Volunteers decide by themselves. They can say no. That’s why “volunteer” is a rarity in the corporate world, that loves nothing more than orderly management of resources. Yet, they bring invaluable energy and ideas... provided organizations learn to mobilize and leverage volunteers. Here is an example, taken from an on-going movement for quality improvement. Based on Kotter's 8-Step for leading change, it is about enabling massive volunteerism to help the organization improve.Read More
Want to wreck the atmosphere of a friendly dinner? Speak "industrial quality". Explain how compliance, deviation tracking and process books are important. It's only minutes before the first guest starts yawning and stretching. Yet, I'm moving to Quality, and I'm thrilled. It's an overwhelming challenge. How to transform an old industrial culture, with Quality as a catalyst for change? How to engage employees into making quality products? How to make Quality exciting?Read More
Stop using social networks to push information. You can do much better. Social networks with a purpose: this is a speech I gave at TEDxBedminster in Sept. 2014. Special thanks to Fatiha, Nicholas, Martina, Caroline, Alejandra, Richard, Stephane... and all dengue fighters across the world.Read More
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.Read More
Business, organization and culture change are hot topics in the corporate world today. However, they often remain conceptual thinking: implementation is seen as difficult. Where to start? The trigger can be as simple as a meeting. But not the usual one. Here’s an example of how a single, different type of meeting can kick off a new collaborative culture.Read More
What makes you love doing something? What keeps you doing it over time, tirelessly? In our ever more rapidly changing world, permanence of emotions is a mystery. For the last 12 years, I have woken up early, every end of the week, to go rowing – with joy. It’s about passion, and togetherness. What if work could be like this?Read More
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.Read More
How do traditional, regulated industries cope with social engagement? In my previous post, I have explored the reasons that hold those industries back from becoming truly social, taking Pharma as an example. Here, I am suggesting a few ways to seize the business potential of social engagement. May this post inspire curiosity and action.Read More
How do traditional, regulated industries cope with social engagement? Not so well, as it seems. In a series of two posts, I will explore the reasons that hold those industries back from becoming truly social (part 1), taking Pharma as an example. Between real constraints and irrational fears, various avenues of action exist (part 2) to seize the business potential of social engagement.Read More
On December 2nd, 2013 I was awarded the Tribune Women’s Award. This French leading economic daily newspaper acknowledges every year the talent of women entrepreneurs and top executives. I was lucky enough to be recognized in the “international” category, a good fit with my international career path. But in this particular case, the trophy rewards a collective story of changing mindsets and organizations.Read More
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.Read More
Social business may seem pretty far away from the world of contemporary music. But listen carefully. Surprisingly, several common points unite both worlds, and shed a light on what social is or should be, and on the hurdles faced by change agents.Read More
A short while ago, one of my tweets was favorited and retweeted more than any of my previous tweets. It made me curious to understand why. Was there anything in its content that was particularly appealing? Any learning I could draw from this?
Corporate newsletters are hopeless. They are expensive, time-consuming, top-down and hardly read. Is there a possibility to re-invent newsletters? How can we make them better, using collaborative approaches?
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?Read More
Social is the new normal in business and organizations. It requires individuals to adopt new behaviors related to networking, collaboration, agility etc.
But is everyone “wired” for social collaboration, i.e. equipped with the relevant skills and mindset?
How much are you ready for new ways of working? Take the test.Read More
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 bringRead More
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.Read More
Large companies are going through challenging times, both from a business and organizational standpoints. These turbulences are hitting in a particular way old, large corporations because of their limited appetence for change.
Top-down / hierarchical / controlling and risk-avoidance company cultures but also lack of diversity in executive teams, intense competitive and financial pressure for short-term results, an increasingly complex legal and regulatory environment and stringent procedures for products development & production, are all contributing to the situation. Employee disengagement is reaching worrying levels, as if the current work environment didn’t provide the motivational aspirations and perspectives it did in the past.Read More