Dare to break free and perform

“ We must let go of the life we have planned, so as to accept the one that is waiting for us ”.

Joseph Campbell

Energy may be our most precious resource, a wealth that cannot be fully possessed or controlled. What are the drivers that fuel it, how can we stimulate it, develop it, to infuse momentum within the company and our teams? Our organizational and human management models need to evolve to integrate new approaches to leadership. In this respect, startups have become the new trendsetters in innovation, and they inspire us.

Today, the role of the leader is to steer the speed of transformation, as stated by Jacques Aschenbroich, CEO of Valeo. And in doing so, to unleash the company’s growth forces, while keeping in mind that transforming an organization into a liberated company generates a profound shift in both mindset and posture from its leader.

Support and development

For some, training and coaching may seem like a luxury, an investment of time and money, or even a waste of time for those resistant to professional and personal development. Yet the benefits are manifold, both individually and collectively.

Truly delegating responsibility

Allowing oneself to delegate is a major step toward greater freedom. By giving team members the freedom to act, leaders gain focus on the high-value issues that truly deserve their energy. And since not all managers are naturally convinced of the necessity of delegation, introspection and an analysis of one’s own way of functioning is often required. The principle is beautifully illustrated by the French national handball team, which won every title following the arrival of its coach, Claude Onesta, who said: “Delegating is not losing your authority; it is unleashing energy.”

Well-being as a driver

Motivated employees, who feel trusted and recognize the value created by their work, lead to lower absenteeism and the spread of positive behaviors through collective intelligence. In this approach, it is essential for managers to communicate clearly with their teams and share the values they wish to instill so that the how of the process is respected and those values are embodied. By staying clear on the vision and not hesitating to repeat it (for instance, following the “Commander’s Intent” method from West Point), leaders ensure that employees fully understand what is expected of them.

A healthy curiosity

Discovering innovative approaches through Learning Expeditions helps broaden perspectives and realize that things can indeed be done differently. Reopening the company to its ecosystem, regularly engaging with employees and clients, especially the most challenging ones, fosters growth. Participating in initiatives such as a Factory of Change or a social project also contributes to awareness that will facilitate the adoption and development of new practices in team management. And this process will be all the more readily accepted by employees if leaders themselves have already set the example with tangible results.

Change and the right to make mistakes

This management vision partly underpins the success of startups, by encouraging risk-taking and recognizing the right to make mistakes. In this process, managers can rely on HR, whose role has shifted beyond personnel management to “Change Management” or “Coaching Partner,” using innovative tools such as 360° assessments, reverse mentoring, creativity training, and Nonviolent Communication. Integrating Knowledge Management to strengthen learning communities delivers results as relevant as boosting intrapreneurship, remote work, or flex-office practices.

Conflict as a source of progress

Another important point: the tensions generated by changes in leadership mindset and posture within a liberated company or team can create conflict zones. Not all conflicts should be feared; some can be beneficial. When well-managed, friction leads to construction, debate, and growth.

Profitability and performance in sight

As Isaac Getz states: “Freeing your company from unnecessary constraints and controllers pays off.” An organization stripped of redundant procedures and controls, where everyone knows why they work, understands and accepts profitability thresholds, is centered around those who create value, and constantly seeks client satisfaction and efficiency, such an organization is bound to be more profitable.

So, what will you dare to set free in order to perform?