Dsigned.Life

Holistic leadership coaching. Trainer and facilitator of personal growth and effectiveness. Motivational speaker. Business consulting. Leadership consulting. Development programs.

Holistic leadership coach

Verston OÜ

* Setting up post-merger people operations, building people and development strategy and processes
* Change management and communication, employer branding
* Development and implemention of people policies, procedures,management handbook

Human Resources Manager

Franklin Covey Estonia

Development needs analysis
Change management
Training facilitation
Certified for:
7 Habits of Highly Effective people
5 Choices for Extraordinary Productivity
4 Essential Roles of Leadership

Leadership Consultant, Trainer

Estonian Entrepreneurship University of Applied Sciences / EEK Mainor

Read Human Resource Management to international students

Guest Lecturer

Mandatum Life Insurance Eesti

* HR operations
* HR management
* HR planning 
* Talent acquisition and ecruitment
* Performance management
* People development
* Internal communication
* Leadership development
* Successful completion of the Employee and Family Friendly organisation programme, awarded golden badge

Baltic HR Partner

Admiral Markets Group

* Skills assessment
* Training needs analysis
* Training strategy
* Training program development

Sales Training Manager

HR factory

* Training project management
* Training program management
* Training process optimisation
* Stakeholder relationship management
* Team management
* Administration of 400+ trainings per year for MS EMEA POC

Training Program Manager, Team Leader

Hilton Reservations Worldwide

* Customer service
* Complaint handling
* Team management
* Performance management
* Training

Team Leader

I help business owners develop leadership skills that make their teams thrive | Holistic leadership coach | HR Lead

I help leaders become the person everyone wants to be around and work with. 

Over 50% of people want to leave their job, because of their manager. 
Over 80% of leaders have got no training to take on the role. 

I can help you solve these issues for you, your team and company in four ways

1. 1:1 coaching for your growth as leader
2. consulting on and solving people, team, organisational and leadership challenges with me
3. group training for leader development and organisational change
4. inspirational speaking about leadership, leader development, coaching and organisational culture

Why you can trust me to help you:
- numerous inspired people and transformed lives
- 11 years running my own business
- 20 years of experience in people and organisational development
- successfully led change initiatives from a merger to culture rewards
- certified in NLP, business coaching and The 7 Habits of Highly Effective People
- working and consulting with Microsoft, Hilton, FranklinCovey, EY and others

My mission is to be a caring ally who helps leaders transform from a limitation to an amplifier of their team and business. I work holistically, because true transformation requires body-mind-spirit alignment. This is how I can guarantee results for my clients.

It all starts with booking a free call. 
You can also check out the website dsigned.life
 
About me:
• Love snowboarding
• Crazy about indoor plants
• Aerial fitness trainer
• Single mother to a 13yo
• Dream of a whale watching trip

Being single is great! You feel free, can do what you want when you feel like it. 

But it also feels lonely. 


Being in a relationship means you welcome interdependence and take on responsibility for something outside of you - a team and an organisation. 


For a year I built my solopreneur business as a coach. 
I felt free. But I also have felt overwhelm of doing everything by myself. 


I've missed a team. 


🎉 Today I'm happy to announce that I've joined an ambitious startup team as Head of People and Culture 
to help build up the organisation to achieve our grandiose mission and vision.


Not only do I have an opportunity to work in a wonderful team, I also have an opportunity to make a difference. 


Thank you, Ampwise, for having me. 
Let's rock!

Signe Korjus

Helping leaders become the person everyone wants to work with | Holistic leadership coach | People and Culture Lead

Today, I had the privilege of delivering the opening speech at Personaliuudised.ee HR Summer Summit, where I shared insights on "The flips and slips of leaders" based on my own managerial journey. It was truly inspiring to see the dedication of HR professionals in empowering leaders towards success. 

In my role as a coach and people lead, I emphasise the importance of balancing expectations for leaders with the necessary support. Research highlights that the main factor driving employees to leave organisations is dissatisfaction with their managers. Therefore, intentionally shaping the leader experience is vital in creating exceptional employee satisfaction.


PS! I'm curious to know: What support have you received from your organization as a leader that has significantly contributed to your success?

10 sure ways to kill your team’s passion and performance
(And 10 ways to boost them)


Check the carousel!


As a leadership coach, I've seen how certain behaviours can devastate team morale and productivity.


These behaviors might seem harmless 
or even necessary under pressure, 
but they can slowly erode trust, motivation, 
and performance within your team.


Great leadership is about building a foundation 
of trust, respect, and empowerment. 
Are you ready to take your leadership to the next level?


PS! How often do you reflect upon your leadership?


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📌 DM if you want to discuss, how to replace harmful leadership practices with useful ones.
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10 ways to kill your team's passion and performance

When you say people are your biggest asset, 
you’re lying UNLESS…

...your actions prove it.
 
Let me explain.


Many organisations claim that 
people are their biggest asset, 
but they:

* assert control over their work time and place
* confuse their brains with ambiguous goals
* tame their creativity with tight procedures

* decide on potential by past performance
* restrict their flexibility with rule books
* refuse development opportunities

* measure their worth through KPIs
* use stick and carrot as motivation
* allow bad leaders stay in place
* pay the bare minimum

 
Saying people are your greatest asset, is ATTENTION. 
 
Attention is of little value without the right INTENTION.
 
Intention, again, is of little value without INVESTMENT.
 
 
Only when you do all three, you can truthfully say 
YOUR PEOPLE ARE YOUR GREATEST ASSET. 


If you’re a leader, I invite you to reflect upon, whether you 

-> give your people enough attention

-> have your intention set on their wellbeing

-> properly invest in growing your greatest asset.
 
 
It’s never late to correct course. 


📩 If you know someone, who could use some support with that, refer them to me. I’ll be happy to have a chat and see what I can do for them. 
 
 
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Trainings are useless, because they change nothing. 👊 
 
This is almost true. 


Because:
- A training provides structure for new knowledge.
- It gives an overview of a concept.
- And insights to the benefits of it.
- But it rarely changes behaviour, 
- Because there’s not enough depth or practice. 


To create desired change, you have to do more.

Each development method adds value: 
 
>> A TRAINING is great for introducing concepts and ideas.

>> A COURSE goes in depth and helps you acquire the skills and tools.

>> COACHING helps you connect the learnings to your experience and circumstances.

>> REFLECTION helps strengthen the connections, new neural pathways and behaviours. 
 
 
 
When planning your own or your leaders’ development, a couple of days of training now and then is not enough. 

Be systemic about development. Only this way you can create the change.

 
NB! Did you know that 80% of leaders step into their role without any preparation or training?
 

Even if you are one of them, you can change things


IN 4 SIMPLE STEPS:

1. Find a leadership training or ask you HR for suggestions.

2. Sign up and attend a course that goes deep and helps you learn the art.

3. Get a coach to discuss the new skills and tools in your context and environment.

4. Reflect upon, how it has worked what you learnt and applied and how to adjust. 
 
 
👉 This is your way to the top 1% of leaders, who are aware, skilled and effective. 


PS! Are trainings useless? Share your most impactful training experience. 
 
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📌 I’m a holistic leadership coach and I help leaders develop skills to confidently lead their teams and companies to success. Send me a DM and let’s discuss how I could support you and your team of leaders. 
 
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♻ Repost if you find this insightful. Your network deserves to know as well. 
 
🔔 Follow me Signe Korjus for more insights and inspiration on #leadership #leaderdevelopment #coaching

Agree?

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Follow me Signe Korjus for inspiration and insight about #leadership #leaderdevelopment #coaching #peopleandculture #personalgrowth

What does empathy look like at work?


Empathy is not about:
❌ trying to make the other laugh or
❌ crying with them nor
❌ offering solutions


There is a great video of Brené Brown explaining empathy. 


She says that empathy is not responding to the other person. Especially not to belittle their sorrow.
(The link to the video in comments.)


Instead, empathy is:
✔ recognising the extent of their sorrow
✔ deeply understanding their feelings
✔ listening non-judgementally


All you have to do to show empathy is

💙 Listen without interrupting.
💙 Nod and make eye contact.
💙 Sit quietly if they need silence.
💙 Say, "I understand you're feeling..."

💙 Stay with them without distractions.
💙 Say, "It’s okay to feel this way."
💙 Ask, "Can you tell me more?"
💙 Offer a gentle touch or hug.


Empathy is easy, when you go by your heart, not by your head. 

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♻ Repost if you find this inspiring. Your network deserves to be inspired by you. 
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Bad management doesn't just impact the bottom line; 
it destroys teams. 📉 


The ripple effects of poor leadership can be devastating, 
but they’re preventable with the right actions.

See the carousel for 9 destructive effects of bad management and how targeted action can turn things around.


PS! How have you addressed these challenges? Share your stories and insights below! 

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📌  I'm a holistic leadership coach and I help leaders become the person everyone wants to work with. 

✉ Send me a DM if you want to discuss I could help you develop your leaders.

Effects of Bad Management Signe Korjus

Pick a fight. Your team will thank you for it. 
 
 
Conflicts have a bad image. But they’re necessary for the development of the team.


There are five stages to team dynamics:

- Forming
- Storming 
- Norming 
- Performing 
- Adjourning


Each of them has a vital role in the team’s lifecycle. 

 
1. FORMING 
    -> people come together to form a team. People are polite, eager to contribute and considerate for other team members.


2. STORMING
    -> things get personal. Tensions arise, emotions emerge, opinions and priorities clash. 

❌ The worst you can do in this phase is to ask people to ‘tone it down’, ‘be professional’, ‘not take things personally’, ‘calm down’. 

↩ If you tame emotion in this phase, you don’t move forward to next phase, but move back to politeness.


✔ The key is to MANAGE the CONFLICT:

* Create a safe environment to express

* Allow different views, needs and emotions come to table

* Facilitate discussions to let all voices and concerns emerge

* Foster understanding and empathy

* Facilitate coming to common ground, rules of collaboration and feedback

* Celebrate successful conflict resolution
 

3. NORMING 
    -> the work group is turning into a team. Rules are being specified, processes are put in place, accountability is strengthened.


4. PERFORMING 
    ->the team is in its full power. Goals, processes, accountability, results – everything is working. Trust is high, results soar, agility peaks, support rocks. 


5. ADJOURNING 
    ->the team has filled its purpose and departs its ways. Reflections are made, learnings and successes are documented, hugs are shared and friendships created may last a lifetime. 

 
🗝 The key to team success lies in the success of the storming phase. 

If you suppress conflict, you’ll never get to the performing phase. It’s not about avoiding conflict, but managing it effectively. 
 

Don’t be afraid of the temporary mess and tension. It’ll serve the whole team. 
 
 
PS! Share a tip to manage conflict effectively.
 
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The power of practice, repetition and reflection
lies in turning deliberate actions into automatic ones. 

Making a choice is extremely energy consuming for the brain. 
The more choices you make automatically the more energy 
you can save for less frequent and more critical situations. 

As a leader, if you turn your choice of action
into spontaneous behaviour, you can be much 
faster and more effective in your work. 


PS! What's the best habit you've acquired in your career?

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📌 I'm a holistic leadership coach and help leaders become more effective in their work. Send me a DM if you're interested to know more. 

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♻ Share to your network if you find this insightful. They deserve to know. 
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There are 4 drivers of transformation:


1. Inspiration
2. Direct personal experience
3. New knowledge and perspectives
4. Recognition that builds confidence


COACHING taps into all of them.


💡 To help your people transform, be a coach to them. 

💡 To support your own transformation, get a coach. 


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🔔 Follow me Signe Korjus for more insights and inspiration on #leaderdevelopment #leadership #coaching #peopleandculture

👉 Share an occasion, where you've chosen courage.

My 20 years in people and culture, and
7 years of leadership experience
have taught me that leader experience is 
different from general employee experience.


Wise organisations are deliberate about creating an excellent leader experience. 


There are FOUR PILLARS to creating a great leader experience:

1. Clarifying expectations for development

In most cases leaders step into role with little preparation. Let your leaders know, what kind of development activities and in which pace they are expected to do. Tell them that you expect them to read, listen, journal etc.


2. Providing diverse development opportunities

Leadership is not just about competences. It's also about mindsets and character. Make it clear that they will need to work how they behave, how they think and who they are.


3. Defining personal leadership principles

Every leader needs to think through what they believe great leadership is about. Then align these with the expecations and values of the organisation. This will serve as their True North. 


4. Creating a support team

No leader can make it on their own. They need a circle of mentors, coaches, peers to become and be their best. Help them create the circle and you help them become great. 


If you are deliberate about creating an excellent leader experience, you have done much more than most organisations. 

I assure you that the confidence, competence and self-awareness your leaders acquire will serve your organisation beyond any expectation. 


***
PS! Have you worked out your leadership principles?
***


If you'd like to have a chat about how to start creating a superb leader experience for your leaders, send me a DM. I can help you with that. 

If you feel someone in your circle needs to know about this, share the post. 


PPS! Read more in my article below. The article is in Estonian, but there are automatic translation tools available that you can use 😉  


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I'm a holistic leadership coach and I help leaders become the person everyone wants to work with.

Follow me Signe Korjus for more insights and inspiration on #leadership #leaderdevelopment #coaching #peopleandculture

Missugused on ootused uuele juhile ja missugused peaksid olema uue juhi ootused iseendale? Mis peaks olema sammud, mis järgnevad juhi ametisse kinnitamisele ja aitavad neid ootusi täita?

Open article: Kuidas teha juhist juhti? Neli suurepärast nõuannet eksperdilt by personaliuudised.ee

Kuidas teha juhist juhti? Neli suurepärast nõuannet eksperdilt

🤔 Are you missing out on these valuable resources?

Ever wondered why some leaders thrive under criticism while others crumble? 


The secret lies in a simple yet transformative mindset shift: RECRUIT YOUR CRITICS AS YOUR COACHES. 🥊 


Criticism is an inevitable part of leadership. It can feel harsh, personal, and, at times, unwarranted. But what if you could turn this criticism into a powerful tool for growth and improvement? 

Imagine the potential of having a team of 'coaches' who constantly provide you with insights into your leadership style, decisions, and strategies.

Critics often see things we overlook. They point out our blind spots and challenge our assumptions. Instead of viewing them as adversaries, what if we saw them as valuable resources? 

By embracing their feedback, we can 
✅ gain new perspectives, 
✅ refine our approaches, and 
✅ become more effective leaders.


Here’s how you can transform critics into coaches:

1️⃣ LISTEN ACTIVELY: Truly hear what your critics are saying. Separate the emotion from the message and focus on the core of their feedback.

2️⃣ SEEK UNDERSTANDING: Ask questions to gain clarity. Understanding the 'why' behind their criticism can reveal important insights.

3️⃣ REFLECT AND EVALUATE: Take time to reflect on the feedback. Assess its validity and determine how it aligns with your goals and values.

4️⃣ IMPLEMENT CHANGES: Use the feedback to make tangible improvements. This shows your critics that you value their input and are committed to growth.

5️⃣ EXPRESS GRATITUDE: Thank your critics for their perspectives. This can turn a potentially negative interaction into a positive, constructive experience.


When we shift our perspective and see critics as coaches, we unlock a loop of learning and development. 

💎 This not only enhances our leadership capabilities but also fosters a culture of openness and continuous improvement within our organizations.


PS! Have you ever turned a critic into a coach? How did it impact your leadership journey? Share your experiences and let's discuss how we can all benefit from this powerful approach.

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✉ If you receive criticism and want assistance turning it into coaching, send me a DM. A quick chat and pointers can go a long way.

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🔔 Follow me Signe Korjus for more insights and inspiration on #leaderdevelopment #leadership #coaching #peopleandculture

The most effective leader development setup is 70/20/10


70% of development should happen while working

-> stretch assignments
-> action learning projects
-> job rotation


20% is self-development

-> reflecting and journaling 
-> books, podcasts, videos
-> talking to peers


10% is various development interventions

-> trainings and conferences
-> coaching and mentoring
-> seminars and webinars


If you're responsible for developing leaders, consider these proportions and clarify expectations accordingly. 


👉 Unless your leaders pull the weight on the 70+20, focussing on the 10 is useless.

👉 👉 Unless you create tons of opportunity to apply what your leaders learn during the 10% interventions, the training will remain useless. 


♻ Share this with someone, who's responsible for leader development. It might make their work much more impactful.

✉ If you want to talk about how to set this up in your organisation, send me a DM!

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I'm Signe Korjus, a holistic leadership coach, follow me for tips about #leadership #leaderdevelopment #coaching and #peopleandculture

Do you have a work group or a team?
 
I observed a leadership team working on 
their mission, vision and strategy. 
 
The facilitator did a great job leading the group 
and everyone was fully engaged. 

1️⃣ First, all team members wrote down their ideas.
2️⃣ Then they started to fuse these ideas together.
 

I noticed that some team members were more 
open to others’ ideas, while others pushed their 
own ideas forward.
 
 
I realised that this group was yet to grow into a team.
So far, they were a group of people working together.

 
❗ Becoming a team requires everyone to put the team 
Ahead of your own agenda, desires or needs.

❗ ❗ However, once you’ve become a team, you’ll see that everyone’s needs are looked after.

 
PS! Can you tell the difference between a work group and a team?

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