In stressful times, we increasingly tend to focus our attention outward. Particularly when we are challenged more than usual, why not look inward and do something good for ourselves? Self-care is a promising strategy – especially in challenging times. Self-care is not a magic cure, to be sure. But it does give us regular breaks from the so-called essential things that keep us on our toes every day. It provides
Clarifying expectations is one of those behaviours that we rarely pay enough attention to. Yet it would be so powerful, and it could strengthen our relationships. It is the behaviour of prevention because if you focus on this one upfront, you will avoid many heartaches and headaches later on. So why are we hesitant when it comes to sharing what we expect from each other? I assume it is because
In an agile environment, it is no longer enough to simply set a goal or place an order. You are expected to be convincing and credible. You, in turn, ask for self-responsibility and commitment. Particularly in the context of agile and digital, the commitment-conversation is, therefore, a crucial management technique that leads to the desired result and, on the other hand, to a trustful relationship. Commitment is a mindset and
“The oldest, shortest words – ‘yes’ and ‘no’ – are those which require the most thought.” Pythagoras You are facing a significant decision. For example, you have an attractive job offer on the table. The change seems to offer many advantages, but it also has consequences. Your thoughts are going round and round. You are torn. How could you proceed appropriately and come to the best possible decision? We all
You have made it: A new position, a new task begins. You are at the starting line. What matters now? If you think that the ‘first 100 days’ are a grace period, you might be mistaken. On the contrary: it is the very first steps that count. Onboard coaching supports you in setting the course for future success. Which particular topics need to be carefully considered? The first day in
William James once said: “The deepest principle in human nature is the craving to be appreciated.” The need for recognition seems to be ever-present, wherever and whenever we find ourselves spending time with others. At the workplace, respective complaints are expressed frequently: ‚I do not receive enough recognition for what I deliver, for what I contribute, for how much energy I put in this project…’. Sometimes I find myself wondering:
“Ms. Wanke, I’d like more openness and trust in the team, and I’d like to spend a day building it.” I can understand this request very well. A culture of mutual trust is one of the most valuable characteristics a team can achieve. It allows a team to collaborate effectively and in a pleasant atmosphere. Mutual trust increases both speed and quality. Everyone can move directly towards the common goal
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