This document discusses ways to build accountable teams. It defines accountability as taking responsibility for one's actions and their consequences. It notes there are three meanings: accountability, responsibility, and commitment. It then outlines six tracks to develop accountability: 1) extending the perimeter of accountability; 2) developing empowerment; 3) developing a results-oriented culture; 4) encouraging innovation and risk-taking; 5) developing agility; and 6) redefining the manager's role to focus on communication, confidence, creation, and competency development through coaching. The overall message is that accountability is a process that requires empowering teams and focusing on collective goals and mutual accountability.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Does just the word accountability make you cringe? Do you want to run and hide?
Team accountability, personal accountability each help your results to improve.
Learn how to build a workplace where everyone is excited to do their job.
https://compassroseconsulting.com/coaching-staff-success
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Does just the word accountability make you cringe? Do you want to run and hide?
Team accountability, personal accountability each help your results to improve.
Learn how to build a workplace where everyone is excited to do their job.
https://compassroseconsulting.com/coaching-staff-success
This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Role Accountability is good. Personal Responsibility is great.
Accountability is about managing roles. Personal Responsibility is about leading change.
When you focus on Accountability > Responsibility you get unhappy people and low performance.
When Responsibility > Accountability you get happy people and amazing performance.
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Emotional intelligence taps into a fundamental element of human behaviour that is distinct from your intellect.The communication between your emotional and rational ?brains? is the physical source of emotional intelligence.
The pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience.The awareness that emotional intelligence has become an important job skill, even surpassing technical ability, has been growing over the last number of years.As teamwork becomes increasingly important in the workplace, people who are able to understand, get along with and work well with others will become increasingly sought after. Highly emotionally intelligent people have well developed people skills allowing them to develop relationships with a diverse range of personalities and people from various cultures and backgrounds. People who are able to work well with others have sought after attributes in an increasing globalization and evolving diverse workplace.
Essential Lessons for Building a Culture of Ownership, for Culture MechanicJoe Tye
This special report for subscribers of the Values Coach Culture Mechanic service summarizes some of the most important lessons we have learned about effective cultural transformation and for building a culture of ownership
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Babele reinventing organizations through intrapreneurshipEmanuele Musa
Intrapreneurship is a major driver for accelerating culture change and organizational transformation. Intrapreneurs help develop the capability to capitalize on opportunities of change: developing a culture where risk-taking, acceptance of failure, and consequently, learning from it - are promoted.
The creation of intrapreneurship programs require a strong component of Human-centered design, so the program takes into account the needs and challenges of the different stakeholders involved.
Enjoy this deck if you want to learn more about the trends, pitfalls and best practices to foster intrapreneurship effectively in your organization.
For more info: www.babele.co
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Role Accountability is good. Personal Responsibility is great.
Accountability is about managing roles. Personal Responsibility is about leading change.
When you focus on Accountability > Responsibility you get unhappy people and low performance.
When Responsibility > Accountability you get happy people and amazing performance.
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Emotional intelligence taps into a fundamental element of human behaviour that is distinct from your intellect.The communication between your emotional and rational ?brains? is the physical source of emotional intelligence.
The pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience.The awareness that emotional intelligence has become an important job skill, even surpassing technical ability, has been growing over the last number of years.As teamwork becomes increasingly important in the workplace, people who are able to understand, get along with and work well with others will become increasingly sought after. Highly emotionally intelligent people have well developed people skills allowing them to develop relationships with a diverse range of personalities and people from various cultures and backgrounds. People who are able to work well with others have sought after attributes in an increasing globalization and evolving diverse workplace.
Essential Lessons for Building a Culture of Ownership, for Culture MechanicJoe Tye
This special report for subscribers of the Values Coach Culture Mechanic service summarizes some of the most important lessons we have learned about effective cultural transformation and for building a culture of ownership
We know that healthy, respectful, and trusting teacher-student relationships nearly double the rate at which a student can learn. While not measured in the same fashion, building rapport and trust among adults has been proven to garner powerful results in businesses and schools/systems alike, and is an essential component in creating a culture of achievement. Using the latest research, this session will identify ways to propel your school, district, or organization towards success by improving your trust and communication skills with your colleagues, direct reports, and supervisors.
Babele reinventing organizations through intrapreneurshipEmanuele Musa
Intrapreneurship is a major driver for accelerating culture change and organizational transformation. Intrapreneurs help develop the capability to capitalize on opportunities of change: developing a culture where risk-taking, acceptance of failure, and consequently, learning from it - are promoted.
The creation of intrapreneurship programs require a strong component of Human-centered design, so the program takes into account the needs and challenges of the different stakeholders involved.
Enjoy this deck if you want to learn more about the trends, pitfalls and best practices to foster intrapreneurship effectively in your organization.
For more info: www.babele.co
Technical skill is important but building great teams requires a lot more than that. This brief breakfast presentation for the Australian Institute of Credit Management shares some of our thoughts and ideas covered in our more extensive workshops
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
As the struggle to attract and retain employees intensified over the last few years the focus has shifted to the comprehensive benefits offering as a key differentiator for global companies.
This webinar deck will help you:
Gain insights into building your own global benefits strategy.
Find out what you need to consider before putting together a benefits strategy and how to ensure its success.
Learn from our global clients' experience of creating efficient global strategies.
National Agricultural Innovation Project (NAIP), ICAR and the International Food Policy Research Institute (IFPRI) organized a two day workshop on ‘Impact of capacity building programs under NAIP’ on June 6-7, 2014 at AP Shinde Auditorium, NASC Complex, Pusa, New Delhi. The main purpose of the workshop was to present and discuss the findings of the impact evaluation study on capacity building programs under NAIP by IFPRI. The scientists from ICAR and agricultural universities were sent abroad to receive training in specialized research techniques. Post-training, scientists were expected to work on collaborative projects within the ICAR, which would further enrich their knowledge and skills, expand their research network and stimulate them’ to improve their productivity, creativity and quality of their research. The ICAR commissioned with IFPRI (International Food Policy Research Institute) to undertake an evaluation of these capacity building programs under NAIP in July 2012. The workshop shared the findings on the impact of capacity building programs under NAIP and evolve strategies for future capacity building programs
Business Agility and Organisational LearningShoaib Shaukat
Many companies facing the dilemmas of business change, tries to adopt Agile methods and practices in order to achieve the benefits of Agile. However, all they end up with is the "Cargo Cult". This is due to their short term pursuit to achieve quick productivity gains to stem the delivery chaos which is inherent in a traditional delivery model. They fail to realise that any change effort has to start with people; as it is the culture that will determine the sustainability of the change.
In this presentation I will take you through the concepts of business agility and organisational learning and how a focus on culture can help the organisations to become more competitive overtime.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
4. A management process
• Accountability can’t be imposed
or forced
• It’s not enough to tell people
« be accountable ! » to obtain it
1-Accountability is a
management process and a
progressive change process
Accountable for what ?
5. Accountable for what ?
5
• Exactly as
we plan
•Results
•Process
•Costs
•Deadlines
•Anticipate
•Provide
•Analyse risks
•Plan
•Correct
•Communicate
•Report
•Improve
•Innovate and
change
Act Plan
DoCheck
6. On which activities people at work, feel usually the
most accountable (according to you) ?
6
Act
Plan
Do
Check
Why ?
Means ?
Competences ?
Motivation ?
7. But…at the same time…
Just think about all the things people are usually able to plan, do, check and
improve…in their private life.
Often with a high level of commitment and efficiency !
Wedding organisation
No right to error !
Children’s education
25 years at least !
Buying a house
30 years mortgage !
Hollidays that suit
everyone !
Every year !
Career management
Obstacle course
Hobbies
(Ours and children’s)
8. The Q question
Why are they less
accountable at work
than they are in their
private life ?
10. The management model we all have to stop
• Employees just do !
• Managers plan !
• Managers check !
• Managers say what is there to
correct or to be improved !
Command and
control
management
11. Because usually, when we assess and recognise their
contributions we systematically focuse on results
WE FOCUSE ON « DO »
People are practical, most commonly, they invest their energy
on activities their own evaluation is based on
Building accountable teams implies inevitably to change the
way we assess and recognise people at work
12. So…what can we do ?
6tracks to build autonomous and
accountable teams
14. Track 1: extend the perimeter of accountabilty
• Extend, enlarge the perimeter of individual or
collective accountability on : Planning, Checking
and Acting espacialy on ACTING
• Clarify what you expect from your collaborators
on each dimension
• Train them, if necessary
16. Track 2 : what is empowerment ?
• If you want accountable teams you must provide them with
the power to decide the best way to reach goals
• This is Empowerment
• It means : decision making at the point where action is
realised
• It implies to deconcentrate the power to decide
• The power to decide implies a commitment to report on
17. Track 2-building empowerment : 4 main steps
1. Building foundations
2. Deconcentrating progressively the power to
decide
3. Fostering collective training and support
4. Developing «Self-controlling» procedures
22. 22
• Being accountable means also : I’m
not waiting for somebody else to
control my work and results
• Train people to control and report by
themselves
• Educate people to present and speak
about their results and difficulties in
teams (not only during a personal
interview with their manager)
• Asset people on their « self-
controlling » capacities
4-develop « self-controlling procedures»
Are you waiting for
someone to check your
fridge before deciding to
go shopping ?
23. Significant effects of empowerment on
teams…
• Speed : when decisions are made at the level where action
is realised, it usually boosts team’s reactivity.
• Simplicity : operational teams will build more simple
organisations and processes than experts will probably do.
They usually go straight to the goal !
• Motivation and level of commitment : pride and self-
recognition are more powerful than manager’s recognition..
• Well-being at workplace: more autonomy, more confidence
25. Track 3 : Develop a real result-oriented culture
Manager : «I want you to set up the new process for Daily
Quality Meeting in all the workshops in the plant »
Employee : 3 month after : «100% of workshops are using the
new process now, big deal but successful ! »
Manager : «Great and what about the quality indicators, are
they getting better ? »
Employee : « Well, I don’t know, this is the plant manager’s
problem, just ask him ! »
A short story that shows that we all
contribute to develop a
Culture of “means” and “best efforts”, rather
than a real result-oriented culture.
Comitment
to results
and to
report
26. What does this little story inspires you about accountability ?
1. Unconsciously, we all encourage people to be accountable
much more on “means” than on “results”
2. Obtaining results is a collective affair
3. In real life, accountability is always shared
4. We are all interdependant !
Develop a real result-oriented culture
27. 3 levels of accountability
We are going to
deploy the new
procedure for daily
quality meetings
Qty
PM
1. Individual accountability. MY goals/success
2. Collective accountability. COLLECTIVE goals/success
3. Mutual accountability. OTHERS goals/success
28. 3 levels of accountability
We are going to
deploy the new
procedure for daily
quality meetings
Qty
PM
2 main consequences for managers : jumping from I to C
1. Jumping from Individual goals to Collective goals
2. Jumping from Individual recognition to Collective recognition
Better having non-heroic but solidary collaborators than heroic
and solitary collaborators
30. Track 4 : encourage innovation and risk-taking
• How to work in a complex and uncertain world ?
• The two temptations when we are facing risks
Total Rationality
Total Intuition/Emotion
Prediction
Improvisation
31. How to work in an uncertain world ?
• Rational long term predictions are no more reliable !
(who predicted Brexit in 2012 ?). Past is no more
predictive for the future.
• Searching to obtain the whole relevant and accurate
information, takes a lot of time and it changes very
rapidly
• Total intuitive/emotional way of acting is a «coin
flip » method
• No other way than Try and Test action method
(iterative and non-linear action methods) and Right to
fail.
32. Why do people usually hesitates to take
risks at work ?
1. Personality
2. Usually we don’t ask them to do so because of the
pressure for fast results (innovation takes time !)
3. People have no right to error or failure. Error and
failure are still considered as faults. Take risks but
don’t fail !
4. Risk-taking is not valorised in the end. Only final
results !
33. How do you see success ?
Michelin. TCT3. Séminaire 24/25/08
36. Track 5 : develop agility
36
The roadmap
says « straight
on » !
What should I do
?
What does the
roadmap say ?
So why do you
ask me what to
do ?
The story of 2 Guys in a car
37. 37
Have you ever seen a project that have been achieved
exactly as it was planed (I mean in real life ?)
We usually think that being accountable means : follow
and respect the plan !
It encourages people to be more accountable for the
means (respect the process), than for the results of the
process (over-responsability)
To achieve the goals, in a moving, turbulent and
uncertain world, most of the time it is necessary to :
• Adapt
• Adjust
• Change
• Be agile
Adaptation, adjustement, change and agility are
also part of my accountability
40. 40
• As managers, we should spend more time to :
1. explain the goals (vision, priorities),
2. check that people are engaged on the vision and…
3. let people find and decide together the right
process and control tools to achieve them.
• It implies trusting their capability and help them to
develop new skills :
How can a manager or an expert, who meets clients twice a year, be more
relevant in its decisions, than a team dealing 1000 times a week with
clients ?
redefine manager’s role