Sorry, this entry is only available in Svenska.


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Sorry, this entry is only available in Svenska.


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Change is indeed inevitable.

It’s what has moved us forward since the beginning of time. The unprecedented changes that took place during the 20th century, have multiplied the speed of change, for better or worse. Whether you like it or not, the speed of change is getting faster and faster.

Resisting it is no point, questioning it may at times be most prudent, as change just for the sake of change may not be productive. Healthy discussions about potential change and it’s pros and cons is absolutely needed.

Change doesn’t necessarily lead to progression, that indeed needs to be a choice. Looking at change and using change as an opportunity for something different, and hopefully also something better, is a choice.

And yet, it’s human nature to on some level resist change, or not quite get onboard when things change, to feel a sense of loss and look back at “what was” and seeing that as more desirable. That can be managed though. As an individual, as a leader of others, as an organization, we can choose to make the most of change, help each other deal with it and choose progression as an option for better results and for feeling better.

Ongoing communication is the key to healthy change management. Two-way or multi-way communication, that is. Listening, discussing, exploring, empathising, involving the relevant people – and coming up with solutions.

Change Management will be a skill that continues to be high up the list of desirable skills for anyone who wants to do well in a changing world. And exactly what those skills are will also change, that’s in the nature of change itself. So keep up to date, learn more and more – to make change work for you. It will pay off.


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Att influera andra är både vetenskap och konst. Och de som gör det bäst gör det med andra i åtanke, med integritet och win-win tänkande – och får långsiktiga resultat

Kom på vårt kostnadsfria seminarium och glänta på locket till en stor verktygslåda med kommunikationsstrategier för schyssta människor: NLP Business.

Detta seminarium körs vid två tillfällen i centrala Stockholm (Östermalm):

Den 19 mars kl 8-9 blir det frukostseminarium. Vi bjuder på frukost.

Den 26 mars kl 17.30-19.00 blir det After Work seminarium. Vi bjuder på vin och snacks.

OBS! BÅDA DESSA SEMINIARIER ÄR NU FULLBOKADE. OM DU VILL ATT VI SÄTTER UPP DIG PÅ VÅR VÄNTELISTA FÖR EVENTUELLA AVBOKNINGAR, så skicka ett email till elisabet@think.se – och ange tydligt vilket seminarium du vill väntelista dig till. TACK. BEKRÄFTELSE om du fått plats kommer via email, tillsammans med adressuppgifter.

Välkommen!

Elisabet och Camilla

SANYO DIGITAL CAMERA


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Read the story about Sarah, who “inherits” wisdom. Written by Elisabet Vinberg Hearn and Mandy Flint for WeAreTheCity.


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The Team Formula: A Leadership Tale of a Team who found their Way, skriven av Mandy Flint och Elisabet Vinberg Hearn, kom på andra plats i  Business Book kategorin på London Book Festival. Läs mer här


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3d small people - statistics improvement For 15 years, Elisabet Vinberg Hearn of Think Solutions has been passionate about the idea that work should be fun, and that everyone can benefit from that – employees themselves, customers and other stakeholders, and last but not least – the company itself. For four years Elisabet was part of a team at American Express Europe whose mission it was to create a workplace where people really wanted to be, a company culture where employees feel important, where they have the chance to do a good job and they are able to deliver a great customer experience. She learned from scratch what the different driving forces behind employee engagement are and how these lead to customer benefits and profitability, and how things can go very wrong when leaders are not aware of this dynamic. Numerous local and global studies over the last 20 years indicate that as many as two thirds of employees are not fully engaged at work. This means that they may physically be at work but they are not fully involved in what’s going on there, they may do what they have to but not more, they just long for the weekend or see their job as a “necessity” to make money so they can do what they really want in life. Apart from the fact that this is very wasteful from a company’s point of view who pays for people’s time but don’t get access to their full capacity, it’s also a big waste of human resources on an individual level. Imagine what a waste of your time it would be to be at work for maybe 7-8 hours per day if you’re not fully engaged, not enjoying being there nor feeling that it’s valuable.  We doubt that anyone wants to be in such a situation. There’s plenty that an organization can do to improve employee engagement and this is what Think Solutions help organizations do. Employee engagement is largely driven by leadership. How the immediate leader works with his/her employees is of massive importance to their engagement. One example of this is the leader needing to communicate clear expectations of the employees and then giving feedback at least once a week on the job that’s been performed. This may seem frequent, but the fact is that people need to be seen and heard on a regular basis, otherwise employees may start distancing themselves and simply not giving it their all. Another important factor which leaders can help their employees with is clarifying the purpose of their work. Why does the team or the company work with what they do? What’s the purpose? And how does each person contribute to that purpose through their job? It’s in our human nature to want to understand “the why”. It’s not however the leader’s responsibility to “make” employees engaged. Everyone is ultimately responsible for the their own degree of engagement, but with an understanding of the drivers of employee engagement the leader can create the right circumstances which can make engagement happen. And engagement pays off. It leads to satisfied and loyal customers (it can even lead to engaged customers), which in turn improves profitability. Engaged employees leads to 12-15% higher productivity and 51% lower employee turnover (source: Gallup). So having engaged employees is not just “nice to have”, it’s an absolute necessity for sustainable profitability.


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