Our latest articles

Companies' relentless push for speed and agility without changing outdated organizational structures creates burnout and dysfunction, when paradoxically, slowing down through simplification, prioritization, and introspection would enable more effective acceleration and sustainable engagement on meaningful projects.

While 360° feedback is well-established for individual development, its underutilized collective application provides invaluable strategic insights by consolidating data to identify organisational skill gaps, guide management team coaching, and optimize HR program investments through advanced analysis at various organisational levels.

Effective development plans based on 360° feedback require accepting the tool's limits through quality debriefing, focusing on few but precise actions (maximum 5-6), following the 70/20/10 rule (prioritising on-the-job experience over training), and establishing clear measurement indicators to track progress.

Recent events cruelly remind us of the growing separation between our elites and citizens, who live in uncertainty and in an increasingly harsh reality. It is the same in most large companies, in which the technocratic discourse no longer holds with employees who are less and less committed.

The 360° feedback is an investment which may have colossal returns, provided you follow a few simple rules.

360° Feedback is increasingly seen as a major skills development tool. By having a better understanding of other people’s opinions and any potential gaps with our own views, we can become aware of our strengths and weaknesses.

Feedback is an essential element in the development of any organisation and its staff. The 360° appraisal is a tool to help us question and become aware of our strengths and weaknesses at a personal and organisational level and therefore grow.

"Digital leaders" succeed in digital transformation by combining technological mastery with essential leadership skills: leading by example, understanding the ethical impact of digital, interacting intelligently with diverse stakeholders, and developing key team competencies in a fast and targeted manner.

Generation Y's entrance into the workforce demands a radical shift from hierarchical control to flexible, transparent management that values experience over titles, autonomy over rigid structures, and meaningful purpose over traditional authority.

Behind the seductive promise of HR digitalization lies a major risk: substituting authentic managerial listening with permanent technological surveillance that, far from liberating, threatens employees' autonomy and genuine engagement.

360° feedback offers both individual and team-based insights. Beyond personal development, it’s a powerful tool for cultural change and strategic HR, helping companies align behaviors, develop leadership, and manage competencies.

360° feedback occupies a choice place in the panoply of managerial skill development tools. Its impact can be maximised, provided some basic rules are followed. In addition to our article on “the well-tempered 360°“, some recent experiences encourage us to highlight three additional key success factors.