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The pandemic situation is leading to a period when working is reinvented. How can we combine the best of “everyone in the office” with this of “everyone working remotely”? This involves reviewing the fundamentals of what makes a team performant.
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Theoretically, a team performs better than isolated individuals do. However, these team dynamics are vulnerable to pernicious effects. How can you rely on the psychology of groups to counter these drifts?
Cooperation between teams is a key driver of agility, but it is not easy to establish. How can we create the conditions to get people to want to invest in the collective game?
Organizations often have a life of their own, whatever the efforts of their leaders to control it. How can you decode organizational dynamics to better influence them?
How can you capitalize on differences to work together more effectively and create real team momentum?
Gathering competent and complementary individuals is not enough to reach a high level of performance. How can you drive such a group to transform into a team?
Hybrid work, which combines remote and on-site work, has established itself in many companies, but not without raising several concerns. How can the social bond be maintained and nurtured in these new conditions?
To foster creativity, rather than going to search for talents and methods outside the company, it might be equally beneficial to rely on internal forces. How can you unleash the creativity of your own teams?
Conflicts are inevitable in a company. They even have their usefulness by allowing us to uncover the diversity of outlooks and to manage dilemmas. How can we channel these conflicts towards a productive outcome?
Many managers nowadays collaborate with multicultural teams. Yet, working with people from different cultures is never easy. How can you take advantage of diversity and avoid its dangers?
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