Are you familiar with the book “Big Five for Life” by John Strelecky?
It's about how everyone should define their “Big Five” - the five most important things you want to achieve in life. These can be major life goals or values that motivate you and give you direction.
For example, you can ask yourself the following:
Here is a video of Andre speaking about values and a framework you can use to find them out.
You can imagine these Big Five as a compass for your life. Once you have found these values for yourself, it will be much easier for you to interpret your actions and make decisions accordingly.
In the next step, you can compare your “big five” with the values and goals of the company. Strelecky emphasizes that the fulfillment of the “Big Five” should be in harmony with the...
Manchester United soccer fans came across an “injured” runner. The critical factor for the fans' willingness to help was whether the runner wore a Manchester United T-shirt or a plain, neutral T-shirt. The study's results clearly show that:
The observation comes from Adam Grant's book "Give and Take" and highlights how our willingness to help others is influenced by perceived group membership.
This concept resonates with my own experience from last weekend, where I supported friends at a rural project - where we built outdoor areas like a pavillon or a small lodge. I noticed differences in how engaged other helpers were, which from my perspective was due to a similar sense of group identity—or lack thereof. Just as fans were more willing to help someone they saw as part of their in-group, helpers feel more motivated when they...
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:
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:
How much ad hoc feedback do you give in your remote working team?
In many teams that work remotely, interim feedback is forgotten or has never really been practiced. Organizations often assume that quarterly or annual feedback are sufficient for developing a team culture.
But that's not quite the case ...
Regular feedback shows that you as a leader are aware of and value the work of your team.
What other benefits does regular feedback have for you as a leader?
Future oriented leads need moderation skills to get more out of their teams and themselves by supporting an autonomous working style.
If you learn how to moderate your meetings and workshops better you will be able to:
- get better and more ideas
- gain more trust between your teammates
- reach more commitment and motivation
- get more “we-feelings” and by that psychological safety
- support individual growth
- establish better decision making processes (where you don’t need to be a part of anymore)
The more autonomy an individual in a team is supposed to have, the clearer the goals, rules, values, own motivation and self-responsibility should be.
We need to make sure that we have everyone on board and on the same page. Having the feeling of being part of the team and being heard. Therefore it’s important that leads learn to create situations where the team takes the stage, has time to work together in a structured way and feels comfortable and guided to shape their...
50% Complete
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.