Lily Facilite la Vie

Certains moments de vie de vos salariés génèrent du stress.
Notre mission : réduire ce stress et ainsi protéger la santé mentale
Comment ? En accompagnant chaque salarié dans la recherche de solutions pour tous les sujets

Nous accompagnons les entreprises :
👉🏾  Mise en place d'actions QVT ayant un impact sur la conciliation vie privée vie professionnelle
👉🏾 Contribution à la politique sociale avec une offre digitale « plug and play » 
👉🏾  Accompagnement des salariés dans des situations de stress

Co-Fondatrice

Mozaïk RH

Mentor

Le Lab RH

Administratrice

MS Conseil

Senior Advisor & Executive Coach

CAPITAL HUMAIN 

Capital humain… L’homme, ou la femme est-il un capital ? 

En tout cas, les équipes sont indispensables à la performance de l’entreprise. 

Alors, que par conviction, vous pensiez que votre rôle est de maximiser le potentiel, de développer les compétences, et d’accroître l’efficacité de vos équipes, voire leur bien-être. 

Ou par certitude vous estimez que l’investissement dans le capital humain est une stratégie financièrement judicieuse. 

Ce podcast vous aidera à transformer vos équipes en véritables leviers de performance.

Podcast Host

APM - Association Progrès du Management

Présidente

Réseau Entreprendre

Lauréate 2021

Sorbonne Universités

Intervenante Master Droit des Assurances 

Fondation Du Domicile

Création de la Fondation dédiée à contribuer au développement du domicile tiers lieu de vie

CNP Assurances

La Business Unit Protection Sociale et Services a un chiffre d’affaires de 3,3 Mds € et compte 800 collaborateurs dans son périmètre complet. 

La Business Unit Protection Sociale et Services (BUPSS) de CNP Assurances propose les produits de prévoyance, santé et retraite correspondant au cœur de métiers de CNP Assurances. Elle participe au leadership de CNP Assurances en matière de protection sociale grâce à son réseau commercial AMETIS, la gestion de PREFON ainsi que ses filiales Filassistance, Age d’Or, Garantie Assistance, MF Prévoyance et Equasanté. Moteur en recherche développement, la BUPSS met à disposition des services de Protection Sociale digitaux innovants tels que le site Lyfe.

Directrice de la Business Unit Protection Sociale et Services - Membre du Comité Exécutif

Le bien-être en entreprise n’est pas une option, c’est une obligation.
Vous souhaitez passer à l’action et prouver que votre entreprise se soucie de ses collaborateurs ? 

👋 Je peux vous aider !!
Ancienne dirigeante, aujourd’hui entrepreneure engagée, j'ai vu qu’un salarié qui va bien, c’est une entreprise qui remplit ses engagements sociaux. 
Mais entre exigences réglementaires, gestion des risques psychosociaux et charge mentale des collaborateurs, les DRH ont une mission de plus en plus complexe.

🚨 Le défi des DRH aujourd’hui ?

👉 Prendre soin des salariés en les aidant à gérer leurs problèmes perso et pro, sans que cela repose uniquement sur eux.
👉 Répondre aux obligations légales et RSE : qualité de vie au travail, prévention des risques, équilibre vie pro/perso… et prouver que des actions concrètes sont mises en place.
👉 Mesurer et justifier l’impact de ces actions avec des indicateurs fiables.

🎯 C’est là qu’intervient Lily Facilite la Vie.

Nous allégeons la charge des DRH en prenant en main tous les sujets qui impactent la vie des salariés, avec des solutions sur-mesure et des résultats mesurables.


💡 Pourquoi Lily et pas un autre service ?

✅ Un accompagnement 360° : logement, parentalité, santé, gestion du stress, conflits au travail… Tous les sujets qui pèsent sur les salariés et finissent sur le bureau des RH.

✅ Une approche alliant digital et humain : nos experts trouvent des solutions concrètes en moins de 48h, adaptées à chaque situation.

✅ Des temps forts RH clés en main : ateliers, interventions, semaine de la QVCT… pour engager les équipes et structurer les actions bien-être.

✅ Un impact prouvé et mesurable : grâce à notre Indice d’Usage, nous suivons et quantifions les effets de nos actions pour aider les DRH à justifier leurs initiatives.

✅ Un gain de temps et une réduction des risques RH : moins de sollicitations individuelles, une prise en charge proactive et des salariés plus autonomes.

Intéressé ? Ecrivez-moi !

Magaly Simeon

Unlocking Future Growth: Partnering with Leaders in Healthcare to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

Supporting organizations in the healthcare sector through deep transformations - with structure, meaning, and commitment.

That’s my mission.

I’m Silvina Layani, consultant and facilitator in organizational transformation, with 20+ years of hands-on experience in leading organizational change.

I step in when companies need to evolve, adapt, or pivot - aligning processes, teams, and cultures around a shared vision.

🎯 My approach is built on three key pillars:

1. Co-construction: co-defining change with stakeholders to ensure engagement
2. Culture & mindset: integrating human, intercultural, and emotional dimensions into transformation efforts
3. Iteration & agility: testing, adjusting, and grounding change in day-to-day realities

My work goes beyond strategy.

I rely on a deep understanding of organizational design and governance structures, which allows me to guide transformations by addressing both structural and human dynamics.

I firmly believe that engaging employees and building their capabilities are essential to embedding lasting change.

This belief has helped me contribute to the emergence of more adaptable, collaborative, and forward-looking cultures - particularly in the pharmaceutical, medical equipment, and hospital sectors.

I'm used to working in complex, multicultural, and sometimes tense environments.

What I bring is the ability to listen, structure, rally teams, and make sure decisions don’t stay in PowerPoint decks, but come to life and are carried forward by the teams themselves.

💼 I work with:

- Executives facing strategic questions
- HR teams leading transformation initiatives
- Managers looking for concrete tools to engage their teams

Looking to evolve your organization using proven methods while involving your people every step of the way?

I’d be happy to talk, just send me a message 📩

SILVINA LAYANI

𝙒𝙖𝙞𝙩𝙞𝙣𝙜 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙥𝙚𝙧𝙛𝙚𝙘𝙩 𝙢𝙤𝙢𝙚𝙣𝙩 𝙞𝙨 𝙘𝙤𝙨𝙩𝙞𝙣𝙜 𝙪𝙨 𝙥𝙧𝙤𝙜𝙧𝙚𝙨𝙨 𝙢𝙤𝙧𝙚 𝙩𝙝𝙖𝙣 𝙬𝙚 𝙧𝙚𝙖𝙡𝙞𝙯𝙚. 𝙃𝙚𝙧𝙚’𝙨 𝙝𝙤𝙬 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙘𝙖𝙣 𝙗𝙧𝙚𝙖𝙠 𝙩𝙝𝙚 𝙘𝙮𝙘𝙡𝙚.


𝗘𝘃𝗲𝗿𝘆 “𝘄𝗲’𝗿𝗲 𝘄𝗮𝗶𝘁𝗶𝗻𝗴” 𝘀𝗼𝘂𝗻𝗱𝘀 𝗿𝗲𝗮𝘀𝗼𝗻𝗮𝗯𝗹𝗲.

“We’re waiting on the data.”
“We’re waiting for alignment.”
“We’re waiting for the new strategy.”

But most of the time, that’s not the truth.

Every “we’re waiting” hides a decision no one dared to make.

Because if we decide, we can be wrong.
If we move, we can be blamed.
If we choose, someone will be unhappy.

So we stall.

- We spin up another working group.
- We ask for “more input.”
- We park it on the next agenda.

Meanwhile:
🤨Patients still walk through broken pathways
🤨 Staff keep working around the same problems
🤨Burnout grows while decisions sit in limbo

This isn’t a capacity problem.
𝗜𝘁’𝘀 𝗮 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

Decisions fall into the gaps between roles:
Too “operational” for executives.
Too “strategic” for middle managers.
Too “sensitive” for anyone to own.

So nothing moves.
And we call it “timing.”

Here’s where everything changes, when leadership actually sounds like this:

“I’ll make the call.”
“Here’s the trade-off we’re choosing.”
“We’ll adjust if needed, but we’re not waiting.”

If you want:
✅ Faster improvement
✅ Clearer priorities
✅ Less noise and rework

𝙔𝙤𝙪 𝙙𝙤𝙣’𝙩 𝙣𝙚𝙚𝙙 𝙢𝙤𝙧𝙚 𝙢𝙚𝙚𝙩𝙞𝙣𝙜𝙨.
𝙔𝙤𝙪 𝙣𝙚𝙚𝙙 𝙢𝙤𝙧𝙚 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣𝙨.

Next time you hear “we’re waiting,” ask yourself:

What decision are we avoiding?
And who’s going to own it?

Because delay is a decision too.
It just hides who made it.

Stop waiting. Lead.

JSESSIONID

li_at

Talks about #agilemindset, #changemanagement, #culturaltransformation, #transforminghealthcare, and #organizationaltransformation

Unlocking Future Growth: Partnering with Leaders in Healthcare and Mission-Led Organizations to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

𝗘𝘃𝗲𝗿 𝘄𝗼𝗻𝗱𝗲𝗿 𝘄𝗵𝗮𝘁 𝘀𝗲𝘁𝘀 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗻𝘂𝗿𝘀𝗲𝘀 𝗮𝗽𝗮𝗿𝘁 𝗶𝗻 𝗮 𝗯𝘂𝘀𝘆 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹?


It's not just their technical skills.
It's their ability to see what others miss.

That subtle shift in a patient’s behavior?
Most casually brush it off as “nothing.”

👉 But not nurses with sharp situational intelligence.
They observe, analyze, anticipate, and alert the team in time.

That’s the power of 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲.
It’s about perceiving signals in a complex environment before things spiral out of control.

In healthcare, change management is no different.

Transformations involve new procedures, tools, or ways of working.

Teams that develop their SI catch resistance early, before it turns into a roadblock.

They adapt on the fly, suggest tweaks, and co-create solutions that really work.

A recent study shows that nurses with higher SI and resilience handle change better. 

They stay effective under pressure, avoid burnout, and keep patient care on track.

🔑 So, how do you build this superpower?

- Organize simulations and role-plays to experience new situations.
- Participate in debriefing workshops to analyze reactions and decisions.
- Engage in continuous training on risk anticipation and reading weak signals.
- And never stop learning.

Continuous training on risk anticipation and reading weak signals is what creates experts in this space.

If healthcare teams can sharpen their SI, they won’t just survive change,  they’ll lead it.

Are you ready to boost your team’s situational awareness?

Let’s make change happen smarter, together.

What’s your go-to method for staying ahead in complex environments?
Drop your thoughts below.



Want more real talk on leadership, culture, and patient care?

Join our Bee’z newsletter. Expect bold takes and honest conversations.
French or English — your call.

👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW


#SituationalIntelligence #ChangeManagementHealthcare #Leadership #BeezConsultingCH #Teamwork

𝗠𝗼𝘀𝘁 𝘁𝗲𝗮𝗺𝘀 𝗱𝗼𝗻'𝘁 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘄𝗶𝘁𝗵 𝗵𝗮𝘃𝗶𝗻𝗴 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀.
𝗧𝗵𝗲𝘆 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘄𝗶𝘁𝗵 𝗳𝗼𝗹𝗹𝗼𝘄-𝘁𝗵𝗿𝗼𝘂𝗴𝗵.

I've sat in countless meetings that felt productive. Good energy. Smart people. Clear topics.

But a week later, those same ideas get dropped, forgotten, or revisited as if nothing was decided.

What finally shifted for us wasn't a better agenda. It was a small change in how we close the loop.

Here's how we do it:

- 𝘼𝙩 𝙩𝙝𝙚 𝙨𝙩𝙖𝙧𝙩, 𝙧𝙚𝙫𝙞𝙚𝙬 𝙡𝙖𝙨𝙩 𝙘𝙤𝙢𝙢𝙞𝙩𝙢𝙚𝙣𝙩𝙨: what was supposed to be done? What actually got done? For example, a nurse manager revisited last week's patient wait time initiatives and saw which strategies worked.

- 𝙒𝙝𝙚𝙣 𝙖𝙨𝙨𝙞𝙜𝙣𝙞𝙣𝙜 𝙩𝙖𝙨𝙠𝙨, 𝙠𝙚𝙚𝙥 𝙞𝙩 𝙨𝙞𝙢𝙥𝙡𝙚: 𝙤𝙣𝙚 𝙤𝙬𝙣𝙚𝙧, 𝙤𝙣𝙚 𝙘𝙡𝙚𝙖𝙧 𝙙𝙚𝙖𝙙𝙡𝙞𝙣𝙚. Like when they tasked a technician to complete maintenance by Friday, with no ambiguity.

- 𝘽𝙚𝙛𝙤𝙧𝙚 𝙬𝙧𝙖𝙥𝙥𝙞𝙣𝙜 𝙪𝙥, 𝙙𝙤 𝙖 𝙦𝙪𝙞𝙘𝙠 𝙥𝙡𝙖𝙞𝙣-𝙡𝙖𝙣𝙜𝙪𝙖𝙜𝙚 𝙧𝙚𝙘𝙖𝙥: owner, date, next step. For instance, "Jane will follow up on patient satisfaction survey by next Tuesday."

𝙽𝚘 𝚏𝚕𝚞𝚏𝚏, 𝚗𝚘 𝚎𝚡𝚌𝚞𝚜𝚎𝚜. 𝙹𝚞𝚜𝚝 𝚊𝚌𝚌𝚘𝚞𝚗𝚝𝚊𝚋𝚒𝚕𝚒𝚝𝚢.

For example, in a healthcare leadership team I worked with, after implementing this habit, they saw a significant drop in unresolved action items. By reviewing last commitments at the start, they ensured accountability from the get-go.

And in a healthcare leadership team I worked with, after implementing this habit, they saw a significant drop in unresolved action items. By reviewing last commitments at the start, they ensured accountability from the get-go.

And in a busy clinic, a manager started recapping next steps in plain words before ending meetings, which helped staff understand exactly what they needed to do, reducing confusion and missed follow-ups.

𝙄𝙩'𝙨 𝙣𝙤𝙩 𝙥𝙚𝙧𝙛𝙚𝙘𝙩. 𝘽𝙪𝙩 𝙞𝙩 𝙘𝙪𝙩𝙨 𝙙𝙤𝙬𝙣 𝙤𝙣 𝙩𝙝𝙚 "𝙄 𝙩𝙝𝙤𝙪𝙜𝙝𝙩 𝙮𝙤𝙪 𝙝𝙖𝙙 𝙞𝙩" 𝙚𝙭𝙘𝙪𝙨𝙚𝙨.
And it saves us from endless back and forth later.

What habits or routines have helped your team boost follow-through?

Drop your tips in the comments, I want to learn from you.

Want meetings that actually change something?

𝙄𝙣 𝙢𝙞𝙨𝙨𝙞𝙤𝙣-𝙙𝙧𝙞𝙫𝙚𝙣 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣𝙨, 𝙚𝙣𝙜𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙞𝙨 𝙩𝙝𝙚 𝙛𝙤𝙪𝙣𝙙𝙖𝙩𝙞𝙤𝙣.
𝘽𝙪𝙩 𝙡𝙚𝙩'𝙨 𝙗𝙚 𝙝𝙤𝙣𝙚𝙨𝙩 , 𝙚𝙣𝙜𝙖𝙜𝙚𝙢𝙚𝙣𝙩 𝙖𝙡𝙤𝙣𝙚 𝙬𝙤𝙣'𝙩 𝙨𝙖𝙫𝙚 𝙮𝙤𝙪 𝙬𝙝𝙚𝙣 𝙥𝙧𝙞𝙤𝙧𝙞𝙩𝙞𝙚𝙨 𝙖𝙧𝙚 𝙨𝙝𝙞𝙛𝙩𝙞𝙣𝙜 𝙚𝙫𝙚𝙧𝙮 48 𝙝𝙤𝙪𝙧𝙨. ❌

What truly makes a difference? Rituals.
Simple. Visible. Consistent.

Think about it:
✔ 𝘈 𝘲𝘶𝘪𝘤𝘬 10-𝘮𝘪𝘯𝘶𝘵𝘦 𝘤𝘩𝘦𝘤𝘬-𝘪𝘯 to align on urgent tasks.
✔ 𝘈𝘴𝘴𝘪𝘨𝘯𝘪𝘯𝘨 𝘰𝘯𝘦 𝘱𝘦𝘳𝘴𝘰𝘯 𝘵𝘰 𝘰𝘸𝘯 𝘦𝘢𝘤𝘩 𝘢𝘤𝘵𝘪𝘰𝘯.
✔ 𝘈 𝘧𝘢𝘴𝘵 𝘳𝘰𝘶𝘯𝘥𝘵𝘢𝘣𝘭e: "What I'm working on / What's blocking me."
✔ 𝘊𝘭𝘰𝘴𝘪𝘯𝘨 𝘵𝘩𝘦 𝘭𝘰𝘰𝘱 𝘰𝘯 𝘦𝘷𝘦𝘳𝘺 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯 , no tasks left hanging.

These micro-rituals cut through misalignment and bring clarity.
They keep teams in sync, whether in the field or at headquarters.
They create a rhythm that anchors everyone in the same direction.

And guess what? They work.
They protect impact when it matters most.

𝗪𝗵𝗲𝗻 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗸𝗻𝗼𝘄𝘀 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆'𝗿𝗲 𝘀𝘂𝗽𝗽𝗼𝘀𝗲𝗱 𝘁𝗼 𝗱𝗼, 𝗲𝗻𝗲𝗿𝗴𝘆 𝗮𝗻𝗱 𝗳𝗼𝗰𝘂𝘀 𝗳𝗹𝗼𝘄.
𝗗𝗶𝘀𝗼𝗿𝗱𝗲𝗿 𝘁𝘂𝗿𝗻𝘀 𝗶𝗻𝘁𝗼 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺.

Building these rituals doesn't require grand change,it's about small, deliberate actions.
Start your day with a quick huddle.
End meetings with clear next steps.
Make sure every decision has a champion and a deadline.

𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲? 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆.
It's easy to forget when things get hectic, but that's when rituals matter the most.

Invest in these moments.
They foster trust, accountability, and alignment.
And most importantly, they keep your team focused on the mission, not the chaos.

𝙄𝙛 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙮𝙤𝙪𝙧 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣 𝙩𝙤 𝙢𝙤𝙫𝙚 𝙛𝙖𝙨𝙩𝙚𝙧, 𝙖𝙙𝙖𝙥𝙩 𝙦𝙪𝙞𝙘𝙠𝙚𝙧, 𝙖𝙣𝙙 𝙨𝙩𝙖𝙮 𝙧𝙚𝙨𝙞𝙡𝙞𝙚𝙣𝙩, 𝙨𝙩𝙖𝙧𝙩 𝙨𝙢𝙖𝙡𝙡, 𝙨𝙩𝙖𝙮 𝙨𝙩𝙚𝙖𝙙𝙮, 𝙖𝙣𝙙 𝙘𝙤𝙢𝙢𝙞𝙩 𝙩𝙤 𝙩𝙝𝙚 𝙧𝙞𝙩𝙪𝙖𝙡𝙨 𝙩𝙝𝙖𝙩 𝙢𝙖𝙠𝙚 𝙖 𝙙𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙘𝙚.

Your mission depends on it , the health and well-being of those you serve depend on it.

Are you ready to embed these habits into your daily routine?

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𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝘄𝗵𝗲𝗻 𝗵𝗲 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝗳𝗶𝘅𝗶𝗻𝗴 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴.



He wanted his team to step up.
Big goals, good values, strong people.

𝘉𝘶𝘵 𝘵𝘩𝘦 𝘳𝘰𝘰𝘮 𝘧𝘦𝘭𝘵 𝘵𝘪𝘨𝘩𝘵, 𝘩𝘦𝘢𝘷𝘺.
𝘘𝘶𝘪𝘤𝘬 𝘢𝘯𝘴𝘸𝘦𝘳𝘴. 𝘓𝘰𝘸 𝘰𝘸𝘯𝘦𝘳𝘴𝘩𝘪𝘱.

Not a skills gap. A climate thing.

So, he hit pause.

No speeches. No slides.

Just a shift in how he showed up.

He started with three simple questions:
- What’s getting in your way right now?
- What would help you feel more confident trying this?
- What’s one thing you’re proud of this week?

Week one: People opened up. 💬
Week two: They took small bets. 🎯
Week three: They owned the plan.

𝗢𝘂𝘁𝗽𝘂𝘁 𝘄𝗲𝗻𝘁 𝘂𝗽. 𝗧𝗿𝘂𝘀𝘁 𝗳𝗼𝗹𝗹𝗼𝘄𝗲𝗱.

𝗧𝗵𝗲 𝗺𝗼𝗼𝗱 𝘀𝗵𝗶𝗳𝘁𝗲𝗱.

First, safe. Then, fast. 🚀

𝙏𝙝𝙚 𝙡𝙚𝙨𝙨𝙤𝙣? 𝙈𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙨𝙝𝙖𝙥𝙚 𝙩𝙝𝙚 𝙘𝙡𝙞𝙢𝙖𝙩𝙚 𝙞𝙣 𝙢𝙞𝙣𝙪𝙩𝙚𝙨, 𝙣𝙤𝙩 𝙢𝙤𝙣𝙩𝙝𝙨.

𝗔𝘀𝗸 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗶𝗻𝘃𝗶𝘁𝗲 𝗵𝗼𝗻𝗲𝘀𝘁𝘆.
𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗿𝗲𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲? 𝗜𝘁 𝘀𝘁𝗮𝗿𝘁𝘀 𝘄𝗶𝘁𝗵 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴.

What’s your next step to create space for your team?

𝙈𝙤𝙨𝙩 𝙗𝙞𝙜 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣𝙨 𝙛𝙖𝙞𝙡 𝙡𝙤𝙣𝙜 𝙗𝙚𝙛𝙤𝙧𝙚 𝙩𝙝𝙚 𝙛𝙞𝙧𝙨𝙩 𝙬𝙤𝙧𝙠𝙨𝙝𝙤𝙥 𝙨𝙩𝙖𝙧𝙩𝙨.
𝙃𝙖𝙗𝙞𝙩𝙨 𝙙𝙚𝙘𝙞𝙙𝙚 𝙬𝙝𝙖𝙩 𝙨𝙩𝙞𝙘𝙠𝙨.

I have seen grand plans launch with full force.
Budgets approved.
Slides polished.
Kick off workshops full of energy.

Six weeks later, nothing moves.
The plan slows.
The mood drops.
People quietly go back to old ways.

𝙏𝙝𝙚 𝙞𝙙𝙚𝙖 𝙞𝙨 𝙧𝙖𝙧𝙚𝙡𝙮 𝙩𝙝𝙚 𝙥𝙧𝙤𝙗𝙡𝙚𝙢.
𝙏𝙝𝙚 𝙜𝙖𝙥 𝙨𝙞𝙩𝙨 𝙞𝙣 𝙩𝙝𝙚 𝙙𝙖𝙮 𝙩𝙤 𝙙𝙖𝙮.
𝙉𝙤 𝙡𝙞𝙣𝙠 𝙗𝙚𝙩𝙬𝙚𝙚𝙣 𝙩𝙝𝙚 𝙗𝙞𝙜 𝙨𝙩𝙤𝙧𝙮 𝙖𝙣𝙙 𝙩𝙞𝙣𝙮 𝙙𝙖𝙞𝙡𝙮 𝙝𝙖𝙗𝙞𝙩𝙨.

You want a 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆.
Start with one simple move.

Each person writes down their top priority for the day.
They share it with the team.
No long speech.
Just clear focus in one line.

When an obstacle shows up, it gets named fast.
Not hidden.
Not parked for “later”.
“Here is what is blocking me today.”

At the end of the week, ten minutes to close the loop.
What moved.
What stayed stuck.
What needs a different plan.

No big show.
Just a steady rhythm.

𝗢𝘃𝗲𝗿 𝘁𝗶𝗺𝗲, 𝘁𝗵𝗲𝘀𝗲 𝘁𝗶𝗻𝘆 𝗺𝗼𝘃𝗲𝘀 𝘀𝘁𝗮𝗰𝗸.
𝗣𝗲𝗼𝗽𝗹𝗲 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀.
𝗧𝗵𝗲𝘆 𝘀𝗲𝗲 𝗵𝗼𝘄 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸 𝗹𝗶𝗻𝗸𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗯𝗶𝗴𝗴𝗲𝗿 𝗰𝗵𝗮𝗻𝗴𝗲.

I have watched teams change this way.
Not in one loud moment.
But in many small, steady choices.

Big change only lasts when daily behavior backs it up.
Values on slides are the start.
Micro habits are where they become real.

If you are tired of plans that fade.
𝗦𝘁𝗮𝗿𝘁 𝗯𝘆 𝗿𝗲𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗼𝘂𝘁𝗶𝗻𝗲.
𝗢𝗻𝗲 𝘀𝗺𝗮𝗹𝗹 𝗵𝗮𝗯𝗶𝘁.
𝗥𝗲𝗽𝗲𝗮𝘁𝗲𝗱 𝘂𝗻𝘁𝗶𝗹 𝗶𝘁 𝗳𝗲𝗲𝗹𝘀 𝗻𝗼𝗿𝗺𝗮𝗹.

𝗧𝗵𝗮𝘁 𝗶𝘀 𝗵𝗼𝘄 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝗼𝗽𝘀 𝗯𝗲𝗶𝗻𝗴 𝗮 𝗽𝗿𝗼𝗷𝗲𝗰𝘁.
𝗔𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝘀 𝗯𝗲𝗶𝗻𝗴 𝗵𝗼𝘄 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺 𝘄𝗼𝗿𝗸𝘀.


#Transformation #Leadership #MicroHabits #Accountability #ChangeManagement

𝗘𝘃𝗲𝗿 𝘀𝗮𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗮 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗳𝗲𝗲𝗹𝘀 𝗹𝗶𝗸𝗲 𝗶𝘁’𝘀 𝗼𝗻 𝗹𝗼𝗼𝗽?



You walk in with good slides, good intentions.
The room feels safe.
Everyone nods but no one actually commits.

And then—𝘀𝗶𝗹𝗲𝗻𝗰𝗲.

“𝙇𝙚𝙩 𝙢𝙚 𝙘𝙝𝙚𝙘𝙠 𝙬𝙞𝙩𝙝 𝙢𝙮 𝙢𝙖𝙣𝙖𝙜𝙚𝙧.”
“𝙇𝙚𝙩’𝙨 𝙘𝙞𝙧𝙘𝙡𝙚 𝙗𝙖𝙘𝙠.”
Calendars fill up. People get busy.

The work seems active, but 𝗻𝗼𝘁𝗵𝗶𝗻𝗴 𝗺𝗼𝘃𝗲𝘀.
You feel the momentum drain.

You see it in the side chats:
“Who is really deciding this?”
Trust starts to thin.
Time leaks away, silently.

And here's the truth:
𝙄𝙩'𝙨 𝙣𝙤𝙩 𝙨𝙠𝙞𝙡𝙡𝙨.
𝙄𝙩'𝙨 𝙢𝙞𝙙𝙙𝙡𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙢𝙚𝙣𝙩.

Here’s where everything changed for us:

We hit pause.

We picked one decision.
One owner.
One date.

We wrote a single page — options, risks, the call.
Shared it with the team.

Ten minutes later — decision made.

The project breathed again.

You could hear relief.
People leaned in.
Momentum returned.

My lesson?
- Leaders set the tone.
- Middles set the pace.
- And pace builds trust.

𝗡𝗲𝘅𝘁 𝘁𝗶𝗺𝗲 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝗮 𝘀𝘁𝗮𝗹𝗹 𝗰𝗼𝗺𝗶𝗻𝗴, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳:
𝗪𝗵𝗮𝘁'𝘀 𝗼𝗻𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗺𝗮𝗸𝗲 𝘁𝗼𝗱𝗮𝘆 𝘁𝗵𝗮𝘁 𝘀𝗵𝗶𝗳𝘁𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴?

𝘿𝙤𝙣’𝙩 𝙬𝙖𝙞𝙩.
𝙅𝙪𝙨𝙩 𝙙𝙚𝙘𝙞𝙙𝙚.

𝘽𝙞𝙜 𝙘𝙝𝙖𝙣𝙜𝙚𝙨 𝙝𝙖𝙥𝙥𝙚𝙣 𝙬𝙝𝙚𝙣 𝙖𝙘𝙩𝙞𝙤𝙣𝙨 𝙗𝙚𝙘𝙤𝙢𝙚 𝙫𝙞𝙨𝙞𝙗𝙡𝙚.


People don’t change just because they hear a speech. They change when they see clear, simple steps they can actually do.

Here’s what I’ve seen work:

👉𝐓𝐄𝐀𝐌𝐒 𝐓𝐇𝐀𝐓 𝐂𝐋𝐀𝐑𝐈𝐅𝐘 𝐑𝐎𝐋𝐄 𝐒𝐀𝐍𝐃 𝐑𝐄𝐒𝐏𝐎𝐍𝐒𝐈𝐁𝐈𝐋𝐈𝐓𝐈𝐄𝐒 𝗰𝘂𝘁 𝟮𝟬–𝟯𝟬% 𝗼𝗳 𝘁𝗶𝗺𝗲 𝘄𝗮𝘀𝘁𝗲𝗱 redoing stuff.

👉 𝐏𝐑𝐎𝐉𝐄𝐂𝐓𝐒 𝐖𝐈𝐓𝐇 𝐀 𝐃𝐄𝐒𝐈𝐆𝐍𝐀𝐓𝐄𝐃 𝐎𝐖𝐍𝐄𝐑 𝐅𝐑𝐎𝐌 𝐃𝐀𝐘 𝐎𝐍𝐄 are almost 𝘁𝘄𝗶𝗰𝗲 𝗮𝘀 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗳𝗶𝗻𝗶𝘀𝗵 𝗼𝗻 𝘁𝗶𝗺𝗲.

👉 𝐎𝐑𝐆𝐀𝐍𝐈𝐙𝐀𝐓𝐈𝐎𝐍𝐒 𝐓𝐇𝐀𝐓 𝐑𝐔𝐍 𝐖𝐄𝐄𝐊𝐋𝐘 𝐂𝐇𝐄𝐂𝐊-𝐈𝐍𝐒 𝐜𝗮𝘁𝗰𝗵 𝗳𝗼𝗿𝗴𝗼𝘁𝘁𝗲𝗻 𝘁𝗮𝘀𝗸𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲𝘆 𝗱𝗶𝗲 𝗮 𝘀𝗹𝗼𝘄 𝗱𝗲𝗮𝘁𝗵.

It’s not magic. It’s small, consistent habits:
- One person, one owner.
- One task, one deadline.
- One meeting, one follow-up.
- One blocker, voiced immediately.

That’s how real transformation begins, with clarity, not speeches.  

When you do this, you’ll notice your meetings get shorter, projects move faster, responsibilities stop floating around aimlessly.

Most importantly: results come faster, and teams feel more confident.

These aren’t “big reforms”, they are just tiny habits that keep showing up.

But when you practice them every day? They shift things: flow, trust, speed, and energy.

𝐒𝐭𝐚𝐫𝐭 𝐬𝐦𝐚𝐥𝐥. 𝐀𝐜𝐭 𝐧𝐨𝐰. 𝐖𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐜𝐡𝐚𝐧𝐠𝐞 𝐮𝐧𝐟𝐨𝐥𝐝.

What’s your first step today?


✨ 𝙁𝙚𝙚𝙡 𝙞𝙣𝙨𝙥𝙞𝙧𝙚𝙙? 
Like, comment your next small step or share this with someone who needs a simple boost today. Follow for more actionable insights!

✨ 𝘼𝙣𝙙 𝙞𝙛 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙢𝙤𝙧𝙚 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙨𝙥𝙖𝙧𝙠 𝙧𝙚𝙖𝙡 𝙘𝙝𝙖𝙣𝙜𝙚, 𝙘𝙝𝙚𝙘𝙠 𝙤𝙪𝙩 𝙤𝙪𝙧 𝙣𝙚𝙬𝙨𝙡𝙚𝙩𝙩𝙚𝙧. 
Quick wins you probably didn’t know you needed.
👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW

𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗮 𝘀𝗽𝗲𝗲𝗰𝗵 𝘆𝗼𝘂 𝗴𝗶𝘃𝗲, 𝗶𝘁’𝘀 𝗮 𝗺𝘂𝘀𝗰𝗹𝗲 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆.


𝙋𝙡𝙖𝙨𝙩𝙚𝙧 𝙥𝙤𝙨𝙩𝙚𝙧𝙨 𝙤𝙣 𝙩𝙝𝙚 𝙬𝙖𝙡𝙡 𝙖𝙗𝙤𝙪𝙩 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮, 𝙖𝙣𝙙 𝙩𝙝𝙚𝙮 𝙬𝙤𝙣'𝙩 𝙘𝙝𝙖𝙣𝙜𝙚 𝙖 𝙩𝙝𝙞𝙣𝙜.

People notice when things aren’t working — confusion during handovers, dropped tasks, unclear ownership. 
And then frustration kicks in. Everyone feels busy, but nothing improves.

The real problem? Simple.

𝗡𝗼 𝘀𝗵𝗮𝗿𝗲𝗱 𝗵𝗮𝗯𝗶𝘁𝘀. 𝗡𝗼 𝗰𝗼𝗺𝗺𝗼𝗻 𝗿𝗵𝘆𝘁𝗵𝗺.

Here’s the straightforward path I see in high-performing teams:

𝟭. 𝗔𝗪𝗔𝗥𝗘𝗡𝗘𝗦𝗦 
They see the gaps clearly — who owns what, what needs follow-up. 
Clarity becomes the foundation.

𝟮. 𝗕𝗨𝗜𝗟𝗗𝗜𝗡𝗚 𝗡𝗘𝗪 𝗛𝗔𝗕𝗜𝗧𝗦
They script key check-ins and moments of accountability. 
They repeat these until they become second nature.

𝟯. 𝗖𝗥𝗘𝗔𝗧𝗜𝗡𝗚 𝗔 𝗖𝗢𝗟𝗟𝗘𝗖𝗧𝗜𝗩𝗘 𝗥𝗬𝗧𝗛𝗠 
People start to anticipate each other’s actions. 
Coordination becomes faster, lighter.

𝟰. 𝗜𝗡𝗦𝗧𝗜𝗡𝗖𝗧
Accountability stops sounding like a rule. 
It becomes just how they work every day.

If you want 𝘁𝗿𝘂𝗲 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽, stop hunting for heroes. 
𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗵𝗮𝗯𝗶𝘁𝘀 𝗮𝗻𝗱 𝗿𝗵𝘆𝘁𝗵𝗺𝘀 𝘆𝗼𝘂 𝗿𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲 𝗱𝗮𝗶𝗹𝘆. 

That’s where accountability is born.

𝙒𝙖𝙣𝙩 𝙮𝙤𝙪𝙧 𝙩𝙚𝙖𝙢 𝙩𝙤 𝙤𝙬𝙣 𝙤𝙪𝙩𝙘𝙤𝙢𝙚𝙨? 𝙎𝙩𝙖𝙧𝙩 𝙗𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙩𝙝𝙚 𝙢𝙪𝙨𝙘𝙡𝙚.

Accountability doesn't appear overnight

𝗪𝗵𝘆 𝘀𝗺𝗮𝗹𝗹 𝗵𝗮𝗯𝗶𝘁𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗲𝗻𝗴𝗶𝗻𝗲𝘀 𝗼𝗳 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻


Everyone talks about big plans, bold strategies, and major overhauls.

But if you want real change, it often starts with tiny, almost invisible steps.

In a team I was supporting, we focused on micro-habits—small, manageable actions that anyone can do daily.
It wasn’t about reinventing the wheel; it was about making small tweaks that would compound over time.

For example, with a team we supported we introduced simple practices like:

👉 A quick discussion early each day to ensure everyone know who's working on what and where support is needed
👉 Two minutes to identify blockers and next steps
👉 Sending a brief message when a task is completed to keep everyone aligned

Nothing complicated. No elaborate processes.
Just consistent, easy-to-implement habits.

And what happened?

Within a few weeks, team clarity improved.
Tasks moved forward without the usual back-and-forth.
Trust and engagement increased because everyone knew where they stood.

𝗧𝗵𝗲 𝗯𝗲𝗮𝘂𝘁𝘆 𝗼𝗳 𝘀𝗺𝗮𝗹𝗹 𝗵𝗮𝗯𝗶𝘁𝘀 𝗶𝘀 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲 𝗮𝗻𝗱 𝗲𝗮𝘀𝘆 𝘁𝗼 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲 𝗶𝗻𝘁𝗼 𝗱𝗮𝗶𝗹𝘆 𝗿𝗼𝘂𝘁𝗶𝗻𝗲𝘀.
𝗧𝗵𝗲𝘆 𝗱𝗼𝗻’𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗺𝗮𝘀𝘀𝗶𝘃𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗼𝗿 𝘂𝗽𝗵𝗲𝗮𝘃𝗮𝗹.
𝗜𝗻𝘀𝘁𝗲𝗮𝗱, 𝘁𝗵𝗲𝘆 𝗰𝗿𝗲𝗮𝘁𝗲 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺, 𝗯𝘂𝗶𝗹𝗱 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲, 𝗮𝗻𝗱 𝗳𝗼𝘀𝘁𝗲𝗿 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁.

Why? Because big transformations are rarely about massive, one-time changes.
They are mostly about the accumulation of tiny wins, celebrated along the way.

Are you tired of endless workshops and complicated change initiatives that go nowhere?

Start small.
Identify a simple habit you can embed today.
Repeat it daily.

Because transformation isn’t a single event—it’s a series of small actions that, over time, reshape your organization.

#Transformation #Leadership #MicroHabits #Accountability

Most organizations have beautiful posters. 
But real culture? That happens when no one is watching. 
Here’s how to make it stick. 

Your culture isn’t on the wall. 
It’s in what people do when no one’s looking. 

I see it all the time — 
Value posters with words like kindness, excellence, collaboration. 
And still, in the Monday huddle: 

- People stay quiet when they should speak up 
- Deadlines slip without anyone calling it out 
- Decisions linger in the air and then vanish 

That gap? It’s not about slogans. 
It’s about daily behavior. 

That’s why I created this — three small habits to turn “values on the wall” into “this is how we work every day.” 

🟡 Turn values into scripts 
"Ask if unclear." 
"Speak if late." 
Short, repeatable phrases that make courage easier than silence. 

🟡 Make expectations visible 
Who does what, by when, where everyone can see it. 
No more guessing what “ownership” means this week. 

🟡 Close every loop 
No silent tasks. 
No ghosted decisions. 
Always confirm the final step. 

If you practice these long enough, something quiet happens. 
People see accountability. 
They mirror it. 

That’s how culture shifts — not with posters, but through practice. 

Which of these habits would make the biggest difference in your team if you started tomorrow? 
Or is there a fourth habit you’d add? 

If you want help moving from culture theatre to culture in action, reach us at https://lnkd.in/gEkwPfaf. 

Save this for your next leadership meeting. 
And share it with a colleague tired of motivational posters. 

Culture isn’t built with words. It’s built with action. 
Are you ready to start?

Your culture is not what is on the wall

When care forgot courage  
And how one organization brought its values back to life.  

🔇𝗦𝗶𝗹𝗲𝗻𝗰𝗲 🔇

The meeting had just ended.  
Everyone nodded.  
Everyone agreed.  

At least, on the surface.  

But behind the polite smiles, something felt off.  
𝗡𝗼 𝗼𝗻𝗲 𝗵𝗮𝗱 𝗱𝗮𝗿𝗲𝗱 𝘁𝗼 𝘀𝗮𝘆 𝘄𝗵𝗮𝘁 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘀𝗲𝗻𝘀𝗲𝗱.  

Because in this healthcare organization, care often meant 𝙖𝙫𝙤𝙞𝙙𝙞𝙣𝙜 𝙙𝙞𝙨𝙘𝙤𝙢𝙛𝙤𝙧𝙩.  

𝘿𝙤𝙣’𝙩 𝙪𝙥𝙨𝙚𝙩. 𝘿𝙤𝙣’𝙩 𝙘𝙤𝙣𝙛𝙧𝙤𝙣𝙩. 𝙎𝙩𝙖𝙮 “𝙣𝙞𝙘𝙚.” 
 
Until “nice” started to slow everything down.  

So together with the leadership team, we asked one question:  
𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗿𝘂𝗲 𝗰𝗮𝗿𝗲 𝗮𝗹𝘀𝗼 𝗺𝗲𝗮𝗻𝘁 𝗰𝗼𝘂𝗿𝗮𝗴𝗲? 💪  

From there, we helped teams TURN WORDS INTO ACTION:  

𝗜𝗺𝗺𝗲𝗿𝘀𝗶𝘃𝗲 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 to translate values into visible behaviors,  
𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗿𝗼𝗼𝗺𝘀 to test, feel, and learn,  
And a 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗼𝗳 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗰𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝘀 to sustain the shift.  

Slowly, the air in the room changed. 🌬️  

Conversations got real.  

Values became visible.  

And care became courageous.  

Today, 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 isn’t a concept, 𝗶𝘁’𝘀 𝗮 𝗿𝗲𝗳𝗹𝗲𝘅.  
𝗖𝗮𝗿𝗲 no longer means comfort, it means 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. 💙  
And 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 isn’t pressure, it’s 𝘀𝗵𝗮𝗿𝗲𝗱 𝗽𝗿𝗶𝗱𝗲.  

Because culture isn’t a statement.  
It’s a shared act that is renewed every day.  

→ Discover how Bee’z helps healthcare, pharma, and life sciences organizations turn values into living behaviors and shared accountability.  

Explore our projects → Link in comment

Your team will never say, “We’re waiting for permission.”

They don’t have to.

You can see it in how the work moves.
Or doesn’t.

When people are stuck in permission mode, momentum dies long before anyone uses the word “stuck.”

Here are 3 signs your team is waiting for permission:

1. Every road leads back to you
Not just for big calls.
For tiny, fix-it-today decisions.
If you’re the answer to everything, they’re not confused.
They’re scared to own the outcome.

2. They bring problems, not options
You hear what’s wrong.
You rarely hear, “Here’s what I think we should do.”
That’s not laziness.
That’s a team that learned it’s safer to escalate than to decide.

3. “We’re just waiting...” becomes a way of life
Waiting on clarity.
Waiting on sign-off.
Waiting on alignment.
Underneath all of it
A decision no one wants to touch.

Here’s the uncomfortable truth:

If your team is waiting for permission, permission became a requirement.

Not on paper.
In practice.

Through how you respond.
How fast you jump in.
Who gets corrected.
What gets praised.
What gets quietly taken back when it’s “not quite right.”

How to break the permission trap:

Make ownership the default expectation

Ask, “What do you recommend” before you give any answer

Stop rescuing decisions just because they feel messy

Praise thoughtful initiative louder than flawless execution

Teams don’t suddenly “step up.”
They expand into the space leaders leave open.

So be honest:

Are you building owners
Or training good approvers

𝗢𝗻𝗲 𝘀𝗺𝗮𝗹𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗰𝗮𝗻 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝘁𝗲𝗮𝗺 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 — 𝗵𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝗮 𝘀𝗶𝗺𝗽𝗹𝗲 𝘀𝗵𝗶𝗳𝘁 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗺𝗮𝗱𝗲 𝗮𝗹𝗹 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲.


A few weeks ago, I walked into a cross functional meeting in a pharma company.

Timelines were tight.
Workloads were heavy.

And the same problems kept bouncing between teams.
who needs support


Leaders said they 𝙣𝙚𝙚𝙙𝙚𝙙 𝙢𝙤𝙧𝙚 𝙖𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮.

𝘽𝙪𝙩 what the team really had was fear.

𝙁𝙚𝙖𝙧 𝙤𝙛 speaking up.
𝙁𝙚𝙖𝙧 𝙤𝙛 disappointing others.
𝙁𝙚𝙖𝙧 𝙤𝙛 owning tasks that were unclear.

So we tried something very small.

𝙒𝙚 𝙤𝙥𝙚𝙣𝙚𝙙 𝙩𝙝𝙚 𝙢𝙚𝙚𝙩𝙞𝙣𝙜 𝙬𝙞𝙩𝙝 𝙤𝙣𝙚 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣.
“𝙒𝙝𝙤 𝙣𝙚𝙚𝙙𝙨 𝙨𝙪𝙥𝙥𝙤𝙧𝙩 𝙩𝙝𝙞𝙨 𝙬𝙚𝙚𝙠?”


A clinical scientist spoke first.
Then a PV colleague.
Then the medical writer.

Within minutes, people were helping each other without stress or blame.


We ended with 𝗮 𝘀𝗲𝗰𝗼𝗻𝗱 𝘀𝘁𝗲𝗽.

𝙀𝙖𝙘𝙝 𝙥𝙚𝙧𝙨𝙤𝙣 𝙬𝙧𝙤𝙩𝙚 𝙤𝙣𝙚 𝙘𝙡𝙚𝙖𝙧 𝙖𝙘𝙩𝙞𝙤𝙣 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙬𝙚𝙚𝙠.
A small, simple follow-up.
Nothing heavy.


Five minutes.
That was all.

Yet the shift was clear.

People kept their word.
People shared issues sooner.
People gave short, kind feedback that helped work move faster.

The lesson.
Accountability is trust in action.
When people feel backed, they follow through.

If you want to try this.
Pick one meeting this week.
Ask the question.

Collect the commitments.
See what changes.


What would be the first tiny ritual your team could start this week ?

𝗧𝗵𝗶𝗻𝗸 𝘀𝗮𝗳𝗲𝘁𝘆 𝗶𝗻 𝗵𝗼𝘀𝗽𝗶𝘁𝗮𝗹𝘀 𝗮𝗻𝗱 𝗽𝗵𝗮𝗿𝗺𝗮 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗿𝘂𝗹𝗲𝘀? 𝗧𝗵𝗶𝗻𝗸 𝗮𝗴𝗮𝗶𝗻.


The real game-changer? Making 𝙖𝙘𝙘𝙤𝙪𝙣𝙩𝙖𝙗𝙞𝙡𝙞𝙩𝙮 automatic, 𝙥𝙤𝙬𝙚𝙧𝙚𝙙 𝙗𝙮 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙫𝙞𝙨𝙞𝙗𝙡𝙚 𝙝𝙖𝙗𝙞𝙩𝙨.

Here’s what works:

✔ Check every critical step before moving forward.
✔ Assign a clear owner for every action or protocol.
✔ Report potential issues immediately—don’t wait.
✔ Close the loop on each task, every time.

These small, consistent gestures create a ripple effect:

💓 Better compliance without nagging.
📉 Fewer errors, fewer forgotten tasks.
🔒 A culture where safety and accountability feel natural—no policing needed.

𝙏𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣 𝙞𝙨𝙣’𝙩 𝙖𝙗𝙤𝙪𝙩 𝙨𝙥𝙚𝙚𝙘𝙝𝙚𝙨 𝙤𝙧 𝙥𝙤𝙡𝙞𝙘𝙞𝙚𝙨.
𝙄𝙩’𝙨 𝙖𝙘𝙩𝙞𝙤𝙣, 𝙙𝙖𝙮 𝙖𝙛𝙩𝙚𝙧 𝙙𝙖𝙮, 𝙢𝙞𝙘𝙧𝙤 𝙨𝙩𝙚𝙥 𝙗𝙮 𝙢𝙞𝙘𝙧𝙤 𝙨𝙩𝙚𝙥.

Because in healthcare, safety isn’t a slogan—it's a habit.
Want to see how these habits can reshape your organization?


✨ 𝘼𝙣𝙙 𝙞𝙛 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙢𝙤𝙧𝙚 𝙨𝙞𝙢𝙥𝙡𝙚, 𝙚𝙛𝙛𝙚𝙘𝙩𝙞𝙫𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙨𝙥𝙖𝙧𝙠 𝙧𝙚𝙖𝙡 𝙘𝙝𝙖𝙣𝙜𝙚, 𝙘𝙝𝙚𝙘𝙠 𝙤𝙪𝙩 𝙤𝙪𝙧 𝙣𝙚𝙬𝙨𝙡𝙚𝙩𝙩𝙚𝙧. 
Quick wins you probably didn’t know you needed.
👉 in French: Link in comment
👉 in English: https://lnkd.in/e_GVbrCW


#Healthcare #Pharma #SafetyCulture #Accountability #Leadership

In NGOs and mission-driven organizations, engagement is huge.

But engagement alone isn’t enough when priorities shift every 48 hours ! ❌

What makes the difference ?

Rituals.

Simple. Visible. Regular.

✔ A 10-minute check-in to align urgent tasks.
✔ One person accountable for each field action.
✔ A quick roundtable: “what I’m doing / what’s blocking me.”
✔ A closed loop for every decision (no tasks left hanging).

These micro-rituals reduce misalignment and smooth coordination between field teams and HQ…

𝗜𝘁’𝘀 𝗮 𝘄𝗮𝘆 𝘁𝗼 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝗶𝗺𝗽𝗮𝗰𝘁.

And when everyone knows what they need to do, energy comes back 😊

📧 Check our French Newsletter !	Link in comment
📧 Or ask to receive our English one 😃	https://lnkd.in/e_GVbrCW

#NGOs #MissionDriven #Leadership #Accountability

𝗪𝗵𝗲𝗻 𝗰𝗮𝗿𝗲 𝗳𝗼𝗿𝗴𝗲𝘁𝘀 𝗰𝗼𝘂𝗿𝗮𝗴𝗲, 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗴𝗲𝘁𝘀 𝗹𝗼𝘀𝘁.



After that last meeting, the room went silent.

Everyone nodded, everyone agreed.
On paper.

But beneath the surface?
Something felt off.

𝙉𝙤 𝙤𝙣𝙚 𝙨𝙖𝙞𝙙 𝙞𝙩 𝙤𝙪𝙩 𝙡𝙤𝙪𝙙.
𝘽𝙚𝙘𝙖𝙪𝙨𝙚 𝙞𝙣 𝙖 𝙢𝙞𝙨𝙨𝙞𝙤𝙣-𝙡𝙚𝙙 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣, 𝙣𝙤𝙗𝙤𝙙𝙮 𝙬𝙖𝙣𝙩𝙨 𝙩𝙤 𝙝𝙪𝙧𝙩 𝙛𝙚𝙚𝙡𝙞𝙣𝙜𝙨.
Nobody wants to confront.

𝗕𝘂𝘁 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗮𝘃𝗲𝘀 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲𝗺 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿.
𝗜𝘁 𝗷𝘂𝘀𝘁 𝗸𝗲𝗲𝗽𝘀 𝘂𝘀 𝘀𝘁𝘂𝗰𝗸.

So, we asked the leadership team one simple question:
𝙒𝙝𝙖𝙩 𝙞𝙛 𝙧𝙚𝙖𝙡 𝙘𝙖𝙧𝙚 𝙖𝙡𝙨𝙤 𝙢𝙚𝙖𝙣𝙩 𝙘𝙤𝙪𝙧𝙖𝙜𝙚?
𝙒𝙝𝙖𝙩 𝙞𝙛 𝙗𝙤𝙡𝙙𝙣𝙚𝙨𝙨 𝙬𝙖𝙨 𝙥𝙖𝙧𝙩 𝙤𝙛 𝙩𝙝𝙚 𝙢𝙞𝙨𝙨𝙞𝙤𝙣, 𝙩𝙤𝙤?

𝗪𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝘀𝗽𝗮𝗰𝗲 for teams to test, stumble, learn.
𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗿𝗼𝗼𝗺𝘀 to practice.
𝗧𝗼𝗼𝗹𝘀 𝘁𝗼 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 care with responsibility, empathy with clarity.

And little by little, things started to shift.

Conversations got real.

Values became visible in everyday actions.

And care?
It became courageous.

Now, empathy isn’t just indulgence.
It’s bravery.

𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮 𝘀𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁.
𝗜𝘁’𝘀 𝘄𝗵𝗮𝘁 𝘄𝗲 𝗱𝗼.

With courage.

Ready to turn your values into daily reflexes?
Let’s make care genuinely brave.


→ Discover how Bee’z helps mission-led and purpose-driven organizations turn values into daily reflexes.
Explore our projects → https://lnkd.in/eBDRWDqe

𝙒𝙧𝙞𝙩𝙞𝙣𝙜 𝙫𝙖𝙡𝙪𝙚𝙨 𝙞𝙨 𝙚𝙖𝙨𝙮.
𝙁𝙧𝙖𝙢𝙞𝙣𝙜 𝙩𝙝𝙚𝙢? 𝙏𝙝𝙖𝙩’𝙨 𝙖 𝙥𝙞𝙚𝙘𝙚 𝙤𝙛 𝙘𝙖𝙠𝙚.
𝙋𝙧𝙞𝙣𝙩𝙞𝙣𝙜 𝙩𝙝𝙚𝙢 𝙤𝙣 𝙬𝙖𝙡𝙡𝙨? 𝘿𝙤𝙣𝙚 𝙩𝙝𝙖𝙩 𝙩𝙤𝙤.

But unless people actually live them, those words fade into pretty decor.

In one mission-led organization, three values stood tall: 
Excellence. Responsibility. Care.

Everyone could quote them.
Few could feel them.

𝗣𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗿𝗲𝗱 𝗱𝗲𝗲𝗽𝗹𝘆 — 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗺𝗶𝘀𝘀𝗶𝗼𝗻, 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺𝘀, 𝘁𝗵𝗲𝗶𝗿 𝗶𝗺𝗽𝗮𝗰𝘁.
𝗕𝘂𝘁 𝘄𝗵𝗲𝗻 𝘁𝗵𝗶𝗻𝗴𝘀 𝗴𝗼𝘁 𝘁𝗼𝘂𝗴𝗵, 𝘁𝗵𝗲 𝗮𝘁𝗺𝗼𝘀𝗽𝗵𝗲𝗿𝗲 𝘀𝗵𝗶𝗳𝘁𝗲𝗱.

Suddenly, it was blame or silence. No in-between.

“𝗖𝗮𝗿𝗲” 𝗯𝗲𝗰𝗮𝗺𝗲 𝗮 𝘀𝗵𝗶𝗲𝗹𝗱.
A polite way to dodge hard truths.

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝗮𝗺 𝗱𝗲𝗰𝗶𝗱𝗲𝗱 𝗲𝗻𝗼𝘂𝗴𝗵 𝘄𝗮𝘀 𝗲𝗻𝗼𝘂𝗴𝗵.
They wanted “care” to mean courage again.

So, we helped them turn words into habits.

Workshops that made the invisible visible.
Culture Labs where people could practice, reflect, and learn.
A circle of champions committed to keeping it alive.

Slowly, the tone shifted.
Conversations became honest.
Responsibility no longer felt risky.
And care? It became courageous.

Now, excellence isn’t a pressure.
It’s a pride.
Responsibility isn’t a threat.
It’s a reflex.

Culture isn’t something you announce.
It’s something you practice — every single day.

If you’re tired of empty values, let’s talk about turning words into a daily reflex.

Because real change happens when values aren’t just written — they’re lived.

👉 See how Bee’z helps mission-led organisations turn values into daily reflexes: https://lnkd.in/eBDRWDqe

𝙈𝙤𝙨𝙩 𝙝𝙚𝙖𝙡𝙩𝙝𝙘𝙖𝙧𝙚 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙘𝙝𝙖𝙣𝙜𝙚𝙨 𝙛𝙖𝙞𝙡 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙬𝙚 𝙤𝙫𝙚𝙧𝙡𝙤𝙤𝙠 𝙬𝙝𝙤 𝙖𝙘𝙩𝙪𝙖𝙡𝙡𝙮 𝙤𝙬𝙣𝙨 𝙞𝙩. 𝙃𝙚𝙧𝙚'𝙨 𝙬𝙝𝙤 𝙨𝙝𝙤𝙪𝙡𝙙 𝙗𝙚 𝙞𝙣 𝙘𝙝𝙖𝙧𝙜𝙚.

Culture change in healthcare doesn’t fail because people “don’t like change.”

It fails because 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 own it.

𝗪𝗲 𝗵𝗮𝗻𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗼 𝘁𝗵𝗲 𝘁𝗼𝗽.
𝗕𝘂𝘁 𝗶𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗶𝘃𝗲𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲.

Senior leaders set the vision.
Middle managers decide whether it ever leaves the slide deck.

They run the huddles.
They approve the schedules.
They handle the complaints.
They coach (or don’t) after hard shifts.

𝙏𝙝𝙖𝙩’𝙨 𝙬𝙝𝙚𝙧𝙚 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙞𝙨 𝙗𝙪𝙞𝙡𝙩. 𝙊𝙧 𝙗𝙧𝙤𝙠𝙚𝙣.

Here’s the problem:
Most middle managers aren’t treated like owners of culture.
They’re treated like traffic controllers.

Pass the message down.
Keep the lights on.
Hit the targets.

So they execute.
They don’t shape. 

And then we say “culture change is hard.”

It’s not hard.
It’s mis-assigned.

If you want culture to move, move ownership:

👉Give middle managers real authority over how work gets done
👉 Tie culture to how their teams are led, not just what’s on paper
👉 Hold them accountable for behavior, not just metrics

Hospitals are not changed by memos.
They’re changed by the people who run the corridors every day.

When middle managers own their part, culture stops being a campaign.
It becomes how things are done around here.

So be honest:
Are your middle managers leading the culture?
Or just passing on instructions?

𝗕𝗹𝗮𝗺𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗹𝗼𝗼𝗸𝘀 𝗵𝗮𝗿𝗺𝗹𝗲𝘀𝘀.
𝗨𝗻𝘁𝗶𝗹 𝘆𝗼𝘂 𝘀𝘁𝗲𝗽 𝗶𝗻 𝗶𝘁.

Then it 𝙙𝙧𝙖𝙜𝙨 you down.
𝙎𝙡𝙤𝙬𝙨 decisions.
𝙎𝙝𝙪𝙩𝙨 people up.
Ａｎｄ ｐａｔｉｅｎｔｓ ｐａｙ ｔｈｅ ｐｒｉｃｅ．

We say we want “learning.”
We say we want “safety.”
Then we ask, “Who messed up” instead of “What broke in the system.”

That’s not accountability.
That’s fear with a dress code.

Accountability is something else entirely.

It sounds like:
“I own my part.”
“Here’s what I’ll do differently.”
“Let’s fix the system, not the person.”

It feels like:

Clear expectations

Honest conversations

Leaders who go first

Teams who can speak up without bracing for impact

Blame asks, “Who failed”
Accountability asks, “How do we improve”

One protects egos.
The other protects patients.

If you want:

Engagement that’s real

Improvement that sticks

Teams that tell you the truth

You won’t get there with blame.

You get there with leaders who:

Own their role in every outcome

Invite tough feedback

Build skills for hard, fair conversations

Design change with staff, not at them

Blame is easy.
Accountability is work.

But only one builds a resilient, high-performing system that actually puts patients first.

So be honest with yourself:

Is your culture built on fear ⚠️
Or on ownership 💪

Make it accountability.

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