Define the company's vision and mission
Write a dated vision and a one-sentence mission that your team can repeat and that help settle decisions.
All of Marcel’s skills and the app’s tools, sorted by area. No need to set it all up: pick what you need.
Write a dated vision and a one-sentence mission that your team can repeat and that help settle decisions.
Write your plan for the year: clear choices, measured objectives, resources, a quarterly calendar and what you're stopping.
Turn your quarterly priorities into clear objectives and measurable key results, each with a person responsible.
Sequence your major initiatives over 12 to 24 months: dependencies, milestones, resources and decisions to make.
Pick the numbers that really show where your business is heading, with their formula, source, threshold and owner.
Put on one page what leadership reviews each month: numbers, trends, alerts and decisions to make.
Weigh your strengths and weaknesses against changes in your market, and draw three to five decisions from them.
Prepare a strategic decision: options, criteria, risks and a recommendation, so you can settle it with confidence.
Turn an objective or a problem into a concrete action plan: steps, owners, deadlines and indicators.
Sort your projects and initiatives: what moves forward now, what waits and what stops.
Prepare your review of the year: results, wins, misses, lessons and next year's priorities.
Set up a leadership committee that really decides: a set rhythm, a timed agenda, decisions followed up from one meeting to the next.
Take half a day each quarter to check your direction, review your objectives and set the next quarter's priorities.
Set up a one-hour monthly meeting: where each objective stands, why, and what you correct this month.
Keep a record of your decisions: who settled what, why, under what condition to revisit it, and what comes next.
Spot what could really endanger your business, rank it, and decide what to address, monitor or accept.
Prepare your days away: expected outcome, timed program, facilitation and concrete follow-up to launch the year.
Draw who reports to whom as the company really runs, including people with two roles and vacant positions.
Write a clear description: mission, expected results, decisions allowed and success criteria, useful for hiring and for evaluating.
Assign the company's main topics so each one has a person accountable, with no gaps or overlaps, and a backup.
Clarify on your key activities who does the work, who answers for the result, who to consult and who to inform.
Set who decides what, up to what amount and within what time, so nothing stays stuck waiting for leadership.
Prepare to delegate a responsibility: what you hand over, to whom, with how much autonomy and what follow-up.
List what leadership still carries, then hand it over by level of autonomy, with limits, transfer dates and follow-up.
Map your management, delivery and support processes, with their status and the ones to write first.
Write a process people really follow: trigger, steps, people, timing, checks and special cases, tested on a real case.
Describe a specific operation step by step so a newcomer can do it without help, right through to the final check.
Examine a process closely: steps, wasted time, risks, and an improved version to adopt.
Write the team's day-to-day rules (communication, meetings, decisions, follow-up) so you stop repeating and reinterpreting them.
Prepare a meeting that serves a purpose: objective, timed agenda and expected decisions.
Turn your meeting notes into clear minutes: decisions, tasks, owners and deadlines.
Set up a short weekly meeting: numbers, blocked tasks and decisions, so the team leaves with the same priorities.
Bring together the teams that hand work to each other to deal with handoffs, blockers and workload trade-offs, without redoing their own meetings.
Translate company objectives into 3 to 5 objectives per person, measurable, within their control and followed through the year.
Prepare your one-on-one with a team member: topics, questions and commitments to follow up.
Prepare feedback, positive or difficult, that is precise, fair and makes people want to improve.
Spot who is overloaded on your team, why, and how to rebalance before burnout.
Compare upcoming work with your team's capacity to anticipate overloads and slack periods.
Give a clear status update on a topic: where things stand, what's blocking and what needs deciding.
Lay out the full calendar of your rituals: what, when and with whom, to run the company without needless meetings.
Set clear, fair rules on attendance, remote work and availability, as a draft ready for legal review.
Turn a long thread into a clear summary: points of agreement, disagreements and next steps.
Find information in what your company has written in Marcel, with the exact source.
Scope your hire before posting: the real need, the profile, the budget and the timeline.
Write an honest, appealing job posting that makes the right people want to apply.
Prepare a candidate's interview: targeted questions, practical scenarios and a scoring grid.
Analyze an application against your position: strengths, doubts to clear up and a proposed decision.
Write the path of a hire, from approved need to signature: who does what, by when, and how to decide on facts.
Prepare a new team member's arrival, from the day before they start to the end of their probation period.
Prepare a newcomer's first 90 days: milestones, a buddy, check-ins, and a decision made before probation ends.
Organize every departure: formalities, handover, access removed, equipment returned and clients informed, with nothing forgotten.
Prepare a team member's annual review: factual assessment, objectives for the year and development.
Prepare the conversation about a team member's career path: goals, training, rights to present and the record to keep.
Build your team's training plan, tied to your objectives and your budget.
Map the key skills by role: expected levels, gaps, and know-how that depends on a single person.
Prepare a team member's role change: new scope, transition and announcement to the team.
Set clear pay rules: levels, ranges, variable pay and reviews, so you decide each salary without improvising.
Measure your team's climate with a short survey, then read the results and decide what to change.
Prepare to address a behavior or a result: dated facts, a clear expectation, how the conversation will go and what follows.
Set the path of a leave request or absence: who approves, by when, how to keep balances and inform payroll.
Prepare the conversation with someone leaving: understand the real reasons, spot what to fix and part on good terms.
Set up a leadership meeting to review critical skills, departure risks and succession, and decide what to do.
Connect your objectives to your people needs: target headcount, skills, organization, culture and the first three HR initiatives.
Decide who to hire, when, through which channels and at what cost, and what makes people want to join you rather than another company.
Write the day-to-day rules: reporting an absence, receipts, expense limits and reimbursement times, with no gray areas.
Scope a temporary assignment: purpose, expected result, decisions allowed, time freed up, reporting and end criterion.
Set the rule for annual reviews: calendar, preparation, timed flow, fair criteria, then objective follow-up through the year.
Set up a regular one-on-one: the person's topics first, then priorities, blockers, feedback and follow-through.
Create a shared scorecard to compare candidates on the same criteria: questions, scoring, warning signs and decision.
Plan the year's training and learning: priorities, costs, funding and verified impact, based on real gaps.
Give the team a shared way of saying things: when, how, between whom, with examples, to improve without hurting.
Write your sales strategy: clients to target, offers to push, channels, target numbers and resources, in two decisive pages.
Set achievable sales numbers, split by source, quarter and person, with the activity they require.
Set your prices offer by offer: sales unit, options, conditions and the margin each line really leaves.
Organize your services into a few clear offers: for whom, what result, what's included or not, at what price, with what proof.
Draw up a list of prospects who look like your best clients, with where and how to find them.
Prepare an outreach campaign: target, message, contact sequence and numeric goals.
Write a short, personal prospecting email that gets a reply rather than a click on "delete".
Write a brief, natural LinkedIn message or text to engage, follow up or confirm without being pushy.
Prepare your sales meeting: what to know about the prospect, your questions and the outcome you want.
Write a clear, persuasive proposal built on the client's real need.
Prepare a negotiation with a client or supplier: objectives, room to maneuver, concessions and a plan B.
Prepare to close: remove the last obstacles, propose the decision and secure the signature.
Follow up on an unanswered quote, tactfully, to get a decision rather than silence.
Review your current deals: what will sign, what's stalling, and the realistic number to expect.
Project your sales over 12 months: secured, probable and still to find, with the gap to close and three clear scenarios.
Assess how you sell, from first contact to signature, and identify the three levers that matter.
Find how to grow revenue from an existing client: unmet needs, offers and approach.
Prepare a client contract renewal: review of the relationship, new terms and the renewal conversation.
Announce a price increase to your clients clearly and respectfully, limiting departures.
Prepare your response to a call for tenders: whether to bid, technical proposal, price and required documents.
Set up a 30-minute weekly meeting: numbers, stuck deals and a dated next step for each one.
Set up a regular review of your major clients: health, margin, departure risks and next sales to prepare.
Survey your clients and get a useful reading: score, reasons, people to call back and three improvements to start.
Write who receives, assesses, answers and closes a complaint, and by when, so no client is left without an answer.
Write what sales passes to the delivery team: promises, scope, contacts and price, to start without surprises.
Write your sales path from first contact to signature: steps, criteria to move forward, timing and who does what.
Decide quickly which prospects deserve your time: questions to ask, scored criteria, threshold to continue and how to say no.
Write when and how to follow up with prospects and quotes: rhythm, channel, message and when to stop for good.
Write how you follow each client after signature: who their contact is, how often, and what triggers an alert.
Write what your team says to sell: a 30-second and a 2-minute pitch, arguments by target and proof to cite.
List the objections you hear and write for each one the real question behind it, the answer, the proof and the next step.
Set who can grant which discount, in what case and in exchange for what, to protect your margin in every negotiation.
Decide what you do to keep your clients: priorities by segment, key moments of the year, benefits and departure signals.
Sort your clients into useful segments, with measurable criteria, to know who deserves your time and who to avoid.
Answer a client request quickly and well: clear, accurate, in your voice and according to your rules.
Write where your company stands: for whom, against which alternative, with what proven difference, and what you give up.
Draw two to four portraits from real clients: what triggers them, what holds them back, their words and how to talk to them.
Write what clients gain by choosing you: promise, benefits, proof, and short versions for your website and meetings.
Plan your marketing year: objectives, key moments, budget, workload and indicators, quarter by quarter, at your scale.
Set what your brand stands for: purpose, values, personality, promise and tone, so the company speaks with one voice.
Decide what your company talks about, to whom, in what tone and how often, so you publish without starting over each time.
Compare yourself with your competitors to see where you win, where you lose and how to stand out.
Audit your website, social media and online visibility, and leave with a prioritized improvement plan.
Plan your content over three months, aligned with your targets and key moments, without wearing yourself out.
Prepare a complete marketing campaign: target, message, channels, calendar, budget and indicators.
Write a LinkedIn post in your voice that speaks to your target clients and invites conversation.
Write your newsletter in your voice: useful for your clients, easy to read, with a clear call to action.
Write a useful, well-built blog post that answers your clients' questions and can be found on Google.
Write the script of a short video, to say on camera in your voice, with an opening that holds attention.
Tell a client success as a persuasive case study, with the problem, the approach and the results.
Write the page for your offer: clear, reassuring and geared toward getting in touch.
Get an authentic client testimonial: the request, the questions to ask and the text to have approved.
Read your marketing numbers to see what works, what costs without paying back and where to reinvest.
Trace the path from first visit to signature: steps, owners, timing, follow-ups and the rate to track at each stage.
Prepare an accurate, fast crisis statement: facts, messages, audiences and channels.
Prepare your new offer's release: test before announcing, week-by-week sequence, messages, goal and decision criterion.
Decide who to target, with what offer and messages, and what you won't do: clear choices for the next twelve months.
Choose the two or three channels that bring you the right clients, work out their real cost and stop those that don't pay back.
Map what your client experiences from discovery to renewal: key moments, pain points, owners and fixes.
Define what your company promises those who join, prove it and make it known, to attract the right people and keep the team.
Organize who says what, to whom, when and through which channel over the year, internally and externally, with resources you can sustain.
Turn satisfied clients and partners into a regular source of referrals: who to ask, when and how to thank them.
Sum up a project on one page: context, objective, constraints and success criteria, so the team starts without misunderstandings.
Write numbered, verifiable requirements, so a supplier can quote without guessing and acceptance isn't up for debate.
Scope an initiative or project before you start: purpose, scope, steps, roles, budget and risks.
Build a schedule you can keep: steps, dependencies, real workload, client approvals, and say right away if the date won't work.
List each deliverable with verifiable criteria, who approves it and by when, to close a project without endless debate.
Cost a project line by line, including time, purchases, management and margin, to know what it really earns before you sign.
Compare upcoming work with your team's capacity to anticipate overloads and slack periods.
Set up a single view of your projects: status, deadlines, days used, work remaining and decisions expected.
Set the ritual that starts each project: objectives, roles, approval rules and first deadlines shared with the client.
Set up a short review by exception: red items first, the week's workload, decisions made and followed up week to week.
Prepare a clear update for your client: where the project stands, what you need from them, delays owned with their fix.
Produce the period's activity report: achievements, numbers, gaps and next priorities.
Spot what could derail a project and prepare your responses before it happens.
Compare a project's plan and actuals: margin, real day rate, causes of gaps, and what to change on the next one.
Create a yes-or-no checklist, with blocking items, to run before any work goes to the client.
Write your projects' path from signature to closure: who does what, when, and with which checkpoints.
Describe step by step how a service is delivered, from order to handover, to get the same quality whoever does it.
Set the approval path: internal check, sending, correction rounds, follow-ups, client silence and a record of the agreement.
Set the rule for extra requests: spot them, cost them and get written agreement before producing, so you stop giving work away unknowingly.
Organize a client's first weeks, from signature to first result: welcome, access, launch and a 30-day check-in.
Plan the end of a contract: final delivery, returns, access removed, final invoice, review and a door left open.
Draw the lessons from a success or a failure, without looking for someone to blame, and turn them into improvements.
Set up an end-of-project review, without looking for blame: plan versus actuals, three changes and the lessons kept.
Review your company's financial health: strengths, weaknesses and three actions to secure what comes next.
Find your most profitable clients and services to know where to focus your efforts.
Build your budget for the year, aligned with your objectives, to know what you can commit to.
Build your 12-month cash flow plan to see low points coming and decide in time.
Project your revenue, margin and profit month by month to see what your year will really earn.
Set up one page of numbers to review each month: cash, margin, receivables, with thresholds that say when to decide.
Compare your actuals with your budget, understand each major variance and decide how to correct it.
Calculate the revenue and the number of days to sell to cover your costs, and measure your safety margin.
Calculate what a service really costs you, hidden time included, and the price to charge to keep your margin.
Set your minimum and target day rates from your real costs, your utilization rate and the profit you're aiming for.
Measure what each client and project earns once real time is counted, and find where the overruns come from.
Project your team's cost month by month, including hires, departures and raises, before you commit.
Set up the log that shows what's left to invoice, what's due and what's late, client by client.
Write the path from completed service to payment: who invoices, when, who follows up and who decides.
Chase an unpaid invoice firmly and courteously, step by step, without damaging the client relationship.
Find realistic savings in your spending, without damaging what makes your value.
Prepare a solid financing application for your bank, a public lender or investors.
Check over three years that your investments and growth are funded, and put a number on the remaining need.
Compare a cautious, a central and an ambitious scenario to know at what signal to slow down, hold or invest.
Set up a one-hour monthly meeting to read your numbers, settle variances and see cash flow coming.
Set who can commit what, at which thresholds and with which documents, to decide quickly and avoid bad surprises.
Organize the path from invoice received to payment: checks, approval, payment calendar and protection against fraud.
Set your rules on money: cash reserve, debt, investment and use of profit.
Set how your prices are decided: floor, price list by offer, allowed discounts and annual review.
List all the company's contracts in a single table: deadlines, notice periods, amounts and risky clauses finally visible.
Give your company a clear, balanced standard contract to complete for each client without starting from scratch.
Scope a consulting or support engagement: objectives, scope, fees and commitments, in a letter ready to sign.
Write readable, compliant terms of sale that protect your company in case of late payment or dispute.
Protect what you share with a partner, prospect or provider with a confidentiality agreement ready to sign.
Decide who reviews, approves and signs each contract, so no commitment goes out unchecked.
No more unwanted renewals: each deadline has its alert date, a decision to make and a person who decides.
Set simple rules for your documents: where to file, how to name, who updates and how long to keep them.
Frame your purchases from need to payment: quotes, checks, approval and supplier follow-up, without needless red tape.
List every tool the company pays for, with costs, uses, data and renewals, and spot what to cut.
Set which tool is for what and how to adopt a new one, so information stops getting lost across messaging apps.
Control who accesses what: opened on arrival, adjusted on a role change, removed on departure, reviewed regularly.
Set the team's security rules (accounts, devices, data, reporting) in a short policy everyone applies.
Give the team a clear framework for AI: allowed tools, forbidden data, reviews to do and transparency with clients.
List the personal data your company processes in the register GDPR expects, ready to review with a DPO or adviser.
Organize your response to incidents: report, assess severity, contain, inform, resolve, then prevent a repeat.
Prepare your company for a crisis before it happens: who decides, who speaks and what to do in the first hours.
Plan how to keep serving your clients if premises, tools or a key person become unavailable.
Make sure your data can really be restored: what to back up, how often, where and how to verify it with tests.
List your company's legal obligations, with their deadline, the person responsible and proof it's done.
Set the direction for your tools and your use of AI: what serves your objectives, what you stop, and a 12-month roadmap.
Challenge your strategy and find out how to improve it.
Start a new session to deepen and refresh what Marcel knows about your company.
Spot inconsistencies and contradictions.
Read the leadership summary: what’s at stake, the ambition, the priorities.
Practice handling real work situations.
Bring Marcel in as the expert your topic needs.
Teach Marcel to write in your style.
See and add to what Marcel knows.
Set Marcel’s standing instructions.
Apply one instruction to several pieces of content.
Use Marcel in ChatGPT or Claude.
Turn a process into operational tasks.
Get your company’s data and documents.
Browse and restore earlier versions of your strategy.
Schedule reminders so nothing slips.
Invite your team and manage their access.
Track how your team uses Marcel.
Nothing matches.
Olivier Giryfounder of MarcelGot a question? Ask a real person, not a bot: I'll answer you myself on WhatsApp.
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