Definitions Leadership in the broader sense takes place almost all of the time and everywhere. We take part in conversations, we influence people, we persuade friends to follow a certain path with us… This document however is concerned with the leadership of people in organisations. As a rule we come […]
Name Meme (doctrine) Metaphor Popular names Fundamental motive Thinking Structures Process 8 Globalist Holistic Colour of the ocean, seeing the earth from space Global view Attention on the whole world dynamic, actions on a macro level holistic global flowing / ecological 7 Opportunity-seeker Integrative Solar energy, alternative technologies Flexible […]
Developed by Ulrich Grannemann Factors affecting employees’ performance Is the manager becoming more or less important for the success of the company? The manager is not the only producer of effects which influence the success of employees. Below you will find a system of factors which affect employees’ performance, along with a prognosis. Three […]
The four windows can be described as follows: Window 1: The area of free activity or the so-called "open self" is the part of the personality (e.g. motivations, behaviour etc.) which is known to both myself and others (colleagues, friends, staff members etc.). This part is usually very small in new groups. […]
0. Attitude Criticism (negative feedback) is not a right, but a necessity and obligation for supervisors 1. Yes arena Set the framework of a talk clearly, get permission: role, intention, goal and purpose, history … 2. Me messages Not “you”, not “us” or “we”, not […]
Leadership Style area Leadership means influencing others to achieve objectives. The choice of the most adecuate leadership style to apply depends on The actual situation The individual qualification and state of readiness of the followers (see next table). Which is the adecuate leadership style for the state of readiness? State of readiness Adecuate […]
The difference between task, responsibility and ability to make decisions T Task, objectives What is in fact my job? According to what objective criteria, objective recognition phenomena is my work evaluated? How sure am I that my inner job description in general terms agrees with the external job description? What is really expected […]
Interim talk or 4-Point-Review How can we close the gap between the annual Performance Review and the more reactive daily leadership business? How can we specify the complex and often intangible leadership job so that it can be specified and broken down easier? How can I find out and report as a supervisor whether […]