The Leader, a Messenger of Hope in an Uncertain World
Imagine you plant a fruit tree. You invest time, water, and fertilizer. The seasons pass, the tree grows, and eventually bears fruit. But what would happen if you didn’t take care of it? If you forgot to water it, prune it, provide it with the conditions necessary for its growth? You could not hope for an abundant harvest.
Leadership is much the same. Now imagine that you recruit a promising employee, but, caught up in the turbulence of everyday life, you devote neither time nor energy to them. No alignment with their mission, few exchanges, and development left to chance. And when this employee struggles to perform, you become impatient.
Do you realize that you can't expect a return on an investment you didn't make?
Maximizing your ROI-LE: Return on Investment in Leadership-Energy
Imagine you plant a fruit tree. You invest time, water, and fertilizer. The seasons pass, the tree grows, and eventually bears fruit. But what would happen if you didn’t take care of it? If you forgot to water it, prune it, provide it with the conditions necessary for its growth? You could not hope for an abundant harvest.
Leadership is much the same. Now imagine that you recruit a promising employee, but, caught up in the turbulence of everyday life, you devote neither time nor energy to them. No alignment with their mission, few exchanges, and development left to chance. And when this employee struggles to perform, you become impatient.
Do you realize that you can't expect a return on an investment you didn't make?
Accountability: The Pillar of High-Performing Teams
In recent years, the workplace has turned into a sort of corporate spa: we talk about well-being, kindness, and even chamomile tea in meeting rooms. However, I’ve noticed that some leaders seem to confuse “kindness” with “permissiveness.” The result? Performance management is thrown out the window, and accountability is shoved into the closet for fear of “upsetting” or, worse, offending someone.
Let’s be clear: well-being and performance are not enemies; on the contrary! I firmly believe that workplace well-being is a powerful lever for achieving superior results. A fulfilled and engaged employee is far more likely to take responsibility than one lost in the chaos of an overly “zen” organization.
Accountability is like the secret ingredient in the recipe for a high-performing team: a healthy dose of responsibility, a pinch of healthy collaboration, and a generous helping of trust. When every team member fully owns their role, you get an environment where everyone is motivated to excel and support one another. That’s the winning recipe for impressive results.
Technical Coaching: 5 steps and 3 tips
You're explaining a task to someone, and you finish with the classic questions: “Is that clear? Do you have any questions?”
Then... SURPRISE! They misunderstood, thought they misunderstood, or -worse - interpreted it entirely differently.
Why does this happen? Because you've only nailed one of the 5 essential steps of a solid coaching technique. Want to know the other four? In this quick 2.5-minute capsule, I’ll break them down in express advice mode.
Judgment: Trap or Superpower?
Tu me juges, et c’est ok, parce qu’on est des humains et on se définit par le regard qu’on porte à l’autre et vice versa. On passe notre vie à émettre des jugements vis-à-vis de nos enfants, nos parents, notre partenaire, nos collègues, nos voisins, la maison de nos voisins, notre chum, sa voiture. Tout y passe. Même l’absence de jugement. Tu me juges même tout au long de cette capsule.
The Leader who Chose the Wrong Profession
La crédibilité n’est pas un rôle, c’est une réalité que l’on bâtit, action après action. Comme le disait Jack Welch, « construire la confiance en soi chez les autres constitue une part énorme du travail d’un dirigeant ».
BRM: A Key Lever for Transforming Organizational Culture
Le leader orienté BRM ne se contente pas de gérer son équipe : il devient un 𝐒𝐓𝐑𝐀𝐓È𝐆𝐄 𝐃𝐄 𝐑𝐄𝐋𝐀𝐓𝐈𝐎𝐍𝐒, créant des liens solides entre les parties prenantes, anticipant les besoins, et facilitant la collaboration. Cette approche permet à l’organisation de fonctionner de manière plus agile, proactive et cohérente, où les relations deviennent un levier stratégique pour un succès durable.
The 9 Commandments to be Absolutely Flat in your Presentations!
Have you ever attended a presentation so captivating that you couldn’t take your eyes off the speaker? Do you want to know how to become that speaker? Keep reading, because we’ve explored for you the foolproof strategies to become the undisputed champion of boredom, confusion, and zero influence in your presentations!
Here is your ultimate guide to the 9 commandments that will help you never spark any interest, never get your message across, and, most importantly, never convince anyone.
Thoughts on Feedback
L’objectif d’une rétroaction est d’exprimer un retour à son interlocuteur sur ses actions/paroles – et j’ajouterai – ESPÉRER obtenir une modification ou un renforcement desdites actions/paroles. Ce changement espéré n’est pas notre responsabilité. Notre responsabilité est d’être fidèle et intègre envers nous-mêmes et notre système de valeurs. C’est aussi de tenir le miroir face à l’autre, du mieux qu’on peut; sans oublier que ce miroir est relatif à nos perceptions et valeurs individuelles, qui peuvent être très différentes des perceptions et valeurs de l’autre. Ce que l’autre fait de notre feedback lui appartient, c’est sa responsabilité.
Humility: the Hidden Strength of Leaders
L’humilité est une qualité de leadership de plus en plus recherchée par les organisations modernes. Les personnalités flamboyantes des gestionnaires mégalomanes, narcissiques, omniprésents et omnipotents perd de son attrait auprès des collaborateurs, surtout ceux faisant partie des nouvelles générations, qui ont désormais des attentes bien différentes de la part de leurs leaders et qui rejettent la « violence psychologique » et le stress chronique qui en résultent.