Bonne année!

Quel empreinte avez vous laissé en 2018 ?

What footprint did you leave in 2018 ?

Qu’est ce qui vous a rendu fier ?

What made you proud ?

Voilà quelques exemples de réflexions à lancer pour le dernier jour de l’année ! Bonne année !

Some examples of discussion for the last day of the year! Happy new year!

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#humanresources #coaching #career #footprint #ressourceshumaines #carriere #empreinte #caring #bilan #philosophie #philosophy

Publicités

Définition des générations

Définition des générations! Pour ceux qui m’ont demandé ce que c’était que les millenials !

Génération définition for the ones who asked me what millenials meant!

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#millenials #generationx #babyboomer #traditionalist #gen2020 #career #humanresources #ressourceshumaines #coaching #definition

Millenials et le feedback

#millenials et le #feedback ! Je dois totalement m’adapter et m’assurer de donner du feed-back immédiat sur le travail des millenials. Incroyable de voir à quel point c’est important pour eux/nous ! Parfois ils se triturent le cerveau en analysant les raisons d’une non réponse !! Compliqué !! Ça m’est arrivé quand je n’ai pas eu de réponse de ma boss après lui avoir envoyé une stratégie. J’ai du attendre 4 jours pour avoir du feed-back! Une torture !!! Et vous ? Vous préférez du feed-back immédiat ou non ?

I have to adapt and be careful to give instant feedback on millenials work. Unbelievable to see how important it is for them/us! Sometimes they over analyse a silence! Complicated! I did it myself when my boss didn’t comment on a strategy I sent her. I had to wait 4 days for the feedback which was a torture !! And you? Do you prefer instant feedback or not??

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#millenials #career #humanresources #ressourceshumaines #carriere #coaching #feedback #tips

Burn out – comment l’éviter ?

Pour revenir au sujet de la semaine sur le #burnout : comment l’éviter ? 10 idées a explorer :

– Comme dans les relations amoureuses ne pas donner plus que ce que l’on reçoit au travail : créer une relation équilibrée !

– Développer des loisirs/hobbies , si possible un cercle familial et amical fort

– Faire du sport régulièrement

– Prendre des vacances réparatrices

– Surveiller les signes diffusés dans un de mes précédents post

– Déconnecter des mails le soir et le week end

– Identifier si votre travail est la source du problème et donc éventuellement changer de job en interne ou de société

– Prendre du temps pour soi

– Parlez de vos difficultés autour de vous, vous pouvez vous faire aider et prendre des conseils ; Un psy peut être envisageable

– Savoir dire non

To come back to the topic of the week : #burnout : how to avoid it : 10 ideas to explore :

– Like love relation ship : don’t give more than you receive at work : create a balance relationship !

– Develop hobbies, if possible also a strong family and friend circle

– Play sports regularly

– Take restorative holiday

– Watch out for the signs that I shared in a previous post

– Disconnect emails during evenings and week ends

– Identify if your current job is the source of the problem then try to change internally or externally

– Take some time for yourself

– Share your challenges around you, somebody can help for sure ; maybe a psychologist could be a solution

– Learn to say no !

#coaching #humanresources #ressourceshumaines #conseils #advices #care

Burn out – Signes révélateurs

#burnout – 10 signes révélateurs ! Quel est votre score ?

– Vous êtes dans le déni alors que votre entourage vous alerte

– Fatigue ou même impact sur la santé

– Pas d’envie, troubles de l’attention, susceptibilité

– Avoir l’impression d’être moins performant et inutile au travail, chaque nouvelle tache donnée est un poids

– Possible insomnies, n’arrive pas à récupérer

– Manque de sens dans le travail

– Moins souriant, envie de rien faire

– Excès en tout genre (nourriture, boisson, cigarette…)

– Impression d’être dans une impasse

– Prise de distance avec les collègues

#burnout – 10 revealing signs – What is your score ?

– You are in denial whereas people are alerting you

– Tiredness or even health impact

– Desireless, attention disorder, susceptibility

– Feeling your are under performing at work, useless, each new task is a burden

– Possible insomnia, slow recovery

– Lack of meaning at work

– less cheerful, lack of energy to do something

– All type of excess (food, drinks, cigarette…)

– Feeling to be in a dead end

– Taking some distance with colleagues

Burn out

Malheureusement j’en vois de plus en plus dans mon entourage ! Le 1er pas est de s’en rendre compte puis de prendre soin de vous et lever le pied… On se voit souvent au pied du mur et sans solutions… demandez de l’aide !

I see more and more burnout around me! 1st step is to realise it and then take care of yourself and step back! Ask for help!

#humanresources #coaching #care

Vous ne savez pas ce que vous savez pas…

Vous ne savez pas ce que vous savez pas…
Alors posez la question !


Pourquoi est ce que nous croisons tant de personnes qui pensent tout savoir ?

– Je sais que cette personne ne sera jamais intéressée par ce poste

– Je sais que cette personne n’est pas mobile

– Je sais que cette personne ne voudra pas passer d’un poste de manager à un poste de spécialiste sans équipe

– Je sais que cette personne est motivée principalement par l’argent

Mais est ce que vous le savez vraiment ? Et combien de décisions avez vous prise basées sur des suppositions comme celles ci?

Est ce par peur d’avouer que nous ne savons pas ? Ou bien nous faisons nos propres conclusions avec des bouts d’informations ? Avons nous peur de demander et d’avoir une discussion en profondeur sur le sujet ?

Vous ne pouvez pas vous imaginer le nombre de fois où j’ai entendu :
– Mon leader ne s’intéresse pas vraiment à moi, il ne me comprend pas

– Personne sait qui je suis vraiment, ce qui me motive, ce qui est important pour moi

– Je ne comprends pas pourquoi on ne m’a pas parlé de ce poste, cela m’aurait intéressé

– Si on me donnait tel projet, je serais très engagé !
Quand je demande pourquoi ou si ils ont essayé de partager leur point de vue proactivement, la réponse à toujours été la même :

MON LEADER NE PREND PAS LE TEMPS

A l’inverse, est ce que vous avez eu la chance comme moi de rencontrer des leaders qui prenaient le temps? Des leaders qui avaient 2 longueurs d’avance sur votre vision court terme de votre carrière par exemple ? Des leaders qui vous avaient tellement bien écouté vous et d’autre que d’un coup ils vous faisaient par d’un projet, d’un poste ou d’un conseil qui était une vraie révélation pour vous et votre apprentissage ?

Alors maintenant j ai une question pour vous ? Quel genre de personne voulez vous être ? Quel impact voulez vous avoir en tant que leader ? Comment souhaitez vous que vos collègues, votre équipe parle de vous ? Le temps que vous prendrez avec vos collègues, vos équipes en dehors du business pur juste pour vous intéresser à eux, les comprendre davantage, les connaître davantage vous sera retourné au centuple. Comment ? Par rapport à l’impact que vous aurez sur eux et les meilleures décisions et recommandations que vous ferez a leur sujet. Essayez et vous verrez par vous-même !

You don’t know what you don’t know…

You don’t know what you don’t know…So just ask!

Why do we meet so many people assuming they know it all ? :
– I know that this person will never be interested in that role

– I know that this person is not mobile

– I know that this person will never accept to move from a leader position to an expert position without direct reports

– I know that this person is motivated by the money first

But do you really know ? And how many decision were made based on these supposition ?

Is it because we are afraid to admit that we don’t know? Or because we are making our own conclusions thanks to pieces of information ? Are we afraid to ask and have a deep conversation on the topic?

You can’t imagine how many times I heard :

– My leader doesn’t care about me, he doesn’t get me

– Nobody really knows me, what motivates me, what is important for me

– I don’t understand why they didn’t share this opportunity, I would have been interested !

– If they were giving me this project, I would be very engaged!

When I ask them why or if they dared to share proactively the answer is always the same :
MY LEADER DOESN’T TAKE THE TIME

On the contrary, did you had the chance like I did to meet leaders who took the time? Leaders who were 2 step ahead compared to your short term vision of your own career for instance ? Leaders who listened to you so much and saw something in you that they shared with you a project, an advice or a role that was eye opening for you?

So now I have a question for you : what kind of person do you want to be? Which impact do you want to have as a leader ? How do you want your colleagues, your team to speak about you? The time you are going to take just to CARE, to understand others better, to get to know the others better will come back to you au centuple (Check). How? Thanks to the impact you will have on these people and the improved decision and recommendation you will have about them. Try it and see for yourself !

Is a top talent a top performer and vice versa? 

Well it is not that easy. 


First, you have to be able to define properly what is a talent ! And to try to keep it simple I would say : 

– A talent is someone who has the right behavior and is a role model

– If he is a leader, he must be an inspirational one 

– A talent should have the potential to be the next generation of senior leader in your organisation

– He should ask himself as a natural approach : »what else can I do »

– Should and can be better than you! 

– Should get pride by developping others and mentoring others

– A real talent should not realise totally how good he or she is or If he knows, be very humble about it

– Should put first the benefit of the group instead of himself 

– A person who is not really « caring » is not a talent. I know high performers who pretend to care (about the company, about their team…) but in reality they care about themselves and their career

– I would say a talent is visionnary. He is 2 steps ahead !

– Is able to adopt and adapt very quickly and learn from others

Also long discussion with leaders also around : 

– to be considered as a talent, should you be mobile? (You know my position on flexible working so I would say no and of course it depends on the company and where they do business !)

– Should we tell the talents that they are top talents ? I will keep this one for another post. I have tried both so I can share ! 

So now : is a top talent a top performer? I would say not always. Because in reality a talent can be very successful in one role and struggle in another one. And guess what? That’s ok! He will maybe learn even more in this role and it will accelerate his development to be ready for another role. Of course it would help also as he is a talent that he integrates very early the feedback and act on it.
A lot of your action could in fact put a top talent in a situation of failure : 

Stretching talents too quickly : You have to accept also that some talents can be an expert in some areas and would suffer if we put them too much out of their confort zone or too quickly in big roles because this is where the company has a need. 


Moving talents too quickly  : 
Meaning that you don’t give them a chance to be successful in their role . Also, they would miss a deep knowledge of the role that they could have use in the future for instance when they would become leader of this role. 


Failing to give them the right feedback : 
They will just hear that they are top talent and won’t hear anything else ! Top talent doesn’t mean that they don’t have opportunities to learn and grow. We need to give them the right feed-back on what they need to work on.

Focusing only in their development needs and not their strenghts : There is only 2 possible approach : you know what are the development needs of the talent so you put him/her in a role where these skills are a must so that he can learn by doing, or you would bet on his strenghts and still offer some challenging objectives. I would recommend the 2nd option. This way, you are setting them for success. 


Offerring them the wrong role : 
One of my talented people told me : sometimes you (you being the company) want to do what is right but you are offerring the wrong role where the person won´t shine! You consider the company need but it doesn’t always match with the right next move for the employee. 

What is your view? Your experience ? Did you had these conversation with your leader or company?