HRDinside

12/09/2019

The Formula for Successful Change Don’t we all wish to have this? A way to approach change in organisations that guarantees success? We know better. However, when I was musing about the many changes I have been part of in many organisations, and sometimes was responsible for, I see some common fac...

20/05/2019

What makes a great leader? Management theorist Simon Sinek suggests, it's someone who makes their employees feel secure, who draws staffers into a circle of ...

21/01/2019

Always walk on the bright side of life! Learn from your own mistakes and thise of your colleagues. Invite them to share mistakes through sharing your own first! Try it and get surprised.

A great skill: view failures as opportunities. Even greater: share them!Accelerating learning together, creating exponential growth.

01/12/2018

Leaders who have the ability to let go, move forward.
Leaders who understand what is needed to help team members let go of what is no longer needed, reduce resistance.
Leaders who resist, persist the old and help team members resist. Choosing to transform start with ‘I’.

08/11/2018

Sometimes it better to listen to the team first, they might see important things you don’t!

15/07/2018

This is the place I will start blogging regularly, appreciate your like here as well. Hope you let me know how this helps you and what suggestions you have for blogging.

Personal growth has many faces. There are 2 critical mechanisms that allow us to accelerate growth, and are always part of how we learn: Feedback and Self-Reflection.

A third one is even stronger, but not easy to apply: sharing the mistakes we make and the learning from it. Once we reach a certain trust level in the team we work, or with individuals we work with, sharing becomes an option.

But it’s not only trust, the other big step (for some of us) is to step over our ego, make ourselves volatile and admit a mistake.

Once you do, and I hope you experiment with this, the magic starts. People you shared with trust you even more. They also see your sharing as an invitation to also share some of their mistakes. And above all, more people reflect from their own perspective, knowledge and experience on the mistakes shared, resulting is in more solutions/learning than any personal feedback or self-reflection could have generated. More people, at the same time, learn from eachother, just by sharing a mistake.

Faster learning, deeper learning, connecting with people, building relationships and boosting trust!
Try it: share a mistake.

Leaders can facilitate the use of this great learning process by simply be the example and go first with sharing a mistake.

In organisations, this is one of the great accelerators of people wanting to start working more agile.

But above all, people feel more complete and engaged, more involved, they feel seen and heard and can act without fear. What a great place to be. Purpose and Performance are the result!

Just remember: there is success and there is learning. Nothing else!

31/05/2018

Trust - Cornerstone for any Leader
trust yourself, trust each other, trust the universe

30/01/2018

useful!

Finding your everyday reason for living, or ikigai, could lead to a longer and better life.

21/12/2017

Good managers attract candidates, drive performance, engagement and retention, and play a key role in maximizing employees’ contribution to the firm.
They make‘m learn, and once learning takes place, personal transition and overall change happens, naturally. When focused on new learning, people chose to change. Learning takes place at the centre of the graph drawn on the flipchart.

checkout more here: https://hbr.org/2014/01/if-youre-not-helping-people-develop-youre-not-management-material

21/12/2017

The most powerfully motivating condition people experience at work is making progress at something that is personally meaningful.

If you are a leader: the most important thing you can do each day is to help your team members experience progress at meaningful work.

To do so, you must understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic objectives, provide timely feedback, and help each person learn and grow on an ongoing basis. Regular communication around development — having coaching conversations — is essential. In fact, according to recent research, the single most important managerial competency that separates highly effective managers from average ones is coaching.

Can you teach old-school, results-focused line managers to coach their employees? Absolutely. And the training boosts performance in both directions.

Starting today, you can be significantly more effective as a manager — and enjoy your job more — by engaging in regular coaching conversations with your team members. As you resolve to support their ongoing learning and development, here are five key tips to get you started.

1. Listen deeply.
2. Ask, don’t tell.
3. Create and sustain a developmental alliance.
4. Focus on moving forward positively.
5. Build accountability.

What will coaching your employees do for you? It will build stronger bonds between you and your team members, support them in taking ownership over their own learning, and help them develop the skills they need to perform and their peak. And it also feels good.

So go ahead and take the interpersonal jump. You will love the thrill of coaching conversations that catalyze your employees’ growth.

Based on an HBR article by Monique Valcour

19/12/2017