READING
CIRCLE 2
Our second reading circle is organized as follows: We all came up with different readings, we each marked the name, and three key words on our reading on the board to get an overview and see there were links between each of them.
Then in turn we summarized our readings to the other members of the group and explained how they were relevant.
For my part, my readings were more accessible on team management because it was the theme of the training I had to prepare. Here is synthesis of them
1. Podcast « Au turbin »
It’s a French podcast that questions the new ways of working today, it challenges some contemporary problems. In this podcast we listen to people from different backgrounds discuss, exchange, debate together.
This podcast it's currently made of three episodes. I listened all of them but I focused more on the one concerning team building because it was anchored in the theme of my future training, team management.
The first one was about the retraining in our professionnel life : it explain the new trend : be flexible, open to change, move, be mobile.
The second one was about the space of work. This one was very interesting ! It talks about new ways of working, contemporary ways of collaborating as a team. They talk about Flexi-space, open space, hot desk.
It was all new words for me.
Now, employees do not have a regular office as before, every day it changes office that allows for exchanges, teamwork but in reality it turns out that it can be destabilizing for some people who need guidance and comfort. In the podcast we listened a girl she's fifty years old, and for her it was very difficult to work in a Flexi-space because she was used to her comfort in her office alone with her personal belongings. She now has to put these things in a locker and change desks every day, that's how a Flexi-space works. She is destabilized by this new way of working. She says it's good for young people because they are more used to mobility and change. This new way of working motivates her to work at home.
We then touch on an important point identified in the episode.
These new ways of working save the company money. There are cost reductions, because less space to work and more and more employees work from home.
These changes in the organization of the work space accompany the changes in the way of working. It is interesting to see how much thought is now being given to increasing the profitability and productivity of companies.
An other point important about this podcast, I saw that Finland is in advance in this field fro example you can saw the business academy, there are lots of different working place. There are lots of space to work peacefully it's very different than my university in France. I noticed that is very efficient about our way of work we are more productive when we are in room or in space who improve team work and communication between each other.
The third one was about team building.
We know all that the aim of the team building is to federate the teams but this podcast tell us to be wary of team building.
Because now we are in a society with a decrease in collective exchanges at work, so there are a modification of the way of work.
During this podcast there are many testimonials of employees invited to team building events.
Their testimonies illustrate how team building mixes private and professional contexts in a way that is “inappropriate”, sometimes embarrassing, but intentional.
Team building management contemporary ( individualisation of everyone has his work , narsisication: ride us who you are you will grow up, become stronger), hyperhumanization and hyper-confrontation.
The team at work is missing today but it'is extremely important for the resolution of certain problems and therefore it is necessary to “recreating the collective by forming teams under influence »
From the point of view managerial we will do it in our way and thus the team building now allows us to rebuild teams but under the influence of an extremely standardized way: we play on conviviality, achieve well-being, much more than on the professional side , we want outside of work, the team building illustrates well the idea of wanting to recreate on collective, staging
By setting up the team building, the companies regain control over these moments of collective exchanges
This allows people to be managed in a context where they are vulnerable, they will engage ( because knowledge is power) So this podcast it's a little criticism of the team building. But I'm very agree with that I found sometime it too much fake and artificial with recreating collective under influence.
The team building create a very special team spirit: docile and user-friendly, conviviality hides docility: we want you well,.The message is : the company takes care of you, in a friendly but docile atmosphere. At work! We tell you.
So in conclusion to the podcast, the sociologist Danièle Linhart analyses the concept and explains how team building is a tool of modern management. She say it's “built on an individualization and psychologization of the employee, to the detriment of respect for professionalism”. This sentence sum up very well the main idea of the podcast.
My opinion about this podcast :
I had a real crush on these podcasts, I found them very interesting and relevant and they made me think a lot about our new way of working together.
They clearly highlight the upheavals in our society. We become more individualistic at work, companies are omnibulated by performance, productivity and working methods are impacted: we recreate collective but under influence with team building, we reorganize spaces in order to maximize exchanges of skills, office rental costs... All these changes are interrelated and raise some really interesting issues.
I thank this podcast for making me think and for allowing me to question some of my opinions.
2. TED conference
"stop try to motivated employees"
The second element of my reading was a TED conference : the tittle is "stopping try motivated employees". The speaker is Kerry Goyette.
This podcast fits perfectly into my training on team management because it talks about a new way to manage these employees.
In reality, when we try to find a way to make team management effective, the question of motivation arises. How to motivate these employees to work and thus increase the company's productivity and efficiency.
However, that's where Kerry's speech comes in. It should be noted that, according to her, employees are already motivated and there is no need to motivate them. And if they're not, they're not the problem. We are. Because in reality, the secret to managing a team well is to find the real motivational levers of each team member because we are not all motivated by the same things. That is what we must understand.
Kerry uses here the example of two employees fictitiously called by Bod and Sara. They are not motivated by the same things: so you have to give them the task that will motivate them. For example Bob is rather worried and reticent about the future so she asks him to deal with the company's threats, how to anticipate problems. Sarah is enthusiastic and wants to do a lot of things, so she will take care of the business opportunities, start a new project.
My opinion about this video :
So I think it's all a question of motivation levers: giving the right tasks to the right people and therefore knowing these employees individually.
So it's all a question of motivation levers: giving the right tasks to the right people and therefore knowing these employees individually. You have to know your team, listen to them, listen to their expectations, desires and motivations in order to make the most judicious choices. The entire company will benefit from this.
This video highlights a very important point of team management: the different types of motivations. I think this video can help more than one team leader to manage his team, I recommended it.
However I am just septic when she says if the employees are not motivated it is your fault I think it may be too exaggerated and that we must be careful. It is also up to the employee to find their motivation in the work, to succeed in blossoming with the tasks they are given. But I shared kerry's opinion on many points, I think she has a great vision of management and the team.
3. mini-series : ARTE "Dopamine"
Dopamine it's a mini web serie created by Arte a French documentary channel. This series is called dopamine, it's the secreted hormone of the pleasure and the addiction. It's speak about all these apps designed to make you completely addicted by activating in your brain the molecule responsible for pleasure, motivation and addiction : the dopamine !
They are 8 episodes, 8 decrypted apps: Tinder, Snapchat, Youtube, Uber, Instagram, Facebook, Twitter and Candy Crush.
They say that we are completely addicted because these apps are designed, basically, to secrete, in our brain, the molecule responsible for pleasure, motivation and addiction.
During this podcast Arte analyzes the underside of our smartphone screen. So they explain to us why we are so addicted and all the strategy of the brand to make us addicted. We learn for exemple "Why does Snapchat offer filters and opens directly on the user’s camera?" What are the reward mechanisms? Why are teens more addicted to Snapchat and what does the frontal lobe of the under-20s do in this story? Arte decrypts them.
We learnt that Snapchat has chosen not to have a “like” feature, , to avoid social pressure and promote the use of the app. No fear of rejection, no shame.
In the same way, the series looks at the attraction for beauty to Tinder, the social and primitive mechanism by excellence. In addition to aesthetic satisfaction, the dating app is based on the principle of random reward developed by Burrhus Frédéric Skinner.
Finally we learn lots of things on Uber, how the application make drivers so addicted to the app, all the strategy to increased the benefits of the company. It's very interesting.
My opinion about this mini web series :
This mini series is really very powerful.The format is very interesting. It allows you to learn very interesting phenomena in a very playful way. They explain with lots of serious, with scientific fact and technical vocabulary. For exemple we learn lots of concept and theory of scientific. So it's a mini series but a large pedagogy.
The video is very well made there are humorous replicas and the explanations are well popularized in order to be well perceived by the public.
This mini series really makes us think about how we consume social networks on a daily basis. We are so used to it now that we forget how addicted and dependent we are. We are real puppets for the companies that own these applications. We must then be able to take a step back on our use of social networks and it is thanks to content like this that we can do so.
Reading circle
During our reading circle, I discussed with the group only one of my research: The mini series ARTE. It was then that our coach Emmanuel connected this series with another interesting topic: EDSO.
So he explains to us what is it. EDSO is actually the acronym for the 4 hormones that are secreted when working. Endorphine is when you have a pain, Dopamine is when you reach your goal, Serotonin : to strengthen our human bonds, how you create relation ship with other, Oxytocin : to help us serve others. We saw that a hight level of oxytocin decrease the level of dopamine. An other hormones exist the Cortisol : to protect us from possible danger. We looked that when Cortisol increase, the Oxytocin decreased.
Part of the reading of the other member of the team was more about Inbound marketing and strategy of social media. So we have spoken during a big part of the circle about communication, B to C, marketing, creative strategy, event, social media... All the time our coach Emmanuel ask to us, to reflect on a way to improve the work of the cooperative thanks to the advices, recommandation in our reading. So at the end we write and sum up all the things in a mail and we sent it to our team. Here you can find the content of the mail.
"Hi elenum’s team,
During our reading circles, we thought about some consulting advices for your cooperative. We give you the freedom to take note of it or not. We have formulated them here :
About Resilience: you can build resilience in the company by strong team working.
o “The viking manifest” (book) S Strid, building on positive business culture to be resilient.
About Team and individual Behaviors:
o We advised each person to find a way to exercise 2 times a day with positive doing : For exemple :
- Congratulate one person about one thing once a day
- Doing a relaxation or meditaiton exercise once a day
About Community Management:
o Make sure you have a well defined audience
o Interact with them in a stable/regular and value adding way (learning, fun, etc…)
Social networks:
- Make a clear plan for regular publications on the scoial media platforms
- 1 person should be the manager of publication (fixed respsonsibility, from the Sales / Marketing Department)
- Team mates should be responnsible for the content creation (turning responsibility)
Sales: Recommendation on turning “visitors” into “prospects” and then into “customers”
Publish Newsletter:
- Present the news: activities, goals, news
- Use a newsletter e-mail: SEND IN BLUE https://www.sendinblue.com/ or https://mailchimp.com/?gclid=EAIaIQobChMI5dStoeXm5QIVQsYYCh2AzAFrEAAYAiAAEgIfffD_BwE&gclsrc=aw.ds
- once a month
- Short points (key notes and links)
About Organize Events:
- Forum where different organization meet: students + association + industry + food
Duparc Camille"
During the circle, part of our topics was similar, Jesus saw a TED conference about " the happy secret to better work". So it's was in relation with my topic about team management, productivity and motivation. In this conference they explain the positive psychology, the brain positivism. It consist to act all the day to give compliment all the day. So very interesting.
I found this reading circle very interesting because I learn lots of new knowledges about topics very different.
I have opened my interest on new subject like brain positivism or inbound marketing. It's all the time rewarding to discuss together about new subject to know the opinion of others.