Being able to identify the purpose of both employee interviews and employee surveys is the end we should all start at in order to succeed. If we know why we measure or implement processes and also have a clear idea of how to take the situation forward in different steps, everything becomes easy. Bringing in a neutral person from outside who leads a workshop around the results is often very powerful.
This week I received the nicest comment I have received in a long time. After leading a workshop with a company for a morning about the employee survey, one of the participants came forward and said:
Do you do this with many companies?
Njae, some, I replied. He looked intensely at me and said very seriously. This should all do!
I smiled and laughed today, with the whole body.
What did we do then? In addition to talking about the primal brain, the power of emotions and taking in other perspectives, we worked with the so-called NÖHR(a) model. I learned the mindset from my dad as a 10-year-old who didn't know it was a model. He just wanted me and the team to be as good swimmers as we could ever be. He unfortunately passed away recently so I want to take the opportunity to dedicate it to him and say a double THANK YOU.
This is how you can think and do to reach common goals:
- Nsituation. Where are we? What words describe the situation we have.
- Ödesired location. Where are we going? Where do we want to be? Words, emotions maybe a speech?
- Hinner obstacles that exist. What would make us fail to reach our desired location?
- Resources - what do we have? What can we, we know, can we use that we already have that makes us reach out?
Enter the dream or the desired position. What steps do we take first?
When it was tough before the morning training, dad always said. What dream did we have? Is it worth it? Yes it was, of course, and the training felt at once a lot easier.
THANK YOU Daddy, you're with me every day.
Kicki Molin
