Posts

CSR – A Channel for Employee Wellbeing?

Uncertainty can wreck havoc in any change situation, because people like to know “where they are at”. The more unanswered questions there are, the more tense the situation becomes. This is when CSR comes into play.

Digital Literacy for Everyone!

Digitalisation has been a huge talking point over the past couple of years and has become even more meaningful since the rise of the COVID-19 pandemic. Remote work, home schooling and communicating at a distance have all played a major role in limiting social interactions to a minimum as means of preventing the virus from bringing down our health care systems.

Are You Mindful or Mind Full?

Mindfulness at work is about creating an awareness that helps you to accomplish more within a shorter time. It helps you to become more present and attentive which again helps you engage with your team and work at a deeper level.

Adapting a CSR Strategy to a Remote Context

No one likes change, but we cannot survive without it! By adapting our CSR strategy to meet today’s challenges, we hope to create a lasting impression on our team and really enhance their sense of belonging and identification. Let’s take you through our process to a “remote CSR strategy”.

Motivating your people

Tout se monnaye. En particulier la rareté. C’est le cas de l’attention consacrée à l’information. Or, l’un des enjeux de la conduite du changement implique la bonne compréhension des enjeux, de la raison d’être du projet de Change et ses modalités. Comment faire vivre ce changement en captant les 12 minutes de temps d’attention* que vos équipes peuvent accorder à votre organisation ? Votre arme fatale : la communication visuelle.

La gestion du changement, c’est quoi?

Dans un monde en perpétuel changement, on est de plus en plus conscient que la seule façon de s’ajuster en permanence à l’environnement est de développer sa capacité à changer, d’être capable de tirer des leçons de ses erreurs et de savoir se remettre en question.
Le changement est induit à partir du moment où il existe un décalage entre l’état actuel d’une situation et celle que l’on souhaiterait voir dans l’entreprise, l’état futur.
Différentes raisons peuvent pousser au changement :

Votre entreprise vous donne-t-elle le droit à l’erreur : découvrez la « No Blame Culture »

Tout se monnaye. En particulier la rareté. C’est le cas de l’attention consacrée à l’information. Or, l’un des enjeux de la conduite du changement implique la bonne compréhension des enjeux, de la raison d’être du projet de Change et ses modalités. Comment faire vivre ce changement en captant les 12 minutes de temps d’attention* que vos équipes peuvent accorder à votre organisation ? Votre arme fatale : la communication visuelle.

[21/10/20] Webinar BrainBreakfast : La gestion du changement, c’est quoi ?

MindForest est heureux de vous inviter à son BrainBreakfast virtuel « Votre organisation vous donne t-elle le droit à l’erreur ? Découvrez la « no blame culture » » qui aura lieu le mercredi 07 octobre 2020 de 9h00 à 10h00 en ligne !

[07/10/20] Webinar BrainBreakfast : Votre organisation vous donne-t-elle le droit à l’erreur ? Découvrez la « no blame culture »

MindForest est heureux de vous inviter à son BrainBreakfast virtuel « Votre organisation vous donne-t-elle le droit à l’erreur ? Découvrez la « no blame culture » » qui aura lieu le mercredi 07 octobre 2020 de 9h00 à 10h00 en ligne !

When did the way we communicate change?

Several months ago, when companies were thrust into lockdown at relatively short notice there was just enough time to get equipment sorted. Then the next important challenge to tackle was to ensure that everyone had access to some form of central data base, once these considerations had been taken into account, everyone concentrated on “getting the job done”. As no one knew how long this would continue for, there did not seem to be any need to start (re)defining communication strategies. As a result, many companies experienced the rise of usage of a multitude of communication channels both internally and externally. At internal level, staff resorted to methods they already knew, for example by creating WhatsApp groups, Slack channels or even in some cases Facebook groups. They needed to find a quick, efficient way of keeping in touch with colleagues. At an external level, some companies were sufficiently agile to be able to adapt to virtual methods, quickly setting up webinars to stay in touch with their client base and publishing online newsletters to share expertise and maintain interest in their products and services. Others were not able to follow suit, as their staff or internal structures were quite simply not able to adapt so quickly – and anyway “it would only be temporary…. soon everything will be back to normal”…. Several months later, most of us are still not able to attribute a clear definition to what is “normal”, but we have all come to appreciate that it definitely is not the same as it used to be. There is much talk about the “new normal” and this needs to be taken into account with respect to communication, just as is the case for personnel questions and company strategy.