Would you agree that generational differences got a loooot more complicated since they made "The Intern" in 2015? 😉 November was a premiere month for our brand new program ⭐️ LEADING MULTIGENERATIONAL TEAMS ⭐️ This important and highly relevant topic is covered in a 2-day, practical and real case-based learning experience. Some feedback we received from the first groups of managers: “Highly interactive, engaging and practical experience” “Should be mandatory for all leaders” “A must-have knowledge and understanding in today’s world” “Awesome 2 days!” Thank you all those we participated in the first editions and also provided feedback on how to improve and make this program even more impactful. 🙏 #leadershipdevelopment
About us
We support organizations worldwide with training, facilitation and consulting in the areas: - leadership development - team development - organizational change & transformation. We are a strong team of practitioners with at least 15+ years of experience in training & facilitation as well as business practice in leading teams, developing organizations and taking them through change. Our best-selling development programs include: Leadership Development intensive (LDI) by John J. Scherer Feedback with Impact Partnership in Business Building and Maintaining Dream Teams and our newest and hottest - Sense of Belonging&Engagement in the Hybrid Work Environment. Our programs can be delivered online or F2F. Most of our programs are delivered in English. Contact agata@humanleaders.pl for more details.
- Website
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www.humanleaders.pl
External link for Human Leaders
- Industry
- Professional Training and Coaching
- Company size
- 2-10 employees
- Type
- Privately Held
- Founded
- 2021
Employees at Human Leaders
Updates
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Another journey with a C-level group to become an #effective, #healthy and high-performing #team. Each journey is so different - filled with personal stories and experiences, unique group dynamics made up their history with each other, individual personalities and perspectives. And each time a different reason they came together. And yet, the growth that needs to be done usually comes down to the same elements: 🔑 building safety and trust with each other 🔑 finding the courage to challenge one another, name the uneasy or uncomfortable 🔑 arriving at agreements that are made up of clarity and commitment, not 'ambivalent consensus' 🔑 holding one another accountable to agreed standards and values 🔑 listen and be listened to with curiosity and respect. Each team arrives at a different point in the end. But they all arrive stronger, wiser and more human. 💪 💚 That is the work we do 😊 🙏 #leadershipdevelopment #teamdevelopment
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Why am I #important, #relevant, #useful? What is the #difference my work makes in the world? Here is a super-happy group at IBM, completing their journey through our program with the amazing Robin Baker last week. Congratulations and all the best on your journey! 👏 🚀 Mariusz Princ Hugo van Rijn Angelika Kołodziej Agnieszka Skrzynska Justyna Zaziąbł Anita Sekman Zuzanna Poźniak Paulina Głuszek Lillianna Paciorek
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What are DEEP RULES?
🙊 WHAT YOU STILL CAN'T SAY AT WORK = DEEP RULES 🙊 The taboo topics, thoughts, feedback or concerns that don’t get named. Or actually, they do, just not in front of the audience they concern. I’ve always called these ‘hidden culture scripts’, as I believe sometimes they grow so strong they have the power to override any kind of organizational culture or leadership style. Jim Detert, a professor at University of Virginia Darden School of Business calls this phenomenom #DEEP #RULES and he wrote a super-interesting article on this in the latest MIT Sloan Management Review (link in the comment). „…most of what gets said doesn’t challenge the core power structure or those with the most privilege. And that, I think, is a major reason that, despite a lot of executive talk about employee trust in leadership, commitment, and pay structures, these factors — and organizational performance — continue to disappoint.” 💡 And while even I am not idealistic enough to believe in #radical #candor within corporate environment, I believe in smalls steps and micro-interventions. I have over the years implemented numerous mechanisms to help teams and organizations ‘uncover’ and name the ‘deep rules’, even if not address them immediately. ⚙️ One of the simplest #techniques is to create a safe space, where such comments, in form of questions get posted regularly and anonymously. Then, on regular basis they are answered or commented on by senior leadership. The key ingredient to the success of this, is of course leadership's vulnerability and courage. And that is another story 😇 Every time I have witnessed this ritual though, the questions were mainly around power structures, pay systems, transparency, credit or recognition. A great representation of Jim's sample statements you can see below. * 👇 Jim Detert "What You Still Can’t Say at Work" MIT Sloan Management Review, Oct 14, 2024
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Out of all the training programs we deliver at Human Leaders, this one is probably the simplest yet the most hashtag #revolutionary. We first created #FeedbackWithImpact many years ago, with an intention to de-demonize the concept of feedback, to make it easier, lighter and friendlier. To take out the corrosive heaviness, stress, criticism, guilt and blame out of #feedback conversations. It was supposed to be just a little workshop back then. By today we have changed the way so many organizations think and approach #feedback, we have equipped them with a mindset and tools to naturally incorporate #FEEDBACK into the way they communicate with each other 💪 We are touched and a little proud to see the change this program makes 😊 Thank you all participants that have contributed to the development of this program over the years 🙏 🙏 👇 And this came last week from a very recent one 👇 🙏 😊
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In the last week of FEB we invited a group of #HR #BusinessPARTNERS to one of our popular workshops dedicated to…#PARTNERSHIP in business! Some brilliant thoughts and ideas were exchanged and so I feel inspired to also share here 😃 The whole concept of #PARTNERSHIP is still rarely understood and applied. Many people would think that partnership in business is this touchy-feely, ‘soft HR’ thingy, that has to do with trust and good relationships and politeness and respect. And while all this may be important and true, it still DOES NOT mean we have partnership. Real partnership is actually built out of very HARD, measurable elements such as: 🤝 both sides naming their expectations of each other 🤝 both sides naming their boundaries 🤝 both sides GIVING and RECEIVING 🤝 both sides taking responsibility for their part in the relationship 🤝 both sides saying YES and NO 🤝 both sides holding each other accountable. Easy, huh? 😄 💥 So when was the last time you named YOUR expectations of your new boss or a senior stakeholder? 💥 When was the last time you held them accountable? We also took a closer look last week at what makes HR a true PARTNER to business and what doesn’t. Some interesting questions that were brought up in the session: ❓ why is the word PARTNER only used in HR Business Partner role and not the others? Does it really symbolize PARTNER or maybe ‘supporter’ or ‘servant’ (in the good sense)? ❓ what kind of expectations does HR need to start naming of the business to build better partnerships? ❓ how can PARTNERSHIP be educated and promoted within organizations and who would benefit? ❓ how and when should HR hold business accountable to build true partnership? Thanks all those amazing HR professionals who participated and everyone else -- feel free to be inspired, comment or ask more fiery questions! 😀
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So you think you know how to RECEIVE FEEDBACK? Check again 😀 👇 In over 15 years of work, dozens of organizations and thousands of workshop participants in the area of FEEDBACK I have not ONCE come across someone who was interested in learning how to RECEIVE feedback. Not once! 😮 Everyone wants to learn how to GIVE feedback and apparently everyone knows how to receive it, as it is so damn easy… Right? Not really, no. 🤷♀️ The automatic reaction to NEGATIVE feedback is often to fight, flight or freeze, apologize, blame someone or something else, explain, solve the problem, quickly end or change the topic. With POSITIVE feedback a typical reaction is to deflect, question it, minimize, ignore it, change the topic etc. Some basic RECEIVING hints: 💡 CHOOSE YOUR REACTION Take those few seconds between action and reaction and choose to FIGURE IT OUT. Understand, make sense, process, ask questions and seek to understand the situation. “When you say GREAT JOB, what exactly do you mean? What did you appreciate about this report?” “I can hear you’re not happy with this piece of my work. What was your expectation?” 💡 Ask yourself – WHAT IS THIS PERSON TELLING ME ABOUT THEM? Rather than focusing on YOU. Feedback after all is information about the GIVER. So get curious 🤓 💡 Breathe, wait, let is sink and process. Constructive reactions are rarely QUICK reactions. They can wait a few moments. Or even a day. A healthy feedback relationship begins with people ready to RECEIVE feedback in a constructive way. And then your development in GIVING feedback with impact makes a lot more sense ✌
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