If your managers don't make the calls, the issue isn't with them.

Diagnosis and structuring of operational management. For CEOs and COOs whose management team isn't carrying what it should. We identify what drives the drift, and we correct it at the source.

Book a Clarity Call See how we operate

See what each manager avoids in themselves.
Map what produces the collective drift.
Settle the trade-offs no one wants to take.
Give back to your managers what you carry in their place.

Olivier Kamel — fondateur de The Solid Manager

Olivier Kamel Coach & Management consultant since 2013

100+ Executives
80+ Companies
140+ Executive & leadership committees
15 Industries

They called on The Solid Manager.

What they say.

"A transformative approach that redefines managerial support."

"High-level support for thriving in demanding, international contexts."

"For those who want to maximize individual and collective performance."

"A coaching posture that combines active listening and pointed questioning."

"A true guide for managers looking for their footing."

"A step back, a wider view — and clarity coming through right away."

"Valuable tools for both executives and middle managers."

"A structured and human approach to management and leadership challenges."

Problem

You're carrying operational management. That is not your role.

Field case

Baptiste Amato, founder and CEO of Psycle Research

Scale-up in AI-driven industrial vision, ~20 staff

→

Operations devour your day.

Endless meetings, individual judgment calls, daily decisions — your day goes up in smoke. Strategic work waits for the end of the day. It's still waiting.

Every manager does it their own way.

Performance varies from one team to another — and so does the employee experience. No one can say what really works. Your best practices stay confined to one team, never transferred. The more the company grows, the more inconsistency takes hold.

Your managers are not your performance multipliers.

As long as you make the calls, they don't. As long as you settle the trade-offs, they don't. Your managers stay in execution mode — unable to drive performance up. You're carrying alone what a team should be carrying.

You're losing your edge.

Persistent fatigue dulls your judgment. Your decisions become reactive, your judgment calls harden or you avoid them altogether. Your edge wears down — first in chips, then for good. The cost shows up in the decisions that matter, the ones that bind the company.

Solutions

Protocol & Offers

A protocol in three steps: Clarity Call, Solidity Test, Deployment. Two formats depending on scope: individual or collective.

30 minutes by video. You leave with a clear vision of my method and how it can help you.

The Solidity Test is a 2-hour stress test of your management line, through The Solid Manager framework. You leave with a precise mapping of your situation, in the form of a dedicated mini-site crossing your posture and your system, delivering the verdict, and identifying the levers to activate. Designed to circulate in your organization and anchor the decision.

The Solidity Test is not mandatory. You can start directly with individual or collective Deployment, but without the initial mapping.

Diagnostic

Solidity Test

The structured diagnostic of your management line. At the end, you know exactly where you stand.

2 hours by video Structured interrogation on the 10 attributes of the Behavioral Codex and the 4 phases of the Operating System. Precise, without complacency.
Deliverable: a dedicated mini-site Expert mapping crossing your posture and your system, delivering the verdict, identifying the levers. Designed to circulate in your organization and anchor the decision.

Sample deliverable (click to explore)

Fee €1,800 ex. VAT
If you sign Deducted from Deployment price

Book a Clarity Call

Access to the Solidity Test happens after the Clarity Call.

Two formats depending on scope: individual for a leader or a key manager, collective for solidity growth across 2 to 5 managers.

Deployment

Individual

Turn a leader or a manager into a Solid Manager. Intensive work on behaviors (feedback, arbitration, decision-making) and on the managerial system (team rituals, decision frameworks, indicators).

Coaching + mentoring alternated 1h coaching on posture, then 1h30 mentoring on practice, every other week.
Real cases of the leader Work focuses on what you live right now, not on case studies.

3 months €5,000 ex. VAT
6 months €7,000 ex. VAT
12 months €12,000 ex. VAT

Deployment

Collective

Install a strong and shared managerial culture in the organization to harmonize practices and orient toward performance.

Collective sessions 2h of group mentoring, every 2 weeks, 2 to 5 managers.
Shared real cases Each manager brings a situation from their ground, the group works on it.
Unified Codex and System One behavioral framework, one managerial system, shared by the whole team.

2 managers €2,500 ex. VAT / month
Additional manager +€800 ex. VAT / month (up to 5)
Commitment No duration commitment

Whichever format, everything starts with a Clarity Call. 30 minutes, no commitment.

Book a Clarity Call

Included with the Deployment

Sessions every other week

Session format differs between individual and collective. Details in the cards above.

Slack hotline

Monday 8am to Friday 8pm, hotline on Slack. A question, a decision to make, a delicate situation: the answer comes within 12 hours. Managerial progress plays out in the micro-moments of daily practice, not just in formal meetings.

Co-construction of tools and participation in your committees

Rituals, meeting formats, decision frameworks: co-construction integrated into the engagement, on subjects where field presence makes the difference. Participation in your committees possible on demand, to see what really happens, not what gets reported afterwards.

Concept

A solid manager rests on two things.

The Solid Manager rests on two inseparable pillars. The Behavioral Codex, describing the behaviors to master. The Operating System, describing the structure to follow. Together, they enable a manager to meet their two main objectives: team performance and team development.

Behavioral Codex

The 10 fundamental behaviors of a solid manager.

The Behavioral Codex maps the 10 behaviors a manager must master to deliver simultaneously on performance and on team development — without burning out.

In practice: they actually lead their team, defuse conflict with intelligence and authority, own their decisions under pressure.

Operating System

The 4-stage structure that makes management actionable.

The Operating System is a 4-stage structure that a solid manager follows rigorously to keep control of their remit without losing control of situations.

In practice: they always know where they stand, they operate with composure and clarity, they reassure their teams, their peers, and their leadership.

The Solid Manager, the Behavioral Codex and the Operating System are a proprietary method and tools developed by Olivier Kamel. They form the intellectual and operational foundations of every program delivered to clients.

Field cases

Three cases, three needs, one promise kept.

Three different contexts — tech scale-up, public youth employment, international industrial medtech. The same promise kept: team performance and team development.

Context

Founder, trained at UTC + Georgia Tech. Rapid growth following a Seed round in 2022, cascading hires.

The need

Not to miss the growth momentum because of a lack of managerial structure.

The work

Individual engagement in two phases: first, working on the switch between entrepreneur and manager postures; then, working on the managerial behaviors he expected from his strategic managers.

The result

Decision-making moved down by one to two layers in the organization. The topics Baptiste is consulted on were cut by two thirds. Progressive hiring of Heads of department to structure the leadership layer.

"I couldn't have crossed certain milestones without Olivier."

Context

Internal promotion to lead the Regulatory and Clinical Affairs department after 5 years in the department. Technical excellence in regulatory affairs and market access. First management position, in a role with very high stakes.

The need

Make the transition from technical expert to manager. Build a managerial line where none existed, and establish authority with former peers and with the other departments that watched her rise.

The work

Kick-off with an initial 6-hour foundational training to lay the psychological groundwork for the transition from expert to manager. Then individual engagement over 12 months (coaching + mentoring) covering all fronts in parallel: building the managerial line, day-to-day team management, anchoring her credibility with other departments.

The result

Managerial system in place within the department. Interactions with other departments structured and clarified — a critical concern given the cross-functional nature of the department. One new hire onboarded, active recruitment underway for a second expert.

"Olivier moved me from doing to having it done."

Context

New director taking over a structure she had not built herself: a five-strong mid-management layer to rebuild, pre-existing conflicts among them, and authority to establish across a team of 22 with senior staff already in place.

The need

A demanding role transition, anticipated rather than endured. Engagement initiated about one month after appointment.

The work

Individual engagement structured in three phases: calibration of behavioral reflexes; redrawing of responsibility scopes across the management line; direct intervention to settle inherited conflicts.

The result

Management organized around a clear calendar. Responsibility scopes refined, objectives set and tracked. Four months in, the management line was stabilized and team tensions had subsided: Shirley fully took her place as director — without aggression, with firmness.

"With Olivier, you get surgical precision and a sharp grasp of our challenges. Above all, an approach tailored to who we are — so we can manage without putting on a mask."

since 2013 Management consulting
ICF Certified coach
12 years Teaching in business school
MBA Neoma Business School

About

Olivier Kamel. Management coach and consultant.

Since 2013, Olivier Kamel has been working with CEOs, COOs and their management teams, in SMEs and scale-ups, across some twenty industries. Always on the same demanding topics: staying the course when the context shifts, moving managers up a notch, structuring without becoming rigid, deciding with incomplete information.

His practice: helping CEOs and COOs take ownership of the manager's craft, which often requires a shift away from the entrepreneurial lens. Then spreading those practices to strategic and operational managers depending on the chosen format.

MBA from Neoma Business School. Certified coach by the International Coach Federation (ICF).

FAQ

Frequently asked questions.

Why a Clarity Call first?

A 3 to 12-month engagement commits both sides. The Clarity Call checks three things: that the challenge deserves this level of investment, that there's a fit, and that The Solid Manager is the right method. If any of these three conditions is missing, I'll be straight with you.

What's the difference between coaching and mentoring in the sessions?

Coaching (1h) works on the person: posture, behaviors, what to unblock or lift. An intense, deep line of questioning that shifts behaviors at the root. Mentoring (1h30) works on operations: passing on tools, frameworks, decisions, and joint output in-session. Both are essential: one without the other doesn't hold.

Are you present in our committees?

Yes, on request. Presence possible in executive, leadership, or strategic meetings — as observer or contributor depending on what's useful. This is precisely what "working inside your operations" means: seeing what actually happens, not what gets reported afterwards.

Does the collective format work with very different managers?

Yes — in fact, often an asset. Managers come from different functions and contexts, but they face the same managerial situations. The collective format surfaces a shared standard while respecting individuality. Up to 5 managers per group to maintain depth.

How does the Slack hotline work?

Monday 8am to Friday 8pm, replies come in under 12 hours. Dedicated channel for you (and the team in the program). A great deal of managerial progress happens in those moments: a question, a decision to make, a delicate situation that can't wait for the next session.

Which duration: 3, 6 or 12 months?

3 months: for a precise topic, a milestone to clear, a targeted managerial transition. 6 months: for a solid managerial transformation. 12 months: for deep work on posture and the rollout of the Operating System across an organization. For the collective format, there is no minimum duration — it ends at your request.

Does what you transmit hold after you leave?

That is precisely the goal. What gets embedded is not a slide deck or a PDF, but managerial habits and an Operating System specific to your company. When the engagement ends, your teams have their rituals, their decision frameworks, their standards. Nothing leaves when I do.

How does The Solid Manager differ from a classic coach or consultant?

Three differences. First, the work happens inside your operations: presence in committees, Slack hotline Monday to Friday, co-design of your rituals. Second, the engagement is dual: coaching on posture and mentoring on the Operating System. Third, what gets embedded stays after the engagement ends: no deliverable, no seminar, but a Behavioral Codex and an Operating System integrated into daily company life.

Do you work across all industries?

Yes, except in environments where management follows codes intrinsic to the sector (military, aeronautics, nuclear, among others). Elsewhere, the fundamentals of operational management hold, regardless of context.

Are sessions held remotely or in person?

Coaching and mentoring sessions are held remotely by default, which allows a steady pace without logistical constraints. Presence in executive, leadership, or strategic meetings happens on-site when useful and compatible with your location.

Clarity in 30 minutes.

30-minute video call. You leave with a clear view of my method and how it can help you.

Book a Clarity Call