In September 2019, Supercollectif appeared on the shortlist for the Prix RH ManpowerGroup–HEC Paris. Émile Servan-Schreiber reshared the organizer’s announcement on 25 September, then a recommendation by jury member Nicolas Bordas on 29 September. The posts celebrate the book’s selection as a finalist.
The book’s argument enters a management debate
ManpowerGroup’s announcement urged organizations to encourage collective intelligence as a source of innovation. It presented Servan-Schreiber’s argument that a group’s intelligence exceeds a simple addition of its members’ IQs. Bordas approached the book through a related question: whether diversity could make people more intelligent. He praised the book and identified himself as a member of the jury.
The attached organizer graphic identifies the competition as its 24th edition. Bordas’s image labels the book a finalist and says results would be announced on 8 October 2019. These are useful contemporary records of how the nomination was presented, alongside the book’s Fayard cover and full subtitle.
What the official results confirm
HEC Paris’s report, published on 10 October, lists Supercollectif, la nouvelle puissance de nos intelligences among eight selected books. It places the shortlist alongside works on artificial intelligence, sharing, communities and networks, behavioural science and economic competition. That context explains why a book about collective intelligence belonged in a human-resources and management prize.
The official results awarded the honours to three other authors. The official organizer accounts identify Olivier Sibony’s Vous allez commettre une terrible erreur ! as the Grand Prix winner, Luc Julia’s L’intelligence artificielle n’existe pas ! for the special jury prize, and Ali Laïdi’s Le droit, nouvelle arme de guerre économique for the HEC students’ prize. The ceremony took place on 8 October.
For the journal’s history of Supercollectif, the shortlist documents reception of its ideas in a management setting. A literary selection recognizes a book; it does not test a forecasting system. The shortlist places Servan-Schreiber’s argument within a wider discussion of how managers make decisions, understand cognitive biases and respond to technological change.
