The Secrets To A Successful Organization

Do you know what it takes to create a successful organization? There are a few core activities that really successful organizations have in common.

In today´s video, we share the characteristics that separates successful organizations from the unsuccessful ones. Take a look at it here,

Are you struggling in your leadership? You don´t need to anymore. There´s a way to further excel your leadership – and simplify your life. Get in touch with us here for an initial dialogue about how our successful 12-steps process can help you succeed too!

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Shortcut To a Business Without the Crap

smart-725843_1280Does your corporate culture set the foundation for a sustainable business without the drama that exists in “confusing” organizations? Great leaders are capable of managing – lead – their organizations through a corporate culture that embraces changes (=sustainable growth).

Through their groundwork, based on self-awareness, they have identified and set strategies that lay the foundation for a conscious, empowering culture. But how do you do that? How do you make your organization smarter?

In today´s manifesto, Geoffrey James shares some tools with you for this work. Get the manifesto Smarter Company here.

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True Team Building

team buildingTeam building is much more than just recreational activities.

The purpose with teambuilding is to create a team spirit – a “we”-feeling – where your group works towards the same purpose and goals, and where all your team members work in harmony with each other.

However, improved relationships are only part of effective team performance. Find out more about true team building here: True Team Building

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Success Through Marshall Goldsmith´s AIWATT

Q3P6NCT23EFor you to be successful in making a particular change, it´s important that you are both motivated to change and are confident about making that specific change.

“We are geniuses at coming up with reasons to avoid change. We make excuses. We rationalize. We harbor beliefs that trigger all manner of denial and resistance. As a result, we continually fail at becoming the person we want to be.”

The words are those of leadership guru and mentor Marshall Goldsmith. In the manifesto “AIWATT and the Empty Boat” he shares a simple technique for becoming the person you want to be. You can get the manifesto here, AIWATT

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1-Minute Playbook: This Is How Your Group Becomes A Team

teamwork-606829_1280As a leader you need to be a great team builder. You need to be the one who provides the substance that holds your team together, as you work towards your shared goals.

Your team starts as a group of strangers and they need to be synergized into a highly functional, high-performing team. For you as their leader, it means keeping the sense of team-spirit alive during any issues arising through your team´s development process. You play a significant part in defining a positive work tone and ethic for your team members from the very beginning by evoking a positive, teambuilding culture.

To understand the process of forming solid relationships to accomplish teambuilding, it is essential to track the process that groups go through while shaping their team. This group development process is generally understood by the four stages of forming, storming, norming and performing.

  • During the initial ‘forming’ stage, group members are polite, their roles are less clear and the group members rely on their leader to establish boundaries and explain expectations.
  • As roles and relationships become clearer, the group moves into the ‘storming’ stage. During this stage, individual group members and established roles are often questioned. As their leader you will most likely be asked to explain the foundation that is set for the group.
  • As the group moves forward, they encounter the ‘norming’ stage. During this stage, the team has a comfortably established hierarchy, friendships develop and relationships become stronger as the group realizes they have a shared vision.
  • Finally, in the ‘performing’ stage, the actualization of the team’s overall goals occurs. Hierarchy and culture are established, and team members have the ability to join or leave the organization or team without impacting its culture. The group members work together as a highly effective team.

During all four of these stages, building solid relationships becomes imperative for success. A balance of well-developed teambuilding and conscious leadership is obviously needed to construct strong, successful teams.

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How To Lead During a Change Process

Progress means change. It’s not always comfortable, it may challenges our assumptions and it demands having faith in the still unseen bigger picture.

As a leader, you have a critical role to play in managing change. However, as a conscious leader you’ll see that in the process itself, lies a fantastic opportunity to empower your employees to accept and embrace changes in their environment. In our video, we talk about how to lead during a change process.

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Change Management In 5 Simple Steps

time for a changeChange is hard for individuals. Change is not an event with an exact start and stop point; it is a process. Each step made towards change, even when small, is still a step in the right direction. This can be hard for many individuals to understand, and it will even cause them frustration.

As a leader it’s important that you are aware of the different stages of change, not only in order for you understand the actions and events happening with and within your group but also for you to be pro-active in your own actions.

We’ve made it easy for you and outlined the basic 5 stages of the change process:

Stage 1: Awareness – Individuals aren’t yet consciously aware that change is necessary or desired. Think of a change that you would like to implement with your employees. In your next meeting, create awareness of why the change is necessary.

Stage 2: Desire – Now there is awareness that change is needed, but no one has committed to making the change.
In your next meeting, go over the pros and cons of making the change. Ask your employees what they think the pros and cons are. Help employees by removing the barriers of the change (address the cons that are mentioned).

Stage 3: Knowledge – This is the stage where individuals start making plans to change.
Make sure that you give a clear picture of what the change will look like so that your associates are able to make an easy transition.

Stage 4: Ability – Here is where you will make the change. To stay successful, you will need strategies to maintain the changed behavior and resist old behavior.
Recognize employees for making the change and resisting old behavior. Provide coaching and help your employees associates stay focused on the new behaviors.

Stage 5: Reinforcement – In this stage, the new behavior remains stable and consistent. Coping strategies are strengthened or modified to make sure maintenance is sustained.
Continue coaching your employees as they strive towards the reinforcement stage.

Do you want to learn more about change management or do you need some support going through a major change in your organization? Get in touch with us for a dialogue about how we can help you through a successful process.

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