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Text comes from the book: „Gesundes Kommunizieren: Für ein erfolgreiches, wertschätzendes und menschliches Miteinander“ (2016), erschienen bei BusinessVillage Verlag, Abdruck mit freundlicher Genehmigung des Verlags.

Here writes for you:

angela_dietzAngela Dietz is the expert for healthy communication and leadership. Dietz studied biology, sport and educational psychology. She is the founder of MENSCHLICH ERFOLGREICH - the consulting company for developing a new way of working together. For over twelve years she has been advising well-known companies and training managers, employees, teachers, doctors and private individuals in healthy communication and leadership based on non-violent communication. All texts by Angela Dietz.

Healthy management hierarchies in companies: 5 tips for employee communication

Wie geht gesundes Führen und welche „Pflegeanleitung“ gibt es für gesunde Führungshierarchien? Um Mitarbeiter bis hinunter an die Basis zu ermächtigen, sind mehrere Schritte nötig.
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All parties must be heard

Healthy leadership aims to have the needs of the individual, the team, the entire company and the environment in view.

This does not mean that all wishes are always fulfilled. It is crucial that all those who value it are given careful consideration and are listened to equally, instead of the needs of a boss counting more than those of an employee. Those who embark on this path want to focus on the soul of their company or team, i.e. the people.

Get to know the company better in the change process

I have often noticed that a surprising number of employees work with her Company only get to know them through the joint change process in such a way that they subsequently have more understanding for decisions that serve to safeguard the company - from this point on they are less likely to suspect that measures are directed against them personally.

In order to keep the participation of as many people as possible and to keep time in balance, new decision-making methods for large groups are needed. I use systemic consensus.

What is systemic consensus?

When all stakeholders think and communicate more consciously and responsibly, there is a different system of coexistence. In this way, entrepreneurial responsibility can be spread over the entire area of ​​the company.

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Allow me to take a comparison from nature. The company form of the future is comparable to a starfish. These organisms are characterized by the fact that each individual leg of a starfish can again produce a complete new starfish - because every leg has all the abilities and information that makes the entire organism viable.

Classic management concepts

Classic leadership concepts that consist of a Guide qua power word from top to bottom or sitting out and standing still, which give the employees a certain goal with no alternative, clearly define processes, closely control results and reduce them to numbers, but neither enjoyment, Sense with an eye on the fulfillment of their employees will only be successful in a few areas.

After the phases of the sometimes dehumanized increase in efficiency in the economy with the result of pure profit-making, signs of a new economic culture have appeared on the horizon for some time.

5 steps to voice employees

Nachfolgend betrachten wir einige grundlegende Schritte des Gesunden Kommunizierens, die Ihnen tagtäglich dabei helfen können, „Macht miteinander“ im Unternehmen oder Ihrem Umfeld zu leben. Denn wer mehr demokratische Mitsprache in einem Unternehmen einführen will, kann das nicht einfach beschließen, sondern muss Schritt für Schritt vorgehen. Die 5 wichtigsten Schritte im Überblick.

  1. Basic analysis: Clarification of the status quo: What awareness is there today for values objectives, Visionen, Philosophien, Miteinander, Verantwortung, Strategien und Strukturen in unserer Gemeinschaft/Firma? Wie wird Führung wahrgenommen? Welche „heißen Themen“ gibt es aktuell? Wo liegen Entwicklungspotenziale und -märkte? Wie wollen wir uns ausrichten, was wollen wir nicht (welche Märkte, welche Verträge, welche Kunden)?
  2. Training and Further Training: of all managers on the basis of the business themes recognized in the basic analysis (point 1): to develop awareness, values, old patterns of thinking, train new attitudes, new language, listen and demand to reach common goals on new paths. Continuous construction of an attitude full of care, indeed of service. Training of special communication and feedback competences with a sense of need.
  3. Training of employees: Self-acceptance, self-responsibility and co-responsibility, ability to discuss and clarify, sincerity without moaning and complaining, empathy, constructive participation instead of over or against each other, awareness of one's own needs and that of the entire organism, gratitude, flexibility and potential development.
  4. Redesign of meetings, Conferences as well as hiring and termination talks with (potential) employees.
  5. Introduction of new decision-making processes: and structural changes where they are helpful and necessary; Training of ambassadors in the company.

Conclusion: Democratization of companies - not easy, but worthwhile!

It should clear It has become clear that the democratization of companies is not always easy and requires certain restructuring and changes in corporate culture.

But who goes this way will be rewarded with clearly activating and decision-making employees.

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3 responses to "Healthy management hierarchies in companies: 5 tips for employee communication"

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