Made by AutentiCoach Partners

Marc DUFRAISSE - AutentiCoach Partner

We create spaces for the growth of people, teams and companies.

Tuesday, 14 July 2020

New Realities and tips for leaders of remote organizations



Up to some months ago most companies’ daily reality was about physically working in an office. In such “physical” work environments, even more with the so popular open space offices layouts, employees were visible to others during the most part of the working day. This made them very much aware that their behaviours and attitudes could always be possibly observed or evaluated. Depending on the companies’ cultures and rules you could find offices where employees spent more time pretending that they were working rather than doing so.
In that aspect working remotely changes the rules and is much more effective: you stop losing time and energy in pretending.


Nevertheless, when working remotely, even if you can control how and when you are visible to others, you cannot hide anymore. When having meetings, you cannot compensate your possible lack of competence or engagement with your communication and social skills. 
In the past employees could eventually hide and still be credible. It is not possible anymore.
Being involved is not enough. You must be engaged, active and performing.


What is the consequence for leaders? 
Ambiguity is no longer possible. Working remotely means you need to be much more precise and clearer about information, assignments and support. You cannot take anything for granted. You need to make sure people are aligned and committed. Communication and proactivity are key.


The other challenge is to remotely keep the team together. How can you do that? 
You need to create spaces for people to interact as a team and one to one…but always keeping momentum, avoiding everlasting virtual meetings that kill the energy and the connection. 


Finally, the main difficulty leaders are facing today is managing fear and uncertainty. The confinement restrictions were lived very differently by each one of your collaborators and the levels of stress and insecurity can be very different but also very high for everyone.


We are in the middle of a profound crisis in which we will need to invent new ways of connecting with our teams, but also face and manage the way we confront and handle ourselves these situations. More than ever our ability to have empathy, be present, close and supportive with our team members, our capacity to really listen and understand where they are, and the way we will support them will be key to our team’s future successes.

How do you manage this yourself?

Monday, 20 April 2020

Accessing the Wisdom of Life

As individuals we create our own understanding of the world, our own reasoning. Since we were born we have shaped our perception of reality, our understanding of what surrounds us. Our minds have given meaning to what happens to us, to what we see and feel.

This is how our beliefs, our realities, our certainties are forged.

We do not see the world as it is,
we see the world as we are

Until the day we stumble, fall, fail.
Our reality no longer provides us with answers, our logic no longer works... We can feel confused, disoriented, lost...

Then we have to question ourselves, to adapt to these new realities that we discover. ... maybe to open up to new areas that we didn't even know existed.

Life ends up pushing you to the limits of your understanding, disorienting you.

It leads you to fail, to doubt, to let go, to fall... and to get up again.

These moments of doubt, of confusion, are challenging. They paralyze you up to the moment they open you up to new knowledge, new areas, new challenges...

In order to know you better.
To make you better.
More authentic.
Wiser.
To be more coherent, more focused, more productive.

To take the right path, to be the leader of your life.


Do you take advantage of these moments of doubt and confusion to grow?

Monday, 23 March 2020

Isn’t this what we just needed?



There is a quote that says that life brings us the experiences that we need for us to grow. That there are no coincidences, nothing occurs by chance.

In some ways this crisis we are going through is no coincidence.

The past financial crisis had taught us to fight more to survive, be active, persevere, be resilient in always reinventing yourself to survive economically and socially.

This one is about stopping. Stopping and being able to slow down, breathe, reinvent the way we relate to others and go on with our work, with our careers.

There is a message for this world, for institutions and companies. There is a message for us. 

To go back to essentials, to yourself, your life, your priorities, your real ambitions and desires.

These times allow us to rediscover who we are and what surrarrounds us, to become aware of our ability to adapt, to learn and to change our daily routines. This a time to become more curious about new things, to learn and test new things, new habits.

It is a luxury to be able to go on at your own rythm, your own pace. Have you managed to slow down?  

What are these moments showing you? What are they reveiling about yourself?

Wednesday, 26 February 2020

Addicted to winning


We're addicted to winning.

And when something is resisting us, when we make mistakes and/or fail, it fills us with sadness, discouragement, anger... We lose our confidence in ourselves, our self-esteem. We suffer from it...

What is winning?

It is about feeding our competitiveness, our ego, it is about competing... If we win, it means others lose... others who have not been as "good" as us...
What is winning? 
It is about feeding our ego. It's creating this illusion of being a superhero, of being a superman or a superwoman...

Winning and being successful are the illusion of having arrived, of having succeeded... and now what? Has time stopped? That's it, we've done it, we are done... Are you sure? What have we achieved? Does it make sense?

For me, our frustration, our continuous sabotage comes from these ideas, from these expectations ...of winning, of triumphing...

We cling to these goals, to these clichés, to these chimeras in desperation, without connecting to what we really want deep down. .. we delude ourselves into possessing, into having ... instead of being ...

Far from the stereotypes, deep inside you ... what is / what would it be for you to win? ... what would it look like to win?...

And if happiness was not in either of these... neither in winning nor in triumphing...
And if it was in letting go, letting go of these chimeras and ridiculous but crushing expectations and focus on your own, on what's really important to you... 
...Maybe this would be triumphant... Don't you think?

What's important to you? What is it for you to succeed?

Tuesday, 26 November 2019

Leadership is about Context & Connection

Companies strive to create accountability, ownership and leadership at all levels...


There is a perception that there are people who decide and others that execute... Relationships tend to be unbalanced, communications mainly one way... Connection between deciders and doers is low...


With what consequences?


Collaborators have low levels of motivation, commitment and engagement. Quality and service standards are average. In difficult economical environments levels of tension and stress build up and paralyse teams further more...


In reality neither the managers nor the collaborators feel happy about the situation...
The former don’t feel confident and trusting with their teams and people.
The latter don’t feel listened to nor taken into account and develop automated and routine attitudes.


Well. You know what: This could change!


Leadership is about creating the Connection and Context that enable change and that deliver performance. 
A level of Connection that enhances open and closer communications and develops intimacy, credibility, relationships, trust.
A Context that is open, not judgemental and inspiring and that makes it possible to negotiate alliances with collaborators and teams with a shared commitment on common objectives.

Context & Connection.


Work on these two key drivers and you will create the team engagement and support you've always dreamt of!


The dream team at an arm’s reach! Think about it!


Any thoughts?

Los jugadores de rugby

Friday, 8 November 2019

Conflicts : Should we accept them or ban them ?

Are conflicts useful?


Do conflicts in a company emphasize its dynamism or its disorganization ?

Should managers accept or ban conflicts?


Behind conflict there are unidentified, unaddressed needs... there are perspectives and views that have not yet been taken into account.

Beyond conflict there possibly are new ideas for improvement, new business opportunities or areas for the organization's development.

Conflict is a proof that there is motivation, commitment, dynamism.

The problem is that conflictive situations appeal to emotions . They are uncomfortable. They create tension. They are therefore difficult to handle.

They push people into uncertainty, into danger. They generate adrenaline, create urgency, connect us with our most animal side, with stress, possibly pushing us towards paralysis, aggression or flight.

They bring out our emotions, our vulnerability, our fragility.

At the same time a conflict is the evidence that this is important, that this is serious. That this is worth fighting for.

A company without conflict is a dormant, somnolent, numb company.

Are there conflicts in your business?

Do you handle them? Do you avoid them?
How do you feel about them?

Take advantage of conflicts. Learn to manage them and you'll get extraordinary results.

To achieve this, create a different context, which takes height, gives meaning, connects with the mission of the organization, the vision of the business.

What do you think?

Friday, 13 September 2019

#Leadership : Are you in a Demanding or in a Forgiving #CorporateCulture?

In most companies the challenges are so high in terms of competitiveness and profitability that they can affect the levels of confidence and efficiency of collaborators.

It is when companies need the most to be able to fight or innovate that the context encourages collaborators to be cautious and conservative in their attitudes.

All companies have systems that deal with objectives, duty, commitment ... and punishment ... In trying to organize and systematize procedures, they kill diversity and individuality, they muzzle initiative and innovation.

A powerful management value can balance the situation: the ability to forgive.

Forgiveness is not that present in companies because success is an obligation, a requirement. Success is not negotiable. Accepting forgiveness would open the door to error, to failure. Unacceptable!

The ability to forgive is the foundation of trust. And growth!
Forgiving mistakes or failures gives the opportunity to learn in order to improve, to miss in order to succeed.

The best professionals are not those who never make mistakes. They are those who fail and learn their lessons.

Do you give your team a chance?
Do you create an environment of trust that allows novelty, difference?
Can you forgive?

Wednesday, 12 June 2019

Leadership: make an opinion, not a judgment.


Society brings us to judging everything. Every detail, every posture, appearances, expressions can be interpreted and used in favour or against.
The criteria are infinite. Appearance, fashion, external signs of wealth, everything is perceived, observed, dissected, used...
Used to go down the fast lane towards express and limiting judgments that enclose, that limit communication and relationships to pre-established frameworks.  
We catalogue people... do not try to know more... We are no longer curious or really open for more.
We judge with few elements and no longer have neither openness nor curiosity for more. 

This mechanism is human. We cannot avoid interpreting, thinking, simplifying, making an opinion... But let us avoid judging.
Yes. let's have an opinion. We need and have the right to have and give our opinion... but let's not judge, let's not close ourselves up, let's not emprison ourselves. 
Give your opinion and be open to others. Open yourself to what you don't know, to what you don't know you don't know...

Judging speaks of you, not of the other.

To judge can be to despise, to put oneself on top of the other. It is assuming that you have the truth...the only truth.
It's closing yourself off from other ways of thinking, of living, of understanding. It is about denying diversity, differences....
Only differences enrich, not similarities...
To judge members of your team is to see them with their shortcomings, not with their wealth. It's taking away their potential. 

To express an opinion is to express yourself, to be assertive, courageous, open to debate, it is to build in order to achieve results. 
Speaking out your opinion is sharing in order to understand, give feedback, challenge, accompany and help your team to reach their potential.

Speak up and don't judge. Accept, enrich yourself with diversity.
What do you think?

Are you making an opinion or a judgment?

Friday, 10 May 2019

How to handle conflictive negotiations?

Effective negotiations occur when both parties are able to look at the problem from all possible angles to be open, flexible and creative when building a
solution.

Sometimes the problem is so important, what is at stake is so great that without noticing it people slowly become part of the problem.

When you are the problem, how you want to step back, not get caught , vary perspectives to propose options .... No way!

You are stuck on the issue ... you feel bad ... you take it personally ... you do not flow .

What is the problem? What do you want? What are you looking for?
Are you willing to be flexible , to listen, interact , build a solution with the other?
Or are you tense , rigid , pissed off, overwhelmed, angry...
Are you able to look at the issue with all its components,  all its potential benefits , all its possible limitations?

Breathe.
Put aside the labels, judgments.
See the other part as able, human, responsible.
Work on your flexibility, on your curiosity with the other.
Be aware of what is happening, of their body language, of what is said or untold.
Open yourself , go beyond appearances , be curious, listen ...
Free yourself , be creative, agile. Dance with the moment.
Do not block yourself emotionally.
Lead the negotiation , drive the conversation , manage the relationship with intuition and expertise .... The results depend on it.

Are you part of the problem or are you ready to co - construct a solution?

Thursday, 14 February 2019

From top performer to average leader


Developing and promoting top performers is key. It enhances employee loyalty, increases the chances of keeping high potentials in house and contributes to building a performance and trust driven company culture.
Surpringly it also has many possible drawbacks.
The first is taking away top contributors from their Expertise, where they create most value to the business.
The second is that what makes collaborators be high performers can often be what makes them be mediocre managers, unaware of the Process of managing teams.
The third is that as a consequence the company culture may be damaged by unadapted Leadership styles.


  1. Expertise
When your way of doing things works it's great.
You've been reviewing and improving it for many years to make it effective..
But don't transform it in THE one and only WAY of doing things.
When you get to manage, take a step back and support your team members in finding their own way to outperform.

  1. Process
Leadership is not only about being an expert in your field, on the area, on the content. It can help but it can also sabotage you.
Leadership is about process, about creating and maintaining the most adequate context for the team to be inspired, motivated, challenged and for them to overdeliver.
Don’t struggle to be right. Fight for results.

  1. Leadership
Give your team what they need. A safe but challenging environment where they can express themselves, help them find their way of doing things, learn and improve.
Enhance team spirit and values.

Promote discipline

Share and work closely
Adapt to each team member.

Management and Leadership are not innate.
Give your management team the means to learn to become authentic leaders.

Monday, 28 January 2019

Wisdom


He who knows others is wise,

He who knows himself is enlightened,



He who defeats others is strong,

He who defeats himself is powerful,


He who knows joy is rich,

He who preserves his way is determined.


Be humble, and you will remain entire,

Bend over, and you'll stand up straight,


Empty yourself, and you'll stay filled up, 

Wear yourself out, and you'll stay new.

The wise do not exhibit themselves, and so they shine,

They do not make themselves noticeable, and that is why they are noticed,

They are not praised, and that's why they have merit,

And because they' re not competing, no one in the world
can compete with them.

Lao Tse


Wednesday, 28 November 2018

Don't let yourself be impressed


Don't let yourself be impressed by: 

Money, academic degrees, followers, appearances, clothing possessions. 


You should be impressed when you see: 

Generosity, integrity, nobility, humility, simplicity, kindness, compassion, authenticity. 



By: Juan Arévalo

Wednesday, 26 September 2018

Do you feel secure as a leader?


Take it easy!
Trying too hard produces unexpected results:
  • ·         The flashy leader lacks stability
  • ·         Trying to rush things gets you nowhere
  • ·         Trying to appear brilliant is not enlightened
  • ·         Insecure leaders try to promote themselves
  • ·         Impotent leaders capitalize on their position
  • ·         It is not easy to point how holy you are.

All these behaviours come from insecurity. They feed insecurity. None of them helps the work. None contributes to the leader’s health.
The leader who knows how things happen does not do these things.

Consider:
When you think you are so good, what are you comparing yourself with?  God?Or your own insecurities?
Do you want fame? Fame will complicate your life and compromise simplicity in your comings and goings.
Is it money? The effort of trying to get rich will steal your time.

Any form of egocentricity, of selfishness, obscures your deeper self and blinds you to how things happen.

Lao Tzu


Tuesday, 14 August 2018

Competitive or Supportive?

Do you Compete or do you Share?

Divide or unite? 


Feel different and disregarding with others, not wanting to know about them....
 ...o...
Respect the difference, seeking what the other person brings, enriching his or her approach, his or her original contribution.

Are you competitive, seeking to be more efficient, productive, valuable than the other....
 ...o...
Or generous, supporting the other, learning from them and looking for a win win collaboration.

Are you more in scarcity, contempt, distrust, individualism....
...o...
Or in abundance, in humility, in support, in the collective.

What's more natural to you?
Where do you feel most comfortable?

Divide or reunite?
Compete or share?
Criticize or trust?
Separate or join?

Wednesday, 21 February 2018

What if we became human again?


If in the interviews or meetings, we would leave our busy agendas, our ambitious goals, our invasive mobile devices, to be in the moment, listening to people, their feelings, opinions, desires, realities, ambitions....

If, in management relations, we moved from authority, from management through coercion, pressure, fear, to the establishment of individual, adult, open alliances, accepting the diversity and originality of each individual.

If in social relations, we moved from segregation, power relations, labelling, gossip, ... to tolerance, openness, curiosity and interest in others, in their dreams, ambitions, their richness... and difficulties.

If in our lives we moved from scarcity to abundance, from greed to generosity, from competition to collaboration.

If we decided to focus, to know ourselves, to build ourselves from within to give the best of us.

If we learned to listen, to create contexts for genuine exchange, to set up collaborations, to build, to move forward, to progress.

If we stopped being sheep to become lions, soldiers to be actors, resources to be leaders.
Leaders of our lives and dreams

If we respected our values, our ideas, our principles, our true desires?
And be authentic again...

What would happen then?

Tuesday, 2 January 2018

Happy 2018!

Beyond Appearances and Judgments.

Beyond Reasonings and Reason.


Your truth is beyond that. 

It is in you, in your body, in your feelings, in your life,

 in your ability to let go and dare.



I wish you 


that 2018 brings you happiness and growth, 
with challenges and successes that will allow you to find


 Pleasure, Serenity, Fulfillment.



Happy 2018!