by Michelle Euzet
by Michelle Euzet
LET’S FACE IT.
The values conveyed in countless workshops and trainings are only superficially and arbitrarily applied in day-to-day business in many places. This is exactly the reason why the culture shift that has been initiated so often in many organizations with a lot of effort has failed for years. Corporate culture, however, is gaining unprecedented importance through digitalization: collaboration, autonomy, agile mindset, collective knowledge, learning organization, Generation Z, etc., all represent cultural challenges. The culture shift must finally succeed!
This also makes it unmistakably clear: culture work is not a “good deed”. A positive togetherness in the company creates values and ensures movability and future viability.
PURE ENERGY FOR YOUR STAGE!
Caribbean temperament, French charm, North German clarity and Franconian language coloring… Culture and diversity have enriched my personality, have always encouraged me to change perspectives and have given me strength of expression.
The result: Pure energy for your stage!
My lectures are sparkling with life and are both effective and entertaining. Your participants will leave your event more enlightened and entertained – and will take away a lot of topics for discussion. That’s a promise!
With a great sense of humor, I share my personal experiences and observations from corporate life – not only in terms of diversity. Whether at conventions or corporate events, I address important, difficult or even controversial aspects of working together in the company via impulse or specialist presentations and provide concrete food for thought and recommendations for action for a genuine cultural transformation.
My keynote speeches go to the heart of the matter. However, I don’t accuse, but rather invite one to self-reflection with self-irony and personal anecdotes in a humorous way and show you new ways to culture shift.
I give my lively keynotes in German, English and French. In an appropriate setting I gladly add workshop elements.
CONTROVERSIAL FOOD FOR THOUGHT AND ACTION ON YOUR CONGRESS OR CORPORATE EVENT
CULTURE SHIFT IS DEAD. LONG LIVE CULTURE SHIFT! HOW TO MAKE YOUR COMPANY FUTURE-VIABLE.
“It’s not a digital transformation without a digital culture” was the title of an analysis of around 40 companies by the Boston Consulting Group as early as 2018. The study proves: Without a focus on culture shift, the longed-for digital transformation will not succeed.
This makes cultural transformation vital to survival and a strategic corporate goal. Due to its important role in the value creation process, the topic of corporate culture claims its independence. It needs a paradigm shift: away from a pure process responsibility to a result accountability!
My answer to this: a genuine “Culture Revision ©”, 5 maxims and a pragmatic 5-phase model – from management affirmation to success monitoring.
The urgency of cultural transformation in the company is closely linked to current trend topics, which I like to highlight individually in my lectures:
- Digitalization / digital transformation / disruption / new business models
- Agility / New working methods / Virtual teams
- Generation Z / New Work
- Social responsibility / learning organizations
- Your favorite subject!
Discover what positive power is actually hidden behind the term “Culture Revision ©”!
INTERNATIONAL CHANGE PROJECTS – OVERCOMING CULTURAL BARRIERS WITH MOOD AND PHILOSOPHY
In international companies, hardly any global change project fails due to a lack of professional competence. My experience is that corporate headquarters are often – whether through conscious action or clumsy interaction – associated with arrogance, know-it-all and control. Power reflexes and cultural export of the headquarters move “felt” into the foreground, while the meaning of change becomes less and less tangible. In the divisions and subsidiaries in the domestic market and abroad, this creates a humanly comprehensible reactance. In such a context, staged change management acts like oil on fire.
Authenticity, positive friction and meaningfulness generate credibility, self-responsibility and acceptance. Even if the change actually hurts… I have personally tested it as project leader and in my keynote I will tell you in a very practical way what is really important. I call my approach “mood and philosophy”. This may sound mysterious, but it is merely a combination of honest good intentions, appreciation, involvement and result orientation.
The pitfalls of the digitalization of international marketing structures – Marketing Automation, Marketing Resource Management, Marketing Technology (MarTech) – I know pretty much all about from my previous responsibilities. I have therefore developed a special presentation for your project kick-off or your international marketing meeting. From colleague to colleague, so to speak… quite openly.
IS WORLDLY THEN ALSO ALWAYS OPEN-MINDED? - HOW SELF-OVERRATING DELAYS DIVERSITY.
Every modern company, whether it is a small or medium-sized business, a global corporation or an NGO, takes open-mindedness and tolerance for granted. Tolerance and equal opportunities have long been regarded as a positive side-effect of globalization and have been ‘checked off’ as done. Only the shortage of skilled workers and the political debate on the quota of women have led to a serious consideration of the actual situation in the companies. The reasons for the now irrefutable misery were quickly found: “Too few women want to go into management”, “We are victims of our unattractive locations for international applicants”, etc.
Such a situation analysis – primarily outwardly oriented – is quite comfortable, but hardly target-oriented. In view of the current challenges, we must finally leave our comfort zone. We are allowed to face up to our personal fears and prejudices, as these are basically simply human. I think that awareness of one’s own beliefs is the first step. Corporate leaders and managers should know their own mindset and check its congruence with the corporate values: “Am I really doing what I preach?” or even ” Am I the one I would like to be, or is the variety getting too much for me?”” Far too often, old structures and mindsets are still anchored, untenable behavior is tolerated, while superficially the image is polished to a high gloss with regard to open-mindedness and tolerance.
In my keynote, I talk out of the box about political correctness and old demons. Are you going to take part in it? It may hurt a little, but it also liberates.