“We have tripped over the top of the time-management curve and now find the old way of leading, that is, “work harder, longer and faster”, is causing us to work slower, shorter, and more unhappily” (How to be a Positive Leader, Dutton and Spreitzer, 2014)
It is all over the news. The traditional way of working and in particular leadership and how organizations are managed, no longer works. But what does this mean in practice?
There is a need for “new” leadership, people that invest in Quality Relations. It has become clear that performance increases if employees get true and adequate attention and feel appreciated. Managers that are taking the time to being sincerely interested in their employees’ qualities and in knowing what is on their mind, enhances employees’ commitment and loyalty. The fundament is trust, trust in your employees and trust in your leadership.
“By bringing empathy, compassion, and energy into the workplace, leaders are able to enhance engagement and performance, and inspire their employees to innovate, find opportunity, and strive for excellence” (The Center for Positive Organizations, Michigan Ross University)
Walking new paths starts from your dreams and from there exploring options and taking concrete steps. The core of my approach is to recognize and develop talents along which empowerment of you as an individual or as a team. With empowerment I mean taking matters into your own hands, control and choose your own path. The degree of empowerment is also depending on the educational level, the background and the nature of the work. Empowerment in a professional setting means that employees have more freedom with regard to organizing their work, deciding themselves on what, how and when they work. Note that freedom and accountability are two sides of the same coin.
“There is a strong connection between a hightrust culture and business success. In fact, the connection is so strong that strategy-minded leaders, who care deeply about the financial well-being of their business, should make building a high-trust culture a top priority” (The Business Case for a High-Trust Culture – Great Place to Work, 2016)
Truly listening, recognizing and emphasizing qualities creates a connection that is based on mutual respect, I call this Management by Connection. Realizing this connection is the key to success and happiness. A sincere connection makes people feel valued and happier, you can rely on them.
“The greatest competitive advantage in the modern economy is a positive and engaged brain” (How to be a Positive Leader, Dutton and Spreitzer, 2014)
My approach relates to the insights and scientific research results of the iOpener Institute in Oxford. They are conducting research on happiness in relation to performance at work (The Science of Happiness at Work ™). Over and over again, research shows the importance of this topic for maximum growth and results. It also shows that this topic is under estimated.
The happiest workers:
- Are ten times less often sick in comparison to their least happy colleagues
- Have six times more energy
- Have the intention to stay working with the company twice as long
- Are twice as productive
“From all we know, climbing the development ladder is a complex, mysterious, spiritual process. It happens from within and cannot be imposed on somebody from the outside, not even with the best of arguments” (Reinventing Organizations by Frederic Laloux, 2014)