How can companies create cultures that support & sustain mental, emotional, social, physical & financial wellness? My interview with Karen Mangia for Authority Magazine
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What is the actual impact of change agents on corporate culture change? Some reflections on change and agency, inspired by the Berlin Change Days.
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Between control and self-censorship, speaking up in the corporate world is quite rare. But the missions served by organizations would actually benefit from more people raising their voice. This post was originally published on The Future of Work is Human by CIPD.
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What if Agile was more than a process, a method? What if the logical progression from method to outcome was not the reality in most companies? Let's talk about change activism instead. This blog post was originally published on Hack & Craft News
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How will organizations evolve in 2017? Will we see a slow, gentle evolution towards more collaboration? Or could change be more radical and brutal? Brexit, Trump... what happened in 2016 in the political arena could very well impact business organizations too.
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Corporate Rebels United, Rebels At Work and Change Agents Worldwide recently organized an amazing 24-hour Rebel Jam where corporate change makers from around the world shared ideas and advice. My contribution to the Jam consisted in supporting people who suffer from a controlling work culture and want to do something about it. Change agents, it’s time to be tactical! Here are 15 tips anyone can use. They’ve been useful to me and I hope they can be to others.
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What is it to lead with respect? You can tick the “respect” box as much as you want on the company value checklist; nothing replaces everyday marks of respect to each member of your team.
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How can organizations become “social”? Adapting companies to the social economy so they can meet the requirements of empowered and connected customers requires some massive internal transformation. Even when leaders understand the necessity to shift away from old models and modernize their organizations, they hardly know where to start. Here is a suggestion: a simple framework for culture change.
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Isn't it amazing that, while striving for growth and productivity, companies ignore a major resource? One that is already there – at arm’s length? Employee engagement is a poorly addressed, yet fantastic source of performance. Stop wasting your internal talents.
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Adoption is the pain point of social enterprise. While adoption rates linger at staggering low levels, critical success factors are endlessly identified, dissected and commented.
Among those is the “top management support”, often seen as the key to success. But is it really? Is it true that, to succeed, social initiatives must have a high level champion, possibly the CEO? Can a company become social if it hasn’t got its Michael Dell, a Chief Social Officer, or at least highly convinced top executives?
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So…you’re a Disruptive Thinker. You work at a big company. And you want to make change happen.
I won’t dwell on the fact that you may be at the wrong place – a start-up may offer a better ecosystem for your disruptive thinking – but here you are: for many reasons, you like your job, your company, and you’re here to stay. You wouldn’t actually mind being even more recognized than today for the great value you bring
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Companies love Good Corporate Citizens. You know them, they never doubt the corporate strategy is the right one, never complain about their hierarchy, they always find the CEO "inspiring" and take pride in being positive.
GCCs blame or pity their colleagues and team members who dare to express any dissatisfaction with how things work – "immature" people that have to "grow" through better frustration management. Companies love those good soldiers and gratify them with all sorts of rewards.
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