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Category Archives: Entrepreneurs

How to Get Everyone on the Same Page

How to Get Everyone on the Same Page

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Why does every organization need a vision statement?

A vision statement explains ‘what you aspire to reach’ as an organization and why that matters.

The purpose of a vision is to focus and inspire each person in the company in a meaningful way. Furthermore, the process and people you involve to craft your vision is also important! Research shows successful companies are true to the vision.

e.g Amazon

“Our vision is to be earth’s most customer centric company; to build a place where people can come to find and discover anything they might want to buy online.”

Philips

“At Philips, we strive to make the world healthier and more sustainable through innovation”


A Vision Health Check

Does everyone in your company know what the vision statement is?

Does your vision resonate personally with individuals? Is it inspiring??

Do people own and share the vision with others in simple language?

What do you do to keep this vision alive?

Does your vision immediately show in the way you

  • behave towards each other
  • the way you do business
  • the way your systems and operations run
  • how you meet customer needs?

Can people in the company relate their daily roles and responsibilities straight back to the vision?

 


 

If you don’t have a vision statement?

Commit to the importance of having a vision statement:

Plan the process

  • Decide who should be involved in designing the vision. It needs to be supported to work. If you want everyone to own it, it needs to be shared and co-created
  • Meet to design a vision – meeting off site, somewhere in nature will definitely help you think out of the box, inspire and keep the energy up

Answers these questions together:

  • Why do we exist? What is our ultimate purpose – this is your vision!
  • How do we ideally want to achieve our vision – this is the basis of the strategy that will help you achieve that vision
  • What specific products and services will achieve our vision

Make it work!

  • Reduce your vision statement to two or three lines that are inspirational, but simple. Make it comprehensive yet detailed
  • Decide how will you communicate the outcome, and to whom?
  • Consider how will you weave the new vision into the fabric of the company on an ongoing basis?
  • Coach your managers and staff to help everyone connect the vision to their team and individual roles. For example making it part of existing team meetings and other work processes already in place

 
When to Bring in the Big Guns!
At SYNQUITY, we are experts at helping you to craft a deep meaningful company vision, co-created and owned by everyone, connected to your teams and individual roles, communicated in the way you behave towards one another, transparent in the systems run and the way you meet customer needs.
 

How to Break Through Silo’s, Department Politics & Infighting

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Silo’s, company politics and infighting are detrimental to the bottom line and to our customers. It is also painful for leaders, colleagues, and staff due to the destructive atmosphere it creates.

In a big crisis people often have the natural tendency to draw together, step up, help out, and show the sweeter side of our humanity.

Why?

Because a crisis has the effect of sliding the bigger picture into focus. That picture is – we are all in it together. We need each other to achieve company goals and personal growth. Ego’s dim and empathy wins. Issues that separated previously, no longer have relevance in quite the same way.

The truth is – that this is the most civilised, productive and best way of working. Everyone wins including the customer.

Teams overcome silo’s when individuals reconnect to the bigger goals that matter and observe the personal and team practices to support this. These goals provide us with a sense of meaning and joy in the work we do.

How can you work through silo’s, infighting, and politics? 

Sometimes organisations and people fear openness. The environment is seen as cut-throat and it is “each wo/man for her/himself.

Organisational cultures and structures create boundaries naturally. The more rigid, the more silos are likely to form between divisions, teams, and customers. People begin to accept the status quo unless the leaders step up!

Leaders, managers, and shop floor team leaders can change all this!

One solution to break down silos is to engage external cross-functional coaches like Synquity, with the expert skills and knowledge to help people break through politics, infighting, and silos more efficiently.

When leaders and teams utilise the safe space, insights and structure provided by cross-functional coaching, things can improve quickly. The energy drain caused by politics and silo’s is released and people enjoy working together again.

In cross -functional coaching teams gain insight into the workspaces, challenges and aspirations of colleagues in other teams. They discover opportunities, to co-create and innovate together, that they were blind to before. Teams learn to align and function better together as ‘one organisation’.

In cross-functional coaching, we also give teams the opportunity to get a 360° view of a customer’s needs, desires, fears and aspirations (‘A day in the life of the customer’).

Not everyone has had the opportunity or mindset for collaboration to work.

Keeping boundaries open ensures a flexible and stimulating environment where innovation and creativity can flow and stop silos from developing in the first place.


We have proven experience that as teams reconnect to the customer’s needs, connect to a sense of purpose, gain an opportunity and a willingness to engage in healthy, cross-functional collaboration and team practices, you, customers and the organisation really benefit.

Warmest regards Madeleine van der Steege
Director of Synquity
mads@synquity.com
www.synquity.com

 

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Learn Why This CEO’s Change Efforts Failed


I recently met with a CEO of a large corporation. He was demoralised and confused by the limited impact a 3-year culture change program had, in which they had invested EUR 300 000. Despite a substantial effort, it seemed it was a waste of money. However, there were many aspects at the beginning that they got right.

What did they do Right?

  • The change was initiated and supported at board level
  • During the change program, a clear vision and goals were developed, which fuelled a sense of urgency
  • Change management efforts (information about the change) targeted top level, middle management and pockets of people across the company
  • The change program provided staff with a menu of options such as workshops, team meetings or one on one coaching to help them embrace the changes
  • Changes were rolled out and supported over a substantial period of time
  • They celebrated and marked important milestones
  • The team leaders had an active role in facilitating change with their own teams

Yet, this organizational change failed?

  • The Chairman seemed to be fully on board at the outset, but quickly lost interest and it was visible to all
  • The Voices of Judgement (VoJ), Voices of Cynicism (VoC) and Voices of Fear (VoF) in the organization remained unchecked (see Otto Scharmer’s work)
  • The Chairman’s lack of support (his VoC) for the program was not raised with him this had a snowball effect
  • In the culture of this organization, it was customary to preserve harmony and stability at all costs. Therefore when concerns or issues were noted or raised, they were quickly minimized, shut down or ignored (VoF)
  • Senior managers could not really buy-in to the change since the chairman’s attitude undermined the program. It was therefore not ‘politically correct’ for managers to act as role models for change (VoF)
  • People in the organization, as well as the change leaders, defended the status quo and remained silent, and in denial of resistance (VoJ)
  • The organization lost the ‘critical mass’ which is needed to reach the tipping point for changing the old, dysfunctional, obsolete status quo (VoF)

Solution: Strategic Systems Coaching

In organisations like the one in this case, the executive leadership is the portal to change the rest of the organisation. If commitment and trust are lacking at the executive and management level, it will be difficult to develop leadership and achieve real organisational change. This commitment and trust is therefore vital, and systems coaching is one way to keep this on the agenda and not let it slide.

  • Strategic systems coaching means coaching an organisation’s leadership so that the organisation can change as a whole system. 
  • In systems coaching process, we apply various coaching processes to change management methodology. 
  • This is a highly effective way to facilitate change, connection and integration in organisational systems. 
  • We provide an opportunity for leaders to step back and look at the elements of their organisation and the relationships with and between these elements, and then to examine how these relationships and elements dynamically interact via feedback loops. 
  • Voices of Judgement, Voices of Cynicism and Voices of Fear are part of any organisational reinvention and coaching offers a safe forum to work through it.
  • Changing is not just about doing the right stuff, It rests on true commitment of the spirit and heart of the people to make the changes.
  • Along every step of the way, leadership influences the existing culture by either facing or ignoring the underlying convictions of (fear, judgement, and cynicism) that derail real change.

Our systems coaches help organisations to change as a whole system and make the journey smoother and more effective. 
I want our organizational change to be effective 

Madeleine van Der Steege

For more information or comments please contact me on mads@synquity.com

 

Dynamic Leadership in Turbulent Times

Dynamic Leadership in Turbulent Times

As we see it, the core purpose of leadership remains unchanged – i.e. ‘leading to create the future’ – however, the context of leadership is highly dynamic. And context is everything. Recent political events highlight our volatile, uncertain, ambiguous and ambivalent world. Besides the political backdrop, the complex interplay between digitization, technology, globalization and individualization is creating unprecedented leadership challenges, with unfathomable business opportunities.

We are bidding farewell to traditional (‘hero’) leadership styles and doubling our efforts to reach digital maturity. Clearly leaders are being stretched by their attempts to facilitate a highly collaborative, diverse workforce. Moving from ‘hero to host’, as Margaret Wheatley puts it, is no doubt challenging. Yet, motivated staff who access all the potential embedded in them and their teams lead to success.

How do you bridge the gap between established leaders (who have grown through the ranks, sworn loyalty, laboured with blood and sweat, and are slick at hiding their vulnerability) and digital natives (who are hyperconnected, like to be heard, aren’t intimidated by authority and seek personalized, emotion based involvement ) or other generations?

HOW?

Follow the Leadership Checklist link . Read how leadership practices are changing in the Wolff Olin report (courtesy Innovation sey of the below. Pay attention to unconscious bias and stereotypes, as discussed in the interview with Phumzile Mlambo-Ngcuka, particularly concerning in the gender gap. Check out how governance management systems are creating transparency and be inspired by The Hague Talks on Peace and Justice featured as our final item in this newsletter.

To explore biases and stereotypes, check out the Howard Ross video or read “Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives”.

Bias

To reach the Europe 2020 targets of a 75% employment rate for women and men alike, particular attention needs to be given to the labour market participation of older women, single parents, women with a disability, migrant women and women from ethnic minorities.

A gender-segregated labour market, the difficulty of balancing work and family life, the undervaluation of female skills and work are just some of the complex causes of the persistent gender pay gap. Women in the EU earn on average 16% less than men for each hour worked. To address these issues, the European Commission will…read more

How Governance Management Systems are Changing

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Today more than ever, leaders and directors recognize the need to govern their companies in a totally transparent and legal manner, while still being efficient, effective and profitable. Pieter Colijn and Hans de Hoog have profound knowledge and experience of governance in various positions in Dutch society and organizations. “We believe that a governance management system that supports executive and non-executive directors in their decision making processes will be the next big step in the future of organizational development.” All relevant decision-making processes will be supported by business process management, workflow tools, data analytics, benchmarking tools, of all kinds of newsfeeds and recent studies. This is where the GovernanceHub assists companies. “We very much welcome a partnership with Synquity, in their effort to enhance leadership confidence by empowering leaders and teams to build successful and future oriented organizations.”

The Hague Talks on Peace and Justice: Empowering Marginalized Women @Bridge2HopeLik-0088

By Darcie Dawille

This month marks the first anniversary of Bijlmer Bridge2Hope! It has been exciting to watch our participants grow and change and to reflect how far we have come this past year. I have observed a huge increase in the women’s confidence over the last year.  Our participants are making better, well-informed decisions for themselves and realizing their potential for the future through the education they are receiving.  For example, they continue to work hard on becoming fluent in Dutch.  Their comprehension and verbal skills are increasing weekly and with their increased confidence, they are able to put into practice what they are learning in the classroom.  One participant has been recently been complimented by a native Dutch speaker on her language improvement, and this makes her eager to learn all the more!

We were ecstatic that the Rotary Club of the Netherlands recently adopted Bijlmer Bridge2Hope and funds from their Christmas campaign will go towards getting the materials we need to support our participants as they walk the road from victim to survivor.  We will also be holding some exciting events in the New Year to help support the project. Please check our website www.thebijlmerproject.com, Facebook page or blog in the coming months for more information. As always, remember that the first step to helping victims of human trafficking is an awareness of the fact that human trafficking is a major global issue.  It is not something that only occurs somewhere far away from you, and it is not an issue can be ignored in the hopes that it will eventually go away.  Be aware, be involved, be compassionate and be engaged.  Bijlmer Bridge2Hope has seen a difference made in the lives of our participants over the past year, and with your help we look forward to seeing the positive changes that the next year brings.  

This blog is edited by Madeleine van der Steege.

Please view our website www.synquity.com

mads@synquity.com

 

Sync Yourself!

Sync Yourself!.

 

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The Benefits of Listening to Yourself – The Costs if You Don’t

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The source of your inner judgement and wisdom may include your well-fed IQ, your faith, or your past experiences. Whatever the source, the fact is that you have wisdom to tap in to by listening to yourself, and it will benefit you because;

  • Listening to yourself often simplifies a situation. Your choices become clearer because you are in touch with who you are.
  • Acceptance of and respect for yourself grows as a result, and as you begin to figure out what is right for you, so your life takes on a deeper meaning.
  • It causes you to act. Listening is a verb. If your kids don’t do what you asked of them, you first think they were not listening. Listening is connected to you taking action.
  • If you really listen to yourself, you take responsibility for what you know you need to attend to. You act, as opposed to waiting for someone to tell you what to do, or relying on a crisis or illness as an excuse or way out.
  • Listening to yourself gives you all the bounding energy and conviction to act. It is fundamental to your motivation and energy being released.

 The Cost of Not Listening to Yourself

It takes a lot of courage to ferret out the reasons you so often ignore your inner voice, but, to tune into your inner judgement frees up a lot of personal energy and allows you to refocus on the path your life is taking. When you don’t listen to yourself, all your actions and inaction will be moving you in the wrong direction. And your heart knows it. Your energy is soaked up trying to live in one world whilst your heart is yearning for another. If this state of perpetually ignoring yourself continues for too long, you will find your inner judgment becoming harder to discern. And as you split off from what is right for you, so your self-deception grows. And all this is at the expense of valuable energy. You become stressed, unhealthy, loose your judgment and you compromise on your performance and thus on the impact you are able to make.

Listening to yourself for a change helps to keep you congruent, effective, and healthy. Please listen and attend to what gets you out of sync with yourself. Then click your heels and act boldly. But keep those inner ears forever tuned.

By Madeleine van der Steege

We enjoy reading your comments and feedback and input on our blog comment box.

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Listen To Yourself For A Change

Hearyourself

Being honest with yourself. That takes courage. But it runs deeper than simply acknowledging that I need help or rest, or, I’m good at that; that makes me happy; that needs to change, because there is another layer to listening to yourself.

Even though we often demonstrate good insights into our own situations – with more than just an inkling of what to do – we fail, sometimes, to apply our own good counsel to our own lives.  There is the well-known example of a bride walking down the aisle, while in her mind she knows it is not going to work. Thus, the marriage begins with a foundation of unspoken truths and when the marriage breaks up some time later, she recalls that truth: “I knew when I walked down the aisle it was doomed to fail.” Why don’t we listen to ourselves?

You can’t listen to and reject yourself at the same time. Listening to yourself requires self acceptance. Knowing or suspecting, for example, that you no longer belong in a certain company or job is not about the company at all. It’s about you. Who you are. What you believe, want, need and why. All of your complexity and potential is bundled up together. So avoid blaming “the company” or “them”, the workload or your perceived failings. Instead, listen to your heart to discover who you are and what it is you really want. Then stand up for it.

Sometimes the warning signs for change have been there for years but you ignore them because you are striving at all cost to fit the mould of “success”, or meet expectations of others and gain approval. Put together the multitude of clues in your life, about who you really are, that you have left dangling about. Your inner whispering, the choices you have made (or have avoided) or even the physical state you are in are great personal clues.

Think about the people you listen to. You respect them and that’s why they have influence over your choices and actions. By the same token you have to respect and accept yourself to be able to listen to yourself.  You are an incredible being, human, and inherently filled with hope. You possess an unending, unique capacity to create, re-invent and transform. Yes, you make mistakes and even destroy;  your past has possibly much to be desired, but acknowledge that you have great capacity for good and fruitful action. Accepting that you are only human as opposed to faultless, enables you to listen to yourself and enjoy the benefit.

By Madeleine van der Steege

Coming up next…The Cost of Not Listening to Yourself

It takes a lot of courage to ferret out the reasons you so often ignore your inner voice, but, to tune into your inner judgement and face the truth about your hand in your own situation frees up a lot of personal energy and allows you to refocus on the path your life is taking. But when you don’t listen to yourself all your actions and inaction will be moving you in the wrong direction. And your heart knows it. Your energy…..

Enroll and join us at our life changing workshops http://www.synquity.com/register-for-a-workshop and

Watch our videos:

http://www.youtube.com/watch?v=4JuUBYRxcUA&feature=share&list=PLzBNizYDIhjEp2CWv8bqmxqPzQX1-_VrG

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