This episode discusses the evolution, purpose, and scope of peer coaching. Listeners will learn about what can be expected by engaging in peer coaching both as a coach or and as a coachee: the positive gains peer coaching can bring that can be expected but also which limits should not be exceeded.   Hosted by Ausha. See ausha.co/privacy-policy for more information.

In this episode, Mazars’ experts talk the audience through some key advice to properly organise peer coaching, in particular which resources to mobilise to create a favourable context to initiate peer-coaching in an organisation. It cannot be left up to chance.   Hosted by Ausha. See ausha.co/privacy-policy for more information.

This episode conveys the 10 simple rules to being a great peer coach. With these principles in mind, managers can learn how to raise the coaching appetite of a peer and work out their coaching style.       Hosted by Ausha. See ausha.co/privacy-policy for more information.

To conclude this first series about peer coaching this last episode provides practical techniques for managers to organise enjoyable, effective, and useful peer coaching sessions. A special attention is paid to the first 1:1 peer coaching meeting before discussing more in details the posture and methods for great follow-up discussions.         Hosted by Ausha. See ausha.co/privacy-policy for more information.

Today, at any talent management or leadership conference, you are most likely to hear the term ‘the great resignation’. While the phenomenon originated in the United States, it has become a global issue that remains a core topic of discussion for HR leaders. Taking the literal form of the term, resignation can be assumed as quitting, especially in English. However, it doesn’t necessarily imply quitting, rather it can also mean becoming indifferent to your job. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars, breaks down the key questions surrounding the phenomenon, highlights noteworthy trends and shares some key facts and figures.   Hosted by Ausha. See ausha.co/privacy-policy for more information.

In recent years, it is often assumed that the motivation to leave an organisation is related to the pandemic. Yet, while the pandemic did help open doors to phenomena that were already present, it in itself is not the only motivation for employees to leave. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars addresses how the pandemic has influenced people to reflect on their working conditions and the implications they have on things such as work-life balance. It also looks into the discrepancies between what employees think versus what they communicate and the way in which employers are navigating new ways of working as we emerge from the pandemic versus the expectations of employees.  Hosted by Ausha. See ausha.co/privacy-policy for more information.

 As businesses grapple with a talent war, employers and HR professionals need to be prepared to respond to the departure of an employee. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars shares advice and best practices for responding to an employee’s decision to leave and ways in which organisations can prevent this from happening in the first place. In addition, he discusses the ‘boomerang employee’ and the benefit of keeping the door open for talent wishing to come back. Finally, Laurent explains the need for employers to enhance their attractiveness by embracing new forms of working and allowing multiple statuses of employment to appeal to the multiplicity of everyone in the talent pool. Hosted by Ausha. See ausha.co/privacy-policy for more information.

When we talk about keeping employees, many businesses think about retention. However, the most important asset to prevention is employability. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars explains why and emphasises the importance of focusing on the employability of talent from the very start. While enhancing employability may strike fear within management that an employee may leave after you’ve invested in them, it is far more important to have the best people stay and continue to develop than to worry about their potential departure.  Hosted by Ausha. See ausha.co/privacy-policy for more information.

Hosted by Ausha. See ausha.co/privacy-policy for more information.

Hosted by Ausha. See ausha.co/privacy-policy for more information.