HPO Coach Founder Olivier Lemaignen Partners With Mirror360

“Everyone Benefits From A Transparent Feedback Culture In The Workplace.” – Olivier Lemaignen

Mirror360 interviews series brings you insights from leaders who reshape the way we view work, leadership, and personal development. Meet Olivier Lemaignen from Fremont, CA

Olivier, you’re an executive coach, advisor and consultant. Could you tell us about what drove you to this career choice?

In 2015, I decided to build my own practice around executive and professional coaching. I felt that I needed a break from the office politics and what often felt like a rat race. I wanted to simply focus on what I do best.

Coaching was something that came very naturally to me. I had already been doing it informally with direct reports, colleagues, and managers for 20+ years. By 2015, I decided to get certified in executive coaching. My very first client was the entire Evite organization! 

I do still love business strategy and especially marketing, which is why I’m still practicing that in consulting roles. In a previous “life”, I was the CMO of a FinTech company after stunts at Intuit, Invisalign, and LegalZoom. Over the past few years, I’ve worked with big companies (like McAfee and Intuit) and many startups (WalletHub, Boundless Rider, mFLEX.io, etc.) in various capacities.

You mentioned the rat race and office politics. Could you share with us a situation in your career that was particularly painful? How did that affect you?

Sure! What comes to mind is when I was passed over for a promotion at a Fortune 500 company. 2 years in a row! And it was clearly for internal political reasons. I can tell you – that didn’t feel good at all, it felt so unfair as I was over-performing. In fact, I received very positive feedback and evaluations, yet the outcome seemed disconnected. I felt like I was not valued properly.

Let’s talk about this disconnect a bit more! We’ve heard countless stories about the broken feedback loop at work – and the poor decisions and behaviors that stem from it. From your perspective, what are the most significant barriers to fostering a culture of feedback within teams?

I’ve been lucky to witness some organizations that actually put feedback at the center of employee management and growth. The impact is tangible.
For companies that do not focus on feedback or adequate employee evaluation (i.e. how to help them get better, what they need to focus on, and how the company can support them in achieving these growth goals), it is typically due to two reasons:
1) Management doesn’t think it’s that important and therefore doesn’t role model constructive feedback.
2) Fixing the broken feedback loop is a lot of work. Since it’s often not a priority at the top, nobody spends their time to identify and then implement a solution.

Read the full interview here: https://www.mymirror360.com/blog-posts/everyone-benefits-from-a-transparent-feedback-culture-in-the-workplace

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