LeanPeople

Helping companies identify, unlock and unleash hidden potential. 

Fostering unique 10-factor holistic model of organizational performance, built upon key interconnected and interdependent performance drivers.

Co-Founder, Chief Transformation Officer

BonaMente

After half-year spent in establishing my place in the business environment, leveraging 2 partnership which I am still continuing, I decided to settle my own company. This helps to gain my own business identity and continue developing the ideas driven by my true passion - unlocking Human potential.

This is the representation of my piece in the range of business services, available through the partnerships I am taking part in, as well as independently on my own.

I am ready to offer the strong vision, creative mind and vast hands-on experience in bringing business ideas and ambitions to life through People, leveraging talents and potential, as well as boosting engagement and dedication, to deliver outstanding results.

I am ready to support any kind of transformation to become a success and deliver long-lasting, sustainable effects:
👉 HR transformation
👉 Organisational change
👉 Cultural change
👉 Performance turnarounds
👉 Leadership journeys

Individual entrepreneur, People & Organisation consultant, Business Transformer

Guidi Consulting

Guidi Consulting has been specialising for 13 years in finding the best match between Companies' hiring needs and candidates’ best capability and interest.
Since COVID stepped a bit back and market turned to be completely candidates-driven, as well as bigger shifts called as «Great Resignation» started  to emerge, Guidi Consulting expanded the range of People-related services help Companies become the most attractive for best candidates.
We joined efforts and offering to our clients the range of services related to:
- Executive search, headhunting and recruiting - the core business since years
- Maturing the Talent Acquisition process - to be able to win candidates’ market
- HR strategies review
- HR function transformation towards real business driver
- Leadership transformation
- Culture transformation
- Boosting employee engagement

Business partner, People & Culture and Organizational transformation consultant

Electrolux

Effectively manage manufacturing, supply chain, and logistics for 20 factories, 34 warehouses, one supply chain fulfillment centre, a population of 15k, and 18 direct reports. Define and deliver major improvements for Employer Value Proposition. Address the coming needs of Industry 4.0 transformations regarding digitization and modern capabilities. Utilize leadership skills to fuel positive organizational change, experiment with the latest methods, and meet the needs of the VUCA environment. Travel 50–70%.
Key Contributions
Reached and maintained the strategic target for product delivery at continuously improving cost while growing employee engagement since 2016. The key success came from several turnaround initiatives allowing entire end-to-end Supply Chain to perform at best of capabilities:
•	Designed, implemented and continouosly growing the new leadership approach based upon trust, engagement, and realizing full team potential.
•	Accomplished several multi-year cultural change programs: Consumer-focused supply, cross-functional collaboration, talent-driven teams; new practices became the blueprint for success.
•	Realized major organizational setup changes in Quality, Supply Chain and Manufacturing; completely re-energized and transformed the teams into admirable, high-achieving and continuously improving.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Fully supported all organization units located in the region (Sales & Service, Professional Equipment, Logistics, IT, Global Technology) leading an HR team of three that managed 250 staff members. Guaranteed timely turn-arounds on key projects. Streamlined the processes for leadership changes and paved the way for increased profits and growth. Built new capabilities and new culture while making the leap to drive business to the next level as an independent self-driving sales machine.
Key Contributions
•	Secured business continuity and increased HQ stakeholders’ understanding of situation.
•	Completely re-energized the team and seeded enthusiasm and self-esteem, assuring all are ready for stepping up the responsibility and taking all market opportunities
•	Ushered the company into an era of being a top player in the Russian and CIS markets.

Country HR Manager (CIS counties + Baltics)

Linde Gas

Oversaw four production facilities, two ongoing M&A projects, and an HR team of 10 that supervised 1k employees.  Developed and implemented new and improved HR policies, procedures, and processes that contributed to overall organizational success. Preserved cost basis and needed profitability after the financial crisis struck. Restructured processes, minimized hiring and training efforts, and developed key leadership teams. Oversaw large customer installation projects. Focused upon succession planning and preserving operational capabilities.
Key Contributions
•	Reached all targets and deliverables when completing two M&A projects.
•	Assured business continuity along economical crisis, delivering expected level of EBIT and ROI.
•	Successfully rolled out a critical SAP HR project.

HR Director

Samsung Electronics

CIS region was newly shaped organization in 2005, became independent and reported directly to HQ. CIS region included 8 subsidiaries: Sales, Service, and R&D functions. Population around 1.000 employees, HR team 8 people.
Main achievements:
-	Built up CIS Headquarter from scratch, including main holding function (among which HR)
-	Established all core HR processes from practically 0 levels or upgraded up to required international standard
-	Effectively installed localized Leadership team. Traditional Korean expatriates moved to "adviser" roles where needed, otherwise fully localized.
-	Reduced Employee turnover from 25% to 5%
-	Together with the Manufacturing unit completed due diligence study (people side) for the opening factory in Russia

CIS Region HR Manager

That was the project of integrating acquired PWC Consulting business into IBM. The idea was to find synergies between 2 businesses to move from Product- to Solution-based model. The population of ~100 consultants.
- Aligned all processes to IBM standard while keeping low turnover rate.  
- Consulting department got through several restructurings with overall headcount increase
- Reached project deployment ratio was 86%. 
- Re-tuned the educational system to allow consultants to use time without project for learning.

HR Manager. Business Consulting Services department (integration project)

Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

With 20+ years in corporate HR, I've elevated teams and turned potential into performance. 

Like you, managers I helped to navigated the complex landscape — leading underperforming teams, championing changes which took off with difficulties, and resolving issues left by others.

Nowadays, as a consultant, I lift leaders above daily firefighting to strategic excellence and outstanding results of their teams. 

I'm committed to empowering you to:
* Take your teams onto new heights.
* Synchronise structures, processes, capabilities, climate and culture.
* Unlock your team's full potential with a clear performance roadmap.
* Establish culture of continuous improvement and learning.

Why me? 
I offer more than advice — I partner with you to tailor a unique story that fits your world. 
As a mentor, coach, and consultant, I provide the method and brainpower to look at your organization's performance from every possible angle and connect those elements into holistic picture.

People are in the core of business success, and a central driver for growth. 
If you're ready to dare to disclose and maximize your organization's potential, let's collaborate.

Your vision, paired with my expertise, will forge the path towards outstanding results of your team. 
Reach out with a message or book a call (there is button at the top of my profile). It's time to shape the future of your organization together.

2 absolutely outstanding days with very advanced leadership team. This is the result of my last week, if to be prompt.


Do you remember I said "no posts over Thursday and Friday"? 
It was intense, and it was just great.


So why the well-established and well-performing Leaderhsip team would like to explore opportunities for change?


In short, they want to pursue the dream to become best-in-class, driving their organization across high ambition and building an organization of choice for the best talents.


What did we do?

• we explored self and looked at team composition from different angles
• we discussed a lot what was disturbing and what was supporting high-performance in the Leadership team
• we played some games with deep sense
• we put down actionable plan with small steps to start with
• we made fun, even when we ran serioius converstations


I was totally amazed by the level of consciousness and self-awareness.
It is absolutely clear the Company invests in employees and leaders.


Did I worry it would be uneasy to bring anything new to the team? Absolutely! I knew the team is pretty advanced.

Did my worries proved to be true? I hope not, at least from the intensity of conversations and early feedback I got perception there was pretty much added value.


Once again I got the confirmation of the piece of old wisdom.
Even if you consider yourself to be advanced in any area, there is no reason to aim at being even better.


The team I worked with last week has clear aim at reahing new heights. 
It is demanded by industry changes, it is required by business ambition.
But more importantly - they want to be great highi-performing team. Even if they are already great, they want to be better.


#highperformingteams #leaderhsip

Mikhail Lvovskii

Build a High-Performing Team And Be Excited About Your Day to Day Leadership Work | I help you do just that, message me to learn how!

Just finished the workshop in Florence with international leadership team. Coming back this morning. 

Haven’t been to Florence for maybe 7-8 years. Glad I had a chance to spend few hours walking around on a first day, given my flight was early in the morning. 
Unfortunately, Uffizi provided too long queues so no arts this time. 

But even more exciting than visiting beautiful city at the sunny weather was the journey with the team.

- we were building trust based on accepting being vulnerable and open, learned new things about people you might have worked for 10-15 years
- we were creating conditions and agreeing on the rules of handling confronting opinions and discussing opposite views
- we were rethinking the identity and redefining the vision and main goal
- we learned to raise the voice with no harm and accept decisions we do not agree
- we build rapport and made it clear who still has struggles with sense of belonging to the Leadership team. 


Great 2 intensive days of dedicated leadership team off-site. 
Also great time off work, some fun activities and a bit of leisure time to enjoy the city. 

Bye Florence, until next time some team needs an integration workshop and chooses this city for that!

#highperformingteams

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No posts today and tomorrow due I am busy with another Leadership team to work on Trust, Collaboration and Unity.

Helping others is demanding, the agenda is tight from early morning till late night.

Will share my feelings and views tomorrow afternoon, while in the train back home.

#highiperformingteams #leadership

🌌 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆 𝗮𝘁 𝗡𝗶𝗴𝗵𝘁: 𝗢𝘂𝗿 𝗦𝗼𝗹𝗮𝗿 𝗦𝘆𝘀𝘁𝗲𝗺 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 🌠

Do you know the advice, "Do today, not tomorrow"? I want to share a small story that might make us think again. 😉

A month ago, my kid got a pre-school project: to make a Solar System model with the family. We had a whole month. 


Guess when we started? Right, 2 days ago!

You might think: "Ah, waiting too long to start is not good!" 
But here's what happened: with the deadline close, our living room became like a space station, full of ideas and energy. 🚀

Yes, it was a bit crazy. Yes, we stayed up very late twice. But the ideas we had and what we made in those last hours? Amazing! Best engineering and design solutions (I hope) in the class!

I've noticed I come up with my best ideas when I don't have much time. It's weird, but true. It's not good for everything, but sometimes, being a bit late helps me think better. And do better.

So, our Solar System model turned out great. 🪐 Could we do it slowly over a month? Maybe. But would it be as good? I’m not sure.

What I learned? Know how you work best. Some of us like to plan ahead; others do better with a little pressure.
Embrace the strong points of everyone, even if some look deficiencies at a first glance.

What about you? Do you plan everything or do you also find you do well under pressure?

#highperformingteams

I've been recently working with the company which has been long afraid of unlocking it's own potential.


You may think: how is it possible?


Once very wealthy, thanks to market conditions, they've been literally surviving over good couple of decades, constantly asking for financing from owners.


The reason for that?


Long story short: they continuously repeated their lovely mantras:
• this is because market / suppliers / clients / technology / industry / whatever, but not any time looking inside
• we always did like this, our clients / employees / partners / whoever will not accept if we change
• what if we start actively implement changes and our employees will all leave / clients will refuse to buy / whatever else disaster happens


This massively impacted the culture, the working habits and routines, the attitude to thinking and doing things.


The change has come with the new CEO starting. And simultaneously owners, looking at continuous underperformance and seeing lower chances market conditions will improve, started to raise the question: why are we still where we are?

So, with a bit of help from my side, we started the new course towards success:
• reviewing processes, optimizing, modernizing, implementing automations where possible
• optimizing organizational structure: reducing layers, eliminating jobs which did not bring added value
• clearning up from poor performers, some sustained by years
• re-building leadership team
• re-incarnating organizational culture and revitalizing engagement


It's too early to say how fast and how far this organization will go. We're in the very beginning.
But what's true us that taking the first steps was (and still is) scary.

But the impact is immediate and significant. As though the entire collective "breathed out" well-preserved CO2 and "breathed-in" pure oxygen.


You do not need to be waiting long up until it is too late and sort of bancrupcy-type crisis comes.

Do not be afrid to open up what seems to be a "pandora box". This might be the box of opportunities and untapped potential.

Start looking inside your organization early enough to recognize first signs of stagnation.


How would these early signs look?
Fir instance, you notice more than once in the discussion, when someone draws an idea, the response: "well, we never did it, we always did differently. It is risky to change, since the current method proved performance".


If you are unsure, there are more methods for diagnosis.
Ping me, DM me or book a discovery call. We will surely seek ways to address your situaition.


#highperformingteams #leadership

Throughout my journey in the corporate world, I've seen many companies thrive and some stumble. One common thread among the thriving ones? They embraced Organizational Development (OD).

But here's a twist - not every company I worked with had a dedicated OD professional in-house. And truth be told, most didn’t realize they needed to focus on OD until challenges became too big to ignore. Organizational structures that once supported growth started showing their age, and processes that were once efficient became obstacles.

So, what did we do? We rolled up our sleeves and got creative. Without a formal OD Center of Excellence, I found myself stepping into that role, bringing my HRBP experience to the table. It was a learning curve, but it was also where I discovered the true power of OD.

𝗪𝗵𝘆 𝗢𝗗 𝗠𝗮𝘁𝘁𝗲𝗿𝘀

OD is like the ecosystem for your organization's culture, structure, and processes. It ensures they all work in harmony, supporting your strategy and adapting to changes. Without it, even the best strategies can falter.

𝗤𝘂𝗶𝗰𝗸 𝗪𝗶𝗻𝘀 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻

1. 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Start with conversations. Understand what works and what doesn’t from every level within your organization.
2. 𝗦𝗺𝗮𝗹𝗹-𝗦𝗰𝗮𝗹𝗲 𝗦𝘂𝗿𝘃𝗲𝘆𝘀: Use simple, targeted surveys to gather insights on specific areas you suspect need improvement.
3. 𝗖𝗿𝗼𝘀𝘀-𝗙𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗧𝗲𝗮𝗺𝘀: Bring together diverse teams for short-term projects to tackle specific challenges. It’s a great way to foster collaboration and fresh ideas.
4. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀: Small, focused workshops can help align leadership and start important conversations about change.

And if you're thinking, "This sounds great, but where do I start?" 
Well, that's where folks like me come in. Bringing in a consultant with OD expertise doesn't have to be a huge investment, but it can make a significant difference. 

We can help you identify the most impactful areas for development and guide you through implementing those quick wins.

My journey taught me that you don’t always need a big team or a big budget to make meaningful changes. Sometimes, it's about leveraging the expertise and the resources you have—or can easily access—to make your organization stronger, more adaptive, and ready for whatever comes next.

Thinking about giving your organization a development boost? Let's chat. 🚀

#highperformingteams  #Leadership

🏆 𝗧𝗲𝗮𝗺𝘄𝗼𝗿𝗸 𝗠𝗮𝗸𝗲𝘀 𝘁𝗵𝗲 𝗗𝗿𝗲𝗮𝗺 𝗪𝗼𝗿𝗸: 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗙𝗶𝗲𝗹𝗱 🌟

In the world of team sports, victory is not the result of individual brilliance, but of collective effort. Just as in business, where success hinges on teamwork and collaboration.

Think about it: what makes a winning sports team? It's not the star player or the flashy tactics, but the seamless coordination and shared goal of every team member.

Each player knows their role and focuses on one thing: helping the team win. Whether it's scoring goals, defending the net, or supporting their teammates, they're all working towards the same end goal.

And it's only when the team comes together, when every member is aligned and committed to the collective success, that victory is achieved.

The same principle applies in business. When every member of the team is focused on the shared goal, when they collaborate and support each other, that's when the magic happens.

So let's take a page from the playbook of winning sports teams. Let's embrace teamwork, celebrate collaboration, and work together towards our shared goals.

Because when we all play our part, when we rally behind the team, that's when we truly win.

#Teamwork #highperformingtgeams #leadership

If you want a concentrated leadership wisdom, here is the 30 masterpieces. 
You will need around 10 hours to view them all but it’s worth it, I’m sure. 
You may consider replacing one series with this collection. 

#leadership

4 Exits + 20 yrs of Experience = Full Potential Zone Newsletter | Follow Me For Daily Lessons

Ready for Leadership Inspiration? Here's how to learn from the best:

Leadership isn’t just about titles.

It’s about influence, vision, and impact. 

These top 30 TED Talks offer insights from:
➥ Thinkers
➥ Trailblazers
➥ Change-makers

From emotional intelligence to innovation - 

There’s something for every leader. 

Grab your virtual front-row seat, learn, and lead better!

1. Dan Pink: 
   https://lnkd.in/gdRN9hDW

2. Sheryl Sandberg:
   https://lnkd.in/gfmcb6ZS

3. Dan Ariely:
   https://lnkd.in/gWvu6Gm2

4. Chimamanda Ngozi Adichie: 
   https://lnkd.in/gjtf4WSv

5. Drew Dudley:
   https://lnkd.in/gyZAfrMf

6. Roselinde Torres: 
   https://lnkd.in/gwTjsVRj

7. Itay Talgam: 
   https://lnkd.in/gFup6FsW

8. Stanley McChrystal: 
   https://lnkd.in/ga8HFHYz

9. John Wooden: 
   https://lnkd.in/g5vxupFs

10. Jacqueline Novogratz: 
   https://lnkd.in/gHUrQjm9

11. Tim Harford: 
   https://lnkd.in/gqCqbZus

12. Simon Sinek: 
   https://lnkd.in/gHgv65wX

13. David Logan: 
   https://lnkd.in/gCfxThqK

14. Derek Sivers: 
   https://lnkd.in/gxAaWr2w

15. Fields Wicker-Miurin: 
   https://lnkd.in/gUgC2Dis

16. Simon Sinek: 
   https://lnkd.in/gBcV6GWz

17. Amy Cuddy: 
   https://lnkd.in/gxqFpaEj

18. Seth Godin: 
   https://lnkd.in/gBvZJTfn

19. Liz Wiseman: 
   https://lnkd.in/gNXWP_8m

20. Julian Treasure: 
   https://lnkd.in/gnqxfkQp

21. Susan Cain: 
   https://lnkd.in/gFyDSsHQ

22. Angela Lee Duckworth: 
   https://lnkd.in/gcrHvQ_W

23. Adam Grant: 
   https://lnkd.in/gwSbZq9C

24. Brené Brown: 
   https://lnkd.in/gE9VT-yy

25. Linda Hill: 
   https://lnkd.in/gzmefGK3

26. Shawn Achor: 
   https://lnkd.in/gwSfX3y8

27. Jocko Willink: 
   https://lnkd.in/gsXuruDG

28. Jim Hemerling: 
   https://lnkd.in/gaYQMSF4

29. Ricardo Semler: 
   https://lnkd.in/gjRX4TyT

30. Lera Boroditsky: 
   https://lnkd.in/gauaUEYq

👇 Want a PDF of my top infographics? 👇
▶️ Go Here: https://lnkd.in/g2xbnwhp

Please repost to help others out there! ♻️

🌱 𝗦𝗵𝗶𝗳𝘁𝗶𝗻𝗴 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀: 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝘁𝗼 𝗖𝗿𝗶𝘁𝗶𝗰𝗶𝘇𝗲 𝘃𝘀. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝘁𝗼 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 🚀

In a recent discussion with a leadership team, we explored the power of confrontation and challenging within teams. 

One key insight emerged: the intention behind our intention to challenge matters more than we think.

Are we challenging to criticize, to showcase our intelligence, or to highlight others' shortcomings? 

Or are we challenging to develop, to evolve, and to open new horizons together?

The distinction is crucial. When we focus solely on what's wrong and push forward our own excellence, we risk fostering a culture of criticism and defensiveness. 

But when we challenge with the intention of driving collective growth and innovation, magic happens.

Imagine a scenario where instead of pointing out flaws, we offer new perspectives, solutions, and opportunities for exploration. By challenging with empathy and a shared vision for success, we create an environment where everyone feels valued, empowered, and inspired to contribute their best.

Challenging to criticise grows easily to the emotional and not constructive conflict. Since the main aim is the clash between individuals.

Challenging to develop normally leads to finding the better solution.


How do you approach challenging within your teams? Share your thoughts below! 👇

#leadership  #highperformingteams #ContinuousImprovement 🌟

Challenge with Intent

🌟 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 🌟

In the journey of life and leadership, we're often presented with a myriad of challenges and obstacles. 🛤️ While it's easy to find excuses or reasons why something can't be done, true excellence lies in our courage and determination to overcome these hurdles and deliver on expectations.

💡 Instead of mastering the art of root-cause analysis for why things weren't done, let's focus on cultivating the traits that lead to success:

• 𝗢𝗽𝗲𝗻𝗻𝗲𝘀𝘀 𝘁𝗼 𝗡𝗲𝘄 𝗜𝗱𝗲𝗮𝘀: Embrace a hunger for experimentation and innovation. The willingness to explore new paths can lead to unexpected breakthroughs.

• 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗔𝗴𝗶𝗹𝗶𝘁𝘆: Be open to feedback and continuously seek opportunities for growth. Every setback is an opportunity to learn and improve.

• 𝗕𝗿𝗮𝘃𝗲𝗿𝘆 𝘁𝗼 𝗕𝗲𝗴𝗶𝗻: Even when faced with uncertainty or fear, have the courage to take the first step. Starting is often the hardest part, but it's also the most crucial.

• 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝗲 𝘁𝗼 𝗙𝗶𝗻𝗶𝘀𝗵: Stay committed to your goals, even when the journey gets tough. It's the determination to see things through to the end that sets achievers apart.
  
🚀 By embodying these qualities in our personal and professional endeavors, individuals and teams show way higher performance. 

By embracing courage, openness, and persistence, we can overcome any obstacle and achieve true excellence. 

#Leadership #highperformingteams

𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴: 𝗜𝘁'𝘀 𝗟𝗶𝗸𝗲 𝗖𝗹𝗶𝗺𝗯𝗶𝗻𝗴 𝗮 𝗠𝗼𝘂𝗻𝘁𝗮𝗶𝗻 🏔️

Ever feel like continuous learning at work is a bit too much? 
Like when you have to learn something new again, and it feels like a big mountain to climb. 

It can be tough, right? 

It takes time, effort, and sometimes, you just want to stick to what you know.

• It can cost a lot, both money and time.
• Sometimes, it feels like too much, making us tired.
• Not everything we learn seems useful right away.
• Learning a lot quickly can feel overwhelming.
• And, not everyone likes change or learning new things all the time.

But here's a little secret: while it might seem hard, there are so many good things waiting for us at the top of this learning mountain:

𝗕𝗲𝗶𝗻𝗴 𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗔𝗻𝘆𝘁𝗵𝗶𝗻𝗴: The world changes fast, and learning keeps us ready and strong, like having the right gear for any adventure.

𝗙𝗶𝗻𝗱𝗶𝗻𝗴 𝗡𝗲𝘄 𝗣𝗮𝘁𝗵𝘀: Learning new things can show us amazing new ways to do our work better and come up with cool ideas.

𝗙𝗲𝗲𝗹𝗶𝗻𝗴 𝗛𝗮𝗽𝗽𝘆 𝗮𝘁 𝗪𝗼𝗿𝗸: Growing and getting better at what we do makes us happy and proud, and we stick around longer in jobs we love.

𝗗𝗼𝗶𝗻𝗴 𝗚𝗿𝗲𝗮𝘁 𝗧𝗵𝗶𝗻𝗴𝘀: Every new thing we learn helps us do our job better, making us and our teams shine.

𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗧𝗼𝗺𝗼𝗿𝗿𝗼𝘄: Learning today means we're all set for whatever comes next, keeping us and our work important and exciting.

So, yes, the climb can be tough, but oh, the views from the top! 🌟 Let's take this journey together, one step at a time, and enjoy the beautiful things we discover along the way.

What do you think about learning new things at work? Is it a big mountain for you, or do you love the climb?

#leadership #highperformingteams  

Continuous Learning

:

🌒 𝗪𝗵𝗮𝘁 𝗦𝗼𝗹𝗮𝗿 𝗘𝗰𝗹𝗶𝗽𝘀𝗲 𝗧𝗲𝗮𝗰𝗵𝗲𝘀 𝗨𝘀 𝗔𝗯𝗼𝘂𝘁 𝗪𝗼𝗿𝗸 𝗧𝗲𝗮𝗺𝘀 🌟


Hey, did you see the solar eclipse happening yesterday? 

For the ones resided in US, in some States, it was lasting quite long.
But I am not belonging to the lucky spectaculors. I am far away, and in our place there was not a tiny hint.


But thinking of it I came to conclusion: It's not just cool to watch but also makes us think about work and teams.


An eclipse happens when the moon covers the sun, making it dark for a bit. It’s like when we face tough times at work. Things might seem dark, but it doesn’t last forever.

So, what does this rare phenomenon teach us?

1. 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 𝗛𝗮𝗽𝗽𝗲𝗻: Like the moon moves and causes the eclipse, things change at work too. It might feel scary, but change helps us grow.

2. 𝗚𝗼𝗼𝗱 𝗜𝗱𝗲𝗮𝘀 𝗖𝗼𝗺𝗲 𝗶𝗻 𝗧𝗼𝘂𝗴𝗵 𝗧𝗶𝗺𝗲𝘀: When it's eclipse, we can see the sun's crown shining. It reminds us to find good ideas even when times are hard.

3. 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗚𝗲𝘁𝘀 𝗕𝗿𝗶𝗴𝗵𝘁 𝗔𝗴𝗮𝗶𝗻: After the eclipse, the sun comes back. It’s the same at work. After hard times, things get better.

4. 𝗕𝗲𝗶𝗻𝗴 𝗧𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝗛𝗲𝗹𝗽𝘀: Watching an eclipse is better with friends. At work, when we all support each other, we can do great things.

I never saw an eclipse live. Maybe one day I will plan my travel carefully to capture one.

But an image of eclipse makes me think how we can do better at work, facing changes bravely and finding new ideas.

What do you think? How can we learn from the eclipse to make our teams stronger?

#highperformingteams


🌟 𝗙𝗿𝗶𝗱𝗮𝘆 𝗙𝘂𝗻 𝗙𝗮𝗰𝘁: 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝗘𝗳𝗳𝗼𝗿𝘁𝘀 𝗮𝗻𝗱 𝗘𝗳𝗳𝗼𝗿𝘁𝘀 🌟

Hey there! Ever felt like feedback only focuses on results and not the effort behind them? Let's change that narrative! 💡

Feedback isn't just about the end result; it's about recognizing the effort, dedication, and creativity that went into it. Even if an experiment fails or an approach proves unsustainable, there's still value in the effort put forth. 🌟

Or imagine this: You've put your heart into a project, gone above and beyond, and... crickets. 🦗 When you finally ask for feedback, you get a vague promise of "I'll get back to you."

So, let's make #FeedbackFriday about celebrating not just the wins but also the journey. Let's recognize the hard work, innovative thinking, and resilience of our team members. Because sometimes, the greatest lessons come from our failures and the effort we put into overcoming them. 💪

Don't wait for the silence to speak up! 📢 Share your thoughts, seek input, and let's make every Friday a #FeedbackFriday where we empower each other to grow and succeed! 💼

Hello everyone! I want to share a story from my work life, something really close to my heart.

A while back, I got to work with two amazing leadership teams. Both teams were eager for change. The General Manager wanted it, the team members wanted it – change was in the air!

But here's where things got interesting. We soon realized that even though everyone said "yes" to change, we all had different pictures in our minds about what that change should look like. For some, it was about doing things faster; for others, it was about working together better or even changing how decisions were made.

At first, this felt like a puzzle. How could we all want change so much yet see it so differently?

We talked a lot. And not just surface-level talks – deep, honest conversations about what we really hoped to see in our future. It wasn't easy. Sometimes, it felt like we were speaking different languages. But, little by little, we started to understand each other.

The biggest lesson for me? 

Change isn't just about having new ideas. It's about bringing those ideas together, finding what matters to everyone, and building something beautiful from there. It's like making a big, colorful mosaic where every piece is crucial.

Leadership was key here. Guiding a team through change means listening, understanding, and sometimes being the bridge between different dreams of what could be.

Now, I'm curious: Have any of you gone through something similar? How did you find your way through the maze of different hopes and expectations? What did you learn about change and working with others?

I'd love to hear your stories. Sharing our journeys makes us all a bit wiser, don't you think?

#highperformingteams #leadership 

🔍 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗗𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁: 𝗙𝗿𝗼𝗺 𝗜𝗱𝗲𝗮𝘀 𝘁𝗼 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀 💡

Recently, I had a conversation about dealing with disagreements, and it got me thinking.

Imagine a scale: It starts with sharing ideas and asking questions, then moves to tougher stuff like confronting issues, and, finally, emotional clashes. We realized the key is to avoid those emotional blowouts.

We discussed how important it is to keep things calm and focused. 

By encouraging open talks, welcoming challenging perspectives, and steering clear of heated arguments, teams can turn disagreements into opportunities for growth.

Managing disagreements isn’t just about avoiding fights; it’s about using different opinions to make things better. 

Humans build preferencial styles of behavior in conflicts (competing, avoiding, compromising, accommodating, but better if collaborating). But we use them all depending on conditions, and we must keep confrontations in the controlled emotions zone.

By the way, as we are not robots, we cannot (and we should not) kill emotions completely. Passion is never bad. Just it should not grow into aggression.

Have you ever faced a disagreement at work? How did you handle it? Share your tips below! 👇

#highperformingteams #leadership

🌟 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: 𝗧𝗵𝗲 𝗠𝗶𝘀𝘀𝗶𝗻𝗴 𝗣𝗶𝗲𝗰𝗲 𝗶𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🌟

Have you ever noticed how traditional leadership programs tend to focus solely on individual leadership skills? 

While these programs are valuable for personal growth, there's a critical aspect that often gets overlooked: collective leadership within the team.


In my recent leadership workshops, I've come to realize the immense importance of fostering collective leadership dynamics within teams. 


Each leadership team is a unique blend of individuals, each bringing their own strengths and weaknesses to the table.

• Some teams may excel in energy and drive but lack discipline. 
• Others might prioritize order and structure but struggle with creativity. 
• And then there are those who prioritize relationships over results, or vice versa.

In my view, developing a team's "operating system" is essential for unleashing their full potential. 

It's not just about individual behaviors; it's about creating a collective agreement on norms, fostering strong interpersonal relationships, and co-creating together.

Heads of Leadership teams must recognize the power of collective leadership in driving organizational success. By investing in team dynamics and fostering a culture of collaboration and mutual respect, we can truly unlock the full potential of our teams.

I know many Leaders struggle to receive adequate response for their needs from corporate L&D (learning & development) programs. 
For sure, developing each leader's capability to lead is absolutely needed.

But for a particular head of a particular team, it is not enough. She or he needs to bring together the entire team and make it high performing. 
To my taste, besides excelling on individual level, the collective ingredient is crucial.

What are your thoughts? Are you satisfed with the HR offer when it comes to leadersip development? 

If you need a tailored program for your leadership team, focused on the way to make your team high performing, DM me. I will be glad to discuss.

#highperformingteams #leadership

𝗪𝗵𝘆 𝗝𝘂𝘀𝘁 𝗢𝗻𝗲 𝗧𝗲𝘀𝘁 𝗖𝗮𝗻'𝘁 𝗧𝗲𝗹𝗹 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗔𝗯𝗼𝘂𝘁 𝗨𝘀 𝗼𝗿 𝗢𝘂𝗿 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀 🧠✨


Long ago, people thought a test called the IQ could tell how smart someone was. 


But the man who made the IQ test, Alfred Binet, didn't mean for it to be used that way. He wanted to help students who were having trouble in school, not label people for life.


It's a bit like that at work, too. 


Sometimes, we try to use just one way to see if our workplace is doing well. But, just like people are more than an IQ score, a workplace is more than just one thing we can measure.

There are other tests, like EQ for understanding feelings and SQ for how we get along with others. They show us that being "smart" or "good" at work means lots of things, not just one.


So, why do we keep looking for one perfect test or tool that will solve all our problems at work? 


There isn't one. 


Just like Alfred Binet knew, we need many ways to see how we're doing and where we can get better.

In work, using many ways to look at how we're doing helps us see the whole picture. We find out more about what's really going on and can make things better in the best way.

It's not sufficient to look for one magic answer to fix everything. Better in my view is using lots of ways to understand and improve our workplaces. It's how we see the real story and make real changes.

#highperformingteams

🚀 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹: 𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗶𝗻𝗴 𝗩𝗮𝗹𝘂𝗲 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 🌟

Ever thought about the untapped potential in your team? 💡

In yesterday's discussions, we delved into the idea of maximizing employee value based on their capabilities and expertise. Here's the scoop:

Imagine your team as a puzzle 🧩 Each piece contributes uniquely to the big picture. But here's the kicker: using a high-level piece for a low-level task doesn't add up!

Think about it: why assign complex tasks to your top talents when others can handle them just as well? It's like using a sledgehammer to crack a nut! 🌰

Instead, better to reshape the approach: match tasks to talents, optimizing efficiency and unleashing untapped potential. 


It's a win-win: tasks get done effectively, and employees feel valued for their skills! 🌟

Easier saying than doing. 
How to implement the task-capability mapping?

• 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗧𝗮𝘀𝗸 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆: Break down tasks into their core components and assess the level of complexity required to complete them.

• 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗦𝗸𝗶𝗹𝗹𝘀: Take stock of your team's skills and expertise. Identify strengths and areas for development.

• 𝗠𝗮𝘁𝗰𝗵 𝗧𝗮𝘀𝗸𝘀 𝘁𝗼 𝗧𝗮𝗹𝗲𝗻𝘁: Assign tasks based on employees' qualifications, ensuring the right person is handling the right job.

• 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Invest in training programs to upskill employees and fill any skill gaps needed for specific tasks.

• 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗥𝗲𝘃𝗶𝗲𝘄 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁𝗺𝗲𝗻𝘁: Continuously review task assignments and employee capabilities. Adjust as necessary to optimize efficiency and effectiveness.

• 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻: Foster an environment of collaboration where team members can share knowledge and skills, maximizing collective capabilities.

• 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: Provide feedback on performance and recognize employees for their contributions. This encourages growth and reinforces the value of matching tasks to talents.

Implementing task-qualification mapping can lead to a more efficient and productive team, where employees are empowered to excel in their roles and contribute to organizational success.

Are you ready to unlock the full potential of your team? Let's chat about strategies to maximize value and drive organizational success! 💬 

#PeopleCentric #OrganizationalPerformance #UnlockPotential 🚀

🚀 New Read Alert: Unleashing Organizational Potential - Beyond the Surface 🚀

In today’s fast-evolving business landscape, understanding and maximizing potential within organizations is more critical than ever. But what does "potential" really mean in this context? 🤔

This month's newsletter issue dives deep into:
- The Myth vs. Reality of Predicting Potential: Debunking common misconceptions and exploring what potential truly involves.
- Synergizing Team Dynamics: How combining individual brilliances can create a powerhouse team.
- Practical Strategies and Tools: From recognizing to fully engaging potential for both professional and personal growth.
- Real-World Success Stories: Inspirational accounts of potential perfectly realized.

We'll explore how shifting our focus from mere professional development to embracing a holistic approach can not only enhance operational efficiency but also foster a fulfilling and innovative organizational culture. 🌱

Engage with us and discover how to transform potential into performance. Let’s make the extraordinary possible!

✨ Join the conversation! 

What strategies have you found effective in unlocking potential within your team or organization? Share your experiences in the comments below or DM me to discuss how we can apply these insights to your business.

#Leadership #Highperformingteams

Mikhail Lvovskii on LinkedIn • 19 min read

Redefining Potential: Beyond the Crystal Ball

𝗦𝘁𝗿𝘂𝗰𝗸 𝗯𝘆 𝗮𝗻 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: 𝗧𝗵𝗲 𝗛𝗶𝗱𝗱𝗲𝗻 𝗧𝗿𝗮𝗽 𝗼𝗳 𝗣𝗹𝘂𝗿𝗮𝗹𝗶𝘀𝘁𝗶𝗰 𝗜𝗴𝗻𝗼𝗿𝗮𝗻𝗰𝗲 𝗶𝗻 𝗧𝗲𝗮𝗺𝘀

Recently, I stumbled upon a fascinating article on "pluralistic ignorance" and its stealthy yet profound impact on teams and organizations. 

The concept? 

It's the phenomenon where everyone doubts privately but believes they're alone in their thinking because no one else is expressing similar doubts.

Imagine a team meeting where a new policy is introduced. Everyone has reservations but looks around, sees nodding heads, and chooses silence over voicing concerns, assuming they're the outlier. This silence breeds a false consensus, leaving issues unaddressed and potential innovations on the table.

This got me thinking about the countless times we might have fallen into this trap without even realizing it. 
How many innovative ideas were lost? 
How many concerns went unaddressed because we believed we were the only ones with doubts or different ideas?

Here's the trick: Recognizing and addressing pluralistic ignorance can be a game-changer for organizational performance. It starts with fostering an environment where voicing doubts, questions, and new ideas is not just encouraged but celebrated.

Creating such a culture requires:

• 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Leaders setting the precedent by expressing their own doubts and encouraging open dialogue.
• 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀: Creating spaces for team members to voice concerns and suggestions anonymously if needed.
• 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗼𝗳 𝗧𝗵𝗼𝘂𝗴𝗵𝘁: Actively seeking and valuing different perspectives within the team.

The journey towards dismantling pluralistic ignorance starts with ourselves - by questioning the silence and daring to voice our thoughts. It's our responsibility to pave the way for a culture where every idea and concern is welcomed and considered.

Have you experienced pluralistic ignorance in your team or organization? How did it affect decision-making and innovation? 

Share your stories; let's learn from each other.

#highperformingteams  #Leadership

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