Category: news

21 Jul 2021

Change the Rules!?!

Sometimes I write just to finish a thought or clear up my feelings.

For many years we have lived comfortably according to a Central European code of conduct.  We knew how we ourselves and how others should behave towards us. Practical drawers that helped Central Europeans, Northern Europeans, Southern Europeans, Americans, etc. to define according to cultures, values, principles.

Stop, first insert: the youth.  In waves adapted or applied, they expanded or added something new to our drawers. And yet: all of this signaled a high level of security, even for those who were and are able to question themselves and the system in a highly reflective and related manner.

And now: the VUCA world has completely changed our ideas and reinforced them by a month-long pandemic and migrations.

Our rules of the game are still valid now?  I don’t think so.

But what comes instead?  Is something coming instead?

Can I be polite when psychotic narcissists abuse me?  Do I have to maintain composure?  Or better to show barriers, boundaries?

Crises – and as such we can call the current Corona situation – are not only a test for and on characters, but also something like a relationship maker.  We recognized the value of trust and loyalty, but also what loss of control and dealing with uncertainty do for dialogue and cooperation.

Who was and is there for us, who supports and strengthens common tasks, projects and who shares responsibility with us – regardless of previous agreements and obligations – in the professional and private context.

Who believes that they can use us as lightning rods, as soul buckets for games that are mainly intended to compensate for their own insecurities?

And who can see himself as a constant even in unpredictable times, clearly also in the “fog”, curious and friendly in the new?

Let’s actively change the rules of and the perspective on the game.

We have learned: Relationship is everything, more than contracts, more than strategic goals, and more than unachievable goals.  Relationship is communication and relationship is future.

So: what behavior, what attitude is appropriate with regard to the new, old, hybrid, analog, digital system changes?  What or who wins the upper hand: the identity of individuals, of (structural or functional) organizations versus differences in any form.

Much of the previously valid behavior needs to be revised:

– Reflection on what is valuable and important also in our relationships

– Discarding reflexes and getting to know your own patterns

– Orientation towards development and growth – more on the inside than on the economic outside

– Learn to communicate clearly, in a friendly and understandable way and to take people with you into the new era.

– Respect that not everyone pulls in the same direction and

– Go further and allow change, even better, help shape it.

Responsibility begins with us for us and is then a prerequisite for smart relationships – also at the cost of demarcation and self-protection.

If we move towards a systemic-constructivistic understanding, we know about the second order cybernetics (Heinz von Förster) and the impossibility of completely detaching ourselves from the partiality of the observed system.  And yet, distance is good and also the clarity to address and express your own needs.

This is the only way we can grow out of this crisis with the feeling that we know exactly who we can rely on – and with whom we therefore want to continue to work and laugh together in the future.

We wish you a very comfortable and safe summer, take care and start dialoguing with us on your experiences,

Regards, Barbara & Michel

29 Jun 2021

Alternative Work and Life – Blog 2

The topics of podcast 2 (in German): Transformation drivers youth – culture – communication and the impact on corporate standards.
– Impact of new skills on the labor market, availability for companies
– Change of cultures and the death of old one-way information
– New frontiers are not defined by organizations, but by communication.
– The ephemerality of strategies: Fractal interventions and influences of dialogic communication on identities, organizations and strategies
– sensories of change perception in ecology and economy
– new guiding differences: legitimate and illegitimate

Many thanks to MacJingle for the fine implementation. We look forward to feedback and suggestions – as already with great thanks to the previous good ideas!

16 Jun 2021

Questions about letting go and winning.

“Post-heroic” is what Dirk Baecker (University of Witten Herdecke) calls the characteristics of leaders after – or just in between – lockdowns, partial physical isolation, and instantaneous expectations about the drivers of our happiness, our success.

And returning from the buzzword world to the mindful balance between disruption, technology pushes, (assumed) facts, and alignment with long-term values is what Simon, Weber and Friends call for.

Wow, this is going to be exciting. How do we manage clarity, disenchantment from learned demands (on us and of others) like “faster, better, higher, further” and balance them with unpredictability and vulnerability?

How do we become more robust, more resilient?

My assumption for the solution is a bold hypothesis: by taking more personal responsibility, becoming more attentive to the system as a whole, and giving up some habitual selfishness, which includes growth at the expense of others…..

Since the path to achieving the goal involves some effort, I begin with the benefits from transformation:

– We gain security from ourselves and experience in dealing with unfamiliar situations and others, even when faced with new, unexpected developments (Peter Sloterdijk calls this immunity through shared security)

– We learn to appreciate and consciously enjoy the beauty of our lives alongside all our efforts

– Our social competence and thus the easier, friendly interaction with ourselves and others moves to a new level. The reward: friendly recognition away from functional hierarchies.

– From a meta-level we gain overview of the essential. One of my favorite quotes by the philosopher Peter Sloterdijk: If you want an overview, you have to overlook some things.

Did you find yourself in this?

It can be so simple. Or?

– The first question that takes us further is: What is so significant that it should remain in our (professional and private) lives? What gives you stability, security, well-being, and a framework for the goals you still want to achieve, the beauty you hope toward?

– Then: what, beyond all learning from the momentary situation, learning about ourselves and our robustness, should become different, more beautiful in our lives? We are living a month-long seminar right now, training this co-immunity that is only ensured through togetherness, mutual recognition. What are the insights from this?

– And finally: what do we need to let go of now, to throw off ballast? Admittedly: the current situation makes it almost on its own to separate us from old patterns, beliefs, habits. Maybe there are other issues you want to leave behind, fears, differences, but also simply overcrowded closets and desks. Tidy up.

Reinvention as a leader

The involuntary or sometimes voluntary, conscious distancing has done its part to evaluate more critically the desire for the “post-charismatic” leader (Matthias Karmasin) and to discard it “as a relic of little use”, – even if the cry for rapprochement with the old, familiar is loud in some places:

FOMO control (Fear of missing out control). Is that really so? Or were we allowed – unfortunately without playful experience – to perceive ourselves already in a new attitude, new behavior? Maybe even find pleasure in it.

What are we already letting go of, letting go of, perhaps with quiet regret and firm resolution to remember it long and in good, and yet?

The answers are with you, individually and uniquely. And these answers influence us as leaders, as opinion leaders, as role models for those who need security, courage and a framework for their own development.

On a meta-level, “clearing out” simply also means gaining an overview and making room for new things, new interests, new methods, new networks.

It is a never-ending story that has now picked up speed and therefore requires our attention all the more. Let’s look forward to all the new and let’s look forward to beautiful memories and sometimes the transformation of sorrowful learning into hopeful understanding.

All the best to you, write to us, we look forward to it,

Yours Michel and Barbara

 

 

 

 

 

 

 

 

 

05 May 2021

Is ambiguous enough?

To doubt ambiguity is daring. Have we not worked long enough to allow the play of forces between both poles in an all-participatory way?

And yet, in view of the discussions about hybrid life that will remain in the future, it is appropriate to reflect on this and to pay attention to other models of thinking and decision-making.

The solution lies in more than both.

Both, the one with the other follow a systemic consulting loop into the positions of meta-validation, into potential, creative discarding and the search for transformation into creative innovation.

Two models of consideration as pars pro toto are given here. Both provide structure without prejudging content. They promote the essential ingredient of desired development, namely reflection and ownership:

A first model follows the format of the pentalemma from the school of Matthias Varga von Kibed and Insa Sparrer, who trace it back to the ancient, Brahmanic jurisprudence of the Indians:

– The One, Old, Existing is the first and starting point for our considerations – for the strategists of the old school, the inventory of the current state. Let us take as an example the current professions and their functional and legal descriptions.

– The other, the new, the desired future – in many development approaches also of non-trivial systems the target, the goal follows as second position. Following our example, here are those professions which futurologists consider to be necessary in the future. I have found one of these functions under the designation “Chief Remote Officer”, a “liaison officer” equipped with high social competence and transformation knowledge between the then no longer existing hierarchies. Can this go well, some will ask, and also want to recognize as: the “emperor’s new clothes” (loosely based on Hans Christian Andersen).

The journey has begun

We are already on the journey between the one, existing and the other, conceivable new, We alternate between our doubts and considerations, how the way from the actual to the target is to be accomplished.

Now the third position of the “and”, the “either and or”, the “both” is reached.

According to our example of the future world of work and its professions, this could mean naming those professions that remain valued, perhaps further developed and enriched by the addition of new knowledge. Or vice versa, new professions are supported by highly developed fact-evident, old knowledge: Who is not familiar with giving his current bread and butter job also a special touch through personal talents?
Or also, completely up-to-date, to exercise several occupations, activities parallel, this at different places, at different times and then also still many other facets more.

– The confusion because of the many possibilities and expressions aims at the fourth position, the “neither of both”, and does not have to mean to renounce all these possibilities, but rather in the systemic loop, in the daily Scrum and other helpful methods, to check the journey of the experiences, the result of the considerations, developments.

Which questions did we forget to ask?

Are our conclusions valid?

For the development of the professional world, this would perhaps also mean questioning whether all framework conditions, the regional markets, the needs of customers, our families and friends, and not least our own wishes, have been considered enough.

Do flexibility, agility, ambiguity offer enough answers in times of chaos?

How much structure is needed to tame disruption and dystopia?

What does “taming” mean and who is still in control and when?

In considering future career choices, this could lead us to question the profession of communicator, facilitator, consultant. Will we still need these professions or will they be replaced by artificial intelligences – remote learning, so to speak? And also: which intelligence will fix our drain?

– The journey starts from the beginning – looking at the One, old, then to the New, and so on to the “neither – nor”. Are we now sure about the future developments, about our part in it?

No? Now everything can happen!

– Then comes the master throw, the penta, the fifth position, a new dimension: the change and the completely different.

Which visions accompany us in our development, including our own ability, skills, responsibility?
How to do it? The magic word is transformation, letting go of the old, the new, both, none of the above … and then in their place: the dream of the best of all worlds.
For our example of future professional worlds, this means what? This long journey begins with a hearty, courageous “I don’t know”. Now everything can happen.

For the realists, for whom dreaming is too exhausting (written in times of Corona without cynicism, but with compassion), a still current solution from the workshop of Steve de Shazer is offered here:

The appreciative “Yes, exactly this one” is followed by a complementary consideration and examination, a “and also this one”, which then leads to a “maybe beyond”.

The appreciative, necessary quantum of security through the acceptance of the existing is strengthened and upgraded by the friendly interpretation, the change of perspectives and thus leads to the accepted new. 
Certain professions, especially social and infrastructure-related professions, will probably be needed for a long time; they will have to experience a different valuation. Other, trendier job descriptions will probably soon disappear or be absorbed into others as a result of digitalization and AI. And then, how will we shape cohesion and culture “beyond” that?

Perhaps this reflection on the basis of future job descriptions is an incentive to extend these two wonderful didactic and semantically rich models to other life situations?Whatever happens, let’s not allow ourselves to lose the personal responsibility and ability to reflect and decide:

Who or what do I want to be, what skills to use for what?
Write to us, we are looking forward to your input.

 

Yours Barbara and Michel

 

25 Mar 2021
Openses - Happiness

Little Happiness

 “There is magic in every beginning” (Johann Wolfgang von Goethe). Nassrudin (Nassredin) Hodscha calls the magic “wonderment.” So what is it, the moment of miraculous enchantment, the pause? And what have Goethe and the whimsical Nassrudin lost in the everyday business life of the “New Normal”?

I do not know. And: precisely because of this I am curious about possible solutions and twists – and the new big picture of our lives. Is that why I am already “agile”?

 How many perspectives does a meta-position offer? What can the many others add to our expertise? How many possibilities can be seen in the big picture? How much serenity does it take to recognize these as further solutions and how much strength to accept and implement them?

Were you counting as you read? The many “much(s)” that open up when we no longer remain in the pattern of “need to know”?!

Strictly speaking, I offered you the core themes of agility

– Not knowing and trusting
– Dialogue and then interdisciplinarity is a great extension of perception,
– Changing perspectives and relating them to the system – thinking outside the box – and then
– To be happy about the successful, small step, draw strength from it and make a next step.

Yes, you say. I know, you say.

Of course. And then: does this knowledge change your attitude, your behavior? How do we recognize the transformation, the change.

What illusion?!

Different levels cause different consequences and emotions

  1. we may give up the illusion of control, the longing to have everything under control and the last “illusion” of power over the system.
  2. we allow ourselves to trust in ourselves and then in the people who contribute to our visions, goals.
  3. only then do we open ourselves to the impressions and additions that reach us from outside. We marvel at the possibilities that we ourselves never considered. For years, I have been observing esteemed people who systematically do everything differently than I would, and: they manage it – often easier and more relaxed than I do.
    I’m learning. Just as long I focus on my “customers”, internally and externally. Their concerns provide impulses and open up my perspectives. Thank you for that.
  1. we are flexible and not dependent on rigid structures and certain experts/team members. Iterative steps bring necessary flexibility.
  2. we draw breath and recognize the small successes along the way. Serendipity. The small happiness.

Finally: the small daily happiness.

This happiness belongs to us individually or, within the organization, jointly aligned and experienced according to values. The prerequisite for this is the serenity to stay with oneself and to be attentive to the small coincidences, progresses and sections that happily open up for us.

How do you create the small moments of happiness for yourself? We, Barbara and Michel, are curious to learn from you. Write us, call us and expand your happiness moment by sharing.

Until then: stay healthy, curious and open! To imagine the better you don’t have to know the good (following Steve de Shazer).

Yours Barbara & Michel

 

 

09 Mar 2021
Angry Forgetting

Angry Forgetting!?

Angry Forgetting!?

Do you sometimes feel like it’s only Tuesday on Friday? Or that your short-term memory lets you down and you easily could be reminiscing about old memories?

You are not alone, but in good company of the many who spent the last months working at home and missed necessary challenges to practice their memory.

Never mind, it’s not that bad?

Unfortunately it is bad, because with the fitness of certain brain areas, the level of perception is also affected and with it the perceived and actual ability to concentrate, focus, reflect and understand complexity. This often leads to a sense of loss of control, and regardless of actual impairment, we then even more crave certainty, control, and power.

My thesis is, that the diminished capacity to grasp complexity leads to a loss of agility, a prerequisite for moving forward in the current situation.

Loss of control versus desire for power?

What is your experience? Has your working world become more hybrid?
How many benefits do you derive from the new situation?
Why don’t I ask about the disadvantages of the same?
What design frameworks does the “new normal” offer?
How do I maintain my perceived and actual capacity to think and remember?

One question can be answered quickly: asking about the disadvantages (for solutions of this kind) is less significant, they block our creativity and memory of successes.

More important to ask: what have you and your organization been successful at? How much agility and how much structure were helpful in reorganizing the world of life and work? How were you able to sustain courage and joy?
And then: how do we influence our ability to focus and quickly recognize, analyze, act, react? How do we maintain our flexibility?
How do we exercise our thinking skills in the context of new digital demands and increased lack of social, empathic interactions?
How do we react to, how do we distinguish between fake and subjective reality? How do we value facts? How “agile” do we manage complexity? How do we deal with uncertainties, volatilities, ambiguities?

What does our freedom consist of?

Certainly, we will all have to learn, develop and reinvent a lot. For today I have three approaches to offer:

  1. Nora Bateson refers in her reflections on “Emergence” to the assumption that many present results are preceded by developments of several generations and that a solution lies in this understanding without exposing the roots of the development. She calls this understanding “Warm Data” – empathy, intuition and understanding of the “system” – on which shared learning (“Symmatesy”) and solutions are then built on.
  2. Studies found that actually exercising different regions of the brain not only strengthens memory, but leads to a more relaxed, overall sense of well-being. Studies show that calm, serene engagement of the same brain regions lead to quicker and appropriate memories and decisions. I call it clarity from (letting go) and curiosity about what comes next.
  3.  reflection on one’s own need for secureness and control: Marshall Rosenberg writes in “The Purpose of Anger” that anger and rage are expressions of unmet needs. Recognizing and articulating these needs ourselves and then in others could save us a great deal of effort in imposing systems of control (on ourselves and) others.

How much better would then self-confidence, self-responsibility and sense-making work for complexity management and the development of agile attitudes.
I’m sure you can think of other helpful attitudes and skills.

Write to us. Together, we’ll create a diverse, agile, solution-oriented world in motion.
Oh yes: please let’s not forget to paint this future colorful and meaningful to us. Then it can succeed….

Write us your impressions and answers. Let’s learn and experience together,

Yours

Barbara & Michel

 

Supplementary literature

https://advances.sciencemag.org/lookup/doi/10.1126/sciadv.abc7606

Surprising Purpose of Anger by Marshall B. Rosenberg, ISBN 9781892005151

Nora Bateson: https://warmdatalab.net/warm-data

 

01 Feb 2021
Temptation

Temptation

Temptation. What a word. Temptation. No, not prohibition, not kick from self-harm. Or is it? Has the edge of the plate we look over become so narrow, the plate on which we eat life so small?

Reflecting on it is addictive. Danger of longing. Because today I mean nothing else when I write about temptation than the invitation to go beyond previous experiences. Drug-free, of course. Well then, let’s “try” it:

What holds, what gives structure in an old world that is more and more dissolving? What are old experiences that we should keep and new experiences that we should gather?

My inspiration for today’s blog was a classically presented offer of future orientation. It offers strict presumptions about digitization, remote work, management work and operational future scenarios. With all due respect: bullshit.

Do I have your attention?

Bullshit? It depends on the perspective!? If the author (s) speak for themselves and take responsibility, the prediction may be correct. If – as it is the case – we are asked collectively to convert the prediction into reality, this statement with a claim to truth is inappropriate. Because: Every individual is asked to follow their own plans, intentions, wants and skills in order to create reality. To know the results of the collaboration today is impossible.

‘Cause future is a mutual trial (and error)

My offer: Let us no longer pretend that we know, that we have the wisdom to see the future. And let us allow ourselves, our fears, our worries and our care and the knowledge that we want to steer our futures from different perspectives, expertise, the ability to react quickly and out of the longing for a beautiful and appropriate life for many. In their “Generative Change”, Robert Dilts and Stephen Gilligen emphatically describe that creative shaping of the future depends on our attitude. Only stability in ourselves, openness, the welcome of other inputs enable us to find solutions where there was previously externally controlled determination.

Have you given up looking any further?

Have you withdrawn into your own truth, into the familiar, the known? Just withdrawn into clear predictions that arose from the extrapolation of the past? Or decide to focus on yourself, to trust and to look for solutions in cooperation with others.

By this the “attempt”, the “temptation” takes on a different, beautiful meaning.

She leaves the outcome open, knows little about “either or” and often “as well as” and then “and then also” (note: based on Steve de Shazer`s und Insoo Kim Bergs „Brief Solution Synchronicity“, BFTC Milwaukee/Wisconsin).

Own tasks, people, intentions, cooperation, all of this begins to change and opens up many possibilities. Try it. What was quietly announced before the disruptive year 2020 is reality today. Terms like “positive” and “negative” have changed their connotations. Also allow “trying”: We define “trying” as a consistent search for solutions, developments, alternatives and then “both”: this “trying” does not know failure, only one path of development.

What is that to us as managers?

A lot, I would like to think: if executives can convey a new definition of “temptation” or “attempt” to the entrusted employees, employees should not dismiss an unsatisfactory result with “unsuccessful attempt”, which then entails waiting and withdrawal, but rather a continuous resumption, continuation and astonished, self-confident, creative, new “intermediate result” possible.

Is temptation addicting?

Maybe? Maybe not. It takes self-reflection and it takes effort. It takes courage to try unfamiliar territory, to discover yourself and creative solutions.

Is there a means for this? Let’s try with attitude.

  • Give yourself and your employees a framework in which solutions are possible (Dilts and Gilligan speak of the interplay between the body and the unconscious and the conscious in a constant dialogue.)
  • Give yourself and the employee a common intention (what do we want to achieve together?)
  • Develop a “generative”, trying mindset together (move yourself and the people you trust from being evaluated by third parties to an appreciative relationship.)
  • Find an appropriate, shared, creative solution (many roads lead to Rome: there is not just one solution, stay open.)
  • Convert obstacles into fine resources (change takes place where challenges and uncharted territory await.)
  • Drive the transformation forward steadily.

Tired of trying? Well. Then get down to work: do it!

Write to us: what should there be more of in the future, and of what less? Thank you for your feedback today,

Your Barbara and Michel

Proof:
Robert B Dilts, Stephen Gilligan: more information at www.stephengilligan.com

Insa Sparrer, Matthias Varga from Kibed at https://www.syst.info

10 Jan 2021

Seduction

Seduction. How seductive that sounds.

On the one hand to be seduced and on the other hand to seduce others. Surrender of power and presumption of power – or giving up responsibility or cold calculation.

I don’t want to write about that today. Or just so much:

We didn’t want to admit it for a long time. Not only will there be no “back to normal”, but also that “more of the same”, i.e. more control, more functional hierarchy, more efficiency, will not show us a way out of the current situation. Even if some of them wish so much to be able to hand over responsibility upwards or elsewhere.

No. It cannot go on like this. Not even through meso-esoteric encounter in denial of reality and facts.

None of this supports us as individuals to accept the new challenges:

  • Shifting space and time by the mixture of analog and digital work: how do we lead our employees towards social, economic and self-reflective behavior? Which structures are needed for this, which daily routines, technologies and meeting or co-working places. Much is already given to us by futurologists. The truth is: we don’t know and idea or assumption are just paths.
  • Creativity and innovation need new, interdisciplinary approaches. This includes courage not to (yet) know and nevertheless trust in the capabilities of the partner. How do we create a culture of trust where hierarchies of strong power and control predominate? Which of these structures will continue to be useful.
  • What or who gives safety and securness? When will artificial intelligence take over which tasks – even in terms of design – and what tasks will then remain for us as leader?
  • How can competences and new skills in order to deal with new framework conditions be acquired, if we have not yet understood the old systems and effective forces?

What does this have to do with seduction? And what does it have to do with leadership?

Entice yourself with clear thoughts and knowledge of responsibility to ourselves and then to those we lead. How it works?

Let us use the first few days of the new year and let us practice clarity. Clarity about the inner force driving us every day. No, this does not mean the earning of every day`s living, but what we are willing and deciding to contribute to the improvement of this world of ours. Let us find an orientation: no, not an answer to orders, but inner lighthouses that help us to continue every day with our goal in mind.

I know that right now is a demanding challenge. Every day we meet people who behave as if there was no new time, no other human beings to be considered, no fear of change.

Let’s try it anyway (and not only because the literature from Viktor Frankl to hypno-systemists like Steve de Shazer or spiritual NLPers like Robert B. Dilts, Steven Gilligan and many others set an example). The change of time, for example, can also be clearly read in the “old men”: what remains and what ages. Countless literature and recently remote training of the latter two prove: The concept of meditative orientation no longer fits into fast-moving times – it fits perfectly into fast-moving times.

A rapidly changing environment calls for an “as well as”.

Smart thinking and quick, agile adaptation. The abandonment of ancient knowledge and the appreciation of wisdom. A few days ago I asked a small group of highly esteemed, scientifically oriented colleagues: “How much value has wisdom?” Pause, reflect and try to find an answer: “Wisdom knows what it takes for now and what needs to be let go.”

It is important to let go the endlessly “bathe” in one’s knowledge. Instead we have to expand our ability to listen “differently”, to allow optimistic solutions in a future-oriented and open to interdisciplinary knowledge. Letting go means a consistent reflection on the existing and innovatively merging with new influences. Seducing yourself and others towards solutions means free learning, associating, inventing and implementing, means happiness.

So what is our personal contribution to the success of a better world?

The neurologist Gerald Hüther knows: “What is really contagious is the happiness radiated by people who have taken responsibility for themselves. These are people who have established a bond with themselves and the world that makes them happy. These people lead a life that we can only wish for everyone in this world. ”

What is your personal contribution to the success of a better world – despite VUCA, despite Covid-19?

My vision of my contribution for many years has been “seduction”. Namely the seduction of as many people as possible to accept and take on conscious responsibility and self-determination.

Admittedly, this is not a “hit” in times of fear, control and distancing. Scientific studies show social withdrawal and abandonment to a few.

The necessary transformation and positioning in an unpredictable, insecure and highly agile world with rapidly changing framework conditions can only succeed if we first define a future for ourselves in which responsibility, humanity and responsibility have a place.

What skills do we have to develop in order to be able to help shape our ideas for the future?

  • Everyone is talking about the basic understanding of contemporary technologies, how to deal with digitization and the idea of ​​possibilities from artificial intelligence
  • The conversion to hybrid systems of analog and digital communication has almost been successful. We are slowly catching up with our children, who use existing technologies as a matter of course.
  • The reflection of social skills, such as leading at a distance, is in development and needs your, all of us, support: because it begins with leading ourselves, seducing us into an optimistic-realistic future. And according to modern brain research, the future is created in our heads. Through an appreciative exchange with like-minded people, it comes into reality (compare Ludwig Wittgenstein’s Tractatus logico-philosophicus 😉
  • Trust in ourselves to cope with the unknown. My favorite “wise man” Nassrudin Hodscha (https://de.wikipedia.org/wiki/Nasreddin) gives instructions when he says: “From the bud of confusion the flower of amazement blossoms” – only when we allow uncertainty we may enter new territories and learnings, develop solutions and experience happiness.

What is our contribution to the success of a future world?

  • Drafting your own, authentic and livable future
  • The acquisition of the necessary skills and knowledge:

– Reflected self-confidence allows us to trust others as well – sometimes with the necessary courage – and to set off, to question what we have achieved and to plan and implement the next steps / phases

– Consider complex topics on a meta level without immediately diving into micromanagement

– Bringing courage and joy into our heads and hearts for a common, appropriate future amid changes.

  • The visible, comprehensible example and demonstration, the seduction of others to take measurements, to reflect and ourselves: Only when we have given ourselves meaning and direction, we manage to develop passion orientation and community orientation together.

Let us seduce ourselves and our co- creators to be more courageous for personal responsibility and curiosity about the new life. Let us seduce ourselves into learning and surprising solutions. The more we have sustainable, thinking, reflective people in our teams, the easier organizations will fit into future, to shape the future together, courageously, flexibly and with multiple skills.

With this in mind, we wish you a wonderful new year 2021 and look forward to your feedback, suggestions and helpful ideas. We are there for you!

Barbara & Michel

PS: Our digital advantage: if you want to read or hear more of the smart “old people” mentioned – the Internet provides multiply information 😉

21 Nov 2020
Post Servant leadership

Servant leadership

For years I have been working on the methodical approach regarding leadership, attitudes and coaching. And you subconsciously certainly do it too. In our considerations on how to manage our teams or when sparring with partners in the new virtual present, we test new leadership situations and experience the so-called turning point.

Turning point. That sounds almost spiritual. In fact, we are less concerned with visible transformation of objectives, but more with the ‘uplift’ of mindsets towards focus, concentration and creative power.

A switch in time. We realized – very pragmatically and step by step accepted – that after nine months of a pandemic context, we are at the beginning of something new. The new, that affects our everyday business lives and requires the understanding of leadership as a daily task.

Many new-fangled terms related to ‘agile leadership’ such as Design Thinking, Scrum or Canban, which originate from traditional developments in hypnotherapy, from quality management and organizational development, created new terms such as ‘agile coach’, ‘facilitator’, ‘connector’ and, most recently, ‘servant leader’ – albeit limited to defined tasks. Times changed and former limits escape.

Upgrade. This may almost look like a downgrading of management tasks when the mentioned terms are now applied to people, who previously derived their effectiveness from organizational related hierarchy and established processes.

And no, quite the opposite. To lead people through these restless times of Covid is the noblest task at any level of leadership. It means to serve the whole big one, to lead people out of the small retreat box, we like to escape into in times of crisis, and giving them courage and perspective for the new era.

Yes, it will be challenging.
Yes, it’s uncomfortable.
And it’s exciting, crackling, and appropriate for the moment. Old and new, reality and virtuality blur – virtual reality.

 

Courage. History cannot be turned back. Former Knowledge and experience are needed as well as the ability to separate with cherished rituals and familiar control mechanisms. That makes it uneven and difficult to accept for some. Resistance, sadness and worry are part of the transformation and are a prerequisite for making friends with new things afterwards.

Let’s use this “unfreezing phase” to think new and experiment creatively.
Now show off your skills as a “servant leader”:

  • Provide secureness and reliability through structures, a framework in which growth and creative development can and should take place. Check the “space”, which may enable solutions.
  • Appreciate the contributions of single ones, encourage new perspectives and contributions of your team and colleagues.
  • Support and accompany those who still lack the courage to come forward with ideas or the technical possibilities to adequately contribute.
  • Invent and learn to use new communication channels, analog, digital or hybrid. What is “real”, what is simulation, what is dreaming, what is totally new?

The characteristics and attitudes are “simply but not easy” and briefly summarized

  • Force
  • Enthusiasm
  • Love
  • Flexibility
  • Orientation towards long-term results
  • Emotional intelligence
  • Systemic intelligence
  • Spiritual, conscious, reflected intelligence

Admit to yourself, that you are a learner. Associate with your colleagues, with your team towards a desirable result. Cooperation and the commitment of all of our senses are required.

Be lenient. With others and with yourself.
Be demanding. With others and with oneself.
Be reflective. Observe yourself as you learn and lead in a new context.

 Playful. Supportive. Optimistic. Powerful. You are the role model to which your, our interlocutors orient themselves. This gives leadership a different, social, caring quality – for a different yet promising future.

 Remember: we, the toccaverde team, will accompany you through the new challenges. Safely and competently. Give us a call or write to us.