Decisions are often a source of conflict: because they are taken unilateral, because majority principles are applied, because people are allowed to say what they think, but no-one seems to listen, because decisions are vague and unclear.
In our webinar about Deep Democracy, we zoom into the following:
- Decision making: how to use the wisdom of the minority and come to more sustainable, richer and better supported decisions and solutions?
- Conflict handling: how to use diversity in talents, experience, thinking to resolve conflicts and come to a better collaboration in different kind of teams? Aim together for the best possible solution

In Deep Democracy all voices are heard, also the voices 'under the surface' where emotions count as much as the rational inputs. Main purpose is to be sure that is said what is to be said and heard.
Deep democracy offers tools, but goes beyond the practical level, it is a total mindset with a fresh vision on collaboration. 

Zoomwebinar

Prijs : gratis

Inschrijven : This email address is being protected from spambots. You need JavaScript enabled to view it. voor 16 september

De sessie wordt in het Engels gegeven 

 

  1. Start with the basics
  2. Streamline your process
  3. Communicate about the process before launching the platform
  4. Don't make it too complex
  5. Avoid different systems are still needed

  1. Ensure to have other teams and process involved, such as IT, Finance, Marketing and in particular the Senior Mgt of the organisation. Make it visual what the effect, impact, workload of such a program has on their team, way of working and on the organisation in particular
  2. HR automation will not decrease your costs in HR short term, so don't commit to make promises on reducing fte's in HR. On the contrary, this project will consume your best resources for several years.

"Here’s the dilemma: In a competitive, complex, and volatile business environment, companies need more from their employees than ever. But the same forces rocking businesses are also overwhelming employees, driving up their fear, and compromising their capacity."  Read the rest of this interesting article from Tony Schwarz, president and CEO of The Energy Project and author of 'The Way w're Working isn't Working'.  More about this topic during our High Tea Micro-learning session on April 19th.

https://hbr.org/2018/03/create-a-growth-culture-not-a-performance-obsessed-one 

When? Q2, session dates defined with participants

Duration: 8 half-days

Maximum 5 participants

Content & Formula: Rethinking and redesigning the Performance Management system and more in particular the yearly evaluations, are at the top of many companies' agendas these days. You dream about an environment where there is continuous feedback, leaders have future oriented career discussions and at the same time you succeed to take away the administrative burdon.  Still you find it difficult just to remove these yearly evaluations which are in place since years and well accepted by all parties. Guess what? you are right to doubt!