Do we need a revolution?

As a French national, the notion of revolution is something you get familiar with at a
very early stage in your life. A running joke is that in order to solve a problem, French people first argue or fight or strike (all at once sometimes) then talk and reach a compromise. The rest of the world do pretty much the other way around. When looking at ways to increase employee engagement, it seems that a revolution is needed. Thinkers, professors, consultants talked about “liberated companies”, “Rebels at work” or “Big Bang transformation”. It should please my French side 😃 However. it does not completely, and let me tell you why.

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Holacracy: A Big Bang Approach to Self-Organization

Holacracy! A turnkey system for self-organization. Looking at multinational corporations like ENGIE to SMEs like Springest,  I have had the privilege to be an observer of the implementation of Holacracy.  I have been also a first-hand user at the BoP innovation Center. Despite a fair bit of criticism (mine included) received over the years, I do think that Holacracy has a role to play in the ecosystem of actors dreaming to improve engagement of employees. Let explore this together!

What is Holacracy?

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Small is Beautiful!

“Small is beautiful”, these words from Joseph Schumpeter, one of the most influential management thinkers of the 20th century, have always resonated with me. That’s why I love to work with entrepreneurs on developing their ventures further. And often I hear that these organizations should stay small (which in a way I agree with). They should not become one of these mammoth multinational corporations plagued with bureaucracy or office politics. For entrepreneurs, the game is simple, as they are already agile without too many processes. So let’s keep it that way.

One feedback a day keeps the manager away!

If you have ever been in the following situation, please read further:
  • You invited one member of your executive committee for a speech in your internal event. He stayed 10min and left without listening to the rest of the programme.
  • You are always invited to meetings by your colleagues where your input is minimal but your presence is required.
  • Your colleague has done a great action towards a client
If the answer is yes, then I have question for you. Did you ever tell your EXCOM member, your colleague or your manager that it bothered you or that you have learnt a lot from this positive action?

The annoyance factor

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Meaningful Organization CANVAS

I love canvas. I do. They allow a visual and simple representation of key concepts. They are easy to use, easy to share, easy to change. So I got to the design board to develop a canvas that illustrates the main building blocks to build a future proof organization. The Meaningful Organization canvas is organizated around 3 categories 1-the ends: what your organization accomplishes 2- the people: the beating heart of your organization 3- the means: what your organization is using to get things done. 


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Big Bang and Evolution: the “how” question!

How do we start when implementing future proof practices in an existing organization? This is perhaps the top question I get especially when working with large firms on this subject. Nature, as often, gives us all the answers: it is a mix of big bangs and evolution. Big bangs to create the necessary impulses for change. Evolution to create deep transformation over time via small increments. Evolution to touch profoundly the DNA of an organization.  By mixing these two, sustainable changes happen in the workplace.

Top Down Impulses aka Big Bangs

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École42: the Answer to the Ultimate Question of Life!

What is the common denominator between a billionaire, a computer science school and self-organization? Not this is not Bill Gates. But École42. During one of my trips in Paris, I had the privilege to visit this very special school (école=school in French). A school over computer science that provides no diploma, has no professor, and starts with a swimming bootcamp. Curious now?

The Genesis

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The Four Gears of Future Proof Management

The nervous system and the body are not one and the same. Management and organization are not one and the same. However I often start by analysing how to change management in an organization before looking at the organization as a whole. Management is the art of getting things done via others. By looking at it first, it gives a simple and concrete start for change to create future proof organisation. So here is my copy/adapt/paste take on what is future proof management and its 4 gears.

What is management?

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The Transformative Impact of Stories

Once upon a time, there was a great knight… We all like stories. Yes, we do!  Ever since human beings sat around fire in caves, we have told stories. We all liked our parents to read us stories before going to bed. In our adult lives, we read books, go to movies and attend plays. But stories are also a fantastic medium to carry the messages of values or transformation towards a future proof organisation. So what does it take to bring back story telling in the workplace? If you wonder about the purple bull, keep reading…

Story telling