Impulses for organisations – Part 9

by | 20.05.2024

The online world is full of information on collaboration in organisations. However, a lot of advice is only visible for a short time and then disappears into the depths of social media platforms. In part 9 of our series, we once again present inspiring posts from experts on the t2informatik Blog. This time it’s about psychological safety and harmony, deterrent recruiting and true learning.

Let’s get started with the new impulses!

Linda Riehle1:

Psychological safety or the pursuit of harmony

I like to try out new things in the team, test different methods, tools, feedback exercises, consultation hours etc.

There is a person in my immediate working environment who comments on this with the following words: “You won’t manage to make everything harmonious and everyone likes each other.”

Every time I hear this statement, my eyes twitch nervously and I think:
That’s not my goal either! 🤷🏻‍♀️

My leadership work is not intended to create a state of perfect harmony.

I don’t want a cuddly culture in which differences are hushed up and conflicts are avoided.

What I want: psychological safety❗

I try to establish a team atmosphere in which every team member can develop, feels safe and has confidence.

What I mean by that:

🔹 We also express ourselves critically without fear of consequences
🔹 We accept each other and our idiosyncrasies
🔹 We take risks and learn from the results
🔹 We admit mistakes and see them as a learning opportunity
🔹 We develop resilience in challenging times
🔹 We rely on and trust each other
🔹 We talk to each other and not about each other
🔹 We represent our views confidently
🔹 We share ideas without fear of rejection
🔹 We know our “why” and “how”
🔹 We solve problems together
🔹 We feel like we belong

What I don’t mean by that:

⚡ We go mini golfing together every afternoon
⚡ We dance across the office corridors laughing
⚡ We always agree with each other
⚡ We nod off all decisions
⚡ We never get annoyed with each other
⚡ We don’t engage in conflicts
⚡ We are always full of praise
⚡ We think everything is great

Challenges are part of it!
Turbulent times are part of it!
Disputes are part of it!
Anger is part of it!

The important thing is how we deal with it❗

I expect respectful, open, constructive and fair dealings with each other.
That’s the only way we can improve and grow together.

If a family bond develops along the way – great.

But that shouldn’t be the measure of all things and certainly shouldn’t be used as a façade when things are boiling at the core.

Vanessa Reynolds2:

Good recruiting must be a deterrent

The idea still persists that in order to attract more suitable applications, we have to appeal to as many people as possible with our recruiting.

Exotic benefits are placed centre stage.
The tasks are written in such a playful way that everything sounds like a holiday instead of work.
The culture is presented in such a way that there really is something for everyone.

The requirements for candidates? They keep shrinking. Or are omitted altogether, as I still often see on social recruiting landing pages, for example.

The declared goal: lower the hurdle, be everybody’s darling. Just don’t offend. Just don’t scare off anyone who might be a potential candidate after all.

This seemingly logical idea quickly backfires.

After all, the aim of recruiting should never be to attract as many applications as possible.

The aim must be to attract the RIGHT applications. And that can’t be hundreds per position.

Quality over quantity.

In order to attract the candidates who fit both professionally and personally, you need clear edges.

So that it becomes clear: Who fits and who doesn’t fit.

Many employers have respect for this, triggered by the shortage mindset: we don’t receive enough suitable applications.

But ultimately, only the right mix will lead to the goal:

→ Clear positioning as an employer.
→ 100% clarity about the profile we are looking for.
→ Top target group understanding to place the right arguments.

What do you do to attract more of the right candidates?

Karl Kratz3:

How do we really learn?

As a rule, we don’t learn anything from the success stories that are often showcased on the big and small stages.

We don’t usually learn much from the fuck-up presentations either, which are usually more of a glossed-over version of the fuck-up.

We learn the most when we ourselves are wading knee-deep in mud. When we tumble from one fat bowl of mistakes into another. When we touch things, when we become a part of something. When we talk to people about “how things really are from their point of view – behind all the facades”. When the world changes through our being and actions and we allow ourselves to be changed by the being and actions of those around us – while we can admit with amazement that the world is more complex than we regularly make it out to be.

This is where “learning” begins and it can be a wonderful process. 🥰🧠

Impulses and questions

Three topics, three experts, three impulses. Should we strive for harmony in companies and what is psychological safety? How do we find suitable employees and what do we do with job adverts, for example? And how do we achieve true learning as individuals or as an organisation?

Questions and questions. Perhaps you have some too; that’s good! Then part 9 of “Impulses for organisations” has reached its goal.

 

Notes:

If you like this article or would like to discuss it, please feel free to share it in your network.

[1] Linda Riehle is Team Leader Home Nursing at Die Techniker. Information about Linda Riehle can be found in her LinkedIn profile. And the impulse can be found here in the original on LinkedIn.

[2] Vanessa Reynolds is Managing Director at Candidized and helps companies to find the right employees. Information about Vanessa Reynolds can be found in her LinkedIn profile, the impulse can be found here in the original on LinkedIn.

[3] Karl Kratz offers fine online marketing and supports companies that make our planet a better place. Information about Karl Kratz can be found in his LinkedIn profile, the impulse can be found here in the original on LinkedIn.

Michael Schenkel has published more impulses on the t2informatik Blog, including

t2informatik Blog: Impulses for organisations - Part 2

Impulses for Organisations – Part 2

t2informatik Blog: Impulses for organisations - Part 5

Impulses for organisations – Part 5

t2informatik Blog: Impulses for organisations - Part 8

Impulses for Organisations – Part 8

Michael Schenkel
Michael Schenkel

Head of Marketing, t2informatik GmbH

Michael Schenkel has a heart for marketing - so it is fitting that he is responsible for marketing at t2informatik. He likes to blog, likes a change of perspective and tries to offer useful information - e.g. here in the blog - at a time when there is a lot of talk about people's decreasing attention span. If you feel like it, arrange to meet him for a coffee and a piece of cake; he will certainly look forward to it!​