Change management and criticism: what bosses can change

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR –® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, among other things, and was one of the top 20 female German bloggers, referenced in ARD, ZEIT, WELT, Wikipedia .
Text comes from: Überzeugend leise!: Wie stille Menschen ihre Stärken wirkungsvoll nutzen (2014)Feedback: Nur was erreicht, kann auch bewegen (2015) by Chris Wolf, Heinz Jiranek, published by BusinessVillage Verlag, Reprints by friendly permission of the publisher.
Copyright:  Artwork created as part of a free collaboration with Shutterstock. ,

Too often changes are called for or required in the working context, which are questionable. Because a personality can not be changed.


Here writes for you:


Heinz Jiranek Heinz-JiranekHeinz Jiranek, psychologist and coach.


Here writes for you:


Chris Wolf Chris-WolfChris Wolf Graduate in psychology and book author.


From the author:




The core of personality

Basically, one assumes that man has a largely invariable core, which is called a personality and which constitutes the individual. To this end, man has a set of abilities. This refers to equipment-based prerequisites for the provision of services.

Underperformance is understood as the acquired or acquired shares of the benefit. There are a number of other terms, preferably also in English. The essence, however, remains the same: We assume that man has a constant core that makes him and which we have to deal with with respect.

What people can change

In addition, there are shares that can be learned and changed, without the core of the person changing or changing. From the point of view of developmental psychology, this is certainly a discusative, because very simplified view, but it proves to be extremely practical for the world of feedback.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Basically and by definition, feedback is possible and useful for what someone is doing and for what someone can actually change, but not for how someone is. Of course this is only seemingly separated, but is sufficient for a pragmatic consideration.

Respect Please!

Fundamental is the respect for the personality of the employee, which you can not comment on with feedbacks, evaluate and assess and certainly not change.

Such alterations, which unfortunately are not infrequent, and which are among the most dramatic errors in leadership, we are happy to demonstrate with the deliberately contemptuous term "Therapie light".

Therapy light?

He wants to brand that the field of personality work has nothing to do with leadership and that it is brutal and irresponsible to try to mess around here. Apart from the ethical dimension, you immediately and almost inevitably put people in resistance if you try to understand them in the sense of the supposedly necessary personality optimization.

The clear steps of resonance feedback provide easy help. Anyone who adheres to this will work precisely on what can and should be dealt with in the sense of leadership.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Feedback in Leadership Context

There are a number of different focal points in the work of a manager. Communication is of course significantly involved in most of them and feedback plays a role in a great many. Depending on the area of ​​work, managers are more or less concerned with ensuring that their subordinates advance. Feedback processes are often seen as central.

In general, feedback is used to inform the employee about how their performance is viewed, and finally, feedback is useful, which reconciles the cooperation on both sides. “Stay away from those who are trying to lower your ambition. Small minds always do that, but the really big ones make you feel like you can grow up yourself! ” Mark Twain (author, * 1835 † 1910)

Overview: Main application fields of feedback in leadership context

  • Feedback on work and performance
  • Feedback in the context of the employee's incentive
  • Feedback that replicates the collaboration

In addition to these three large groups, there are, of course, feedback during the training period (acquisition or refinement of skills or skills) and feedback in the context of team development, meeting feedback and feedback in the context of conflict management and, and, and. In the more detailed description, we restrict ourselves here to a large extent to the three fields mentioned above.

Human image: The employee as a plasticine?

In all three areas (performance, advance, co-operation), it is about making available to the employee perceptions that he himself can not have and which can generate resonance.

Especially in the management context, there is a widespread idea that people have to change, in the direction of the boss Companies it is asked for. This is often called development and linguistically reminds a little of unwinding the unfinished human being.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

“We are still coaching ourselves”

We would like to point out once again that this is a strange and possibly questionable human image. You hire an employee, because you have decided that it is the right person. It is the right person, with the right personality and the right equipment at skills and abilities.

As soon as he starts working, you start working to develop in the direction desired by the company (whoever that is). You coach him here and there… (Treat yourself to the irritating experience of listening to conversations between executives and employees, for example on the sidelines of management training. Quite disturbing! An exemplary highlight: “We are still coaching ourselves.”)

Respect for the individual

In all euphoria about feedback (and in companies about personnel development and learning processes), the respect for the individual must always be based on the realistic and fair handling of change requirements and changeability.

Resonance feedback provides hints for a careful process that allows for reverberation. To what extent the feedback taker draws consequences from this, is alone his decision.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.

German edition: ISBN 9783965964846

7,99  Buy directly

English version: ISBN 9783965964853 (Translation notice)

7,99  Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Fabian Auler

    RT @ communications9: RT @SimoneJanson: Feedback & Leadership - 3/5: What bosses can change -

  2. Monika B. Paitl

    RT @SimoneJanson: Feedback & Leadership - 3/5: What bosses can change -

  3. Competencepartner

    Feedback & Leadership - 3/5: What bosses can change: All too often changes are made in the work context ... #Profession #Education

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.