From strategic prevention to crisis management, we address complex psychosocial issues, high-impact transformations, and the restoration of collective trust.
Midori means "island of serenity" in Japanese
Executive teams reach out to us in four critical situations
To foster performance that respects people and lasts over time, moving beyond short-term fixes.
To guide transformations that create resistance and tensions, preventing organizational trauma.
Workplace suicides or attempts, alleged or proven harassment, violence, conflicts that freeze operations. We intervene urgently to secure, investigate, and restore.
To develop leadership capable of mobilizing teams amid today’s complexity and uncertainty.
Over 200 organizations supported through their most sensitive challenges
The combined expertise of Matthieu Poirot and Emmanuelle Lépine turned a major crisis into an opportunity to strengthen our teams. Their complementarity between the ICI® approach and trauma management revealed invisible blockers.
Six-month global program: audit, manager training, awareness, and e-coaching. We measured tangible impact on turnover and well-being. An integrative approach that shifted us from reactive management to preventive strategy.
After a suicide on site, Midori Consulting conducted an independent investigation in 3 weeks. The differential report helped us understand systemic factors and make informed decisions. Their recommendations restored psychological safety.
Our merger generated invisible tensions that paralyzed integration. Midori identified the accumulated psychological debt and rebuilt trust between teams. A success where previous consultants had failed.
Matthieu supported me as an advisor for two years during a major transformation of our professional body. His outside view, deep understanding of collective dynamics, and strategic guidance were decisive throughout this complex period.
A social crisis had stalled HR-union dialogue for months. Midori intervened as a trusted third party and unlocked the situation within weeks. They regulated tensions while remaining equidistant from every stakeholder.
Your first conversation is complimentary so we can understand your context
Discuss your situationIn-depth audit using our comprehensive interview grid to identify psychosocial tensions in your context, across relational and organizational systems.
Training, stakeholder support, and strategic advisory to design a global RPS prevention plan. Review of existing schemes and supervision of QWL/RPS leaders.
Prevention and regulation of psychosocial crises during major changes. Building collective mobilization capacities, cultural diagnostic for M&A, and support for family businesses.
Develop leadership that fosters engagement and innovation. Individual and collective programs that create lasting trust: complex case clinics, flash coaching, development coaching.
Training, audits, and individual/collective support to install psychological recovery routines that regulate workload and prevent burnout.
Transfer our know-how to HR teams, managers, HSE committees, and employee representatives to build internal prevention capabilities.
Rapid intervention to defuse conflicts, restore social dialogue, and turn crises into opportunities for organizational growth.
Resolve interpersonal and institutional tensions while restoring cooperation and regulating relational debt.
Differential, end-to-end diagnostics to analyze, understand, and decide on psychosocial risk situations or harassment allegations.
How we differ from traditional HR consultancies
We help you restore trust, regulate psychosocial tensions, and protect psychological health at work
We help you secure transformations and prevent invisible social crises that destroy value. Our unique mix of organizational psychology and strategy ensures durable performance and credibility with stakeholders.
We bring concrete tools and a scientific methodology to prevent psychosocial risks, regulate tensions, and support your managers. You gain efficiency while reinforcing your social legitimacy.
We act as an independent trusted third party, focused on respect for people. Our role: regulate tensions, restore social dialogue, and ensure performance is built with justice and dignity.
We help you read team dynamics, anticipate tensions, and develop management practices that combine performance and well-being. You strengthen your leadership posture and gain peace of mind.
We provide a confidential, professional space to understand your situation and guide you toward concrete solutions. Our expertise helps you make your voice heard while protecting your psychological health.
Schedule a confidential diagnostic with our team
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Un PSE est un choc dans un collectif d’entreprise. Son manque d’accompagnement respectueux en fait un traumatisme dans la durée, écrit dans une tribune le psychologue Matthieu Poirot. Voici ses conseils.
Qu'est-ce qui peut expliquer que les opérateurs des salles de marchés prennent des décisions considérées comme risquées financièrement pour l'établissement et frauduleuses par la réglementation ?
Avec la crise, les employés sont plus enclins à venir travailler en toutes circonstances. Or un salarié présent à son poste mais fatigué ou malade est peu productif, ce qui a un coût considérable pour l'entreprise.
Nombreuses sont les fusions-acquisitions qui se soldent par de véritables échecs financiers. Observateurs et experts attribuent ces échecs à diverses raisons : les mauvais partenaires, un mauvais prix d’acquisition, une erreur de timing, les deux entreprises sont intégrées trop rapidement ou trop lentement…
"Ils n’arrivent pas à fonctionner ensemble" ; "Il y a de nombreux dysfonctionnements dans cette équipe". "Nous avons un climat tendu en ce moment, mais l’on ne comprend pas pourquoi". Les demandes d’intervention se focalisent facilement sur des approches individuelles, qui peuvent avoir un effet limité dans le temps.
Le télétravail est un accord gagnant-gagnant pour l’entreprise et le salarié. Les entreprises peuvent ainsi recruter dans différents bassins d’emploi et faire baisser les coûts afférents aux locaux et transports. Il n’y aura pas de retour en arrière sur cette révolution.
