Jean-edouard Gresy
Anthropologist, mediator
Jean-Edouard Grésy divides his activities between practice, training, and research: - As a practitioner, he intervenes upstream of negotiations as a consultant and downstream of crises as a mediator in labor conflicts and commercial disputes. - As a trainer, he has been collaborating since 1997 on the development of the Mutual Gains Strategy (Harvard Program on Negotiation). A member of AFACE (Francophone Academy of Authors and Corporate Speakers) and an APM expert, his main conference topics are: * The revolution of giving - Management rethought through anthropology * The pleasure of negotiating - The art and science of negotiation * Managing the unmanageable - Overcoming obstacles to cooperation * Addressing sensitive topics - Bringing out unspoken issues and latent tensions * Acting as a mediator - Restoring healthy and productive conflict * Reducing anxiety and strengthening boldness to eliminate psychosocial risks - As an anthropologist, his research focuses on human conflict and cooperation within organizations, from the most informal (giving and negotiation) to the most formal (power and rules).
Prices
- Conference : 4500 €
Localization
Languages
His conferences
Managing the Unmanageable – Overcoming Obstacles to Cooperation
20% of situations where a concerted decision must be made fail due to 'unmanageable' interlocutors who obstruct cooperation. These situations are not only the most time-consuming and stress-inducing but also represent an exorbitant cost for organizations. The methodology taught, akin to aikido, will help participants not only to step back from their natural reactions in difficult situations but also to broaden their repertoire of responses to destabilization attempts. Tools to neutralize aggression and navigate potential violence with discernment in managing trust and power dynamics will also be clarified.
The Gift Revolution – Management Rethought through Anthropology
Without goodwill, we know well that nothing gets done. But it cannot be decreed. Wanting to control and rationalize everything kills the 'golden goose', trapping everyone in the vicious circle of each for themselves and disengagement. What place should we give, on the contrary, to the informal dimension of work, how to maintain this famous 'intangible heritage', key success factors for companies and the wealth of nations? Organizations and teams that function well know how to recognize in the cycle of giving and in those who engage in it the true source of effective cooperation, trust, and heartfelt work. Bringing this virtuous circle of 'gift and counter-gift' to life within organizations, a pathway to rethink management?