27 July 2020
TOD interim managers are on the starting blocks to ensure a different kind of recovery.
Summer often means a break from the hectic pace of emergencies and meetings throughout the year. But the current health crisis has changed the stakes of this period. The time is not for taking a break but for accelerating change. It is pushing companies to rethink the way they operate and how they are organized in order to meet their urgent needs and deliver results quickly. It is in this context of urgency and uncertainty that the interim manager comes into the picture: thanks to his/her expertise, this experienced professional is able to quickly put in place an adapted crisis management allowing a quick and efficient restart of the activity. In other words, he or she accompanies the company throughout its recovery and strengthens its performance in the long term. Thanks to its unique approach, TOD has a community of interim managers selected for their human values, their team spirit, their sense of teamwork and their willingness to put all their energy into serving the company and its projects. Thus, TOD is able to align for each mission the challenges of its clients with the human values and drivers that will help teams to emerge from this unprecedented crisis and build the world after.
18 September 2019
TOD is rated 72/100 by EARLYMETRICS
TOD rated by Earlymetrics TOD was honored to be selected by EarlyMetrics to conduct a company evaluation. For its first rating, TOD was awarded 72%. According to the agency, this is an excellent score considering the level of maturity of the startup. EarlyMetrics is the first startup rating agency in Europe, whose mission is to detect, qualify, analyze and evaluate the most promising startups in Europe. The rating takes into account 50 points, based on three pillars: the founders and management, the project and technology, the ecosystem and the market. In its report, EarlyMetrics recognizes the relevance of TOD solution in a mature and growing talent management software market. What remains to be done now is to convince companies to transform their approach to human resources management, to change the way they look at their employees, to rely on the human values and professional aspirations of their talents, for more meaning and performance. TOD tools will be real engagement boosters, catalysts of innovation and transformation for a sustainable company.
20 May 2019
TOD will be present at the Preventica exhibition
On May 21, 22 and 23, 2019, come and discover the T2B solution! This week, more than 380 exhibitors will be present around the theme of health and safety at work. For more than 20 years, Préventica has aimed to improve the living conditions of employees at work. TOD will be present at booth C48. This will be the moment to discover our software solution T2B v1.1. The first intelligent solution for internal mobility and GPEC. It allows companies to offer their employees a better employee experience with a new approach to mobility for more meaning, professional achievement and personal alignment. You will also be able to discuss with the TOD team about our process, our community, a problem… Free inscription
14 April 2019
A new vision of interim management
What if the future of a company depended on men and women employees ? What if the future of talent acquisition was not systematically recruitment and retention but also associations, communities of values and talents sharing ? The world is changing rapidly, from cars manufacturing to offers of mobility, going from hotels to home sharing, from handwritten letters to online videos… The working world is not banned from this compelling movement of creating communities, searching for meaning and harmony… The permanent contract is not the one and only solution to a working engagement: new generations no longer commit themselves to a company but to a project they believe in, a project to which they can contribute to and through which they will grow. That is the way the current generation manages its professional life. They find it totally natural to change employers as they journey from one project to another. The contractual form of commitment does not have the same impact today. What matters is to share precise challenges and goals: and thereby catalyze transformation, restore confidence within teams, maintain the dynamism of energy, boost commitment…. in order to find the right manager with who has the relevant human values and driving forces necessary for addressing the immediate challenges which need to be assumed. This search for meaning is not limited to young beginners but to a growing community of active executives, who are ready to build the future business world. Companies are constantly facing transformation and their success relies on the engagement of men and women in projects: each project is new and requires expertise, new insights. TOD offers companies access to a community of more than one thousand Talents, as with a large widespread diversity of experiences to able to enrich the various projects they/the company may wish to develop. Through its unique interim management approach, TOD provides more than skills and experiences. TOD believes in a sense of commitment and performance thanks to the Talents of its community, who have been specially selected for their team spirit, their sense of collective collaboration, and an expressed desire to put all their energy at to the service of the company, in order to fully realize, and even surpass themselves, being proud to participate in projects for which they perceive Meaning. Through profiling tools, TOD brings out the real potentials of its Talents and, for each mission, aligns, the challenging desires of its customers with human values and driving forces that will lead teams to succeed. Associating external and internal Talents, giving high priority to sense and values, TOD speeds up the eagerly awaited change, boosts performances and invents the sustainable and inclusive business world of tomorrow.
26 February 2019
Revolution of skills or revolution of HRDs?
TOD revolutionizes the codes of recruitment and talent management to finally find the meaning of work Why do you think it is urgent to revolutionize talent management today? All studies today show a major disenchantment of employees for their work. Only 6% of executives in France say they are committed to their work (according to the Gallup polling institute in 2018), Nearly two-thirds of them are bored in their work (according to a survey conducted by the Qapa agency in February 2019). Finally, French employees would be the most unhappy in the world (according to a 2016 study, Steelcase). All this constitutes a huge loss of earnings for companies, a waste of talent as they struggle to recruit or retain their best people. Why do employees dislike the company so much? Surveys always report the same answers: they do not find meaning in their jobs, they do not feel sufficiently valued. To respond to this quest of sense and to the challenges of employer commitment, TOD proposes to revolutionize talent management in organizations. No longer is the sole focus on CVs and skills, TOD capitalizes on human values, in response to the aspirations of current and future generations. In the time of artificial intelligence and big data, our approach consists of putting people back at the heart of all processes, with all their unique and precious qualities. Through a different perspective on the men and women of the company, we propose to transform HRDs into catalysts of commitment and directors of human excellence. How do you propose to lead this revolution? Our approach is simple and logical… we reverse the entire process from recruitment to mobility management. The traditional process of internal or external recruitment is always the same: the starting point is a job description or a call for applications that specifies the expected skills. The objective of the “headhunt”, which is then opened, is to find the best CV, the one that “ticks the most boxes”. Applicants are then catalogued on the basis of their experience or their diplomas. TOD’s approach is a real revolution because TOD is first and foremost interested in men and women and their professional dreams; we highlight their human values, such as team spirit, reliability or sincerity, and identify their drivers of commitment to then cross-reference them with the needs and challenges of companies. TOD’s call to join our community of talents selected solely on their human values and behavioral qualities has already met with great success, with nearly 1,300 talents gathered in less than a year on www.yourtod.com. This success testifies to the resonance of such an approach, which invites a different approach to one’s professional life, to express one’s aspirations and to reveal oneself through sometimes invisible skills. How do you reveal these other kinds of skills? Thanks to profiling tools (Spirit of TOD test), our platform reveals the true human potential of its talents as well as the values that drive the recruiting companies. We then position our candidates on positions and teams that reflect their essential values and where they will be able to achieve their full potential and even surpass themselves. By profiling both the candidate and the recruiter, TOD not only selects profiles but also looks for companies and projects that will respect the values of the candidates and respond to their quest for meaning, to guarantee maximum commitment. Where is the skills revolution? It is central. It is a new way of looking at skills that is proposed, one that focuses less on the resume or diplomas than on behavioral qualities or skills, on human values, on what makes each person unique and cannot be reduced to “data”, however “big” they may be. And it is this human potential, this energy that each person carries within him or her, this aspiration to fulfill oneself in the service of a project that becomes the essential skill. Because without this energy, without commitment, companies will remain full of magnificent untapped skills! What would a football team with the best players in the world be if they did not want to play together, if they did not collectively share the same commitment to victory? Can we say that this is a revolution that goes beyond the skills revolution? TOD’s approach is not limited to recruitment. We are launching a whole approach to revolutionize the management of skills and especially talents, an approach that aims to reveal and enhance the human capital of the company. It is not limited to recruitment: TOD offers a complete software solution T2B for a new generation experience. HRDs who use T2B, become catalysts of engagement and liberators of human potential: thanks to the software, they can respond to the aspirations of employees freely expressed and position them on the positions where they will be able to realize their potential according to their values, expectations and internal drivers. They can also measure the evolution of employee well-being By capitalizing on these “new skills”, such as team spirit or collective sense, and above all on the expression of professional aspirations, TOD allows employees to put all their energy at the service of the company, to realize their full potential, out of desire and pride in participating in projects whose meaning they perceive. A revolution that can go beyond the boundaries of the enterprise …. Indeed, another aspect of this skills revolution is an open and expanded vision of the talent community to serve the company. The future will be one of sharing skills and talents between organizations, and the HRD will become the architect of hybrid communities of internal and external talents to go further together.. TOD will become even more essential to support organizations in building their teams, to optimize their “game sheet” according to the projects to be carried out, to identify the external talent most likely to complete the team efficiently at a given time.
29 January 2019