Communication - possibly the most important area in a group or organisation in order to have a healthy company and people within it. How well does the dialogue work within your group, between group and leader and between groups?
The better we are at communicating, the greater the chance we have of being effective and successful in what we do.
However, it does not happen by itself. As with everything else, we need to train and understand that it is about words as well as action, attitude, sensitivity, empathy, will and courage. In our training we work with actual cases from everyday life in your business or group, real problems or events. When we can be clear, responsive and straightforward in our communication, we get the chance to understand eachother better wich leeds to a better flow when working together.
everything running smothely in the group or groups that you are part of? It can be a working group, management group or other type of groups. Or do you experience periods when there is no flow, and you don't really understand why or how to move on?
Quite often, the problems we experience is about how we function as a group. One important cornerstone is to have agood communication - within the group, between group and leader, between employees and between different groups. Communicating, having a dialogue, making oneself understood as well as understanding others, is an art. The better we are at that art, the greater the chance we have of being effective and successful in what we do.
With a greater understanding of each other and a well-functioning communication, the collaboration flows both easier and more efficiently. For that to happen, we might need a coach with a new perspective to help sorting out what's needed.
We start with where your group is right now and create a common picture of "today". This is important for us to be able to look ahead and create a common goal.
As a leader, you're supposed to be confident and clear, dare to be straight even in challenging situations without lacking in empathy, lead the company as well as your employees, be able to handle difficult conversations, structure, plan, engage, follow up, measure ... The list can be made much longer and certainly some areas work well while others have the potential to develop and get better.
Stepping into the role of a leader in an organisation requires, in addition to the list above, also the ability to adapt to the company's framework and norms. However, in order for you to remain well and steady in your role, it also requires you being authentic and yourself. When the pace is high and the changes are many, it is easy to lose track of who you actually are along the way. Sustainable leadership requires space for reflection onyoursel and your role. This is also true for a management team.
Hopefully there is room to reflect and help each other both in the management team, from manager to manager and between colleagues and with employees. However, experience says that we spend far too little time on this. As with everything else, to make things change, we need time to train and develop.
Getting help from a coach or a mentorr with solid leadership experience allows you to focus on what it is that you need to let grow and develop to become a more sustainable leader. And the result? Well, it's like going from wearing afactory-made suit in the wrong size to a tailor-made one that fits perfectly to your unique measurements!
Just as leaders need time for reflection and mirroring to develop in their role, employees need just the same. Strangely enough, training in employeeship is not always as obvious as in leadership.
For most leaders, it is obvious that part of the role as a leader is to support employees to develop and grow. Unfortunately, many leaders today complain that there is not enough time for this part of the work. And even when if there is enough time, it can sometimes be wise, just as in the case of leadership development, to allow employees to reflect, getting mirrored and develop with the help of an outside coach.
With space to reflect on myself, my role and my co-operation with others, I get to see more of who I am, how I function, what needs I have, what expectations I have of myself and others, what expectations others have of me and themselves etc. A most valuable work - both for individual conversations and in groups.
Every organisation - large or small - has an inherent system. The better that system works, the greater the satisfaction of those who are part of the organisation and the better the results for the organisation as a whole. Sounds simple, doesn't it! So what happens when problems arise, individuals and organisations feel bad and the good results are not forthcoming - despite continuous improvement measures? And what can you do about it? Read more...
