Laurent Ledoux www.mobilit.belgium.be. Laurent Ledoux www.mobilit.belgium.be.

Slides:

Advertisements

Similar presentations

A theory of institutional change, and what we learned through practice CETL Conference, Sheffield Hallam University, 20 th May 2010 Philippa Levy.

Advertisements

Strategic Value of the HR Function Presentation by

+ CDLI Learning Framework June 18, Today’s objectives People have an understanding of CDLI and their objectives Introduce the Learning Project.

2014 Baldrige Performance Excellence Program | Self-Assessing Your Organization with the Baldrige Criteria.

TACKLING POVERTY TOGETHER Youth Contributing to Poverty Reduction.

Five ACCD Strategic Plan Goals. SESSION OUTCOMES  Celebrate the great employees of the District!  Celebrate the important role of district employees.

CalSTRS Goals CalSTRS is committed to providing a sustainable employee culture to promote our mission of securing the financial future and sustaining the.

Transformational Leadership Larry Bonfante CIO - USTA.

Dr Ann Hemingway. What I wanted to get out of the inspiring leaders program? More knowledge about myself as a leader. More knowledge about theories and.

Key points Background and development of Liberating Leadership

Learning and Development Shaping and managing the L&D function

The Emotional Intelligence Association Developing the Emotional Intelligence of Leaders.

PRESENTATION TO THE STRATEGIC PLAN STEERING COMMITTEE Priorities for an Engaged Community of Employees TRU People Make Things Happen.

 1 Professional Development Competency—Teamwork and Inclusion.

Arts Education within Curriculum for Excellence Engage Scotland Conference Pam Slater CfE Engagement Team 31 October 2007.

CPD4k Skills Competitions, CIF & PS

DOES LEADERSHIP MAKE A DIFFERENCE? 1 The importance of school leadership on the quality of schools and the achievements of pupils:

John C. Smith Chief Executive Officer TMA Systems

Resources to Support the Use of DEC’s Recommended Practices This presentation and handout were developed by Camille Catlett.

1 Organizational Learning and Innovation MGMT E-147 Harold V. Langlois.

Fundamentals of Organizational Communication

Applying Principles of Multicultural Evaluation to The Youth Leadership for Development Initiative Hanh Cao Yu, Ph.D. October 4,

The X Factor Managing the Gen whY? Herd Hong Kong November 2010.

What is our vision of a quality mathematics program?

SE503 Advanced Project Management Dr. Ahmed Sameh, Ph.D. Professor, CS & IS Agile Principles: Leadership-Collaboration.

Programs That Succeed “Building Student Leadership Teams” The Key to Building Ownership in the Classroom John Chevalier CTE Instructor / Apple Certified.

Action Plan 3 February 2015 NELSON MANDELA BAY CONSULTATION OF CHRISTIAN CHURCHES.

Question 1 Why did a majority of students perceive the innovative web-enhanced Japanese language courses favorably and participate in additional online.

1. 2 from the “cour des miracles” To one of the most dynamic teams (with basically the same people)

Ward Sister/Charge Nurse Support & Enablement Programme WSCNTL 2014, Kings Hall Leading Care, Leading Teams - Innovating and Supporting Person-Centred.

2 From “Tribal leadership” by Logan, King & Fischer-Wright, 2008; adapted by Ledoux Stage Alienated Stable partnership Team “Life sucks” “I’m.

T he Istanbul Principles and the International Framework Geneva, Switzerland June 2013.

“You can’t lead where you won’t go…

Copyright© Roger Lane Consulting Ltd 2007 Chief of Air Staff Leadership Conference – Changing Culture? July 2007 Leadership for Challenging Environments.

Recognize what's important!.  What is truly important?  What drives people?  What does motivation really mean?  How do Leaders achieve results expected?

1 SHARED LEADERSHIP: Parents as Partners Presented by the Partnership for Family Success Training & TA Center January 14, 2009.

ACCOUNTABILITY AND MONITORING IN HEALTH INITIATIVE PUBLIC HEALTH PROGRAM Capacity Building Consultation 5 – 7 June, 2012 Istanbul, Turkey.

A Relational Model of Leadership. Process Oriented InclusiveEmpowering Purposeful Ethical.

Army Technology Imperatives Growing Adaptive Leaders Maximizing Demand Reduction and Improving Reliability Maintaining Overmatch Enhancing Expeditionary.

Too many organizations are working in isolation from one another. Collective Impact brings people together, in a structured way, to achieve social change.

The Art of Leadership: Growing Individuals, Teams and the Organization Presented By: Brenda Morris Karen Becton-Johnson For ABMTS Conference August 2012.

KEEPING THE FOCUS ON STUDENT ACHIEVEMENT Stephanie Benedict Academic Development Institute & Center on Innovations in Learning.

Think, Plan, Grow!™. Why collaboration will rule our world in professional services? What does true collaboration look and feel like? Is your organization.

Slide 1 A product of Turning Point The Turning Point Leadership Development National Excellence Collaborative Vision: Collaborative leadership is used.

Adaptive Leadership in Changing Curricular Times Secondary Curriculum Leaders Tuesday, April 13.

2/22/2016 9:58:19 PM Common Sense Management Transforming the way public administrations are managed A few reflections based on the experience so far at.

`iCARE` Improving our patients, clients and service users experience (with grateful thanks to Yeovil District General Hospital Foundation Trust)

National Aeronautics and Space Administration February 23, 2016 Federal Employee Viewpoint Survey (FEVS) From Results to Action Presented by: Kim Haney-Brown.

BP Centro Introduction and market entry to North-East Europe.

Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.

Leadership and Great Places to Work The first step to making our schools a great place to work begins with Management evaluating their leadership ability.

2016 HR FLORIDA CONFERENCE & EXPO

©2007 The McGraw-Hill Companies, Inc., All Rights Reserved

For Human Capital Management

Edinburgh Economy Strategy

Journey to Conscious Leadership Final session

(System and client outcomes)

Moving from existence to impact

Letting “it” lead through us

UMKC Foundation Update

Where’s NSMH? To infinity and beyond

THE NPCS STUDENT PLEDGE

Necessity to change organisational culture of PA

Our Commitment.

Leadership style vision board

The Principal Social Worker

Identifying your Core Values

Teacher Evaluator Student Growth Retraining Academy

Performance Results What's Your Story?

Presentation transcript:

Laurent Ledoux

Laurent Ledoux

Laurent Ledoux

Van weerstand naar fan

Laurent Ledoux

Inspired by Isaac Getz (Freedom Inc.) Intrinsic equality Personal growth Capacity to self-direct Team management principles 9

Laurent Ledoux Whyway Humility Fairness Everybody wants to take initiatives Intrinsic equality Intrinsic Equality

Laurent Ledoux Whyway Humility Fairness 11 Everybody wants to take initiatives Intrinsic equality ‐ Open communication, open dircom ‐ Participation, less ego ‐ Diversity / Inclusion, more women at the top ‐ Ignorance’s strength ‐ Transparency ‐ No titles or less emphasis on it ‐ Open space for all ‐ Wage gap reduction, bonus sharing ‐ No unjustified fringed benefits, solidarity

Laurent Ledoux Exploration Trust Benevolence Personal growth Everybody is able to take initiatives

Laurent Ledoux 13 Personalgrowth Exploration Trust Benevolence 13 Everybody is able to take initiatives ‐ Open trainings ‐ Collective intelligence ‐ Godfathers ‐ Risky appointments ‐ Tolerance for errors ‐ Resilience faith ‐ Craftsmanship ‐ Dignity ‐ Coherence

Laurent Ledoux Capacity to self-direct Adults Engagement Let go Everybody has the liberty to take initiatives

Laurent Ledoux 15 Capacity to self-direct Adults Engagement Let go Everybody has the liberty to take initiatives ‐ No rules ‐ No credos ‐ No monkeys ‐ Common good ‐ Team practices ‐ Societal projects ‐ Loosening follow ups ‐ Distance ‐ Improvisation

Laurent Ledoux D.R.I.V.E. DEVELOPPEMENT ECHANGE VALEUR POUR CLIENTS/CITOYENSINNOVATION RESPONSABILITE

Laurent Ledoux THÉMATIQUES D.R.I.V.E. GESTION DES TALENTS (FE) OBJECTIFS D’EQUIPE (FE) DISPONIBILITE A L’EGARD DES USAGERS DU SERVICE (FE) CONTRIBUTION AUX PRESTATIONS D’EQUIPE (FE) CONNAISSANCE DE SOI CYCLES D’EVALUATION AMELIORATION PROCESSUS TEAMBUILDING INTELLIGENCE EMOTIONNELLE/ MINDFULNESS DELEGATIONGESTION DES CONFLITS FEEDBACK GESTION DU TEMPSDEVELOPPER UNE VISION STRATEGIQUE DYNAMIQUE DE GROUPE COMMUNICATION

Laurent Ledoux From “Tribal leadership” by Logan, King & Fischer-Wright, 2008; adapted by Ledoux Alienated Team “Life sucks” “I’m great” “Life is great” 2% 22% 49% 25% 2% Separate Stable partnership “My life sucks” “We’re great” Language Relationship to People Personal domination The 5 stages of culture 18

Laurent Ledoux Olivier Lauren t Marina Triad 19 Structure of stable relationships From “Tribal leadership” by Logan, King & Fischer-Wright, 2008

Laurent Ledoux ClarityProudness Progress Autonomy 2007 Excellence 2007 Recognition My former BU’s work climate (Hay) 20

Laurent Ledoux My leadership style (Hay) 21 Résultats en centiles DirectiveMotivatingFriendlyDemocratic Perfect executioner “Grower”

Laurent Ledoux

23 Julien

Laurent Ledoux Laozi, 630 BC 24 The best leader is the one whose existence the group barely knows Photo: Radoslav Minchev

Laurent Ledoux 25