Tag Archives: Change

How to pave the way for motivated employees & organisational success?

“How many bosses have you had? How many would you willingly work for again?”

“30%” was the result, provided by Adam Yearsley at Bits19.

As a #leader, would you be satisfied with this feedback? I certainly wouldn’t!

To be a good leader you need to start by asking concrete questions: What do your people in your organisation want and need?

If you can really answer this question, you can create the right working environment – paving the way for motivated employees & organisational success.

Jessica Alba´s inspirational words at Bits & Pretzels

“If you want to create true change and have some type of meaning, you probably end up getting a lot of resistance.” True words from Jessica Alba at Bits & Pretzels!

Change might be uncomfortable at the first view. But it is worth fighting for your ideas and engaging others to step out of their “comfort zone”!

This is how you make a difference. This is how you create real impact.

Impact includes the word Act

IMPACT includes the word ACT, as the founders of Bits & Pretzels – Felix Haas, Bernd Storm van’s Gravesande and Andy Bruckschloegl – pointed out during their opening speech at Bits19

“ImpActing” includes two dimensions for me:

1. “Acting” as a LEADER: Actions speak louder than words. Truly, our actions make a difference and I encourage you to “walk the talk” and take bold decisions.

2. “Being” a leader: Your mood, your attitude, your (un)conscious behaviours – they impact your surroundings, whether in a positive or negative way. You communicate, even when you don’t intend to. Silence is communication, too. You are casting a shadow – the “shadow of a leader”.

Thus: Be conscious of how you ARE in the moment, check if you are sending the messages you want – and spreading the SPIRIT needed to make a difference.

The WHY and the WHY for?

On how many occasions this year have you communicated, taught, educated, informed your organisation about big changes ahead?

Far too ofen I still observe that communication around future changes, strategic decisions made, is scarce. Yes, things may have been said and explained, once, twice. However keep in mind, you can’t do this enough, particularly in times of transition, before changes are implemented. Use every opportunity, every encounter.

You may not be able to share which area may be impacted precisely, yet it is absolutely vital to repeat, again and again, WHY particular strategic decisions have been made and to offer a picture of FUTURE SUCCESS once change is implemented (What do you hope to accomplish? what would be then possible ?)

And if your really want to know what has come accross, go and interview randomely your employees: “Why are we doing this? What do we hope then to accomplish once implemented?”

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 !