Values are not, of course, just words on a wall. Behind every value are beliefs – deep ways of seeing and interpreting the world. Beliefs, or basic programmes, are largely formed between the ages of 0 and 3, most by age 6 when looking at life at home and around us. ๐ One of the
HONESTY – a common values word in organisations, but why is it not always applied? Read More ยป
OKR (Objectives and Key Results) principles have recently been actively replacing KPI and other performance management systems in organisations. For those who are not familiar, a brief overview of the OKR framework:๐งฐ Objective – an inspiring and qualitative goal to reach๐งฐ Key Results – measurable steps that show the achievement of the objectives๐งฐ Ambition –
We reached this depth with one client who has a great business idea, a specific business plan, a very specific service with great potential and a lot of additional sales opportunities – a real business case. Perhaps sitting across from me was a real entrepreneur with ideas, plans and ambitions. But it turned out that
“Money = death threat!” Read More ยป
That’s what the management textbooks say, and it’s been practised for decades.But if you look deeper, results are just a consequence. Processes are just a tool that people come up with on their own, without a manager. And people don’t really allow themselves to be ‘led’, they need a space where they can really use
Outdated perception – the leader drives results, processes and people Read More ยป
Why is money not flowing into your business even though you’ve tried everything? ๐ฐ Problems with money and profitability are not just a symptom of Excel, but of deeper issues The lack of potential flow, which we see in the problems with money, turnover and profitability, is a hint that there are some barriers to
Why is money not flowing into your business even though you’ve tried everything? Read More ยป
They only become tedious if they are tediously managed and the energy of the facilitator is the same as in physical encounters, i.e. too low for the virtual. I just did a short tutorial on the human aspect of a virtual team and here are 5 practical techniques that will help: 1๏ธโฃ Start with check-in
Virtual meetings and training are not annoying in themselves Read More ยป
We often think that group processes start when someone new joins or someone leaves. In fact, they also start again when a team member changes – for example, through a personal crisis, a deeper growth in self-development or a life event that changes who they are. However, contrary to what was taught decades ago, personality
Last week, I wrote that lack of trust can be costly (staff and time spent on PR meetings and clattering relationships), but another very important cost is the cost of adaptation, or the loss of uniqueness. Many have been taught from childhood to fit in: be good, don’t stand out, do as others do. But
Adaptation is costly for business Read More ยป
At a time when many organisations need to cut costs and increase revenues, it is quite common for cost savings to overlook issues such as trust. If there is little trust, there will be additional costs that are initially invisible:1. Too many meetingsBecause everything needs to be checked, negotiated, to make sure things are done
Trust is a time and money saver for your organisation Read More ยป
There are two turning points in a career where the mindset needs to change 180 degrees:๐ from specialist to leader๐ from leader to leader of leaders It is often the first step, from specialist to manager, that is particularly difficult in the context of psychological coping, because in general the question of HOW to do
Specialist-minded leaders – a fast track to burnout Read More ยป
