- Séverine Moichine

+14% of turnover and holidays!

Patrice, a manager of 10 employees in the materials trade, was looking to boost the growth of his company. He wanted to allow his team to work more calmly while maintaining the same productivity.

First define the objectives... Efficiency

He understood the importance of delegating to get out of the operational business and refocus his activity on his core business as a manager. He therefore wished:
   * Reduce your own operational workload
   * Reorganize the team and better distribute its work
   * Improve communication and team cohesion


A transformation in only 5 steps!

When we diagnosed the perceptions of their ability to share a Common Sense and to act together more confidently for sustainable performance within the company, we found that employees did not perceive the company at all in the same way as its manager.
We have therefore agreed to implement our methodology for supporting managerial transformation that is completely adapted to the needs of Patrice's company:
1. Build the common vision of the company to reduce the gap between the perceptions of the manager and those of the employees.
Collective exercises have made it possible to develop a culture of Meaning, to align the company's staff with this shared vision and to become actors in their environment.
We have replaced the top-down discourse, usually preached by managers, with exchanges with all employees, structured by simple and effective tools, to lead to the construction of a company's destiny shared by all.
   2. Activate trust to ensure the company's development.
Trust ensures true dialogue and continuous progress by better mobilizing energies.
The team has thus learned to get to know each other better and to share their individual expectations and needs in order to build a powerful collective. Trust is the glue of successful organizations!
   3. Develop agility to target global and sustainable performance adapted to the company's context. This step allowed the team to better act together efficiently by activating collective intelligence. A concrete action plan has been developed based on the test, Agile profile®, to develop their agility and better adapt to their context.
Cooperation, anticipation and innovation, the 3 postures of agility to enable companies in the throes of change to better adapt to their context.
4. Monitor the activity to monitor progress using simple and explicit indicators.
They learned to forget what they knew how to measure in order to evaluate what they really needed to target their areas of progress and communication with their clients.
Relevant indicators always refer to the company's shared vision because they make it possible to measure what makes sense.
   5. Cultivate true communication to ensure everyone's motivation and trust.
Training allowed the team to learn to listen to each other and communicate better in order to create the conditions for a quality exchange.
True, transparent communication is one of the 3 keys to trust.

"I was able to take three weeks off and increased my salary by 14%.

One year after this support for the managerial transformation, cut into 2-hour modules to avoid closing the store, Patrice testifies:
"Today, everyone communicates more easily and simply. I have a more responsive team, they no longer leave problems lying around and only come to me as a last resort. This has saved me time, I no longer work on weekends and I no longer open the store every day because my team is responsible enough to open it independently. And, for the first time in years, I was able to take three weeks off!
This time saved by being less in everyday life, I reinvested it in managing my company and my turnover increased by 14% this year."

Patrice G., Tout faire Matériaux, Labruguière (France, 81)
What if it was your story... To boost the growth of your company and reinvest the time saved for you and to allow your employees to become happy actors in collective performance?
Séverine MOÏCHINE, Booster of potentials
Coaching & Training in Agile Change Management