Posts tagged change
Culture and the Real Impact of Change Agents - Part 2

Overcoming the simplistic opposition between “change” and “resistance to change” is I believe a service that change agents can do to their cause. Besides, change work comes with risks and responsibilities that are important to be aware of. Second part of my reflections on impact and culture change, inspired by the Berlin Change Days.

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Volunteer Power

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.

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When Change Gets Rewarded

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.

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Can Social Be Top-Down?

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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The Disruptive Thinker Corporate Survival Kit

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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Good Corporate Citizens Are Dangerous

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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Wanted: Chief Engagement Officer

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.

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