Empowering Middle Managers | CoachingOurselves

Renforcer la sécurité psychologique : la boîte à outils

Pour que les organisations prospèrent dans un monde volatile, instable, chaotique et ambigu, il ne suffit pas d’embaucher des personnes compétentes et qualifiées. Les travailleurs du savoir (et nous sommes tous des travailleurs du savoir aujourd’hui) doivent se sentir à l’aise pour partager leurs idées ou leurs préoccupations sans craindre d’être jugés ou ignorés par leurs collègues ou leurs supérieurs. La performance, l’innovation et l’ingéniosité se développent dans les lieux de travail où la sécurité psychologique est élevée.

Lorsque les employés savent que leur contribution est appréciée, cela crée de nouvelles possibilités d’engagement authentique et de performances exceptionnelles.

Cette session vous invite à :

Comprenez que la sécurité psychologique est une nécessité, et non un luxe.
Découvrez comment des équipes chevronnées favorisent un climat de sécurité psychologique au travail.
Réfléchissez à la manière d’intégrer ces approches dans votre propre travail d’équipe.

Hiring: Mastering the Most Important Decision

Employees are the single most important drivers of every company’s success. That makes hiring one of the most
important, if not the most important, decision we can make as leaders. A bad hiring decision can disrupt team dynamics,
drain resources, and ultimately undermine the organization’s goals and objectives. It can also affect a leader’s
credibility and confidence. For these reasons, it is crucial to invest in a thorough and thoughtful hiring process.

THE OBJECTIVES FOR TODAY’S SESSION ARE TO:
• Delve into the major blind spots that can sabotage your hiring decisions;
• Explore practical methods to avoid these pitfalls;
• Discuss ways to ensure you make the best possible hiring choices.

Strategic Thinking as Seeing (60 min)

Strategy is not something reserved for so-called “top” management. There are plenty of examples of regular employees coming up with ideas that changed their company. But here our intention is less ambitious: to recognize that every manager has to think strategically in his/her job, whether it be a sales manager finding a new approach to reach customers, or a hockey coach figuring out how to beat a rival team. One way to do it is to “see it”.

This session will not make you a strategic thinker. No session or a book can do that. But it can enhance the strategic capabilities you already have—we all have some!

The objectives for this session are to:

Better understand what strategic thinking is.
Enhance your capacity to “see” strategic issues.
Work as a group in addressing some of your key strategic issues.

Silos and Slabs in Organizations (35 min)

Many of today’s organizations are highly-structured and complex, which can make communicating and getting the job done difficult. We look at two characteristics of their formal structures – silos and slabs – and the challenges they present to managing, and then investigate ways to manage across and beyond them.

This session will provide you with an opportunity to:

Understand the effects of silos and slabs within organizations.
Understand how these structures can act as barriers to getting things done.
Challenge yourselves to manage together beyond formal structure.

Understanding Your Organizational Culture (45 min)

Have you ever wondered why there is so much talk about organisational culture these days and why there are so many management books written about the topic?

An awareness of culture can make a big difference to how you perceive management problems and to how you act on these problems. Understanding cultures can enhance inter-group relationships, and perhaps, even help you get a promotion more quickly.

Whether you are working in a very stable culture, or one which is constantly in transition, we will show you that you can be more effective as a manager if you understand how your culture works.

The objectives for this topic are to explore:

What is culture?
Where do cultures come from?
How can culture affect your job and your organization?

Conversational Leadership

Conversational Leadership is the practice of taking responsibility for problems and opportunities by initiating and nurturing the conversations that might not otherwise happen.
This approach to leadership values participation over control and curiosity over certainty. Conversation becomes the medium through which meaning is made, trust is built, and collective action becomes possible. Conversational Leadership is ultimately about attending to the conversations that shape our future.

In this topic we will:

Why hierarchical leadership is insufficient for addressing systemic problems.
How hyperconnectivity changes what is required from leaders.
How Conversational Leadership supports sensemaking, agility, and collective agency in complex times.

Climate Actions for Every Employee (2025 template)

Public opinion has shifted in the last few years. Now most people — regardless of their political orientation — have realised that climate change is happening and is caused by humans. There is a shared understanding that we all need to act fast to avoid dramatic consequences for ourselves, our organizations, our communities, and everyone on the planet.

However, while there is a willingness to act, many are unsure which climate actions they should take, both in their private life and especially in the work place and within their sphere of influence.

In this session you will:

Create a vision for a positive future.
Gain clarity around some of the key terms underpinning the best solutions such as Net Zero and carbon dioxide equivalent emissions (CO₂ e).
Focus on practical climate solutions for at work and in your home, especially the ones that have a high impact on reducing global warming.
Begin to design an action plan together.

Opening up the Moral Senses

Most of us have consciences. Despite this fact, we sometimes overlook or fail to identify moral issues that arise in the course of our work; we can fail to voice our own moral concerns directly and forcefully, and fail to pay attention when others voice moral concerns. These shortcomings in moral seeing, speaking, and hearing can be costly to our organizations, our fellow workers, and our own sense of integrity.

In this session we look at examples of these failings and explore how moral concerns can become more open and active within our organizations.

The objectives for this topic are to:

Learn what is meant by “morals”.
Explore what role morals play, and should play, in your organization.
Discuss the most important moral issues facing your organization today.

Active Hope for Employee Resilience (2025 template)

Higher rates of absenteeism, burnout and turnover are forcing organizations to recognize that they must play a key role in supporting their staff’s emotional and mental wellbeing. This topic acknowledges that we are living through challenging times and that climate change is having an impact on mental health and workplace behaviours. To completely suppress our deep feelings about our world while at work would be to miss a powerful opportunity: the physical or virtual workplace is an ideal place to build individual and organizational resilience, in addition to promoting creative, breakthrough solutions for all.

This session will help you to:

strengthen courage for individual and organizational resilience;
appreciate the growing impact of eco-anxiety in the workplace;
practice a simple yet powerful guided process that helps people move through stuckness, despair, or resignation into strengthening their ability to bring about positive change.

Reflection (2025 template)

How often do you wonder not just about what happened but why it happened and how it differs from other happenings? This topic introduces the importance of reflection in managerial work.

Reflection is about getting the meaning from everyday experiences. Managers may too easily allow ‘doing’ to drive out ‘thinking’ and ‘thinking’ might miss out on the clues provided by feelings and intuition. By bringing conscious awareness into the moment, the result will be more informed, effective action for the future.