Insightful and open-minded, Stéphanie accompanies organizations in their cultural transformation to support innovation and business agility.
When I deal with leaders considering new strategic options for the future of their organization, they very often stay cautious and declare “the market is not ready”. Well, there is an expression in English that says “the eyes are the windows of the soul”. But it works both ways: when
Since 2014 I’ve been working with Worldline [https://worldline.com/] on designing, implementing and supporting two mentoring programs (traditional and reverse). They clearly support their growth and transformation strategies which need a good attraction, development, and retention of talents as well as a capacity to rely on and learn
It is key to understand what type of entrepreneur an incubator is supporting in order to cater to their specific needs. Do they need to develop their awareness of opportunities or their capacity to engage with the right ecosystem? The profiles are based on three key families of behaviours which
To foster innovation in large corporations, several key and « difficult to get » ingredients need to be gathered: creativity, market awareness and risk mindset whilst being reassuring to existing customers with a solid, efficient structure. Mentoring for innovation not only requires being great at what you are doing but also having
At the end of last year, Expectra interviewed me to include my expert opinion about HR and innovation in their monthly debate [http://www.leblogexpectra.fr/13793_13793.html]. They asked the question “Innovation in the business: Do HR have to be involved?” [http://www.leblogexpectra.fr/13793_13793.html]
Should Mentors of Entrepreneurs be Trained or their Experience is Enough? [https://www.slideshare.net/merkapt/should-mentors-of-entrepreneurs-be-trained-or-their-experience-is-enough] from INNOVATION COPILOTS [https://www.slideshare.net/merkapt]
Forget all your romantic ideas about what a good entrepreneurial mentor is: experienced in entrepreneurship, he/she has started several companies in his/her lifetime, has failed a couple of times and learned from it and succeeded enough time to still be active now. He has mentored several startupers so
In a world where we encourage would-be entrepreneurs to create their own business, to be innovative and create new markets; intrapreneurs to take risks, save the large multinationals with disruptive projects… we expect people to be fearless, to embrace risks, take leaps of faith and go into the unknown. But
Many people and companies wish to innovate to survive in our fast-evolving world. Often enough the problem is how do we start, where can we get inspiration, what can drive our innovation, entrepreneurial or intrapreneurial spirit. Of course, there is not just one answer to these questions. But one angle
Advanced
So you’ve started a mentoring programme and managed to create some mentor-mentee pairs… After a few months, you notice that some pairs are ok, some others or even many others are not seeing each other regularly, or even haven’t gone passed the first meeting. It may be a
On this international Women’s Day, the debates, the initiatives and questions are rekindled about the place of women in the world and in organisations. I’m surprised, angry and sad that organisations are still trying to answer the wrong question: how do we get more women in top positions?
For some years now, the practice of “reverse mentoring” – digital natives/juniors mentoring seniors – has been deployed in some large corporations with the aim of getting senior employees and managers up to speed with the digital age. The term "reverse mentoring" has been created to distinguish itself from