Bee'z Consulting Sarl

📌 At Bee'z Consulting, we are more than just a consulting firm. We are your strategic partners in transformation, anchored by a firm belief that your team is the key driver for growth and success within your organization.

We integrate organizational transformation expertise and a focus on people-centric processes to guide leaders, teams, and stakeholders through a journey of transformation. 

Our goal? 
To equip your teams with the tools needed for ongoing performance improvement, leading to exceptional experiences for your patients and stakeholders.

Our service portfolio is designed to support your transformation in all aspects:
- Facilitating change with an emphasis on enhancing efficiency and developing interpersonal capabilities.
- Enhancing decision-making capabilities with data and process improvements
- Fostering a cultural transformation for a resilient organization.
- Amplifying patient and employee experiences for increased satisfaction.
- Leadership training to forge the leaders of tomorrow.
- Crafting cutting-edge people strategies and solutions.

Bee'z Consulting: We do more than help you navigate change. We help you embrace it.

⚠ For more information, visit our website: www.beez-consulting.com

Founder and Managing Director

HR Vaud

Member HR VAUD's Executive Board

IntoFlow.org

At IntoFlow.org we help organizations foster a corporate culture of transparency and performance by implementing a human-centered management approach that increases the quality of human conversations with the assistance of an intelligent chatbot.

Member of the Advisory Board

Chiefs on Demand

Head of Employee Experience and Change & Business Transformation Enablement

Trianon SA

Director Strategic Development

Archroma

Global Head of Total Rewards, International Mobility and Payroll

Eaton Corporation

Director Total Rewards, Europe - Middle East and Africa

Senior Manager, HR Business Partner EMEA

Philip Morris International

Head of HR PMI Law

Eli Lilly and Company

Human Resources Manager, Africa, Middle East / Central & Eastern Europe regions

Organizational Development - AMEA & CEE regions

Hewlett Packard Enterprise

Organizational Development consultant, EMEA Region

Unlocking Future Growth: Partnering with Leaders in Healthcare to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

As the founder and director of Bee'z Consulting, Silvina Layani brings nearly 30 years of hands-on experience to the forefront of organizational change. 

A specialist in change management and agile transformation, her credentials are well-grounded in continuous improvement, Lean, and Agile practices. 

Silvina’s work goes beyond strategy; she has a solid background in shaping organizational design and governance structures, ensuring that they support and enhance transformation efforts. 

Her commitment to engaging individuals and developing their skills has been a key factor in building adaptable, future-focused cultures within the pharmaceutical, medical devices, and healthcare sectors. 

Combining her vast practical experience with her advanced education in healthcare leadership, Silvina stands out as a trusted partner in guiding cultural and digital transformation initiatives.

#SparringPartner #ADKAR #PROSCI #ScrumMaster #BusinessTransformation #DigitalTransformation #HealthcareTransformation #ChangeManagement #TransformationNumerique #PilotageduChangement #ManagementConsulting #Consulting #BusinessPartner #MasterTrainer #Communication

❌ Your culture isn’t what you say it is. It’s what people feel when you walk out of the room.



Most leaders proudly list their company values:
✅ Integrity
✅ Innovation
✅ Collaboration

Sounds great. But none of that matters if your workplace feels like fear, pressure, and burnout.

The reality?
🔹 A culture of "psychological safety" means nothing if employees feel punished for mistakes.
🔹 A culture of "trust" collapses if leaders dismiss emotions and push for results at all costs.
🔹 A culture of "innovation" is just a buzzword if people are afraid to challenge ideas.

🎯 Emotions define culture more than words ever will.

As a culture transformation expert, I’ve learned that if you’re not actively shaping emotional culture, you’re allowing it to form unconsciously. And that’s where toxicity thrives.

📖 I shared my own journey to mastering emotional culture—including the hard lessons I had to learn—in my latest blog:
➡ My Emotional Culture Mastery Journey (Link in comment)

🔥 Be honest: What’s the BIGGEST disconnect you’ve seen between a company’s "stated values" and its real emotional culture? Drop your experiences below! 👇

#Leadership #CultureShift #LeadershipMatters #BeezConsultingCH

SILVINA LAYANI

Unlocking Future Growth: Partnering with Leaders in Healthcare and Mission-Led Organizations to Drive Change, Optimize Performance and Enhance Employee & Patient Experience | Managing Director at Bee'z Consulting Sàrl

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The Leadership Shift Healthcare Needs 🚀



Most healthcare leaders focus on strategy, efficiency, and execution. But here’s what often gets overlooked:

Emotions drive everything.

✔️ How engaged your team is
✔️ How effectively change is implemented
✔️ How patients experience care

Yet, emotional culture is rarely discussed—let alone managed intentionally.

Through my ECD Consultant Certification journey, I’ve worked 1:1 with healthcare leaders, helping them explore the emotions shaping their teams. The biggest takeaway? Ignoring emotions doesn’t make them disappear—unspoken emotions still influence decisions, morale, and patient care.

💡 Here are three key leadership insights I’ve gained:

🔹 Emotional culture exists—even if you ignore it. Fear, frustration, or burnout will take hold unless shaped intentionally.
🔹 Leaders set the emotional tone. Your emotions impact your team, whether you realize it or not.
🔹 Managing emotions makes change easier. Resistance isn’t just about logistics—it’s about how people feel about the change.

Effective healthcare leadership isn’t just about making decisions—it’s about understanding and managing the emotions that drive those decisions.

Want to dive deeper? Read my full blog post here: 👉Link in comment

What’s one leadership lesson that changed how you lead? Let’s discuss! 👇

#LeadershipHealthcare #ChangeManagement #HealthcareLeadership #emotionalculturedeck #proelephantrider #ridersandelephants #emotionalculture

Indifference is easy; standing for something takes courage. Which path will you choose? ✨



I once heard a simple yet profound statement: If you don't stand for something, you'll fall for anything. In the corporate world, these words hold a unique weight.

Companies that choose indifference over purpose are at risk. ⚠️

They're at risk of fading into obscurity.

But those that dare to stand for something, those that infuse their mission with meaning, they rise above. 📈

Take a moment to think about the brands you admire. What do they have in common?

It's likely their courage to stand for something beyond profits.

They resonate because they reflect our aspirations and values.

Consider the story of a small healthcare company I once worked with. Facing immense pressure to conform to industry norms, they took a bold step.

They decided their priority was patient-centered care, even if it meant slower growth initially.

That decision transformed not only their business but the lives of countless patients. 💙

Their commitment to their values inspired loyalty and trust.

It wasn't just about what they did, but why they did it.

In a world where change is the only constant, standing for something provides a compass. 🧭

It guides decisions, inspires action, and creates a legacy.

So, as leaders, we have a choice.

Will we stand by and watch, or will we stand up and lead?

Your stand could be the spark that ignites change. 🔥

What do you choose to stand for today?

Leadership Isn’t a Meeting—It’s a Mindset



❌ Your company doesn’t need another town hall, offsite, or “candid conversation” meeting.

At Culturati 2024, we heard a story about a company that put a stuffed elephant on the table so people would finally speak the truth in meetings. Over time, this gimmick helped change their culture.

But here’s the real question:
👉 Why do we need a stuffed animal to say what should already be said?

If your team needs a prop to be honest, your leadership is the real issue.

Culture change starts when leaders go first—when they model transparency without waiting for a meeting, an elephant, or a pre-approved “safe space.”

In Bee'z Consulting's recent blog, we break down how resilient leaders tackle the elephant in the room head-on—without waiting for a gimmick to do it for them.  ➡ Resilient Leaders: Do You Address the Elephant in the Room? (Link in comment)

🚀 Ready to build a culture where tough conversations happen without a gimmick? Let’s talk: https://lnkd.in/gEkwPfaf

What’s the biggest “elephant in the room” you’ve seen at work? Did anyone call it out? Drop your story in the comments! 👇


#Leadership #CultureChange #EmotionalCulture #BeezConsultingCH #CourageousConversations #LeadershipMatters

💡 Your culture isn’t defined by your values—it’s defined by the emotions you allow.



I’ve spent years helping organizations transform their culture, but early on, I made a huge mistake.

I focused on values, processes, and behaviors—thinking emotions were just a byproduct of culture. I was wrong.

The real drivers of culture?
🔹 Teams that feel psychological safety speak up. Teams that don’t, stay silent.
🔹 Cultures built on guilt and perfectionism create burnout. Cultures of trust and learning create innovation.
🔹 Leaders who acknowledge emotions build connection. Leaders who suppress them create disengagement.

🎯 Emotions aren’t just present in culture. They ARE culture. The question is: Are you shaping them, or are they shaping you?

This realization changed the way I lead and the way I help organizations transform.

📖 I shared my biggest leadership blind spots, what finally clicked for me, and how leaders can actively shape emotional culture in my latest blog:
➡ My Emotional Culture Mastery Journey (Link in comment)

🔥 What’s the most TOXIC emotional culture you’ve ever seen at work? How did it affect people? Drop your thoughts below! 👇

#Leadership #EmotionalIntelligence #CultureTransformation #BeezConsultingCH #LeadershipMatters

Flip Your Leadership Thinking—Or Watch Your Team Stagnate




🔥 Most leadership advice is dead wrong.

❌ “Set clear goals, and your team will follow.”
❌ “Encourage autonomy, and people will feel empowered.”
❌ “Foster open dialogue, and trust will grow.”

Sounds great in theory. But it doesn’t work like that.

🔄 Behavior shapes beliefs, not the other way around.

One of the biggest mistakes leaders make is focusing on changing mindsets before changing behaviors. They assume if they explain a new way of working, people will embrace it. But real culture change happens the other way around—when you introduce new actions that shift mindsets over time.

At Bee’z Consulting, we worked with a company overwhelmed by workload paralysis. People were drowning, but no one felt safe saying "no."

We introduced a simple ritual: “one-on, one-off.” If managers asked for new work, employees could hold up a physical card and say, “What do we remove to make space for this?”

At first, it felt awkward. Then, it became normal. Over time, managers stopped overloading teams in the first place.

This idea of flipping leadership thinking is at the core of our latest blog:
✅ Why beliefs don’t drive behavior—behavior drives beliefs
✅ How small, visible rituals create lasting culture change
✅ Why most leadership strategies fail (and what to do instead)

➡ Read it here: 5 Mind-Flipping Leadership Strategies (Link in comments)

🔄 What’s a leadership “rule” you once believed in—until experience proved you wrong? Let’s hear it! 👇

#MindsetShift #Leadership #CultureTransformation #BeezConsultingCH #LeadershipMatters

Can games transform leadership and drive meaningful change? 🎮

Absolutely, and they’re doing so in ways you might not expect.

I’m Silvina, and I’ve had the privilege of working with C-Level executives in mission-led organizations to explore innovative approaches for leadership development and organizational transformation.

One tool that has consistently proven effective is the use of serious games.

Initially, there was a fair amount of skepticism: Games for executives? Really? 🤔

But as we explored the idea in more detail, that skepticism turned into enthusiasm.

Why? Because the real-world benefits are undeniable.

These games aren't just about fun; they’re powerful tools for learning and development.

Serious games have shown to be incredibly effective at boosting resilience and adaptability within teams.

By creating simulated environments, these games allow leaders and their teams to confront challenges, test strategies, and learn from outcomes in a risk-free setting.

This experiential learning goes beyond traditional training methods, fostering a culture of innovation and agility.

Through this approach, we’ve demonstrated that change is not something to be feared.

Instead, it’s an opportunity for growth and reinvention. 🚀

The key lies in finding your rhythm in the midst of change, staying confident, and maintaining a forward-thinking mindset.

Every change, no matter how daunting, presents a chance to reinvent processes, strategies, and even organizational culture.

Embracing change with curiosity and courage allows leaders to break free from the shackles of fear and insecurity, turning potential threats into allies and opportunities.

I’ve seen leaders transform their organizations by integrating game-based strategies into their change management processes.

Employees become more engaged, communication improves, and teams work more cohesively toward common goals.

The beauty of serious games is that they make complex concepts more accessible and encourage active participation.

They invite teams to explore new ways of thinking and problem-solving, which can lead to innovative solutions that might not emerge from conventional approaches.

Have you ever used games or gamification strategies to drive change in your organization?

I’d love to hear your stories and experiences.

How have these methods impacted your leadership approach and organizational outcomes?

Keep embracing change, and let’s continue to explore the potential of serious games in transforming leadership and organizational development. 🌟

Together, we can harness the power of play to create a better, more adaptable future for our teams and organizations.

Just do it!

Enough about onboarding ! ❌❌❌

What if we talked about offboarding for a change ?

Far more than just a farewell, a successful offboarding can :

👉 𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗯𝗿𝗮𝗻𝗱 

A well-managed departure leaves a positive impression. Former employees can become your best ambassadors… or your worst critics.


👉 𝗕𝗼𝗼𝘀𝘁 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺’𝘀 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 

They’re called "boomerang employees" – those who return enriched with new experiences and represent a real goldmine. But only if you make them want to come back !


👉 𝗦𝘁𝗿𝗲𝗮𝗺𝗹𝗶𝗻𝗲 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 

This isn’t about planning the next office farewell party, but about securing data, transferring knowledge, and managing access to critical tools. (Shoutout to developers who sometimes accidentally "pack" the entire source code in their suitcase !)

𝗡𝗮𝗶𝗹𝗶𝗻𝗴 𝗼𝗳𝗳𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗮𝘀 𝗰𝗿𝘂𝗰𝗶𝗮𝗹 𝗮𝘀 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴. . 

Keep that in mind the next time you handle a transfer request, sabbatical leave, or resignation letter… 📩

#Offboarding #EmployerBranding #BoomerangEmployees #TalentManagement #EmployeeExperience

🌍 Change is all around us.
Even in our cities! 🏙️

The streets we walk on today might not look the same tomorrow.
But why mention cityscapes in the context of organizational resilience and sustainability?
Because the principles remain the same.

In urban design, we witness a continuous cycle of adaptation:
→ Old buildings are repurposed.

→ Green spaces 🌳 emerge where concrete once dominated.

→ Public transport evolves to reduce environmental impact.

These transformations mirror the changes organizations face.
To thrive in an ever-shifting environment, businesses must embrace resilience and sustainability as core values.

How do we achieve this?

🔍 𝗔𝘀𝘀𝗲𝘀𝘀 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝘀
→ Just like cities evaluate aging infrastructure, organizations need to assess their current processes.

👐 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆
→ Urban planners leave room for future growth.

Businesses should do the same, allowing for flexibility in strategies and operations.

♻️ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆
→ Cities are moving towards greener solutions.

Organizations can mirror this by integrating sustainable practices in every department.

👪 𝗙𝗼𝘀𝘁𝗲𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁
→ Cities thrive on community input for better designs.

Similarly, tapping into your team’s insights can lead to innovative solutions.

🎓 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴
→ Urban innovations stem from research and development.

Organizations should invest in learning and development to keep up with industry changes.

𝗧𝗵𝗲 𝗹𝗲𝘀𝘀𝗼𝗻 𝗵𝗲𝗿𝗲?
𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀𝗻'𝘁 𝗮 𝘁𝗵𝗿𝗲𝗮𝘁—𝗶𝘁’𝘀 𝗮𝗻 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆.✨

By observing and learning from our surroundings, we can guide our organizations toward a resilient and sustainable future.

What changes have you noticed in your organization or city that inspire resilience?

Join the conversation: Share your thoughts on building resilience and sustainability in our ever-evolving world! 🚀💬

When was the last time you took a step back to evaluate how you communicate with your team ?

Let’s be honest : sometimes, we think communication within our team is working, but… is it really ? 🤔

There are certain signs that tell you otherwise.

🚩 A few red flags :

𝗧𝗵𝗲 𝘀𝗶𝗹𝗲𝗻𝗰𝗲 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 🤫
If your teams seem to respond to information with a lack of feedback, there’s a problem. A lack of engagement may indicate a lack of clarity or relevance in the messages.


𝗥𝘂𝗺𝗼𝗿𝘀 𝘀𝗽𝗿𝗲𝗮𝗱𝗶𝗻𝗴 📣
If the rumors in the hallways are louder than formal meetings, it means information isn’t flowing properly. Teams need to understand why they’re doing things and how they contribute to the overall goals.


𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗰𝗼𝗻𝗰𝗿𝗲𝘁𝗲 𝗮𝗰𝘁𝗶𝗼𝗻𝘀 👊
Are your meetings leading to decisions that never get followed through ? Red flag… Ideas need to be turned into productive actions to be effective !


𝗨𝗻𝗿𝗲𝘀𝗼𝗹𝘃𝗲𝗱 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀 💥
If teams avoid addressing sensitive topics, it means communication lacks psychological safety.

𝗗𝗼 𝘁𝗵𝗲𝘀𝗲 𝘀𝗶𝗴𝗻𝘀 𝗿𝗲𝘀𝗼𝗻𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂 ?
𝗔 𝗱𝗶𝗮𝗴𝗻𝗼𝘀𝗶𝘀 𝗶𝘀 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲.
𝗔𝘀𝗸 𝘂𝘀 !

#Communication #Leadership #Collaboration #TeamManagement

𝗬𝗼𝘂𝗿 𝘀𝗽𝗲𝗰𝗶𝗮𝗹 𝗲𝗽𝗶𝘀𝗼𝗱𝗲 𝘁𝗵𝗶𝘀 𝗠𝗼𝗻𝗱𝗮𝘆 𝗺𝗼𝗿𝗻𝗶𝗻𝗴 📣

Every Monday, we bring you a special post revisiting memorable moments from medical shows where change is celebrated !

In this episode… Miranda Bailey, chief of Grey Sloan, decides to innovate ! 💡

She launches a contest to encourage her team to imagine the next big medical breakthrough.
→ But with innovation comes resistance to change…

💡 𝗧𝗼𝗱𝗮𝘆'𝘀 𝗰𝗼𝗻𝗰𝗲𝗽𝘁 : 𝗯𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝘁𝗮𝘁𝘂𝘀 𝗾𝘂𝗼 𝘁𝗼 𝗺𝗼𝘃𝗲 𝗳𝗼𝗿𝘄𝗮𝗿𝗱

✅ 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗺𝗲𝗮𝗻𝘀 𝗲𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆

Bailey knows she can't predict the contest's outcome…
But she bets on collective intelligence.

In business too, the best ideas often emerge from chaos.

✅ 𝗙𝗮𝗰𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗸𝗲𝗽𝘁𝗶𝗰𝘀

Of course 🙄 Not everyone is on board right away :
"Why change what already works ?"

A classic in change management ! 😅
The key ? Giving meaning to get teams on board.

✅ 𝗗𝗼𝗻’𝘁 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗽𝗲𝗿𝗳𝗲𝗰𝘁𝗶𝗼𝗻 𝘁𝗼 𝗮𝗰𝘁

Bailey isn't looking for a "perfect" solution—she wants a first step toward innovation.
A reminder that inaction often costs more than making a mistake…

And you, when was the last time you dared to step outside the box ? 👊

#ChangeManagement #Innovation #Leadership

🔥 𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝘀𝘀𝗼𝗻 𝘁𝗵𝗮𝘁 𝗳𝗲𝗹𝘁 𝗹𝗶𝗸𝗲 𝗮 𝗰𝗼𝗹𝗱 𝗰𝗮𝗹𝗹 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲 𝗼𝗳 𝗱𝗶𝗻𝗻𝗲𝗿.




Several months back, I hit a realization that was as uncomfortable as an unexpected cold call in the middle of dinner. ☎️😬

🌟  I was stellar at steering organizations through change.
😱 But I wasn’t always tuned in to how that change felt to the people living it.

And if there’s one thing my ECD Consultant Certification journey has taught me, it’s this:

💡 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘀𝗲𝗰𝗿𝗲𝘁 𝘀𝗮𝘂𝗰𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗲𝗰𝗶𝗽𝗲 𝗳𝗼𝗿 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲.

🚨 𝗦𝗸𝗶𝗽 𝘁𝗵𝗲𝗺, 𝗮𝗻𝗱 𝘆𝗼𝘂'𝗿𝗲 𝘀𝗲𝘁𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘂𝗽 𝗳𝗼𝗿 𝗳𝗮𝗶𝗹𝘂𝗿𝗲.

During this process, I dove deep into self-mastery, leadership, and emotional culture—not just as concepts, but as the missing piece in building high-impact teams.

It forced me to ask tough questions:

👉 Am I leading with the emotions I want my clients to feel?
👉 How do organizations shape culture beyond just words and values?
👉 What emotions do people need to feel to embrace change—rather than resist it?

🚀 How This Transformed My Approach to Leadership & Change

This journey reshaped how I engage with my clients. It’s no longer just about strategy—it’s about creating workplaces where people don’t just adapt to change but feel empowered by it.

✅ Aligning emotional culture with business transformation—so change actually sticks.
✅ Helping leaders navigate difficult conversations—with more clarity, empathy, and impact.
✅ Bridging culture, leadership, and emotional intelligence into real, tangible results.

💡 Here’s the key takeaway: Leadership isn’t just about what we do—it’s about the emotional culture we create.

💬 What’s a leadership lesson that completely changed how you lead?

I’d love to hear your thoughts—drop them in the comments! 👇

#Leadership #ChangeManagement #ChangeConsultant #EmotionalIntelligence #Culture #GrowthMindset

As a leader, you're often (always) under pressure.

One day, it’s exhaustion.

The dreaded burnout that sends chills down your spine… 😱

In fact, burnout isn’t just fatigue, it’s a warning sign.

𝟭𝘀𝘁 𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗱𝗼 :
✅ Recognize and accept the signs

-Intense fatigue,
-Loss of motivation,
-Feeling of helplessness…

𝟮𝗻𝗱 𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗱𝗼 :
✅ Reevaluate the mental load

-Reassess priorities,
-Delegate when possible,
-Learn to say no.

Well-being is not an option, it’s a priority.

Recovering from burnout isn’t a race against the clock, but a process.

You have the right to take care of yourself to continue leading effectively.

#Leadership #Burnout #Healthcare #WellBeing #ChangeManagement

Coworking, which has already reshaped the daily lives of many urban professionals, is evolving and turning to a niche market: “medical coworking.”

𝗪𝗵𝘆 𝗱𝗼𝗲𝘀 𝗶𝘁 𝘄𝗼𝗿𝗸 ?

1️⃣ A need for flexibility : For doctors, osteopaths, and psychologists starting out in private practice, renting a full-time office is expensive and restrictive. Shared spaces allow them to use the space only a few days a week.

2️⃣ Turnkey facilities : These spaces often include adapted equipment (treatment tables, waiting rooms) and services (online appointment scheduling, administrative management).

3️⃣ A thriving market : With a shortage of available offices in certain areas, this model is particularly attractive to young professionals or those looking to diversify their practice locations.

4️⃣ Compliance with standards : These spaces typically meet strict requirements for hygiene and accessibility.

𝗠𝗲𝗱𝗶𝗰𝗮𝗹 𝗰𝗼𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗶𝘀 𝗮𝗻 𝗶𝗱𝗲𝗮𝗹 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗽𝗿𝗶𝘃𝗮𝘁𝗲 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗺𝗼𝗿𝗲 𝗳𝗹𝗲𝘅𝗶𝗯𝗹𝗲.

#HealthInnovation #MedicalCoworking #PrivatePractice #Startups

A major healthcare institution reached out to me about a strategic project that had completely stalled.

Everything was in place : approved budget, cutting-edge tools, well-defined processes… yet, nothing was moving forward.

The director told me: "I don’t understand… we did everything by the book !"

I dug deeper, spoke with the teams, and then… the real problem became crystal clear :

❌ 𝗡𝗼 𝗲𝘅𝗽𝗹𝗮𝗻𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 "𝘄𝗵𝘆".
The teams received a simple email with instructions—no context, no discussion.

❌ Zero ownership.
Nobody really knew how this project affected them.

❌ 𝗔𝗻 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗼𝘃𝗲𝗿𝗹𝗼𝗮𝗱𝗲𝗱 𝗱𝗮𝗶𝗹𝘆 𝗿𝗼𝘂𝘁𝗶𝗻𝗲.
Result ? This project was always pushed to the bottom of the priority list.

A shift in approach was needed :

📢 Taking the time to explain the purpose behind the project.
💬 Opening up dialogue to answer questions.
🎯 Actively involving teams from the start.

A forced change slows things down. 🐌
An understood change speeds things up. 🚀

#Leadership #ChangeManagement #Communication #TeamEngagement

🚀 The secret to lasting cultural change? It's not where you start—it's who you bring along for the journey.



Ever notice the mixed bag of excitement and anxiety that fills the room when someone brings up transforming the company culture? It’s like announcing a surprise team-building retreat but forgetting to mention it’s in the middle of nowhere. 🤔

So, once the initial buzz has faded, how do you keep the fire burning?

🔹𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.
Real change happens when leadership doesn’t just sit in a boardroom but rolls up its sleeves and digs in daily. 

It’s about empowering every level, from the intern on their first day to the seasoned manager whose coffee order you’ve memorized. 

This isn’t top-down; it’s an all-hands-on-deck approach.

🔹𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺.
Your employees live and shape the culture daily. When they are part of the conversation, they don’t just follow the change—they drive it. 

Encourage them to bring their ideas, values, and personal touches. 

When people feel ownership, they become true ambassadors of transformation.

🔹 𝗟𝗮𝘀𝘁, 𝗯𝘂𝘁 𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝗹𝘆 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗹𝗲𝗮𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁:  Even the smallest successes matter. Recognizing achievements—big or small—keeps motivation high. 

When people see progress, they stay engaged. 

And when challenges come up? Learn, adapt, and move forward.

Repeat this process until culture change isn’t just an idea—it’s part of your company’s DNA. 🚀

💬 How do you keep cultural transformation alive in your organization? 

Share your thoughts below! 👇

#BeezConsultingCH #LeadershipDevelopment #OrganizationalTransformation #EmployeeInvolvement

🚩 Neglecting Digital Transformation in Healthcare & MedTech 🚩

📄 You’re still using paper records and ignoring AI… 🚩

In an era where artificial intelligence, automation, and digital records are transforming industries, why is healthcare still lagging behind?

Many hospitals and MedTech companies struggle to implement digital transformation effectively—not because the technology isn’t available, but because leadership hesitates to embrace change. 

The result?

⚠️ Inefficient workflows

⏳ Increased administrative burden

🏥 Delayed patient care

🔓 Poor data management and security risks

Digital transformation isn’t just about adopting new tools—it’s about leading change. 

Without a clear strategy and leadership buy-in, AI and automation remain underutilized, and resistance from staff only grows.

The organizations that 🚀 proactively integrate digital solutions will set new standards in efficiency, patient care, and innovation. 

Those that ❌ fail to act will find themselves drowning in outdated processes while competitors surge ahead.

So, where does your organization stand? Are you leading the change, or resisting it? Let’s talk. ⬇️

#DigitalTransformation #HealthcareLeadership #MedTech #AIinHealthcare #FutureofHealthcare

I get an urgent call from a hospital undergoing a major restructuring.

An HR reorganization has just been announced… and chaos erupts.

📩 𝗢𝗻𝗲 𝘀𝗶𝗻𝗴𝗹𝗲 𝗲𝗺𝗮𝗶𝗹 𝘀𝗲𝘁 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗼𝗻 𝗳𝗶𝗿𝗲 !

Teams received it out of the blue, with a modified org chart and new directives.

The result ?

😡 Total confusion → "Why are we changing ?"
🤯 Rumors everywhere → "They're going to cut jobs !"
🚪 Early resignations → "If that’s how it is, I’d rather leave…"

𝗧𝗵𝗲 𝗰𝗿𝗮𝘇𝗶𝗲𝘀𝘁 𝗽𝗮𝗿𝘁 ? 
𝗧𝗵𝗲 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝗶𝘁𝘀𝗲𝗹𝗳 𝘄𝗮𝘀 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗶𝗱𝗲𝗮.

But it was launched in the worst possible way !

We had to step in and turn things around :

 💡 Clarify the "why" before talking about the "how".
💬 Give visibility and address concerns.
✅ Co-build with teams instead of imposing from above.

𝗔 𝘄𝗲𝗹𝗹-𝗺𝗮𝗻𝗮𝗴𝗲𝗱 𝗿𝗲𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗮 𝗯𝗿𝘂𝘁𝗮𝗹 𝘀𝗵𝗼𝗰𝗸.
It’s a progressive, accepted change.

And you, have you ever experienced (or suffered through) a poorly communicated change ? 😬

#Leadership #ChangeManagement #HR #Communication

Emotional Intelligence Won’t Save You—Unless You Do This




🛑 Your emotional intelligence isn’t enough.

We love to talk about EQ in leadership:
💡 “Be self-aware.”
💡 “Show empathy.”
💡 “Listen actively.”

But here’s the problem: Emotional intelligence is useless unless you act on it.

A healthcare leader we worked with knew their team was drowning in burnout.
They understood why.
They even talked about how hard things were.

💡 And then… nothing changed.

Leadership isn’t about how much you understand—it’s about what you do.

So, we helped this leader use emotions as a tool for action rather than just awareness.

🚀 Step 1: Acknowledge what they were feeling – We helped the leader express how they personally felt about the situation—frustration, helplessness, responsibility. When leaders name their own emotions, it creates a real moment of connection.

🚀 Step 2: Understand what the team needed to feel – Resilience doesn’t come from just pushing through. Their team needed to feel heard, supported, and empowered—not just overloaded with more pressure to “be strong.”

🚀 Step 3: Define a path forward – Instead of just validating stress, we worked with the leader to redesign their team’s workload structure to remove unnecessary burdens, create recovery moments, and build real support systems.

The result?
✔ Burnout decreased
✔ Patient care improved
✔ Trust in leadership grew

If your leadership team is stuck, the problem isn’t what they know—it’s what they’re not doing.

I go deeper into this in my latest blog:
➡ How Emotional Intelligence Can Transform (or Undermine) Leadership

🚀 Want help turning awareness into action? Let’s make it happen: https://lnkd.in/gEkwPfaf

What’s one time you saw a leader use emotional intelligence the right way—or the wrong way? Drop your thoughts below! 👇

#EmotionalIntelligence #LeadershipInAction #CultureShift #BeezConsultingCH #LeadershipMatters

"𝗦𝗶𝗹𝘃𝗶𝗻𝗮, 𝘄𝗲 𝗵𝗮𝘃𝗲 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺."

That’s how a private clinic’s HR manager greeted me.

The issue ? 💥 A disastrous turnover rate.

Nurses, caregivers, even managers were leaving one after another.

Recruiting was expensive, training even more so. Something had to be fixed.

So, I asked to meet those who stayed.
And what I heard spoke volumes :

🥼 "We work hard… but no one ever says thank you."
💬 "We have no idea if we’re doing well or not, we never get feedback."
😫 "The only time management talks to us is to announce bad news."

❌ Not a salary problem.
❌ Not a skills problem.
💡 A recognition problem.

𝗧𝗵𝗲 𝗴𝗼𝗼𝗱 𝗻𝗲𝘄𝘀 ? 𝗜𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗳𝗶𝘅𝗲𝗱.

With a few adjustments (regular feedback, team rituals, celebrating wins), the atmosphere changed. Turnover slowed down. Talents stayed.

Moral of the story : A simple "thank you" can sometimes save a team.

When was the last time you recognized someone’s efforts ? 😉

#Leadership #Recognition #EmployeeEngagement #WorkplaceWellbeing

Taplio

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