{"id":129162,"date":"2026-02-18T09:18:57","date_gmt":"2026-02-18T08:18:57","guid":{"rendered":"https:\/\/actitudes.ch\/?p=129162"},"modified":"2026-02-18T10:48:31","modified_gmt":"2026-02-18T09:48:31","slug":"human-development-moving-from-implicit-human-development-to-deliberate-shared-and-structured-management","status":"publish","type":"post","link":"https:\/\/actitudes.ch\/en\/developpement-humain-passer-dun-developpement-humain-implicite-a-un-pilotage-assume-partage-et-structure\/","title":{"rendered":"Human Development: Moving from implicit human development to assumed, shared and structured management"},"content":{"rendered":"<section class=\"bde-section-129162-100 bde-section\">\n  \n  \n\t\n\n\n\n<div class=\"section-container\"><div class=\"bde-rich-text-129162-102 bde-rich-text breakdance-rich-text-styles\">\n<p><span style=\"font-weight: 400;\">On Monday, February 9, our last <strong>MeetUp<\/strong> during which we had the chance to listen and share with Nicolas Ecknauer, Service Manager at Romande \u00c9nergie, who took the<\/span><span style=\"font-weight: 400;\"> time to tell us how he implements the methodology of <em>sustainable teams<\/em>\u00a0and the <em>18 key factors<\/em> available to support the Managers of his Department for the development of their teams, in a long-term approach, which he started two years ago.<\/span><\/p>\n<h4><b>Here are some key elements of his sharing:<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">To move from implicit human development to an assumed, shared, and structured management, it was crucial for Nicolas to be able to <\/span><b>offer a clear framework and visibility on team development practices to his managers and team leaders<\/b><span style=\"font-weight: 400;\">. This is why he wanted to <\/span><b>rely on the\u2019<\/b><b><i>sustainable teams approach<\/i><\/b><b> and the <\/b><b><i>18 key factors<\/i><\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Through his approach, the <\/span><i><span style=\"font-weight: 400;\">sustainable teams<\/span><\/i><span style=\"font-weight: 400;\"> and the <\/span><i><span style=\"font-weight: 400;\">18 key factors<\/span><\/i><span style=\"font-weight: 400;\"> have become a common language for his managers and team leaders as well as the 90 employees of his technical department at Romande Energie. Allowing managers to rely on concrete and pragmatic levers in managing their teams. Also enabling inter-team synergies within this same department as well as alignment between team leaders and managers.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>The idea is that the 18 factors become a reflex framework for managing problems<\/b><span style=\"font-weight: 400;\"> that arise: \"With which factor(s) can we link this problem?\" &gt;&gt; So that managers and employees can use the appropriate factor(s) to dissect and analyze the problem in question and rely on them to develop solutions.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nicolas initiated this approach gradually with a desire to sustain it over time. In a first phase, he began by introducing the approach and key factors to his leadership team, composed of team leaders and managers from his department; who were able to discuss their mutual perception of these factors and appropriate them over several participatory sessions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In a second phase, Nicolas and his leadership team wanted to involve the rest of the department (90+ employees) and begin an analysis of the teams' status with a TeamScan followed by a participatory analysis of the results by the employees and managers themselves during a participatory workshop.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This large workshop allowed for working on and analyzing the Teamscan results, comparing perceptions, and starting to work on collective avenues for the department as well as avenues for each team.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">To fully embed the approach, each team was invited to establish its own action plan in 2-3 concrete steps to develop the priority key factors within its team.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Some concrete examples of elements that emerged and were worked on during this process:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Work on roles and responsibilities as well as the scope of positions and their potential overlaps<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Review of 2 important processes that were problematic<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Development of Supportive Leadership<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Need for conflict management training &gt; training could be requested at the organizational level.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">The ability to prioritize items as a team<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>\u00a0<\/p>\n<p><span style=\"font-weight: 400;\">Following Nicolas's sharing, the MeetUp group on February 9, 2026 (pictured below) was invited to interact and discuss the question: <\/span><b>\u201c<\/b><span style=\"font-weight: 400;\"><em><strong>How to move from implicit \u00abhuman development\u00bb to assumed and shared management<\/strong><\/em>\u201d? and also \u201c<strong><em>How to keep the flame alive to sustain this type of approach over time?<\/em><\/strong>\u201d<\/span><\/p>\n<p>\u00a0<\/p>\n<\/div><img decoding=\"async\" class=\"bde-image2-129162-101 bde-image2 lazyload\" data-src=\"https:\/\/actitudes.ch\/wp-content\/uploads\/MeetUp-du-9-fevrier-2026.jpg\" data-srcset=\"https:\/\/actitudes.ch\/wp-content\/uploads\/MeetUp-du-9-fevrier-2026.jpg 1200w, https:\/\/actitudes.ch\/wp-content\/uploads\/MeetUp-du-9-fevrier-2026-800x398.jpg 800w, https:\/\/actitudes.ch\/wp-content\/uploads\/MeetUp-du-9-fevrier-2026-768x382.jpg 768w, https:\/\/actitudes.ch\/wp-content\/uploads\/MeetUp-du-9-fevrier-2026-900x448.jpg 900w\" data-sizes=\"(max-width: 1200px) 100vw, 1200px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1200px; --smush-placeholder-aspect-ratio: 1200\/597;\"><div class=\"bde-rich-text-129162-103 bde-rich-text breakdance-rich-text-styles\">\n<p>\u00a0<\/p>\n<h4><strong>Here are some elements that emerged from this exchange:<\/strong><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The need to consider the integration of new employees into the approach<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The need for regular refreshes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The idea of an annual meeting &gt; as a regular ritual for the department<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conduct the TeamScan process for the entire department each year and be able to compare results and developments at different levels (teams, department)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work on how the stakes are changing<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gather employee feedback on the approach and process<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A big thank you to you,<\/span> <span style=\"font-weight: 400;\">Nicolas, as well as to the group for your commitment during this interactive MeetUp.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You are invited to join us for our <\/span><b>next MeetUps <\/b><b>Actitudes<\/b><b>\u00ae<\/b><span style=\"font-weight: 400;\"> which are open to everyone and free, lasting 60 minutes via video conference every few months.<\/span><\/p>\n<p>\u00a0<\/p>\n<\/div><div class=\"bde-button-129162-104 bde-button\">\n        \n    \n    \n    \n    \n            \n                    \n            \n            \n\n    \n    \n    \n    \n    \n    <a class=\"breakdance-link button-atom button-atom--primary bde-button__button\" href=\"https:\/\/actitudes.ch\/en\/event\/meetup-attitudes-april-27-2026\/\" target=\"_self\" data-type=\"url\"  >\n\n    \n        <span class=\"button-atom__text\">to the agenda<\/span>\n\n        \n        \n                <\/a>\n\n    \n\n\n<\/div><\/div>\n<\/section>","protected":false},"excerpt":{"rendered":"<p>Le lundi 9 f\u00e9vrier \u00e0 eu lieu notre dernier MeetUp durant lequel nous avons eu la chance d\u2019\u00e9couter et partager avec Nicolas Ecknauer, Responsable de Service \u00e0 la Romande \u00c9nergie [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":129163,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"_breakdance_hide_in_design_set":false,"_breakdance_tags":"","wds_primary_category":198,"footnotes":""},"categories":[198,158],"tags":[],"class_list":["post-129162","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-chroniques-des-equipes-durables","category-equipes-durables"],"acf":[],"_links":{"self":[{"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/posts\/129162","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/comments?post=129162"}],"version-history":[{"count":3,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/posts\/129162\/revisions"}],"predecessor-version":[{"id":129558,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/posts\/129162\/revisions\/129558"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/media\/129163"}],"wp:attachment":[{"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/media?parent=129162"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/categories?post=129162"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/actitudes.ch\/en\/wp-json\/wp\/v2\/tags?post=129162"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}