Maciej Kraus

🌟 Debunking Coaching Myths: Unlocking True Potential (part 3) 🌟 International Coaching Week (ICW Ukraine) reminded me of a responsibility which all of us, coaches, share - promoting coaching in the social networks, thus educating the market. It is like category marketing which develops the category, not only the own brand. So let me continue debunking some coaching myths: Myth #7 (6 in previous publications): Coaching is a one-size-fits-all process. Reality: - Coaching is highly individualized and tailored to the unique needs, goals, and situations of each person. There is no universal approach that works for everyone. - Yes, all professional coaches use 8 coaching competencies, this is about “how”. But this “how” will also be different for every coachee, not only because we, coaches, apply the competencies differently, based on our personality, and expertise, but also because of the personality and the state of a coachee. I allow my clients to choose an approach - whether they want more support or challenge, so the coaching style might differ depending on their preference.  - Also, each session has its own “why”, which is determined by the coachee’s request, his or her purpose. - It would also mean that “what” of the session, i.e. the sequence of questions, direct communication, time for reflection, etc will be different. For sure, it is the methodology… with a touch of the art and enriched by individuality. Myth #8:  Coaching is a quick fix. Reality: - Well, sometimes it can be just like that... Once I was pleasantly surprised to get feedback from one entrepreneur whom I have coached just once in the voluntary project “Support to people”. He thanked me 6 months after for this single session, sharing the success of his business,  about which had been dreaming a long time before and yet had been idle for months... But despite my temptation to own this success😉, I know that he was ready at that moment, and all that he needed was what I call “a magic push” (and the session acted like that “push” to him). But that is rather an exception than the rule. - Normally coaching is a process that often requires time and consistent effort. Sustainable change and significant growth typically take time, patience, and regular engagement with the coaching process. - The coachee’s “walking the talk” after the session is required, and actions need the time. Only in this case the results will last. What would you think? Are these “myths” at all? #MythBusting  #CoachShuryha #Coach4you

21

We can do it 🤩 - 3rd post sharing notes from Caux-IDG Forum. Learned a framework of Inner Develoment Goals (IDGs) 💡which make it possible for us to reach the Sustainable Development Goals (SDGs) 💚 #CaucIDG #IDG #CauxForum #iofc #CauxPalace #InnerDevelopmentGoals #SDG

128

7 komentarzy

FINANCIAL TIMES The Best Investment You can Make for Your Business is in Human Capital By Peter Miscovich April 11, 2024 In the ever-shifting landscape of today's business environment, the commitment to nurturing and investing in human capital will become the primary distinguishing factor between organizations that flourish and those that flounder in terms of business performance. The fast-paced evolution of the business world, particularly with the revolution brought about by generative artificial intelligence, underscores the indispensable value of human expertise and strategic human capital investments. The cultivation of a digital talent pool requires providing continuous learning opportunities, encompassing both digital up-skilling and re-skilling, especially in burgeoning fields like AI and automation. But technical prowess alone does not suffice. In an era where machines excel at routine tasks, the unique human abilities of empathy, team nurturing, creative problem-solving, and critical thinking become the currency of differentiation. The Covid-19 pandemic cast a spotlight on the significance of workforce wellbeing and the need for adaptable, empathetic work environments with greater focus upon human wellbeing and wellness. Companies that champion policies that reflect a deep-rooted concern for their employees’ mental, emotional and social needs will see dividends in the form of heightened engagement, productivity, and loyalty. The rise of hybrid work models has further catalyzed the transition to human-centric workplace ecosystems that place the human in the center of all future workplace considerations. The future workplace demands leadership that actively endorses and supports the key principles of environmental, social and governance factors, nurturing an inclusive, equitable and diverse organizational culture. Organizations that align their strategic objectives and their business operations with the evolving socially responsible expectations and values of their employees will win big in the global talent marketplace. The returns on human capital investments manifest in a thriving workplace culture teeming with innovation, satisfaction, and greater employee engagement and commitment. An organization that builds a versatile and resilient workforce is well-equipped to respond to the unceasing waves of change and challenge. Peter Miscovich is Global Future of Work Leader at JLL https://lnkd.in/e_N9G6FD JLL Peter Miscovich Financial Times #futureofwork #workplacetransformation #innovation #leadership #strategy #consulting #FT Strategies #humancapital #workforcestrategy #resilience #Talent #FutureWorkforce #DigitalTalent

48

1 komentarz

The Woods Kovalova Group Manifesto: Leading for Tomorrow, Transforming Humanity. At Woods Kovalova Group, we believe that leadership is more than a role—it's a responsibility to the future. (https://lnkd.in/eDPGB4w) Every decision, every conversation, and every step we take in business touches lives beyond today. Our approach isn’t just about immediate success; it’s about transformational change that transcends generations, cultures, and borders. We lead for the sake of tomorrow, shaping a more inclusive, equitable, and sustainable world.

18

I joined today a panel organised by Mirro.io and Simona Lapusan and we shared perspectives and debated about what would work(/place/force) might mean in a multigenerational future. My fellow panelists offered insightful perspectives and actionable points for leaders and HR professionals to consider. I contributed by bringing an “outside” perspective, sharing signals of change and trends that could shape our future. But is another story (or more accurate another post😝). What I wanted to share now is the fact that at the end (more exactly few minutes before this “I am not ready yet” photo was taken) there was a question from the audience that provoked me! The question was regarding key competences for leaders in the future. And I got to share one, which I want to also share here and hear your oppinion: making decisions in times of uncertainty, where situations are often dilemmas rather than straightforward problems. Or as Bob Johansen from IFTF put it, “the leadership literacy of dilemma flipping.” “Dilemmas are problems you can’t solve, problems that won’t go away—yet somehow leaders must learn how to succeed anyway. Future dilemmas will be embedded with both hope and fear—but the fear will be biting and the hope elusive. If a leader characterizes a dilemma as a problem that can be solved, the failure to solve it is likely to be remembered and probably will be punished. When dealing with extreme dilemmas, leaders will need to learn how to thrive in the space between judging too soon (the classic mistake of the problem solver) and deciding too late (the classic mistake of the academic). Dilemmas are challenging.” In short, uncertainty is here to stay, and we must still make decisions as leaders. The more we embrace uncertainty, the less anxious we may feel about the future. #Foresight #futureStation #FutureToday

74

7 komentarzy

I’m pleased to have completed the "Right Focus in Board Work for Municipal and Regionally Owned Companies" certification through Styrelseakademien. This program was structured to provide a comprehensive understanding of how to effectively contribute as a board member in municipally and regionally owned companies. The program was divided into four key areas: Governance: This section emphasized understanding corporate laws, ownership roles, and governance documents such as bylaws, CEO instructions, and reporting structures. It focused on the legal frameworks necessary for effective decision-making and board oversight. Interaction: The course also covered the importance of board composition, including the roles of employee representatives, the size of the board, and the value of strong communication and collaboration between board members and the CEO. The interaction between these key figures is critical for smooth operations and achieving business goals. Strategic Focus: Here, we explored how to align business strategies with the goals of the owners. We covered risk management, maintaining business sustainability, and ensuring that the company’s strategic direction supports long-term goals. Working Methods: The final area addressed operational best practices, focusing on how boards can work efficiently, ensure ethical decision-making, and conduct performance evaluations. This also included discussions on how to streamline board processes and maintain accountability. This certification enhances my skill set for handling board responsibilities, particularly in municipally and regionally owned companies. With this knowledge, I’m better equipped to navigate the governance, strategic planning, and operational aspects that these companies require. I look forward to applying these insights in future board assignments. 

10

2 komentarze

Signs of the universe? My mission is to increase the influence of women in the field of AI. Because I believe that women can make the difference (I will elaborate about that next time)! But still only ~22% of the global AI professionals are women… I try to contribute by mentoring young women in the field of AI. And by empowering ambitious women within our AI Leadership Program for Women. But the past weeks I doubted myself and my mission a lot: Is this going to work? Can I really make a difference? Can we convince women to join? Can they convince their bosses to pay? I don’t know how the universe works, but I tend to believe that it tried to give me some ‘signs’ in these past weeks: 💫 I randomly opened a book, and read: “Follow your passion” 💫 I drew a card that said: “Failing is so much better than never trying” 💫 I listen to a presentation where someone shared: “Don’t change the goal, change your plan” 💫 I re-read my human design guide: “You are here to create and to initiate” Whether this was really the universe that tries to tell me something or not, these ‘signs’ encourage me to continue. It was exactly what I needed to hear to persist, even while it is sometimes scary. As Sanny Verhoeven always says: “With full fear forward” (“Met volle angst vooruit”) Do you sometimes get signs that encouraged you to pursue your passion? 📷 Carline Tersteeg

131

30 komentarzy

To use A.I. or not to use A.I.? That’s the question. Especially in a workshop about decision making! In leadership in any sector, effective decision-making is crucial. Leaders must navigate complex challenges, making strategic choices that impact customers, clients, patients, products, services, and overall outcomes. Today we will be delivering 2 half day workshops to the N.H.S. on decision making and we’ll be using AI-powered tools like Kajabi and Kahoot, to make the training interactive, engaging, and impactful. We’ve already set up the pre course learning with Kajabi Kajabi is an excellent platform for delivering personalized learning experiences. In decision-making training, Kajabi allows you to design tailored modules that align with sector-specific challenges, in this case, healthcare. Kajabi’s AI-powered features track individual progress, ensuring that each learner engages with content that suits their role and needs. This personalised approach allows leaders to develop their decision-making skills at their own pace while focusing on the scenarios most relevant to their industry. Kahoot adds a fun, interactive element to decision-making training. During the training, participants will participate in a Kahoot quiz to test their understanding of key concepts. The gamified nature of Kahoot keeps learners engaged, turning complex decisions into a collaborative, competitive experience. This immediate feedback helps reinforce critical lessons while making learning more enjoyable and memorable. When used together, Kajabi and Kahoot offer a comprehensive learning experience. Kajabi delivers in-depth content, while Kahoot provides a platform for testing and reinforcing that knowledge. This combination helps participants immediately apply theory in practice, solidifying their understanding of decision-making frameworks. Both Kajabi and Kahoot offer valuable data to track learner progress. Kajabi’s analytics show how well participants engage with the content, helping us to identify areas where more support might be needed. Kahoot provides real-time results on quizzes, highlighting how well leaders perform under pressure. These insights allow us to tailor future sessions to focus on areas where improvement is needed. With Kajabi and Kahoot, decision-making training becomes not only interactive but also practical. We have set up study case-based modules on Kajabi, and participants can then then apply what they’ve learned through Kahoot's scenario-based quizzes. AI-powered tools like Kajabi and Kahoot are transforming leadership training in healthcare, pharmaceuticals, and medical devices. Which A.I. systems or platforms have you used for either your own development or to develop your people? What have the results been? #leadershipdevelopment #AI #losep24

23

39 komentarzy

Recently, I published my article on LinkedIn about a growing trend in the corporate world - ghosting. Therefore, I was glad to come accross a related article on the subject, written by our Boyden Managing Partner in Germany, Adrian von Dewall, but specifically related to recruitment. Drawing insights from Harvard and Deloitte, the article highlights the significance of feedback in the search process, and how ghosting can tarnish an employer's brand. I highly recommend this read for anyone involved in the hiring process. Let's collectively work towards building a culture of respect and open communication in the workplace. #HiringProcess #EmployerBranding #WorkplaceCulture #Boyden

23

3 komentarze

71% of meetings are unproductive.How much your meetings costing you? I recently came cross of interesting post summarizing the cost of meeting on leaders and busienss and what sucessful business leaders suggest for running successful meetings, Igor Buineivic wrote: “71% of meetings are unproductive. This results in billions of hours lost. Let me help you avoid this. Sharing meeting tips from top entrepreneurs: 1. Elon Musk: Be Super Prepared Ensure thorough preparation for meetings. Be ready to answer any follow-up questions. Maintain high standards and efficiency. 2. Steve Jobs: Keep Meetings Small Limit the number of attendees. Remove unnecessary participants. Enhance simplicity and productivity. 3. Larry Page: Immediate Decision-Making Make decisions without waiting for meetings. Designate a decision-maker for every meeting. Increase agility and reduce delays. 4. Satya Nadella: Long Leadership Meetings Hold extended weekly leadership meetings. Use performance dashboards to align efforts across units. Ensure alignment and coordination among senior leaders. 5. Ben Horowitz: One-to-One Meetings Hold structured one-on-one meetings. Employee sets the agenda; manager listens 90% of the time. Encourage upward communication and idea sharing. 6. Marissa Mayer: Aggressive Vetting Thoroughly vet ideas during meetings. Ask detailed questions about research and methodology. Ensure well-thought-out proposals. 7. Alfred Sloan: Follow-Up Memos Send follow-up memos post-meeting. Summarize discussions, set deadlines, and assign accountability. Ensure clarity and action post-meeting. 8. Sheryl Sandberg: Strict Agendas Use a strict agenda with action items. Cross off items one by one; end the meeting early if the agenda is completed. Keep meetings focused and concise. Remember this advice: Make sure your meetings are never wasted. P.S. What do your meetings look like?” Credit for the post Igor Buinevici #leadership #productivity

230

22 komentarze

Management Attention - dealing with complexity, uncertainty and conflicts by Rami Goldratt Yishai Ashlag Rami Goldratt and Yishai Ashlag show how management attention is usually wasted and revisit key insights on the latest TOC knowledge developed by Dr. Eli Goldratt to deal with complexity, uncertainty and conflicts as the means to achieve unprecedent results. This presentations shows how much more there is to learn about the Theory of Constraints, even for TOC veterans and top professionals. At: https://lnkd.in/g4tkufg7 #management #theoryofconstraints #theworldwithtoc #goldratt

7

Excellent advice. It can be easy to overlook the most obvious strategy. Invest in your team.

2

After successful change management projects, at Unicorn Solutions&Consulting , we often feel the urge to rephrase Konrad Adenauer's quote, 'We all exist under the same sky, but we each have different horizons.' to something like: 🌀 We all live under the same sky, and we all share the same horizon. 🗝 Achieving stakeholder alignment at all levels is a prerequisite for realizing benefits, and this applies not just to Change projects. When two things or people are 'aligned,' they are similar to each other... and this also applies to values, perspectives, judgments, and, of course, horizons, meaning they are in sync with one another. What does alignment change? Metaphorically speaking, alignment relates to adjusting a car's suspension system—the system that connects the vehicle to its wheels. It's not about adjusting the tires or wheels themselves. The key to proper alignment is adjusting the angles of the tires, which affects how they make contact with the road. Therefore, in business management, we must have up-to-date data on the state of the organization—each stakeholder—in relation to 'where we are now,' 'the transition to state B,' 'readiness for change,' and more. 💡 This is crucial for: 🪄 Selecting strategic vectors 🪄 Retrospectives and understanding cause-and-effect relationships 🪄 Finding solutions for the antifragility of complex systems 🪄 Implementing changes 🪄 Innovation implementation 🌀 The dream of any business is a balanced organism—an organization with aligned perspectives among all employees. Implemented Change Management knows how to achieve this. And this post is generally about horizons🙂 The photo is my own | from this year | no filters used #changemanagement #strategicplanning"

19

Should you base your M&A on "fluffy" criteria? M&A is a valuable tool for ambitious companies that seek growth. Their Advisory Board or the Board of Directors often brings a lot of assistance to the CEO in executing these complex projects through expertise, valuable contacts and funding options. There are tons of available material that explains the technicalities of the M&A process – strategic planning, sourcing, due diligence, legal, economics, etc. But there are two “fluffy” issues that are very often overlooked and bring the best strategies to a fiasco. => People’s deep reasons for doing an M&A. => The company culture (read, “the way we do things here”) to the table. I will describe four instances of the deep reasons for doing M&A and two instances for the culture compatibility between M&A partners and how they affect the various actors. ____________________*** Deep reasons for M&A (1/4) ***____________________ > THE BACKGROUND. An opportunity presents for an industrial automation startup to participate in a huge tender for security automation projects for all major banks. The startup signs a local distribution deal with one of the major international suppliers of security automation systems and enters the tender. After almost a year of the pilot project, the startup is one of the leaders, according to the bank’s technical committee, besides 3 other tender participants among which is a major local market security player. > THE ACQUISITION. About a month before the end of the pilot project and the tender selection decision by the banks, the industrial conglomerate, the shareholder, sells the startup to its competitor - a major local market security player. It’s a shock to the startup CEO and their team. All of a sudden, they need to share with their competitor of yesterday all the details about their distribution deal and internal costs. > THE WINNER. And the winner is… a major local market security player. The banks have preferred a local player whom they’ve done business with for years, despite the technical superiority of the startup’s offering. > THE DEEP REASON BEHIND THE ACQUISITION. Why did the conglomerate sell the startup when it was a pilot leader? The conglomerate, after many years of lack of the ROI on their investment in the startup has decided to profit from its leader’s position in the pilot and to make an exit. The local market security player has agreed to pay for the startup in order to eliminate a competitor in the tender. Within 6 months after the acquisition, the whole startup team has left the acquiring company. With a big disappointment. > SUGGESTION. As the CEO, you may want to rely on the experience of your (advisory) board members to look deep into the reasons behind someone’s acquiring offer. Stay tuned for the episode 2 of the deep reasons behind M&As. #NED #nonexecutivedirector

13

14 komentarzy

How do you start and grow a successful consulting business in 2024? We just published our NEW "How To Start A Consulting Business 2024" Study. We asked consulting founders questions about… - Who their first client was - Their biggest challenge - What works best for marketing and sales ...and MUCH more. Check out the brand-new study and data by clicking on the link below: https://lnkd.in/eMR47Xg #entrepreneur #data #founder #consulting #consultant #consultingsuccess

18

🌟 Why Wait for January? Start Planning Your Success Now! 🌟 Summer’s the perfect time to kickstart your strategy for the next year. In my latest article, I share why early planning and a 16- or 18-month calendar can set you up for long-term success. Let’s make the upcoming year your best yet—start now! 🔗 https://lnkd.in/dViKXaEH #StrategicPlanning #LeadershipDevelopment #SuccessStrategy #EarlyPlanning #performanethroughmeaning #executivecoaching #terezavenetsanou #coachingforimpact

18

1 komentarz

How to add value without micromanaging? Transitioning to a new company as a team leader is both exciting and challenging. About an year ago I joined the Scaler School Of Business with the goal of driving significant change and adding value. However, I quickly encountered a common leadership dilemma: how to make an impact without falling into the trap of micromanagement. Initially, my instinct was to dive into the details, wanting to understand every aspect of the team's work. I wanted to ensure that I get ramped up quickly on all the previous work and then start adding value - but soon, I realized this approach was counterproductive. Few team members started coming to me with even minor issues, seeking approval for every small decision. Few of them didn't feel comfortable to come as discuss their problems. It was a wake-up call that I needed to shift my strategy. Here’s how I found the balance: Establish Clear Expectations: From the start, I communicated my working style and goals clearly. This provided the team with a strong sense of direction without needing to micromanage their every move. Build Trust Early On: I invested time in getting to know my team, understanding their strengths, and building trust. This allowed me to delegate tasks confidently, knowing they had the capability to deliver. Regular Check-ins, Not Check-ups: I shifted from constant oversight to regular, scheduled check-ins. These sessions focused on progress, challenges, and support rather than micromanaging details. Joining a new company as a leader is an opportunity to inspire and guide. The key is to strike the right balance between providing direction and allowing your team the space to thrive. Have you faced similar challenges? How do you add value as a leader without micromanaging? Let’s share our experiences! 💬 #Leadership #NewBeginnings #TeamManagement

37

1 komentarz