Archiv der Kategorie: Management

Here you find topics like planning, organization and leadership.

The thing about the well

You can find again and again executives, who avoid a prescient strategy with quick actions. Or others, who consider the development of a plan as a formula that reliably predicts the future. Or even those, who hide behind incalculability, in order to evade from long-term planning. With the decision to waive basic ideas, how the future should look like, they oversee the thing about the well.

Brunnengefallen

Without forecast you move with full risk and without reference point at the edge. Interestingly only a few people seem to make themselves aware of the following aspects.

  • Steps in complete darkness
    Without the formulation of vision, mission, influence factors, the strategic direction and goals as well as the determination of the core competencies, processes and deliverables you act blindly, as if you would be on the way in a moonless night and in complete darkness. And with this, unexpected events and unconsidered influences do create road blocks that can only be overcome with a lot of effort. Nothing changes, if you are lying in the well. It is still dark.
  • At two hundred in the fog
    The illusion being faster on the way casually is not much different than believing that you advance faster, if you rush at two hundred in the fog. Isn’t it clear, that it is neither a matter of avoiding obstacles nor keeping the track? The lack of orientation even does not guarantee that you move forward instead of circling. Eventually edges emerge, from where you can fall into the well. As soon as you are in the well, fog does not matter anymore.
  • Even in the well it goes deeper
    Surprisingly the fallen people in the well have the illusion, that they can make themselves comfortable in the deep. Even in the well it goes deeper. The tightness provides no security, since it still goes further down. For this reason you have to make all possible efforts to get out of the tightness and to get back on the way of strategy.

As soon as you are in the well, the effort for the development of a strategy seems to be negligible, since now a multiple is necessary, in order to make progress. The reduced room for action and the unclear way out do not only harm the already achieved results. On the one hand you are thrown back and on the other hand you still have to develop a future. This blocks the way into the future with additional difficulties. After the case is before the case. It is only a matter of avoiding this immense extra-effort.

Bottom line: Those many arguments that speak against the development of a strategy are incommensurate with the damage that results from a lack of forecast. Particularly surprising, wells appear from nowhere. Maybe the thing with the well motivates pragmatics to create a strategy – even if it is only done to avoid the fall.

Commitment happens inside

Enterprises are using tools for the administration of employees – the planning, procurement, employment, administration, development and controlling of the personnel. The employees are encouraged, retained, satisfied, developed and appreciated. The most important element is the commitment that enables the employees to engage themselves in the enterprise. Unfortunately the commitment always happens inside and therefore it is not directly attainable for HR managers.

Commitment

There are three possibilities to stimulate the commitment: formal, contentual and personal amplifiers.

  • Formal amplifiers
    Formal amplifiers are administrative measures that are tailored to an enterprise. They support acceptance by providing collaboration guidelines, role clarity, leadership and sponsorship tools. The collaboration guidelines that should be available in the context of the governance include defined reporting processes, the interaction, employee participation and similar. The role clarity is achieved by documenting the essential roles with their tasks, authorities and responsibilities. The leadership tools are characterized by comprehensible evaluation systems, clear leadership style, explicit target agreements, periodical feedback talks and similar instruments. The sponsorship tools are not only for commitment amplifying, but also for increasing the sustainability. This includes training, skill, and career development programs as well as performance-oriented incentives. Extend your current initiatives with appropriate amplifiers, in order to make it easy for your target group to commit.
  • Contentual amplifiers
    The contentual amplifiers are the most varied, because they are topic-oriented amplifiers that result from the field of work. They include interesting tasks, a variety of offers, focus on competency-oriented elements, and open exchange of information as well as challenges that maintain autonomy that are innovative and support changes. Interesting tasks appeal the personal interests of an employee. The variety of opportunities comes from various, cross-functional projects that allow a broadening of knowledge. Competency-oriented elements, like certifications and diploma, should be integrated into the measures. Exchange of information is realized by an open exchange of the contents. Challenges emerge from new topics, cross-functional and personal responsibility. Take a look at your initiatives from the perspective of your teams and make your tasks more attractive contentually.
  • Personal amplifiers
    The personal amplifiers are the most sensitive, because they are tailored to the interests of individuals that are triggered by internal control conviction. They evolve through the feeling of self-efficacy, justice, satisfaction and curiosity. Internal control convictions are conveyed by choice, creative and decision freedom. Self perceptible authority (self-efficacy) results from recognition of existing skills and personal offers. Justice is transferred by openness, fairness and legal certainty. Satisfaction results from a desired involvement of the target group into the overall happenings and the creation of an attractive identity. Curiosity can be satisfied by a respective exchange of information. Consider personal incitements and provide enough space for creativity for the individual people.

The commitment amplifiers are often used without a plan. One can boost the commitment by integrating the three amplification areas into the assignments and by using the other HR-tools (Personal development, incentive systems, and creation of an attractive working environment).

Bottom line: Even if commitment happens internally, there are various approaches to stimulate it. Formal amplifiers use administrative tools, contentual amplifiers use business challenges and the personal amplifiers use the individual interests, in order to facilitate the commitment of the employees.