Human Centered Management

Find out with this new episode and the last one of 2020.  Ask your question: contact@acgraber.com --- Send in a voice message: https://anchor.fm/acgraber/message

As a manager one of your task may be to introduce a change. Have you noticed how employees react to those "news"? One can observe open opposition, withdrawal, avoidance and some level of tensions. It is 100% normal and part of being a human being. Discover in this episode why employees like any other person react negatively to change most of the time. Discover more: www.acgraber.com Ask a question: contact@acgraber.com --- Send in a voice message: https://anchor.fm/acgraber/message

I receive a question from a LinkedIn follower. Coralie wanted to understand how change management was still relevant when everyone is trying to become more agile. I find the question fascinating because it reveals that we see change management as a "old school" process when in fact it is the most relevant topic if you really want to become more agile. Discover how in this episode! Learn more about my services as a change agent here: www.acgraber.com --- Send in a voice message: https://anchor.fm/acgraber/message

How do you recognize that you are in the middle of a crisis? You look at your team's reaction. Here are some key indicators that a crisis is on its way or already there. Listen to the Episode for more information. www.acgraber.com Ask your change Questions: contact@acgraber.com

In the last episode, we looked at external change factors. It is now time to look at the life cycle of companies. It begins with the early stage of development now known as "startup". The company goes through 2 other development phases. Discover them in the new episode. www.acgraber.com Ask your change question: contact@acgraber.com

When we speak about change. It is important to look at the factors that induce change. This is the reason why this podcast will only focus on external change factors. It will help you understand where to look at when a change is coming. Keep listening to the podcast to become change savvy :) www.acgraber.com Ask your change question: contact@acgraber.com

Many managers never learned about the a science behind change management. It is definitely not the first thing taught in Business and, Engineering schools. It is something that you will learn as you go which saddens me every time I hear about failed projects. If only you knew how change work... In this episode I explain why it is important for you to learn the basis of change management. The good thing? I want to share the basics with you i this podcast. Subscribe for your bi-monthly input on change management. No need to go back to school. The podcast is here for you! Ask me any questions about change management contact@acgraber.com. I will answer it and keep your name a secret ;)

Life is about change and change is life. We face changes in organizations because the world around us and we need to adapt to it. Sometimes the change come from within and we realize the need to move in a new direction. Is there a change mindset? Yes and no. Discover tips and tricks to make change a friend. Listen to this podcast. www.acgraber.com

Hello, I started a new concept. You ask me a question and I answer it. I was asked by a manager how to stay on track with a change project while respecting the stakeholders. In the discussion to understand the managers question he explained me that he faced difficulties with the principle of staying on track and respecting his employees, boss, and clients at the same time. In this episode, I share some insight on how a manager can deal with this topic with a human centered approach. Discover it now and listen to the episode. Support the podcast with a Like or a Subscription :) Thank you. Do you have a question about the Human Centered Management approach? Ask me here: contact@acgraber.com

Do you wonder where to start to have a positive impact? Let me share with you the key hidden behind change management and personal development. It is easy to understand yet difficult to implement. Come on a journey with me to discover how you can have an impact! Get access to exclusive Self-Reflection Exercises Register to Anne-Cécile’s Exclusive Self-Reflection. The exercises are sent per email after the podcast is published online. I want the Self-Reflection Exercises I coach driven managers living abroad who want to have an impact. If you want to achieve your goal faster feel free to request a 30 minutes discovery call. There we define what is the best approach (training, facilitation and coaching) to achieve your goal. Spots are limited to 4 per month. Apply for your spot now: 30 minutes Discovery Call

Change is everywhere but sometimes we just don't want it. We would prefer a word without corona. We would prefer to keep moving forward with the same strategy because it is way easier for our brain to function this way. Why do we change? What stops us from changing? Why is our brain our best and worth enemy? Discover it in this new podcast. Get access to exclusive Self-Reflection Exercises Register to Anne-Cécile’s Exclusive Self-Reflection. The exercises are sent per email after the podcast is published online. I want the Self-Reflection Exercises I coach driven managers living abroad who want to have an impact. If you want to achieve your goal faster feel free to request a 30 minutes discovery call. There we define what is the best approach (training, facilitation and coaching) to achieve your goal. Spots are limited to 4 per month. Apply for your spot now: 30 minutes Discovery Call

To learn more contact@acgraber.com www.acgraber.com www.acgraber.com/fr www.acgraber.com/de

The dream of many of us is to read people at some level because we believe that if we could read them it would be easier for us to live in peace. Let us explore what it would mean to read people and why it is not so bad we cannot. In this podcast, I share tips to create the results you want thanks to a constructive communication and a positive vision on relationship . Things & People I mentioned: Non Violent Communiation or CNV Elizabeth Lembke my co-creator captain in the co-creator.space journey Brook Castillo the founder of The Life Coach School Podcast More: www.acgraber.com contact@acgraber.com

I often hear people say: “Life is not fair”. The truth is that “Nothing in life is fair”. If life was fair each one of us would receive what he / she deserves. Those who do good would have an abundant life while those who do bad things would be “poor”. Whatever good and bad mean to you. We would love to immediate reward for good actions and punishment for bad ones. But the world is not fair! Should we let the unfairness rule the world? No, we aspire for a fairer world. If the world is not naturally fair. We need to reflect on how to create a fairer world. In this podcast, I want to explore what fairness is and what to do about unfairness. It is our personal responsibility to work toward it. We are the one who need to take action. We cannot wait that others move their ass. We need to be the first one! Sources: Get in touch with Amarachi Adannaya Igboegwu. She is creating a game to uncover our prejudices https://www.linkedin.com/in/aaigboegwu/ Watch the movie directed by Goerge Cloney: Suburbicon https://en.wikipedia.org/wiki/Suburbicon Moving forward Register to my newsletter to receive the Self-reflection exercises in the newsletter : https://mailchi.mp/1831ec69446f/self-reflection

The corona virus is a challenge for many of us. Some of you never worked from home before. Suddenly you were sent home without really knowing how to deal with this new situation. You were not prepared. Whatever your current situation, single or with a partner , parent or not there is a big adjustment needed. In this episode, I share some tips and tricks on how to work from home, stay safe, sane and tuned to our loved ones :) The research behind: A 2-Year Stanford Study Shows the Astonishing Productivity Boost of Working From Home Is It Time to Let Employees Work from Anywhere? A Guide for Working (From Home) Parents Get access to exclusive Self-Reflection Exercises Register to Anne-Cécile’s Exclusive Self-Reflection. The exercises are sent per email after the podcast is published online. I want the Self-Reflection Exercises If you decided to achieve your goal faster feel free to request a free discovery call. There we define what is the best online & offline approach (training, facilitation and coaching) to achieve your goal. Spots are limited to 4 per month. Apply for your spot now: Free Discovery Call

When working with others we are sometimes surprised by the way they do things. In our mind, we think that if we were them. We would act differently. This way of thinking is dangerous because we assume that we know better than others what they should be doing. Let’s admit it. This is not the person we want to be. What we really want is to accept people as they are. We care more about achieving the common goal while shared values. But why is it so difficult to act without judgment? Let's discover it in the new episode of the podcast. Get access to exclusive Self-Reflection Exercises Register to Anne-Cécile’s Exclusive Self-Reflection. You will receive the exercices after the podcast is published online. Yes, I want the Self-Reflection Exercises

2020 will be a year of new starts for many of us. I restart this podcast with the focused intention to enable individuals within organization. I want you to learn all the things that will help you understand how an organization works but mostly how you can influence it. This is the reason why I started with the topic of communication, again ;) . Many miscommunication and conflict within organizations come from our lack of understanding. We do not fully appreciate the complexity and dynamics that happen between individuals when they communicate. Here is a short introduction to topics such as: Communication as an Iceberg Communication as an attempt to get closer to each other Communication as a filtered message based on Friedmann Schulz von Thun Model Communication as a multi-dimensional interaction Get access to exclusive Self-Reflection exercises Register to Anne-Cécile's Exclusive Self-Reflection. Sent to you per email few days after the podcast is online. Ask your questions Simply email me at: contact@acgraber.com Work with me I guide individuals who desire achieve a career goal by working on themselves. If you resonate with the podcast and want to find out how to achieve your goal feel free to register for a free discovery call. I only offer a few per month: Free Discovery Call

This is the beginning of the end. The question I want to answer today is "How do you set limits that work?". In this episode, I merge two principles the one about non violent communication by Marshall Rosenberg and Boundaries by Cloud and Townsend. Observe the situation Recognize the negative emotion Name the unmet need Formulate a request or set a boundaries with a consequence Listen to the Podcast to learn more and get tuned by signing in to the Updates with love, Anne-Cécile www.acgraber.com

Respecting others means listening to them, working with them and not deciding for them. - Jacques Chirac Today, we explore the barriers that can exist between cultures. It is important to become aware of this kind of differences to deal with them as a team. Listen to this episode to learn more and to get a better understanding of intercultural work. We will explore the following aspects: A definition of culture: "the ideas, customs, and social behavior of a particular people or society." Differences in language, belief & habits & social level. The main areas where conflict can arise: Feedback, Meeting and Time management. In the end, cultures have many facets. They are a mixed of language, beliefs and habits that keep evolving over time. A key learning about intercultural work is that no one wants to hurt you when they say or do something. They just have a different way to deal with similar questions. Subscribe Subscribe to the Podcast to be informed as soon as a new episode is published. Share & like Share it and give it a 5 stars or a heart in order to allow new listeners to discover it. Thank you. Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com Go the the next level Register to receive an email with the free New Perspectives Canvas. Afterward you will receive self-development exercises related to the Podcast after it is published.

We hear it all the time: Be happy! Sometimes life gives us bad cards to play with. Difficult events that happen in a row. As if you lost at the lottery and even if you have an As it does not mean you will win. How do you keep positive even if everything goes wrong? What does it mean to deal with your emotions? Should we look for happiness all the time? What does it mean to accept what is? Can we accept our share of unluckiness and still be proactive? In this podcast, we explore together what one can do when the "winter" has long settled and happiness seems like a memory from another time. Don't worry be happy because we look at life with optimism :)

Don't let one bad apple spoil the rest What happens when a bad apple stay within good apples? It spoils them all. It is true for bad performer, bad bosses and people with a negative influence in your organization. If you don’t do anything about it you may observe higher turnover, disengaged employees or teams that lose their mojo. Today, I we will explore what one can do when a bad apple impacts negatively an organization. We will evaluate what is the real problem? Why does the problem exist? What do you do about it?

“I’ll do it my way” almost from Frank Sinatra I want us to sing this song in the future tense so that when we all die we can sing “I did it my way”. There is always a point in our life when we wonder if we really lived live as it was supposed to be or if we lived a life full of regrets. Don’t wait to be dying to ask yourself this question. Are you doing it your way? Today, I want you to reflect on three topics to design a life that truly corresponds to you. Are you pleasing people? We only have one life but we sometimes find ourselves pleasing people instead of living our true life. What you really need? Each one of use has different needs to feel fulfilled. What are yours? Are you ready to take ownership of your life / work-life. What can you do to move toward more ownership of your life? ~~~ Free discovery call Feel free to register for a free discovery call. I only offer a few per month: Free Discovery Call ~~~ Notes I did it my way Frank Sinatra https://www.youtube.com/watch?v=9SXWX6qg0y4 ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world. ~~~ Get in Touch You need more information or you have a question? Simply email me at: contact@acgraber.com

“Sexism is alive and well in politics, as it is in all industries” Kirsten Gillibrand Surprise, Surprise. For those who may have missed it I am a woman. I have faced sexism in many countries but the worst I faced is in south west Germany and I am not alone. I started to talk about it with other women and realized that I was not the only one who was told sometimes explicitly that my career was not that important because one day I will be a Mother! Imagine the shock for a Parisienne who comes from a family where the last 3 generation of women worked while raising children. Big news, I grew up fine and I am mentally and physically sane. Today, sit down and shiver with u as I explore the roots of sexism and some ideas on how to deal with it at different levels I will describe the situation many women face Then I will explain why we still have a lot of work to do I will explore some ideas on what could be done...

Today's episode is all about our love for methodologies. Unfortunately, we do not always use our critical thinking when choosing one. Like a fly we are attracted by the light created by so much potential. We sometimea become true believers and want to convert the whole world. If methodologies could save companies why aren’t we all successful after all. We will explore the following questions: Dreams little dreams = Why do we love methodologies? What are the problems methodologies cannot solve? How to use them intelligently? Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

“You cannot force a horse to drink water.” You may want to implement self-management in your organisation or team. This change process like any other must be done with respect of the individual freedom. Today we explore the reasons why you should not impose self-management to your employees even if you believe it is the best management evolution ever. Let us consider the impact of implementing self-management or any kind of change in general. First, I list the usual reactions to forced change. Second, I draw your attention to what happens when change is initiated by people themselves. Third, you will experience with empathy why forcing any kind of change is a sign of dictatorship which will bring some reflection about your way of working. Notes: http://www.reinventingorganizationswiki.com/Self-Management ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

“The greatest danger in times of turbulence is not the turbulence― It is to act with yesterday’s logic.” Peter Drucker The world is in a perpetual change. The internet has revolutionized the way information are shared. therefore the way we communicate and interact with each other. meanwhile, our management system hasn’t changed a lot in the century. Self-management is getting more and more “famous” but what is it and what can you expect to change. This is what I explore for you in this episode. First, I will expose the guiding principle of self-management and the difference between the hierarchical management and self-management. Second, I give you an overview of areas that will be impacted by self-management if you decide to implement it. Third, I illustrate the positive impact of self-management with the real example of a german company. What chances or risks do you see in self-management? Notes: If you want to learn more about self management: http://www.reinventingorganizationswiki.com/Self-Management ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

“He who has a why to live for can bear almost any how.” Dr. Steve Maraboli. If I asked a random employee in your organization will he be able to tell us what is your company purpose? This is the topic of today's podcast. First, we look at why having a purpose is important. Second, we look at the positive consequences of finding a purpose at the personal organizational level. We also talk about the ripple effect beyond the organization. Third, I ask questions to guide you in (re)defining your personal and organizational purpose. Here are the show notes: Start with why from Simon Sinek https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

We all deal with a bad performers at some point in our professional life. The way we deal with them has a great impact on the improvement of the performance. The feedback session made without a human centered understanding may bring your more problems than you could have expected. Today, I share with you a case study around the topic of bad performers. Lea wanted to fire Anne because she was under performing since she started to work with her. Lea had to spend her time correcting the mistakes made by Anne and was not able to focus on her work as a CEO. After three months of trying the usual feedback loops. She had seen no improvement. In this episode you will discover the answer to the following question: How could Human Centered Management help Lea solve this performing problem? Let me share with you in the podcast the advice I gave Lea to face this difficult situation. First, I present the situation. Second, I analyze it and offer a solution. Third, I share with you the resolution of the problem. How did the Human Centered Management approach enriched Lea and Anne with a new understanding of the situation. Thank you for listening! ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share it with impact driven professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

In the last few months I conducted very interesting interviews with a CEO, Organizational development and HR specialist about the capacity of organizations to evolve in a VUCA* World. I share my conclusions in the podcast #12. First, we will explore the need to look at the pillars of organizational development: Leadership & communication, Strategy & change management and Talent & performance. I make the point that human beings are no machines but interconnected living organism. We cannot predict what humans will do with the same certainty as a machine. Second, How do we get from the details to the big picture and vice versa in a VUCA world? We all know that it is not possible to predict the future. This is the reason why we need to develop sensitive sensors in order to adapt external changes and lead our decision thanks to inner compass. = why, guiding principles, what is acceptable or not Third, as a leader you are the connector between the big picture and the details. You do it with a clear why / raison d’être, clear principles and by recognizing employees potential. How do you experience connecting the dots in your organization? What is rewarding? What is painful? How can HCM help bridge the gap? Reply in the comments: ~~~ Subscribe & Share Subscribe to the Podcast to be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world. ~~~ Ask questions You need more information or you have a question? Simply email me at: contact@acgraber.com ~~~ A gift just for you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

Decision making is probably one of the most important skill to develop for a leader. It is not an easy thing to do as the world is becoming more volatile, unpredictable, complex and ambiguous. The decision making process in organization has to take into account the change in the global context needs to ensure success over time. First, we will look at some reasons why we do the things we do? I will present you 6 biases that have an influence on individual and group decision making. I would love to expose the one that blew my mind away as I learned about them. It will help you create better decision making processes in your organization. Second, I will present you ways to overcome those biases. There are ways to slow down our decision making process to change our perspective which can help to unbiase ourselves. Third, I will present you the consultation process to facilitate group decision in a ever changing world. This process requires that people involved are knowledgeable in the domain of expertise required to make a decision, that they are impacted by the change and considers others in their decision. They also consult with their peers to ensure that they take into account various perspectives. Consultation process: Expose the situation = Bring FACTS on the discussions table Expose the goal = why is it important? What could it bring us? What is in for me? What is in for you? Expose the issues = explain the kind of difficulties you face in regard to the decision making Expose the ideas to solve the problem = After collecting information, develop a solution and present it to get feedbacks Ask debiasing questions? I would love to hear from you. Do you have a story to share with us about biases or the consultation process ? Maybe you have a question? Go ahead and comment below. ~~~ Notes Biases & Decision Making https://acgraber.com/biases-decision-making/ Think fast and Slow, Daniel Kahneman, https://en.wikipedia.org/wiki/Thinking,_Fast_and_Slow Predictably Irrational: The Hidden Forces That Shape Our Decisions, Dan Ariely, https://en.wikipedia.org/wiki/Predictably_Irrational ~~~ Support the Podcast Subscribe to the Podcast. Share it. Give it 5 stars to raise the chance that others discover it. Thank you! ~~~ Ask me a question Simply send me an email at: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

In the episode 10 of the Human Centered Management Podcast. I explain you how I realized that personal and organizational development are deeply linked and connected. I discovered things I already knew by looking at them with a new framework. Let me present the 6 aspects that can be looked at from the individual and group perspective. Those 6 aspects are at the core of personal and organizational development. They interact with the external world and become the actions and results we see.  An image say more than thousand words so here it is: If you cannot see the image visit the webpage here:      Where do you see the connection between organizational and personal development in your daily life?  Give your answer in the comments ~~~ Support the Podcast Subscribe to the Podcast. Share it. Give it 5 stars to raise the chance that others discover it. Thank you! ~~~ Ask me a question Simply send me an email at: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas ~~~

Few days ago, I sat down with Transformation specialists from the EnBW Energie Baden-Württemberg AG. It sparked a very interesting question. In a world with more and more multicultural teams with different mother tongue: which languages should be spoken? If you find yourself facing the same business situation and wonder what to do. Start listening. First, I list different situation in which this question may pop up. We will explore the importance of language fluency and some difficulties that your organization may face. Second, we explore the difficulties and chances you may face with multicultural and multilingual teams. We will talk about integration, welcome culture and the importance of putting yourself in the foreigners shoes. Third, I share practical tips on how to manage multilingual teams. Offering some out of the box solutions that you probably never heard of before. I am sure you will come up with more ideas after listening to this episode. How do you manage multilingual teams in your organizations? Share your answer with a comment or send a twit to @acgraber_ ~~~ Support the Podcast Subscribe to the Podcast. Share it. Give it 5 stars to raise the chance that others discover it. Thank you! ~~~ Ask me a question contact@acgraber.com

In the episode 8 of the Human Centered Management Podcast we explore the existing culture around failure in the workplace. We tend to hide our mistakes in order to keep ourselves safe. Is it really supporting the organization’s purpose? It seems easy to say “let’s create a culture of failure in the organization but it is hard to create it because we need to change our mindset about failure”. Today, we articulate the discussion around 3 questions: First, what does failure mean in our society? We will consider where does the meaning of failure comes from and what we make it mean. We will have a look at the role of the school system to form our mindset surrounding failure. Second, we will consider ways to change the social meaning of failure to change our mindsets. There is a huge need to reframe failure to make it more about learning something new that defining a person as being the failure. Third, I will share with you practical ideas on how to start dealing with failure differently in your organization. It starts with having the discussion about the meaning of failure around FuckUps nights for example. It is also by giving a brave space for people to open up. You need to meet the person at a human level embracing their imperfection. Do you want to comment this Podcast. There are different places to do it. On the comment section of my website www.acgraber.com/08 or on twitter with the Hashtag #HCM. please tag me so that I can see your answer quickly@accgraber_ ~~~ Subscribe & Share Give a 5 stars rating to support me and raise the chance that others discover the Podcast. Thank you! ~~~ Notes 3 Brain Systems That Control Your Behavior: Reptilian, Limbic, Neo Cortex | Robert Sapolsky https://www.youtube.com/watch?v=hg6XUYWj-pk Success and failure and the road to keep creating: Elizabeth Gilbert https://www.youtube.com/watch?v=_waBFUg_oT8 ~~~ Ask your questions contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

In the episode 7 of the Human centered Management Podcast we articulate the importance of performing at the individual and organizational level and see how both side of the continuum interlaced. First, what is performance and why is it important to define it? A short definition is tha creation of added value at the individual level & through cooperation. You can see it through the existence of a new product, service, report, ect. It is something you can see, touch, feel and evaluate. Second, we explored ways to evaluate performance thanks to a set of criteria. What has to be achieved. Does it makes sense with the organization purpose? We looked at two tools to help you manage performance. On the one hand, you can use the SMART system (Specific Measurable Attainable Relevant Time-based) when you are in a stable environment otherwise you can use OKRs or Objective Key Results when the environment is unstable. Third, we spoke about the importance of using feedforward instead of feedback to foster better performance. We cannot change the past but we can act today to change the future. In the episode, I explain how to do so. I asked you some questions in the Podcast. You can answer them on twitter with the Hashtag #HCM by tagging me with @acgraber_ ~~~ Subscribe & Share Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you! ~~~ Notes SMART GOAls https://acgraber.com/setting-s-m-a-r-t-goals/ OKRs explained by the incredible Gritly's founder Aurélie Ho. https://www.youtube.com/watch?v=rnDLQbQUQHA ~~~ Ask your questions Emails: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

This is the episode six on Talent management & the future of work. Talent is everywhere but when we think or talk about it we realize that different definitions exist. This is the reason why I am starting this episode by defining it. First, Talent is intelligence having fun. There are many kind of intelligence and the basis on which it grows is ingrained in our DNA. But the most important aspect we need to consider is that talent is grown, trained and developed. We will explore the two kinds of mindsets defined by Carol S. Dweck. Second, we explore the current situation in Europe. Taking into account employees’ talent is important because they get the job done. Unfortunately, some jobs will vanish in the next 25 years, the demographics and economics forces are changing. Furthermore, our education system is outdated. Third, we consider the need for organizations to rethink talent management and embrace continuous learning. We need to focus on the fit between talent and jobs to be done. We can use technology to simplify that. In this episode, I asked you some questions. You can answer them on twitter with the Hashtag #HCM by tagging me with @acgraber_ ~~~ Subscribe & Share Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you! ~~~ Notes Mindset: The New Psychology of Success by Carol S. Dweck https://g.co/kgs/JowozJ 47% Of Jobs Will Disappear In The Next 25 Years, According To Oxford University, https://www.foreconomicjustice.org/?p=16448 ~~~ Ask me a question Simply send me an email at: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas You will be registered to the newsletter and receive the canvas I created just for you.

This the fifth episode on how to manage change in your organization. Change is the only thing that never changes. Today, we are talking about managing a desired change. First, we look at 6 forces that drive change based on Gareth Jones’ book. The forces are: competitive, economic, political, demographic, social, and ethical. I added one force that was not appearing clearly in the list: technological forces. Second, we explore the symptoms that one can observe at the individual and organizational level when change happens. There are usually called “resistance to change”. Here is the list created by Dr. Victoria Grady in here book The pivot Point: 1) individual Anxiety transforms into a decreased morale at the organization level. 2) individual frustration transforms into a decreased productivity at the organization level.. 3) Retardation of development (employees growing slowly in their role) transforms into a decrease in motivation at the organization level. 4) Individual rejection of the environment transforms into increased conflict at the organization level. 5) individual refusal to participate transforms into increased absenteeism at the organization level. 6) individual withdrawal transforms into increased turnover. Third, I explained you how you could manage change with an individual approach with a group perspective. The idea is to involve volunteers to brainstorm on the following questions: Diagnosis: What is the problem we face? Make an SWOT & PESTEL analysis. Determine goal: Knowing where we stand and what our mission is. What goal should we pursue? Evaluation of change: Evaluate the change necessary to achieve this goal. What are the consequences at the organizational, group and individual level? Implement change: Support individual change by providing workshops, coaching, exchange groups and adapt your approach based on employees feedback. Until next time, observe how you react to change. ~~~ Subscribe & Share Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you! ~~~ Notes Organizational Theory, Design, and Change (7th Edition) by Gareth R. Jones Victoria Grady - The Pivot Point: Success in Organizational Change - http://pivotpnt.com/book/ SWOT and PESTEL analysis https://acgraber.com/swot-and-pestel-analysis/ ~~~ Connect Follow me on Twitter: @acgraber_ Connect on LinkedIn: Anne-Cécile Graber You can also have a look at my blog www.acgraber.com/blog Ask me a question: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

This the second episode of the mini-series on communication in the workplace with a focus on language and culture. The workplace has seen a raise in intercultural teams. Let us explore how language and culture impact the way we communicate. First we will explore the language misunderstanding that happen when we do not have the same mother tongue or culture. I illustrate this concept with real life examples. Second, we will discover that each culture has expectation in the realm of communication. It is important to become aware of it to avoid misunderstandings. Third, we will explore the aspect of body language in culture. This is part of the invisible part of the iceberg. You may have been confronted to it without even realizing it. Last but not least, we will quickly talk about written and online communication. The aspects we uncovered so far can also be applied there. ~~~ Subscribe to the Podcast on the platform of your choice to get updates. Give a 5 stars rating to support me. Even one good rating helps. Thank you! ~~~ Notes Hofsted Insight on cultures https://www.hofstede-insights.com/product/compare-countries/ Four sides model Friedmann von Shulz https://en.wikipedia.org/wiki/Four-sides_model ~~~ Follow me on Twitter: @acgraber_ Connect on LinkedIn: Anne-Cécile Graber Learn more about me www.acgraber.com Ask me a question: contact@acgraber.com ~~~ Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

In this episode, we explore communication between people at work. It is important to understand what is part of communication to improve cooperation within teams. First, we will explore the iceberg model. This will help you recognize the visible and the invisible parts of communication. The verbal and non-verbal part of communication. Second, let me introduce you to the 4 ears model developed by Friedemann Schulz von Thun a german psychologue and communication specialist. You will be able to understand how one can interpret a message in 4 different ways. At last we will bring those 2 main topics together and reflect on what it means for each one of us in organizations. I will also give you a practice for the next to weeks as well as an important type to improve your communication. ~~~ Feel free to subscribe to the Podcast on the platform of your choice. You can show your support by giving some stars or by leaving a Feedback. It is the best way to support me and raise the chance that others will discover it. Thank you! ~~~ Notes Four sides model Friedmann von Shulz https://en.wikipedia.org/wiki/Four-sides_model ~~~ Follow me on Twitter: @acgraber_ Connect on LinkedIn: Anne-Cécile Graber You can also have a look at my blog www.acgraber.com/blog Ask me a question: contact@acgraber.com

In this episode, we explore the historical shift in leadership. We need to understand it in order to become better leaders. First, we will explore the history of leadership. We need to remember that Leadership evolves within an historical context. From the industrialisation of europe to what we call today the digital transformation. We saw the creation of hierarchical pyramid in the 1900s and almost 100 years later the the pyramid breaks down. Second, we describe leadership practices that you can look at to improve your leadership. There are many theories of leadership I prefer to focus on James Kouzes & Barry Posners Leadership Practice Inventory in short LPI. Third, we discover followership. We sometimes forget to talk about the followers but they are as valuable as the leader because they make you a leader. We can use Robert Kelley’s Followership dimensions and styles* to understand that. *adapted from Kellerman (2008) https://www.medicalprotection.org/uk/articles/followership-the-forgotten-part-of-leadership To conclude, we link the three topics discussed today. How does understanding the evolution of leadership, its practices and followership can impact your leadership? ~~~ Feel free to subscribe to the Podcast on the platform of your choice and leave a Feedback. It is the best way to support me and raise the chance that others discover it. Thank you! ~~~ Notes Leadership Practice Inventory http://www.leadershipchallenge.com/professionals-section-lpi.aspx Followership dimensions and styles adapted from Kellerman (2008) https://www.medicalprotection.org/uk/articles/followership-the-forgotten-part-of-leadership Follow me on Twitter: @acgraber_ Connect on LinkedIn: Anne-Cécile Graber You can also have a look at my blog www.acgraber.com/blog Ask me a question: contact@acgraber.com

Today, I define what I mean by Human Centered Management. For instance, it is important to share a common definition of it before expanding on other topics. Human Centered Management is the skillful management of an organization based on an growing knowledge and understanding of humans. It is the creation of organizations for humans by humans. First, Human Centered Management is important when we consider the 3 basic principles of Human Centered Management: freedom, equity and human-hood. They are a reminder for any Human Centered Manager. Second, we focus about the how by discovering the importance of psychology and sociology to enable us in working together. Indeed, we do not always regard those two sciences highly but nowadays with the help of neuro-sciences they deliver incredible information on how our brain and body work. Third, you will see that Human Centered Management alone does not ensure success. ~~~ Feel free to subscribe to the Podcast on the platform of your choice and leave a Feedback. It is the best way to support me and raise the chance that others will discover it. Thank you! ~~~ Notes Follow me on Twitter: @acgraber_ Connect on LinkedIn: Anne-Cécile Graber Have a look at my blog www.acgraber.com/blog Ask me a question: contact@acgraber.com