Since my TEDx talk “emotions at work” 4-5 years ago, I have been writing a few articles about how emotions can have a very useful place in companies and add value to innovation strategies. What I haven’t written about yet is what I’ve been doing these past few years in organisations to enable emotionally healthy […]
Using mentoring to overcome the culture shift challenges of mergers and acquisitions.
Worldline has been one of the key customers I’ve been implementing a company-wide strategic mentoring program (you will spot me here and there presenting, gesticulating and laughing in the short video). During the last four years, I’ve been starting up, designing, implementing, training, tweaking, measuring and evolving their mentoring programme to attain specific strategic goals (that […]
Philippe had been hinting at one of the combined tools we’d like to share: the culture and business frameworks. The culture framework that we’ve been using for years informally when helping organisations in their strategic transformations is the “other side” of the business framework Philippe has been sharing for a while now. We redesigned it […]
I won’t develop fully the tools and how to use them in this article. It’s all about giving a first tour of the concepts and how simple they are. The first illustration is how powerful CUSTOMER-driven companies (Amazon) connect their culture, leading with strategic empathy to identify emerging problems to invest in, and finally select differentiated […]
Too often HR activities are viewed as gentle and somehow lame endeavors that one should tolerate. They are part of the package when you work for a big corporation. That’s very understandable: how often does the HR strategic role comes into play into your company?
Having an Innovation or Digital VP in is always a good sign that the company doesn’t care enough to invest deeply the subject. Someone eventually ends up in charge because the board passed the hot potatoe to her. But for corporate culture, that might actually be a good idea…
From birth to old age, the company culture is not embedded in the same way. Hence it is essential to take a differentiated approach to corporate culture change.
Avoiding the usual pitfalls of culture change means focusing on coherence and meaning.
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.
Culture eats strategy for breakfast / Peter Drucker
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.