A part of being a good leader is the ability to develop your team and your team member. In order to be able to develop a team member, you need to get to know him or her. One important attribute are a person’s strengths. You need to be very observant to spot a person’s strengths. Fortunately, this can be trained.
Employee well-being and satisfaction are often stated by companies and leaders as one of their priorities. Unfortunately, the reality looks often different. Maybe it is possible to improve the situation by moving this topic in the center of a planning process.
This entry is actually the first entry of a series which will entail my reflections and thoughts about how work in the future might look like and what are the implications all those changes and the advent of AI and automatization. Especially the implications on us and our relationship with work.
Creating something where there hasn’t been something before is always difficult. This is true for big things such as founding a company, but also small things like coming up with a first concept at work. It is also much easier to build on top of this work, give feedback for adjustments, or criticize. Good leaders should be aware of that, especially when assessing work and giving praise.
There are few things that really upset me, but one of it is when someone doesn’t give credit to another person when it is justified.
A few days ago, I got lucky to take part in an online session with Joan Halifax, who is an American Zen Buddhist teacher. After a short, guided meditation, she invited to ask questions. The main topic was compassion. One discussion in particular kept me thinking. Is the promotion of selflessness in a leadership setting detrimental to the necessary changes in leadership, especially for women?
When I read an article, I sometimes read the comments to the article, too. It is interesting what people think about a certain topic and if you read a lot of comments you get a better feeling what other people think. This happened today as well, and I stumbled upon a statement, made in a comment: I prefer a good dictator over a bad democracy.
What is the most valuable resource we can give? Time.
As of now, our lifetime is limited. Therefore, every choice we make is one that automatically neglects countless others. Giving time to someone else is therefore a wonderful and incredibly valuable gift.
What are two of the most horrible sentences a human being can hear? “You cannot….” and “I cannot…”.
Companies ask themselves how they can get the best out of their employees. They assign mentors and counselors, they develop an individual development plan, and they assess employees against each other fostering competition. All of this should help the company to be more efficient and profitable. But what if that focus on the individual is only the second-best plan?
Leaders have to take care of numerous things. They have to make sure they reach the goals, they need to challenge and develop their team member, they have a huge influence on shaping the culture and so on and so on. So, why should they also care about loyalty?
Oh boy, how much I was looking forward to writing about this book. And, at the same time, I was stalling, because I don’t know whether this entry will do justice to the book and its value. What I can tell is that it shaped my understanding of parenting and leadership to quite an extent. That is why the book: Marva Collins’s Way: Returning to Excellence in Education is so dear to me.
Working in a big company can feel cold sometimes. The question is why does it feel that way and what is the effect?
When was the last time you were truly silent for an extended period of time, during you did not sleep? Being silent can be scary and our monkey mind doesn’t like it that much either. Nevertheless, there are some ways how we can use silence to our advantage.
A few days ago, I was listening to one of my favorite podcasts with the name Simplify. They conduct interviews with different people. This time with Michael Bungay Stanier, who is an author of several books, and who works as a trainer and coach. Coaching abilities are a great asset to have as a leader and his advice during the interview are very useful: Be Lazy, Be Curious, Be Often.
I am at the office every day for at least 9 hours. I didn’t check, but I would estimate that I sit for at least 70% of the time. I think most of us have heard how detrimental sitting is for our bodies. And still, we sit and sit and sit. One way of being more active at work can be meetings. Continue reading “Have a meeting? Go for a walk!”
With all the hero movies in cinema, I think it makes sense to think about who our heroes are in our daily lives. Two years back, I wrote somehting about one of my heroes.
A couple of years ago, I did something, I was skeptical about: Improvisation theatre. Continue reading “Improv(e) your social skills”
Today, I spoke with two colleagues about yesterday’s entry about Company culture and gamification, and we spoke how to use the benefits of gamification even further, namely: Doing something for a good cause.
From time to time, I like to play games. It is nice to get lost in a story or get captivated by different challenges. Then, I often feel invigorated. Games have the potential to help us engage with a specific topic far more than just reading or being told about something. Some don’t like the term gaming, especially when it comes to adult learning. I like it, because it reminds me of being a child and living out my curiosity. A curiosity we all have in us, no matter which age.
In this post I want to write about the potential impact gamification elements can have on a company’s culture.