A salaried driver and a salaried employee have each sold 40 hours to the employer. No more. Namely, I meet from time to time with responsible managers who are constantly available through all possible channels, in the evenings, during holidays and on weekends. Also, when training managers, I always have to remind myself that if […]
Max 40-hour working week also applies to drivers! Read More »
The connection between each other and the target is poor? Improving these issues is often on the desk of human resource managers as cultural managers. However, in large organisations, the focus tends to fade away as management levels move up the hierarchy, and reviews of engagement surveys become ‘filling in the blanks’. Next year, the
Is people’s commitment low? Read More »
The results are good at best, the people are smart, the processes are in place, but still something is out of place. There is a tension in the air that goes unmentioned, there is a lot of talk in meetings, but not about what really matters. The feedback culture is polite but not honest. People
Why are many organisations tired? Read More »
Too many meetings and not enough good practice documents for meetings? If a person spends more than 20% of their time in meetings, Peter Drucker says, the organisation is sick. I agree. Meetings are often held in order to “keep the pulse beating”, “share information”, etc. But often a meeting is a way to escape
Too many meetings? Read More »
Some have told me: “There is a sense of corporate gaming in your book.” At first, this seemed a strange comment, but later on, after analysing it, and also looking at my many 1-1 mentor clients, I really accept this “diagnosis”. Not because I’m in it so much any more, but it’s very familiar to
Corporate gambling – a pain that goes undiagnosed but is experienced by many Read More »
Organisations are full of beautiful words – values, security, meaning, collaboration, commitment, etc. From my own leadership experience and from my clients, I see that often behind the words live the things we don’t want to see. These themes drive us. And as long as we don’t talk about the things that are hidden, we
9 issues that are hidden behind fine words Read More »
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 –
𝐎𝐊𝐑 𝐩𝐚𝐡𝐮𝐩𝐨𝐨𝐥 – 𝐞𝐛𝐚𝐩𝐢𝐢𝐬𝐚𝐯𝐮𝐬, ä𝐫𝐞𝐯𝐮𝐬 𝐭𝐮𝐥𝐞𝐯𝐢𝐤𝐮 𝐞𝐞𝐬, 𝐡ü𝐥𝐠𝐚𝐦𝐢𝐬𝐡𝐢𝐫𝐦, 𝐥ä𝐛𝐢𝐩õ𝐥𝐞𝐦𝐢𝐧𝐞 ? Read More »
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 »
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 »
Why is money not flowing into your business even though you’ve tried everything? 💰 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 »
