Latest posts
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Widening Women’s Leadership Pipelines by Design
Reflections by Shalinee BasakGlobal CHRO and Talent Leader The inflection points in my career were not the comfortable ones. They were the assignments that demanded more perspective, more resilience, and more humility. I did not become more capable because I felt ready. I became more capable because someone decided I should be tested. They placed
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Sustainable Performance: Enduring Excellence Beyond the Sprint
Delphine Tordjman is a multi-published author, executive coach for the likes of the Paris Olympics to Balenciaga, and leadership expert specializing in engagement and mental health at work. Author of Réussir sa carrière sans rater sa vie (Géreso, 2025), she helps leaders build sustainable performance aligned with meaning.Her approach integrates organizational psychology, somatic awareness, and
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Employer Branding Beyond HR: Why Attraction is an Outcome, Not a Strategy.
Rassam YaghmaeiGroup Talent & Engagement Director, Free Have you ever changed your opinion after actually meeting someone? We all have. “Oh, I didn’t expect them to be like that.”“Smarter than I thought.”“Less impressive than their reputation.” Organizations work the same way. Every day, candidates form opinions about companies they’ve never met. Through job ads. Through
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The Narrative P&L: The Cost of Strategy Without Story
The deck lands on a Tuesday morning.Twenty slides. Clear KPIs. Blurry road ahead despite the roadmap. By the following week, three teams are pulling in three different directions. Meetings multiply. Decisions slow. Someone asks for “clarity” again. The strategy did not fail in the boardroom. It failed in recall. The myth we still believe Strategy,
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The Importance of Friendships at Work, on Work
At 8:42 a.m., the lift doors open. Two colleagues step in, exchange a glance, then a small smile. Nothing dramatic. But the conversation that follows, about a shared dinner last night, softens the day before it has even begun. Modern organisations talk endlessly about alignment, engagement, performance. Yet many quietly design work as if relationships
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The Cost of Silence: How Low Psychological Safety Taxes Your EBITDA
In the audit of a company’s health, we look at cash flow, margins, and debt. We rarely look at the Silence. Silence in an organization is often mistaken for agreement. A quiet boardroom is viewed as a sign of alignment; a lack of dissenting emails is viewed as efficiency. But to the forensic observer of
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The Great Disconnection: Why “Return-to-Office” Mandates Fail Without Rituals
In the post-pandemic era, the “Return-to-Office” (RTO) mandate has become the most friction-heavy policy in the corporate playbook. From Wall Street to Canary Wharf, the directive is consistent: “Culture happens in the room. Come back.” Yet, the execution is often disastrous. Leadership issues a mandate. Employees comply, grudgingly. They commute an hour to a glass
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The “Pre-Mortem” Protocol: Using Visualization to Prevent Project Failure
In the standard project kickoff meeting, the mood is almost always one of optimism. We look at the Gantt charts, we approve the budget, and we agree on the milestones. We operate under the collective delusion that if we plan perfectly, execution will be perfect. This is Optimism Bias—a biological default setting that blinds us
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Post-Merger Integration: The “Social Synapse” as a Risk Factor
In the playbook of Mergers and Acquisitions (M&A), the due diligence process is forensic. We audit the balance sheets, scrutinize the intellectual property, and stress-test the legal liabilities. We treat the organizations as machines, calculating how their gears will mesh to produce “synergy.” Yet, between 70% and 90% of mergers fail to deliver their projected
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Feedback Loops: A Protocol for “High-Trust” Critiques
In the lexicon of management, few phrases trigger a more immediate biological recoil than: “Can I give you some feedback?” For the receiver, this question is not an invitation to learn; it is a threat alert. The brain’s amygdala—the ancient sentry responsible for survival—interprets a challenge to one’s status or competence in the same way