Category: News-en

new 3D Summit 2016 janvier 19
He spoke about the pioneer role of Imaging Technologies as early adopter of 3D and TSV solutions.

(Link to the website of the European 3D Summit 2016.)

WTC GrenobleThe general theme of the conference of November 19th, 2015 was: Growing together! The “Organizations and Management of the 21th century” sessions were particularly interesting. Agile organizations, “Entreprises libérées”, and change management took a special place. A workshop about ” Resistance to change is a paradigm of the past” was dedicated to the discovery of the Appreciative Inquiry approach.

Novembre 19th, 2015

Here is a subject which should hold attention of all our customers. Let’s meet on December 7th in Geneva. The Geneva Chamber of Commerce, Industry and Services – known as the CCIG – invites us to a debate around change management practices. Fabienne Redondi will be there.

More information on : http://www.ccig.ch/agenda/2015/12/PME-entre-croissance-et-crise-subir-ou-anticiper-les-changements-

November 12th 2015

 

Compact camera sales forecast to double by 2020. Find a summary of the Yole’s Camera Module Industry 2015 report performed in collaboration with Jean-Luc Jaffard from Red Belt, Geneva on :

http://optics.org/news/6/9/19

http://www.analog-eetimes.com/en/cmos-image-sensors-surpassing-moore-s-law.html?cmp_id=7&news_id=222907014

October 9th 2015

Jean-Luc Jaffard has been appointed  Chairman of Semicon Europe Imaging conference at Dresden, Germany (October 6th and 7th  2015)

Jaffard Jean-Luc Logo SEMIhttp://www.semiconeuropa.org

The SEMICON Europa technology and business program agenda addresses the critical issues and challenges facing the microelectronics industries and provides the information, education, and guidance that you need to move your innovations and products to market.

October 6th 2015

Redondi Fabienne Red Belt Appreciativie Inquiry changement dircetion brainstorming strategie 2015-06The topic was the 2017-2020 strategy. A brainstorming session dedicated to a management team was organized in the form of a half-day World Café session. Around 5 themes (Customers and stakeholders, Product & Services, Quality, Pricing, Technology, Processes and Quality), the participants thought about 3 specific questions. The cross-fertilization due to the association of an innovative and surprising method as well as the professional facilitation brought the participants to extremely fruitful sharing of ideas. The session was considered as a great success as some ideas were actually selected for the organisation’s strategy.

June 20th 20151313

Redondi Fabienne Red Belt Appreciativie Inquiry changement organisation equipe performance 2015-05Recently promoted Head of an IT department, a leader wished to organize a collective support for his management team. The aim was to create, thanks to the Appreciative Inquiry approach, the conditions to develop the offer, to reduce the deadlines, to foster innovation, to position the team as real partner to the internal customers, and to work in a optimal way with external partners. A non-consecutive 2-day off-site seminar including the 10 managers and the leader was organized in an idyllic place. The change management approach allowed to identify a shared vision supported by 20 innovative propositions and 7 pragmatic projects, and also to generate a strong group dynamics.

May 2015

Redondi Fabienne Red Belt Appreciativie Inquiry changement organisation equipe performance 2015-05 (2)At the instigation of the leader, 30 leaders and managers from an IT Department of an international company were invited to an off-site 2-day seminar in a ideal location to step back. The method (Appreciative Inquiry) aimed at accompanying the new organization grouping services that were previously separated. The team reflected on 3 critical questions: innovation – partnerships – optimization of the productivity. The 60 interviews and the work through small groups allowed the participants to quickly create the indispensable relationships to succeed together. They also identified innovative propositions supporting the expected change, among which a dozen of initiatives were highlighted and handled in the form of projects. Those projects were all implemented within the 3 months following the change management initiative.

May 2015

“Together, Let’s Make It (The New Organization) Work” was the topic of change. At the instigation of the Foundation Council, the leader of a small organization (10 employee) wished to be supported to optimize the relationships within the new organization. The Appreciative Inquiry took place over 4 months, through a series of 5 of half-day workshops. The team studied 4 development axes: the cooperation, the transmission of information, the respect for the roles and the risk-taking. 21 innovative propositions supporting the objectives were expressed. During the fifth workshop, facilitated through the World Café method, 10 projects were reviewed and enriched by the contributions of the whole group.

Redondi Fabienne Red Belt Appreciativie Inquiry changement equipe organisation strategie 2014-09Example of a group work from the workshops:  Inspired by the World Café method, the exercise definitely broke the working habits. The optimized creativity and the cross-fertilization of the ideas allowed enriching 10 projects far beyond the expressed expectations, and in a very short period. The very innovative and unusual, modern and funny method was particularly appreciated by the participants.

June 9th 2015

Redondi Fabienne Red Belt Appreciativie Inquiry changement metier equipe motivation 2014-09The project “Let’s commit together!” lasted 6 months. An Executive of a 1’500 employee company, wished to revise the way to work of one support function. The Appreciative Inquiry approach has been selected. Six members of the targeted team, including the manager, interviewed more than 75 people from all the sectors of the company, selected beforehand as representative sample. The team then collected and processed the data during 4 half-day workshops. 6 projects supporting the vision (external counsellors, positive communication, workbook of practices, thematic forums, legal monitoring, field visits) were implemented three months after the first workshop with the active collaboration of the internal stakeholders.

September 14th 2014