Skip to main content
Human Centered Management

Human Centered Management

By Anne-Cécile Graber

For teams who want to have an impact at work because they want to change the world at their level.
Available on
Apple Podcasts Logo
Castbox Logo
Google Podcasts Logo
Overcast Logo
Pocket Casts Logo
RadioPublic Logo
Spotify Logo
Currently playing episode

What if Your Core Values Hindered Change In your team? [Episode 40]

Human Centered ManagementJan 20, 2021

00:00
10:17
What if Your Core Values Hindered Change In your team? [Episode 40]
Jan 20, 202110:17
Why Employees Almost Always Have a Negative Reaction to Change? [Epsiode 39]

Why Employees Almost Always Have a Negative Reaction to Change? [Epsiode 39]

As a manager one of your task may be to introduce a change. Have you noticed how employees react to those "news"? One can observe open opposition, withdrawal, avoidance and some level of tensions. It is 100% normal and part of being a human being. Discover in this episode why employees like any other person react negatively to change most of the time. 

Discover more: www.acgraber.com

Ask a question: contact@acgraber.com

Dec 11, 202012:25
How Change Management Makes You More Agile? [Episode 38]

How Change Management Makes You More Agile? [Episode 38]

I receive a question from a LinkedIn follower. Coralie wanted to understand how change management was still relevant when everyone is trying to become more agile. I find the question fascinating because it reveals that we see change management as a "old school" process when in fact it is the most relevant topic if you really want to become more agile. 

Discover how in this episode! 

Learn more about my services as a change agent here: www.acgraber.com

Nov 27, 202014:12
If Your Team Reacts Like This, You Are in a Crisis [Episode 37]

If Your Team Reacts Like This, You Are in a Crisis [Episode 37]

How do you recognize that you are in the middle of a crisis? You look at your team's reaction. Here are some key indicators that a crisis is on its way or already there. 

Listen to the Episode for more information.

www.acgraber.com

Ask your change Questions: contact@acgraber.com


Nov 13, 202013:43
Do You Recognize the Early Warnings of Internal Change? [Episode 36]

Do You Recognize the Early Warnings of Internal Change? [Episode 36]

In the last episode, we looked at external change factors. It is now time to look at the life cycle of companies. It begins with the early stage of development now known as "startup". The company goes through 2 other development phases. Discover them in the new episode. 

www.acgraber.com

Ask your change question: contact@acgraber.com

Oct 30, 202022:04
Six Types of External Change Factors [Episode 35]

Six Types of External Change Factors [Episode 35]

When we speak about change. It is important to look at the factors that induce change. This is the reason why this podcast will only focus on external change factors. It will help you understand where to look at when a change is coming. 

Keep listening to the podcast to become change savvy :) 

www.acgraber.com

Ask your change question: contact@acgraber.com 

Oct 16, 202017:53
Why Every Manager Should Learn about Change Management? [Episode 34]

Why Every Manager Should Learn about Change Management? [Episode 34]

Many managers never learned about the a science behind change management. It is definitely not the first thing taught in Business and, Engineering schools. It is something that you will learn as you go which saddens me every time I hear about failed projects. If only you knew how change work... 

In this episode I explain why it is important for you to learn the basis of change management. The good thing? I want to share the basics with you i this podcast. 

Subscribe for your bi-monthly input on change management. No need to go back to school. The podcast is here for you! 

Ask me any questions about change management contact@acgraber.com. I will answer it and keep your name a secret ;) 

Oct 02, 202015:25
How to develop a change mindset? [Episode 33]

How to develop a change mindset? [Episode 33]

Life is about change and change is life. 

We face changes in organizations because the world around us and we need to adapt to it. Sometimes the change come from within and we realize the need to move in a new direction. 

Is there a change mindset? 

Yes and no. Discover tips and tricks to make change a friend. Listen to this podcast.

www.acgraber.com

Sep 18, 202011:36
How to stay on track while respecting stakeholders [Episode 32]

How to stay on track while respecting stakeholders [Episode 32]

Hello, 

I started a new concept. You ask me a question and I answer it. I was asked by a manager how to stay on track with a change project while respecting the stakeholders. In the discussion to understand the managers question he explained me that he faced difficulties with the principle of staying on track and respecting his employees, boss, and clients at the same time. 

In this episode, I share some insight on how a manager can deal with this topic with a human centered approach. Discover it now and listen to the episode. 

Support the podcast with a Like or a Subscription :) Thank you.

Do you have a question about the Human Centered Management approach? Ask me here: contact@acgraber.com


Sep 04, 202014:49
How to have a positive impact? [Episode 31]

How to have a positive impact? [Episode 31]

Do you wonder where to start to have a positive impact? 

Let me share with you the key hidden behind change management and personal development. 

It is easy to understand yet difficult to implement. Come on a journey with me to discover how you can have an impact!

Get access to exclusive Self-Reflection Exercises

Register to Anne-Cécile’s Exclusive Self-Reflection. The exercises are sent per email after the podcast is published online.

I want the Self-Reflection Exercises

I coach driven managers living abroad who want to have an impact.

If you want to achieve your goal faster feel free to request a 30 minutes discovery call. There we define what is the best approach (training, facilitation and coaching) to achieve your goal.

Spots are limited to 4 per month. Apply for your spot now: 30 minutes Discovery Call

Aug 13, 202012:36
Why we change and why we won't [Episode 30]

Why we change and why we won't [Episode 30]

Change is everywhere but sometimes we just don't want it. We would prefer a word without corona. We would prefer to keep moving forward with the same strategy because it is way easier for our brain to function this way. 

Why do we change? 

What stops us from changing? 

Why is our brain our best and worth enemy? 

Discover it in this new podcast. 


Get access to exclusive Self-Reflection Exercises

Register to Anne-Cécile’s Exclusive Self-Reflection. The exercises are sent per email after the podcast is published online.

I want the Self-Reflection Exercises

I coach driven managers living abroad who want to have an impact.

If you want to achieve your goal faster feel free to request a 30 minutes discovery call. There we define what is the best approach (training, facilitation and coaching) to achieve your goal.

Spots are limited to 4 per month. Apply for your spot now: 30 minutes Discovery Call

Jul 13, 202016:14
What we need is justice [Episode 29]

What we need is justice [Episode 29]

To learn more

contact@acgraber.com

www.acgraber.com

www.acgraber.com/fr

www.acgraber.com/de

May 26, 202013:06
Reading People [Episode 28]
May 05, 202019:53
Prejudice & Fairness [Episode 27]
Apr 09, 202011:49
Remote Work [Episode 26]
Mar 20, 202014:38
Expectations Book [Episode 25]
Feb 28, 202010:60
Different communication filters [Episode 24]
Jan 28, 202011:60
Setting limits [Episode 23]
Dec 18, 201917:48
Cultural differences at work [Episode 22]
Dec 07, 201920:20
The injunction "Don't worry be happy" in the workplace [Epsiode 21]

The injunction "Don't worry be happy" in the workplace [Epsiode 21]

We hear it all the time: Be happy! Sometimes life gives us bad cards to play with. Difficult events that happen in a row. As if you lost at the lottery and even if you have an As it does not mean you will win. 

  • How do you keep positive even if everything goes wrong? 
  • What does it mean to deal with your emotions? 
  • Should we look for happiness all the time? 
  • What does it mean to accept what is? 
  • Can we accept our share of unluckiness and still be proactive? 

In this podcast, we explore together what one can do when the "winter" has long settled and happiness seems like a memory from another time. Don't worry be happy because we look at life with optimism :) 

Nov 23, 201917:58
Don't let the bad apple spoil your organization [Episode 20]

Don't let the bad apple spoil your organization [Episode 20]

Don't let one bad apple spoil the rest

What happens when a bad apple stay within good apples? It spoils them all. It is true for bad performer, bad bosses and people with a negative influence in your organization. If you don’t do anything about it you may observe higher turnover, disengaged employees or teams that lose their mojo.

Today, I we will explore what one can do when a bad apple impacts negatively an organization.

  1. We will evaluate what is the real problem?
  2. Why does the problem exist?
  3. What do you do about it?
Nov 02, 201911:09
I'll do it my way and you? [Episode 19]
Oct 19, 201914:31
The Motherhood Myth and Sexism in the Workplace [Episode 18]

The Motherhood Myth and Sexism in the Workplace [Episode 18]

“Sexism is alive and well in politics, as it is in all industries” Kirsten Gillibrand

Surprise, Surprise. For those who may have missed it I am a woman. I have faced sexism in many countries but the worst I faced is in south west Germany and I am not alone.

I started to talk about it with other women and realized that I was not the only one who was told sometimes explicitly that my career was not that important because one day I will be a Mother! Imagine the shock for a Parisienne who comes from a family where the last 3 generation of women worked while raising children. Big news, I grew up fine and I am mentally and physically sane.  

Today, sit down and shiver with u as I explore the roots of sexism and some ideas on how to deal with it at different levels

  1. I will describe the situation many women face
  2. Then I will explain why we still have a lot of work to do
  3. I will explore some ideas on what could be done...
Oct 05, 201914:29
New methodologies won't save your company [Episode 17]
Sep 21, 201913:37
Why shouldn't you impose self-management? [Episode 16]
Sep 07, 201916:54
What is self-management & what does it impact in a company? [Episode 15]

What is self-management & what does it impact in a company? [Episode 15]

Jul 27, 201915:34
What is your organization's purpose? [Episode 14]
Jul 13, 201918:58
How to deal with bad performers? [Episode 13]

How to deal with bad performers? [Episode 13]

 We all deal with a bad performers at some point in our professional life. The way we deal with them has a great impact on the improvement of the performance. The feedback session made without a human centered understanding may bring your more problems than you could have expected.  Today, I share with you a case study around the topic of bad performers.

Lea wanted to fire Anne because she was under performing since she started to work with her. Lea had to spend her time correcting the mistakes made by Anne and was not able to focus on her work as a CEO. After three months of trying the usual feedback loops. She had seen no improvement. In this episode you will discover the answer to the following question: 

How could Human Centered Management help Lea solve this performing problem? 

Let me share with you in the podcast the advice I gave Lea to face this difficult situation. First, I present the situation. Second, I analyze it and offer a solution. Third, I share with you the resolution of the problem. How did the Human Centered Management approach enriched Lea and Anne with a new understanding of the situation. 

Thank you for listening!

~~~

Subscribe & Share

Subscribe to the Podcast to  be informed as soon as a new episode is published. 

Share it with impact driven professionals who want to change the world.

~~~

Ask questions

You need more information or you have a question? Simply email me at: contact@acgraber.com

~~~

A gift just for you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 

Jun 29, 201917:22
The importance of the big picture in an ever changing world [Episode 12]

The importance of the big picture in an ever changing world [Episode 12]

 In the last few months I conducted very interesting interviews with a CEO, Organizational development and HR specialist about the capacity of organizations to evolve in a VUCA* World. I share my conclusions in the podcast #12.

First, we will explore the need to look at the pillars of organizational development: 

Leadership & communication, Strategy & change management and Talent & performance. I make the point that human beings are no machines but interconnected living organism. We cannot predict what humans will do with the same certainty as a machine. 

Second, How do we get from the details to the big picture and vice versa in a VUCA world? We all know that it is not possible to predict the future. This is the reason why we need to develop sensitive sensors in order to adapt external changes and lead our decision thanks to inner compass.  = why, guiding principles, what is acceptable or not 

Third, as a leader you are the connector between the big picture and the details. You do it with a clear why / raison d’être, clear principles and by recognizing employees potential. 

How do you experience connecting the dots in your organization? What is rewarding? What is painful? How can HCM help bridge the gap?   

Reply in the comments: 

~~~

Subscribe & Share

Subscribe to the Podcast to  be informed as soon as a new episode is published. Share this podcast with impact driven professionals who want to change the world.

~~~

Ask questions

You need more information or you have a question? Simply email me at: contact@acgraber.com 

~~~

A gift just for you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 

Jun 15, 201913:55
Decision making and the consultation process [Episode 11]

Decision making and the consultation process [Episode 11]

Decision making is probably one of the most important skill to develop for a leader. It is not an easy thing to do as the world is becoming more volatile, unpredictable, complex and ambiguous. The decision making process in organization has to take into account the change in the global context needs to ensure success over time.   

First, we will look at some reasons why we do the things we do? I will present  you 6 biases that have an influence on individual and group decision making. I would love to expose  the one that blew my mind away as I learned about them. It will help you create better decision making processes in your organization.

Second, I will present you ways to overcome those biases. There are ways to slow down our decision making process to change our perspective which can help to unbiase ourselves. 

Third, I will present you the consultation process to facilitate group decision in a ever changing world. This process requires that people involved are knowledgeable in the domain of expertise required to make a decision, that they are impacted by the change and considers others  in their decision. They also consult with their peers to ensure that they take into account various perspectives. 

Consultation process: 

  1. Expose the situation = Bring FACTS on the discussions table
  2. Expose the goal = why is it important? What could it bring us? What is in for me? What is in for you? 
  3. Expose the issues = explain the kind of difficulties you face in regard to the decision making
  4. Expose the ideas to solve the problem = After collecting information, develop a solution and present it to get feedbacks
  5. Ask debiasing questions? 

I would love to hear from you. Do you have a story to share with us about biases or the consultation process ? Maybe you have a question? Go ahead and comment below. 


~~~

Notes

Biases & Decision Making https://acgraber.com/biases-decision-making/

Think fast and Slow,  Daniel Kahneman, https://en.wikipedia.org/wiki/Thinking,_Fast_and_Slow 

Predictably Irrational: The Hidden Forces That Shape Our Decisions, Dan Ariely, https://en.wikipedia.org/wiki/Predictably_Irrational 

~~~

Support the Podcast

Subscribe to the Podcast. Share it. Give it 5 stars to raise the chance that others discover it. Thank you!

~~~

Ask me a question

Simply send me an email at: contact@acgraber.com

~~~

My gift to you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas

Jun 01, 201915:02
The parallel between personal and organizational development [Episode 10]
May 18, 201913:06
Which language should we speak in meetings [Episode 09]
May 04, 201917:28
Dealing with failure in the workplace [Episode 08]

Dealing with failure in the workplace [Episode 08]

In the episode 8 of the Human Centered Management Podcast we explore the existing culture around failure in the workplace.  We tend to hide our mistakes in order to keep ourselves safe.  Is it really supporting the organization’s purpose?  It seems easy to say “let’s create a culture of failure in the organization but it is hard to create it because we need to change our mindset about failure”. Today, we articulate the discussion around 3 questions: 


First, what does failure mean in our society? We will consider where does the meaning of failure comes from and what we make it mean. We will have a look at the role of the school system to form our mindset surrounding failure. 

Second, we will consider ways to change the social meaning of failure to change our mindsets. There is a huge need to reframe failure to make it more about learning something new that defining a person as being the failure. 

Third, I will share with you practical ideas on how to start dealing with failure differently in your organization. It starts with having the discussion about the meaning of failure around FuckUps nights for example. It is also by giving a brave space for people to open up. You need to meet the person at a human level embracing their imperfection. 


Do you want to comment this Podcast.  There are different places to do it. On the comment section of my website www.acgraber.com/08 or on twitter with the Hashtag #HCM. please tag me so that I can see your answer quickly@accgraber_ 


~~~

Subscribe & Share

Give a 5 stars rating to support me and raise the chance that others discover the Podcast. Thank you!


~~~

Notes

3 Brain Systems That Control Your Behavior: Reptilian, Limbic, Neo Cortex | Robert Sapolsky  https://www.youtube.com/watch?v=hg6XUYWj-pk 

Success and failure and the road to keep creating: Elizabeth Gilbert https://www.youtube.com/watch?v=_waBFUg_oT8 


~~~

Ask your questions

contact@acgraber.com 


~~~

My gift to you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 





Apr 20, 201916:12
Performance and the art of improving results [Episode 07]

Performance and the art of improving results [Episode 07]

In the episode 7 of the Human centered Management Podcast we articulate the importance of performing at the individual and organizational level and see how both side of the continuum interlaced. 


First, what is performance and why is it important to define it? A short definition is tha creation of added value at the individual level & through cooperation. You can see it through the existence of a new product, service, report, ect. It is something you can see, touch, feel and evaluate. 


Second, we explored ways to evaluate performance thanks to a set of criteria. What has to be achieved. Does it makes sense with the organization purpose? We looked at two tools to help you manage performance. On the one hand, you can use the SMART system (Specific Measurable Attainable Relevant Time-based) when you are in a stable environment otherwise you can use OKRs or Objective Key Results when the environment is unstable. 


Third, we spoke about the importance of using feedforward instead of feedback to foster better performance. We cannot change the past but we can act today to change the future. In the episode, I explain how to do so.  

I asked you some questions in the Podcast. You can answer them on twitter with the Hashtag #HCM by tagging me with @acgraber_ 


~~~

Subscribe & Share

Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you!


~~~

Notes

SMART GOAls https://acgraber.com/setting-s-m-a-r-t-goals/ 

OKRs explained by the incredible Gritly's founder Aurélie Ho.  https://www.youtube.com/watch?v=rnDLQbQUQHA 


~~~

Ask your questions

Emails: contact@acgraber.com 


~~~

My gift to you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 

Apr 06, 201916:47
Talent management & the future of work [Episode 06]

Talent management & the future of work [Episode 06]

This is the episode six on Talent management & the future of work. Talent is everywhere but when we think or talk about it we realize that different definitions exist. This is the reason why I am starting this episode by defining it. First, Talent is intelligence having fun. There are many kind of intelligence and the basis on which it grows is ingrained in our DNA. But the most important aspect we need to consider is that talent is grown, trained and developed. We will explore the two kinds of mindsets defined by Carol S. Dweck. Second, we explore the current situation in Europe. Taking into account employees’ talent is important because they get the job done. Unfortunately, some jobs will vanish in the next 25 years, the demographics and economics forces are changing. Furthermore, our education system is outdated. Third, we consider the need for organizations to rethink talent management and embrace continuous learning. We need to focus on the fit between talent and jobs to be done. We can use technology to simplify that. In this episode, I asked you some questions. You can answer them on twitter with the Hashtag #HCM by tagging me with @acgraber_ ~~~ Subscribe & Share Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you! ~~~ Notes Mindset: The New Psychology of Success by Carol S. Dweck https://g.co/kgs/JowozJ 47% Of Jobs Will Disappear In The Next 25 Years, According To Oxford University, https://www.foreconomicjustice.org/?p=16448 ~~~ Ask me a question Simply send me an email at: contact@acgraber.com ~~~ My gift to you Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas You will be registered to the newsletter and receive the canvas I created just for you.
Mar 31, 201915:23
How to manage change in my organization? [Episode 05]

How to manage change in my organization? [Episode 05]

This the fifth episode on how to manage change in your organization. Change is the only thing that never changes. Today, we are talking about managing a desired change


First, we look at 6 forces that drive change based on Gareth Jones’ book. The forces are: competitive, economic, political, demographic, social, and ethical. I added one force that was not appearing clearly in the list: technological forces


Second, we explore the symptoms that one can observe at the individual and organizational level when change happens. There are usually called “resistance to change”. Here is the list created by Dr. Victoria Grady in here book The pivot Point: 1) individual Anxiety transforms into a decreased morale at the organization level. 2) individual frustration transforms into a decreased productivity at the organization level.. 3) Retardation of development (employees growing slowly in their role) transforms into a decrease in motivation at the organization level. 4) Individual rejection of the environment transforms into increased conflict at the organization level. 5) individual refusal to participate transforms into increased absenteeism at the organization level. 6) individual withdrawal transforms into increased turnover. 


Third, I explained you how you could manage change with an individual approach with a group perspective. The idea is to involve volunteers to brainstorm on the following questions: 

  1. Diagnosis: What is the problem we face? Make an SWOT & PESTEL analysis. 
  2. Determine goal: Knowing where we stand and what our mission is. What goal should we pursue?  
  3. Evaluation of change: Evaluate the change necessary to achieve this goal. What are the consequences at the organizational, group and individual level? 
  4. Implement change: Support individual change by providing workshops, coaching, exchange groups and adapt your approach based on employees feedback. 


Until next time, observe how you react to change. 

~~~

Subscribe & Share

Subscribe to the Newsletter to get updates. Give a 5 stars rating to support me and raise the chance that others discover it. Thank you!

~~~

Notes

Organizational Theory, Design, and Change (7th Edition) by Gareth R. Jones

Victoria Grady - The Pivot Point: Success in Organizational Change - http://pivotpnt.com/book/ 

 SWOT and PESTEL analysis https://acgraber.com/swot-and-pestel-analysis/ 

~~~

Connect

Follow me on Twitter: @acgraber_

Connect on LinkedIn: Anne-Cécile Graber

You can also have a look at my blog www.acgraber.com/blog

Ask me a question: contact@acgraber.com 

~~~

My gift to you

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 

Mar 09, 201917:04
Communication in the workplace (2/2) [Episode 04]

Communication in the workplace (2/2) [Episode 04]

This the second episode of the mini-series on communication in the workplace with a focus on language and culture. The workplace has seen a raise in intercultural teams. Let us explore how language and culture impact the way we communicate.  


First we will explore the language misunderstanding that happen when we do not have the same mother tongue or culture. I illustrate this concept with real life examples. 


Second, we will discover that each culture has expectation in the realm of communication. It is important to become aware of it to avoid misunderstandings. 


Third, we will explore the aspect of body language in culture. This is part of the invisible part of the iceberg.  You may have been confronted to it without even realizing it. 


Last but not least, we will quickly talk about written and online communication.  The aspects we uncovered so far can also be applied there. 


~~~

Subscribe to the Podcast on the platform of your choice to get updates. Give a 5 stars rating to support me. Even one good rating helps. Thank you!

~~~

Notes

Hofsted Insight on cultures https://www.hofstede-insights.com/product/compare-countries/ 

Four sides model Friedmann von Shulz https://en.wikipedia.org/wiki/Four-sides_model 

~~~

Follow me on Twitter: @acgraber_

Connect on LinkedIn: Anne-Cécile Graber

Learn more about me www.acgraber.com

Ask me a question: contact@acgraber.com 

~~~

Analyze your current business situation with 4 different perspectives. Click on the following link: New Perspectives Canvas 


Feb 23, 201914:01
Communication in the workplace (1/2) [Episode 03]
Feb 09, 201916:30
An historical shift in Leadership [Episode 02]

An historical shift in Leadership [Episode 02]

 In this episode, we explore the historical shift in leadership. We need to understand it in order to become better leaders.  


First, we will explore the history of leadership. We need to remember that Leadership evolves within an historical context. From the industrialisation of europe to what we call today the digital transformation. We saw the creation of hierarchical pyramid in the 1900s and almost 100 years later the the pyramid breaks down.


Second, we describe leadership practices that you can look at to improve your leadership. There are many theories of leadership I prefer to focus on James Kouzes & Barry Posners Leadership Practice Inventory in short LPI.

Third, we discover followership. We sometimes forget to talk about the followers but they are as valuable as the leader because they make you a leader. We can use Robert Kelley’s Followership dimensions and styles* to understand that.  *adapted from Kellerman (2008)
https://www.medicalprotection.org/uk/articles/followership-the-forgotten-part-of-leadership


To conclude, we link the three topics discussed today. How does understanding the evolution of leadership, its practices and followership can impact your leadership? 


~~~

Feel free to subscribe to the Podcast on the platform of your choice and leave a Feedback. It is the best way to support me and raise the chance that others discover it. Thank you!

~~~

Notes

Leadership Practice Inventory http://www.leadershipchallenge.com/professionals-section-lpi.aspx  

Followership dimensions and styles adapted from Kellerman (2008) https://www.medicalprotection.org/uk/articles/followership-the-forgotten-part-of-leadership


Follow me on Twitter: @acgraber_

Connect on LinkedIn: Anne-Cécile Graber

You can also have a look at my blog www.acgraber.com/blog

Ask me a question: contact@acgraber.com 

Jan 26, 201916:41
What is Human Centered Management? [Episode 01]
Jan 12, 201915:47