HOW DO WE ACT?

How do we change for the better Your Team, Your institution?

Some managers are brave. And some make this decision out of fear. Usually they already know that the moment when external help is needed will come. Although they do not want to acknowledge that they will not always be able to see problems coming. Because the latter often are results of the actions of those managers. It is normal for them not to notice – this is how the human mind works.
But sooner or later every manager, every team, every institution will find itself in a difficult situation. And then managers are forced to make a decision to seek help from an objective consultant/mentor/coach [however we call such a person].
Is it better to avoid such a difficult situation? Maybe it is better to ask for help earlier?
When a manager decides that he or she would like to receive help, we organize 2-3 meetings at which we specify „What is the situation, what do we want to achieve, what needs to be done?”. After setting the original goal and schedule of actions, I start with meetings with the managing managers, group meetings and separately. I need to know them: style of action and management experience, motivations, fears, strengths and weaknesses in relation to their functions.
I talk to all people in the team. Honestly, painfully but confidentially. On this basis I prepare recommendations for managers what needs to be changed in existing activities and what is new.
I observe all elements of the team’s activities – from vision to the smallest procedure. I „soak” in the style, character and climate of the team – so that the proposed changes fit this particular team.
After completing the analysis phase of the existing situation, I update with the client the original plan and schedule of actions and a list of expected detailed effects.
And I get down to action – with the predetermined benefits for the company and its people as the main objectives of my action.
For managers, I act as a Consultant, Mentor, Coach or Coach – depending on their needs, the situation we have identified earlier. The team members use the methods that are right for them. In this way we first change the so-called Mindset – we remove the resistance to change, increase confidence in the positive results of the actions taken and the good future of the team.
I use all my experience and knowledge – adapter to each company and person. I use experience resulting from the mistakes I once made as well as from effective actions. Apart from suggesting what can be improved, I help to create or create better effective tools tailored to the specifics of the institution/team.

And one more thing – I apply the Leonardo da Vinci principle – „Simplicity is the ultimate sophistication”. Nowadays they call it „lean approach”.