4 Keys to boost your reverse mentoring programme

After a few years designing and supporting reverse mentoring programmes, many of the same issues keep coming back. Reverse mentoring is often a great strategy to support the digital transformation of an organisation since it connects senior decision makers with junior digital natives. The idea is simple, by encouraging cross-generational discussions and experience sharing the organisation gains in agility in the digital era. However, in reality, many issues cloud this simple logic and we are going to explore why that happens and how to get over it. Continue reading “4 Keys to boost your reverse mentoring programme”

Why culture change fails

Companies are making many different attempts to change their cultures as they realise that it has become critical if they want to survive in their rapidly evolving markets.

Why culture change fails

When dealing with culture change, companies usually choose among three main strategies. Every one of them has obvious benefits but often is badly implemented because the overall logic of culture change is not understood. One of the usual trap is that culture change is often too directive, and directing hundreds or thousands of people to behave differently, to think differently, to make different decisions, to have risk mindset… becomes an impossible task. Here we’ll explore the three usual ways to change organisational culture follow, see their benefits, and why they fail. This will lead us in a follow up article to open a different approach more rooted in how the organisation’s DNA and its culture intertwine. Continue reading “Why culture change fails”

Emotions augmented leaders

For many years Emotional Intelligence has been in the many leadership development agendas of HR and training program managers. In this series about emotions, I’ll endeavor to offer leaders a new way to understand emotions so they can develop their emotional and self-awareness as well as their capacity for empathy. Continue reading “Emotions augmented leaders”

Being market ready is not all about strategy

Market readiness is key when launching new businesses. Too soon and you burn money without onboarding customers, too late and you become an overnight commodity.

When I deal with leaders considering new strategic options for the future of their organization, they very often stay cautious and declare “the market is not ready”.

Continue reading “Being market ready is not all about strategy”

Growing within when company is growing out

When companies grow by acquisition, the company culture and what keeps it coherent might be lost along the way. Mentoring is one practice that can help people continue growing within the company more smoothly as it is expanding and becoming more complex.

Since 2014 I’ve been working with Worldline on designing, implementing and supporting two mentoring programs (traditional and reverse). They clearly support their growth and transformation strategies which need a good attraction, development, and retention of talents as well as a capacity to rely on and learn fast from each other. “Growing within the company” is key to avoid unstable workforce which could hinder the fast growth path they’re walking. Continue reading “Growing within when company is growing out”

What type of entrepreneur are you?

In my just over fifteen years of working with entrepreneurs, I have met many profiles and for each individual comes different needs for support. A couple of years ago, I put together this typology, based on behaviours rather than personality for an acceleration program…

It is key to understand what type of entrepreneur an incubator is supporting in order to cater to their specific needs. Do they need to develop their awareness of opportunities or their capacity to engage with the right ecosystem? The profiles are based on 3 key families of behaviours which have been proved to be critical for entrepreneurs to succeed: Continue reading “What type of entrepreneur are you?”

Mentoring for innovation culture

Avoiding being « uberised », innovating like startups in large rigid structures, helping employees regain creativity, exploring new business models… are the issues we see our clients confronted by everyday.

To foster innovation in large corporations, several keys and « difficult to get » ingredients need to be gathered: creativity, market awareness and risk mindset whilst being reassuring to existing customers with a solid efficient structure.

Continue reading “Mentoring for innovation culture”