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
I have recorded spoken presentations on the following subjects and launched them, and also updated the homepage
Reflection
Reflection can be done as an individual or in a group (doing it in a group increases the possibility to find different perspectives).
Reflection can can be done through a meeting, writing, conversation or quiet contemplation.
It's a valuable practice for personal and professional development, helping you gain deeper insights, make better decisions and grow as an individual.
Reflection
1.Remember and recall an experience or an event
2.Describe the moment in detail.
3.Reflect on your feelings and experience during that moment
4.Evaluate the experience
5.Analyse
6.Learn the key insights
7.Use the knowledge
1.Remember and recall an experience or an event
Remember and recall an experience or an event that you want to reflect upon e.g. recent interactions, projects, conversations or any significant moments
2.Describe the moment in detail.
What happened? Who was involved? What are the most important actions, events or outcomes?
3.Reflect on your feelings and experience during that moment
Reflect on your feelings and experience during the moment you want to focus on
4.Evaluate the experience
What went well? What could be improved? What have you learned?
5.Analyse
Analyse the experience from different perspectives. What were the actions that influenced the outcome? What roles and what indidividuals where involved and can you identify any underlying dynamic or patterns?
6.Learn the key insights
Learn the key insights from the moment and how can this knowledge be used for your personal growth?
7.Use the knowledge
Based on this knowledge consider actions or changes you want to apply to the routines or mindset moving forward. How have things improved? Can this knowedge be used in other situations?
Self steering teams
Self steering teems - groups of individuals who have the autonomy and responsibility to manage and organise their own work, make decisions and solve problems without constant supervision or direction from a traditional leader.
- Autonomy (high degree of independence) often achieves:
- Initiative
- Adaptability (The ability to quickly respond to new changes and challenges)
- Innovation
- Improved productivity
- Succcess
- Having a self-steering teem means that the manager can handle more
members in the group (since they steer themselves) – and more motivated
members.
Using Self steering teems you use several principles:
1. Empowerment:
Provide team members with the authority and autonomy to make
decisions and manage their own work.
2. Clear Goals:
Ensure that self steering teams have clearly defined goals and objectives
to guide their efforts.
3. Supportive Environment:
Foster a supportive and collaborative environment where team members
feel comfortable sharing ideas, seeking feedback and taking risks.
4. Trust:
Build trust among team members and between the team and leadership to
enable effective communication,
collaboration and decision-making.
5. Accountability:
Hold team members accountable for their actions and outcomes,
encouraging ownership and responsibility for their work.
6. Continuous Improvement:
Encourage self steering teams to continuously evaluate their processes,
identify areas for improvement and implement changes to enhance their
effectiveness and efficiency.
To achieve a Self steering team you need to allow everyone in the team to assume different leadership roles in different situations
- Responsibility distribution
Through responsibility distribution, the team becomes less dependent
o the specific leader and more resistant to challenges.
- Encourage initiative
Team members feel that their contribution is valuable and that they
have the authority to act. It increases their motivation and
engagement.
- Self Leadership
The concept gives the coworkers the power to develop themselves into
the best version of themselves.
- Increase the Flexibility
Self steering teams have the ability to quickly adapt to new changes
and challenges without awaiting instructions.
Work Life Balance
If you work with respecting and valuing your coworkers and regard them as the main asset of the company, you need to work with work-life balance
Work-Life balance will give you:
1.Improved Health and Well-being
2.Increased Productivity
3.Enhanced Job Satisfaction
4.Reduced Absenteeism
5.Boosted Morale and Engagement
6.Attracted and Retained Talent
7.Promoted Personal Growth
Working with work-life balance, involves several key strategies:
1.Flexible Schedules
2.Clear Expectations
3.Encouraging Time Off
4.Promoting Boundaries
5.Support Systems
6.Recognition and Appreciation
7.Role Modelling
8.Regular Check-Ins
9.Training and Education
10.Continuous Improvement
By implementing these strategies, leaders and teams can create an emotionally safe environment where individuals feel supported, valued, and empowered to bring their authentic selves to work.
1.Flexible Schedules
Offer flexible work arrangements such as telecommuting, flexible hours or compressed work weeks to accommodate employees' varying needs and preferences.
2.Clear Expectations
Set clear expectations regarding work hours, availability, and performance standards to avoid ambiguity and reduce stress.
3.Encouraging Time Off
Encourage employees to take regular breaks, vacations and personal days to recharge and rejuvenate. Lead by example by taking time off yourself and respecting others' time off.
4.Promoting Boundaries
Encourage employees to set boundaries between work and personal life, such as turning off work emails after hours or designating specific times for family or leisure activities.
5.Support Systems
Provide resources and support services to help employees manage work-life balance challenges, such as employee assistance programs, childcare assistance or access to wellness activities.
6.Recognition and Appreciation
Recognise and appreciate employees' efforts to maintain work-life balance and celebrate achievements and milestones both in and out of the workplace.
7.Role Modelling
Lead by example by demonstrating a healthy work-life balance yourself and promoting a culture where work-life balance is valued and prioritised.
8.Regular Check-Ins
Conduct regular check-ins with employees to discuss their workload, stress levels and work-life balance concerns. Provide support and guidance as needed to help them achieve balance.
9.Training and Education
Offer training and education in time management, stress reduction and work-life balance strategies to help employees develop the skills they need to manage competing priorities effectively.
10.Continuous Improvement
Continuously evaluate and refine work-life balance policies and practices based on feedback from employees and evolving needs and trends. Stay attuned to changes in the external environment that may impact work-life balance, such as technology advancements or industry shifts.
Motivation
Motivation is a term that varies between employees.
We are all different and what motivates one person might not be important to the next one.
I have made a list of things that generally motivate people, but how important a specific activity is for a specific person needs to be tailor-made to that person.
Creating Motivation by:
1. Setting Clear Goals
2. Providing Feedback and Recognition
3. Fostering a Positive Work Environment
4. Offering Growth Opportunities
5. Empowering Employees
6. Promoting Teamwork and Collaboration
7. Aligning with Personal Values
8. Providing Necessary Resources
9. Incentives and Rewards
10. Listening and Communicating
By implementing these strategies, leaders and teams can create an emotionally safe environment where individuals feel supported, valued and empowered to bring their authentic selves to work.
1. Setting Clear Goals
Clarify expectations, roles and responsibilities within the team to reduce uncertainty and minimise misunderstandings. Ensure everyone knows what is expected of them and feels confident in their ability to meet those expectations.
2. Providing Feedback and Recognition
Provide regular feedback and recognition to acknowledge individuals' contributions, efforts and achievements. Celebrate successes and milestones as a team to foster a positive and supportive atmosphere.
3. Fostering a Positive Work Environment
Create a supportive and inclusive workplace where employees feel valued and respected. This includes promoting work-life balance and providing a safe and healthy environment.
4. Offering Growth Opportunities
Provide opportunities for professional development and career advancement. This can include training programs, mentorship and the chance to take on new challenges.
5. Empowering Employees
Empowering employees is essential for several reasons, as it significantly contributes to the overall success and health of an organisation.
- Increased Job Satisfaction and Morale
- Enhanced Productivity and Efficiency
- Fostering Innovation
- Improved Customer Service
- Development of Leadership Skills
- Better Employee endurance
- Positive Organisational Culture
- Enhanced Organisational Performance
- To adapt, recover, and bounce back from adversity, challenges, or stressful
situations.
6. Promoting Teamwork and Collaboration
Encourage teamwork and create opportunities for employees to collaborate on projects. A sense of community and teamwork can enhance motivation.
7. Aligning with Personal Values
Help employees see how their work aligns with their personal values and the company's mission. When employees feel their work is meaningful, they are more likely to be motivated.
8. Providing Necessary Resources
Ensure that employees have the tools, resources, and support they need to perform their jobs effectively.
9. Incentives and Rewards
Recognition Programs
- Implement programs to recognise and celebrate employees’ achievements
and contributions.
Incentives
- Offer incentives, such as bonuses, promotions and other rewards, for
exceptional performance.
Public Acknowledgement
- Acknowledge employees’ efforts publicly, both within the organisation and
externally.
10. Listening and Communicating
Maintain open lines of communication. Regularly check in with employees to understand their needs, concerns and ideas. Feeling listened to is basic to the employees’ engagement and sense of being valued.
Planned are 4 workshops during September 2024
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No cost for participating
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No limit in numbers attending the meetings
A person coming back from a long sikleave
Physical and Emotional or psychological safety
/09/2024
Kl 09.00-09.30
Kl 17.00-17.30
Empower Employees
/09/2024
Kl 09.00-09.30
Kl 17.00-17.30