Most of what we call management consists of making it difficult for people to get their work done.
"True leadership..."
“True leadership is not about superiority, position, or prestige. It’s about revealing and releasing the potential of those around you. Leadership is not about the power of one, but facilitating the greatness of many.”
Direct feedback
Have you ever thought about the effect of direct feedback? And the impact is has on YOUR performance?
Personally I work a lot better when I have direct feedback about my performance. The ironic part is that when you become a leader people around you somehow give you less and less direct feedback UNLESS you claim it. You have to actually pursue direct feedback from your surroundings.
I try to ask for feedback from the people I work closely with. Honest feedback and not just a chitter-chatter feedback. So the question is often HOW you react to the feedback you get – good or bad. Do you react with an open mind and as a learning experience – or do you go into a defensive mode, where you do not really hear what the other person is telling you. Honest and direct feedback can be hard to receive and thus it is also important to TRAIN in receiving and giving direct feedback. You can look into some of the tools in my last blog about developing relations, where every conflict situation is a possibility of learning something new...
Read moreDeveloping relations
People often ask me what kind of tools I use to get people involved and energized and today I would like to share some of these tools. Originally it is a toolbox that I have come to develop over a number of years and are based on the philosophy from a small coaching company called Scanlead and close cooperation over 15 years with a guy called Jørgen Sørensen. Basically the most important tool for me in my leadership toolbox is group dynamics rooted in three types of behavior: developing, maintaining and non-developing behavior.
The characteristics of non-developing behavior is negativity, inhibited problem solving, you have to- communication, fear and aggression, guilt blaming, control and resistance towards change. The characteristics for maintaining behavior (which is very, very common in all organizations) is a very general type of response with indirect approach, neutral expression like we or somebody should…., avoiding decisions, the common attitude towards things, on guard and passive acceptance...
Read moreFuture of Greenland?
What is the future of Greenland? Where are we as a Nation 20 years from now? Are we scattered all over Greenland as now – or have we migrated even more towards the bigger cities or the settlements where the jobs are available. And what about sustainability in a social context, where all citizens have job opportunities – and the responsibility to continuously developm themselves?
Are we a happy people or are we still struggling with our selfworth, our nationalism, or cultural heritage and our bilingual society as we are now? Can we overcome the challenges that lie ahead and form a mutual future where ALL people are welcome and contribute to society?
My belief is that we ARE able to overcome the difficulties that we are battling at the moment. A key for the future could be a collective vision of what kind of society we want. I have some ideas as to how to create this JOINT vision that I would like to share with you...