20 years of International HR, 17 years of Faculty at Solvay Brussels School of Economics & Management, 8 years of Entrepreneurship in HRtech. 

Reggy-Charles Degen

Most teams start the year with goals.

I start it with 7 pacts between managers and employees.

And I call it the GEP: General Expectations Pact.

A GEP is simple:

Two people. One role. A mutual promise.

• What the employee commits to deliver for the organization
• What the manager commits to put in place so s.he can perform and grow

No magic.
No slogans.
Just clear foundations.

I use 7 GEPs, from junior roles to top leadership:

1️⃣ Support
Concrete, specific, repetitive tasks. Very short term. Close supervision.
Manager: clear scope, tight follow-up, tools, training, frequent feedback.

2️⃣ Administrator
Work in a clear frame, choose from known options, small improvements.
Manager: documented goals, structured follow-up, support for new tasks.

3️⃣ Coordinator
Coordinate activities, align stakeholders, complex analysis, more autonomy.
Manager: clear results, co-built deliverables, success criteria, visibility.

4️⃣ Implementation Management
Middle manager. Processes, projects, tactical decisions, 12–18 months.
Manager: overall objectives, plans and KPIs, coaching, priority support.

5️⃣ Operational Development
Senior leader. Translate strategy into plans, lead key processes and teams.
Manager: strategic clarity, broad autonomy, real performance reviews.

6️⃣ Policy Development
Executive. Co-create vision, set policies and standards, shape the system.
Manager: clarify big stakes, maximum autonomy, strategic reviews.

7️⃣ Strategy Development
Top level. Define vision and mission, lead big changes, shape the future.
Manager: clear governance, open access to key issues, full trust.

-
How close are your current roles to a clear pact like this?

P.S. I've added each pact as a full text message in the comments below ⬇️ You can copy/paste one and send it to your colleague to kick off the year on great foundations 😉

Founder of Q7Leader | Author of the People Model Canvas | Human Resources Professor at Solvay Business School

For the first time since WWII, France had more deaths than births in 2024. This is not just another statistic. It’s your HR strategy alarm.

We are watching a demographic pyramid flip in real time.

Young talent is now a rare resource.

I'm sorry, but the war for talent is over...  Talent has won.

You see it every day:

• Young candidates have so many opportunities
• Junior profiles requesting flexibility, purpose, impact
• New hires asking for meaning and “harmocracy”, not only salary

Older generations, mine included, grew up with a different rulebook.

We tried to:

• Create value
• Be recognized as “good workers”
• Keep our job and maybe grow, if we stood out from a big crowd

Today, the crowd is smaller than ever.
So younger workers hold the power we never had.

If you still manage talent like before, you will lose.

Because you can:

• Complain they are “too demanding”
• Blame “Gen Y, Gen Z” for low loyalty
• Push the old promise: pay, title, stability

Or you can accept a simple fact:

The market has changed.

How will you adapt your HR strategy to reflect this new demographic reality?

Women, if you’re paid less than men, you’ll soon be able to request 10 years of compensation from your employer. HR, if this freaks you out, here’s what you need to know:

The EU Pay Transparency Directive changes the game for everyone.

Not only for big companies.
Not only for “later”.

You will need to explain how you pay, why you pay, and prove there is no unfair gap.

That means three big things for HR and leaders in the EU:

• You must know your numbers
• You must explain your decisions
• You must document your full pay story

The good news: when you do this well, you achieve more than “compliance”.

You build trust.
You improve retention.
You boost engagement.

Example: at Easyfairs, we used the People Model Canvas as a base for their rewards approach.

In three years, they reduced their gender pay gap from 10% to 3% !

Not with magic.
But with a fair and standardized approach.

In our next webinar, our CEO Thomas will share:

1️⃣ What the EU Pay Transparency Directive means in practice
2️⃣ A simple five-step framework to move to true compliance
3️⃣ Concrete actions to embed equal pay into your culture

In 45 minutes, we will talk about:

→ How to map your current pay reality
→ How to document decisions on pay and promotions
→ How to prepare managers for new salary questions

If you work in HR or you lead people in the EU, you cannot ignore this.

Book your spot now: https://lnkd.in/esnk-UFD

P.S. if you want to go beyond “tick the box” and use this directive as a driver of fairness and performance, this session is for you.

Nobody teaches you how to be a parent.

Turns out, nobody teaches you how to be a manager either.

First child.
First team.

In both cases, you learn on the job.
By trial and error.
In front of an audience.

Yet we give managers one of the hardest topics at work:

• Who gets a raise
• Who does not
• How big the gap is
• Why the decision makes sense

With almost no training at all.

Data shows 82% of managers get promoted for technical skill.

Not for listening.
Not for empathy.
Not for pay talks.

Then we push them into compensation reviews and say:
“Explain the pay decision. Keep engagement high. Stay on budget.”

When they struggle, we blame them.

In my experience, most managers are not bad at these talks.
They are alone in these talks.

HR and L&D can fix a big part of this.

Three concrete moves I see working:

1️⃣ Give a simple shared language
→ Explain how pay works in plain words
→ Use clear examples and ranges
→ Train managers to repeat the same story

2️⃣ Train the conversation, not only the process
→ Role-play real pay talks
→ Practice saying “no” with respect
→ Prepare answers to hard questions

3️⃣ Stand next to managers, not above them
→ Validate that these talks are hard
→ Give them scripts and cheat sheets
→ Join key conversations when stakes are high

Top performing companies do not have better managers.
They have better support around managers.

How are you equipping your managers for the next compensation cycle?

I don’t pretend I’m different. Like many others I need to find a way to change!

J’aide les entrepreneurs et dirigeants en phase de croissance à produire 50 vidéos en moins d’1 jour de travail 🗣️ | Vous n’aurez plus jamais peur de la caméra 😌 | +100 podcasts créés 🎙️ | La garantie d’un rendu pro ↯

Connecté à tout sauf à ton prochain !


C’est tellement vrai.

En ce moment, je suis tellement heureux que je connecte avec tout le monde, y compris dans la rue, les transports publics, les magasins.

Sur mon Iphone, les icônes sont monochromes
(je dois réfléchir avant d’en ouvrir une)

Le téléphone est devenu un outil pratique ; 
mais plus une béquille émotionnelle.

Et j’en suis tellement soulagé.

Je vous propose une expérience.

Quand vous avez fini la lecture de ce post, allez parler à un inconnu ou à un proche.

Ecoutez ce qu’il vous dit avec attention.

Soyez dans l'écoute active,  l’empathie, l’amour.

Soyez dans l’instant présent.

Ça fait du bien, hein ?

You can't eliminate bias. But you can outnumber it.

For 20 years in HR, I tried to make performance “objective”.

Scores. Rating scales. KPIs out of 5.

On paper, everything looked clean and fair.

In reality?
Every number came from one brain. One story. One bias.

Your background.
Your personality.
Your own definition of “high performance”.

You cannot remove this.

The wrong answer is to pretend it does not exist.
The right answer is to design for it.

I call it “collective subjectivity”.

Instead of chasing a fake objectivity, you create a system where several subjective views meet and confirm each other.

In practice, for key people decisions (promotion, bonus, talent review), I push for:

• 3-4 independent evaluators per person
• Each view based on the same framework and language
• A calibration where people compare data, not ego

When 3 or 4 managers, who work with someone in different ways, align on a view, you reach something very close to “objective”.

Not because bias has gone.
Because no single bias rules.

This is where the People Model Canvas helps a lot.

Common language.
Shared criteria.
Structured data about people.

Once managers use the same map, collective subjectivity becomes possible.
You get decisions you can explain, defend, and repeat.

Not perfect.
But far more fair than one manager’s “gut feel” or one lonely rating.

What do you think?
Is this close enough to "objectivity" for you?

For those who still ask themselves why we are so passionate about what we do with Q7leader and the People Model Canvas: read this. The future of HR is right here if you can provide high quality data on three dimensions: organisation, talent and reward.

Global Industry Analyst, I study all aspects of HR, business leadership, corporate L&D, recruiting, and HR technology. ✨

The Great Reinvention of HR Has Begun. Learn how #AI is reinventing HR teams and the entire HR profession. It's all positive but it's happening fast.
Detailed article: https://lnkd.in/gzCqpMm7 podcast: https://lnkd.in/gEYp9Krx

Un peu de douceur dans ce monde de brutes 😉

Quelle superbe reconnaissance !

Nous sommes extrêmement fiers que Q7Leader ait été nommé aux HR Excellence Awards dans la catégorie "Best Talent Assessment & Growth Company".

Cette nomination est le fruit d'une enquête 100% objective menée auprès de 1.718 décideurs RH belges sur la qualité de service, la réputation et la satisfaction client. C'est ce qui la rend aussi précieuse à nos yeux.

Félicitations aux autres nominés : FENIX Consulting, ITZU Talent Solutions, Quintessence, Select Beople et VALPEO. Belle compétition en perspective 😉

Merci à tous nos clients et partenaires qui nous font confiance. 🙏

Et maintenant... le vote du public entre en jeu pour départager les nominés 🗳️

Alors plutôt que de simplement vous demander de voter pour nous, on vous propose autre chose :

Venez découvrir pourquoi nous sommes nominés.

Nous organisons une session gratuite de 90 minutes où nous partageons la méthodologie du People Model Canvas, qui est au cœur de tout ce que nous faisons.

Prochaines sessions :
→ 🇫🇷 16 février (en français)
→ 🇬🇧 24 février (en anglais)

Inscrivez-vous ici : https://lnkd.in/dKVtq_vT

- - -

Wat een fantastische erkenning!

We zijn ontzettend trots dat Q7Leader genomineerd is voor de HR Excellence Awards in de categorie "Best Talent Assessment & Growth Company".

Deze nominatie is het resultaat van een 100% objectief onderzoek bij 1.718 Belgische HR-beslissingsnemers over kwaliteit van dienstverlening, reputatie en klanttevredenheid. Dat maakt deze nominatie zo waardevol voor ons.

Proficiat aan de andere genomineerden: FENIX Consulting, ITZU Talent Solutions, Quintessence, Select Beople en VALPEO. Mooie competitie in het vooruitzicht 😉

Dank aan al onze klanten en partners voor hun vertrouwen. 🙏

En nu... de stem van het publiek telt mee om de genomineerden te onderscheiden 🗳️

Dus in plaats van u simpelweg te vragen om op ons te stemmen, stellen we iets anders voor:

Kom ontdekken waarom we genomineerd zijn.

We organiseren een gratis sessie van 90 minuten waarin we de methodologie van het People Model Canvas delen, de basis van alles wat we doen.

Volgende sessies:
→ 🇫🇷 16 februari (in het Frans)
→ 🇬🇧 24 februari (in het Engels)

Schrijf je hier in: https://lnkd.in/dJPpjNbM

Chroniqueur économique | Hôte d’un cercle où les dirigeants parlent sans filtre

Nous avons fini par nous résigner à l'idée que la Russie avait gagné la partie. C’est pourtant l’exact inverse qui se produit.
C'est vrai que dans le brouhaha médiatique actuel, un narratif russe, largement repris aux États-Unis et en Europe, tente de s'imposer : Moscou serait irrésistible et l'Europe dépassée. 
Pourtant, une analyse froide des faits démontre le contraire. Lors du forum de Davos, le Premier ministre finlandais a livré une démonstration implacable qui mérite que l'on s'y attarde pour comprendre les véritables enjeux.

Pour bien saisir la situation, il faut distinguer la propagande de la réalité militaire et, surtout, de la logique économique.

1. L'annexion politique : L'objectif n°1 était de faire de l'Ukraine une partie de la Russie. Résultat ? L'Ukraine est en voie d'adhésion à l'Union Européenne.

2. L'élargissement de l'OTAN : L'objectif n°2 était de stopper l'OTAN. Résultat ? La Finlande et la Suède ont rejoint l'Alliance, doublant la frontière directe entre l'OTAN et la Russie.

3. La démilitarisation : L'objectif n°3 était d'affaiblir militairement l'Europe. Résultat ? Nous nous réarmons massivement, en ralant mais avec des dépenses de défense atteignant parfois pour certains pays 5% du PIB.

Au-delà de la géopolitique, le constat opérationnel est accablant. La projection de puissance russe (Syrie, Venezuela) s'effrite, et sur le terrain ukrainien, l'avancée des forces russes représente moins d'un point de pourcentage de territoire conquis ces deux dernières années.

Le prix de cette stagnation ? 34.000 morts pour le seul mois de décembre, selon les chiffres évoqués à Davos.

Mais le point le plus critique soulevé à Davos est économique. L'économie russe est en en ruine : Inflation à deux chiffres, réserves de change à sec, croissance nulle hors économie de guerre.

L'analyse du premier ministre finlandais conclut sur un paradoxe inquiétant : Vladimir Poutine ne continue pas la guerre parce qu'il gagne, mais parce qu'il ne peut pas se permettre d'arrêter. La guerre est devenue "too big to fail" pour le Kremlin. L'arrêt des combats signifierait devoir affronter la réalité d'une économie incapable de payer ses soldats ou de soutenir sa population.

Et donc, oui, ce discours tranche avec le pessimisme ambiant. Il rappelle que l'Europe, souvent critiquée pour sa lenteur, et j'en fais partie d'ailleurs, a réussi là où Poutine a échoué : l'unité et la réaction stratégique.

Nous entrons dans une phase critique où le soutien à l'Ukraine et la pression économique sont les seuls leviers pour forcer une négociation réelle, et non une capitulation déguisée.

Et vous, partagez-vous cette lecture "optimiste" du premier ministre Finlandais sur la capacité de résilience de l'Europe face à la machine de guerre russe ? Ou craignez-vous que l'usure (fatigue des opinions publiques) ne finisse par l'emporter ?

https://www.gem-in-i.eu

Facilitating organisational transformations in collective intelligence
@ Coaching professional transitions
To describe your context : https://www.gem-in-i.eu

Founder & Change Facilitator - Coach @ GEM-IN-I

Carbolean

🌱 Carbolean has developed a unique Green-Tech solution to initiate the first CO2 Monitoring and/or to easily update your Carbon footprint. This approach is 100% complementary with all CO2 experts of the market. And it is suitable for all types of organisations around the world. With a serious advantage for mid-size and corporate services companies with many sites.

🌱 Carbolean calculates CO2 emissions and presents a set of indicators (KPIs) in a dashboard (Power BI Dashboard) that is clear and intuitive to read and use.

🌱 With your CO2 Dashboard you can accurately assess your carbon emissions by country, business unit, supplier or scope. Fine granularity (down to the user) allows the impact of a CO2 reduction policy to be accurately measured down to each user, and to respond very quickly if necessary.

🌱 A programme with 4 steps:
1) Establish the history by an automatic energy data collecting
2) Uniformisation of data formats from different energy suppliers (gaz, elec, waste, water, PV, diesel,...)
3) Calculate your CO2 emissions (a least Facilities and Mobility, globally) using the GHG methodology
4) Communicating with your employees

-->  🌱 Carbolean is an Auditable CO2 data collect innovative solution.

More ℹ️ infos / demo / pilote test : 📥  olivier.beroudiaux@carbolean.green  -  ☎️ +32 494 435 249

CSR Planet Advocate @ Carbolean program (free-lance)

Lobby Network

Generating leads with decision makers and accelerating business 
by bridging organizations, resources & solutions.

Creating and developing strategic partnerships.

CEO - Owner

A) People Bridger means = networking, direct marketing & business development consultancy:

     A.1)  Advising and equipping SMEs with an integrated methodology - self eHR (&) management tool. To structure and simplify tasks (recruit, integrate, manage) of line managers and ExCom with their teams; while making them autonomous and responsible for HR development perspective. And/or start with a first mission in Talent & Leadership Profiling, Succession Planning and consultancy Reward & Benefits.

   A.2) Reconciling individuals and organisations with serenity.
Accompanying them during changes or transitions experienced cultural or organizational level. By collective intelligence and participatory governance while insuflant innovation to become more agile.

B) Career transition coaching: 
Accompany people in career transition, seeking to achieve a goal (re)invention of their future. Whatever the candidate's age and status. An employee wishing to become self-employed or vice versa; and young adults leave school seeking to position themselves in the labor market or embark as independent (start-up). Appointments online (Zoom, Teams, etc.) or in 1348 Louvain-la-Neuve (Walloon Brabant) closely to Wavre (Walibi). Infos: https://www.gem-in-i.eu

People Bridger - HR Career coaching

Q7Leader

At Q7Leader, we help CEO's & CHRO's of companies from 20 to 2000 employees to deploy a proven way to engage their talent by helping their managers be excellent people managers. 
 
Once you grow a company above 30 people, you start to realise how difficult it is to attract, grow and retain talent. Many companies do a lot of the right things to engage their team, but something is missing. There is always something subjective when we talk about our talent. We are missing a common language. What does it mean if I say "Mark is good"? Does "good" mean the same for you as for me? 
 
In Finance, we have clearly defined what COGS, EBITDA, Gross Profits,.. means, as well as in Sales & Marketing we have clearly defined every part of our funnel, and same in product development. These common languages allow us to clearly identify issues, act and measure progress. 

But then how come that to manage our most important asset, our talent, we don’t have a way to talk about it, and reward it objectively and transparently? 
 
Most companies have an HR process with annual evaluations process, e-NPS surveys, and amazing events, but still, the evaluations are subjective and managers don't always feel comfortable to give feedback – which causes frustrations about unfair salary increases, demotivation leading to disengaged employees and people leaving... 
 
Q7Leader helps managers be clear about their expectations, support and develop their team, provide objective feedback, and recognize them based on fair and objective criteria. 
 
At Q7Leader we believe that every manager can be a great manager with the right insights.

It now runs in over 20 countries on 5 continents. It is compatible with most major provider of HRIS and Reward & Benefits providers.

More ℹ️ infos / demo / pilote test : 📥 olivier.beroudiaux@q7Leader.com - ☎️ +32 494 435 249

Partnership & Business Development (free-lance)

Pilgrim Support

Pilgrim Support helps transforming organizations through an integrated approach combining: Awareness raising, Coaching, Training, Consulting.

* Trainers, coaches and facilitators are experts in:
- providing sense and clarity of purpose to management and team members;
- mobilizing your people's energies;
- generating enthusiasm;
around your vision, mission, values and other hot topics to deal with immediately
 
* through:
- conferences, team event, team building;
- step-by-step change facilitation workshops/program;
- training sessions on Business Operational Excellence topics;
- management team coaching;
 
* by:
- collective intelligence tools and participative governance approach;
- interactive and visual storytelling as well as visual communication: Apollo13 Cartoon, sketchnoting
- authentic stories where teams, individuals and leaders give the best of themselves and demonstrated Excellence e.g. Apollo 13 mission, firefighters missions, etc.
 
Specialties also include Resilience, Leadership, Conflict management, Team cohesion, Innovation and Creativity
 
Our clients are mainly working in Belgium, France, Luxemburg, Switzerland and Canada.

Want more detailed infos : https://www.pilgrimsupport.com/en/

Sales coach  - Facilitator (Free-lance)

HUB@Agile

Helping Teams working in a more participative & agile way to face smoothly complexity and uncertainty. And "by the way" to quit a hierarchic management style to grow step-by-step with collective intelligence.

Want more detailed infos : https://www.hubagile.com/

Sales coach - Organizational Transition Facilitator (Free-lance)

Convidencia

Our experts team helps organizations (private companies and public entities) to evolve with serenity. At Convidencia, we support and drive companies to cooperation, agility, innovation and a sustainable performance. We support your organizational transformations, cultural changes, agile transitions and intrapreneurship developments. 

As a People Bridger, I am in charge of the development of notoriety "business oriented" using direct marketing actions/events and networking including long term relationships with customers, partners and experts.

Examples of projects : implementation of a dynamic collaborative governance, operational & managerial innovation, crisis management, adoption of a top-down to bottom-up culture, ExCom cultural coaching, transformation into an organizational move, co-creation workshops, hackathons...

BNI Global

Le 1er réseau d'affaires en Belgique, en Europe et dans le monde

BNI est un réseau d’affaires basé sur la recommandation mutuelle et organisé en groupe de travail indépendant. Chaque année, des milliers de groupes se rencontrent et génèrent des milliards d’euros de chiffres d’affaires.

Aider les entrepreneurs et professions libérales à développer leurs ventes grâce à notre approche structurée, positive et incitative du marketing de recommandation.

BNI fédère plus de 200 000 membres à travers le monde, plus de 20 000 en France, Belgique et Luxembourg francophones, autour d’une méthode commune basée sur le marketing de recommandation.
Son équipe de professionnels accompagne, forme et encadre les groupes BNI pour assurer la réussite de tous les membres.

Nous changeons la manière dont le monde fait des affaires®

Membre du BNI Talent LLN - Comité "Grands Comptes"

CFIP

2 missions:
- Private sector B2B strategy business development plan
- Spread the knowledge and specifics of CFIP(coaching - training - consulting in management & human sciences) with training managers and HR decision makers of private companies in Belgium and Nord-Pas-de-Calais (Lille region, north France).

Achievements: Mobistar, Thalys, BeTV-VOO, Pairi Daiza, Aspria, IBA, Fujitsu, Exki, Altran, Walibi, Liedekerke, The Greens/EFA, RTBF, BNP Paribas, Radios NRJ/Nostalgie, Firmenich, Ice-Watch, D'Ieteren, ENGIE, Sibelga, Eurocontrol, etc..

Customer Relations Manager

B2Boost.com via Lobby Network

Strategic Marketing approach to target B2Boost EDI & e-Invoicing 10 years experienced solutions through multiple sectors with their key players (Leasing & Insurances, Utilities, Healtcare, Automotive, Aeronautical, Telecom, Retail...)

Business Development Manager

✓ Who am I ? 

Accompanying individuals and teams with empathy, critical thinking and dynamism towards the desired changes. Working at structural, cultural and interpersonal levels to make the organisation evolve in maturity and performance.

✓ What do we do ? 

1) Change Management & Transition Coaching: https://www.gem-in-i.eu

✓ Want to chat first: Feel free to contact me and share your context, challenge and objective:
✍   E: olivier@beroudiaux.eu -- or call M: +32 494 435 249

- - - 

2) At Q7Leader™, our HR digital Apps makes small and large organizations Agile, Collaborative & Learning.

Mission:
Q7Leader pursues a positive mission to promote collaborative (self) leadership to bring employees to their full potential, here and now, enhanced by analytics.

Let your team thrive:
Too many managers are flying blind trying to lead successful teams because they lack a shared framework and the data they need to guide decisions. Q7Leader is the essential talent management solution that takes the guesswork out of managing people. Because we believe every manager can be a great manager with the right insights.

✓ Curious: Questions ? Project ? Contact me to share experiences together:
✍  E: olivier.beroudiaux@Q7leader.com -- or call M: +32 494 435 249

- - - 

3) At Carbolean.green the innovative data aggregation solution, we monitor your global CO2 footprint (facilities & mobility) online, and Monitor your water consumption and detecting leaks. Because this is a major daily challenges for your organisation and your facility/building manager.

✓ Questions ? Want a demo ? Ask me :
✍   E: olivier.beroudiaux@carbolean.green -- or call M: +32 494 435 249  --  W: www.carbolean.green

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Reggy-Charles Degen

Olivier Béroudiaux - Change Facilitator - Coach - People Bridger

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taplio

The Battle

Reggy-Charles Degen

Olivier Béroudiaux - Change Facilitator - Coach - People Bridger

Followers

Posts

Engagements

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Reggy-Charles Degen's LinkedIn Performance

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