Out Of The Timebox

If challenges like this one sounds all too familiar, you shouldn't miss our new 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗦𝗰𝗼𝗽𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽! It is designed to help teams like yours to 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝘆, 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱, 𝗮𝗻𝗱 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗲 hurdles that throw projects off track. 🛒 𝗕𝗼𝗼𝗸𝗶𝗻𝗴 𝗹𝗶𝗻𝗸: https://lnkd.in/e-DkwdAu

"𝗚𝗼𝘁 𝗮 𝗺𝗶𝗻𝘂𝘁𝗲?" Let's talk about CONFRONTATION in the workplace. 🥊 ❓ Why do some teams handle conflict well, while others sweep it under the rug? ❓ How can you improve open communication and confrontation skills in your team? 𝗟𝗲𝘁 𝗺𝗲 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝗮 𝘀𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻 𝗜 𝗵𝗮𝗱 𝗼𝗻𝗰𝗲… Under heavy project pressure, a colleague and I snapped at each other. Yes, it happens. We’re all human. The situation wasn’t resolved immediately—it got postponed day after day. After two weeks, it was still lingering like thick air before a storm. I knew we had to address it. So, I politely but firmly insisted we talk. And we did. 𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗲𝗱 𝗻𝗲𝘅𝘁? We both acknowledged the "elephant in the room" and gave it a name (No, not “Dumbo” or “Tuffi” 😉). Within 10 minutes, we reflected on the situation, clarified what the conflict was about, and identified why it happened in the first place. After that conversation, the tension dissolved. It was easier to “breathe again”. 𝗟𝗲𝘀𝘀𝗼𝗻 𝗹𝗲𝗮𝗿𝗻𝗲𝗱? Avoiding a clarifying conversation often costs you more energy than having it. So put on your big boy/girl pants and have that talk! It works — at work, at home, for individuals, and for teams as well. 🎁 Check out my 𝗾𝘂𝗶𝗰𝗸 𝗴𝘂𝗶𝗱𝗲 𝗯𝗲𝗹𝗼𝘄 𝘄𝗶𝘁𝗵 𝟱 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝗶𝗺𝗽𝗿𝗼𝘃𝗲 𝗰𝗼𝗻𝗳𝗿𝗼𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝘀𝗸𝗶𝗹𝗹𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺. --- ♻️ Re-post, if this knowledge-bite is useful. 💬 Comment to share your experiences with others. 🔔 Follow me and activate the bell to never miss a post. --- 📣 P.S. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗶𝘀 𝗯𝗲𝘁𝘁𝗲𝗿: solving conflicts instantly or stepping back to gain some perspective first? Why? Comment below!

▶️ 𝗟𝗲𝘁 𝗴𝗼 𝗼𝗳 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴! ◀️ "You don't have to understand everything in life." (𝘉𝘦𝘤𝘢𝘶𝘴𝘦 𝘴𝘰𝘮𝘦 𝘵𝘩𝘪𝘯𝘨𝘴 𝘫𝘶𝘴𝘵 𝘥𝘰𝘯'𝘵 𝘮𝘢𝘬𝘦 𝘴𝘦𝘯𝘴𝘦!) This random comment from my former boss became my life-changing mantra. At first, it made me laugh. But it resonated deeply ever since. 🍎 𝗪𝗵𝘆? Because my mind loves to overanalyze everything. This sentence is a gift, that reminds me not to get too caught up in the "why" of things. It helps me quiet the noise in situations that I can't control (and that don't affect me much). 🍏 𝗧𝗼𝗱𝗮𝘆, this applies to both my personal and professional life. » I use it when my husband does things differently than what I would do them 😉 » Or when I work with 𝘁𝗲𝗮𝗺𝘀 𝗴𝗼𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 and trying to figure things out in many, sometimes very weird ways 🤷♀️ It's a reminder that: ⇢ sometimes it's okay to not have all the answers.  ⇢ the process can be a black box if the outcome works. ⇢ not everything needs to be dissected and analyzed. 𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀, 𝗹𝗲𝘁𝘁𝗶𝗻𝗴 𝗴𝗼 𝗮𝗻𝗱 𝗮𝗰𝗰𝗲𝗽𝘁𝗮𝗻𝗰𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘄𝗶𝘀𝗲𝘀𝘁 𝗰𝗵𝗼𝗶𝗰𝗲… 📌 P.S. Acceptance or analysis? What's your default mode? Share in the comments. ♻️ Repost, if you find it true. 🔔 Follow me, Milena Dziebaj, and hit the bell to never miss a post from my “Game-Changing Words” Series.

𝗪𝗮𝗻𝘁 𝗮 𝗽𝗲𝗲𝗸 𝗶𝗻𝘀𝗶𝗱𝗲 𝗺𝘆 𝗯𝗿𝗮𝗶𝗻? I'm starting a new series! 📣 I've been noticing something lately... Certain phrases and quotes keep popping up in my head, almost 𝗹𝗶𝗸𝗲 𝗲𝗮𝗿𝘄𝗼𝗿𝗺𝘀! Those personal mantras have profoundly shaped my journey, both personally and professionally. One sleepless night (yes, it happens! 😅), I decided to use the time wisely. I did a massive brain dump of all these sentences into my Notion workspace. I was shocked to find I had 24 game-changing sentences, sayings and quotes! Just like that, off the top of my head! That's when it hit me – 𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲 𝘁𝗵𝗲𝘀𝗲! So… I'm starting a new weekly post series: "𝗚𝗮𝗺𝗲-𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗪𝗼𝗿𝗱𝘀"! 𝗘𝘃𝗲𝗿𝘆 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆, I'll share one of these with you. I'll be diving into the "why" behind each, 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 they've had on my mindset. I will also tell you how they continue to inspire and guide me in 𝘄𝗵𝗲𝗻 𝗜 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝘁𝗲𝗮𝗺𝘀 𝗴𝗼𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝘀. These are more than just nice sayings. They are the guiding principles that influence my decisions every single day. I can't wait to share them with you! 📌 P.S. 𝗛𝗼𝘄 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂? What words of wisdom resonate with you? Tell me your “earworms” in the comments. 🔔  Follow me, Milena Dziebaj, and hit the bell to never miss a post from the “𝗚𝗮𝗺𝗲-𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗪𝗼𝗿𝗱𝘀” 𝗦𝗲𝗿𝗶𝗲𝘀.

Pssst… Ever felt like this? 🦆 Wanting to bury your head and pretend it's not happening? I get it, we've all been there. 😂 Let's be honest, sometimes transformation feels like a giant meteor... Your first instinct? 𝗗𝘂𝗰𝗸 𝗮𝗻𝗱 𝗰𝗼𝘃𝗲𝗿! 🦆 This "fine art of not dealing with change" doesn't work. That meteor? 𝗜𝘁'𝘀 𝘀𝘁𝗶𝗹𝗹 𝗰𝗼𝗺𝗶𝗻𝗴! I've seen people try this "duck and cover" approach with organizational change. How? They ignore the emails, skip the meetings, and hope it all just magically goes away. Poof! Well... usually it doesn't. Because here's the truth: 𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝗹𝗶𝗸𝗲 𝗮 𝘁𝗼𝗱𝗱𝗹𝗲𝗿. It's persistent, it's demanding, and it will eventually get its way! So, you might as well embrace the chaos. (And maybe invest in some earplugs 🙉) 𝗥𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 𝘁𝗼 𝗺𝗲 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘁𝗼 𝗱𝗼 𝗶𝘁 𝗯𝗲𝘁𝘁𝗲𝗿! (𝘢𝘯𝘥 𝘵𝘢𝘬𝘦 𝘵𝘩𝘦 𝘲𝘶𝘪𝘻 𝘭𝘪𝘯𝘬𝘦𝘥 𝘪𝘯 𝘮𝘺 𝘱𝘳𝘰𝘧𝘪𝘭𝘦 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘤𝘰𝘮𝘮𝘦𝘯𝘵 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘰𝘶𝘵 𝙞𝙛 𝙮𝙤𝙪 𝙖𝙧𝙚 𝙧𝙚𝙖𝙙𝙮 𝘵𝘰 𝘥𝘳𝘪𝘷𝘦 𝘢 𝘴𝘶𝘤𝘤𝘦𝘴𝘴𝘧𝘶𝘭 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 𝘪𝘯𝘪𝘵𝘪𝘢𝘵𝘪𝘷𝘦) --- ♻️ Repost, if you've ever seen the "duck & cover" strategy in praxis! 🔔 Follow me, Milena Dziebaj, and hit the bell to never miss a post.

🌵 CHANGE means RESISTANCE! 𝗪𝗵𝘆? Change resistance happens when people oppose or reject new ideas, processes, or ways of working. Why do they do that? Because they feel: 📍 Fear of the Unknown 📍 Loss of Control 📍 Lack of Trust Which arise when there is: 📍Lack of Information 📍Lack of Support Understanding why people resist change is key to 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗿𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲. Addressing concerns, informing people, and building trust are crucial for successful change implementation. --- ♻️ Re-post, if this knowledge-bite is useful. 💬 Comment to share your experiences and knowledge with others. 🔔 Follow me, Milena, and activate the bell to never miss a post like this.

𝗧𝘄𝗼 𝘄𝗲𝗲𝗸𝘀 𝗮𝗴𝗼, 𝗜 𝗵𝗮𝗱 𝗮 𝗰𝗮𝗹𝗹 𝘄𝗶𝘁𝗵 𝗮 𝗻𝗲𝘄 𝘁𝗲𝗮𝗺 𝗹𝗲𝗮𝗱. Fresh to the company and new to leadership, he felt uncertain about what was expected of him and his initial steps. Here’s what I usually do when starting a new project: 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝗮𝗿𝗹𝘆. Ideally, this should happen during the job interview. But if not, it’s never too late to ask. 𝗧𝗮𝗸𝗲 𝘁𝗵𝗲 𝗙𝗶𝗿𝘀𝘁 𝗧𝘄𝗼 𝗪𝗲𝗲𝗸𝘀 𝘁𝗼 𝗔𝘀𝘀𝗲𝘀𝘀. Dive deep into understanding the current situation. I recommend creating a project assessment. By interviewing key stakeholders, I gather insights and understand the dynamics at play. This sets a solid foundation. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁? I schedule a call with management to share my findings and recommendations. This open dialogue ensures buy-in and commitment for the next steps. 𝗜'𝗺 𝗵𝗮𝗽𝗽𝘆 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲 𝗺𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗮𝗻𝘆𝗼𝗻𝗲 𝘄𝗵𝗼 𝗻𝗲𝗲𝗱𝘀 𝗶𝘁. It’s a tool that can make a real difference! 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱? Reach out to me via DM or comment below, and I'll be glad to help. P.S. How do you approach new leadership roles? ♻️ Repost this if you believe in the power of preparation. 🔔 Follow me, Nina, and hit the bell to never miss a post. --- Let me know if this works for you!

Drive Change. Don't Get Run Over By It. 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄? » Organizational change is more than just a new org chart. » Organizational change is more than just announcing a new policy. » 𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆. ⇢ From defining the problem to inspiring action, every step matters. ⇢ Leaders must drive change effectively to stay competitive. ⇢ But old habits die hard, even if ineffective. Do you know which are the weakest points of your change initiative? 🍀 𝗗𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗳𝗶𝗻𝗱 𝗼𝘂𝘁? Want to master organizational change? 🍀 𝗗𝗼 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄? You can be a truly successful change leader. 🍀 𝗗𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼? 𝗜'𝘃𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗮 𝘀𝗵𝗼𝗿𝘁, 𝟯-𝗺𝗶𝗻 𝗦𝗨𝗥𝗩𝗘𝗬 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗴𝗮𝗶𝗻 𝗶𝗻𝘀𝗶𝗴𝗵𝘁. 𝗟𝗶𝗻𝗸: ↳ in my profile under my headline ↳ in the first comment under this post ↳ link: https://lnkd.in/eejCP2U8 ♻️ Repost this if you think someone in your network may find this valuable. 🔔 Follow me, Milena, and hit the bell to never miss a post. P.S. Leading change—exciting or terrifying?

ORGANISATIONAL CHANGE? More than just a new coffee machine! ☕ I am talking about a 𝗦𝗜𝗚𝗡𝗜𝗙𝗜𝗖𝗔𝗡𝗧 𝗜𝗠𝗣𝗔𝗖𝗧 on how a company operates. Alternation, that affects employee roles and workflows. Think big, not just a new coffee machine. 😉 𝗟𝗲𝘁'𝘀 𝗯𝗿𝗲𝗮𝗸 𝗱𝗼𝘄𝗻 the types of change: ▪ Structural changes: mergers, acquisitions, ▪ Strategic changes: new business directions, ▪ Technological changes: new systems, new software, ▪ Process changes: workflow adjustments, new procedures ▪ Cultural changes: shifts in values, mission, work environment Now, picture the "5 stages of grief." 𝗜𝘁'𝘀 𝘁𝗵𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝗼𝗹𝗹𝗲𝗿𝗰𝗼𝗮𝘀𝘁𝗲𝗿 after a tough situation. Think: lay-off or a major breakup. The Change Curve is very similar and maps this to organisational change. 𝗜𝘁 𝗴𝘂𝗶𝗱𝗲𝘀 𝗯𝗼𝘁𝗵 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗻𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 through the emotional ups and downs. I've found this invaluable in my work. 👇 👇 👇 👇 👇 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘩𝘦𝘢𝘳 𝘢𝘣𝘰𝘶𝘵 𝘮𝘺 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴 𝘢𝘯𝘥 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘵𝘰 𝘯𝘢𝘷𝘪𝘨𝘢𝘵𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘤𝘩𝘢𝘯𝘨𝘦 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘣𝘳𝘦𝘢𝘬𝘪𝘯𝘨 "𝘵𝘩𝘦 𝘣𝘢𝘯𝘬" 𝘢𝘯𝘥 𝘸𝘩𝘪𝘭𝘦 𝘬𝘦𝘦𝘱𝘪𝘯𝘨 𝘱𝘦𝘰𝘱𝘭𝘦 "𝘰𝘯 𝘣𝘰𝘢𝘳𝘥"? ↳ 𝘙𝘦𝘨𝘪𝘴𝘵𝘦𝘳 𝘵𝘰 𝘮𝘦𝘦𝘵𝘶𝘱 𝘣𝘺 j-labs software specialists (17𝘵𝘩 𝘖𝘤𝘵, 𝘔𝘶𝘯𝘪𝘤𝘩) 𝘭𝘪𝘯𝘬 𝘪𝘯 𝘧𝘪𝘳𝘴𝘵 𝘤𝘰𝘮𝘮𝘦𝘯𝘵. --- ♻️ Repost this if you find change management tricky. 🔔 Follow me and hit the bell to never miss a post. ❓P.S. Which causes more disruption: new software or new CEO?

𝗦𝗽𝗮𝗿𝗿𝗶𝗻𝗴 𝗶𝘀 𝗖𝗮𝗿𝗶𝗻𝗴! • Think of athletes and their coaches. • Musicians and their mentors. • Writers and their editors. Everyone benefits from a fresh perspective. 𝗪𝗮𝗻𝘁 𝗵𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴, 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝘁𝗲𝗮𝗺𝘀? They need sparring partners.  Sparring unlocks hidden potential. It fuels continuous improvement. 𝗙𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, it challenges thinking. It refines strategic decisions. 𝗙𝗼𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀, pair programming is key. Code reviews catch errors early. AND JUST AS IMPORTANT... Be a 𝗿𝗲𝗹𝗶𝗮𝗯𝗹𝗲 sparring partner too. It's about giving as well as taking. I always discuss my work with peers. It helps me stay sharp and relevant. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘀𝗽𝗮𝗿𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝘀𝘂𝗰𝗰𝗲𝘀𝘀! P.S. Who's your sparring partner? ♻️ Repost this if you think sparring partners are essential for high-performing teams. 🔔 Follow me, Nina, and hit the bell to never miss a post.