Professional fulfillment: Let’s make it possible

Today’s top talent aspires to professional fulfillment. They no longer strive for greatness solely for a paycheck at the end of the month, good working conditions, a good boss, or an interesting job.

Currently, many professionals have deeper motivations, such as a meaningful work connected to their purpose, with a positive social impact where they can leave a personal mark. They seek to work for organizations with strong corporate social responsibility (including ambitious diversity policies) or an environment of deep psychological safety, work flexibility, and great autonomy.

Reinventing people management is urgent

Some time ago, I decided to conduct an “informal survey” among fifty relevant professionals in people management. The objective was to gather their feedback on this essential question: Do you consider it necessary to reinvent people management to increase its impact?

It was interesting to note two clear streams of thought that I summarize in two terms: complacency and dissatisfaction.

Transformation requires hard work, not deep pockets

Nowadays, few companies escape the need for transformation, a necessary process if they want to be competitive and one that goes beyond the opportunity offered by the digital revolution.

Change management methodologies, such as Kotter’s 8 steps, are already veterans in the management arena. Many years have passed, but the success rate of transformations remains very low, a clear sign that we should question the way in which we approach them.

How to maintain the desire to excel? Lessons learned from sport

How to sustain the hunger for improvement in athletes or professionals who have won everything?

How to avoid complacency and maintain ambition after repeated triumphs?

Some recent resounding failures of elite athletes lead us to these questions, which we can extrapolate to our daily lives as “everyday heroes.”

Sense of humour. An underestimated leadership skill?

When we talk about the main traits of a good leader, the ones that usually come to mind are: strategic vision, business acumen, determination, humility, credibility, empathy, resilience, energy…

Grit: Success is determination over and above innate talent

What are the key factors that contribute to professional success?

In seeking to answer this eternal question, there were two turning points at the end of the 1990s. McKinsey’s influential report “The War for Talent” was published and David Watkins (Softscape) coined the term “talent management”.

Diversity & inclusion: we need more ambition

Fortunately, diversity management has been in vogue in recent years. It is of growing importance in the people management of all kinds of organisation, where it serves to reinforce key elements such as work engagement, performance, employer branding.

Flexible living: maximising the benefits of remote work

The dramatic and unexpected increase in remote work is one of the biggest impacts Covid has had on the business world. According to Gartner, the percentage of remote workers worldwide will reach 32% by the end of 2021, up from 19% in 2019.

“Hunger” is key to professional progress

Why do some emerging stars in the world of sport fail to turn their potential into tangible results and success?

‘Super millenial’ professionals: experience, exploration, success and employability

“Young people (millennials, Gen Z, etc) will be the key agents of change in corporate cultural and digital change.”

This mantra is quite common in today’s business circles, but I think it’s a big mistake.