Q7Leader

Founder

Q7 leader is an HR Tech consultancy company specialized in boosting company performance through collaborative leadership augmented with  people analytics and insights. It owns the exclusive distribution rights on "thehrframework.com", a platform designed for the optimization of Return on Human Capital Investment (ROHCI) through the simplification, the integration and the standardization of six key HRM practices every line manager should master: (1) Organisation Design, (2) Competence, (3) Performance, (4)Talent, (5) Reward management and (6) Resource Planning. 

This solution includes a series of on-line apps which greatly simplify the measuring and monitoring of companies' HR indicators, analytics and insights. 

It is is designed to support companies during 6 stages of their lifecycle: start-up, due-diligence/ acquisition, merger, restructuring ...and moving away from overengineered HR. 

It now runs in over 20 countries on 5 continents. It is compatible with most major provider of HRIS and Reward & Benefits providers.

Pulse Foundation, Beyond Program supporting scale-ups

Coach in HR strategy and management

Solvay Brussels school of Economics & Management

Maître de Conférence lecturing in 
- Master in Management at Solvay School of Economics and Management
- 2d year Master in Human Resources Management
 Includes: mastering HR for non HR, Leadership, Designing organisations, Performance, Competence and Talent management in Learning Organisations. Reward & Benefits strategies.
Publication: "the 6 fundamentals for CEO & CFO to get their HR basics right"

Maître de conférence  Solvay Brussels school of Economics & Management

Promethean Plc

$300 Millions Revenue; up to 1000 employees.
Led the Group HR functional area through Promethean's transformation (including IPO) into becoming a global player with key focus on designing and developing transformational interactive hardware and sofware solutions that support education, business and governments in teaching and learning best practices,new skills or launching new methods and processes within organisations.

Chief Human Capital Officer

€4 Billion revenue, up to 12,000 employees.
- End to end HR accountability for EMEA & Latin America regions.
- Worldwide HR accountability over Sales and Marketing functional areas. 
- Design and implementation of a “GloCal” HR service organisation across 30 countries (including Peoplesoft deployment). 
- Global Program leader for BT Group on matrix operating model implementation
- Variety of M&A, integrations and transformations of 20+ companies (Benelux, France, Germany, Hungary, Italy, Russia, Ireland, Spain, Sweden, LATAM, Dubai and USA)

Vice-President HR BT international

Mobistar

Director Human Resources & Hotelling Services

Xerox Corporation

Company Secretary & HR director Belgium Luxembourg

Allen & Overy (Loeff Claeys Verbeke)

Lawyer, Avocat at the Bar of Brussels, Belgium

Procter & Gamble

Legal counsel detached by law firm to assist line managers in FMCG marketing campaigns.

Legal advisor

20 years of International HR, 17 years of Faculty at Solvay Brussels School of Economics & Management, 8 years of Entrepreneurship in HRtech. 

Your job titles are discriminating talent.

If you hire "junior project managers" or "senior accountants", you have a problem.

Why? Because jobs can't be "junior". Only people can.

Last week I was talking with a group of entrepreneurs about their job titles.

They all made this huge mistake.

When you hire for a "junior project manager", you exclude a 45-year-old who could be perfect for that role. Because only young people apply to "junior" positions.

Fortunately, the solution is simple:

Instead of "junior project manager," call it "project coordinator" for example. It shows less complexity without the age bias.

Keep the employee's experience level out of the job title.

Agree? Disagree?

P.S. if you have "juniors" and "seniors" in your company, I would really love to hear your thoughts about this one 😉

Reggy-Charles Degen

Founder of Q7Leader | Author of the People Model Canvas | Human Resources Professor at Solvay Business School

I just told a Chief People Officer to add MORE meetings to her managers' calendars. She looked at me like I was insane. But then she understood:

"Reggy, my managers are drowning in meetings. They stay up until midnight before annual reviews. The last thing they need is another meeting."

But here's the thing:

This one meeting will revolutionize annual reviews.

AND it will reduce their preparation time for their one-to-ones from 10 hours to only 4h.

I call it the DOT meeting.
(𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘪𝘯𝘨 𝘵𝘩𝘦 𝘖𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘛𝘢𝘭𝘦𝘯𝘵)

Today, your managers surely hate annual reviews. They spend 10+ hours alone preparing. They guess what to say. They bring their biases to every conversation.

The result? Random talks that frustrate everyone.

Instead, the DOT meeting gets your managers to prepare together. They use the People Model Canvas common language to build clear profiles of each one of their team members.

The change is immediate:

→ Each employee talk takes just 7 minutes
→ Prep time drops from 10 hours to only 4 hours
→ Annual reviews become growth talks based on real data

Managers are now excited for performance reviews.
And the employee engagement skyrockets.

Total game changer.

P.S. want to uncover the full DOT meeting methodology?

We are hosting a webinar where we deep dive on exactly how this works and how to implement it.

Register now for free (limited to 20 people):

🇬🇧 EN - https://bit.ly/3J7ISrk
🇫🇷 FR - https://bit.ly/3IE7GHy

Finance has figured this out decades ago.

But we're still stuck with HR...

When a finance manager needs info about the company's financial health, they open the P&L. Everything they need is right there.

But when an HR leader wants to understand their talent situation? Good luck.

Hiring data lives in one system. Performance management in another. Pay scattered elsewhere. It's like trying to understand money by looking at random receipts in different drawers.

This creates mixed-up reviews by managers. When managers make choices based on incomplete info, workers lose trust.

Here's what companies miss: anything you do with talent impacts everything else. Performance connects to job design. Job design changes pay. Pay affects hiring. These aren't separate jobs - they're connected pieces of the same puzzle.

The answer isn't more HR tools.

It's ONE connected system - just like finance has always done.

Picture if managers had their own "talent P&L." One clear picture of their entire team situation at a glance.

No more scattered data.
No more mixed-up reviews.
No more disengaged employees.

What would change in your company if managers could see their complete talent picture as easily as they read a P&L?

Retention. Retention. Retention.

Losing one employee costs ~75.000€ 😬

That's the average number we calculated at Q7Leader.

Here's what most leaders miss: it's not just the hiring costs. It's the productivity loss, onboarding time, and countless hours your team spends supporting the process.

People costs are the biggest expense of 70% of all companies worldwide.

Yet, talent retention is still not a top priority for many CEOs.

The good news?

Research shows there are only four daily practices managers need to master to guarantee engagement and boost retention :

1. Set clear expectations
2. Give consistent feedback
3. Offer genuine support
4. Provide recognition

Focus on talent retention.
It can save you a lot of time and money.

Quick math: How many people left your team last year? Multiply by €75,000. That's your real turnover cost.

I’ll be short:

The People Model Canvas allows you to answer all of these in seconds.

This framework allows HR to finally be data-driven.

CEOs are happy.
Employees are treated fairly.
HR becomes a strategic partner.

What else? 😉

P.S. thanks to Warren Wang for the inspiration

Please, please, please…
Stop saying that “people are the major asset of companies.”

It’s simply not true — and I can prove it.

Amazon just announced it’s making 14,000 to 30,000 people redundant.
On the same day, the company’s share price rose by 1.74%, adding billions in market value.

So tell me:
How can the value of a company go up when it’s throwing out its so-called major asset?
Don’t you see how cynical this is?

👉 The truth is: the real asset of a company isn’t its people —
it’s the usable competencies of its people.

And that makes a huge difference.

Because when you realise that, you understand something essential:
Your company’s major asset is also your major asset —
your competencies.

That’s why continuous learning isn’t optional anymore.
It’s survival — in a world that’s transforming faster than ever. 
Now you understand why I’m so passionate about the People Model Canvas.

Every HR person knows this feeling. You are:

- overwhelmed with paperwork
- patching together inconsistent policies
- connecting a bunch of disconnected spreadsheets
- always defending your work in front of the managers

It should not be like that.

You are worth more.

And that's why I created the People Model Canvas.

After decades of experience as an HR professional myself and teaching HR at university, I built a universal framework for managing people.

It has already changed the lives of hundreds of HRBPs!

Will you be the next?

P.S. I wrote a full book deep diving into this People Model Canvas framework 📘

𝗜𝗳 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝗮 𝗳𝗿𝗲𝗲 𝗰𝗼𝗽𝘆:

1. Like this post and comment “PMC” below
2. Connect with me so I can send it over

✌🏻

Stop fixing John. Fix the system.

Today, HR handles one problem at a time. But when you evaluate people with a standardized approach, patterns start to appear.

Instead of wondering how to help John perform better, you suddenly realize 25 people across departments have been operating below their role profile for 18 months.

This isn't an individual problem.
↳ It's a systemic signal.

Maybe onboarding isn't clear. 
Maybe roles are poorly defined. 
Maybe managers aren't coaching enough.

With that insight, HR can:

• Group those 25 people into a cohort
• Address the root cause collectively  
• Build a development program that actually scales

That's the power of a structured, systemic approach like the People Model Canvas — it gives you comparable data across teams and departments, so you can stop managing exceptions and start solving real organizational problems.

When you move from isolated cases to cohorts, you save time, managers feel supported, and people grow faster.

P.S. we've seen cohorts be a total game-changer for dozens of clients, if you want the same results, send me a DM 😉

After 30+ years in HR, I've watched executives make the same costly mistake over and over: failing to properly manage their biggest investment.

What's the highest cost in 70% of companies?

↳ PEOPLE

Most executives see HR as a support function. A cost center that handles paperwork.

But they miss something huge.

- Finance tracks ROI on every dollar.
- Sales checks conversion rates every day.
- Marketing measures ROAS on every campaign.

It's time we ask HR to track the company’s investment in people. 


Let’s call it Return on Human Capital Investment (ROHCI).

When you treat people investments with the same care as financial investments:

→ Performance becomes measurable
→ Development becomes strategic  
→ Retention becomes predictable

The companies that master this first will win the war for talent. And AI is making this much simpler. 

Agree? Disagree?

Dear new startup founders,

I know you’re full of great intentions and ideas, but …

Please don’t make this mistake that most of your peers made in the past.

→ Keep HR close to you as long as possible.

People management shouldn’t be disconnected from the management team.

Having an HR department will become necessary at one point, of course.

But as a leader, you need to keep in touch.

The name “Human Resources” doesn’t come from nowhere (even though it's criticised). Your team is a critical resource for your company.

CEOs should be close to financial management, right?

Well, then it’s the same for HR.

So please 🙏🏻

Keep your ambition and idealism.

But don’t make this mistake of delegating all your HR.

HR: “𝘐𝘵’𝘴 𝘵𝘪𝘮𝘦 𝘧𝘰𝘳 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦 𝘳𝘦𝘷𝘪𝘦𝘸𝘴”

Managers: "𝘖𝘩 𝘯𝘰, 𝘩𝘦𝘳𝘦 𝘸𝘦 𝘨𝘰 𝘢𝘨𝘢𝘪𝘯" 😮‍💨

You can see the tension build up in their shoulders.

They prepare for hours.
They try to remember 12 months of work.
And they walk into the meeting already defensive.

No wonder employees hate it too.

Performance reviews were built for control, not for growth. But companies who flip the model see something magic happen:

• Preparation time drops from 10 to 4 hours
• Conversations become active coaching
• Calibration becomes effortless

And that’s exactly what we’ll break down next week in our live session!

Register now for free (limited to 20 people):

🇬🇧 EN - https://bit.ly/3HmXAdz
🇫🇷 FR - https://bit.ly/4mS72o3

Le sentiment de ne pas être traité avec équité est la première cause de désengagement! On peut changer le système sans révolution parce que 90% des managers sont bien intentionnés. Ils ne savent juste pas comment faire et du coup ils retombent dans leurs biais (souvent inconscients). C’est la qu’il faut agir: conscientisation + modélisation du processus. C’est pour ça que 50inTech (acq by Q7Leader) et Q7Leader  ont unis leurs forces!

HRTech Entrepreneur & Coach | Podcast Host Beautiful People I GM France Q7Leader I UN Women France Board Member | TopVoices Equality

Arrêtons l’injonction « sois plus badass ». 
Rendons le système badass-friendly.

Les femmes n’ont jamais été aussi diplômées.
En France, 56 % des femmes de 25 à 34 ans ont un diplôme du supérieur (vs 48 % des hommes).
Et pourtant : elles occupent encore moins de 25 % des postes de direction.

Ce n’est donc pas un problème de compétence.
C’est un problème de système.

Depuis des années, on répète aux femmes qu’il faut « oser », « négocier », « prendre la parole ».
Mais oser ne suffit pas si les règles du jeu restent biaisées.
Ce qui doit changer n’est pas seulement individuel, mais systémique.
Clarifier les règles du jeu.

👉 Les promotions et les salaires doivent reposer sur des critères visibles, audités et partagés.
C’est précisément ce que permet #MyQ7Reward, notre module comp & ben de transparence et d’équité salariale: une approche objective, multi-critères et auditable, qui aligne reconnaissance et performance.

👉 Rendre les feedbacks utiles.
Les entretiens annuels ne suffisent plus.
Les collaborateurs ont besoin de feedback continu, orienté progrès.
C’est ce que fait #TeamScan, en transformant la culture du feedback en levier de performance collective (et pas de jugement).

👉 Repenser la reconnaissance.
L’enjeu n’est plus d’évaluer, mais de faire évoluer.
Nous aidons les entreprises à basculer vers une culture “People + Performance”, où la progression individuelle nourrit la réussite collective.

Et côté individuel ?Les femmes n’ont pas besoin d’être « plus badass », 
elles ont besoin d’un système qui reconnaît leur badassitude.

Mais aussi :
	•	de sponsors (pas seulement de mentors),
	•	d’un réseau de pairs exigeants et bienveillants,
	•	et d'objectifs clairs pour piloter leur propre trajectoire.

C’est tout l’esprit des solutions Q7Leader : Réconcilier la performance et l’équité, et redonner aux femmes leaders le pouvoir d’écrire leurs propres règles du jeu.

On ne changera pas le monde avec des injonctions à “oser davantage”.
Mais avec des systèmes où oser vaut vraiment le coup.

Si le livre est aussi smart que ses auteurs, à lire sans modération 😉

Senior Advisor EY Belgium, CEO / CXO, C-level Consulting and Coach, Corporate Strategy, Growth Programs, Internal Innovation, Incubators...; Corporate Director, Entrepreneur, Professor, Speaker, Columnist, Author

View Bruno Wattenbergh MBA-AMP’s profile

Convaincre, c’est devenu une compétence clé pour les candidats entrepreneurs, les entrepreneurs, les cadres, les managers, … 

Pitcher une idée, un projet, un budget, … ou une vision c’est à la fois une équation, une check-list et une pratique.

Avec mon complice, Benjamin Beeckmans, nous avons voulu aider celles et ceux qui doivent convaincre sans manipuler, inspirer sans simplifier, captiver sans trahir la complexité.

Le Pitch Parfait sort aujourd’hui en librairie chez DUNOD (Filigranes, Club, Fnac, et nombre de libraires proches de chez vous). Nous vous tiendrons informés des séances de dédicaces notamment chez Bleu d’Encre.

Un livre ancré dans la pratique, soutenu par une méthode structurée, et nourri d’expériences vécues en entreprise, dans les startups et dans nos classes à Solvay.

👉 La méthode ultime pour tous ceux qui doivent convaincre

Merci à DUNOD pour la confiance, et à tous ceux qui nous ont challengés tout au long du chemin.

Laurent LOUYET Olivier Eloy  Jean Chabert   

#Pitch #Intrapreneuriat #Startups #Communication #Leadership #LePitchParfait

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🚀 Ontdek het People Model Canvas!
We organiseren een HR Masterclass in Geel samen met Voka Mechelen-Kempen.

🎯 Wil je leren hoe je teams beter kan begrijpen, ontwikkelen en motiveren?
Vanaf 4 november 
👉 Schrijf je hier in https://lnkd.in/eZP6V3As

Tot binnenkort!Voka - Kamer van Koophandel Mechelen-Kempen

𝗟'𝘂𝗻 𝗱𝗲𝘀 𝗺𝗲𝗶𝗹𝗹𝗲𝘂𝗿𝘀 𝗳𝗶𝗹𝗺𝘀 𝗲́𝗰𝗼𝗹𝗼𝗴𝗶𝘀𝘁𝗲𝘀 jamais produits.
En 1 minute, il fait exploser le rêve délirant d'Elon Musk et de tous les agités de la Silicon Valley qui veulent sauver l'homme en allant vivre ailleurs...

Alors que notre Terre est si belle, si accueillante, si nous la respections un peu plus.
Bravo à Activista pour la réalisation.

PS : Si vous ne connaissez pas la traduction du terme "sucks", la voici : c'est nul ou ça craint pour s'exprimer poliment 😉

CEOs: do you have a clear dashboard of your people?

99% don't. But it's easier than you think ↓

Q7Leader gives you a data-driven dashboard of all your employees, just as for your financials.

Salaries are surely your biggest cost.
↳ However, HR is a black box for most CEOs...

It's time to get data about your most valuable asset.

Taplio

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