Jeannette Spies

🛒 I have added two products to the Dare to Facilitate Shop. https://lnkd.in/dtfv7W75 1️⃣ Dare to Master: Facilitative Leadership PDF Guide & Darekit – 150 SEK Welcome to this guide designed for leaders, both formal and informal, who want to improve their ability to lead their teams through facilitation. https://lnkd.in/dQ8de9iq 2️⃣ Dare to Unlearn: Reflection Guide – 79 SEK As leaders committed to growth and progress, it's vital that we confront and transcend the biases we've inherited from traditional models of leadership. This reflection guide is designed to help you break free from these constraints by engaging in self-discovery and intentional unlearning. https://lnkd.in/dz9AnT7Y #DareToFacilitate #DareToUnlearn #DareToMaster #FacilitativeLeadership

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How many « you need to » have you heard of on your #leadership journey ? 👉You need to trust your team 👉You need to empower your team 👉You need to take care do your team 👉 You need to foster growth and innovation within your team A recent journey through the Nordic countries made me reflect on the profound lesson we can draw from Norwegian parenting, where children as young as eight are trusted and empowered to take responsibility, make decisions, and navigate challenges independently. YES!😳 As young as 8yrs old! This approach cultivates a strong sense of self-reliance and confidence in children. Parents trust their children to explore, make mistakes, and learn from them. They believe in their potential to handle responsibilities and solve problems, thereby nurturing resilience and critical thinking from an early age. Consider these facts about Norwegian parenting: #OutdoorPlay: Norwegian children are encouraged to play outside, even in harsh weather. This builds resilience and problem-solving skills. #EarlyIndependence: By age eight, many Norwegian children walk to school, use public transport alone, and participate in after-school activities without constant supervision. #DecisionMaking: Children are often included in family decisions, teaching them the value of their input and preparing them for responsible adulthood. How is #parenting in your country influencing your future #leaders?

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Soon it will be here! Anna Wilson and I are publishing a book about Claes Janssen's Four Rooms of Change Theory. Why will it be exciting...? 🌟 Our book about the Four Rooms of Change will be published in spring 2025. Anna Wilson owns all the copyrights and has all the documents from Claes. And her dog Minna, helps us 😊 Up to now, there has been little comprehensive information about this. We want to change that and finally bring this exciting theory to the public. 📚What can you expect from the book? - The description of the Theory and how Claes developed his "everyday psychology". - How this theory and tools can strengthen other approaches to change and development approaches such as the IDG's, Kotter's 8 steps, Theory U and MBTI. - The added value of using the Four Rooms in different social settings, in change processes, team development, leadership development, coaching, cultural development in Business, Public Sector, NGO´s and in schools. We already have use cases from Sweden, Germany, China and Mexico. The Four Rooms of Change is used by Certified Users all over the world. Would you like to share your experience and contribute? Please contact Anna or me. Share your experiences and become a part of the project! Harm Wesselink Peter Belker Judith van der Hoorn Andreja Hlupić Giuliano Tarditi Rajka Marković Zvjezdana Dragojevic Dr. Ilkay Gultas Luis Alonso Sandoval Stina Hedin Dr. Jari Große-Ruyken 郭尚文 Lena Sobel Mike Cook Angela Scaffidi Manuela Gräfin von Zeppelin #enjoydevelopment #FourRoomsOfChange #Janssen’sModel #Change #Transformation

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A huge congratulations to you! 🎉 You are amazing and the true leaders of today and tomorrow. 🌟 It has been exciting to be a part of the process, and I look forward to following your journey in the future. 🚀👀 #lifelonglearning #Deloitte #performancetraining #leadertraining 

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What an inspirational and thought-provoking conversation I had yesterday with Amy Edmondson at our global partner meeting. It got me reflecting on a (for me) important question: Q: What is the connection between psychological safety in a team and doing the inner work? How do we create sustainable change? Where do we begin? We are always interacting with a context. The question is, what is the base level you bring into your team context? Your inner beliefs and assumptions, fears, needs, and values shape your decisions and actions—and these have a direct impact on the level of psychological safety within your team. This impact is even greater when you’re the leader. Leaders who hold limiting assumptions about their team’s potential may unknowingly hinder innovation, suppress open communication, and discourage risk-taking. This can limit both individual and organizational growth. For me.. to make a sustainable impact, it’s essential to address both dimensions: 1️ Doing the inner work – reflecting on and evolving your own beliefs, assumptions, and values. 2️ Fostering team dynamics – creating an environment where psychological safety can flourish. For organizations, investing in these dual learning experiences—for individuals and teams alike—this should be a priority. It’s the key to unlocking authentic growth, innovation, and long-lasting success. What do you think? Just curious. How do you approach these challenges? #Caeruscoaching #CaerusChange #AmyEdmondson #Innovation #HighPerformingTeams #Highstakes #psychologicalsafety #leadership #rightkindofwrong #wisdom PeopleTalking Aristotle Performance Anouk Holsboer Scott Chambers Meike Harten ❤️‍🔥

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Autonomy and a clear vision - effective leadership principles 🌎 The key to attracting and retaining top talent lies in granting autonomy and offering genuine recognition 🤝 In the context of Nordic leadership, autonomy is a cornerstone. As Søren Kierkegaard said, "The task must be made difficult, for only the difficult inspires the noble-hearted." 👉🏾 Autonomy empowers employees to; 🌱take ownership 🌱fostering innovation 🌱driving results A-players thrive when they have the freedom to lead projects and make decisions, not just execute tasks. This empowerment ignites their potential and inspires excellence. Recognition is equally vital. In Nordic cultures, appreciation and acknowledgment are intrinsic to creating a supportive environment. When employees receive recognition, they feel valued and motivated. Allowing them to put their name on their work and thanking them for their efforts enhances their sense of belonging and purpose 🤝 By providing autonomy and recognition, you create a culture that not only attracts but also retains the best talent, allowing them to shine and drive the company forward 🚀 Be All You Can Be #leadership #leadershipdevelopment #management #humanresources #motivation

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Our society is caught in the grip of polarization, with seemingly irreconcilable divisions holding us back from solving the daunting challenges we face. When opposing sides dig in, unyielding in their positions, progress feels impossible. But what if there’s a way forward—one that bridges these divides and opens the door to real solutions? Penn State University professors John Iceland and Eric Silver have introduced a groundbreaking framework that gives leaders the tools to navigate polarized perspectives. Their BIG idea: two equally valid worldviews—social justice and social order—are at play in nearly every major conflict. For example, immigration: the social justice perspective sees immigrants as individuals seeking refuge and a better life, while the social order perspective raises concerns about the strain on cities, schools, and hospitals. Both views are valid. The challenge is real. And it’s tearing at the fabric of our nation. Here’s the takeawy: one view is NOT heartless, and the other is NOT ignorant. Only by respecting each other’s worldview can we start to build solutions. The stakes are too high, the challenges too urgent. We can no longer afford to be trapped in polarized positions, unwilling to listen or yield. We can fix this. But only if we choose to. It starts by understanding, respecting, and finding common ground. Let’s take the first step—together. #InnovativeLeadership #BridgingDivides #BigIdeas #FutureReady #UnityinDiversity #SocialJustice #SocialOrder Sage Partners Join our important conversation:

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We often speak about the importance of managing our time, but we focus less on something even more critical: managing our energy ⚡️ A few tips to help you manage your energy effectively: - Create “energy boundaries”. Set boundaries to protect your energy from draining situations or people (e.g. Do you have a colleague who is always gossiping or complaining? practice saying no and don’t engage in those conversations…) - Adjust your workplace to calibrate your energy levels. Ensure good lighting ☀️, a plant 🌿, or an organized desk to maintain positive energy 🫧. - Schedule recharge time regularly. Prioritize activities that charge your batteries, whether it's alone time, exercise, or socializing. (For me is obviously socializing 😅) - Know your “red zone”🚩Recognize signs of exhaustion and take a break before reaching your limit… - Create simple rituals to optimize productivity and maintain a positive workspace. For example, always turn notifications off on your cell or Slack until you finish the most important task of the day. Or clean up your desk and leave it ready every evening so that you start your day in a pristine workplace 🤗 Remember, how you manage your energy each day impacts how you live your life. Take control of your energy to make the most of every hour 😉 #EnergyManagement #ProductivityTips #SelfCareTips

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I think it's fascinating to see how fairness - or the lack of it - plays out in the world. It's even more fascinating to see how we're personally driven by a need for fairness, even if we're not aware of it. Here's a way to consider how much your natural fairness driver affects you:  how often every day do you try to make sure that you get your fair share or that others get their fair share - in small ways like sharing a pizza, making plans or divvying up work within a team.  You can learn a lot from these small things, then see how you use that same driver to shape your views about bigger issues like equal pay or equal rights. 

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📚 Book Review: "Surrounded by Idiots" by Thomas Erikson As someone with over 20 years of leadership experience in market access, I’m always looking for insights that can improve communication, collaboration, and strategy in complex industries like healthcare. Recently, I read "Surrounded by Idiots" by Thomas Erikson, a fascinating exploration of human behavior, communication styles, and how understanding personality types can transform workplace dynamics. Erikson breaks people down into four behavioral types: Red (dominant), Yellow (influential), Green (steady), and Blue (analytical). By recognizing these traits, we can better navigate interpersonal relationships and foster more effective teams. This framework is especially relevant in the healthcare sector, where diverse personalities must come together—across teams, institutions, and stakeholders—to drive innovation and patient outcomes. Whether negotiating market access, managing multi-disciplinary teams, or engaging with healthcare providers, understanding these behavioral dynamics can be the key to unlocking more productive interactions. For market access professionals, tailoring your communication approach based on who you’re interacting with—whether it’s a Red decision-maker or a Blue data-driven analyst—can help build stronger connections and deliver more impactful outcomes. I highly recommend this book to anyone who wants to elevate their leadership and communication skills in healthcare and beyond. 💡 By the way: Here is the link to the book e.g. at Amazon https://lnkd.in/efYA72Xc - I however bought it during my last trip to #newyork in a small, local book shop... #Leadership #MarketAccess #Healthcare #Communication #SurroundedByIdiots #BookReview

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This might sound harsh. But it seems to me that a lot of consultants employ the “sit around and wait” strategy. I’ve heard it time and again. From many different types of newly forged independents. “I’ve made my website and told my network I’m available for consulting projects. And nothing has happened! No one is reaching out to me.” Sometimes it’s even more pronounced from the super-senior folks. As if a few decades of experience or an elite pedigree automatically translates to incoming work. For a select few, that’s exactly how it goes. For the vast majority, consistent and bullheaded action is required. What are those actions? Put simply - only the behaviors that will have the largest and most immediate impact on your lead generation and reputation. They’ll run the gamut depending on your industry, specialty, goals, personality and target audience. In another post, I can share what actions have worked for me as a Fortune 100 communications consultant over the last nine years. But this post isn’t about the specific actions to take. It’s about the fact that you must take action in the first place. Seems obvious to me, but apparently this needs to be said. The "sit around and wait strategy" isn’t a strategy at all. Do you want to build your business on a hope and a prayer? Do you want to live with constant anxiety? Do you want to be forced to say yes to anything that happens to come in the door? If the answer is no, then here's the harsh reality: You have to work every single week to position and market yourself for the kind of work and revenue you truly want. Unless you’re on vacation, every single week should include anywhere from two to 10 hours of business-building effort. Even when you already have paying clients. Especially when you already have paying clients. Because at some point, those clients will fade away. They always do. And what then? Back to waiting by your phone and refreshing your email? Schedule the time. Make it a priority. And resign yourself to the fact that REAL effort will be required to build the business you really want. If you keep waiting for something to happen, you'll be waiting forever.

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Does your time perception bias limit your change success? Philosophers, psychologists, academics and even neuroscientists have identified humans have two perceptions of time - A succession of discrete, unique moments with only the present visible - A continuous stream where the past, present and future can be seen together How is this relevant? First thing this morning, another #badagile article, another piece condemning a current state and by inference condemnation of those trying to be their best to be better. What if this is just the observer's time perception bias? Are they choosing the first perception of time? Seeing only the present and then judging it against an aspirational state which, by being aspirational, can't exist in any discrete moment. With now being judged imperfect, now must be fixed, leading to the next discrete moment, which can only be judged as?? Choosing to the second perception of time the observer would see continuous evolution, they could see how the past has shaped the present and how the present can become the future. Now is neither perfect nor imperfect, just where everything is and from where the future will evolve. Sustainable change draws energy from knowing today is better than yesterday and therefore tomorrow is likely better than today. How can a journey of change be sustained if all you ever see is imperfection? For the geeks, check out Daniel Kahneman, "Thinking, Fast and Slow" (2011) David Eagleman, "Icognito: The Secret Lives of the Brain (2011) Henri Bergson, "Duration" (1889)

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I found this good article on INSEAD Knowledge. It's time to rethink what productivity really means. Henrik Bresman's article presents the idea that true productivity balances work and well-being. Consider how often you put everything into your work, just to slow down, get mental blockers or foggy mind, and then put out work that isn't really your best. Continuous hard work over long hours is never really sustainable, at the people level. Key concepts: - building wealth and well-being concurrently - Creating an environment for free-flow of ideas - Don't judge managers by how hard working they are. Add kpis for the well being of their team The last one is easy if you are already doing daily check-ins.

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Building a healthy company culture is vital to business success. It goes way beyond the 'nice to haves' in a workplace, aligning and integrating values is essential when building, developing or transforming your culture to increase engagement, performance, productivity, and ultimately tangible results! Im looking forward to this webinar with Holly Fenton at Seven Levels, please sign up below to join.

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The Power of Experienced Leadership in Times of Change We asked our network about the importance of strong leadership during times of change. 95% of the respondents agreed that having an experienced leader is essential in guiding organizations through transformations. Another 5% felt it was somewhat important, underscoring the nearly universal recognition of the need for seasoned leadership during critical transitions. Notably, not a single respondent considered it unimportant—a testament to the value of leadership in achieving successful outcomes during periods of change. Read how an Executive Interim Manager can successfully lead your organization through a complex transformation: https://lnkd.in/d7sgTJZ3 #interimmanagement #transformation #leadership #poll

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Do you like to take surveys? As part of my on-going research into what employees want and expect from their leaders, I have created the What Leaders Need Now Leadership Assessment. With the data from this free, anonymous assessment, I want to continue delving into the essential qualities and practices I laid out in my book, What Leaders Need Now. Once I have ample respondents, I look forward to sharing my findings with you. I would truly appreciate 8 minutes of your time to help me in this new endeavor.  #leadership #leadershipdevelopment #whatleadersneednow

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The Power of Belonging: Why Educational Institutions Need to Prioritise Inclusion and what we can learn for our neighbours . In Scandinavian countries, a strong sense of belonging is embedded in the workplace culture, helping to foster mental health, resilience, and productivity. Companies like Denmark's LEGO Group and Sweden's IKEA have long championed inclusive cultures where employees feel connected and valued. Such environments are grounded in principles of belonging, autonomy, and self-esteem, which, together, create a strong mental foundation. Research has shown that this approach helps individuals feel more connected, leading to improved well-being and more effective teamwork. For educational and business leaders, creating a "BASE" (Belonging, Autonomy, Self-Esteem) framework can help build mentally secure environments where both staff and students thrive. Schools and companies that implement strategies emphasizing community and individual recognition report lower stress levels, increased engagement, and overall better mental health.

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ORGANIZATIONAL EXCHANGE CURRENCY. Motivation at work. If I ask you what is your currency, what will you tell me? Let me guide you trough. To understand better. How do you feel when your colleague gives you Christmas Present and you do not have Present to give back? You do not have equal exchange, right? Why do we feel so? What will we do to feel differently? Reciprocity is the exchange currency. Simple example - I smile you, you smile me back. 🟰 How do we use our local currency in the organisation? 🔄 One important thing is we need to have the same currency. It is like to speak the same language. 🤝 Reciprocity currency can be used for the motivation, tasks, relationship, personality. I will share with you what motivates me. My main currencies are: 🟣 vision (importance to organisation, clients, society) 🟣 challenges/studied (tasks which increase competences and opportunities) 🟣 comfort (avoid troubles, difficulties) I love to give my time for people, teams, organisations for their and my grow and I need support in small daily things, which seem to me difficult. I give you some more examples of currencies: 🟠 moral correctness (do right things) 🟠 support (person or physical support) 🟠 information (organisation and technical knowledge) 🟠 visability (visible to management) 🟠 importance 🟠 contacts (communication) 🟠 gratitude Which 2-3 of 10 currencies are important for you? Thank you Antanas Jurevicius, ACC, EMBA for the reminder to speak about this topic! #executivecoaching #organizationalculture #betogether P.S. Nice - sending you emotional currency 😆

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Do you know how your HR service delivery practices stack up? Register for our webinar with Kristin Rhebergen and Lidija Gnjatic to learn about the results of our 14th annual HR Service Delivery Practices Study, and recommended actions every people function should be taking now. #HumanResources #HRTransformation #FutureofWork

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