Having authority, being heard and followed, inspiring obedience... a comfort that we would sometimes dream of making permanent, well-established, even indestructible. But we also know that authority is volatile and requires our constant vigilance!
Duration: 15 mn

It is generally not difficult to determine that an objective has not been met. But the reasons for which it is not are subject to greater debate, and even to claims of helplessness by your co-worker: "I didn't have the means at my disposal." How can you bring forth a more empowered vision of the situation?
Duration: 15 mn

A team's energy, and its focus on the objectives to be reached, naturally fluctuate and are subject to multiple influences. Hence the vigilance that a manager must maintain in order to identify warning signs early on, and intervene to renew the team's motivation.
Duration: 15 mn

Perseverance is not always a virtue. It sometimes leads us to continue doing things which do not actually work... in the hope that our efforts will wind up bearing fruit in the end. But since this is not always the case, how can you change approach before wearing out?
Duration: 15 mn

We generally try to avoid tensions and conflict... which is quite natural because facing these often requires energy, self-mastery, time spent - and we don't always feel up to it. However, the tricks we use to avoid confrontation are far from being able to guarantee peace!
Duration: 15 mn

"I've asked him for it 10 times..." "she doesn't follow the rules"...A manager's life is punctuated by conflicts that prevent us from advancing as planned. And so sometimes, when dialogue and explanations have not produced the desired effect, reframing becomes essential.
Duration: 15 mn

To decide, from the Latin dēcīdere, derives from dē ("down from") and caedō ("to cut"). At first glance not very promising for those who seek to unify and to conciliate. However to decide is also to prompt new movement...
Duration: 15 mn

Deciding under external pressure, is that really deciding? Or is it just to submit to the choices of others? This is really the problem: how to rapidly take into account the constraints of the context without losing our freedom to decide.
Duration: 15 mn

It is impossible to escape remarks and criticism, from internal and external sources... but how to react when they target one of your co-workers or the whole team? How do you offer support, accompanied by fairness and discernment?
Duration: 15 mn

That which is latent is not yet clearly manifested. Applied to conflict, the term evokes the idea of a time bomb! The conflict is certainly there but hasn't burst forth yet. How to intervene, if possible, to restrain the explosion or the blockage?
Duration: 15 mn

A team member has reached their annual objectives. However, they haven't been given a personal increase. How do you communicate this decision? Difficult task that means the manager has to use determination and flexibility.
Duration: 15 mn

Is it possible to manage well without examining what we do? Is the feedback of our co-workers a tool for self-management? If so, how to make it consistent and stimulating?
Duration: 15 mn

Having an opinion different from that of the group is rarely comfortable and often creates a dilemma: to express it at the risk of isolating yourself or even getting into conflict, or remaining silent and abandoning your point of view. However, there is also a third avenue to be explored...
Duration: 15 mn

Life in an enterprise - like life in general - is punctuated by events that cause it to advance, fluctuate, bounce back, and sometimes to collapse. Nothing guarantees that our future will be the one that we expect. How to react when uncertainty becomes fear, or even distress?
Duration: 15 mn

The workload never stops growing... and sources of "distraction" as well! Every day we are assailed by many solicitations (emails and instant messages, invitations...) and it is not easy to resist, to stay focused on the task at hand or to say no to intrusions on our schedule. However, without a clear focus on our priorities, we lose our efficiency but become exhausted intellectually and socially!
Duration: 15 mn

How do you change course when an entire team is already moving in one direction? The decision to change is generally made at the top of the enterprise and requires not only that managers accept it but also that they re-mobilize their teams along a new track. A real challenge, sometimes!
Duration: 15 mn

We sometimes imagine the manager as some sort of superman. He should be optimistic, resistant, enthusiastic … in short, not really human! As if, to deserve the role, he has had to erase the highs and the lows of his moods. But is that really to be encouraged, or even, possible?
Duration: 15 mn

Work carries with it expectations and hopes; it is a realm where values clash, and it exposes us sometimes to dissatisfaction, disappointment, even anger... becoming in this way a realm of conflict. A realm of constant movement in which the manager must nonetheless find a way to orient himself, at least temporarily.
Duration: 15 mn

Maintaining your role as the organizer of a meeting sometimes requires you to define clearly your position in the face of a strong and "attractive" personality. Clearly but gracefully, so that affirmation does not become opposition!
Duration: 15 mn

It's difficult to keep a meeting on track when certain participants seem disengaged and are talking between themselves... difficult especially to resist the temptation just to say "shut up!" and instead affirm your position of leadership firmly but gracefully!
Duration: 15 mn

Duration: 15 mn

The team is griping about almost everything! For the manager, it is not easy to overcome his own discouragement or annoyance in order to continue moving forward and to transform the complaints into useful remarks.
Duration: 15 mn

A particularly effective or talented co-worker is generally one of those whom we would wish to hold on to -- and also one of those who quickly exhausts his job description, who wants to learn, to develop, who expects "more". But "more" of what exactly?
Duration: 15 mn

Retention of information, cutting remarks, silences, tensions either openly or below the surface... It is difficult to manage when the workplace atmosphere itself breeds mistrust! How then do you intervene without further poisoning an already explosive situation?
Duration: 15 mn

"Problem"... the word that no one wants to hear: "If you go to see your boss, bring him solutions, not problems!" In this way, having a problem without a solution (otherwise, would it still be a problem?) becomes a failure to work autonomously. The question remains unchanged: how to share a problem with your manager without hurting your professional image?
Duration: 15 mn

Other people's expressions of emotion sometimes put us ill at ease. It can be difficult to find the "right" distance! How to show one's attention, with delicacy?

Duration: 15 mn

How to react in front of a co-worker who is in a situation of stress or even panic? We would like to relieve the pressure so that they can calm back down a bit, help them to organize themselves or set up ways of handling things that are better suited to what the context demands. But it's not always so simple...
Duration: 15 mn

To refuse a request while expressing yourself clearly, with confidence, is more a matter of learning and experience than it is a natural ability. We often think we have said no... because we didn’t say yes! And that is where the trouble begins...
Duration: 15 mn

It is sometimes difficult to maintain an airtight division between personal life and professional life. How to manage a co-worker caught by worries or problems that impact his ways of working and participating on the team? Is there a "right" level of human and operational support to offer?
Duration: 15 mn

Making a choice is one thing, defending one that causes an outcry is another! In this case you have to decide on the course to take. You have to take responsibility for it in a flexible way without alienating the "opponents ". In short, be diplomatic.
Duration: 15 mn

Fear of upsetting people, of provoking anger or dejection, of entering into conflict, afraid of not knowing how to explain things, how to respond to questions...Having to announce disagreeable or unpopular news can make us hesitant and maladroit. However, by trying to soften the news we lose impact and credibility.
Duration: 15 mn

It’s not easy to say no. So some people always say "yes" … but don’t necessarily do it! It’s not worth blaming them, neither is it to hope that it’ll change by itself. So how to introduce the proverbial ’spanner ’ for things to move … perhaps?
Duration: 15 mn