From them to us
Your impression is:
We don’t use our full potential. We don’t bring our performance capabilities to work. It is the “How?” more than our common goal.
We are becoming more international. English is our corporate language. Some feel comfortable with it, some don’t. Communication therefore becomes even more of a challenge.
Accepting or appreciating different approaches and perspectives to the task at hand sometimes seems very difficult. In an international team even more so. We frequently battle about being right and wrong.
We are continuously facing changes. Be it new strategies, structures, tasks, or new members on our team. We are loosing ground under our feet. It is difficult to experience the team as one team.
Our meetings, jour Fixes, and workshops are not efficient. Sometimes boring. Sometimes both.
We end our workshops with long to do lists, commitments – yet, nobody really sticks to them, or too little. That is exhausting, sometimes frustrating.
What is my part? I never received feedback. We don’t have a feedback culture in our department.
There were times when we had fun with each other. At least more fun.
We don‘t promise miracles. Yet there is one thing that we can truly promise. We will lead you into a meaningful discussion. We will make it our effort to bring your discussion to the point. We will focus our energy on having as little veil dancing or self-manifestation as possible. At the same time we will give enough protection to make this possible.
Sometimes such an experience is enough in order to make a profound step towards more openness and trust. Yet most of the time we will take another step. Giving each other feedback on your individual contribution to the team. Very often for the first time there will be an exchange of acknowledgement and appreciation. This in turn gives the ground to address difficult, critical and hidden issues in an open, caring atmosphere.
