Leadership is about Context & Connection

Companies strive to create accountability, ownership and leadership at all levels...

There is a perception that there are people who decide and others that execute... Relationships tend to be unbalanced, communications mainly one way... Connection between deciders and doers is low...

With what consequences?

Collaborators have low levels of motivation, commitment and engagement. Quality and service standards are average. In difficult economical environments levels of tension and stress build up and paralyse teams further more...

In reality neither the managers nor the collaborators feel happy about the situation...

The former don’t feel confident and trusting with their teams and people.

The latter don’t feel listened to nor taken into account and develop automated and routine attitudes.

Well. You know what: This could change!

Leadership is about creating the Connection and Context that enable change and that deliver performance. 

A level of Connection that enhances open and closer communications and develops intimacy, credibility, relationships, trust.

A Context that is open, not judgemental and inspiring and that makes it possible to negotiate alliances with collaborators and teams with a shared commitment on common objectives.

Context & Connection.

Work on these two key drivers and you will create the team engagement and support you've always dreamt of!

The dream team at an arm’s reach! Think about it!

Any thoughts?

Conflicts : Should we accept them or ban them ?

Are conflicts useful?

Do conflicts in a company emphasize its dynamism or its disorganization ?

Should managers accept or ban conflicts?

Behind conflict there are unidentified, unaddressed needs... there are perspectives and views that have not yet been taken into account.

Beyond conflict there possibly are new ideas for improvement, new business opportunities or areas for the organization's development.

Conflict is a proof that there is motivation, commitment, dynamism.

The problem is that conflictive situations appeal to emotions . They are uncomfortable. They create tension. They are therefore difficult to handle.

They push people into uncertainty, into danger. They generate adrenaline, create urgency, connect us with our most animal side, with stress, possibly pushing us towards paralysis, aggression or flight.

They bring out our emotions, our vulnerability, our fragility.

At the same time a conflict is the evidence that this is important, that this is serious. That this is worth fighting for.

A company without conflict is a dormant, somnolent, numb company.

Are there conflicts in your business?

Do you handle them? Do you avoid them?
How do you feel about them?

Take advantage of conflicts. Learn to manage them and you'll get extraordinary results.

To achieve this, create a different context, which takes height, gives meaning, connects with the mission of the organization, the vision of the business.

What do you think?