Review VLD-Café session #6

Posted by on Dec 29, 2016 in Cross-cultural, Leadership, Virtual Leadership, Virtual Teams, VLD-Cafe | 0 comments

The original theme of this 6th VLD-Café session was the development of talents in a virtual context. In other words, how to deal with the development of human capital in dispersed teams where you as a leader have only limited line responsibility for the person involved. One of the participants explained that this is indeed a serious issue for him every now and then. With team members located all over the globe, this manager indicated that one is sometimes not aware of local arrangements around appraisals, people development, local laws, ways of working etc. That makes it complicated. Moreover, it is...


Important for leaders to know: What really motivates people!  – a paradigm shift

Posted by on Jan 15, 2016 in Leadership | 0 comments

For decades we have been told that the principles of effective motivation are being build on the simple carrot-and-stick model. Generations of leaders have followed these principles in trying to create motivation in people working for them. Even though, over the years, motivational principles contained more finesse they were still built on the old model. More recently, experiments on motivational research revealed that the model of carrot and stick is no longer universally applicable to motivate people. At the times when this basic model was originally researched and developed the majority of the workforce was conducting mechanical tasks which...


The importance of continuous feedback for personal growth

Posted by on Nov 1, 2015 in Communication, Effective feedback, Leadership | 0 comments

  Feedback on behaviour and performance is a crucial step in developing people. This is more than the annual performance appraisal: when done on a regular basis it helps people to stay focused on their personal development and growth. Traditionally employees are appraised on a yearly basis. This is frequently driven by remuneration systems and policies and coupled to the “yearly salary increase”. Unfortunately, in lots of companies this is the only tool used for personal development and growth of employees.  According to our views, which is recently also confirmed by an article in Harvard Business Manager (May 2015,...


Employee motivation and engagement

Posted by on Jul 14, 2015 in Communication, Leadership, Personal development, Self management | 0 comments

  How to grow and sustain increased engagement of people in your organization? The following ideas and tips are based on the assumption that intrinsic motivation  is one of the key contributing factors for employee engagement.  Intrinsic motivation comes from within a person and has a strong connection to the person’s self-esteem and self-worthiness. In general, it is connected to positive emotions which create a strong memory and a long-lasting effect.  In a simplified way, I differentiate three levels of possible interventions which have an increasing potential of boosting intrinsic motivation in people: Level: day-to-day recognition and praise Level: use of...


Effective Annual Appraisals – Follow-Up

Posted by on Jan 7, 2015 in Communication, Leadership | 0 comments

This is now the last of four parts about effective annual appraisals. Parts 1-3 were posted in the course of December 2014. Follow-up and continuous feedback For this phase -which generally lasts about 11 months- I consider three aspects most important that help you to have a highly effective appraisal process. 1. Pre-and post training conversations: If you have a agreed that your direct report would attend courses I highly recommend to have a conversation before he/she attends the course with a focus on what (s)he wants to learn through attending the course. As soon as (s)he is back...