Insightful and open-minded, Stéphanie accompanies organizations in their cultural transformation to support innovation and business agility.
As we share our more recent customer cases, I am taking the opportunity to reflect on the critical strategic learnings about implementing mentoring at scale. Our approach with Thales Avionics was slightly different than the one we started with Worldline back in 2014, so I thought it was worth giving...
Based on a programme we designed and have been running for a few years with a French administration facing critical changes, let's illustrate and share our approach to layered learning in implementing cultural change.
![🟢 [ Looking back at ] 15 years of mentoring](https://images.unsplash.com/photo-1612993232871-47e86e7de1f9?crop=entropy&cs=tinysrgb&fit=max&fm=webp&ixid=MnwxMTc3M3wwfDF8c2VhcmNofDV8fHBlYWt8ZW58MHx8fHwxNjYyNzkzNzE2&ixlib=rb-1.2.1&q=80&w=600)
Mentoring is now a wide-spread practice that is more or less loosely understood, but that is always of great promise. After working on this subject for about 15 years and obtaining a PhD on the very subject in 2012, I thought it would interesting to look back and reflect.
Some further comments (and reminders) on a recent webinar on feminine culture at work. And why integrating feminine culture elements is key for corporations facing innovation challenges.
For many years we have seen many approaches to Diversity, Equity, and Inclusion, from unconscious biases training to evangelize about the benefits of diversity in the boardroom. Whilst understanding the benefits of DEI creates awareness and potentially motivates people, leaders, and organizations to initiate some changes in themselves, it is...
Last week I was having a deep meaningful conversation with my dear friend Margreeth van der Oord about the “business as usual” state of the world: despite the many crisis, everyone is focused on maintaining life as it is and not many question or act differently. This lead me to...
