Self-awareness and people skills: focus on profit!

by | Company, Önismeret

"The soul of the company is the workforce" - [based on self-awareness]

"Some colleagues just don't understand what I'm saying... I don't feel comfortable here anymore, I want to change. I can't stand the lack of understanding on a collegiate level."

Stephen's words of bitterness and aimlessness still ring in my ears. István is head of the Hungarian division of an international company with more than 1000 employees. At regional level, he had nearly 40 people under him. He has built a fine career within the group in 6 years. He is a highly capable leader who has increased the company's profit by 42% under his leadership with his team. But lately, progress has stalled, in fact...


In principle everything is in place for a well-functioning organisation, yet there is dissatisfaction. There is a lack of quality relationships and a lack of recognition of values at individual and company level.

Step 1: Self-awareness - Exploring intellectual, mental and emotional values

István contacted me to ask for a job switch to, so we started with the Career Coach programme. We later switched to "The Soul of the Company is the Workforce" after Istvan's personal problems were resolved. As we guide the child towards the right path to become a contented happy adult, there are many times when it is necessary to make the manager aware of his values and skills, so that he can find strength in his "loneliness" and so that he can soar with airy ease. In the family, it is the parents who are the so-called leaders; in business, it is the decision-makers who are expected to 'steer'.

A company or business is a "mirror image" of its managers.

The method is to hear the underlying problems in the speaker's words and to respond to them. we focus on the real causes.

István came to me unenthusiastic, unmotivated : "I am always misunderstood...".
His team also fell apart. A new job seemed the only solution to his hopeless situation.

How could he understand his colleagues or they understand Stephen if he could not explain exactly what was wrong, only where it hurt?  
Stephen is enough was BUTOR to ask for help.

We looked at your key competences, skills and abilities we used an online test package and personalised exercises to raise their intrinsic motivation and enthusiasm. The results of the test spoke for themselves: emotionally, Istvan needed improvement, he showed an introverted image, which was less favourable for his specific job tasks: business development, human resource management.
In fact, in my experience, Istvan is an absolutely open individual, but your emotional state has made you withdrawn, your failures introverted.

Step 2: Positive image for clarity

The second step after diagnosis is "cure". Coming out of a state of apathy and indifference, Stephen began to feel more hopeful.
Other beliefs and obsessions also hindered Stephen, which came to the surface during our second conversation. He clung to the driver's chair, to material wealth, worried that it would all slip away.

Fear of loss is a very big barrier to performance.

Fear, obsessions - along the teachings of Dr. D. Hawkins, Dr. Mihály Csíkszentmihályi: Good Business, etc. - we started to "sweep out". By getting rid of the useless, we can make room for the potentials that are already within us.

Obviously, we can make better decisions in less time if we have as few things as possible in front of us. This is exactly the point of "sweeping".

Step 3: Objective - implementation - benefits

István wanted to change from a manager to a leader who is followed. He saw the achievement of his goal in an efficient workforce. He recognised the need to develop the current key players in the same way he had gone through, and to bring in new staff. He was able to see clearly the need for a colleague with his own spirit and high quality.

An enervated, frustrated person has found the source of well-being as the essence of the "Soul of the Company is the Workforce" process.

As an implementation step, I used my HR experience to help put together the prospective employee's profile and create a brand-building, no-frills job advertisement that our target person would recognise themselves by.
This reduced the time István had to spend on the selection.

An added benefit is that he wanted to use the practical knowledge of our work together, his learning and development processes, to develop his best people.

At the end of this phase, István, with new goals and plans, will set up a strategy to implement.

Step 4: Human enhancers

Dr Mihály Csíkszentmihályi is of the opinion that a company can be successful if the vision of the leader is one of social progress and motivates the workforce to perform.

On the basis of the above, István selected 6 employees, who were consulted in person and completed an online competency test package. As a result, 2 of the 6 colleagues had a cardinal problem.

  • Charles was not doing a job that he could do with his heart and soul, so he was not effective enough. The solution was to move him to another job. In my experience, everyone should, as far as possible, work in what they do with enthusiasm and excellence.

 

  • Francis' case is much more complex than the previous one. His motivation and results have fallen dramatically in recent times. As an evaluator, his skills are also quite good according to the competency test. But why does it not perform like that? What is the reason for the lack of motivation? From our first conversation I concluded that something in the background was holding back his performance.
    In her case, it was a family problem, with little attention paid to her teenage daughter, who was about to choose a career. Adolescence is one of the most difficult times for families today.Our teen programme helps with career guidance by guiding the right career path. We have also included a colleague's daughter in the career guidance self-awareness module of the TiniTrenD programme.
    A helping hand towards Francis, applying the teachings of Gary Chapman: "The 5 languages of recognition in the workplace". In this way, Stephen has retained another good employee and motivated him to do better.

Step 5: Results - the benefits of development from both sides

Benefit at company level

  • We kept the leader, positive economic development (experienced, good leader)
  • Two workers have been retained, and turnover has been excluded. The consultation has significantly increased their efficiency.
  • The selection of new staff was successful and quick, and they are doing their job efficiently after 3 months.

Benefit at individual level

  • Because the leader can identify with the company's vision, he or she becomes a good LEADER more easily in familiar, familiar terrain
  • They are working in a position that suits their abilities and the work-family axis is balanced.
  • The new employee is in an environment where he or she feels comfortable and can continue to develop.

At both individual and company level, be able to see the point behind things, discover the real driving forces. When everyone is in place at an individual level, an organisation can thrive. This is a given for all companies. In many cases, the lack of recognition cause the decline of the firm.

The concept and tools of the Career Coach, "The soul of the company is the workforce" and Tinitrend a solution to reduce turnover, identify new staff, create a likeable workplace and ultimately deliver a long-term return on investment.