Beeing a leader or a coworker is a constant cooperation / balancing act with others
In my experience one of the more important areas to address is the balance between feeling and logic,
in my vocabulary Heart and Mind
Heart and Mind Management provides Assessment, Coaching, Training, Workshops supporting in management and organisation effectiveness
We updated the homepage on 1 August 2023
I have recorded spoken presentations on the following subjects and launched them, and also updated the homepage
Organisational Design
Organisational Design is a step by step method identifying disfunctional aspects in the workflow, processes, structures and systems, adjusting them to fit present business reality
We want to achieve
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Excellent customer service
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Increased profitability
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Lower operating cost
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Improved efficiency and cycle time
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An engaged working culture with engaged coworkers
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A clear structure to handle and grow your company
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Analyse present situation
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Develop a new organisation
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Implement the new organisation
This needs to be clear in describing the New organisation
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Define basic organisation principles (will the organisation be based on functions, processes, customer types, technique, location etc.
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Make the core processes effective (the ones resulting in cash in and/or delivery to customer)
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Document and standardise processes and procedures
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Focus on the core business and organise around this. (What competences are needed to perform this.)
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Define tasks, functions and skills and how they are measured. Who is responsible?
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Establish what layout and what equipment is needed by all in the organisation
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Identify needed support functions (finance, sales, HR …..) and the location of these functions
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Define the support structure giving strategic, coordinational and operational support
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Improve coordination of development system (Employment, Education, Compensation, Information excange, Target setting ……)
The target is to keep an effective organisation effective and well ”oiled” despite the fact that the surrounding changes
Resource Flexibility
Flexibility means an ability by persons, machines and organisations to adapt to changed conditions for the business
When I talk of Resource Flexibility I concentrate on persons, machines and organisations and how they are used in a situation where there is a need of Resources somewhere else in the Company – A type of balancing resource allocation
Flexibility has the later years been in fashion, put on a pedestal – something holy
I want to point out that experts are needed for efficiency – the problem is that there are not unlimited amount of experts
Flexibility is good but if everyone does everything, no-one does it well and there will be less work saticfaction by the coworkers. The risk is that the whole organisation will be miserable.
When analysing the efficiency, the set time when changing tasks is waste i.e. Working time without outcome e.g.
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Preparing the working place for the new task
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The use of someone in a different roll takes education and causes stress
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It could influence the motivation of the workforce
When using flexibility make sure to be convinced that the benefits are bigger than the disadvantages
Homepage:https//www.heartandmindmanagement.com
https://www.heartandmindmanagement.com/organisational-design
Competence management
How do you learn
(The picture is built on the results from Research of creative leadership)
The best results are achieved when they all work together
The knowledge and the skill in the marketplace improves all the time !
To keep up with that development, it is important to improve yourself to stay useful to the company in the long run
Identify what you need and want to improve:
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Your specific skills
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Your lack of skills
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Needed skills in the company
How can this be improved?
There are two types of skills
Competency
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Competencies
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Behaviours and skills
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Differentiate the Best from the Rest
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Can be developed/Improved
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Learnt by coaching
Competences
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Competence
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Technical skills
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Necessary for all job holders
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Can be learnt from zero
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Learnt by practice
Develop your skills continuously to get to the top - or to remain there
Homepage:https//www.heartandmindmanagement.com
Competence Management | Heart and Mind (heartandmindmanagement.com)
Goal-Oriented Teams
Means a Target focused Leadership
Targets are to be SMART (Specific Measurable Attainable
Realistic and Time-limited)
To be able to define good targets one needs to have
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a good knowledge of the organisation
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a realistic view of your organisation in its environment
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the risk level that is traditionally accepted in the organisation
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the overall targets of the organisation
In a Target-oriented organisation you often see a breakdown of targets, a target hierarchy cascaded down in the organisation.
The experience says that targets defined together with the emplyees reach a better buy-in and acceptance.
Everone in the team needs to fully understand the targets in What Way and How to be reached
To achieve this, the communication of targets needs to be:
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Clear (SMART)
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Transparent
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Ethical
Communication and explaning the targets can help to
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Motivate the employees
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Point the direction (where we are aiming to go)
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Understand why a specific action is taken
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Develop a common vision of the final result
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Optimise work plans
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Identify required and available resources
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Achieve commitment
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Evaluate alternative solutions
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Relieve stress
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Make better use of the time
Homepage:https//www.heartandmindmanagement.com
Goal Oriented Teams | Heartandmindmanagement | Västra Götalands Län
Planned are 4 workshops during September 2023
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No cost for participating
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No limit in numbers attending the meetings
Targets
12/9 2023
10.00-10,30
17.00-17.30
Customer needs
18/9 2023
10.00-10,30
17.00-17.30
