I see very often in my training that people come to learn ways and techniques to better manage others. How to get them more committed to better results, how to improve performance in a team, how to drive a project or process towards a goal. Of course, this is all true and we talk about […]
You can’t control others until you can control yourself. Read More »
Recruiting values rather than skills is no longer new for many. But have you thought about what is underneath the values, or what the values are based on. These are beliefs, or all the things we think are true in life. Most of our beliefs are formed in the first years of life by observing
Recruiting by values or beliefs? Read More »
I remember about 5 years ago when I started to “take my time”. And the first thing I did was to write down where the time goes – 8 hours I sleep, 8 hours I’m at work, 2-3 hours logistics to work and the day-to-day stuff on top of that. Then I had 2-3 hours
8h of sleep, 8h of work, 8h of personal-which causes depression? Read More »
Time and time again I see situations where people go to comfort someone who is crying, pat them on the head, etc., or completely panic and look for a way to end the conversation quickly. The crying and the not crying are both involved in this frantic behaviour. Emotions are like energy charges in our
What to do if a colleague starts crying? Read More »
What is sober driver- usually understood to mean a mindful driver on their journey who is aware of their surroundings, adaptable, attentive to the here and now, and not influenced by sensory input. Looking at the world of organisations, we are very often influenced by mind poisons (other people’s stories, emotions, needs, other people’s goals
Sober driver – still so common? Read More »
As a leader, when you think about who your team is, does the team of subordinates and you as their leader come first, or does your leader’s direct reports and you included come first? When a manager identifies with the team of specialists below, it is very difficult to get out of the mindset of
Fake security – a feeling often built in organisations and then dealing with the aftermath, where people are surprised that there is no complete security in their lives. One of the best examples of creating a sense of insecurity is fixed-term employment contracts, where people are surprised when they expire and sometimes lose their heads.
One of my managers once said that to me, and once I started to act on it, life started to go much more smoothly for me. Gradually, the priorities started to fall into place on a more emotional and mental level. But I see almost every day that many people need to say this sentence
“Work must be done with heart, but not taken to heart” Read More »
This is the question I asked in my first “Basics of Management” class for secondary school students. In response, I expected to hear something about meeting targets, common objectives or delegation. How would you respond? However, one 10th grade boy answered perfectly: “A leader gives tasks because he believes in people!” Beautiful! That’s the kind
Why does the manager assign tasks? Read More »
Top executives often face a challenge where their middle managers focus on the “how” question. Meanwhile, the top executive may not even notice that they are focused on the same question. However, top leaders should concentrate on the “why” question – why we do what we do and how it supports a broader mission. This
𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩, 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲, 𝐚𝐧𝐝 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐅𝐫𝐞𝐞𝐝𝐨𝐦 Read More »
