Overwork, dispersion, bad decisions: how can you do better than "holding your own" at work?

Statistically, if you're reading this article, there's a 1 in 2 chance you're in psychological distress 🤯

There's no shortage of subjects, and like many of you, I've been through complicated times: lack of sleep, difficulty managing my professional/personal life 👨‍🍼, feelings of injustice, contradictory injunctions, imposter syndrome... 

Yes, tech tools can help to some extent. So can personal development, coaching and psychological support.

But I'm convinced that getting better at work also means : 

• Prioritize for yourself and your team, and define what is expected of each employee.
• We want everyone to feel useful, to know why we're doing things and to be able to align them with the company's major challenges.
• Enable everyone to take control of their own time, so that every project, every meeting, every conversation counts!

Far from being an example to follow, I'm sharing 3 practices that allow us at NUMA to keep things simple on a daily basis:

1. Meetings are the default way of working

We compensate for this with a very strong culture of writing and asynchronous working, and group times once a month to spend some real quality time together.

2. We're as transparent as possible

Each team manager sends an e-mail to the whole company on Monday morning, setting out his or her team's main priorities for the week, including successes and failures.

3. We make an effort to concentrate 

We set ourselves 3 or 4 annual objectives in addition to the "run", which are then broken down into several key (measurable) results per quarter. With a clear owner and time dedicated to achieving each one. And above all, we stick to them!

5 trends set to have a lasting influence on the world of learning.

I was invited to the 2023 inauguration of the Global Talent Observatory organized by RH&M, and even if, as Guillaume Ravix (CEO of City by Nexity) rightly said, "a trend doesn't start on January 1, 2023 and disappear on December 31", it was still an opportunity to share my convictions on the major challenges of talent development.

1. The community: the new heart of e-learning

Cohort-Based-Courses (CBC), which rely on a sense of belonging, ultra-pragmatic content and peer-to-peer interaction, are gradually becoming the new standard. 

➡️ Interesting examples: Maven, Reforge, Founder Gym

2. Digital business models drive content upwards

With employees spending more time looking for the right module than learning (remember my Netflix or Prime evenings...), a new era of live, online, expert-led experiences is needed.

➡️ Interesting examples: Section4, MasterClass, altMBA

3. The creator economy spreads its influence

Following the example of Miss Excel (894K subscribers on TikTok!), new platforms are facilitating the creation of decentralized, grassroots content. And, as always, there can be no adoption without support: (i) creating good content is the stuff of legend, and (ii) the future role of learning managers will shift towards that of curator/animator. 

➡️ Interesting examples: 360Learning, Articulate

4. Learning is becoming a product in its own right

To make people want to learn, especially in a context that is becoming tougher, it is essential to think in terms of "learning marketing" to define the right levers to activate at each stage of the participant funnel: Awareness, Acquisition, Activation, Retention, Referal!

5. Apprenticeship evolves in step with the notion of a career

In a world where the only constant is change, it's essential to know how to constantly (re)orientate oneself in order to develop continuously. It's a task that starts first and foremost with a better understanding of oneself (one's strengths, one's areas for development). Learning agility is not about knowing what or how to learn, but why learn! 

➡️ Interesting examples: Switch Collective, Maria Schools, Jolt.io