Romain Rissoan

Management 2.0 Trainer Consultant

romain rissoan consultant formateur management 20

As a management 2.0 consultant-trainer, Qualiopi bilingual in English, I offer customized consulting and training services to companies in the fields of strategic strategic planning, problem-solving, team-building, innovation team building, innovation, change management and entrepreneurship initiative development. My job is to help executives identify their company’s most pressing needs, and then develop effective solutions to meet those needs. I also offer instructional design services to ensure that the training programs the training programs I create are both engaging and effective. effective. As a management 2.0 consultant-trainer, I offer a full range of management consulting and training services. management consulting and training services, including facilitation, workshops/seminars, process improvement, organizational development development, competency assessment and strategic planning. My clients can expect me to draw on my in-depth knowledge of best knowledge of best practices to help them make well-informed management decisions. Through my services, I strive to help organizations become more agile and competitive in a global economy. economy. In addition to consulting and training services, I also offer customized executive coaching solutions designed to promote individual development. Whether the objective is to strengthen leadership skills or to become more effective in business operations, I’m committed to helping business operations, I’m committed to helping my clients achieve their professional professional goals. I believe that executives are the most powerful agents for change and organizational success, so it’s essential to provide them with the to provide them with the right tools to succeed. My ultimate goal as a Management 2.0 consultant-trainer is to to help companies make well-informed decisions, become more efficient in their become more efficient in their operations, improve the quality of their work and productivity. My expertise lies in providing the best strategies to help organizations reach their maximum potential.

My Management 2.0 Trainer content

Management 2.0 in two words

Management 2.0 emerged in the early 2000s. It replacing traditional management, which focused on key such as : setting objectives to be achieved ; controlling work and results; checking that objectives have been met. So, yes, Taylorism is largely outdated, and it’s now important to important to take into account the human dimension of employees. It’s not just a question of setting objectives; it’s also a question of asking how they’re doing, understand their needs and ensure team cohesion. The goal of the 2.0 manager is to make employees happy, so that they can productivity and creativity. In an ultra-connected society, where most information is shared managers must rethink their management methods to encourage management methods to encourage collaborative work, with more user-friendly more user-friendly tools.

The pandemic has shown the importance of adapting to a fluctuating fluctuating environment, and to operate in a more cross-functional way to satisfy all stakeholders. The challenges have become numerous in a context where immediacy, responsiveness and reactivity and quality. Management 2.0 represents this new approach new approach that makes customer satisfaction the ultimate benchmark and human capital as the lever for economic performance. We now need to take into account web tools, the expectations of generations expectations of generations Y and Z, and the new model of remote management.

The manager’s role is fundamental, and all the more so in this of remote working. Without them, team cohesion is impossible. So being a 2.0 manager means accepting the challenges challenges of our time, using every available means to motivate to motivate your team, while putting people at the heart of your thinking. thinking. The 2.0 manager is the one who thinks of his colleagues and knows how to support them with kindness. We therefore speak of benevolent management, a human attitude that’s close to employees. attitude. In fact, well-being in the workplace is one of the 4 major HR trends for 2021. The theme of Quality of Life Quality of Life at Work is one of the managerial practices practices. Today, employee well-being means more support and less control.

Management 1.0, inherited from the nineteenth century, typically faces three dilemmas three dilemmas: organization or market, exploration or exploitation or exploitation, autonomy or coordination. In management 2.0, the contours of the company are diluted, open innovation, the co-design of offerings, the aggregation of autonomous players are creating a new approach to these issues. Management tasks are shifting towards the community, not without impact on managers’ missions. The company itself is questioned by forms of organization no longer based on the wage-earning relationship.

Management 2.0 Training content

Reach agreement on key management issues today, based on the sharing of experience and the representation of all parties

Get to know each other better, understand each other better and communicate better thanks to the communication process Understand the differences in behavior in stressful situations and adapt your support according to personality traits

Develop your self-confidence and learn to communicate to communicate more effectively How to set precise objectives for your team Know how to prioritize projects and differentiate between urgency and importance Develop your ability to provide constructive feedback to help your help your employees grow

Diagnose the collective well-being of your team and with the SLAC (Sens-lien-activity-comfort) tool and develop an action plan adapted to the resulting needs Learn how to manage hybrid teams (remote and face-to-face) with Hybrid Management Compass

Map your discussion space (communication space) and and formalize communication rituals Facilitate meetings that encourage commitment and engagement Learn how to useliser une approche d’intelligence collective pour la co-construction

The manager’s roles The impact of digital technology on the manager More collaboration: for what and to do what? The impact of digital technology on employees The challenges and constraints of 2.0 management The skills of the 2.0 manager

My Management 2.0 Trainer FAQ

There isn’t necessarily one right way to manage a team. styles tend to be more effective than others. than others. Here are some common management styles: Authoritarian: This management style is often considered the traditional approach. The manager is in charge and makes all decisions. Employees are expected to follow orders and follow strict rules and regulations. This style can be effective in certain situations, but it can also can also lead to resentment and low employee morale. morale. Democratic: This management style gives employees a greater say in and encourages more open communication. The manager always has the final say, but employees are encouraged to share their ideas and opinions. Empathy is one way to lead effectively. The ability to to put oneself in another person’s shoes is one of the most important important leadership skills. Being able to understand the emotions and motivations of others makes it easier to problem-solving with them. It also helps you to understand the current workplace culture and adjust your approach approach accordingly. When showing empathy, be sure to address the emotional aspect of any situation first situation before addressing the logical or situational aspect. In this way, you this way, you can help your team members feel understood and and lead better. Another way to lead effectively is to organize and ensuring that team members know what’s expected of them. expected of them. This can be done by setting clear expectations and providing feedback on a regular basis. Providing regular feedback helps keep members motivated and aware of their progress. It also creates a culture where members feel confident in their skills and supported in their in their growth. Feedback should always be positive, but it must also be honest, so that members know members know where they stand. If you’re open about so that changes can be made, everyone benefits. everyone benefits from this approach. Good communication is essential in management. Effective effective communication shows that you’re a good leader, because it because it enables you to solve problems quickly and effectively. When communicating with staff, make sure you listen to what they have to say what they have to say before you make your own decisions or suggestions. This will show that you respect and value their contribution contribution as much as your own when creating a solution for them. By doing so, you create a safe environment for employees to express themselves without fear of reprisal from their boss.

Most management styles can benefit from visual visual management techniques. It involves using visual elements to facilitate communication of information and objectives progress, etc. Here are a few ways to use visual management in your workplace your workplace: Create a visual goal-setting system Use charts and graphs to track progress towards objectives towards objectives Display company values One of the advantages of visual management is that it provides a clear view of the entire workplace at a glance. This instantly identify problems and make the necessary adjustments. This makes visual management an effective tool for quickly identifying problems in the workplace. workplace. It is also useful for quickly identifying where more resources are needed. When using using visual management, workers can immediately immediately identify areas for improvement and start taking take steps towards success. Another advantage of visual management is that it’s easy to problems at a glance when using this method. using this method. This makes it an effective tool for identifying problems in the workplace. In addition, it is also useful for identifying trends in the workplace and determining determine the best way to allocate resources. Thanks to visual displays, managers can easily identify and identify and solve problems specific to their workplace. workplace. This enables workers to identify problems immediately and resolve them before they become serious problems. What’s more, the visual organization of work tasks encourages sense of responsibility. They are aware of the and are motivated to do their part. What’s more, the use of visual displays helps workers to stay stay organized and focused on their tasks. When using visual displays, workers can keep an eye on their current keep an eye on their current assignments and easily reference if they need to. As a result, they can easily maintain their current level of productivity while completing more than usual. What’s more, this method helps maintain a positive work environment by encouraging team spirit and positive relations between workers.

The ultimate goal of management is to achieve the organization’s objectives. But there are many other reasons why why management is important, such as : Management provides structure and order. Management ensures that resources are used efficiently. efficiently. Management ensures that work is done on time and efficiently. and efficiently. Management can help improve employee morale. Management is a necessary role in any business because it ensures that the business runs smoothly. Without management, a company would suffer from conflict, poor communication and a lack of direction. These problems would lead to lower productivity productivity and profitability. What’s more, without management, employees wouldn’t know what tasks to perform or where to find information. Conflict would arise when employees not be able to reach a common understanding due to conflicting conflicting needs and opinions. In the absence of a unifying force like management, the company would quickly disintegrate into chaos. Leadership positions provide the stability and direction an an organization needs. If a company lacks a leadership force leadership, it will naturally gravitate towards someone who does. strength. For example, if there are no managers in a company employees will probably choose their own leaders. leaders. However, if there are no managers in a company company, employees will choose their own leaders. In both cases, the company will naturally select a leader – someone who someone who represents the company’s values and culture – without first choosing him or her by election or vote. without first choosing him or her by election or vote. What’s more, without without management directing employees’ efforts, they would probably waste their energy on unimportant projects, or waste their time on or waste time on redundant tasks. In In short, management positions provide the necessary stability every company needs to thrive.

There are many ways to learn about management. You can take courses, read books or articles, or receive receive on-the-job training. Many colleges and universities offer management degrees. And there are professional organizations that offer management and networking opportunities. A good way to learn about management is to work under the an excellent manager. Working under of an excellent manager will give you the opportunity to acquire management skills. You’ll also get to see how they lead their team. Working under an manager will also expose you to different management which will help you learn different approaches. And Moreover, working under an excellent manager offers mentoring opportunities that wouldn’t otherwise be available. otherwise available. That’s why many people seek opportunities to work under opportunities to work under great managers to improve their their management skills. Another way to hone management skills is to observing someone else’s leadership first-hand. Observing the leadership of others is an excellent way to learn new ideas. You can observe other people’s leadership in person or in video form. Video forms, such as reports or or films, are easier than live observation because you don’t because you don’t have to interact with the leaders. You can also do it remotely while learning new ideas and ideas and strategies. The important thing is that you take the time to to observe the leadership skills of others so that you can apply apply what you’ve learned. This will help you become a better leader overall, because you’ll have an idea of what works and what and what doesn’t work when you lead others. others.

However, companies get bigger when they have to manage more resources and employees. In this it is necessary to use a more decentralized model so that employees have more control over their areas of responsibility. Managers need to delegate their tasks so that so they can concentrate on the things they’re good at. are good at. Each employee is then responsible for knowing his or her and to make decisions based on this information. this information. This allows each employee to specialize and do a better job do a better job than if they had to worry about too many things at once. It also means that problems can be solved be solved more quickly, since employees are closer to the action to the action than their managers. There are, however, a few drawbacks to using this model. One problem with this model is that employees can become insensitive if they don’t feel they’re being listened to. In some cases, this problem will be exacerbated if the employee feels ignored or disrespected by superiors. If this happens, it may be necessary be necessary to resolve problems internally, rather than waiting solution from someone above them in the chain of command. chain of command. Another problem with this model is that it can be be difficult to identify problems as they arise, because employees employees may not report problems if they don’t feel like it. if they don’t feel like resolving them right away. Another problem with this model is that it can lead to corruption corruption if employees take advantage of their power to improve their own situation or that of their friends or family members. family members. In some cases, this corruption may not be perceptible. perceptible, but it may become obvious when there are problems problems within the company, or when people leave for other for other opportunities elsewhere. A democratic model is more successful, since every member of staff has a voice in democratic voice in democratic organizations such as the Comuna de Barcelona in Spain or the United States of America.

Making everyone feel part of the team increases increases productivity and job satisfaction. The morale is consistently low when workers feel they are not not being heard or respected as an employee or team employee or team member. One way to help morale is to praise when necessary and resolve problems immediately. problems immediately. Positive reinforcement helps motivate employees, while immediate problem-solving helps everyone stay everyone to stay focused and productive. Everyone wants to work in an environment where they feel valued and respected, so making this happen helps increase employee happiness and happiness and overall office performance. Not all managers have good communication skills or the ability to listen to their employees’ concerns. Sometimes it’s not possible to meet every employee in a timely manner or to solve all problems immediately. There may be be too much work for even your best employees if you run several businesses from your office space, especially if they are small businesses with limited resources or or staff members. This may be the reason why some companies outsource certain jobs or tasks tasks to other companies who can do them more efficiently or efficiently or more quickly than you can do it yourself without without hiring additional employees or consultants. employees or consultants. Some employees may not be ready or willing to step in and lead when given the opportunity. They may want to stay where where they feel comfortable, rather than evolving as planned when there are vacancies in their area or level of expertise. of expertise. Unfortunately, some people simply don’t like change change, even if it means more money or prestige for them personally. prestige for them personally. Some people simply simply prefer boring, predictable lives with little room for room for growth or change, even if it means missing opportunities they miss out on opportunities they would otherwise have had if they were flexible or willing to learn new things or lead others. or to lead others.

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