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Cognitive changes & merged dynamics


Our goal is to foster operational changes within people and organizations.


We focus on people and their postures, their representation systems, their beliefs and values and we consider behaviors as a "fallout effects" of empowered people. Our approach is more "cognitive" than "behavioral" and provides long-term operational effects.


The success of our method is also based on merged dynamics. Most consultancies specialize in one specific tool that they apply to many different situations. At HUB Consulting, we bring you a wide array of expertise. We design a unique mix to match your needs and goals. This material may be presented in many different formats, such as seminars, trainings, keynotes, learning experiences, co-development, team and individual coaching. And for each, we have created many original tools.


To know more about modellinglearning experiencesmetaphorical journeys and team profiling, click on coloured boxes on the diagram below or scroll the page. For more information check out our success stories.

Merged dynamics



Modelling highly successful people is a very powerful way to elicit key leverages to success and build programs that will help expand the success from specific people to a whole organisation. A main advantage of modeling people from within the organisation is that it makes it possible to bring to light the unique way developed by the company to be performant. Training, coaching and change programs engineered on this basis are therefore fully adjusted to the company.


Specific benefits from modelling

More sustainable excellence, as people who are modelled demonstrate more excellence and value;

Powerful knowledge management, as expertise may be easily transferred from masters to teams;

Reinforcement of a shared professional culture and motivation, throughout the whole modelling process;

A framework for engineering training programs, as key competencies and strategies have been elicited;

Update of screening and hiring processes, as modelling often bring new understanding of key success factors for specific positions within the company.

How Modelling works

If you ask successful people what they do when they succeed in a specific context, for instance how someone took the right decision at a time of crisis, they will often tell you that it was "obvious" or "that they sensed that it was the right way" or that "it is all about experience."


Modelling is about eliciting the actions successful people take in specific contexts and the "mental map" they use.  It is then possible to transfer their successful mental strategies and behaviours from one context to another or from a person to another. Many of the change and empowerment programs that we design are based on modelling key successful people within the organisation. Because modelling is about the mental and emotional structure of the experience and rarely about the content of a situation, the modelling process often leads to surprising discoveries. It is a great way to get a thorough understanding of the "special sauce" used by highly effective people.

Learning experiences

Learning experiences 


Many companies are tired of organising nice seminars that boost people on the spot but don't trigger any change once back to work. 


In our learning experiences, participants are fully active. They discover by doing and feeling as much as by understanding and analysing. Meanwhile, their perceptions change, which creates real changes in behaviours. 


Inspired by different models, we have designed original learning experiences that help participants increase their awareness about individual and collective dynamics that boost performance.


Our portfolio includes simulations, metaphorical games, role plays, learning expeditions, case studies, workshops, creative research, group dynamics and guided journeys.


Major topics for learning experiences are:​

Acting in a client centric manner

Developing collective intelligence

Improving complex decision making

Boosting creativity

Exploring new ways for leadership

Expressing entrepreneurial spirit


A typical process for change will include 4 steps:

  • The experience itself

  • The decoding of the experience and the presentation of key learnings by the participants

  • The presentation of tools, models or brief elements of theory

  • A transfert to daily operations.


We combine an "Anglo-Saxon" experimental and playful approach with a "French" cartesian approach to create the ultimate learning experience.


Individual & Collective coaching


We offer a wide array of coaching practices.  


Classic face to face is well suited for for specific needs. Co-development is great for enriching viewpoints, reinforcing personal network between participants or for implementing learning from seminars. Collective coaching is extremely powerful for medium to large-scale groups (up to several hundreds).


Online coaching or co-development as well as webinars are most efficient when teams or audiences are remote or based in several different locations.


We also organise team coaching for regular operating teams, project teams or steering committees.

Individual & collective coaching

The art of change

Metaphorical & artistic journeys


Metaphoric approches, especially artistic expressions, are a great gateway to individual and collective change. Why so? By turning teams into actors rather than attendees and activating people's neuro-emotional systems, participants to these journeys discover and experience new possibilities that they wouldn't have imagined or even thought possible beforehand. Changes in perception are the threshold to changes in operations.


The unique experiences that we have designed mix art, cognitive psychology, neurosciences, communication and change management. They may encompass artistic expressions as leverages, such as music, singing, voice expression, painting, drawing, dancing, photography and of course mixed media.


Frequent applications are: enhancing team spirit, developing collective intelligence, fostering creativity and innovation or expressing new ways of leadership. Metaphorical journeys are perfectly suited for all size of groups, from very small to several hundred people.


We work on a global process and engineer full seminars that are tailor-made to each company's corporate stakes, goals, audiences and cultures. Our metaphoric approaches are then intertwined with business sessions, co-development and keynotes. We also have already packaged sessions of 1 to 2 hours that can be integrated in your workday.

Metaphorical approach for change management
Metaphorical Journey
Team profiling

Team profiling


Although questionnaires are very popular in the corporate world, when really investigating it is clear that very few of them have any serious scientific ground. Moreover we don't like the idea of putting people in pigeonholes because it prevents change and progress.


So when we use questionnaires, and we do, our goal is to bring to awareness individual and collective dynamics. Our intent is to raise relevant questions and work on perceptions, in contrast to definite answers and informing people of their "personality". We often use these questionnaires upstream of learning experiences or group dynamics. The stakes are then:

  • Understanding different styles of communication, decision making and leadership

  • Improving communication, teamwork and collective performance

  • Finding new team partners or building up teams


Our coaching team has expertise in many different types of questionnaires among which the most frequent are:

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