How do I create involvement and participation in my organization and when is the right time for it? As early as possible! If information and decisions are strategically kept away from employees, this creates a culture of distrust and resistance that runs counter to the company's goals.
Posts published in “empowerment”
In the companies where I am currently working in the field of team and organizational development, I come across further misunderstandings, which lead to the fact that "agility" has now become a dirty word in some companies. Many employees:inside are frustrated and have "no more desire" for "this next sow that is driven through the village". Here are my top 4 misunderstandings, in addition to the 4 from Gabris part 1.
The ability of companies to adapt to rapidly changing markets is a critical success factor, especially these days. Shorter delivery cycles, flat hierarchies with short decision-making paths and innovation are more in demand than ever. Good approaches are at risk to fade out just because they are promoted and THE solution to all problems without further reflection. Agility and agile transformation fall into this bucket.
Are laterally guided teams better than those guided by directives? They are definitely one - self-organized, empowered and, in my experience, more motivated. Therefore - yes, I find them better! The path from directive to lateral, however, is sometimes rocky and long - practical experience has shown me one thing above all - there are really good companions on the way there, and they are: clarity and transparency, patience and iteration as well as appreciation and humour. They turn good teams into really good, cool and motivated teams.
Due to the current challenge of organising work despite existing contact rules and prohibitions and to remain competitive as a company, the needs of the employees come to the fore and there is a need to reconcile work and private life, whereby flexible working time models can help. This article explains the possible psychological effects of a trust-based working time model using Job Characteristics Theory (Hackman & Oldham, 1975).