Self-leadership is a really important skill to build-up in organizations to become innovative and agile. Companies that show high self-leadership skills can more easily adjust to a volatile, uncertain, complex and ambiguous environment (VUCA). 

Why this?

Because every employee will respond to a VUCA world with Vision, Understanding, Clarity and Agility.

How can you foster more self-leadership in your organization?

Neurologically spoken you need to provide a significant amount of understanding of self-leadership among your employees. You need to train self-leadership and your employees need to have the space as well as the flexibility to apply self-leadership.

We build-up self-leadership in organizations in three phases:

PHASE 1: Understand yourself

Understanding yourself means to apply a deep understanding of how you have been wired – how you can regulate yourself and how you can connect to your full potential.

Know how your brain is wired

We human beings have a unique and fascinating brain. We are born unfinished and until 25 our brain is formed. However, until a very high age, we have the ability to adapt to different environments since we are not hardwired. This means that every situation, every new event or relationship will shape our brains. 

Knowing this it is quite important to understand how our brain has been shaped predominantly during our life experience. We normally conduct individual or team personality tests, such as DISC or MBTI to understand how we may behave in certain situations.

We also mention that our brain dominance is not ending and each new experience such as Corona will change our personality style.

Regulate Yourself

We have not only neurons in our brain, we have another 20 billion neurons in our autonomous and endogenous system. Especially in times of home office, we recommend to exercise frequently embodiment, mindfulness and focus exercises.

The embodiment exercises are simple desk yoga exercises that will help you to activate your parasympathetic nervous system and to calm down stress. 

Mindfulness exercises help you to shut down the brain frequency in your cognition (brain) – If you are deeply connected with your parasympathetic nervous system you will be able to connect to your unconscious and your creativity and intuition. Hence, the focus of working should no longer be conducted than 25 minutes followed by a subsequent pause.

Connect to your full potential

Living and working according to your strengths will help you to foster high performance talents in your organization. Hence it is even more important to discover your own values and strengths. We normally conduct with teams, Martin Seligmen’s  values in  action. Try it out here and find out what your top five strengths are. 

PHASE 2: Set your focus

Your organisation will only grow exponentially if you have people that have their own purpose, vision, goal and care and that will integrate it in your organisation’s vision alignment. How can you achieve this?

Set your Purpose & Vision

We align in a three step approach with teams to set their own purpose and vision. It is not an easy step to define a clear vision where to go but it is an important step to get achievements done.

Set your goal and care

As a subsequent step, we align required goals and how to build-up a growth mindset and care to achieve these goals. This is important to become persevering to achieve things.

Keep yourself motivated

Even with the best defined purpose and vision, it is not always easy to keep yourself motivated to continue your goal achievement. Hence we recommend easy techniques to keep motivation on a daily basis high and to allow everyone to see that a vision is a journey of growth.

PHASE 3: Live your focus

Even if you have people that have a clear vision for themselves and your company it is a daily effort to keep everyone to live according to their focus. We have another three easy techniques to keep the focus setup high.

Develop a growth mindset

A growth mindset is a positive attitude to learn to develop your own growth path and to motivate yourself with the right resources to step out of the comfort zone into the growth zone. This also includes a good understanding of how to stay healthy in the growth zone.

Regulate your emotions

It is important to understand situations if we are more in a stressful balance or if we have a good work-life balance. Especially for high potentials it is important to provide good techniques to balance stress and to regulate emotions to connect to cognition and creativity.

Connect to your full potential

Thoughts create feelings and feelings create behavior. We can determine our own destiny and our own wellbeing. Building up a positive and innovative culture it is even more important to teach cognitive behavior techniques to twist all negative thoughts into positive emotions.

We currently develop a course for high potentials to learn how to lead yourself. If you are interested to get Beta access, please subscribe here.

We hope now you have a better understanding of self-leadership and would love to hear your opinion about it.

If you want to know more about us then read here

Take care and stay healthy,

Your Amaze Growth Team

Tribe Organizations

Tribe Organizations

In this article we will give you hands-on insights and a simple DIY guide why Tribe Organizations are beneficial to foster growth and innovation and how to implement it in your company.

First we need to Trust

Before we normally start to coach and consult organizations to develop autonomous and flexible tribes, we emphasize that the most important foundation is trust.

And trust starts with the leadership; how trustful is your leadership style?

A Harvard study also showed that compared with people from low-trust companies, people at high-trust companies report: 

  • 74% Less stress
  • 106% More Energy
  • 50% Higher Productivity
  • 76% More Engagement

How to start to redesign your organization?

Have you ever sketched how your organisation is organized? If you want to build-up a sustainable long-lasting organisation it should not be dependent on one-single contributor. You should rather have a strong interaction of different experts to create high-performing value.  

There are 2 principles an organisation can be designed as. Either “Functional” or “Customer-Centric Network”.

  • In a functional organisation teams work very much on themselves and in their field of competences. They are not so strong in connecting to other functions. Team members therefore work in parallel and not as one team.
  • Cross-functional teams on the other side are a lot more dynamic. The people learn more in 360 approaches and they learn more because they are involved with each other. They can be a lot more flexible and have a better understanding of the different areas. They are real creator teams that work together and collaborate.

In today’s world it is especially important to know all the aspects of your working environment. This comes a lot with self-organisation. This means that your team organises itself from within. The team starts to develop their own schedule and what best serves the client.

So how to setup tribes in agencies?

A tribe is a full stack autonomous team in which there are all the different specialists necessary to create a product, to deliver a service or to develop a client. 

We have implemented tribe organizations in countless organizations and if you consider to leverage innovation and creativity benefits in your organization – our useful DIY (do-it-yourself) guide may help you. We normally transfer teams into tribes in 5 major steps:

1. Define your value creation responsibility: First you need to have a defined WHY for your organisation as well as Goals and Objectives to work towards them. Also you should define your value on how to scale your organisation. Define who should be responsible on C-level for the value drivers and define how this value drivers will develop strategically. You need to be precise in areas like: Business Development, New Sales Acquisition, Customer Development, Delivery & Innovation, Service Quality and People Recruiting & Development.

2. Define your Chapters: You should define your organisational levers of the client, service and talent perspective. Also decide on your rules to set up the tribe. For example, the clients should be owned by the service function with the highest impact or the service delivery should be as efficient as possible. Lastly, you should decide on what framework your organisation should be set up. But you can be creative. It is not an EITHER OR decision, it can also be AND. For example you can run 2 days a week functionally and 3 days per week customer centric.

3. Define your Span of Control: You should define your span of control. Who has control over what?

4. Define Artefacts: You should define your artefacts. There can be divided between 3 major ones; Roles & Responsibilities, Tools/Artefacts, Events. We propose a scrum process for digital marketing agencies to develop larger accounts.

5. Pilot soft & implement: You really have to implement it, in order to really make it happen. 

Apply six rules to leverage your teams to autonomous teams.

    • The team has a joint vision 
    • Retrospectives are installed
    • The team has joint values
    • The team has created atmosphere of trust
    • Common artefacts are installed
    • Everyone is a self-leader

So now how can you delegate responsibility in your organization?

Delegating is not an easy thing; especially when implementing tribes. However, we were quite successful in installing delegation levels in transformation. We experienced that for instance the  delegation poker is a powerful tool during your transformation process.

We hope now you have a better understanding of tribe organizations and would love to hear your opinion about it.

If you want to know more about us then read here

Take care and stay healthy,

Your Amaze Growth Team