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Empowerment Is Not Enough – Go For Agency Instead

Now, imagine an entire team that demonstrates an increased sense of agency, and that receives the research and development mandate in a company. The potential of such a team will be dangerous for the competition.

The advantages of agency according to Moabi

In our workshops, we like to tell the participants that we are there to help them develop their superpowers. Because our goal is always to increase the agency of a team. The techniques taught are all meant to involve more the team in their own work as well as in business processes. This is also the reason why we push to use real cases that the team is (or has been) involved with. It helps ground the teachings with their own realities. Every company is slightly different and, as trainers, we can’t cover every variant. But your own realities can. We don’t even adapt our teachings to your realities, but we help the team do it. That way they own what they learn a lot more, and their agency develops as their confidence with the material grows and as they can directly see how all theses ideas relate to them in a very concrete fashion.

It’s all about growing their agency.

By capitalizing on agency development, teams become more autonomous, more engaged and more innovation-driven. They also learn to communicate more with management and become more involved with business goals instead of just executing orders.

You pay your experts quite a lot, better make sure that they can contribute to the best of their abilities.

Our training is very freeform. The first thing we’ll do will be a small retrospective: We look at what they tried so far and how did it go, what are the things that they’d like to improve at work, what are the greatest challenges. From that short session, we’ll have all the priorities of your team, and all the material we need to improve on what they learned as well as what new ideas to introduce.

That’s the key with our workshops: It’s all about you, your team, your company, your needs.

It works well with engineers, but also with managers, salespeople, HR people, etc… Most of our clients are teams of managers.

Training a team takes time. In fact, it takes quite a lot of time outside the time we’re there. We’re just the tip of the iceberg. We aim to teach principles rather than hard techniques. We want people to understand how this work and what is the value for them, and then we let them experiment over weeks. That’s good for any company.

You need people that are curious, stimulated, and bent on improving. When the employees stop being alive, the company itself is moribund. Good training is stimulating and give them a jolt.

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Olivier Fortier
Olivier Fortierhttp://www.primospopuli.com/en/
OLIVIER Fortier is first and foremost a believer in human beings. Owner of the blog Primos Populi -- which is Latin for People First -- his focus is to find innovative ways to bring back (and keep) people at the core of businesses, and ensure they can thrive. A manager, agilist, servant leader, facilitator, and former Scrum Master, all of these interesting titles and roles represent only the means to achieve what he truly believes in: cultivating people's awesomeness. His favorite things to reflect on are leader-leader relationships, psychological safety and the right to fail, career and personal development, humanity in recruitment, and how to lower the center of gravity of decision-making processes. Considering that businesses wouldn't exist without people, can one imagine how powerful it would be if all employees wholeheartedly wanted to be in their organizations, and wanted to do what they do? This is the work world Olivier wants to live in, and the goal he set for himself.

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