The Turnover Dilemma

Most executives are well aware of the fact that turnover is very costly, and that it at times can be as high as 150% of the replaced worker´s pay.

A small reduction in turnover can have a high impact on your organization´s bottom line. Not every organization however, have a strategic plan on ways to reduce that – sometimes unnecessary high – cost. In today´s article, Matthew Kelly, talks about how you can work with your employee strategy – and employee engagement – to reduce retention. Read it here, Turnover Dilemma


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!

Becoming A Conscious Leader

Conscious leadership isn´t anything complicated nor new. A conscious leader is an individual who possess awareness of himself and his role in being part of something bigger – humankind.

Conscious leaders are charismatic and very powerful, but their charisma and power is internally based and they use it only for a greater good – for causes bigger than themselves. They don´t need – or even desire – glory or to stand in the spotlight as they know that they are already – through their actions, not only words – standing in The Light.

Conscious leadership is the leadership of the Now and the Future, it´s what people are becoming increasingly drawn to.  Find out more about it in today´s video.


Onboarding New Managers

entrepreneur-593372_1280Every phase of the onboarding process with a new employee is important, from before they begin their job, through their first month, to the successful completion of their first year.

Although most organizations do have an effective onboarding program for new hires, the practise is equally as wide-spread when it comes to current employees who are promoted to an managerial position nor external managerial new hires. It´s important to realize that regardless of an individuals previous position – internal or external – proper onboarding lowers the costs of job training and reduces stress for other co-workers and managers.

In today´s video we´re giving you tips to give your new manager´s journey within your organization a good start.


Grow And Develop Your Team

Great Leaders Go FirstThe very soul of leadership is a leader’s commitment to growing and developing people and this is accomplished when leaders – acting as servants – use their words and actions to convey faith, hope and love to their team members.

On the flip side, when leaders communicate fear, hostility and doubt to his team members the confidence, work morale and productivity of the team takes a nose dive. The Bible explains the power of communication this way, “Death and life are in the power of the tongue. And those who love it will eat its fruit” (Proverbs 18:21).

Leaders can use their words to build people up or tear them down. Many leaders are not even aware of which of these two effects their words have on their team members.

Mastering the art of communication as a leader, means getting your team to react to what you are saying in the way that you want. However, to succeed in this, you need to educate, motivate and inspire them. You need to educate your team members about why you are asking them to do something. People will follow direction, but they will only do that reluctantly if they don’t understand why they are being asked to do something.

Your words – and you actions – should motivate your team to want to react in the way you desire. To inspire means the ability to touch someone in a positive way with your words and actions – lead by example. This will encourage your team members to do something they might not have done otherwise.

Remember that successful leaders provide the foundation and the fuel that allow others to achieve success. So keep on educate – motivate – inspire!


Empowerment Through Effective Delegation

traffic-sign-808760_1280Empowerment of employees and task delegations are closely intertwined. Delegation is the process of giving decision-making authority to lower-level employees.

By delegating tasks to your team members you are creating a win-win-win situation. Hear Ulrika talk more about it in today´s video.


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.


Performance reviews – not only a “once a year thing”

mark-804935_1280For many people, a face-to-face performance review is the most stressful work conversation they’ll have all year. For managers, the discussion can be just as tense.

What a performance appraisal requires is for one person to stand in judgment of another. Deep down, it’s uncomfortable. It’s important though to minimize the stigma of a single once-a-year review.

First of all, a performance review isn’t a once a year meeting. It’s a series of short meeting throughout the year. Meet regularly – and of course individually – with your employees to discuss how their performance is helping them achieve their goals. Establish a regular meeting with each one of your team members to review their performance.

When you are having your meetings with your team members, always align performance with mission, vision, values and your expectations. Ensure that your employees know how their everyday tasks fit into the bigger picture. Ask employees how some of their tasks help accomplish the organization’s mission. If they don’t know, share your input. Remember it’s not a test for your employees – communicate with them, don’t interrogate.

Set long-term goals. A performance review is an opportunity to set goals for the entire year. This allows you both to make course corrections throughout the year. Prior to your performance review, ask each employee to submit goals they would like to work on this year. Review and adapt the goals so they help achieve the organization’s mission, vision, values and your expectations.

“Coach your employees constructively”

For your employees to know exactly what it is that that you want from them you need to be able to coach them constructively. Tell your team members what actions they need to stop, start and continue in order to be the most effective in their team. Some questions to ask yourself are: What is your employee doing now that is not working and should stop immediately? What actions should he adopt and start? What is he doing that is highly effective and should continue?

Also, when giving feedback, be specific and focus on the behavior, not the person. State what was observed, what is expected, confirm their understanding and get their commitment to improve going forward.

“Set your team members up for success – it’s your mission as their leader.”

Your team members wants to know how to become even better at what they do and to be the best or their team and the organization. They want you, as their leader, to be pleased with their performance. Make sure that you are giving them the tools to succeed!

Do you want to know more about how to improve your leadership and at the same time learn to better communicate with you team? If so, get in touch with us for a free assessment and dialogue on how we can help you. Contact us at


Are you communicating effectively?

students-703003_1280Communication is the key to overcome differences and to understand one another. Effective communication is simple yet complex, easy to do and easy to blunder. Communicating effectively helps build trust and respect, encourage learning, and accomplish goals.

Practice some of these tips for effective communication:

– Direct & Assertive
You must be able to speak what you think and feel in a clear and concise way. Be clear about what you want and are willing to give. When being direct and assertive use “I” statements so the listener does not feel blamed. For example, instead of saying “you are wrong” say, “I see it differently”.

– Active listening
To improve communication, recognize the importance of listening. Listening is more important than speaking.
Here are five steps of active listening:
1. Acknowledge the thought first.
2. Rephrase what you heard.
3. Ask open-ended questions.
4. Summarize and clarify.
5. Give an opinion.

– Body Language
We communicate more through body language than speaking. Body language includes facial expressions, eye contact, stance, and movement of arms, hands and legs. Be aware of the body language you use and the body language that is being used on you. This is an example of the body language of an engaged versus disengaged individual;
– Engaged: Open body stance. Sitting on the edge of the chair, and strong eye contact
– Disengaged: Crossing arms. Slouched and sideway glances.

– Dialogue
Dialogue is a continued, thoughtful exchange about what matters the most. Its purpose is to honor the development of individuals, teams and organizations. Important dialogue skills include:
– Allow others to finish their thoughts.
– Respect others’ thoughts and ideas.
– Listen without need to argue or resist.


How To Get Unrivalled Employee Engagement

Imagine a workplace where employees take full ownership for their team’s performance and where the culture fosters innovation and interaction. Where transparent, honest and uplifting conversations take place between employees and leaders. Picture a workplace where employees are fully supported and where the culture has gone beyond ‘empowerment’. And then imagine achieving this, so that the organization has unmatched commitment, attendance, performance and customer satisfaction.

The spirit of employeeship

Does it sound too good to be true? It’s not. This is the spirit and the reality of employeeship. This simple, yet fundamental approach to transforming attitudes at work has provided outstanding results in Scandinavia. And now the rest of the world is catching on fast too.

Leaders and employees who have been engaged in employeeship see their role as much more than just the carrying out of formal instructions passed on from the leader to team members. They see it as a way of helping individuals grow, professionally but even more so in a deeply personal way. And since employeeship is about aligning individuals’ innermost values to what they do every day – in relation to their work and to the people they work alongside – they experience increased well-being in life.

Organizations that have successfully implemented a culture of employeeship not only get better everyday conversations between managers and co-workers but they also gain deeper knowledge of employees’ skills and talents. Furthermore, they experience a much greater sense of engagement and responsibility amongst their employees.

It’s not a program or project – it’s a culture

It’s important to remember that employeeship is not a development program or a project. It’s a work culture. One that is not implemented by simply improving employee engagement with suggestion boxes, “employee of the month”-awards or different bonus programs. It goes much deeper than that. It’s like empowerment on steroids – without negative effects.

Leaders and employees act together as partners in the workplace. That means acknowledging and taking responsibility for your part as a team member as well as standing up for what you believe is right. It means going beyond what is required in your job description. Employeeship is doing what is in the best interest for the team, the organization and foremost, for the customers. In its essence it is about placing yourself in a position where you act as a co-builder of the organization you belong to. Where you are part of something larger than yourself and your work isn’t just a job but a meaningful experience. How can it possibly get better than that?

If you want to know more about employeeship or about how to implement this fundamental game-changer in your organization too, get in touch with us for a dialogue on how we best can be of help to you.