Zsuzsanna Friedl

🤝🧘 Can leaders actively support employees’ recovery? Even though leaders are central agents at work, the role of leadership in employee recovery has largely been neglected. In their new publication, Sabine Sonnentag, Ronit Kark, and Laura Venz thus investigated the role leaders play in employee recovery. They conceptualized leaders’ support for recovery as empathy for recovery (e.g., being attentive to employees’ recovery needs), respect for boundaries (e.g., not contacting employees during after-work hours), and role modelling (e.g., talking about their own recovery preferences). Results showed that especially respecting boundaries was beneficial for employees’ psychological detachment from work (i.e., mentally leaving work behind) and, in turn, their well-being. Notably, the benefits of leader support for recovery were not evident in low-quality leader-member-exchange relationships. Accordingly, the individual relationship between a leader and their employees plays an important role. Interested to find out more about leader support for recovery? Find the full paper here (published open access): https://lnkd.in/eicRjvVY

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It was a pleasure to have Oliver Kannapin, Lead Consultant in FranklinCovey DACH and co-author of best-seller "The 4 Effective Leadership Strategies" in German, join me on The Nature of Leadership podcast. Below is one of many valuable insights that came out of our conversation around the influence of leadership, with a focus on the connection between strength of character as a leader, and high-trust, effective teams. I'll ask you the same question I asked Oliver: What's emerging about the nature of leadership that you think we should all take notice of? https://lnkd.in/eFffnW26

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Do you want to sharpen your coaching and leadership skills? Then Dr. Blanka Bellak and I have the right course for you from February to May 2025: The Vienna Coaching Insight Course. It will cover advanced listening skills, leadership coaching, and more. See here for details: https://lnkd.in/dhvED9iG Katharina Kerres, Michelle Lynne, Friedrich F., and Kerstin Kraus are just finishing our Core Course. Ask them about how it is to learn coaching with us 😊 #coachingcourse #leadershipcoaching

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How to #lead now... 16 experiences how to lead in change. Today #4: IT'S IN YOUR HEAD. ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit. English transcript: If I can take a penalty like Lewandowski or Modric did a few days ago, then I have two options. First of all, I'll say that I'm probably really nervous because everyone is watching. But at the same time, I've been chosen to take the shot. That means a certain expectation, appreciation, but of course huge pressure. Now it mainly happens in the head and you can see it like this: man, that's a huge goal, I can shoot from the bottom left, top right and so on. I see a huge opportunity or I see a problem because the guy is there, dancing around it, looking at me strangely, so I always see these barriers and the same applies to change. You focus on these opportunities or on the barriers. You can't ignore one or the other, but this basic attitude is important because it transfers to the team, to the thing itself and so on. So I always try to see it positively, with respect for the negative.

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If you've ever asked yourself: Is our organizational culture actually supporting our strategy? How can we align the way our people think and act with our organizational values? What systems, processes, and governance structures stand in the way of change? Then it's time to consider a strategic cultural transformation. Cultures evolve organically, but to thrive in a growing and scaling organization, intentional change is crucial. Let us help you align your culture with your strategy for lasting success. #OrganizationalCulture #CulturalChange #Leadership #Strategy #TeamAlignment #TPCLeadership

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How to #lead now... 16 experiences how to lead in change. Today #1: How does the new come into the world? ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit.

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How to #lead now... (english transcription) The first question for me was, how does something new come into the world? Everything is basically occupied, the brain is full, the hard drive is full, the calendar is full. How does something new come into the world? And for me it is basically this overlap. Why? Because there are people who say: hey, man, we could do that, we have aspirations, visions. We can fly to the moon. Like Elon Musk, he also has the craziest ideas. Children have the craziest ideas: where would my extra two eyes be if I had four eyes. The adults say: behind my head. The child says: here in my throat, because I could see my heart. So, it's really easy to go crazy. And there are people in every team who say: hey, man, why don't we do it like this and like that and like that.  Of course there are others who say: aha, data protection, legal issues. We've already done that. We don't need it and so on. And the new thing for me arises exactly in the middle, from this AND. And as a manager I of course sometimes have to make a decision and not make everyone happy, but the more overlap, the more sustainable the new thing will be. And that is practically my experience number one.

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🌟 How to Get the Best Out of Your Employees with Facilitation Workshops and Thrive in 2024! 🌟 In today's fast-paced business environment, empowering your employees is more crucial than ever. One of the most effective ways to do this is through facilitation workshops. Here's how we can help you unlock your team's potential and drive your company to new heights in 2024: 🔑 Unlocking Potential Through Facilitation Workshops Enhances Collaboration and Communication Facilitation workshops create a safe space for employees to share ideas, ask questions, and provide feedback. They foster open communication, breaking down silos and encouraging cross-departmental collaboration. Boosts Employee Engagement Workshops involve interactive activities that keep employees engaged and motivated. Engaged employees are more productive, innovative, and committed to their work. Identifies and Develops Leaders These workshops help in recognizing potential leaders within your team. They provide opportunities for employees to step up, take charge, and develop leadership skills. Encourages Creative Problem Solving Facilitated sessions encourage brainstorming and creative thinking. Employees learn to approach problems from different angles, leading to innovative solutions. Aligns Team Goals with Company Objectives Workshops help in aligning the team's efforts with the company’s strategic goals. Clear understanding of objectives ensures everyone is working towards the same targets. Investing in facilitation workshops is not just about training; it's about transforming your workforce into a cohesive, motivated, and innovative team ready to tackle the challenges of 2024 and beyond. Want to know more - call: 07854652220!!! #Leadership #EmployeeEngagement #FacilitationWorkshops #WorkplaceCulture #Innovation #2024Success #SMEs #Entrepreneurs #ProjectManagers

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Embracing Long-lasting Behavioural Changes While Embedding Psychological Safety at #OSMS24 As the last day of this 3-day conference begins, the focus is on groundbreaking approaches that elevate the dynamics within our workplaces. One of the themes Franziska S. & I spoke about was the integration of neuroscience-based long-lasting behavioural change techniques, mental health first aider tools and the necessity of establishing psychological safety within our workplaces. #Neuroscience provides profound insights into how our brains work, influencing our behaviours and interactions. By leveraging these insights, businesses can implement strategies that promote sustainable positive behavioural changes to enhance focus, resilience, adaptability and cohesion. These benefits can be gained only when #Management works with #AgileCoaches / #ScrumMasters as one united front, away from a THREAT state towards a REWARD state. #PsychologicalSafety is the cornerstone of high-performing teams, role-modeling leaders and healthy businesses. When Agile Coaches / Scrum Masters feel safe to express their thoughts, take risks and make mistakes while still being supported by management, without fear of retribution, innovation and collaboration flourishes, spilling over to their teams and directly reflects on their company culture & ROI. This involves active listening, eradicating assumptions, being curious about other’s perspectives, having compassion & empathy and encouraging diversity of thoughts & ideas without judgment on a business-wide scale. Creating an environment of psychological safety requires intentional efforts from both a top-down & bottom-up approach. It’s a responsibility of everyone in a business. #Management: * Fostering a more supportive & motivating psychologically safe environment * Building trust between them & Agile Leaders / Scrum Masters, incorporating them in decision-making processes and recognising & celebrating their efforts * Mirroring a culture of growth & resilience towards a REWARD state #AgileCoaches / #ScrumMasters: * Remembering you’re the voice of your team & their biggest supporter * Building trust between you & management, incorporating them in decision-making processes and recognising & celebrating their efforts too * Promoting a culture of growth & resilience towards a REWARD state #Teams: * Speaking up when you don’t feel psychologically safe and supported * Building trust between you, your Agile Coaches / Scrum Masters & team members, contributing ideas, taking ownership of your work and collaborating effectively * Recognising & celebrating each others efforts These concepts, when consistently implemented, cultivate healthy, psychologically safe and productive environments where every member of an organisation feels valued, supported and empowered to thrive together. #Agile #Scrum #SCARF #FOCUS #NLI #Neuroscience #ICF #PersonalDevelopment #ProfessionalDevelopment #MentalHealth #Team #Leadership #Coaching

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𝗗𝗲𝗮𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝗚𝗲𝗿𝗺𝗮𝗻𝘆 🇩🇪 This week I had the pleasure of delivering a training session on change management in Germany. Navigating change can be challenging anywhere, but in Germany, certain cultural specifics play a key role in how employees and organisations respond to change. 𝑯𝒆𝒓𝒆 𝒂𝒓𝒆 𝒔𝒐𝒎𝒆 𝒉𝒂𝒄𝒌𝒔 𝒇𝒐𝒓 𝒎𝒂𝒏𝒂𝒈𝒊𝒏𝒈 𝒄𝒉𝒂𝒏𝒈𝒆 𝒆𝒇𝒇𝒆𝒄𝒕𝒊𝒗𝒆𝒍𝒚 𝒊𝒏 𝑮𝒆𝒓𝒎𝒂𝒏𝒚: 1️⃣ Emphasise structure and planning: Germans appreciate well-organised, structured approaches. Make sure your change management plan is clear, with step-by-step details, timelines and goals. Employees expect to know what's coming and how it will affect them. 2️⃣ Communicate early and transparently: Germans value transparency. It's important to communicate the reasons for the change, the benefits and the expected outcomes clearly from the outset. Surprises are generally unwelcome. 3️⃣ Involve employees and works councils: Collaboration is key. Works councils have considerable influence in German companies and need to be consulted at an early stage. Employee involvement builds trust and reduces resistance. 4️⃣ Training and development: Providing employees with structured training and resources to help them adapt to change shows that you are investing in their development, reduces anxiety and improves commitment. 5️⃣ Patience and consensus: Decision-making in Germany tends to be consensus-driven, which can slow things down. Take the time to build consensus at all levels to ensure lasting commitment to the change.  6️⃣ Long-term focus: Present change as a long-term investment in the company's success. Germans tend to take the long view, so showing how the change aligns with the company's sustainability and future growth will resonate better. Of course, every company and industry is different, so the approach to managing change may vary. However, understanding these cultural elements can provide a strong foundation for smoother transitions. What strategies have you found to be effective in managing change, especially in the German business culture?

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Why do companies struggle with change management? Stefan Stojkovic from Futurist.coach has a "powerful" approach 😉. Check out some thoughts on this here: https://lnkd.in/g3QKzjh6 #change #changemanagement #leanchange #learnchange #organisationalchange #growth #agile #agilechange #projectmanagement

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As leaders and managers, you are often confronted with problems; some are easy, some complex, and some are even wicked. But what exactly are #wicked #problems, and what is their relevance to leadership and management? In our newest #unFIX E-Learning Course, you can gain the necessary insights: 1️⃣ Understand wicked problems and their relevance to leadership and management 2️⃣ Grasp key concepts of systems thinking and complexity science 3️⃣ Learn to use the Wicked Framework to assess and tackle wicked problems Join now with a 50% discount at https://lnkd.in/eUBM6qwF

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The Magic Starts With Connection: Part 1 - Authentic Leadership ESSENTIALS Podcast Get ready for an insightful discussion in this, the 5th episode, as I sit down with Silke Maurer, the COO of a major corporation in Munich, Germany. In this first of two episodes, we'll explore Silke's firsthand experiences with Authentic Leadership and her unique insights on how connection plays a crucial role in effective leadership impact. Get ready for an engaging discussion! Dive into the podcast now by clicking the link below and be part of the connection! Silke Maurer https://lnkd.in/dvA9Qv_p #leadershiptraining #leadershipcoaching #authenticleadership #leadershipdevelopment #leadership #selfdevelopment #vulnerability #psychologicalsafety

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There are organizations with low energy, and there are organizations with high energy, which everyone can feel. The difference is often made by leaders, and this has now been scientifically studied. How exactly this works is the focus of this article.

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What does strategy implementation mean to employees? Despite the strategic picture being painted by the leaders through their promises of a rosy future, strategy implementation translates to two words to employees… MORE WORK! Not only do they have to continue doing their normal jobs, but now they must also take additional actions to start implementing the new strategy. We are constantly adding to employees' workload without subtracting anything. Best practices from top-performing companies to create the required space to take the right actions include: 💡   Identify the current actions that are now obsolete as you implement the new strategy, such as products that are no longer being sold or customer segments that are no longer being targeted. 💡 Reduce the number of meetings employees have to attend. On average, one-third of meetings do not add value. 💡 Empower employees. Empowerment has been around for many years but takes on a new burst of energy when implementing in a digital world, as numerous policies and procedures have become obsolete, and employees need to be able to work smarter rather than harder. 💡  Enable employees for success by providing them with new skills and techniques, such as data translation, coding, and design thinking. 💡 Ensure employees have the required resources. A digital transformation typically requires moving one-third of the resources within the organization to support employees' taking the right actions. 💡 Allow employees to choose their own actions. When they do, they are up to five times more motivated to take the action. Discover more easy-to-adopt tips and techniques in my new book, “Implement Doing It Right in a Digital World.” #digitaltransformation #digital #strategyimplementation #worldclassimplementation #Implement

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"Coach sein kann jeder…“ Ich bin dankbar und stolz, meine PCC-Zertifizierung (Professional Certified Coach) von der International Coaching Federation (ICF) erhalten zu haben! Im Verband bedeutet dieser Meilenstein: 👉 Über 500 Stunden Coaching 👉 125+ Stunden ICF-certified Coaching-Ausbildung 👉 Das Bestehen einer strengen dreistündigen Prüfung Für manche mag dies nur ein Zertifikat sein, aber in der Welt des Coachings bedeutet es ein Engagement für hervorragende Leistungen und eine Verpflichtung, die höchsten Standards in Praxis und Ethik einzuhalten. https://lnkd.in/e8KZ6wrH Für mich persönlich ist Coaching nicht nur ein Job; alle, die mit kennen wissen, dass es meine Leidenschaft ist. Es erfüllt mich, 💫Teams in Veränderungsprozessen Stabilität zu geben 💫Vielfalt und Integration in unseren Organisationen zu fördern 💫 Sozialen Organisationen mehr Leichtigkeit für ihr gesellschaftliches Engagement zu bringen 💫 Konflikte zwischen Kollegen und mit Vorgesetzten zu begleiten für eine bessere Balance zwischen Ich- und Wir-Bedürfnissen. Makes life easier! Vielen Dank an alle, die mich auf dieser unglaublichen Reise begleiten: ORSC-Wonderones&Faculty, Family&Friends, my Lawyer (kleiner Scherz 😝), meine Klienten-Teams und Konfliktpartner für euer Vertrauen in den Prozess. Lasst uns gemeinsam feiern! In den nächsten zwei Wochen biete ich 10 kostenlose Coaching-Gespräche für Konfliktsituationen im Business an. Wählt euch zu zweit oder allein ein. Welcher Konflikt belastet dich? #teamcoaching #PCC #ORSC #ICF #Konfliktgespräch

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ICF Germany CoachingLAB 2024 was incredible! Leaders gathered for a future of ethical coaching and positive societal impact. 🌟 Reflecting on the event, the community's passion was contagious. Leaders came together to uplift coaching as a profession, aiming for high ethical standards and a positive impact on society. Here are key takeaways: 💡 Gender and leadership are tightly linked. 💡The last decade has transformed leadership with technology, making it volatile, uncertain, complex, and ambiguous (VUCA). Leaders now need compassion to navigate rapid transformations. They are role models, shaping effective leadership through individualized coaching. Coaching provides: 👉 Personal development tailored to individual needs. 👉 Measurable outcomes: happy clients, resolved conflicts, and clear Return on Expectation (ROE) and Return on Investment (ROI). The truth is: Assumptions need checking constantly! Leadership isn't just about reaching goals but about embracing the journey and supporting others. Coaching guides us like a lighthouse through the fog of complexity, highlighting the importance of empathy and clear communication. Let's continue the conversation on how coaching can transform our workplaces and society. 🤔 What are your thoughts on effective leadership in a VUCA world? 💭 Congratulations to the President Cristina Mühl, and the elected one for next year Anke Paulick, #Leadership #Coaching #ICFGermany #Empathy #Transformation

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How to #lead now... HELP. Sometimes just asking for help can save your life... 16 experiences how to lead in change. Today #16 (the last one) ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit.

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