You have decided to transform your organization. Your managers learned how to manage in a participatory way and you trained the teams to solve problems. So your employees are now making decisions on a daily basis. Finally, you use several tools to improve your performance. Or you think about it,…
In a previous article, I described the three engagement levels. If the first two (survival and extrinsic) are present at all times, this is not the case of intrinsic motivation. In this article, I will detail how to create an environment conducive to develop this type of engagement. According to…
Management by objectives, the only way to achieve the results? This is the subject of an eternal debate: how to achieve performance? Should we manage by objectives, based on the results, or manage by behavior, on the means? In some companies, the result is more important than the means taken…
You now have the tips for planning and gaining efficiency from a sociological point of view. You know how to leverage your colleagues, group effect, or your organization. Now, I propose to focus on yourself. The second step in time management is to get to know each other better, to…
Time is lacking, yet we are all equal and have 24 hours in our days. Why do some seem to do more in their 24 hours than others? Several colleagues tell me: but how do you find the time to do all this? It’s not just a question of organization.…
A visual tool to deploy your strategy into objective and a method to exchange and build on those goals with your team.
Mid-year is approaching fast. You will soon meet your employees or managers to review your objectives and necessarily ask the following questions: what have you delivered since the beginning of the year? What should you prioritize by the end of the year? Your organization has its strategic plan with its…
Faites-vous des erreurs ? En avez-vous jamais fait dans votre carrière ou votre vie ? C’est normal de se tromper, ce qui distingue les bonnes des mauvaises erreurs, c’est la façon dont nous réagissons après les avoir commises.
Comment un programme de récompenses bâti trop simplement peut amener des résultats contraires.
To progress, you must find, without stopping, new ways to improve. your creativity may be dry … In my last article, I discussed the management of the 3% problematic employees. However, your organization may not have malicious employees, but only 3% of employees who are recalcitrant to your practices. Assuming…
