Most leaders lead from the Head. Some are more Hands-On and only a few lead from the Heart. Sylvie shows the power of leading from all three and she explains this 3H Leadership concept in our latest podcast episode!
Sylvie is President of Europe & Middle East at SEPHORA. Previously, she was President at COTY Professional and Executive Vice President at P&G. We know from working with Sylvie that she’s an example of a leader who really walks the talk.
You can find Sylvie’s LinkedIn profile here.
Listen to the S1 E7 ‘Leading From the Heart’ with Sylvie
In this episode, we will learn these 3 lessons from Sylvie
- The importance of holistic leadership – The 3H leadership model
- The heart unlocks success
- Why we need to redefine equality for better world
This podcast was recorded in the summer of 2021.
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Transcript of the episode
Zannah Ryabchuk
Hello, and welcome back to 3 Lessons from Breakthrough Leaders. I’m Zannah Ryabchuk, MD at Breakthrough Global.
Dr. Bart Sayle
And I’m Dr. Bart Sayle Breakthrough CEO and founder, we’ve spent 30 years developing the Breakthrough Methodology to transform companies who want to reach their highest level.
Zannah Ryabchuk
And in this podcast, we’ll get to the heart of that transformation, meeting leaders and creative talents to share three lessons that we guarantee will help you and your companies to unleash your potential. And Bart and I will take a moment to analyse the key takeaways and opportunities for Breakthrough thinking.
In today’s episode, we’ll hear from Sylvie Moreau, president of Europe and Middle East at Sephora. Previously Sylvie led Coty Professional as president and was EVP at P&G. We know from working with Sylvie, she’s an example of a leader who really walks the talk. And today we’ll learn these three lessons from her.
The importance of holistic leadership.
Sylvie Moreau
I really developed a strong belief in the power of creating a workplace which is based on the accountability, on high standards, but also on mutual respect, on trust, on strong relationships and a deep sense of belonging. So I aspire to embody what I like to call the Three H Leadership.
Zannah Ryabchuk
The heart unlocks success.
Sylvie Moreau
I care because I’m a business leader, and I’ve seen the results that it have. I always say, you know, I think love drives the top line and the bottom line.
Zannah Ryabchuk
Why we need to redefine equality.
Sylvie Moreau
If we want to build a better world after this pandemic, if we don’t have equal seats at the table, we are not going to look at the world holistically through the eyes of the population we’re looking to serve.
Dr. Bart Sayle
Lesson one, the Three H Leadership model.
Zannah Ryabchuk
So Sylvie, welcome to the Breakthrough Podcast.
Sylvie Moreau
Thank you Zannah.
Zannah Ryabchuk
So Sylvie, in your own words, how would you define your own leadership style?
Sylvie Moreau
So through my experience, I really developed a strong belief in the power of creating a workplace, which is based on accountability, on high standards, but also on mutual respect on trust, on strong relationships, and a deep sense of belonging. So I aspire to embody what I like to call the Three H Leadership, holistic leadership with three h, lead with a head, lead with the hands, but also lead with the heart. You know, to tell you a little bit more about the concept, the way I define it is, so pillar one lead with the head, it’s all about the importance of understanding your category and your competitive landscape. It’s about having a compelling purpose, vision and set of goals, and a well defined and choiceful business strategy. And my experience is without that you can’t win. But then I also believe in hands on leadership, you know, at any level of the hierarchy. And also at the top, it’s about showing accountability and mastery, when you do, it’s about being visible and approachable, close to the field, close to where the action is, and willing to contribute to the team. And finally, and so important these days, lead with the heart, the talent to connect with your consumers and customers, of course, with your team, and the ability to attract to engage to retain, to motivate your team. And I feel that the art is really to combine the three, as I don’t think we should compromise on one aspect over another and have any trade offs between head hand and heart.
Dr. Bart Sayle
Hearing this, it’s a great model. And it’s got simplicity. But I think that the application of it gives you profound results. There’s many things I like about it. But something that just occurred to me now is that, you know, in the past, we’ve spent a lot of time talking about integrity. And I think it’s in a way an overused word. And it becomes what we call a fat word, because everybody has a different meaning for it. But you’ve got a way of actually showing what this is and what it consists of, because how I’m thinking here, that if you’ve got those three aspects, the three H’s and you embody those, and you apply those and you’re congruent to each of them, the integration of it and the congruence of it, the embodiment of it, is actually a powerful form of integrity.
Sylvie Moreau
Yeah, and Bart, you know, I feel that companies today must be more holistic in their value creation, you know, more horizontally in their organisation more diversified in their talent more inclusive in their leadership, more flexible. And as you say, it’s it’s this holisticity that makes it integral if you want, it’s about everything integral versus integrity.
Zannah Ryabchuk
So I’m interested in what the cost might be for a leader who doesn’t use your Three H Leadership concepts. So what are some of the ways that they’re really missing out?
Sylvie Moreau
So from my standpoint, you know, if you don’t have the head parts, you can’t win. So I’m really convinced that without a good understanding of your business, and, a good strategy on where you play, how you win you can’t win, you can’t seize what you can see. So that piece is fundamental. And I’ve seen it time and time again, when a bad strategy leads to bad outcome. But then on the hand path, I’ve seen also so many times where the strategy is insufficient, because the strategy needs to be carried through actions, by many people in the trenches, in the real world. And so there’s also this point of leaving the boardroom, and going into the field and making it happen. And so that’s why, for me, this piece of mastery, being close to where the action is, is so critical, because again, a strategy doesn’t win, it’s the execution that wins. And so, that’s why this transformation from head to hands is so critical. And then lastly, it has to come through the heart. You know, because I was reading that there was the ADP Research Institute surveyed close to 20,000 people in 19 countries, and they found that only 16% of employees were fully engaged at work, the rest even merely show up. So what a waste of unfulfilled personal potential what a waste of economic potential. So I think it’s Gallup surveys, you know, engagements from, you know, many companies, and they’ve seen that the top total business unit, they perform 17% more in terms of productivity and 21% more in terms of profitability than the bottom tertiles. So, it’s obvious that if you unleash the people potential, and I think it has to come from relationship with manager, I’ve got a meaningful work to do, I’m rewarded for the task. And all of this comes from deep relationship and within your team and with your boss, that’s what really unleashes huge performance.
Zannah Ryabchuk
Sylvie’s Three H Model reflects our own team value called the Line of One and for our listeners who don’t know what the Line of One is, it’s set on a number of really, really powerful principles. The first is alignment, not agreement, you’re never going to get 100% agreement across any team is almost impossible. But you can find a higher ground where you can reach alignment, that will enable you to start to move forward. So we’re always asking our clients to seek alignment, not agreement. Unity, not uniformity, we don’t want everybody to be the same. We don’t want a bunch of robots. Diversity of thought is fundamental. But we need to have unity we need to we’ll be working in the same direction and singing from the same hymn sheet. Mutual support, people need to support one another, you know, if somebody gets sick, or is really struggling and needs some additional support, we need to be there to do that for them. Collaboration, the ability to collaborate as teams, working as an individual wanting to win for yourself and playing politics doesn’t work. We have to be able to collaborate effectively together. And this is always underpinned by a healthy communication flow. And we’ve talked about in some of the other podcasts, communications flow is the lifeblood of an organisation. It needs to be flowing effectively.
Dr. Bart Sayle
And for today’s leaders, it’s essential to have a holistic approach and Zannah. The line of one that you’ve described, the leader, of course, has to be out front with this role modelling each of those distinctions. And what we know about Sylvie is she does that, and does that very well. Lesson two the heart unlocks success.
Dr. Bart Sayle
I’m wondering in your career, and especially since you’ve developed this way of working, have you met with conflicts within your organisation’s you know, maybe with peers or you’ve actually felt the conflicts yourself in being able to do this?
Sylvie Moreau
What I would tell you is I am puzzled that often leaders confuse a caring approach to leadership with being soft. For me, that’s the biggest conflict, which is they have often confused my approach to putting people at the centre of, you know, I’m a softy, and I’m not a softy, I’ve just understood that it’s the core fuel of energy of value creation. And so I don’t want to have any loss in the system by having disengaged employees. And so I care because because I’m a business leader, and I seen the results that it have, I always say, you know, I think love drives the top line and the bottom line. But it doesn’t make me soft. And so, for me, that’s the biggest experience I have. And I’m just saying, it’s not a trade off, it doesn’t have to be an end, you can be strategic and people oriented, you can be hands on and be able to then raise up to a higher level of vision when you have to.
Zannah Ryabchuk
That really reminds me so strongly of an example that has, I will probably remember from my whole life, actually. And we were working with you on a Breakthrough Programme. And we were talking about resilience, the team had been working very hard, everyone was very tired. And, and we were talking about the importance of sleep, you know, something that’s very simple, but incredibly, incredibly important, the foundation of all of our health. And you sort of called out to the team, and you just said, look, guys, we have we have facilities, if you need to take a nap in the middle of the day, because you’re not able to concentrate, you’re too exhausted, please go and do it, sleep is really important. And suddenly everyone kind of looked around and and looked surprised and inspired and kind of excited. And as if we’re really getting permission to do this. And you just laid out for them that this was something that you’ve you know, used as an important foundation for your ability to lead effectively, you know, taking care of yourself matters. And you at the same time really iterated that it makes good business sense. You know, if people are too tired to actually do good work, then what’s the point of them having this presenteeism, and it created this amazing wave of psychological safety and showed your own kind of humanity and vulnerability in that leadership moment. So yeah, I think that that was that was something that really struck me and will always, always stay with me.
Sylvie Moreau
Thank Thank you, Zannah. I always say you know, when you’re a leader, the first person you need to lead is yourself. And so all that aspect of self care, I’m really good about it, I’ve become really good about it. Because, you know, it’s like, you know, when you go in the plane, when we used to be in planes where they say, you know, the oxygen mask will fall, and then please put them on yourself first, before you help others. It’s exactly the same concept on managing your own energy, you have to be accountable for your own energy level. Because otherwise you can’t lead properly. It’s not always easy. It’s actually one of the toughest things to do. But it needs to be a priority you need to be selfish to be selfless.
Dr. Bart Sayle
I think to add to that, as well is is another finding, maybe it was Gallup, but people don’t leave jobs, they leave managers. And it’s because the manager or leader has created an environment that really doesn’t give them the things they really want, which as you say is meaning they want meaning people want meaning. They want to feel that they valued and they want to feel that they’re growing. And I don’t see how you can do that. Without that. Big H, the Third H, the heart.
Zannah Ryabchuk
I don’t like to think about companies meant primarily to create shareholder value. I like to think that companies have employees at their heart. And that a combination of a good strategy, but all the relationships within the company and with all the stakeholders, the customer, the suppliers, shareholders, communities, it’s those relationships that create positive outcomes for all not just for the shareholders, but all the other stakeholders.
Dr. Bart Sayle
It’s interesting what you say, because in my experience in my career with Breakthrough, I’ve seen that trend. I’ve seen that trend from 20 years ago, when it was very much about shareholder value. That was always the number one we would be in leadership meetings and that came out and you’d see people, the company’s visions, and it was all about that as number one. And I can remember that I think it was Richard Branson who famously said, I disagree with that. But as far as my company is concerned, the number one are my people because they’re the ones that are going to create shareholder value.
Sylvie Moreau
Absolutely. You know, this is why I think putting the the people at the centre of the value creation model, your employees but all the constituents is absolutely fundamental and even more so in the post pandemic era where I think everybody everybody has dramatically understood that the communities we live in, the communities we activate being employers are paramount in the value creation model.
Zannah Ryabchuk
So Sylvie thinking now, of course, about how the world has changed so dramatically during the pandemic, we have found that there’s a real emphasis now on the idea of emotional intelligence over and above what there was before. And this idea of empathetic leadership being more and more important, because although senior leaders were supposed to be coaching their teams long before the pandemic, what was tend to be happening was a little bit more directing. And yet, now with all of us working virtually, you have to have a high level of emotional intelligence to spot the different social cues, you know, that you couldn’t necessarily pick up so easily as when you’re stood or sat next to somebody in a meeting room? So do you think that the leaders that you’ve come across in your career and you’re in contact with, were ready for this dramatic change in this sudden need to really exude high emotional intelligence with all of their people?
Sylvie Moreau
So maybe three things one is my experience is the most this differentiating factors amongst leader is EQ, not IQ. Because we’re all casted for EQ anyway, for IQ anyway, so somehow, through our studies, etc, that it’s really the human factor that is the most differentiator across leaders. Point two is yes, the pandemic has made, has been the ultimate rallying cry for command and control is not possible anymore as a leadership style, this directive style that you were talking about. But the reality is that the need was there way before. Because when you think about the young generation, the young generation, if you want to recruit them, and then let alone after you recruit and retain them, they are so wise, when it comes to many things. And they are, I’m very impressed by that generation. And, and they are, they need meaning. But they also need an inclusive workplace. They, need the growth, like Bart was saying, they want the planet to be at the centre of the conversation. So it’s really this people profit, planet, model. And so it was needed to actually have sustainable companies that could attract and retain this new, amazing new generation. So for sure, the pandemic has accelerated this need for change. And it’s obvious that we all have to now rise to the challenge of a higher level of consciousness and a higher level of leadership, because of the sudden unpredictable, overwhelming change that the pandemic has created, and the lasting and profound impact it will have on the society and on the economy.
Zannah Ryabchuk
As we’ve said previously, on the podcast, wellbeing is now absolutely front and centre for organisations leaders. But the thing about well being is how you lead and how you encourage people to manage their own well being and how you manage your own is essential as well. And that leadership style will have a significant impact on the people in your company.
Dr. Bart Sayle
And in our experience, there’s leaders who don’t put people first, they’re more interested about their own results. And some of them get their results by intimidating people. And in order to get those results, of course, they need to surround themselves by people who are willing to be intimidated. Other leaders may get their results by manipulation. And again, to do that, they need to be with people who they can manipulate. And then there’s another type of leader who gets the results from personal power, not the abuse of power as the first two examples are. And this is coming from deep inside. And this is what at core is holistic leadership.
Zannah Ryabchuk
You’re right, Bart and those two first leadership styles, those leaders are going to become extinct because they’re not focusing as Sylvie says on people, profit and planet. There’s no room for them in modern business. All right, go for it Bart.
Dr. Bart Sayle
Lesson three, equality for a better world.
Zannah Ryabchuk
So Sylvie, I work a lot on female leadership and the importance of raising women up in leadership. What do you think are some of the challenges that are still facing women in business today? And how can we really, truly start to to move forward and fix and change this because it’s very slow, isn’t it?
Sylvie Moreau
Yes. So I’m really passionate about gender equality. And to be honest, it’s quite recent, because I was, I feel I was blessed to be raised in France, in a culture and in an environment where many women were working and being mothers. So I would say the average, or the very common household is two working parents, with kids, and so and, even at any level of the organisation. And so, and it’s only when I moved to Geneva, that I realised that we are not all equal in terms of the the culture inprints. And actually the political choices that favour women, and men being equal in all aspects of their lives. Fundamentally, I think that companies should take a role. And every, you know, every company raises up to that point of inclusion and diversity, including for female advancement, but it’s, it’s society at large, where we need to make the most progress, because the commitment and the availability that is required for leadership positions are generally very difficult to make compatible with societal constraints to which women are often more exposed. And personally, I don’t think it’s being a professional and a mother that is difficult, it’s as difficult to be a professional and a father. But what’s what we need to start talking about is this third role that we never talked about, which is running the household, which is all this unpaid work that the society is in imposing on women. And so this, this sharing of domestic tasks, you know, we need to start talking about mundane stuff that no one wants to talk about. And I find in life, the solution is often found when you really talk the nitty gritties. And you start to face the reality the way it really is. And so, unless this running the household is equally shared, or in my case, I’ve outsourced most because I’ve got, I had a nanny that was running, taking care of our daughter and running our household, that’s the way we could both have a fulfilling careers. Because otherwise, it just falls on the women in the couple more often than not. And, and I’m not even talking about the mental load here, I’m talking about the physical work of doing stuff. And then on top of that, there’s the mental load, because most of the doing is done when you’ve done the planning. And the planning is taking some brain cells here. And I often joke with my male colleagues, and I said, you know, when you’re walking around, you’re doing strategies. And when you’re falling asleep, you can do strategies, I’m doing lists, because I’ve got all this mental load of planning things for the family. And, and you know, it’s like, it’s like, your phone, when you’ve got all these apps open. Have you seen how the batteries are drained very fast. This is the way a woman brain is functioning. It’s full on apps running all the time in the background. And that’s what’s really draining the energy. And unfortunately, the pandemic has made this even worse than ever. So we’ve gone backwards in sharing the load, you know, the optimist in me would have thought, oh, great, everybody’s going to notice all this work that women are doing and people take for granted. And you know what? We’ve made it worse because not only this task have been maybe they’ve been noticed, but they’ve not been shared equally at all, you know, this extra lunch, taking care of the homeschooling has largely fell on the woman shoulders.
Zannah Ryabchuk
And I remember so we you told me a story once which I think really sums this up in terms of how organisations certainly can can give the right goals that you might want to set or the rewards that you might want to offer employees. And it was I think it was it was at P&G and it was to do with your first car or first company car. Is that right?
Sylvie Moreau
Yes. When I became a GM in P&G, I was blessed to be offered a company car. But personally, I couldn’t care less about the car. And and then I asked the question, but what happens if I don’t take the car? Do I get cash instead? And they say yes, you know, yes, you can. It’s less favourable in terms of tax deductions. And and I said, Well, I want the cash but it would have been costed exactly the same to the company to have come to me and say, Sylvie, as you become GM great news, you’re either entitled to a company car or you can have cash to help you actually run your household and get help at home. So that you can continue doing your great career, would have cost exactly the same it would have just been a matter of positioning in a way which was inclusive of of me rather than taking, if I may say a male dominant, dominant stigma of success which is a car. This notion of you know, making the reward inclusive of what makes sense to you would go a long way in driving, great conversation on what helps looks like. And without costing anything more.
Dr. Bart Sayle
That’s a great point. I’m really glad you brought that up about the, the social aspects at the home, but this idea that it’s society itself, I think that’s the bit that’s neglected. But it’s also the economy because the, the sort of world economies are still really very, very male oriented. If you look here in the States, where, you know, there’s a big debate here, I’m not getting into the politics of it. But there’s a big debate here about a massive infrastructure bill, which would sort of reinvent America actually. And so what they’re arguing on is what is infrastructure. And, you know, the people who don’t want a big infrastructure bill is saying, well, infrastructure is its bridges and doing the roads again, and so on. And the people who want it to be much more as a reinvention of America, they’re including things like child care. And actually, through the pandemic, we saw in the states that, you know, some of the people that were really hit by the fact of the pandemic, were women who had to go out to work and couldn’t go out to work because the schools were closed. And that’s what they were depending on for their day to day childcare.
Sylvie Moreau
And that’s why it’s critical that at any level of decision, we are equal. And, you know, I’m one of the people that were against quota, but the reality is, nothing is moving. So, you know, if you put quota and a fair world is a world where, at the start, you’ve got a population, 5050 men, women, and at the top, you’ve got the same and you know what women, we don’t get dumber, as we get older, or more senior, okay. And so if it doesn’t come naturally, then at some point, you need to, if we want to build a better world, after this pandemic, if we don’t have equal seats at the table, we are not going to look at the world holistically through the eyes of the population, we’re looking to serve, whether we are a politician, whether we are in big companies, or running our communities. And so it’s really critical that we are all at the table coming with our different point of view, so that we all come up with a better, more holistic approach on how we rebuild this better world.
Dr. Bart Sayle
I heard a great story for me anyway, just recently. And it comes from a book that talks about basically the economics has been built by men for men. And the fact of that has slowed down innovation. And they tell a number of little stories, but the one, the one that for me was humorous was the wheeled suitcase. Now, people probably haven’t been using it much over the last year or so. But the wheel suitcase was actually invented a long time ago. But it was seen as too girly, by the men who actually they want to carry their suitcase and their wives suitcase to show their strength to do that. And actually, it was also invented at a time when, why would a woman want a wheeled suitcase because we’re sort of controlling how much travel they get. They only travel with their husband. And so nobody developed it. And it was only in the 70s after the, I think it was like that second round of feminism, that more women went into the workforce and they said, I want a wheel on my suitcase. And then so somebody so called invented the wheeled suitcase, even though it was invented a long time ago. And then it took off. And the book is a whole set of stories like that, which you know, show bias.
Sylvie Moreau
We could do a book about all these bias like the tie mic, like I don’t wear a tie so I can’t have a tie mic so many things I say okay, clearly that was not thought about for equally men and women for sure. And I agree with you I really judge suitcases based on actually how smooth the wheels are. There’s no noise at all.
Zannah Ryabchuk
You can tell we’re frequent flyers, they’re thing that you get sucked into as a frequent flyer. Absolutely. So thinking now about your personal life a little bit. What would your daughter say that she’s learned from you the most you know this inspirational mum?
Sylvie Moreau
I trust and I hope she would say that she learned to love herself. To believe in herself and to push herself I actually wrote to her a letter when she turned 16 and I was giving her some advice and it’s started by love herself. Because you know, to be happy in life, it starts by accepting and loving ourselves unconditionally, acknowledging that we are not perfect, being kind and respectful and loving to ourselves, because the way you treat yourself will show others how to treat you. And so especially for girls, it’s, it’s really important to also fight the syndrome of want to be perfect. You need to accept your flaws as well. Believe in herself, because I really think that the biggest contributing factor to successfully self belief. And so I, I trust that she would say that she can accomplish anything she wants, if she’s, of course determined, and with some hardwork, but if she believes in herslef, so I hope and trust, she would say that. And then finally, to push herself and find out how far she can go, including outside of the comfort zone, because you miss 100% of the shots you don’t take. So it’s all about accepting failures our stepping stones towards the dream, you know, everybody fails at something, what’s not okay is not to try. And so, you know, putting yourself out there, you never know what door will open when you push yourself.
Zannah Ryabchuk
I’m so glad that we’ve started talking more about women in leadership from this angle. And what I certainly see and think of as important for businesses to realise is that, you know, women don’t want quotas. That’s not the ideal. But and in fact, I would say I was even one of those people to begin with who really felt you know, quotas are not the way it’s not going to help things. And I’ve completely come full circle because we need them. They’re the only thing that works, and the only thing that is getting this dial to move, because otherwise we’re going at such a glacial pace.
Dr. Bart Sayle
Yes, we definitely need more leaders like Sylvie.
Zannah Ryabchuk
Yes. So when I coach female leaders, the challenges that they face are often incredibly similar, and potentially quite cliched. In many ways. You know, they’re specific to mental load, work life balance being overlooked, even though they’re often delivering fantastic results being talked over in meetings and kind of shut down. And also a big issue that we come to again and again and again, is that women tend to say yes, to everything, and far too many things. So they spread themselves really, really thin. And I absolutely love Sylvie’s analogy of all of the apps running in the background, and it’s one that I will definitely definitely use, it’s so accurate, just this constant constant overload. So we work with them to build their personal power and their ability to say no to all of these tasks that don’t add value, so that they can direct their resources onto the outcomes that will build their futures. This gets them notice and this gets them into the next leadership position. Okay, let’s go to our Hot Seat questions. So, Sylvie, I think it’s time to move on to the Breakthrough Hot Seat questions.
Sylvie Moreau
Aha.
Zannah Ryabchuk
Are you ready?
Sylvie Moreau
Yes.
Zannah Ryabchuk
All right, let’s go. So the first one is, what is the most exciting thing you’ve ever done?
Sylvie Moreau
Having dinner with a French 1998 World Cup, world champion soccer team, and holding the World Cup actually, you got to hold the World Cup. Yeah, I might be a beauty executive but I’m a big big sports fanatic.
Zannah Ryabchuk
So that might lead quite nicely into this. What brings you energy and motivation in your everyday life?
Sylvie Moreau
So fundamentally, to love what I do. But the secret weapon we’ve talked is to be very disciplined to sleep enough everyday. And so in my case, it’s seven and a half hours. And my trick and my tip to people is you really understand what you need to give yourself. And, and for me, if it’s not seven and half hours, it’s six hours, because what matters to me is I give myself multiple sleep cycles, and I don’t break sleep cycle in the middle. So largely, they’re always about around 90 minutes. So for me either the six, seven and a half or nine, that’s my energy source. It’s free. It’s the best kept beauty secret as well.
Zannah Ryabchuk
I love that. So finish this sentence for me, please. Success is …
Sylvie Moreau
Measured by the size of your dream, the strength of your desire and the spine to handle disappointments along the way.
Dr. Bart Sayle
Wow. Sylvie among our audience out there listening now and getting so much from you. There are people who are new to business they’re setting off is the first position and what from your you’ve had an extraordinary career and a very successful career, and I’m wondering what advice you would give to somebody like that out there that’s listening today.
Sylvie Moreau
I would say live a life with purpose and follow your passion. A few years ago, I came across this model about self fulfilment, which I find very profound and yet very simple. It’s sure can be fulfilled when you find this magic place where you can combine what you love with what you’re good at, what you can be paid for, and what makes a difference in the world. One of the reasons that I absolutely love the last 10 years in my professional career is that I precisely found a place where I could leverage my strength of you know, being people oriented and very operational. It was in beauty, which is an area of passion for me, I got I could be paid for that was my job. But then the meaning came, because when you work in the professional industry versus fast moving consumer goods before, when you’re a great partner to the hairdressers, who have chosen their profession for a living, and they actually activate the communities around them and, and create values for their families. If you’re a good partner, you really make a difference for hundreds and 1000s of families around the world, because you make them successful. And so that piece of making a difference really came to life. And so I really love that model. And I really think that you know, you can have passion without success, but you can never have success without passion. And so find your area of passion and create that life with purpose and then everything will be, will make sense and you will be successful.
Zannah Ryabchuk
So finally, Sylvie, if our listeners want to get in touch with you, Sylvie? How could they do that? Maybe is that through social media or via us? If they wanted to find out more? Or maybe give you a comment or question?
Sylvie Moreau
Indeed, via social media, I find it an incredible tool for me to stay in touch with my team, our customers, the society in which we live my passions. So I’m very active on LinkedIn, and then on Instagram, Sylvie Moreau. So it’s best that you reach me there.
Zannah Ryabchuk
Thank you so much for being our guest today Sylvie we’ve absolutely loved having you. Thank you for being so candid and giving us such rich and generous answers. And being so generous with your time as well. It’s been an absolute pleasure.
Dr. Bart Sayle
Thank you so much.
Sylvie Moreau
Thank you so much. I hope this can help your audience along the way and two I wish them you know, very fulfilling life and professional journey. And similar to each one of you. Thanks for the opportunity. I really enjoyed it.
Zannah Ryabchuk
Thank you for joining us for today’s episode, do make sure you hit the subscribe button and join us next time for another 3 Lessons From Breakthrough Leaders. You can reach out to us at Breakthrough Global on LinkedIn or Facebook, via Twitter at Radiant Clarity or Instagram at Global Breakthrough.
Dr. Bart Sayle
And we’d love to hear your feedback and your own leadership stories. We’d also love for you to share this episode on your own social media and review and rate this podcast on your player of choice as we want to spread these transformative lessons as wide as possible.
Zannah Ryabchuk
And thanks to our production team, Julia Soltysova at Breakthrough Global and Robin Leeburn at Fairly Media and of course, thank you for listening. See you next time.
Dr. Bart Sayle
Bye.
Transcribed by https://otter.ai
