Empowerment needs employees with power

The (economic) world is in upheaval

You read it every day how quickly the world is changing. Change and transformation is now nothing fundamentally new, but the speed of change has increased significantly and will not slow down. New technologies are emerging globally and very quickly, which may make your proven business model obsolete.  And that can happen quickly, remember cases like Grundig, Kodak, Nokia or Blackberry? Your biggest competitor in a year’s time may be a start-up that is only just being founded.  China is putting pressure, digital companies such as Google and Amazon continue to grow, free world trade appears to be under threat. And the list could go on for a long time: Brexit, Trump, shift in party landscapes, change in media behavior, climate change, shortage of skilled workers, hot spots in many regions, etc. etc.

Previous models become obsolete

This change leads to uncertainty – even on the executive levels. Previous doctrines, models and certainties about measures and their effects on the market are often no longer valid. How can I develop a long-term strategy if I don’t know who my competitors will be tomorrow? How should I plan a marketing mix if I do not know which media my customers will use tomorrow? Where should I invest when markets and trade are in constant change and new technologies emerge overnight?

Competitive advantage “Empowerment”

Even more central control, even more data, even more analysis and even more “top-down culture” will answer these questions less and less and will not be able to meet the new challenges.  One approach could be to reduce hierarchies and shift decisions to the levels where knowledge is. A CEO does not necessarily know the latest technologies, market developments and communication media.  Ideas and guidelines should therefore not only go from top to bottom, but also from bottom to top.

At best, senior management does not interfere in day-to-day business, as is often the case today. Top managers only set the broad direction and are more of a leader, coach, motivator and moderator – but less of a decision-maker.  It is at the lower levels that decisions are made about the steps to be taken to achieve the goals. The management builds or rebuilds the organization in such a way that the employees are able to make the decisions. It makes sure that the best employees are recruited and stay for the long term. It creates a culture of openness and trust and gives employees support and security. It shows and exemplifies that it makes sense to work for this company.

A best practical example are cross-functional teams that react and decide quickly: Instead of silo thinking and working more against each other than with each other, employees from production, product development, marketing, sales and finance now sit in one team and decide together on innovations or investments, for example. The speed until the market launch of new products increases significantly. New agile methods in project and product management can also help here.

Making employees fit for change

Flat organisation, changed work processes and quick decisions bring new challenges for employees and managers. It is the task of the company to make its employees fit for this change so that they can master these challenges well. On the one hand, of course, this involves technical content, such as new computer programs, new machines, new digital methods and tools.

But it is also about the employees themselves and their personal skills. They should be able to build up their own performance and retain it permanently. For example, it is crucial to be able to build sufficient focus and concentration to “deliver” at the decisive moments. In addition to professional competence, mental competence is therefore also required. Let’s take an example from sport for illustration purposes: When a professional footballer takes a penalty kick, he naturally has the basic strength and ability to shoot a ball accurately eleven metres away.  But what is actually important here? It is more important to remain calm at that moment, to focus, to block out noise and distractions from the stadium and to concentrate fully on this single task.  Then you can score the goal! And with this approach, the employees will also succeed – for example, completing a project on time or launching a new product before the competition.

Employees need sufficient personal energy > “Perform in the storm

Only managers and employees who have sufficient personal energy will be able to master this change. And only he/she will keep calm and overview even in difficult situations in order to make the right decisions. Stress, restlessness, nervous hectic and bad communication lead to wrong decisions. Stress can be defined as a subjective lack of personal energy to master a certain situation. This is where I come in! My trainings show the participants how to get the energy they need to perform at their best – but without burning out. With a holistic, implementable and sustainable concept, all dimensions of individual performance are communicated, trained and improved:

  • Physical energy
  • Mental Energy
  • Emotional Energy
  • Purposeful Energy

With the four dimensions of personal energy the foundation is laid:

– 100% energy = 100% life – and therefore 100% performance

But in professional life you can only be successful in a team. In addition to this personal energy, communicative energy is therefore also trained – because only in successful interaction with others can you really make a difference.  The ability to communicate successfully is considered the key competence for the future – especially for managers and sales staff.

A company is only as successful as its employees

Employees with sufficient energy usually do not need overtime to do their work. They manage to balance work and private life well. They are more satisfied, more balanced and less stressed. Teamwork improves. The company benefits from better employee performance, higher employee motivation and deeper employee loyalty.

You want employees with “power”? Then contact me.  I will gladly be available for a phone call or meeting.

From practice for practice

You don’t want a theoretical “Bla-Bla”, but contents that help you in your daily (professional) life? You want support and tips that are understandable, comprehensible and implementable. You want a trainer who speaks your language? And you want a lasting training effect?

Then you have come to the right place!

I know people’s everyday professional life from over 25 years of experience as a manager and executive. I can convey my training contents in a credible, pragmatic and authentic way, because I have experienced and mastered all this myself. I make your employees successful!