Why is psychology important for management? Man is at the centre of all economic activity. The manager acts on his team with his psychological disposition and behaviour. Employees react according to their personality and motivation. Success with customers is greatly influenced by relational aspects. Good contacts with colleagues and superiors depend on the interpersonal skills of each individual. In short, psychology is everywhere in a manager's life and his personal and social skills determine his professional success. Research showing the psychological effects in all spheres of business has become abundant: customer acquisition, retention of a talented employee, company climate, employee mobilization, successful negotiation, effective communication, successful delegation, leadership or conflict management... Gaps in executive management training: Paradoxically, in spite of these impressive psychological and human challenges, executive education remains very deficient in this field as well as at all levels of school and professional curricula. Just two examples to illustrate this paradox: - The importance of psychological aspects for motivation has been demonstrated for decades (cf. the famous "Worker Survey", the impact of emotional intelligence, leadership style...), but material factors continue to be overestimated. Of course, the salary must be correct, otherwise it becomes an element of demotivation. However, the effect of salary increases and bonuses on employee motivation is short-lived and the company has only limited means to offer them anyway. Instead, more abundant non-financial sources of motivation, such as recognition, appreciation, respect and fairness, prove to be more powerful over time and are a decisive factor in retaining talent. - Human capital is recognized as the most important asset for any organization, even if it is not included in its balance sheet. What is it made up of? Once again, psychological factors, rather intangible, difficult to measure, but oh so decisive for the success of the company: the quality of supervision and management, the commitment of the staff, their interpersonal skills, their satisfaction, their willingness to collaborate, their identification with the hierarchy, the rate of absenteeism or presenteeism... Training is an investment: It is through such considerations that one really becomes aware that training and coaching is above all an investment rather than a cost, especially during an economic crisis. The training programme offered by MTC tries to fill these gaps. In particular, it addresses the following issues: Operational management: how to function efficiently on a daily basis - What are the essential qualities of a manager? - How to communicate to get results? - What are the methods to manage conflicts? How to conduct an effective negotiation? - How to delegate efficiently? What should not be delegated? - How to plan your time and define your priorities? - What tools can you use to manage stress and find a balance between professional and personal life? Strategic management: achieving the company's vision - How to define performance and the factors that contribute to it? - How to develop strategic management and achieve the company's vision? - What are the qualities of a leader? - How to prevent and manage crises? - What are the obstacles to creativity and innovation? - How to become a magnetic company that attracts and retains talent? Change management: becoming more efficient - What are the major changes facing the company? - What forms of employee management are needed to move the company forward? - How can productivity and employee satisfaction be improved? - How to build and lead an effective team? Management by coaching: developing the individual's potential - How to link the role of the coach and that of the manager? - How can we develop the potential of each employee through individual coaching and promote team building through team coaching? - What are the essential components in the coach-coached relationship? - What are the tools and techniques used in coaching? In conclusion, for nearly a century, psychology has greatly contributed through research, conceptualization, tools and techniques to improve the understanding of human factors at work and management practice, as well as resource management.