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A former HR professional in the luxury and cosmetics industry, Marion Sterlin has over 10 years of experience in HR development, where she has led transformation and innovation projects. A certified professional coach, she now puts this experience to work for the leaders and teams she supports, both individually and collectively. From first-time managers to executive committees, Marion helps everyone clarify their choices, find the right approach, and take their rightful place.
After graduating from Dauphine University, I initially considered a career in politics. I then explored CSR issues before taking on broader HR responsibilities. For more than ten years, I worked in HR departments in the luxury goods and cosmetics industries.
Seven years ago, I started my own business, Bloom&. It was then that I became a certified professional coach, training at the École de Psychologues Praticiens in Paris. At the same time, I studied several approaches that inform my daily practice: nonviolent communication, Process Com, MBTI, emotional intelligence, transactional analysis, and positive psychology. Today, I help companies develop their talent by strengthening their management and leadership skills.
My favorite topics revolve around boldness, risk-taking, and leadership. I help people to be daring, to take a stand, and to own their choices by finding a stance that suits them.
I also work on everyday relational effectiveness: communicating better, clarifying intentions and messages, giving effective feedback, and creating healthier relationships within teams. A significant part of my work involves easing tensions and managing conflicts, particularly through mediation and tools derived from nonviolent communication.
I work with a wide range of clients, from first-time managers to executive and management teams, in very different companies: large corporations as well as more agile structures (startups or SMEs).
I met NUMA when I was still employed. Just as I was starting to consider striking out on my own, our conversations flowed very naturally, and our collaboration began around 2020.
Recently, I worked with them to develop a program dedicated to women leaders, a topic that is obviously essential and bound to resonate!
What matters most to me is the quality of the working relationship: simple, fluid, pleasant exchanges , with genuine trust. There is also a way of doing things that appeals to me. An approach that defuses tension without minimizing it, that is demanding in substance, and above all, that is non-dogmatic. We don't try to impose a method or a "know-it-all" attitude: we provide useful guidelines and tools that shed light on the situation, then we help each person find their own way of managing . It is both empowering and very liberating.
I rely heavily on sharing experiences. I talk about situations I've been through, including things I didn't do early enough, things I learned the hard way, and things I tried that really worked. This immediately sets a simple and sincere tone, and makes participants want to talk about their real issues.
And I am careful not to get too theoretical or "posturing." The idea is that it should be useful right away: in a short amount of time, I want them to leave with clear insights and very actionable ideas that they can put into practice as soon as they return.
For me, a good indicator is when participants leave saying, "That went by too fast." And I also like it when some people arrive with very high expectations, saying things like, "This isn't my first management training course, I don't know if I'll get anything out of it." That challenges me and forces me to get it right.
Ultimately, the key is training that leaves a lasting impression: it shifts boundaries, reveals blind spots, and makes you want to continue after the session.
I start by establishing a climate of trust, without taking a "know-it-all" stance, with a very horizontal dynamic. I'm not there to give a lecture, but to stimulate debate and help the group move forward. I quickly pass the floor around, ask people to rephrase to clarify, and make sure that the discussions remain grounded in real-life situations.
And I really care about the pace. I want it to be lively and rhythmic, and for everyone to leave feeling that the morning was truly worthwhile. I also add a touch of lightheartedness when appropriate, with humor and self-deprecation, to help participants feel comfortable taking risks, while remaining very serious about the substance.
Your brain is playing tricks on you - Albert Moukheiber
A former HR professional in the luxury and cosmetics industry, Marion Sterlin has over 10 years of experience in HR development, where she has led transformation and innovation projects. A certified professional coach, she now puts this experience to work for the leaders and teams she supports, both individually and collectively. From first-time managers to executive committees, Marion helps everyone clarify their choices, find the right approach, and take their rightful place.
After graduating from Dauphine University, I initially considered a career in politics. I then explored CSR issues before taking on broader HR responsibilities. For more than ten years, I worked in HR departments in the luxury goods and cosmetics industries.
Seven years ago, I started my own business, Bloom&. It was then that I became a certified professional coach, training at the École de Psychologues Praticiens in Paris. At the same time, I studied several approaches that inform my daily practice: nonviolent communication, Process Com, MBTI, emotional intelligence, transactional analysis, and positive psychology. Today, I help companies develop their talent by strengthening their management and leadership skills.
My favorite topics revolve around boldness, risk-taking, and leadership. I help people to be daring, to take a stand, and to own their choices by finding a stance that suits them.
I also work on everyday relational effectiveness: communicating better, clarifying intentions and messages, giving effective feedback, and creating healthier relationships within teams. A significant part of my work involves easing tensions and managing conflicts, particularly through mediation and tools derived from nonviolent communication.
I work with a wide range of clients, from first-time managers to executive and management teams, in very different companies: large corporations as well as more agile structures (startups or SMEs).
I met NUMA when I was still employed. Just as I was starting to consider striking out on my own, our conversations flowed very naturally, and our collaboration began around 2020.
Recently, I worked with them to develop a program dedicated to women leaders, a topic that is obviously essential and bound to resonate!
What matters most to me is the quality of the working relationship: simple, fluid, pleasant exchanges , with genuine trust. There is also a way of doing things that appeals to me. An approach that defuses tension without minimizing it, that is demanding in substance, and above all, that is non-dogmatic. We don't try to impose a method or a "know-it-all" attitude: we provide useful guidelines and tools that shed light on the situation, then we help each person find their own way of managing . It is both empowering and very liberating.
I rely heavily on sharing experiences. I talk about situations I've been through, including things I didn't do early enough, things I learned the hard way, and things I tried that really worked. This immediately sets a simple and sincere tone, and makes participants want to talk about their real issues.
And I am careful not to get too theoretical or "posturing." The idea is that it should be useful right away: in a short amount of time, I want them to leave with clear insights and very actionable ideas that they can put into practice as soon as they return.
For me, a good indicator is when participants leave saying, "That went by too fast." And I also like it when some people arrive with very high expectations, saying things like, "This isn't my first management training course, I don't know if I'll get anything out of it." That challenges me and forces me to get it right.
Ultimately, the key is training that leaves a lasting impression: it shifts boundaries, reveals blind spots, and makes you want to continue after the session.
I start by establishing a climate of trust, without taking a "know-it-all" stance, with a very horizontal dynamic. I'm not there to give a lecture, but to stimulate debate and help the group move forward. I quickly pass the floor around, ask people to rephrase to clarify, and make sure that the discussions remain grounded in real-life situations.
And I really care about the pace. I want it to be lively and rhythmic, and for everyone to leave feeling that the morning was truly worthwhile. I also add a touch of lightheartedness when appropriate, with humor and self-deprecation, to help participants feel comfortable taking risks, while remaining very serious about the substance.
Your brain is playing tricks on you - Albert Moukheiber
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