Comfort, missing courage, or too little optimism make people say "yes" to projects and agreements and actually often deliver less than wanted if any. Most of the time, there are no consquences. When asked about it, we find good reasons, excuses, pretexts and elusion. So, what do you need to really go from wanting to doing? Here is the recipe for resolutions and projects that really work with4 starting points:
How do you typically solve your challenges? How do you deal with setbacks? What do you do when situations with others become particularly tricky? Do not save on coaching. Effective coaching will give you what you need - although coaching in the textbook sense is intended to enable you to find the solution yourself. Simply put, your coach can employ at least these 7 different approaches:
Many change managers know exactly how their project should run and what the processes of the future should look like. Often, not only they are surprised, but also those affected, including the managers, about why the supposedly simple and logical things are not being implemented and so many questions and resistance evolve. The answer is obvious: To be successful in change, it is less about the what and more about the how. Here are 7 success factors for effective change:
Narcissistic behavior is becoming more and more popular, especially among managers who are leading alone and in top management. They often stand out for their staged grandiosity and concentration on their own person. They often pull the strings with charm and great virtuosity, so that their own opinion is confirmed and resistance avoided or fought with much power. Perception is skewed and the view of reality narrowed in their own world perspective. What if such a person is your leader? Being bossy or knowing it all doesn't help much - even if this is exactly the behavior that those people actually show with great passion. Here are 6 strategies for achieving better results and saving a lot of trouble when working with or for narcissists:
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