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”
At the end of last year, Expectra interviewed me to include my expert opinion about HR and innovation in their monthly debate. They asked the question “Innovation in the business: Do HR have to be involved?” And of course, I said “no”. Here’s the translation of the whole debate starting with Isaac Getz (professor at ESCP Europe) opinion that yes HR should be involved and finishing with mine:
Continue reading “HR and Innovation from Expectra’s interview”
You can download our latest research paper on mentors training in entrepreneurship programs, published by Intech, in collaboration with Université du Québec à Trois‐Rivières, Trois‐Rivières (Québec), Canada.
Many myths have been generated around serial entrepreneurs, high achievers, or successful CEOs as mentors. Science says he doesn’t even need to be an entrepreneur.
Forget all your romantic ideas about what a good entrepreneurial mentor is: experienced in entrepreneurship, he/she has started several companies in his/her lifetime, has failed a couple of times and learned from it and succeeded enough time to still be active now. He has mentored several startupers so he/she knows how to transfer all that experience and entrepreneurial wisdom to the neo entrepreneur that you are. Having such a mentor will mean you will increase a hundred fold your chances of success. This is the mentor myth we share in our collective unconscious… And science says different. Continue reading “Science against the mentor myth”
You may think that to innovate like an entrepreneur you need to be fearless, wrong! You’ll be much more successful when innovating with motivational fear.
In a world where we encourage would-be entrepreneurs to create their own business, to be innovative and create new markets; intrapreneurs to take risks, save the large multinationals with disruptive projects… we expect people to be fearless, to embrace risks, take leaps of faith and go into the unknown. But expecting people to be without fear is nonsense! Motivational fear is the answer.
Continue reading “Innovating with motivational fear”
Anger is a negative and unproductive emotion. It only makes sense to root it out of any sensible organization. Or does it really?
Many people and companies wish to innovate to survive in our fast-evolving world. Often enough the problem is how do we start, where can we get inspiration, what can drive our innovation, entrepreneurial or intrapreneurial spirit. Of course, there is not just one answer to these questions. But one angle that is not often explored is emotions. How about innovating with purposeful anger?
Emotions are not well understood, have become a taboo in companies, look messy and intangible, and most of the time showing emotion is seen as a weakness. To be fair, it is true that the consequences of badly managed emotions can be disruptive or even destructive for performance and work relationships. Continue reading “Innovating with purposeful anger”
Three key success criteria of creating mentoring matches and how they are impacted by the various forms of matching.
So you’ve started a mentoring programme, and managed to create some mentor-mentee pairs… After a few months you notice that some pairs are ok, some others or even many others are not seeing each other regularly, or even haven’t gone passed the first meeting. It may be a sign that the match is not a good fit, but it may not only be due to conflicting personalities, your matching process may be the problem.
Continue reading “The keys to avoid mentoring matches hell”