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	<title>ICO le blog</title>
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		<title>ICO le blog</title>
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		<title>Business Transformation : learning from the animal world</title>
		<link>http://blog2ico.com/2012/03/01/business-transformation-learning-from-the-animal-world-2/</link>
		<comments>http://blog2ico.com/2012/03/01/business-transformation-learning-from-the-animal-world-2/#comments</comments>
		<pubDate>Thu, 01 Mar 2012 21:24:49 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1330</guid>
		<description><![CDATA[Business Transformation : learning from the animal world. Filed under: Leadership<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1330&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Leadership Instrumental et Intelligence Organisationnelle</title>
		<link>http://blog2ico.com/2012/02/28/leadership-instrumental-et-intelligence-organisationnelle/</link>
		<comments>http://blog2ico.com/2012/02/28/leadership-instrumental-et-intelligence-organisationnelle/#comments</comments>
		<pubDate>Tue, 28 Feb 2012 11:47:20 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Eric Berne]]></category>
		<category><![CDATA[Henry Mintzberg]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Performance management]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1318</guid>
		<description><![CDATA[La TOB (Fox, 1975) et l’ouvrage d’Eric Berne, Structure et Dynamiques des Groupes et Organisations (1963), fournissent de nombreuses indications pratiques sur le leadership. Néanmoins, certains concepts n’y sont pas développés de façon suffisamment explicite pour une utilisation en entreprise.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1318&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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		<title>Pause&#8230;</title>
		<link>http://blog2ico.com/2012/02/19/pause/</link>
		<comments>http://blog2ico.com/2012/02/19/pause/#comments</comments>
		<pubDate>Sun, 19 Feb 2012 08:44:12 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Coaching]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1316</guid>
		<description><![CDATA[Pause&#8230;. Filed under: Coaching<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1316&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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		<title>Wednesday For Women: 11 of 14 Women In Study Were Low Performers&#8230;</title>
		<link>http://blog2ico.com/2012/02/19/wednesday-for-women-11-of-14-women-in-study-were-low-performers/</link>
		<comments>http://blog2ico.com/2012/02/19/wednesday-for-women-11-of-14-women-in-study-were-low-performers/#comments</comments>
		<pubDate>Sun, 19 Feb 2012 08:39:50 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1314</guid>
		<description><![CDATA[Wednesday For Women: 11 of 14 Women In Study Were Low Performers&#8230;. Filed under: Leadership<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1314&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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		<title>Action stratégique et Leadership avec l’Intelligence Organisationnelle</title>
		<link>http://blog2ico.com/2012/02/18/action-strategique-et-leadership-avec-lintelligence-organisationnelle/</link>
		<comments>http://blog2ico.com/2012/02/18/action-strategique-et-leadership-avec-lintelligence-organisationnelle/#comments</comments>
		<pubDate>Sat, 18 Feb 2012 14:25:36 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Analyse Transactionnelle]]></category>
		<category><![CDATA[Eric Berne]]></category>
		<category><![CDATA[Executive Coaching]]></category>
		<category><![CDATA[formation de coaching au Luxembourg]]></category>
		<category><![CDATA[intelligence émotionnelle]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Process Communication]]></category>
		<category><![CDATA[Test de personnalité]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1306</guid>
		<description><![CDATA[Le développement d’une vision stratégique, pour nécessaire qu’il soit, n’est pas suffisant. Pour être vraiment efficace sur la durée, un manager peut également développer sa capacité à agir stratégiquement. Souvent recrutés pour des compétences techniques liées à leur fonction et<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1306&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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			<media:title type="html">Action IO</media:title>
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		<title>How to select the right person at the right place?</title>
		<link>http://blog2ico.com/2012/02/17/how-to-select-the-right-person-at-the-right-place/</link>
		<comments>http://blog2ico.com/2012/02/17/how-to-select-the-right-person-at-the-right-place/#comments</comments>
		<pubDate>Fri, 17 Feb 2012 16:25:44 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Human resources]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[Test de personnalité]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1298</guid>
		<description><![CDATA[Recruitment is a very important matter in the business and every company should make it a strategic point in the development plan. One way to approach recruitment is to make your mind out about what is required for the position,<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1298&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://blog2ico.com/2012/02/17/how-to-select-the-right-person-at-the-right-place/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">jpraffalli</media:title>
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			<media:title type="html">ProfilesCoachingReport</media:title>
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		<title>Développer une vision stratégique avec l’Intelligence Organisationnelle</title>
		<link>http://blog2ico.com/2012/02/15/developper-une-vision-strategique-avec-lintelligence-organisationnelle/</link>
		<comments>http://blog2ico.com/2012/02/15/developper-une-vision-strategique-avec-lintelligence-organisationnelle/#comments</comments>
		<pubDate>Wed, 15 Feb 2012 12:07:14 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Analyse Transactionnelle]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Performance management]]></category>

		<guid isPermaLink="false">http://blog2ico.com/?p=1293</guid>
		<description><![CDATA[Toujours à temps, à contre temps ou en avance, le leader adapte l’organisation au nouvelles tendances et challenges créés par les changement dans son environnement. &#8220;La stratégie consiste en un processus volontariste d&#8217;allocation de ressources du groupe à ses différents<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1293&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">jpraffalli</media:title>
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		<media:content url="http://blog2ico.files.wordpress.com/2011/12/schema-io.png" medium="image">
			<media:title type="html">Schema IO</media:title>
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		<title>Why growing effective managers and why transforming them into Leaders?</title>
		<link>http://blog2ico.com/2012/02/07/why-growing-effective-managers-and-why-transforming-them-into-leaders/</link>
		<comments>http://blog2ico.com/2012/02/07/why-growing-effective-managers-and-why-transforming-them-into-leaders/#comments</comments>
		<pubDate>Tue, 07 Feb 2012 08:11:31 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[human resource]]></category>
		<category><![CDATA[Management]]></category>

		<guid isPermaLink="false">http://blog2ico.wordpress.com/?p=1283</guid>
		<description><![CDATA[Most of the successful companies are having an engagement environment and the prime mover creating it is the LEADER. Successful leaders are interested about what they can do for accomplishing the best results, they have the vision, they create performing<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1283&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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		<title>Tips for Knowing When to Delegate and When to Take Personal Responsibility</title>
		<link>http://blog2ico.com/2012/02/06/tips-for-knowing-when-to-delegate-and-when-to-take-personal-responsibility/</link>
		<comments>http://blog2ico.com/2012/02/06/tips-for-knowing-when-to-delegate-and-when-to-take-personal-responsibility/#comments</comments>
		<pubDate>Mon, 06 Feb 2012 10:02:27 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Leadership]]></category>

		<guid isPermaLink="false">http://blog2ico.wordpress.com/?p=1280</guid>
		<description><![CDATA[Tips are valuable resources – ideas and reminders – that encourage you to perform a specific leadership behavior or action in a more effective manner. Post a copy of the tips in your work area to refer to as needed. Accept the<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1280&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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		<title>Looking for ICF CCEU&#8217;s?</title>
		<link>http://blog2ico.com/2012/02/04/looking-for-icf-cceus/</link>
		<comments>http://blog2ico.com/2012/02/04/looking-for-icf-cceus/#comments</comments>
		<pubDate>Sat, 04 Feb 2012 07:49:36 +0000</pubDate>
		<dc:creator>Jean-Pierre Raffalli</dc:creator>
				<category><![CDATA[Coaching]]></category>
		<category><![CDATA[formation de coaching au Luxembourg]]></category>
		<category><![CDATA[ICF]]></category>
		<category><![CDATA[International Coach Federation]]></category>
		<category><![CDATA[Process Communication]]></category>

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		<description><![CDATA[Organisations that use coaching as a means of staff development, now more than ever, require evidence of the coach&#8217;s knowledge of coaching theory and practice, as well their competence and experience. As coaching practice continues to develop and is being<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=blog2ico.com&amp;blog=11627143&amp;post=1272&amp;subd=blog2ico&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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