Our clients

We bring together the best skills, methods, and expertise to deliver tailored support. Change Angels is also about a way of being: the quality of the relationship, the authenticity of the advice, pragmatism. And a smile. We work with French and international companies, as well as foreign companies established in France. Our clients include multinational groups, mid-sized companies, family-owned businesses, and associations.

In 2025, our assignments took place in the following sectors:

  • Agri-food
  • Banking and Finance
  • Energy
  • Events
  • Professional associations
  • European institutions
  • Luxury
  • Media
  • Tourism and hospitality

Client cases: Transformation requests

Anticipation and preparation

- The leadership team senses the need for change but does not align on the objective, ambition, or scope;
- The ambition is defined, but the trajectory, timeline, narrative, pace, and contribution of each division/country remain unclear;
- A member of the executive committee believes a key dimension of the project is being overlooked and wants to validate this assumption;
- A transformation is needed, but it is wise to validate it through a field-based diagnosis, to capture opportunities, pain points, and the reality of operations and decision-makers:
- A change is emerging, and the client wants to test internal adoption and identify potential future influencers.

Deployment

-The project has been launched, but after handling things internally, reality sets in: lack of skills and experience, lack of methods and tools, lack of resources, overlapping priorities, may derail the transformation.

- Support is needed at multiple levels: executive committee, leadership, managers, employee relations, etc.

- The project is complex: it affects several divisions and countries, is phased differently depending on legal constraints, includes social impact, etc. Help is needed to ensure a smooth and consistent ride

- The project has been launched and rolled out, but despite your efforts, the change is not “sticking”

– le projet est lancé et déployé, mais en dépit de vos efforts, le changement ne « prend » pas

Client case: Culture & Leadership Model

Your change angels christelle thompson

The request

- Following a spin-off from an international CAC 40 group, the new entity wants to build its own culture to mark its separation from the parent company and assert a new identity that reflects its own ambition and supports its business and brand strategy.

- Leaders, country heads, and managers must step up to embody this culture, engage employees, and establish a distinctive cultural footprint in a highly competitive market.

Key imperatives

The development of the new culture must meet several requirements:

  • Build on a strong legacy while turning towards the future and a specific business, with its own professional codes: to speak to the market, analysts, and also candidates, as recruitment needs are high
  • Create a sense of belonging across all countries in which the company operates
  • Be attractive and “adoptable” for future acquisitions (external growth)

The approach

  • A diagnostic: Barrett Values Assessment, interviews with a sample of the top 100 leaders worldwide, working sessions with the Executive Committee
  • Work on values: selection, definition, do’s and don’ts, behaviors and ways of working — workshops by major market to validate relevance
  • Culture rollout journey: kick-off with the Top 250, followed by managerial cascade worldwide
  • Design of a Leadership Model with a representative sample of leaders and managers globally
  • Identification of leadership capabilities aligned with the values, creation of a maturity grid and a competency framework leading to an adaptation of the annual performance review process
  • Awareness and onboarding to the Leadership Model for the management line: kick-off in regional hubs, followed by virtual sessions