What looks healthy Guide because now? “Power together” does not mean that you, as a manager, generously transfer responsibility to your employees and thus overwhelm them.


Threat instead of motivation

Or it so unfortunate as follows forms: “I put you in charge of this whole thing Projects. It's challenging - dig in and don't let me down!" Unfortunately, for some recipients, this sounds more like a threat than an afterthought Motivation: In this case, as a manager, you obviously have pressure on your neck, the project really successfully to deliver

But instead of saying this openly and making it transparent, try the “don't disappoint me” den Employees to really perform at 110 percent. In most cases, however, the executive would do more Engagement would reap if she would openly communicate and address what is attached to this project and how important it is.

Motivation through self-determination

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Responsibility that leads to high-quality results cannot be enforced. Another form of demotivating employees, students, family members is that a leader delegates something, but then always does it himself decide wants, controls, asks instead of trusting the others.

People Only take on responsibility in a motivated and reliable manner when they enjoy self-determination and a valuable one Significance, so one Sinn, can recognize in what they are supposed to achieve. This is important to acknowledge, since the kind of responsibility that we strive for in healthy communication and leadership is always the one that someone wants to take on of his own free will, because he, himself, another or that Company important needs wants to fulfill. That's where his enthusiasm bubbles up, that's where the demand for quality comes from, that's when things sprout ideas – which would not have been the case under any other circumstances.

Everyone makes their contribution

We can learn a lot from nature about the way of “power together”. Every organism is based on an intelligent, beneficial interaction of its parts. Every single cell makes its own contribution and is important for the Health and performance of the next largest unit, its team - for example an organ. Several organs in turn act together within an organ system that only works if each individual organ has optimal conditions to perform its functions Tasks to meet.

All small and large parts and connections only give a healthy organism as a whole. Each part fulfills special assignments, but together they all serve the same purpose: a healthy, happy and fulfilling life.

From nature to the company

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It is basically the same in companies and other environments. Only a healthy and familiar togetherness and curiosity about the talents, talents or interests each individual brings with them ensure that everyone's potential is achieved to achieve the common one Set Can add up professionally and privately.

The empowerment of employees on the basis of this model is facilitated by a number of basic conditions which must be created within the leadership culture.

The minimum factor

One factor that we find in nature is the so-called minimum factor. It states that the very nutrient that is not available in sufficient quantities growth and limits the development of a plant. It's the same with us humans in a figurative sense in relation to our needs. The need that we are currently under-served, perhaps not nourished for a long time, will at some point hinder or limit our further development. Find out what your minimum factor is, you can clear address what you need.

In turn, supervisors figure out which needs of their employees are what they need fertilizer, they could significantly help their employees and assign tasks that are more appropriate to their needs.

Develop a need-awareness

The development of an awareness of needs is of great help for this, but the curious and exploratory is incessant Conversation between the leader and the led. We are not all firs - everyone needs different site factors, soil, light, water or grouping conditions.

In order to turn employees into long-term co-entrepreneurs who also want to be such, you first need them decision of Executives, to want real “power together”. Then they can begin to promote the principles of healthy leadership.

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