With the development of self-organization, hierarchical leadership roles will be reduced. Leadership will not disappear, but it will significantly change: It will become part of the team activities. Defining who takes leadership responsibility within the team and how that leadership is exercised will be part of the team’s self-determination. This video outlines how teams will self-organize leadership. Could this be a next step in YOUR leadership development journey?
Many of the issues we encounter in our organizations have deeper cultural root causes. Just fixing the visible part of the problem is not enough. We know this, but we rarely include a cultural diagnostic into our problem-solving approach. Instead, we end up addressing only the structural aspects of the issue. Consequently, the problem usually comes back quite soon. You will find here a simple and practical tool to assess cultural root causes as part of your problem solving. In addition, I have outline 4 concrete examples to illustrate how the approach works.
The level of internal competition is an important aspect of company culture. Some companies have an exacerbated level of internal competition. Other organizations are overly consensus oriented. These two extremes are not optimal, because employees cannot cooperate efficiently. We should therefore aim to move to health internal rivalry. This video outlines how to achieve this.
Companies are changing their organization structures to become more agile and to allow teams to be self-organized. That requires very different leadership. Most leaders are aware of this but find it difficult to adjust their leadership style. Why? This video shows that we need to reduce the power of leaders in order to allow leaders to change their behavior and be fit for the future.
Many companies have difficulties establishing a strong feedback culture. This article outlines what barriers exist and outlines 3 simple tips how to overcome them.
Large meetings are often top down. Participants stay passive without the ability to add value. This article outlines a meeting management approach that will help you to achieve broader involvement, even within limited time. Make your large meetings more interactive, more fun and more value adding for all!
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In view of the significant budget that many companies dedicate every year to management consulting, a number of companies consider developing internal organization expertise. In the previous article (Part 1), I have outlined the benefits that such an internal consulting team can bring. This article (Part 2) provides recommendations on how to build such a team.
In view of the significant budget that many companies dedicate every year to management consulting, a number of companies have created an internal organization expertise. The purpose of this article is to share some thoughts on the benefits that such a team can have (part 1), and to outline recommendations on how to build-up such a team (part 2).
As HR leader, I get very often the question how to best manage the first 100 days in a new job. This article outlines what to consider when you will shape YOUR first 100 days in order to make that start in the new role as efficient as possible.
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Leave your meeting rooms! Hold a walking meeting! This is energizing, stimulates creativity, allows to engage in a different way with your colleagues and …. it is very enjoyable.
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