My story

At a key inflection point in the history of my own company, I led a turnaround of the organization.

I asked myself, how come so many people are disengaged at work (paid!), while giving it their all outside work (unpaid!)?

Inspired by Dan Pink, Simon Sinek, Bain, Frédéric Laloux, Ricardo Semler, Netflix, Basecamp and many others, I found that 4 key principles are essential to building a thriving organization:

1.       Purpose, which clarifies direction and acts as source of fuel.

2.       Trust & Candor, which unlocks team synergy.

3.       Autonomy & Responsibility, which unlocks individual talents.

4.       Self-Development, which generates renewal & growth at these 3 levels.

I came to believe that organizations should provide team members a platform for personal growth in function of the company’s mission.

This is a people-centric approach. I truly believe most people want to make something of their life and wake up with the intention to do good. I’ve observed that a lot of hidden potential can usually be unlocked by carefully addressing the pyramid of team member needs.

When the team thrives, the product or service outperforms, customers become raving fans, and the business prospers. That’s what I observed in my own company, even until after my exit.

Today, I’m on a mission to create “high-impact organizations”: high-performing teams with a meaningful purpose and conscious leadership.

While this is more obvious in businesses tackling social or environmental issues, I believe any business can benefit from identifying a compelling purpose.

I also believe that an organization’s potential is limited by the ability of its leaders to be present, self-aware, and take full responsibility for their thoughts and actions.

If you’d like to assess whether my method resonates with you, feel free to get in touch or request free access to my CEO Playbook starter kit.