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Love it, change it or quit

Some people that are hiring us won’t like to read what I’m writing about today… Even though it should be in their best interest.

I’ve been working with many managers that gave up their values, their real opinions and by that themselves at a certain point when they have the feeling that they aren’t heard or not in the position to shape the company's future any more. They basically give up and stop taking responsibility.

In some cases I understand that they don’t believe in changing the organization anymore. Unfortunately, many aren’t willing to take the next necessary step by quitting and moving on - they rather stay and hope for something to happen or start blaming (and whining).
I think that many feel like giving up by quitting. They are afraid of what comes next - clinging to the past instead of welcoming the future. (No good trait for a modern lead in an always changing world).
This is a real problem for individuals and the whole...

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The Power of addressing the impact when giving feedback

Why should we address the impact when giving feedback on obvious topics?

It is quite clear that being late is not acceptable. So why should you still need to explain why this behavior is inappropriate?

In our workshops we often get the question why evident things need an explanation of the impact. 

I give you an example on the difference: 

  • You can say: I saw that you were late for the meeting today. Please come on time next time. 
  • OR you can say: I noticed that you were late for our meeting today. We are losing time in the team because we have to update you. Please come to the next meeting on time to make sure you get all the information. 

In the second case you explain WHY somebody should improve their behavior. This makes it more tangible. 

Here are more reasons to explain the impact of a behavior: 

  • You create clarity and understanding: If the recipient understands how their behavior or performance affects others or what the consequences are, they...
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FROM TEAM MATE & FRIEND TO MANAGER & FRIEND

It’s a classic real life challenge coming out of our workshops: You are part of a team becoming their manager (maybe even overnight) suddenly being in a completely different role with different benefits, challenges and implications.

Suddenly all the things you always wanted to change are in your hands. Your former worries as a team mate are yours now. You are suddenly your colleagues superior. Some of the individual habits that weren’t really your problem before are now maybe an issue.

Don’t get me wrong. It’s exciting and great that you’ll be able to change things and take responsibility now. But still: clear and transparent communication is crucial if you want to stay in a good personal relationship and be a good and fair manager. Here is what you should have in mind navigating the transition, because the shift in dynamics can introduce complexities. But with the right strategies, you can navigate this transition smoothly and successfully.

Role...

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Recognize inhibiting beliefs and overwrite them

The start of a new year has a symbolic meaning as a time of new beginnings and renewal. Many people often see the turn of the year as an opportunity to work on their goals with renewed energy and motivation.

So, following on from our theme from the last post, we're going to delve deeper into the distinction between an enabling belief and an inhibiting belief. 
Distinguishing between an empowering and an inhibiting belief often requires careful self-reflection.
Inhibiting beliefs can make you anxious, insecure or demotivated. They can cause you to withdraw, avoid risks or limit yourself. 

It's perfectly okay to have limiting beliefs. But if you want to develop yourself further, we will show you what you can do if you want to change a belief:
Create awareness - Take time to identify your beliefs. In the previous post, we described a few tips on how this can work.
Question your beliefs - Is that really the case? Really always? Really everyone? 
Formulate empowering beliefs -...

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To change a certain behavior - Act on it!

Do you know the feeling of no longer wanting to do a certain behavior or wanting to do something more strongly?
I for example never really enjoyed reading, it was more like a task on my to-do-list.
In a rad turnaround, not a bookworm till now, I decided to flip the script and dive into the bookish adventure. The simple choice to kick off a book club with a friend of mine made reading more easy for me. So i changed my perspective by creating a frame of joy.

This is shouting at us: Change starts when you take a look at your habits and think of ways to make it easier for you to change your behavior.
We all have unpleasant tasks and challenging situations. But we can create a framework that makes it more pleasant for us to act on it.

For example:
- Put on music you like
- Do it together
- Prepare your favourite drink before you start
- Reward yourself with a task you like

Did you hear about the "Future Pace"-Method?
This technique is from Neuro-Linguistic Programming (NLP) used to mentally...

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