It is as an organisation, team and/or person essential to know what you want. Where do you actually want to go and why? What is needed in terms of attitude, behavior, competencies, mindset and conditions? Once you have these questions answered, you can route plan with goals, intended outcomes, milestones, POP-forms, HR-cycle, around-the-table work, hei sessions, thematic meetings, world cafés, workshops, educational programs, etc.
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Get to know each other is the ingredient for a good, pleasant cooperation. Be conscious with each other, get to grips with tantalizing questions forms the basis of the team dynamics ‘forming, storming, norming and finally performing’ of each team.
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Successful work in a team is not always self-evident. Sometimes play things in order to achieve the intended results, may interfere, consciously or unconsciously. Tensions, dilemmas, lack of vision or courage, and mutual dependencies, questions for reflection, contact and reflection. Management team guidance can your team back on the right course.
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It is as if the management team is important to regularly (for)in the hectic, daily grind to stand still. So you can offer a stable and confidential foundation to your organisatiemedewerkers, so that they (and you as a management team) answer to questions where you stand and what you can offer.
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A good form of project management ensures that your people are inspired and on-time and within budget to the desired quality. By the team spirit, team members are motivated, and they work like hard for a good result, what customers and clients see.
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Leadership is an individual bewustwordingsreis of yourself to de-cover. It is for everyone that leadership consciously want to practice. The journey is always personal, but may be on individual personal or collective personal level. Leadership development is useful for anyone who consciously wants to give to his development, and not only for executives. It can be very enriching for you to be aware of your development in addition to that of your team, department or division. It is important to dis-cover what you want to contribute and want to invite others.
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Coaching is about discovering and un-covering of what you most deeply want and how you can achieve it. A good coach is a guide and a mirror, a safe and confidential environment. Who listens to both sharp as a compassionate, challenges and provides support to clarify what you consciously or subconsciously in the way, so that you can achieve what you want. That is precisely the added value of a coach. So you become automatically a freer, brighter and more effective.
It is sometimes lonely at the top. Which way is appropriate to your passion, to speak and to create with your organization? A counsellor in the form of an executive coach, who unselfishly and unconditionally your mirror, helps. Listen carefully and give feedback that others do not dare to give is essential. That is not only a gift for you to hear and something to do, but often a necessity.
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The interim ontwikkelmanager is especially present in the background, and in that way control and guidance to the desired developments, where employees come first. Where extra attention to personal development is needed, but the time in the management team is missing, this solution answers to tough questions or a sudden capacity problem.
Each question or assignment to a person, group, or organisation can be translated into a learning objective and/or course. Individual and collective learning provides a space for inspiration, creativity, and pursue new paths. Cooperative learning poorly in addition, walls between different departments and ensures mutual trust and unity. Also connects the different disciplines together in order to enriching c.q. surprising solutions for persistent problems and/or challenges to come.
Translated by Yandex.Translate and Global Translator
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