Governance

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:🧰 Objective – an inspiring and qualitative goal to reach🧰 Key Results – measurable steps that show the achievement of the objectives🧰 Ambition – […]

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

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: 1️⃣ Start with check-in

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

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

There are two turning points in a career where the mindset needs to change 180 degrees:👉 from specialist to leader👉 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

In my 1-1 meetings, I often see start-up managers who want to avoid burnout and learn to trust their team members more. Of course, it always makes me happy to see these issues early on in the journey. Quite often, however, our conversations go beyond these things. For example, the differences in the mindset of