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Why HR Must Focus on People, not Practices

Posted by on Jan 26, 2016 in inspiration | 0 comments

Why is HR strategy shifting from talent management to people management, and what’s the difference? Quite a bit, according to Josh Bersin, principal, Bersin by Deloitte, Deloitte Consulting LLP. In the first of a new video series, Bersin talks about the next evolution in HR and how a greater emphasis on engaging and empowering people is key to organizational success. “People management is all about taking our focus away from HR practices and focusing on the people outcomes,” says Bersin. “It’s not just better HR and lower turnover....

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Decoding leadership … what really matters

Posted by on Jan 22, 2015 in inspiration | 0 comments

In the article “Decoding leadership What really matters”, the authors discovered that 4 kinds of behaviors accounted for 89 percent of leadership: solving problems effectively operating with a strong results orientation seeking different perspectives supporting others   Of course the context stays important. Different business situations often require different leadership styles, … but there are some core behaviors. Which one is lacking in your...

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Hard choices or ….. HEART choices?

Posted by on Aug 12, 2014 in inspiration | 0 comments

Hard choices or ….. HEART choices?

Great video…. SO GREEN…  “Hard choices are precious opportunities to create reasons for yourself … to become who YOU ARE to be … so it’s about making HEART choices !” This is what greytogreen and capyways recommend. greytogreen is about awareness with a purpose. greytogreen- CHOICES & RESULTS is about changing your attitude in daily situations. it’s about making the twist….and acting. greytogreen – PURE MOTIVATION is about living the life you always wanted to live. it’s about listening...

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Coaching interne : quand le processus devient créateur de sens

Posted by on Jun 5, 2014 in coaching | 0 comments

Coaching interne : quand le processus devient créateur de sens

Le coaching exercé dans le cadre d’une fonction interne à une organisation, comme consultant dans un département de ressources humaines par exemple, peut être source d’ambiguïtés et de paradoxes: comment accompagner une personne (manager, responsable d’équipe, employé, …) dans une situation professionnelle, en vue de l’aider à trouver ses propres solutions à un problème donné en  lui permettant de rester libre de ses choix tout en étant à la fois une composante du système? Téléchargez le PDF pour lire la suite de...

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