Insightful and open-minded, Stéphanie accompanies organizations in their cultural transformation to support innovation and business agility.
In a context of remote working (or mask-wearing), where the contact cannot be physical, where we lose a large part of the non-verbal information, it becomes more difficult to capture the emotions of the other, take the temperature of our teams and show empathy. The webcam limits our visual and
Since the first edition of my white paper about strategic mentoring in 2015, I have observed, designed and supported many mentoring programs. Organizations who had managed to incorporate mentoring as part of their culture seemed to have navigated the COVID-19 crisis much better than others. This second edition of the
Coming out of lockdown, continuing or not to remote work and (re)building team dynamics are bringing a new lot of unanticipated deep issues to address [https://innovation-copilots.ghost.io/the-pains-of-transformation/]. I’ve been hearing recently a lot of questions from managers about how to deal with people’s anger.
Nobody really talks about the pains of transformation. When speaking about change, leaders have a tendency to dangle the carrot of potential vague future benefits. We need to acknowledge the pains of transformation whether they are at the individual, team or organizational level, so that we can gather the courage
Since my TEDx talk in 2014 entitled “emotions at work,” I’ve been watching for signs of increasing levels of acceptance of emotions in the workplace. Emotions are a well-covered subject in sciences, and business sciences, by researchers and PhDs, but that doesn’t mean this is mainstream. After all,
The corona virus pandemic has and will continue to trigger our emotions. Mainly because it is a “life event” which encompasses three life challenging notions at the same time: our survival instinct, a sudden (sanitary, personal, professional, financial and societal) crisis, and a potential radical change in our way of
I’ve been observing for the past few months how company cultures have been either supporting or hindering the organisation’s ability to deal effectively with the radical change brought on by covid-19. The pressure exerted by our environment or new circumstances is highlighting the best and the worst in
I have heard many stories since the beginning of the lockdown period, about how people dealt more or less effectively, some with ease, some with pain, stress and high emotions. One of the aspects I have noticed was how differently introverts and extroverts handled the situation of lockdown and remote
In this 5th video in the #emotionsatwork series, I am sharing a simple technique to help you rewire your thinking, re-evaluate a situation and upgrade your response to emotional events, whilst staying authentic and true to your values. It is about embodying your values even in the midst of emotional
In this part 4 of #EmotionsAtWork video series, I am sharing a « method » or approach to identifying current emotional patterns in order to start building new ones. Creating emotional strategies allows you to start being unstuck in old ways of thinking and behaving. Would you want to feel frustrated and
When looking at dealing with emotions, ours and others’, it often feels overwhelming. Where do we start? How do we tackle it? And the many tools that are available [https://www.linkedin.com/posts/davidmcleanatgetkeepgrow_management-leadership-humanresources-activity-6648867285006118912-y1NM] may not always fit with who we are or our emotional development priorities. In
In troubled times, things and life don’t always make much sense. In order to bring you a humble speck of clarity about what you and others might be feeling, here is the second video in the #emotionsatwork series: the purpose of emotions. I’ve been sharing about this for