InnovAchievers

David aveva molte difficoltà di comunicazione e interazione, non tanto con il team che gestisce, quanto con gli altri team che non sono sotto di lui.
Manager brillante e motivato a fare le cose per bene, aveva provato diverse cose, ma i metodi "da manuale" non funzionavano.

Il che mi sembra normale, perché le persone non funzionano come algoritmi.

Quando ha iniziato a adattare le sue interazioni in modo strategico, a seconda dell'interlocutore (ruolo, personalità, ecc.), ha eliminato molti attriti e ha ottenuto più risultati con meno stress.

Una gestione intelligente aiuta te, i tuoi manager e l'intera azienda.

Scrivimi per fissare un primo incontro di 20 minuti senza impegno e valutiamo insieme la tua situazione!

CLEAR THE WHITEBOARD AFTER THE MEETING:
YES or NO?

Sometimes I go to companies, enter the meeting room, the whiteboard is full of writings and schemes.

I try to wipe it, it's so old it barely goes away.
When it does, it leaves coloured halos.

Gives an impression of a stale, tired environment.

Busy, but in the wrong way.

Do the meeting, get out of the room, leave things there, don't clean after you, thanks goodness the meeting is over, let's jump to the next thing.

"The way you approach one thing is the way you approach everything"
told me a trainer once.

If you don't wrap up the concepts after the meeting, you don't clean up after you leave the room, nobody is responsible, nobody cares...

What (unspoken) message are you sending to the others?
And to yourself?

True, there are some unrestrainable geniuses and people that thrive in chaos.

But everyone, really?
What about the others, the majority in the company, who need clarity and guidance?

Curious to hear your thoughts!

yes... BUT...
only if what you say pleases the Executive!
And most people won't be so daring to run the risk of being shouted at.
👆
Doesn't THIS sound more like the reality of most companies?

🌫 Most people are not prepared or not motivated to think critically
🧨 Executives are overwhelmed, so anyone asking questions or proposing different things makes them blow up.

The few people who think differently and raise critical doubts trigger an annoyed reaction - or, even worse, light up a fire - because they don't understand the company's logic and politics.

So they will tend to raise fewer proposals, and the other people will want even more to avoid getting in trouble.

♾
The solution comes with better involvement, more listening, and transparent communication between the two parts.
And choosing the right moment for a more profound talk.

Yes, that's possible.
And desirable.

4 tips to navigate the world we are leaving behind:
1} Move from hierarchy to self-organisation
2} Change from protecting information to a collaborative model
3} Speed up ALL interactions
4} Use simple rules, rather than perfect analysis, to make quick