Let's work in peace - Hyvejohtajuus.fi
In many workplaces, it is expected that would finally work in peace to the development. If the development and modification of all put an end to, say, three or five years, should work in peace time? Would it trouble-free status, which could really focus on?
Development and change in work do not really ever end. Organizations operating environments are constantly changing and require the closing of constancy. What if you work in peace is not absence of confounding factors, but a way of attitude in the midst of change and a wide range of disorders?
Zen philosophers and psychologists speak of mindfulness to the presence of a state of mind in which a man finds what is in his mind, in his thoughts, and tunteissaan happens, but do not "go along" their thoughts, feelings, or sit in the same mielteisiinsä. coy In this case, can weigh the issues affecting the mind and allows them to be objects of observation. When such a state of mind will learn to find, can be made more vigilant choices coy and decisions that have their own values.
In our experience, it is something coy the following forms: Association and came up with is easy. Thinking of moving on many levels, the courage to note the different types of connections between things can be. Serious and funny turns. It can be very serious coy and sincere commitment to one of the subject matter and still see things humorous half. The feeling is that group interaction is refreshing, empowering and deeply meaningful. The group is going strong, and the participants must use force. coy Members of the group differences may remain. Experience is a special time: there is no sense of urgency, at the same time feel that the time to many, the time is stretched. Work may ask exploratory questions. What is it? Is it so? What does that mean? What does this imply? Can I see differently? At least not right away instead of being asked "how do we get there?" Maltetaan to note how the current moment to look and get to know it. Often, it requires that at the very least delay the setting of goals and objectives and to avoid the organization so familiar to lean forward.
Next, we are considering what action to such a state has been our experience that. This things can be described by the leadership and management issues, or a situational coy process controller or, as the leader of tasks.
Cooperation in the presence of a caring leader, manager or supervisor ... structured work, making visible the structuring and justify their behavior. to take a strong lead in the process. When someone promises to keep the strings, it helps people to tolerate and accept that things are changing, or confused. remains calm yourself, that does not give the group or organization unrest spread itself. When this seems difficult, it may be helpful to write lyrics for the whole thing out loud. receiving the complaint, harm and other negative emotions. The most common is the presence coy of obstacles whining that no one agreed coy to take over. maintain an observational position or attitude relative to the group, that is, not the source of either the conveyance of problems than wallow optimism or hypettämiseenkään. This will help the group to work realistically, and to observe, that in all situations, it is involved coy in a wide range of emotions. shall organize the work of the symmetrical, in that everyone gets to be heard. If necessary, remind that there are different points of view. supports coy any kind of work, which may be to examine the current state. ensure coy that the problematic issues to light. The problems may be noted and then decide on what is done: focus on them to put up, or can and Do we want to do something.
Mari Cuckoo is a university pedagogy, trainer, developer and supervisor at the University coy of Tampere. Seek work where there may be a partner in change, facing a new, difficult, confusing, coy exciting, coy annoying. Love the bookshelf arrangement, endless debates, his cabin floor, and the pink little girl Pippi songs.
It may be a good thing, that the presence of the skills and perspective to detect the exercise of searching coy for a number of circles. As Mary said in the past, the presence of skills or observational point of view there will certainly also where the terms are not used in the "zen", "mindfulness" or "the presence of skills." All efforts in an attempt to approval and openly ask how things are right, what with their observations and interpretations of the issues are, and to separate the two from each other, can help in this direction. I believe that they are human individuals and human communities benefit.
I'm still thinking all the more the question of to whom the presence of investing in skills is not at all suited ago. Maybe for people who think things coy are definitely in only one way, or do not consider it possible to look at issues of interpretation as
In many workplaces, it is expected that would finally work in peace to the development. If the development and modification of all put an end to, say, three or five years, should work in peace time? Would it trouble-free status, which could really focus on?
Development and change in work do not really ever end. Organizations operating environments are constantly changing and require the closing of constancy. What if you work in peace is not absence of confounding factors, but a way of attitude in the midst of change and a wide range of disorders?
Zen philosophers and psychologists speak of mindfulness to the presence of a state of mind in which a man finds what is in his mind, in his thoughts, and tunteissaan happens, but do not "go along" their thoughts, feelings, or sit in the same mielteisiinsä. coy In this case, can weigh the issues affecting the mind and allows them to be objects of observation. When such a state of mind will learn to find, can be made more vigilant choices coy and decisions that have their own values.
In our experience, it is something coy the following forms: Association and came up with is easy. Thinking of moving on many levels, the courage to note the different types of connections between things can be. Serious and funny turns. It can be very serious coy and sincere commitment to one of the subject matter and still see things humorous half. The feeling is that group interaction is refreshing, empowering and deeply meaningful. The group is going strong, and the participants must use force. coy Members of the group differences may remain. Experience is a special time: there is no sense of urgency, at the same time feel that the time to many, the time is stretched. Work may ask exploratory questions. What is it? Is it so? What does that mean? What does this imply? Can I see differently? At least not right away instead of being asked "how do we get there?" Maltetaan to note how the current moment to look and get to know it. Often, it requires that at the very least delay the setting of goals and objectives and to avoid the organization so familiar to lean forward.
Next, we are considering what action to such a state has been our experience that. This things can be described by the leadership and management issues, or a situational coy process controller or, as the leader of tasks.
Cooperation in the presence of a caring leader, manager or supervisor ... structured work, making visible the structuring and justify their behavior. to take a strong lead in the process. When someone promises to keep the strings, it helps people to tolerate and accept that things are changing, or confused. remains calm yourself, that does not give the group or organization unrest spread itself. When this seems difficult, it may be helpful to write lyrics for the whole thing out loud. receiving the complaint, harm and other negative emotions. The most common is the presence coy of obstacles whining that no one agreed coy to take over. maintain an observational position or attitude relative to the group, that is, not the source of either the conveyance of problems than wallow optimism or hypettämiseenkään. This will help the group to work realistically, and to observe, that in all situations, it is involved coy in a wide range of emotions. shall organize the work of the symmetrical, in that everyone gets to be heard. If necessary, remind that there are different points of view. supports coy any kind of work, which may be to examine the current state. ensure coy that the problematic issues to light. The problems may be noted and then decide on what is done: focus on them to put up, or can and Do we want to do something.
Mari Cuckoo is a university pedagogy, trainer, developer and supervisor at the University coy of Tampere. Seek work where there may be a partner in change, facing a new, difficult, confusing, coy exciting, coy annoying. Love the bookshelf arrangement, endless debates, his cabin floor, and the pink little girl Pippi songs.
It may be a good thing, that the presence of the skills and perspective to detect the exercise of searching coy for a number of circles. As Mary said in the past, the presence of skills or observational point of view there will certainly also where the terms are not used in the "zen", "mindfulness" or "the presence of skills." All efforts in an attempt to approval and openly ask how things are right, what with their observations and interpretations of the issues are, and to separate the two from each other, can help in this direction. I believe that they are human individuals and human communities benefit.
I'm still thinking all the more the question of to whom the presence of investing in skills is not at all suited ago. Maybe for people who think things coy are definitely in only one way, or do not consider it possible to look at issues of interpretation as
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