How to support your managers so that they become agile?

“Disruption”: among our customers, this word is on everyone's lips, and with good reason: all industries and their business models are in the throes of change!

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Whether in retail, transport, hotel/catering or even banking, customers consume in a radically different way, and new disruptive players such as startups “attack” these sectors by offering highly efficient and very agile solutions.
Not to mention the other factors that are accelerating this disruption: the arrival of Artificial Intelligence, Data Management, the arrival of Fintechs, cryptocurrencies etc...

This requires all actors to undergo a profound change in their organization and their management methods, which requires a real awareness of the paradigm change that is currently taking place.

Indeed, we can see a kind of new 'illiteracy' even within populations of highly experienced employees or managers, who do not see, do not understand, or do not take the time to learn to manage in this new environment.

Alongside a system that is transforming business models, organizations, organizations, technologies and customer offerings, the critical question facing ALL BUSINESSES is:

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HOW TO MANAGE AND COOPERATE IN A WAY THAT IS PERFECTLY ADAPTED TO THIS NEW ENVIRONMENT?

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Managing in this new environment is:

• Learning to learn all the time
• Equal manager to make employees co-responsible
• Generate the desire and commitment to dare, take risks, move towards new ways of doing things
• Stimulate innovation
• Focus completely on the customer
• Seek well-being and commitment at work.

So they are big changes and challenges What do managers have to accept to change the paradigm:

• From the manager knowing to learning manager
• From the controlling manager to the facilitating manager
• From the manager who is in control to Manager who dares
• Of the authoritarian manager or joint manager
• From the “serious” manager to enthusiastic and meaningful manager
• From the lesson-giving manager to manager “mentor” giving a lot of feedback and helping the development of employees
• From the “three-year plan” manager to the “agile” manager
• From the manager “who wants to win by himself” to the “collaborative” manager, that creates a cohesive team and makes teams work together.
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Many companies are currently reviewing their management model and are starting to work with consultants, coaches, trainers, some of them with a frenzy bordering on surrealism.
Sometimes we hear, for example, “Can you transform our managers for us with a half-day of workshops?” ”

As if a few hours in “coaching” mode could erase years of managerial habits in one go!

Entire populations of leaders, senior managers, and managers need to embrace an uncomfortable but exciting new era:

THE AGE OF LIFELONG LEARNING.

Indeed, it is only by offering themselves periods of discovery, learning, sharing, sharing, visits, exchanges with multiple actors that they will be able to constantly adapt to the changes that shape their market and their offers differently.

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HOW DO YOU TRANSFORM YOUR MANAGERS INTO AGILE MANAGERS?

By offering them a program of discovery and lifelong learning.

This program should be coherent and oriented around a few key skills and values, the basis of this managerial transformation.

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1 - Define precisely the new values and skills expected of managers

Using various tools, Talentis helps you co-build your new skills framework, by translating some key competencies into observable behaviors.

Based on the new principles and values, the ideal is to align these new skills and positions with the strategic challenges of the company.

This framework should be limited to 8 to 9 competencies and around 50 observable behaviors that reflect an alignment with new key values.

The objective is to measure today's skills and managerial postures in order to map the strengths and difficulties of managers.

The competency framework for the agile manager, the leader of the future desired by the company is worked with a small project group in charge of transformation within the company.
Thus, the questionnaire is based on the values, qualities and specific culture of the group.

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2 - Measure the gap between the present situation and the desired situation

Managers self-assess or carry out a 360° (questionnaire administered to employees, which focuses on the skills of their manager) in order to take stock of their strengths and their points of vigilance.

360° acts from the start, in a very effective way on raising awareness of management changes.

It allows both a precise mapping of managerial skills and a real pedagogy on the new skills expected (10 people respond on average for each manager, which makes 100 people think for 10 managers and 1000 people for 100 managers!!!).

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3 - Sharing results with managers

CREATE A SENSE OF URGENCY -
To create a real sense of urgency and start a change process, we propose to organize a very authentic sharing session with the managers concerned by the changes.

BECOME AWARE OF THE IMPERATIVE CHANGE -
During this session, we seek to generate real awareness that concerns both business issues, management challenges, and employee issues.

INSPIRE -
For example, get testimonies from managers who have already successfully transformed, startups who explain their solutions, young talents who explain how they manage in an agile way, etc.

It is then important to have teams co-created around the company's new values and associated skills. Put managers in cooperative intelligence in order to have them co-create, discuss, exchange, share.

COACH —
With the support of coaches, managers receive feedback on their individual postures and modes of cooperation.
This “challenging” and benevolent feedback is thus the basis for transformation action plans. They can be done individually or in a team.

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The feedbacks

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4 - Building a management support plan: an engaging and learning experience

To be aligned with the subject of the Agile Manager, or Entrepreneur Leader, or Data Leader, regardless of the new manager defined by the organization, the experience lived by managers in their transformation process must be itself

AGILE - INNOVATIVE - EXCITING

Talentis builds with you a LEARNING FOR DEVELOPMENT cycle around various complementary moments, over a period of several months, in order to ensure lasting changes. (No! You can't transform your managers in a few hours!)

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EXAMPLES OF HIGHLIGHTS OF THE COURSE

• Leadership Expedition: to be inspired by visits, testimonies, to discover new ways of working and cooperating, to leave your comfort zone...

• Workshops or experiential workshops combining practical cases (jobs/business) with new managerial postures that managers must adopt: The art of feedback, intelligent meetings, the commitment and motivation of employees, the entrepreneurial spirit on a daily basis, learning to learn, etc...

• Collective intelligence sessions to experience or learn the fundamentals of practices: Design Thinking, modern authority...

• Short webinars (one hour maximum) on very specific themes to delve into a specific subject, stimulate a new subject, make you want to take an interest in new concepts and disciplines.

• Practice exchange groups who meet every quarter to discuss honestly their new lives as managers.

• Double/reverse mentoring to exchange seniors and juniors around new ways of working in this new context. These reverse mentoring sessions can be strongly targeted at 'innovation' or 'customer' or 'cooperation' depending on the company's choices.

• Pure and hard formations (and yes, going back to school is sometimes useful!) : for example coding, building a road map, using social networks for business...

• Individual coaching for managers who want it, to support collective transformation and to support everyone in the personal reflection of the changes to be implemented.

• Support from the management team as for the aspects of implementing these new forms of management for themselves, communication and alignment around language elements, measuring progress regularly with them.

All of these modalities are not all used on the same program, but for effective and real change, we encourage the variety of modalities and long-term support.

Reflecting the effectiveness of coaching, which is based on the power of experimentation, feedback, change plans, implementations and change measures, these programs are built by Talentis in a pure group coaching pedagogy.

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TALENTIS NOT ONLY COACHES MANAGERS BUT ALSO ADVISES ON THE METHODS TO BE IMPLEMENTED TO ANCHOR LEARNING.

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A change in management culture takes between 3 and 5 years, provided that the following conditions are met:

• A sense of urgency aligned around business issues, customers, employees
• A strong commitment from management and all company entities, true sponsors of the change program
• A team of directors and senior managers that directly lead by example by quickly applying these new forms of management
• A solid device, over time, with regular measurement of changes and effects in daily life (business, customers, employees)
• Care in the form of individual and collective support, driven by values of benevolence and constructive challenge (absence of “scapegoat”)

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The transformation of managerial culture towards an agile manager, an entrepreneurial leader who shapes his ways of managing at the pace of economic, technological and sociological developments, requires:

A courageous approach to working on yourself, your ways of being, sharing, cooperating, and saying things.

Far from being a simple training challenge, it is a collective dynamic of change, towards values of:

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CURIOSITY

AUDACITY

PARITY

CO-RESPONSIBILITY

TRUST

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TRANSFORM YOUR MANAGERS INTO AGILE MANAGERS:

Leadership seminars:

Make your seminars and conventions real collaborator experiences. Inject more fun and conviviality into your events and offer your talents more workshops and inspiring keynote speakers!

Learn more >>

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Individual coaching:

Allow your managers and managers to take a step back from their managerial practices and work on their areas of improvement in person with the help of a Talentis Executive Coach.

Learn more >>

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Online coaching:

With Click & Coach, an online business coaching platform, coaching by coach becomes more accessible and flexible. The managers and directors of your organization can choose their coaching theme themselves and their coaches for tailor-made sessions.

Learn more >>