Balancing chronic pain with a demanding professional setting? Start with increasing your self-efficacy!
Do you, or someone you know, suffer from chronic pain? If not, then you are most lucky – or you don’t know the people around you too well. No offense, and this is not cynicism speaking – this is numbers talking, and cultural dispositions not to talk about certain things like, let’s say women’s periods. Did you know that 1 out of 10 women between teenage years and mid-fifties is struggling with Endometriosis? That is not a rare disease – and we are looking at plenty of women where the
Practical tools for leadership: The Leadership Lunches
Get practical tools for leadership! Earlier this week, I was giving an „informative lunch“ meeting to a fantastic leadership team I have been working with for a bit – we picked one topic (it was actually a follow-up to a workshop), I put together a little material (slides that can be re-used, a hand-out, a one-pager), I introduced the topic (without formal presentation) in a video call, I showed the material, and everyone could ask their questions. The idea was to be as practical as possible. The whole thing did not
Questions of a newly appointed leader: how do I delegate properly when someone is new on board?
Part 4 of the series “Questions from a Leader” focuses on delegating tasks, where the limits lie, and what should remain the responsibility of the individual…
Questions of a newly appointed leader: how do I manage the onboarding of my new team member? #3
The first day at work is just around the corner for the new employee. A checklist that addresses the organization of onboarding, as well as the provision of tools, materials and how this day should be organized, might make the preparations a little easier 🙂
Questions of a newly appointed leader: Not specific enough vs. micro-managing... How do I reassemble myself with my new (first) employee? #2
Eine erste Mitarbeiter:in ins Team zu bekommen, und damit zur Führungskraft zu werden, dass kann ganz schön aufregend sein. Meine liebe Freundin Hannah ist derzeit in dieser Situation, und stellt mir offen ihre Fragen, die ich im Rahmen dieses Blogs öffentlich beantworte – weil wir beide das Gefühl haben, dass es noch viel mehr Personen geben könnte, die sich davon inspirieren lassen möchten 🙂 Einer der Aspekte, der Hannah derzeit manchmal nachts aufweckt – 5 Wochen, bevor die neue Mitarbeiterin an Board kommt, also ihren ersten Arbeitstag hat –
Questions of a newly appointed leader: Where do I put the future employee, when I actually don't have the space? #1
How to deal with new team members, in terms of: How to create working space (physically), when the rooms at hand are already full / do not provide enough space? What pitfalls are on the way? Which steps can I take in order to make the process easier?
How to just do it…
If you want to eat a cherry – how could you do that? Well, you better just eat it.
Your organization should do things differently? Do not just talk about it…
Sometimes I come across projects, or articles, that seem to suggest that you are running a project to introduce „a new culture“ or cultural change, or simply a change of behaviors, by communicating it. Amazing communication plans are set-up, posters are printed, the intranet is flashed with articles, perhaps there is even fancy videos featuring board and staff members on talking about aspects of the new culture. Maybe the roadshow is so cool, that even after years everybody is still talking about it. That can be quite disturbing if at
Vom Umgang mit „schwierigen“ Personen
„Ich habe da diesen „schwierigen“ Mitarbeiter…“ „Das ist aber ein „schwieriges“ Team…“ „Das Projekt würde gut funktionieren, wäre da nicht diese „schwierige“ Kollegin…“ Solche und ähnliche Sätze höre ich oft in meinen Coachings, oder wenn ich für Team-Coachings gebucht werde. Gibt es „schwierige“ Personen oder Teams? Aus meiner Sicht: Nein. Und zwar ganz klar „nein“. Personen können nie „schwierig“ sein. Schwierig kann etwas sein, dass zwischen uns und dieser Person liegt, oder zwischen der Organisation und dem sog. „schwierigen“ Team steht. Das sog. „Schwierige“ kann im Umgang entstehen, in der
Recent Posts
- Balancing chronic pain with a demanding professional setting? Start with increasing your self-efficacy!
- Practical tools for leadership: The Leadership Lunches
- Questions of a newly appointed leader: how do I delegate properly when someone is new on board?
- Questions of a newly appointed leader: how do I manage the onboarding of my new team member? #3
- Questions of a newly appointed leader: Not specific enough vs. micro-managing... How do I reassemble myself with my new (first) employee? #2
- Questions of a newly appointed leader: Where do I put the future employee, when I actually don't have the space? #1
- How to just do it…
- Your organization should do things differently? Do not just talk about it…