handing off, allowing things to sit without having to help, hold on to them, hold on to them. that sounds really good clear manageable yeah yeah well and this would be just for the half this is for like we'll revisit them after three months but this is just for the three next sessions so just so we'll still have more time after but and the idea i say it's objective you know it's not necessarily and just speaking to what you said earlier it's not to say i need to shift from who I am to someone else. Like I said, the octopus will still be there. And every other session, we will talk about the octopus. The octopus will still, it will still be there at the end when this octopus is not leaving. But getting a little bit more of that sense of the, the anchored spider gradually, just having little bits and pieces of it and integrating a bit of it throughout the process. How does that sound, Jacqueline?\n\n[COACH 50:46] there's a piece of me that would just rather can we just say goodbye to the octopus and can we just like to let's just work on being a spider I'm good with a spider I don't I don't need I don't need to be an\n\n[CLIENT 51:02] octopus but but the thing is that the octopus serves you know that there's there's and there's a very creative to honor you know we need to honor this octopus because it's it's it's part of who you are and like you said there's good aspect it's creative there's this flexibility there's like this even though the environment is changing you know it's that it's shallow environment rocks it knows its way it can do things that not many people can do like you said the community acknowledged the community jaclid that community acknowledges you for who you are and and you know how you've showed up so far in this community so so there's a lot of good that we don't want to let go for sure but it's how to maintain that good and and for you to to feel better about that and to feel you to be more like the spider more anchored and and last into the reaction and you mentioned something about also the interest and can present for the organization when you said your founders some funders can can be attracted can maybe even seek you know people that are a little bit more like the anchored spider or that that that demonstrates and bodies know this kind of presence and and so that that it could possibly open doors and other opportunities that could even be complementary to what possibly you are already yeah\n\n[COACH 52:43] And I do have a belief that I'll be doing something, I don't know if it'll be committee work or contract work or something down the road. And so it likely wouldn't be working as independently. And so I would like to, I like, I welcome the opportunity to learn how to be a little more spider-like and structured. have those transferable skills that maybe other people recognize and can appreciate. Like, especially the ones that look at an octopus and just think that's out of control. Like, there's no way. Like, I don't see how an octopus can benefit us, but a spider, perhaps a spider. It doesn't mean that I can't be an octopus in other settings.\n\n[CLIENT 53:44] so yeah and i would say the other way being a spider that also is able to be an octopus exactly that could be a huge plus because being strictly a spider is fine but how does it differentiate you from others you know if you have also this this drive this passion this urge in this capacity of seeing sensing um you know with all these legs and the eye lashes Jacqueline, the eyelashes. Not a lot of people can use their eyelashes, especially not the spiders. Because they have really tiny, well, all the octopuses too, but spiders have really, really tiny eyelashes.\n\n[COACH 54:26] Very tiny. Very, very tiny. Yes, yes. Still beneficial.\n\n[CLIENT 54:33] Mm-hmm. Yep. Oh, yeah, sure. So we're almost at time, Jacqueline, but I would like to leave you with some exercise because we're gonna have some homework with what we're doing not leaving it you go but we start with something very easy so it's not and it's nothing really hard the idea is just a self-observation exercise really and you talked about journaling in our conversation so that could be a good opportunity to do some the idea is really just and I'll send it by writing to you it's really just to be more aware of how the octopus shows up in your life so you might already have examples I might say I don't even have to think about it I know exactly this this this this is the octopus but the goal of the exercise is to do it with intentions on a daily basis and it has to be on a daily basis because even if people sometimes say I can do it once a week like as we were meeting it every second week, if you just do it once a week, you don't have enough substance to work with, right? So if once a day, you know, daily basis, you just ask yourself, okay, today, in the day, where did the octopus showed up? It could be in your professional life, could be in your personal life too. So it's just being aware, where does it show up in places that I don't suspect, that it might not be as much, as I think because sometimes you can say well it's true in this context I know but maybe in other areas of your life it shows up and the idea when we're going to be discussing that is really to to acknowledge it and to embrace the fact that it's there it's in your life and it's it's like I said it serves you there's positive aspects to it so so we'll dig a little bit into that to to really honor the octopus in your life because like I said we don't want to let that go it's there but it's how to see how it's present in different areas of your life in different situations so in the questions I'm going to send you you'll see it will ask you to think about a few things you know how how it feels even in your in your body how you feel physically and you say okay when the octopus shows up you know how do we feel about it what goes through my mind in these what kind of questions do I have and what kinds of emotions come through so just to notice these things and if you can have a few examples by the time that we meet again and really I said it's the homework it's not it's not for me that you're doing this so it's not I'm not going to control it and say pass or fail it's really it's for you it's really for you to gain this awareness and if you want to discuss it next time you know there will be space for that but it's really up to you again but it's it's it's really useful to have as a first practice to notice and to really be able to honor how how the octopus shows up you know in your life right now\n\n[COACH 57:49] how does that sound yeah that sounds great sounds really good and i'm already like starting to picture okay like we're having some boundaries and be like i'm actually going to embody the spider right now. I'm not open to the octopus energy right now.\n\n[CLIENT 58:13] Jacqueline, I really rarely I'm being directive, but right now I understand you have this crunch happening right now. I understand you have these three weeks, but to be really useful for a long term, it would be really to not to press it too fast. Because if we're press it too fast we might stumble and might be more difficult but relieved by our next call just to just to observe who you are right now and i know it's urging to say i would like to be like it's fine\n\n[COACH 58:48] but just for the process like you said yeah i don't no i can see and it's not like a work thing it's more i would say it's around the boundaries say with my daughter who will call during a work day and just say are you are you home are you free can the girls and I come over um always like if if it's at all possible I would always say yes always and or my mom call like I'm having an issue can you come over and it's like I mean the middle of my work day so maybe I actually don't pick up my phone like maybe that maybe like I'm well that I that could be a\n\n[CLIENT 59:44] strategy that we will discuss next time okay but for now what I would if that shows up just right observe what's happening what's the thought and what makes you say yes come over okay okay because we're working on something it will take a little time you know so I don't want to rush it too much but what is really important is to see what's the mechanism what happens right now what makes you say yes what's the feeling that makes you say whatever happens that that's that's what that's what we want to touch on that next call so that we can take action on that and say well what would be a strategy when i have this feeling when this shows up because right now you might know exactly in what circumstances that happens but by paying attention you might recognize that the same feeling might show up in other instances other moments and then can become if we come up with strategy that is broader then you can cover much more than those specific cases and and have an approach that is more more holistic and not just pinpointing on specific situations but i i see the the urge of what i that's great i like\n\n[COACH 60:57] there's this one thing this well it's like also the it's not always doing as the octopus also like sometimes that octopus will go find a cave and like let go of everything or squirrel everything into a corner of the cave and shut like put my back to it and pretend it doesn't exist and then then there's like the aftermath of not doing and so it's like oh now I have to not only did I waste energy putting everything into the cave and like hiding it away but now I have to use the energy to pull it out of the cave and you know make sense of it and then deal with\n\n[CLIENT 61:45] it also yeah yeah yeah so the boundaries expectations and the let go yeah the three steps\n\n[COACH 61:57] I will be journaling\n\n[CLIENT 61:59] Yeah So how is it today? I know this was a long session But you see you understand why I say one hour Because it takes a full hour to cover all of this And they go through the metaphors Next time we'll less explore the metaphors But it was How did you find this use of your time?\n\n[COACH 62:21] Oh yeah 10 out of 10 It's super powerful Yeah I feel a little bit drained it's like the the visionary piece inside of me where I'm because I am a very visual processor and and so I'm tired it's like oh man I just went through like two different very world very different worlds it felt like a processing and but it\n\n[CLIENT 62:56] it's two very powerful metaphors yeah great thanks and yeah if you want to take some rest if it's possible for you at this point and I don't know yeah the rest of the day so we're not at the end of the day yet for you but yeah she needs to attend I have half an hour yeah okay can do it Jacqueline yes so yeah send you the document I'll be making prepping dinner for a friend who's\n\n[COACH 63:24] coming over.\n\n[CLIENT 63:26] Well, hopefully it's going to be a good time.\n\n[COACH 63:28] The soup that I was making during my last Zoom call.\n\n[CLIENT 63:33] Well, that's advantage of working from home. At least you can prepare the soup. Cool. Well, I'll send you a minute. And thank you for the payment. Also, I'll send you the receipt. I received it. So that's great. And I'll send you so the program offer and with the link to book the next session. So, yeah, if it could be, yeah, a matter of we said if you can leave like two weeks between the sessions because you have to need to have enough time and and especially in this period for you as you said you have that this crunch of three weeks where there might be a lot of possibly the octopus showing in different ways like you say might show yes the octopus might behave differently like you said in response to situations but you to pay attention to that that will really help for uh to prepare for the rest\n\n[COACH 64:23] for the six months to come yeah okay um i'm going to head to mexico okay um the end of december for 11 days so i won't yes i won't have much homework to do because i'm doing\n\n[CLIENT 64:45] nothing that's great we'll take that into consideration you a little brain during the holidays Cool, well, it was nice having this chat with you, Jacqueline. Yeah, I wish you nice weekend and we'll catch up on our next session and start to work. Yes, already started, but work even more.\n\n[COACH 65:07] Okay, thanks so much.\n\n[CLIENT 65:08] Have a nice day. Have a nice weekend. Talk to you soon.\n\n[COACH 65:11] Yeah, you do. Bye-bye.","rapport_genere":"## Main Topics Discussed\n\nThe conversation between the coach and client revolves around the client's struggles with time management, boundaries, and emotional energy. The client wants to develop a strategy for handling situations where they feel overwhelmed by their emotions and energy, which they refer to as the 'octopus' energy.\n\n## Personal Information Shared\n\n\n\n## Work Assigned Until the Next Session\n\nThe conversation is between a coach, Jacqueline, and her client discussing various aspects of the client's life, using metaphors and exercises to help the client understand and manage their energy and behavior. Here are some key points from the conversation:\n\n## Date and Time of the Next Session\n\nI'll summarize the conversation between Coach Jacqueline and her client.\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"Suivi de notre séance","courriel_suivi_contenu":"SUJET: Rappel de notre séance de coaching et prochain rendez-vous\n\nBonjour Jacqueline,\n\nJe voulais vous rappeler les points clés que nous avons abordés lors de notre dernière séance. Nous avons discuté de votre gestion du temps, de la définition de vos limites et de la manière de gérer l'énergie émotionnelle qui vous surcharge parfois (\"l'octopus\" énergétique). J'ai également proposé quelques exercices pour aider à mieux comprendre et maîtriser cette énergie.\n\nNous avons également convenu que je vous fournirais des ressources supplémentaires pour renforcer ces stratégies. Je vous les enverai prochainement.\n\nJe me réjouis de votre progression et d'avancer ensemble ! Notre prochain rendez-vous est fixé pour le mercredi 15 mars à 14h30.\n\nCordialement,\n[Votre nom]","temps_facturable_h":"0.00","temps_coaching_icf_h":"1.00","rt_report":null,"session_summary":"Time management, boundaries, and emotional regulation strategies, including addressing 'octopus' energy.","enonce_marque_personnelle":null,"conseils_coach":null,"devoirs_client":null,"speakers_swapped":false,"stats_snapshot":null,"stats_snapshot_at":null,"prochaine_seance_date":null,"prochaine_seance_confirmee_at":null,"etape_iccp":null,"iccp_objectif_id":null,"iccp_output_generated":null,"iccp_output_edited":null,"id":"fe690e01-b889-4e73-9bed-fe6a5a78cc19"},{"candidat_id":"c31ab7ad-813d-4d49-9729-6f99842deaa4","email_participant":null,"nom_participant":null,"marque":null,"date_heure":"2025-11-10T22:30:00Z","duree_minutes":60,"type":"Virtual","statut":"completee","notes_brutes":"=== Fichier uploadé : 4d469d1c-b419-448b-9cfc-4efd21dc567c.m4a (2026-06-11 01:04) ===\n\n[COACH 00:46] Hello, Jacqueline. Hello. Hey, how are you doing? Good, good. We're fine. Thank you. Finally, we get this going.\n\n[CLIENT 00:59] Here we go.\n\n[COACH 01:01] Yeah. So you finally had the conversation with the board that you had at some point that I understand. There was this concern of whether they wanted to have a meeting with me or not. So you settled that. I said no.\n\n[CLIENT 01:18] I said they weren't welcome to start off.\n\n[COACH 01:21] Okay. Great. No, just no. It was clear. Clarity is great. Yeah, yeah, yeah. Cool. Well, and maybe just before we start, I received your message. I think the agreement, I very fine, I joined it to the message with the invoice, if you look, but I can send it back to you, but yeah, it wasn't the Thank you. Okay.\n\n[CLIENT 01:51] Do you mind sending it again? That would be great. And then I can, and I'll just de-transfer you today.\n\n[COACH 01:57] Awesome. Cool. Thank you very much. So yeah, well, today's call, Jacqueline, is our first official call. And really the purpose is, well, a bit like I said, the last time to clarify a bit more what we can do with the coaching. and what we will do. So I read your answers. Thank you for answering the short notice like that, but to provide the answers and to review a bit these answers and to get at the end of the session today, more clarity on the topic. So the goal is really to agree together on what would be the topic that we can work on for the next six months. So it's a big ask to actually nail down, For sure, this topic can be, after that, subdivided in different, you know, more precise objectives, but to have an idea of what is it that you want to use this time that we have together, these sessions together, to work on and to make the best use of that time that we have together. How does that sound for you as a goal to start with for today?\n\n[CLIENT 03:16] Yeah. Yep. I'm excited. I don't know. I'm sure you'll have your ways of trying to filter out what that will be. So I'm trusting the process.\n\n[COACH 03:29] Wow. Thank you. Thank you. That's great. And talking about the process. So yeah, I've seen the answers because you saw in the questionnaire. The main goal of the questionnaire is really to get you to think about these this potential topic, you know, to work on, try to put words on what are those strengths that you have, what are they, but also going, you know, after that on what are these things that you would like to work on on the more long term and then getting more precise on the next six months because that's what we want to tackle. But keeping in perspective the greater scheme of things because it has to be more in perspective so so maybe the first question for you how did you found this this exercise of answering these questions yeah i i i found it just\n\n[CLIENT 04:32] i appreciated the opportunity to just like think about the questions um i didn't give it a lot of time um in answering it was like a friday night and just like that's just what came to the top of my mind at that time um i um i um i don't know in some ways it feels like a long time since when i answered the questions to be honest it's like oh man a lot has happened between then and now nothing major just like life which is maybe part of the answer in itself that I'm pretty good it's like being in the moment and like dealing with that but then something else comes up other things just keep coming up and so it's how do I prioritize and not keep like chasing my tail to like put out fires or put or to go on to the next thing but how do I be a bit more present in what I'm doing but I also just thought that seems quite stifling so what makes it what makes it stifling that you say well because then I think there's that I have to like focus just on this instead of like all the potential of all the other things that I could be focusing on. And there's, there's always, there's always more. Like there is, it doesn't really matter what direction I, I stand. If I just walk, there'll be so much to do right there or right over there or right over there or right over here.\n\n[COACH 06:35] Yeah. And I see you pointing in all those directions. how does that feel of having all these things that can be done because we can do a lot of things in all these different directions you're pointing all around you yeah I find it exciting\n\n[CLIENT 06:54] and like a big honor to be able to do that and it feels also a little bit overwhelming and dizzying sometimes and um a bit like on on a hamster wheel and just like go go go go go um and like i mentioned before we started before i even thought that okay like i i think it's nuts actually to be starting this right now which is why i'm starting it right now because i'm going to i am trusting the process but the I'm in the middle of a whirlwind right now with and I can feel like I'm starting to get anxious about it was like yeah I received this award and it's just taking a lot of my time to try and I want to make the most out of it for the organization and get the most attention but it's like okay so now I'm doing like community interviews and talking to people about it and trying to drum up donations on like using it leverage it and also the climate the financial climate has shifted greatly we typically would raise about $60,000 for this event that will be on December 6th, then we're at $14,000, and 10,000 of that came from one donor that we didn't anticipate it coming from. So it's starting to feel like heavy and like, oh my God, what am I even doing sitting here talking to you about this because I have to hit the pavement.\n\n[COACH 09:04] Yeah, you could be doing something else. It could always be doing something else.\n\n[CLIENT 09:08] Always.\n\n[COACH 09:09] Well, first, I'd like to acknowledge and commend you for taking this space, and I understand it could be really challenging. This time it's at a whirlwind and everything is moving, but taking time for you, because this is space for you. And then having a moment where everything else can be put aside and it's you who is the most important in this time and space. So I think it's, I just want to acknowledge that making this choice, I can understand, because I've been really challenging. It's like, I could be using this time. We're doing so many other things, but it's kind of reclaiming your time for you, for these times. So we're, by I understand the same time, I hear we want to make the most of that time. Because time is valuable and then I want to be efficient with that.\n\n[CLIENT 10:07] And the reality is. is that when I choose to be somewhere, like right now, I'm right here. Like, I'm not wanting to be anywhere else. Like, it's, this is, I am excited about this and I don't want to just get through it. I want to experience it and I want to, and I am being, like, super intentional about this.\n\n[COACH 10:38] Yeah. yeah I feel it I feel that you're here so that's that's great yes I've heard what you're shared there's some proudness that you get from for being busy doing all of this and you have this award coming on top of everything doing all these interviews and having all these responsibilities and the challenge that come with them and having sometimes these yeah these challenges with this money that has to come in for this event that is tomorrow. So there's a proudness, there's the overwhelming also part of it that you seem to experience both at the same time. And there's you bringing this up today. So I'm curious, what makes it that you want to bring this? It's not the silly topic because we're more describing the situation right now, but what What makes it important for you to bring this today? And what is it within that that you would like to address?\n\n[CLIENT 11:50] Why did I bring up the award part?\n\n[COACH 11:53] Well, the overall, the fact that you're discussing that you're, the fact that in this, the hamster in the wheel that you were describing, saying, you know, I'm proud of that.\n\n[CLIENT 12:04] But at the same time, because I guess that's the part. Because that's the part that when I, feel super stretched I know I put myself in that position no one else is putting me in that possession and so I think that is a place that I could focus or we could focus some time as to like why do I put myself in that position what are different ways of potentially addressing the situations I got excited after our last conversation or at the thought of like doing this work right now when things are so busy so that maybe there is a way of me doing it a different way that others around me also aren't experiencing me being like stressed or stretched. I don't think I don't think anyone wants me to be experiencing my job like that. No one is asking me to do it that way. I'm doing it myself because I see the opportunities and I want to leverage the most resources to make the most impactful difference for children and families. And then also, there is probably some hidden piece around that, too, of like, if I do, do, do for others, then it will be reciprocated in some way in my life where I will feel like, and I don't know, that's just a hunch. I don't have any, any, a lot of theory around that. It just is a thought. Yeah. It's probably more for a therapist than. for you but that's probably there probably is some stuff there because i hear some expectations\n\n[COACH 14:32] like well if i if i bring this if i go beyond and there's something that could be reciprocal it can be something i can get back in some way yeah at some point maybe it's like\n\n[CLIENT 14:52] putting putting marbles in a jar maybe and it's point I might have to draw upon that. And I don't know that that's the reality. My reality is actually not that. Like I'm and I'm just noticing that. It's like it doesn't seem to pan out that way. Like it doesn't really matter how much I put into something. Yeah, if it if something, yeah, one maybe doesn't influence the other.\n\n[COACH 15:37] So you say does, It doesn't matter how much I put in, and yet you still put in a lot.\n\n[CLIENT 15:44] I do put in a lot, but I think organizationally, the organization does benefit from everything I put in. But I don't know if maybe I'm, because I've been with the organization for 20 plus years, will often be told like it's a baby of mine which I guess it kind of is I don't know I don't know\n\n[COACH 16:25] yeah and how would you say that this because you say it can benefit the organization for sure it can benefit the community how would you say that this it's a behavior attitude or the way of doing How is it serving you? How would you say it serves you? What's the purpose for you?\n\n[CLIENT 16:53] I often say I have the, like I've created the job that I love, a job that doesn't feel like the job. It's just a way of life. It is flexible to my days. I can, I don't set an alarm clock. I wake up when I want to. I do the work. in a day basically when I want to it is more like a way of life than a job I get to meet interesting people I get to basically do what I want we do have goals that we've established as an organization and I do definitely meet those I love getting like creating that opportunity for other people to get involved and get engaged and it pays my bills and gives me the flexibility to live my life.\n\n[COACH 18:06] So I'm hearing that a lot about the work itself and your role. Let's see now more about the way you're doing it. Because this role, I can imagine. could be done in different ways, the overwhelming part of taking a lot on yourself, how would you say that that, what's the positive side of that? How is that serving you?\n\n[CLIENT 18:35] Oh, I get to have control. I get to do things the way I think is best. I get to kind of micromanage the way it's things are delivered i can i am getting way better at delegating and i'm finding that right now while i know that it's a it is a good idea on paper to do that i also have to come back and maybe i one thing that's lacking maybe are defined expectations um and accountability because I might think that someone's able to read my mind at the way that I want it done. And when it doesn't get done that way, then I'll try and be respectful and see, like, yeah. I don't, at the end of the day, it's going to get done the way I want it done.\n\n[COACH 19:55] So here's something about the expectations. either that you have towards others, that people have towards you, this freedom that you have of doing it the way you want. And I heard also, I read in your questionnaire, this idea that is flowing around of maybe from the board of having more structure and having more objectives and more definition around your role that seem also to get a little bit of tension or friction that I sensed.\n\n[CLIENT 20:27] A little friction. yes because I want them to just trust that I know what I'm doing even though I don't have the theory to prove how I know what I'm doing but I'm getting but I get great results and I I get told like from staff that they really love and appreciate working with me and for me as volunteers seem like pretty like there's a lot they stay so and participants you know like one or two times a week a lot of people crying even like just in gratitude for what the program offers and would you say that all of this requires you to do\n\n[COACH 21:23] this you were talking about the micro-management and making sure that everything is well done and you know attending to the level of expectations that you have and you say well it's difficult to have others live up to that level so i'm thinking on me uh you think that that the results\n\n[CLIENT 21:42] you're getting require that i don't think it's required but i think it's what makes the difference I think it's If I look at other Similar kind of organizations They're They're great But they're Like laugh is just amazing Like it's just\n\n[COACH 22:15] Okay you mean yours\n\n[CLIENT 22:17] Organization is just Amazing It's above and beyond For Like it goes the extra mile or the attention to detail is people feel like really seen and heard and valued\n\n[COACH 22:34] and appreciated and nourished and nurtured and so there's a lot of positive that I hear of that that seem like you say tied to what is specific about how you do it and it has a lot to do about you because you have a big role in that and and the way you're showing you showing up according to what you say makes a big difference and and I hear also I would like things to probably maybe be different in some aspects so there are some things we want to keep for sure but there things would like to be different and let's say if we project ourselves in six months example how would you describe ideally how you would want things to go and you to be let's say in six months from that I think a bit I think so that I wouldn't\n\n[CLIENT 23:31] have this unrealistic expectation that people could read my mind of what is coming next and I wouldn't be trying to convince like not playing catch-up on this is where we're this is what we're doing today and I think because yeah i think i turn a i kind of squint out the corner of my eye like feeling bad that i put people in this position to have to um show up and work in and for me in a way that's maybe not the most comfortable for them like like where they're having to like wait and hear okay what are we doing Jack and then because I'm okay doing it that way but I know not everyone else is so I'd want to be it would be nice if I could be a bit more respectful of the way others would like their\n\n[COACH 24:47] work days to be and what do you think that would allow if you were to be more respectful of the way that others want their work days to be like it's not that I'm not necessarily trying to be\n\n[CLIENT 25:02] disrespectful. I just think it just might be. I think it would allow me to let go and let them have more autonomy and maybe they could then have more intrinsic reward as well. And then the board also would that wouldn't have to have as much faith in what I'm doing but have a bit more reassurance like more structured like this is what's happening not just oh she's been doing it for 20 years she knows what she's doing it's always worked out there could be can I just do it with you is this going normally Is this the process?\n\n[COACH 26:16] Hold on. I'm getting there. So you mentioned, I took nose here. So you started by saying, I don't want people to play catch up and read my mind. That's one thing. You said, I have people work for me in a way. I don't want people to work for me to work in a way that is not comfortable for them, but okay for me. So you started by the negative, then you turned it into a positive, which is really great. That's where I wanted this, So what I heard so far is I would like to be more structured and respectful of the way others want to work, allowing me to let go and have them, let them have more autonomy so they can have more intrinsic reward. Try to encompass.\n\n[CLIENT 27:04] So I get a lot of intrinsic reward.\n\n[COACH 27:07] Yeah. Yeah. Yeah. Yeah. So what, how does that speak to you when I read that? let's say in six months so we're not yet on the how you know we're going to have more sessions to discuss the how and now but more in the talking about the general topic you know to make sure that we we touch on what what you feel could be useful for you in the six months so you said to be more structured when you see what what does that mean as I hear you say there's also a need or something has been expressed by others in the organization your colleagues or board be more structured but also there was this and you you said the word respect and then after that I said respect I'm not sure it's that but there's something around what does that respect me for you and for the others you to think of it but so to be more structured and respectful of the way others want to work so I hear this willingness of be cautious and attentive to what the others you know compared to your own way of working to allow to allow allow me to let go. So there's the letting go part and let them have more autonomy so they can get more intrinsic reward. There's a why you would want them to have more autonomy, but there's this idea of how to have people in your team be more autonomous. Well, with everything we've discussed so far today, a few seeing a lot of value in holding on to things that. that you feel is really tied to the distinctive value of what you're doing and what an organization is doing compared to others.\n\n[CLIENT 28:53] I do. And I also see there's a change from what I'm noticing. There's a change in like newer or younger staff, the work ethic is different. And I worry for the organization, if and when I were to leave, what would that transition plan look like? No one can't imagine anyone's going to run the organization like I do. So I think the staff that are there need to have more ownership and need to feel like, and they do they yeah but it is a job for them it's a they get to show up and do their job and then\n\n[COACH 29:50] it's a job for them yeah something big it's not well i mean i would say it's not their organization but you pointed something really important you said i want them to have more ownership if they might not have as much ownership as you have because you're there right but you would\n\n[CLIENT 30:10] like them to have more ownership and I do keep trying like my whole way of leading them is like the organization can can kind of grow in whatever way like as long as it's meeting the goals and the mission and it can grow in a way that meets like those beautiful opportunities that make staff feel like they're contributing in a way that's most meaningful to them like one of them might be a yoga instructor and so she's able to do yoga in programming with children families and it fills her heart then she's moved on to another business another organization and now we have someone who is like all about physical literacy and so it's she's like bringing her passion for physical literacy with littles and educating parents about the importance of it and so we can be you know someone else is very into cooking so now the food programming is growing and yeah so i do attempt to make like create programming that's responsive to both the needs of the community but also meeting the need of the staff that are there to in order for them to feel like it isn't just a job it is like meaningful yeah and it's and they're part of it\n\n[COACH 31:52] there's a there is a purpose yeah that they fit in and uh and i know it we're a bit over time but i just wanted to make sure we touch on in the questionnaire you you you well you just mentioned a transition plan And I know you sent me also by email, I think the job description. So there was something around the role, defining more the role and responsibilities. And so I just wanted to touch on that. What do you see in that? And what's something that you find important to address now?\n\n[CLIENT 32:29] I think it's important in the next six months, like as I've taken on more of these responsibilities. Like the organization in my role has, has developed based on my own knowledge of what I think that it means to be in that role. So late, like in the past two months, I would say the, and I had an HR meeting this morning where one of my board members who's been on the board for, a decade is like very in control or wants to be in control and is having a hard time releasing like oh if we're going to do doing the contract Jacqueline has to find this person and then they have to it has to come back to the community or to the organization or to the HR committee and then we would vet them and then it would go back to Jacqueline and she could make she could let them know and it's like no that's not actually the process anymore i've got a budget and that's within my budget and i will be the one to make that decision and i'll inform you yeah and and so she was able to hear that and see that but for me to step into that role of like actually that's not the way it is this is now what i've been asked to do this is my new job description yeah and so it's like\n\n[COACH 34:03] practicing doing that yeah and because you mentioned there's a transition in the form of governance you're having in the organization going from a more hands-on board that a lot of small organizations have but to having more of a oversized strategic level of governance with the board and having those you know oldest member well all this not in age but in terms of time that they're in an organization that are more used to this previous way of working Maybe quickly on that, how did that go? How did you feel being upfront and clear with your...\n\n[CLIENT 34:42] With that person was great. To be able to say, no, this is actually what I've been asked to do is do it this way. And that was how we did it when it was working board. But now we've transitioned into this new role, this new government. role for you and we established at a board meet the last board meeting and she wasn't at we did discuss like this process exactly and yeah so it felt really good i mean this is a person that quite often will tell me how disappointed she is in me um yeah so it's like go ahead be disappointed in me I'm not disappointed in me. I'm feeling quite good about the way that I'm actually able to tell you that I'm not disappointed in me. That's big instead of taking it on. It's like that's actually a her issue and not a me issue.\n\n[COACH 35:51] Yeah. So my question for you then would be, how do you want to make this fit in our coaching in the next six months? this part, because you mentioned it in the questionnaire. Is it something that you see should or could be addressed? Or the way you're presenting it is that you seem to be, you were able to address that with that person when the issue came.\n\n[CLIENT 36:17] I think I would like to be aware of it. And maybe at some point in the next, couple of months just for me to review the job description. And if there's, uh, anything that's coming up that I'm unclear of on or unsure of like what best practice would be around part of that, like, I don't know if you do any of the like day-to-day kind of management parts of an executive director role i guess you do in your own organization or my other life i'm doing this\n\n[COACH 37:08] kind of work too yeah i can relate yeah yeah but here i'm putting my hat of the coach i i try not to be influenced by the uh yeah these other experiences but uh yeah yeah like what i i've never\n\n[CLIENT 37:23] had an executive coach so i don't know exactly what to expect uh-huh from experience or if.\n\n[COACH 37:32] Well, maybe to tackle that, usually, because there's the consulting role, there's a consultant, and sometimes people, they want to have advice. Say, okay, well, based on your experience and on literature, your studies and everything, what should be done there? What should I do? Or just a suggestion and then I can do whatever I want with it, but at least to have an input. But that's more of the consult. consultant hat. There is some value to it and quite often people say well you know right now what I need is more of an advice or or just you know something that I can chew on and that I can maybe it will feed my own reflections. The coaching hat is more to work on on on what you are what you want to become as a person. So it's not necessarily on the specific task or produce something, but it's really more on what is it that makes this challenging for you? What is it that makes this being more affirmative about something? So it's not necessarily about how should I ward the document or a job description, but what makes that part? of my work, something that I find challenging and how can I work on maybe shifting my perception about this situation or what are the skills or the capacities that I need to address that maybe from a different perspective, a different way that will make it make more sense and make it more easy for me to do it based on who I am, truly. Because sometimes we try to adapt ourselves and act in a way that is not necessarily who we are just to fit and to meet expectations. But if there's a way to really tackle more, what is it really that speaks to me and then adapt an approach that makes more sense, then in the end, the result might be more and more sustainable also in time. If we adapt the behavior, for example, or our, so that's more the coaching side of it so that's why when i i was asking how we can maybe make that fit you know if it were something you would say well uh you know when i have to to address that with that specific individual it was really challenging for me um then it would be a question about okay so what made that challenging and how how to approach that in a way that that would be maybe less challenging for you in the future and then seeing about that um now i he from what you said that you know you you were you weren't resourceful in this sense of you were in measure in we're in the capacity to address that with that person you know and that that's that's but now i don't know maybe you would say there's still something behind that you know because i touch i felt a bit something when you said that person is you know is more criticizing your work she she's the one that is more I know exactly the words you used, but there was something that when you said it, I sense that it was something that maybe was touching some nerve somewhere within you.\n\n[CLIENT 41:02] Like he was disappointed in me.\n\n[COACH 41:04] He was disappointed about you, about your performance. And this is what ranks high in what you value, right, about being proud. That's one of the first things you told me, being proud of what I'm doing. when something someone says, even if they're wrong, it could be wrong, it could be totally off. But just the fact to insinuate that they could.\n\n[CLIENT 41:30] Yeah, because I do pride myself on doing my best all the time. I do my best. And it's not always going to be perfect. It's not always going to be enough. But I'd rather be acknowledged for, like, doing, doing the best I could then yeah and maybe that's part of my thing is it is okay to disappoint people people are going to be disappointed that's all right it is all right yeah that's not my job to make sure no one's disappointed not ever disappointed it's unrealistic when you say that it's\n\n[COACH 42:15] all right where does that come from is it coming from here is it coming from here\n\n[CLIENT 42:21] Um, I think in the past it's come from up here, but now it's not for my heart. It's more for my gut, actually. Yeah. It still hurts in my heart to disappoint someone. But my, out of my wisdom in my, in my gut, it's like, that's okay. That's okay. And then I can just like have my hand in my heart. It's like, oh, it's okay. You know, that's not your business. that's there yeah yeah\n\n[COACH 42:55] yeah but you say from the gut but still hurts a bit here yeah yeah\n\n[CLIENT 43:03] yeah still tended yeah\n\n[COACH 43:05] well we're a bit past the time but I have lots the goal today was really to to get this information we touched a bit on the topic I think towards just in the last few minutes we touched on something also about this part of the proudness but also how to to let go of the perception of the expectations we give some people there's this part that i heard also in what you said that and try tying it back to what we discussed at the very beginning of you know the overdoing you know or doing and you know that this hamster use this image of this hamster and and yeah i don't want to disappoint to point, you know, the feeling that when someone says that you're, you're disappointing, the feeling that drives. So I heard that towards the end. So if there's something, try to tie that in this a bit, but just in your own words, how could you describe that part? Let's say the part about this disappointment and wanting to let's go. of these kind of expectation that you were mentioning and if you had to turn it in a way that\n\n[CLIENT 44:32] how you would like to feel how you would like to be oh how i would like to feel i would like to feel confident in my approach and um and realistic that that what i do is enough and i don't need to overdo and keep like being performative in order to like I don't want to give to the point where it's at the detriment of myself anymore. I'm still good to give a lot, but not to the point where my like art is like trying to keep up to me and like exhausted and over, I don't want to over give.\n\n[COACH 45:27] Yeah. So I hear to. Downgrace.\n\n[CLIENT 45:33] Downgrades.\n\n[COACH 45:36] So I hear to feel confident in my approach. and realistic that what I do is enough and not be performative and give to the point that it is detrimental okay so there's a conclusion between the two or it could be a mix of both but what would you say is the most important for you right now to work on the next six months if I had to read those two statements so the first was be it was a little bit more into the doing to be more structured and respectful of the way others want to work to allow me to let go and have and let them have more autonomy so they can get more intrinsic reward. There was this part that we discussed first and then when we added just now to feel confident in my approach and realistic that what i do is enough and not be performative and give to the point that it is\n\n[CLIENT 46:45] detrimental for me personally the second part organizationally I feel like that's what I should be focusing on but if you're asking me for me it's the\n\n[COACH 47:08] second part yeah and you know what you just the first part we spend a lot of time talking about that the interest of the organization is good for the organization the end we just touched on that's important for you So I find it interesting to see both. So yeah, we need to tackle one, but probably I can find a way to make the other fit. Because actually next time, I will send you a lick next time. We'll take a little bit more time. If you can book a little bit more time about one hour. We went a bit over time now. Next time would be one hour because we need to, I will explain to you. get back to this topic so i'll rework that we'll see it together and i will come with uh with metaphors because we use metaphors in the coaching so a metaphor an image for who you are right now and who you could become so two images and we'll discuss about that because we'll use the metaphors and you'll see why you know in this coaching and then address the first three objectives what could be three like sub-objectives that we could work on the three following sessions so to be more concrete more specific so maybe the first part that is a little bit more into the doing could possibly fit into some of the objectives you can try to play along with that but i understand that from what you're saying the second part that is more about about you or how you feel you know to in the six months from now, knowing that we can always, after that, find something else for the next six months or the next years to come. But at least, what is the most pressing for you, so that you can benefit the most?\n\n[CLIENT 49:03] I think for me, the most pressing is to figure out a way of not overgiving to the point of it being detrimental to myself. Because I do give a lot. I get a lot, but I, yeah, I think if I can start there. Okay. And I think the second part would come from that, like being a little bit more organized or being a little more structured and routine so that others can pick up some of the pieces will come from that.\n\n[COACH 49:46] Okay. Yeah. I think. Good. So how did you find today's session? So the goal is just to try to nail down a little bit more what we're going to be working on. So we're not there yet. And even next time, we're still going to nail it down even better. And then we'll start with the practices. But even right, so if you can know the next session, it could be quite soon. It could be like right next week, for example, if it's possible for you. so as soon as possible, it'll take a few days to come up with the program. But because right from the next session, and I know that you wanted to have some, to be concrete quickly with what's happening right now, because right after the next session, we'll start to have self-observation practices. So to take benefit of what's happening, if there's something positive to get out of it, at least to observe it and to use it in your coaching what's happening around you. So we can use that, what you're going through right now in our sessions. So right after the next session, we will be working on the observation practices.\n\n[CLIENT 50:57] Okay. So when I book, should I book two consecutive meetings?\n\n[COACH 51:02] Well, I'll send, well, no, because it doesn't allow, like, it always keeps, like, in 15 minutes break between, but I'll send you a link for one hour. So you will be able to book a full hour in the schedule.\n\n[CLIENT 51:14] Oh, okay. sounds good cool\n\n[COACH 51:17] good awesome what was nice having this chat with you Jacqueline and I think we're yeah we're gonna have fun because it's important to have fun coaching also and just also with my other hat I'm gonna have a chat with Rory this week yeah yeah yeah well Liam asked me if I could have a chat with him apparently has some projects to come over I don't know if I'm overstepping but some projects of maybe coming our way at some point. So, yeah, you had some questions about that. So you've got to have a chat with him in the coming days. So, yeah, I have lots of fling with the Nilegens these days. Who knew? Yeah, yeah. Cool. Well, so have a nice week, Jacqueline. I'll send you a message with the link for the next booking. And then we'll catch up for the next session. Okay. have a good week. Yeah, you do.\n\n[SPEAKER_? 52:16] Bye.\n\n[COACH 52:17] Okay, bye-bye.","rapport_genere":"## Main Topics Discussed\n\nThe conversation is between Jacqueline and her coach, discussing various aspects of her life, including her work as an executive assistant. Here are some key points from the conversation:\n\n## Personal Information Shared\n\n[The client's name is Jacqueline. She wants to work on not overgiving and being detrimental to herself. She also wants to be more structured and organized so that others can pick up some of the pieces.]\n\n## Work Assigned Until the Next Session\n\nThe conversation appears to be a coaching session between Jacqueline (the client) and her coach. They discuss several topics, including the importance of feeling confident in one's approach and realistic about what can be achieved without overdoing it. Here are some key points from the conversation: \n\n1. Overcoming the need for perfection and taking into account that others may have different expectations or ways of working.\n2. Building confidence in one’s approach and being realistic about what can be achieved.\n3. Understanding the importance of not overgiving to the point where it becomes detrimental to oneself.\n4. The coach suggests using metaphors as a tool for self-reflection and personal growth during their next session.\n5. The client identifies her goal for the next six months as figuring out how to stop overgiving without compromising herself.\n\n## Date and Time of the Next Session\n\nThis conversation is a coaching session between a coach and a client, Jacqueline. They discuss several topics related to Jacqueline's work and personal life. Here are the main points from the conversation:\n","code_activite":null,"etape_coaching":null,"outlook_event_id":null,"teams_link":null,"google_event_id":null,"courriel_suivi_sujet":"

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