Monthly Archives: May 2019

Employee engagement: how much is enough?

These findings kind of intrigued me: First, 17% fully engaged when belonging to a team, hum, isn’t this sad and a clear Leader’s call for action?Not only this is about the questions you need to ask in your organisation, it’s also about your authentic curiosity to listen to the answers and your true dedication to fundamentally initiate real shifts and follow on implementation.

Then, no surprise that deep trust in the Team leader significantly raises engagement level. On the other hand, is 45% the mark you would hope to achieve then?

Lucky you if you think you can disregard and/or discredit these results, comfortable to fully trust the “It’s certainly better around here, in our organisation”.

Or are you open, courageous and confident enough to face what the facts and figures could potentially look like in your organisation? And explore with a team coach how trustful relationships and connections in the team can be designed and supported to achieve a higher engagement and therefore team performance? Let us talk if you are willing to explore !


The power of nuanced feedback: Have you noticed you can now be more specific when reacting to posts you see on LinkedIn and so be more precise than before?

Are you apply this as well when giving feedback to someone and/or on a project? Are you telling what you precisely have in mind, are you specific when sharing observations?

BAN THESE WORDS…unless you mean it!

How often do you say “TO BE HONEST (with you)”, “FRANKLY”, “MAL EHRLICH”, “POUR ETRE FRANC” ?

Are you deliberately meaning that you are not being honest the rest of the time? probably not! So be conscious about what makes you use these terms….and change your introduction words!

It’s cool to hate meetings

Isn’it COOL to hate #MEETINGS? Too many, too long, not well prepared, poor outcome and poor R.O.T.I., not adressing elefants in the room, I trust you can add to the list.

Actually it’s not so much meetings as such which we dislike or blame, it’s how much they take over our agendas, jeopardize other priorities, sometimes leaving us with the feeling of loosing control. We used to set up some time aside for meetings, now we have to set up time aside in Outlook to do our work, also our thinking work.

What I do observe as a coach is how little permission some leaders are giving themselves to challenge the given. It may feel like moving a whole mountain, overwhelming, discouraging, tiring, hopeless.

COURAGE! Yes, even if you are not the meeting initiator, even when you are attending a meeting you think is necessary, I believe you have room to live up to your leadership role (-model): Question and challenge what is to support the emergence of what could be better.

Remember: Everytime you say YES to a meeting, you say NO to something else, so make sure this choice has been the right one. How will you be challenging the next meeting block? Give yourself permission, get a coach support and a facilitator to lift up meeting’s Return On Invested Time.