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:

• What gives you fulfillment?
• What do you want to achieve in life?
• Which values are particularly important to you?
• What footprints do you want to leave behind?

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...

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...

To optimize our customers' hybrid collaboration we are more and more using Gustavo Razzetti's Culture Design Canvas. Let me share a little about that powerful tool that we are often using as a template to help teams and leaders develop a cohesive and vibrant workplace culture.

Here’s a closer look at what this tool entails and how you as a leader can effectively utilize it in a workshop setting:
The Culture Design Canvas is a strategic framework created by Gustavo Razzetti, aimed at helping organizations visualize, design, and implement their culture. It comprises various elements such as purpose, values, behaviors, rituals, and more. By addressing these factors systematically, teams can forge a unified culture that drives both engagement and performance.

In case you want to facilitate a workshop yourself you can download the canvas at https://www.fearlessculture.design/ and follow the following steps to make a workshop out of it:

1. Introduction: Begin by explaining the...

For sure i know what we are doing - how we support teams, how our product works and what our USP is. But to take time and really define a vision is helpful to understand better where we want to go. A clear vision and defined values are essential for the success of a team and a company. They provide orientation, strengthen the sense of community and promote a positive culture. 

You can imagine a business vision like a compass. Just as a compass guides us on a journey, pointing us in the right direction and keeping us on track, our vision provides guidance and clarity. It shows us where we want to go and helps us navigate through challenges.

So for example Amazon´s vision is: "To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavors to offer its customers the lowest possible prices." 

But what does this mean for the HR Team? What many people don´t think about is a team vision...

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...