Posts

Meaningful Work Environment Is Built Through Discussions and Dialogue

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Meaningful work environment is built through shared agenda, which consists of shared discussions. Questions like, how do I perceive the world, how do you perceive the world, and what is the direction were heading together, are being unraveled in the discussions. In my opinion, leader’s central role in building the work environment is to make dialogue and the creation of the shared agenda possible. In order to open the discussion, you have to be aware of and acknowledge the limits of your own understanding and accept that for all of us, even for the managers and leaders, there are questions we do not know the answers to.

My Thoughts on Potluck Leadership

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There are no bad employees. There are only bad leaders and, as a consequence, employees, who are not in the right job. It’s the leader’s responsibility to see, if someone is in the wrong place, and draw the necessary conclusions.

Being a Leader Is, In Fact, Fun and Easy

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Being a leader is really not that hard. Of course you will encounter difficult situations, but ultimately leadership is just ordinary interaction between two people. It’s all about people skills. he essence of leadership is genuine interest in other people and their work at the workplace.

Real Turning Point and Revolution comes with Understanding

We are so easily educators and teachers to each other and at the same time we’re trapped in our own private silos, our own thoughts and our own assumptions. Instead, the real turning point, cultural change, means understanding other parties and finding the methods to increase the understanding and motivation. The word method means here real operations and actions. The target is to change the way of doing.

Performance Management Survey Reveals the Pain Points of Finnish Management Practices

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Cloudriven conducted a survey, which concentrated on topics that are important in combining the ability to meet operational efficiency with creativity requirements. Survey was composed from the point of view of organization’s performance management process. The invitation to the survey was sent out to 1330 HR professionals in Finland and 113 responses were collected representing 8.7 % of all invited.