In this episode, Ulrike and her guest Peter Murphy explore how to align multicultural teams for success and why diverse backgrounds can actually strengthen company culture and drive innovation. Many leaders express that managing multicultural teams can be challenging, but we believe that embracing these differences can unlock incredible potential for growth.

Key Takeaways:

• Multicultural Teams as a Strength: Diverse perspectives can fuel creativity and help solve business development challenges, such as revenue growth. The more varied the team’s thinking, the more unique solutions arise.
• Leadership Mindset Shift: As a leader, it’s crucial to understand that you don’t always have the answers. Instead, the answers will come from your team, often in surprising ways. A multicultural team increases the chance of new perspectives and ideas emerging.
• Fear-Setting Exercise: If you're hesitant to go "too multicultural," try the fear-setting exercise from Tim Ferriss. This tool helps identify your worst-case scenario and address any fears or procrastination related to change.
• Self-Awareness and Communication: To fully leverage a multicultural team, first develop an understanding of how your view differs from those of other cultures. This self-awareness will help you appreciate and make the most of others' perspectives.
• Beyond Nationalities: Multiculturalism isn’t just about nationalities; it’s also about gender, age, and different experiences. Surround yourself with a truly diverse team to unlock more opportunities.
• Direct vs. Indirect Communication: Whether you’re a direct or indirect communicator, clearly state your thoughts upfront. It's also helpful to explain your communication style to your team so they understand how to interpret your messages.
• The Power of Non-Verbal Cues: Be cautious with written communication, especially when being direct with those from more indirect cultures. Without non-verbal cues, your message may be misinterpreted. In critical situations, consider using video messages to convey tone and emotions more clearly.
• Embracing Change: Change is challenging, and different cultures view it in unique ways. By leveraging these different perspectives, you can avoid common pitfalls and reduce resistance to change, turning diversity into a positive force for progress.

Tune in to learn how to unlock the full potential of your multicultural team and drive real change in your organization!

If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Peter Murphy

Peter Murphy Lewis is the CEO of Strategic Pete and Head of Growth at WebStreet. With a strong background in digital marketing and business development, Peter loves creating innovative strategies that drive growth and engagement. He's passionate about using technology and data to transform businesses and build genuine connections.

https://www.linkedin.com/in/petermurphylewis/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

Episode Overview: In this episode, Desi Jagger and I dive deep into the emotional side of leadership during times of change. We explore how leaders can effectively manage their own emotions and those of their teams, to navigate transitions smoothly and foster growth. From embracing uncertainty to building resilience, this episode provides practical insights and strategies to help leaders thrive in ever-changing environments. Leaders often feel the need to be perfect during change: having all the answers, being fully prepared, and reacting appropriately in every situation. This pressure can impact emotional balance, making managing expectations and leading authentically essential.

Key Topics Discussed:

1. Understanding the Change Curve

• Why leaders must be aware of their own position in the change curve relative to their team.
• How to align strategies with varying stages of acceptance and resistance within the team.
• Tailoring communication and support to bridge gaps between leaders' and team members' readiness for change.

2. Shifting from a Victim Mindset to an Empowered Mindset

• The victim mindset limits leadership by seeing obstacles as uncontrollable.
• An empowered mindset promotes ownership of challenges, adaptability, and inspires a culture of accountability and growth.

3. The Power of Selective Vulnerability

• Leaders can build trust and authenticity by selectively sharing challenges, without compromising authority.
• Striking the right balance in vulnerability strengthens team connections and motivates people through transitions.
• Reference: The Seven Levels of Intimacy by Matthew Kelly.

4. Embracing Uncertainty

• Why leaders must embrace uncertainty to remain flexible and resilient.
• Viewing uncertainty as an opportunity to innovate and adapt, rather than as a threat.
• The role of embracing ambiguity in making timely decisions and maintaining confidence during change.

5. Building Resilience for Repetitive Change

• How leaders can develop emotional and mental toughness to handle continuous disruptions.
• The importance of resilience in maintaining stability, inspiring optimism, and promoting a culture that views change as an opportunity for growth.

Actionable Takeaways:

• Be mindful of your emotional responses to change and consider how your team might be experiencing the transition differently.
• Shift from a victim mindset to an empowered mindset to lead with confidence and adaptability.
• Practice selective vulnerability to build trust while maintaining strong leadership.
• Embrace uncertainty as a pathway to innovation and resilience.
• Build your capacity for repetitive change by fostering a culture of persistence and optimism within your team.

Recommended Reading: The Seven Levels of Intimacy by Matthew Kelly.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Desi Jagger

Desi is a certified leadership coach. She helps leaders to sustain peak performance in times of complex change, such as post-merger integration and organizational restructuring.She does this through team and 1on1 coaching, equipping leaders with the right mindset and tools to bring out the best in themselves and others.

https://www.linkedin.com/in/desijagger/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

Welcome to this episode where Ulrike and her guest, Knut Karlsen, dive deep into the world of leading change and building a company from the ground up. Our discussion will focus on the two pivotal factors that shape a successful company: external motivation and internal motivation.

Key Topics Covered:

1. External Motivation: How your company's contribution to solving global issues can inspire and drive your mission.
2. Internal Motivation: Creating an environment where employees are excited and motivated to come to work every day. Discover the importance of hiring the right people from the start and establishing a culture where accountability and growth are central.
3. Learning from Large Organizations: Even if large organizations may sometimes appear dysfunctional, they offer valuable lessons. Learn how a strong, clear strategy that addresses major issues and aligns resources can lead to success.
4. Purpose-Driven Work: A compelling company purpose can significantly boost employee motivation, leading them to go above and beyond. We'll explore how to use this purpose to drive performance and innovation.
5. Balancing Engagement and Personal Time: Understand the importance of balancing high engagement with adequate personal time. Learn how to avoid the pitfalls of constant change and focus on doing fewer things exceptionally well.
6. Cultivating Company Culture: Discover the ongoing responsibility of management to nurture culture, listen to employee ideas, and create a safe space for feedback and growth.
7. Mindset Shift in Leadership: Explore the transition from a "more-more-more" approach to a "less-but-great" mentality in senior management. Learn how this shift can improve overall productivity and employee satisfaction.

Join us as we uncover practical strategies for leading change and creating a thriving company culture that drives success and fulfillment for everyone involved.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Knut Karlsen

Knut Karlsen is co-founder, Chief Growth Officer and Chair of Atlas Agro, a company that aims to decarbonise nitrogen fertiliser production. In 2023 Atlas Agro received the largest financing round of any Swiss company. Knut has worked as a consultant and business leader worldwide, including as a Partner at PWC, President of Yara in Brazil, and CEO of Umoe Bioenergy. Knut is Norwegian and moved to Switzerland last year after ten years in Brazil.
https://www.linkedin.com/in/knut-karlsen-8b03b3/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

Navigating the Change Curve - your own and the one of your team members

In this episode, Ulrike sits down with Roland Wulz to explore the varying interpretations of change among employees across different cultures and organizational types. They discuss how to navigate the emotional journey of change, the importance of transparent communication, and the necessity of adapting leadership styles to meet the diverse needs of team members.

Understanding the Change Curve: 

• Change is a process that typically follows a change curve: shock, anger/frustration, denial, depression, and acceptance. 
• Leaders often move through this curve faster due to early access to information, which can create a disconnect with team members still processing initial reactions

Individual Variation in Change Response

• Each person's journey through the change curve varies, and leaders must recognize these differences to support their teams effectively.
• Meeting team members where they are in their change journey is crucial for fostering a positive transition.

The Role of Communication and Transparency

• Effective communication involves transparency about the change process, including admitting personal challenges and mistakes.
• Incorporating the individual needs of team members can help them understand and adapt to change more quickly.

Cultural Considerations in Change Management

• Cultural differences affect how feedback and communication are perceived. For example, direct feedback may be well-received in Germany but might be offensive in cultures with more indirect communication styles, such as some Asian cultures.
• Leaders must be mindful of these cultural differences to manage change effectively in international teams.

Proactive Change Preparation

• Rather than waiting for change to happen, organizations should prepare in advance by involving employees in the planning process.
• This involvement helps create a sense of ownership and understanding among team members, making the transition smoother.

Strategic Planning and Soft Skills

• Change management should be integrated into the organization's strategy and business plan, considering external factors (e.g., market changes, regulations) and internal dynamics.
• Investing in communication and soft skills is crucial, as they steer people more effectively than quantitative targets like deadlines or budgets.

People as Enablers of Change

• Employees are not obstacles to change; they are enablers. Recognizing their role in co-creating and implementing change can transform the organizational culture and improve outcomes.

Key Takeaways

• Leaders must navigate their own change curve while being empathetic to where their team members are in the process.
• Transparent and honest communication builds trust and facilitates smoother transitions.
• Cultural awareness is essential in managing change within diverse teams.
• The proactive involvement of employees in change planning fosters a positive and collaborative environment.
• Soft skills and strategic communication are vital tools in effective change management.

In this insightful episode, Ulrike and Roland explore the complexities of change management across cultures and organizational types. By understanding the emotional journey of change, fostering transparent communication, and recognizing the unique contributions of each team member, leaders can navigate change more effectively and create a positive, collaborative environment.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Roland Wulz

Roland has more than 30 years of experience in financial services. He is an experienced program manager with cross-cultural social competencies and a successful track record in shaping and implementing strategic international projects. He is an accredited specialist managing global trading areas with responsibilities over several leadership hierarchies and has led teams of up to 300 employees across regions.

https://www.linkedin.com/in/roland-wulz/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest, Poorya Amini, delve into the complexities of managing a start-up's agility and how these insights can be applied to handling change and instability in your organization. Tune in to hear Ulrike and Poorya's full conversation and learn how to apply start-up agility principles to your corporate environment.

Key Insights:

Flexibility Over Rigidity:

• Keeping the initial idea in mind is important, but sticking to it at all costs won't yield the best results.
• Stay flexible and be willing to pivot to bring more promising ideas to life.

Embracing Trial and Error:

• Expect pushback on your proposals; it’s a normal part of developing or delivering the best product or work.
• Mentally prepare yourself and your team to understand that pushback is not a personal attack.

Redefining Success:

• In a volatile environment, demands change regularly. Thus, success should be redefined.
• Understand that success is the journey itself; learning from errors is a form of success.

Valuing Negative Feedback:

• Treat negative feedback as a valuable asset.
• Use the perspectives and experiences shared by others to grow yourself and improve your product.

Adaptive Communication:

• Tailor your communication to fit the personalities of your team members.
• Recognize who needs more background information or data to feel secure enough to embrace change.

Small Team Dynamics in Larger Organizations:

• Even if you lead a large team, focus on your direct reports as if they were a small team.
• Communicate openly, frequently, and authentically with them to leverage their multiplier effect.

Encouraging Open Dialogue:

• Admit when you are wrong and encourage your team to speak up and challenge your ideas.
• Value the input of critical minds to arrive at the best solutions together.

Permanent Exchange and Active Listening:

• Engage in constant exchange, listen carefully, and encourage others to voice their opinions.
• Even with limited time, this practice helps avoid unnecessary work and potential mistakes.

One of the most significant lessons for any leader from managing a start-up is to foster a culture of permanent exchange and active listening. By incorporating these principles, leaders can navigate and lead change more effectively within larger organizations.

Join us next time as we continue to explore strategies for effective leadership and personal growth. Remember, it's okay not to have all the answers. Embracing uncertainty is the first step towards authentic leadership.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Poorya Amini

Poorya obtained a master’s degree in veterinary medicine before pursuing a PhD in immunology, where his research focused on investigating pharmacological candidates in the pre-clinical stage. Following this, he pursued a Diploma of Advanced Studies in Clinical Trial Practice and Management. For over seven years, Poorya served as a trial project manager at a clinical research organization. During this time, he noticed significant issues with how clinical trial protocols were developed, prompting him to explore solutions. In 2019, Poorya founded Risklick, dedicating himself to creating the first AI-driven solution aimed at streamlining clinical trial protocol development.

https://www.linkedin.com/in/poorya-amini-028951106/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest, Sally Jones, dive into the challenging and emotionally taxing experience of managing a massive layoff. Sally, had to oversee the reduction of her team from 36 to just 2 or 3 members. She shares her insights and tips on handling such a difficult situation professionally and effectively.

Key Insights and Tips:

1. Maintain Professionalism and Objectivity

Detach from personal emotions and focus on the task at hand. Understand and accept that the lay-off, although tough, was necessary and beneficial for the organization.

2. Adopt a Positive Mindset

View challenges as opportunities for growth and valuable experiences. Avoid falling into pessimism and take control of the situation.

3. Stay Open-Minded

Be flexible with the outcome, recognizing that the final result may differ from initial expectations.

4. Prepare for Team Questions

Anticipate questions from team members and contribute to the overall Q&A. Clarify your emotions and positions to provide informed answers.

5. Act Quickly to Manage Rumors

Address the situation promptly to prevent rumors from worsening the team's morale. Understand that people often imagine worse scenarios than reality!

6. Be Available for Your Team

After the official announcement, remain accessible for questions and support. Organize one-on-one meetings to offer both organizational and emotional support.

7. Acknowledge Survivor's Guilt

Recognize the emotional impact on those who remain after the lay-off. Address feelings of guilt and ensure continuous support for these team members.

Handling a significant layoff requires a balance of professionalism, empathy, and strategic communication. Sally's experience highlights the importance of staying objective, supporting your team, and managing the emotional aftermath of such a transition. Tune in to learn how to navigate these challenging situations effectively and listen to the full episode for more detailed insights and personal experiences shared by Sally.

Join us next time as we continue to explore strategies for effective leadership and personal growth. Remember, it's okay not to have all the answers. Embracing uncertainty is the first step towards authentic leadership.

If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Sally Jones

Sally Jones, originally from the UK, now living in Switzerland, has 30 years finance experience, including the last 7 years as a C-suite executive. She has worked in practise, financial services and aviation services industries, public and privately owned companies. 

Sally has experienced a number of transformation exercises in her career, M&A, Financing, reporting, audit and ESG.

https://www.linkedin.com/in/sally-jones-1000a43/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest Erika Darmstaedter explore the challenge of managing the fear of not having all the answers as leaders and how admitting uncertainty can foster authenticity and trust within teams. 

Leaders, especially in higher positions, often feel compelled to have all the answers. This pressure can lead them to provide responses even when they're unsure, fearing that admitting ignorance might undermine their credibility. But actually, the opposite is true. Pretending to know when unsure can erode trust and credibility over time. It can lead to resistance when discrepancies arise between stated knowledge and reality.

Our best picks on how to shift from the fear of not knowing to a constructive approach:

1. Letting Go of Old Ideas: In today's world, leadership isn't solely about possessing knowledge but also about knowing where to find information. Leaders must overcome the ingrained notion that their value is solely determined by their knowledge.
2. Learning to Admit in a Safe Space: Creating a safe environment to admit uncertainty is crucial. Leaders should practice acknowledging their lack of knowledge in a trusted setting before applying it in real-life situations.
3. Creating a Learning Environment: Being open about uncertainties in meetings sets a positive example and encourages others to do the same. This fosters a culture of learning and collaboration.
4. Repositioning Not Knowing as Valuable: Rather than viewing uncertainty as a weakness, leaders should see it as an opportunity to enhance understanding and prevent misunderstandings. Asking questions adds value to projects by providing clarity and detail.
5. Maintaining a North Star: While embracing uncertainty, it's essential for leaders to maintain a clear long-term goal or purpose. This acts as a guiding principle while remaining flexible in execution, fostering consistency and credibility throughout the process.

Relearning that perfection isn't necessary takes time and self-awareness. However, embracing authenticity and admitting uncertainty can ultimately lead to increased trust and support from those around you.

Join us next time as we continue to explore strategies for effective leadership and personal growth. Remember, it's okay not to have all the answers. Embracing uncertainty is the first step towards authentic leadership.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Erika Darmstaedter

Erika is a global business leader with 30+ years in the creative industry, including 20+ years in CEO- and C-Suite and Board roles. She is Co-founder of Collective 63, a business-transformation advisory, Non-Executive Chairperson of the Avantgarde Brand Experience network, and Advisor to various tech-startups. She holds mentorship roles at The Founder Institute, the University of St. Gallen and INSEAD Alumni. Her expertise is directed at transforming companies into resilient entities poised for future challenges while championing gender equality and addressing ageism in the evolving business landscapes.

https://www.linkedin.com/in/erikadarmstaedter/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest Jennifer K. Hill explore practical strategies for leaders to manage their anxiety during change and empower themselves to guide their teams effectively.

As leaders, it's crucial to begin by working on ourselves. Even if we never verbalize our feelings, our team can sense our emotions, leading to their discomfort and distress. Thus, the first step is for leaders to foster a deeper connection with themselves. We share here a few concrete techniques:

1. Practice deep listening, starting with ourselves and extending to our team members. Recognize that everyone has unique motivations, and by understanding and speaking to these motivations, we can cultivate psychological safety, productivity, and effectiveness.

2. During times of change, reflecting on what truly matters to us is essential. Jennifer refers to this as the "golden triangle" of connection to ourselves, others, and our purpose. Everything else falls into place when our actions align with a greater mission. Effective leaders embody these principles and engage in daily reflection.

3. Before bed, consider three questions: How could I have improved today? What am I proud of? What are three things I appreciated about my day?

4. When anxious, practice regulating the nervous system through deep breathing techniques, focusing on the heart center. 

5. Physical posture also influences our mindset. We can access new perspectives and behaviors by consciously altering our body position. Inner child work is another valuable technique discussed in the episode.

Addressing our psycho-spiritual and emotional needs prevents reactive behavior and avoids burdening others with our emotional baggage. We create a healthier environment for ourselves and our teams by attending to our emotional well-being.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Jennifer Hill

Jennifer K. Hill is an Evolutionary Leader, entrepreneur, author, speaker, podcaster and TV host. She has hosted popular shows with Dr. Deepak Chopra, Bruce Lipton, and many other leaders from around the world on her Regarding Consciousness podcast. After exiting her first company in 2018, she recently co-founded a new company in the technology space, OptiMatch (om.app) that utilizes their proprietary algorithm and built in AI to match people in business. 

https://www.linkedin.com/in/jenniferkhill/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

CEO Diego Pesciatini and Ulrike Seminati share strategies to improve productivity and create buy-in for ambitious change projects in this episode. 

Main Discussion Points:

 Obligation to Dissent:

•  Encouraging a culture of dissent fosters critical thinking and empowers team members to voice their perspectives.
•  Leader actively solicits opposing viewpoints from team members before making decisions, instilling confidence in the team's ability to contribute constructively.

 Understand Your Own Motivations First:

•  Effective leadership needs setting aside personal ego and identifying motivating factors to align team efforts towards shared goals.
•  Leaders must discern individual and collective motivators to inspire team commitment and drive success.

 Learn to Pass the Message:

•  Tailored communication approaches to resonate emotionally with diverse team members enhance message reception and alignment.
•  Flexibility in communication styles, ranging from directness to diplomacy, ensures effective conveyance of expectations and objectives.

 Help Your People Grow:

•  Prioritize nurturing the growth and development of ambitious team members over protecting personal status.
•  True leadership is exemplified by facilitating the growth of others, fostering a culture of collective advancement and success.

 Find the Right Balance Between Showing Strength and Vulnerability:

•  Embracing vulnerability and acknowledging limitations without hesitation instills trust and authenticity within the team.
•  Demonstrating strength in decision-making while acknowledging inherent uncertainties fosters confidence and a culture of decisive action.

Conclusion:

Maintaining productivity amidst change needs inclusive engagement and personalized support for team members. Leaders can effectively navigate transitions by nurturing individual growth and fostering a culture of open communication and mutual respect while maximizing team productivity and cohesion.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively, check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. Remember to subscribe, rate, and leave a review if you enjoyed it. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Diego Pesciatino

Diego is the CEO of Amicorp Management Services, a global player in the financial services industry. After his law studies in Italy, he started his career as legal and business advisor in the MENA region where he advised prominent families, including Royal family members expanding their businesses globally. He moved to Zurich 10 years ago and he’s now leading a global team of professionals providing financial and administration services to Institutional, corporate and private clients.

https://www.linkedin.com/in/diego-pesciatini-09a36086/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike explores with seasoned CEO Martin Brettenthaler strategies employed by CEOs to navigate organizational change effectively. From transitioning from a focus on efficiency to prioritizing customer-centric approaches, to merging agile mindsets with risk-averse behaviors, we uncover key insights on driving change from the top.

Main Discussion Points:

1. Engaging with the Organization: 

Go out as a CEO and engage with employees across all levels of the organization to gauge perceptions and sentiments about the company. By understanding the collective perspective, CEOs can shape a compelling change narrative that fits to wide parts of the organization.

2. Crafting the Change Story:

Utilizing metaphors that resonate universally, CEOs can craft a change story that mobilizes emotions and support. A crucial tip: If the narrative could be applied to another company it is most likely not unique enough and may struggle to inspire.

3. Balancing Confidence and Vulnerability:

Effective communication from CEOs strikes a balance between confidence in the project's direction and personal vulnerability. While factual information is important, emotional aspects are equally crucial in fostering understanding and trust.

4. Introducing a Proactive Mindset:

CEOs can implement the Player/Learner model to instill a proactive mindset within the organization. This approach encourages employees to make a mindset shift and actively engage in learning and adapting to change.

5. Tracking Success and Feedback:

Continuous follow-up and feedback mechanisms are essential for tracking the success of change initiatives. Understanding what has been comprehended, what needs improvement, and addressing any misunderstandings are integral to driving sustained change.

By incorporating these strategies, CEOs can navigate change with confidence, fostering a culture of adaptability and growth within their organization.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Martin Brettenthaler

Martin started his career 25 years ago in process industries, building materials and wood. He was a member of the executive committee of HIAG Group at the age of 30; then made a management buy-out together with partners of Pavatex, a wood-fibre insulation producer, which they sold successfully in 2015; After that, Martin became CEO of SWISS KRONO Group, a world-leading producer of wood-based panels for furniture industry and flooring with production sites in Switzerland, Poland, Germany, France, Hungary, Ukraine, Russia and the US, a turnover of CHF 2 bn and 5000 employees. He left on January 31, 2024, to look out for new challenges.

https://www.linkedin.com/in/martin-brettenthaler-b168aa/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In today's episode, Ulrike and her guest Brian Cooklin, a seasoned professional with a proven track record of success as a teacher, a leader at all levels and a Principal, explore the intricacies of leading Generation Z individuals through periods of change. With their unique perspectives and preferences, understanding how to navigate change effectively becomes paramount for building age-diverse teams and thus organizational success.

1. Acknowledging Generational Differences:

• Younger staff members often prioritize specific issues, contrasting with older generations who may adopt a more generalized approach to various aspects like politics and economics.
• It's essential to recognize the significance of these issues to Generation Z and avoid dismissing them as insignificant.

2. Communication and Respect:

• Highlighting the interdependence within the organization fosters a culture of respect, which is fundamental for addressing issues such as equality, diversity, and inclusion.
• Effective communication is key, as misunderstandings can lead to significant business mistakes.

3. Managing Expectations:

• While younger generations may seek quick decisions and responses, it's crucial not to promise what cannot be delivered consistently.
• Security remains a primary concern for most individuals, and not all changes need to be implemented rapidly.

4. Embracing Open-mindedness:

• Encouraging open-mindedness among all generations enables a conducive environment for learning and collaboration.
• Recognizing multiple perspectives and understanding that there's no singular reality fosters better mutual understanding and respect within the organization.

Conclusion:

Successfully leading Generation Z through change requires a nuanced approach that acknowledges their unique perspectives while fostering open communication, respect, and a willingness to embrace diverse viewpoints. By understanding and addressing these dynamics, organizations can navigate change more effectively and foster a culture of inclusivity and innovation.

Tune in next time for more insights on leadership and organizational dynamics. If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Brian Cooklin

Brian was previously the Founding Principal of the Nord Anglia International School in Hong Kong, he has also been the Principal of a British International school in Mexico City and a school in his home country of Scotland. Since August 2022, he has been Regional Managing Director for the European region of Nord Anglia Education Group. Brian is a popular conference speaker and workshop trainer as well as the author of many articles for Education journals and publications. A keen public speaker and debater, his other claim to fame was appearing as a contestant on BBC’s Mastermind quiz programme.

https://www.linkedin.com/in/brian-cooklin-5770a2b4/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this insightful episode, Ulrike and her guest Isabel Steinhoff, Transformation Expert & Metaverse Advisor, explore the challenges and opportunities in introducing the use of the metaverse within a corporate organization. Significant digital changes often evoke fear among people due to the unfamiliarity with new tools, leading to insecurity and a lack of control. Resistance towards revolutionary tools like the metaverse tends to be initially high, fueled by concerns of societal disconnection and job insecurity.

Discussion Points:

1 - Addressing Concerns and Benefits: 

• Acknowledge valid concerns but emphasize the benefits: Will it replace or empower individuals? Will it foster creativity and enable new opportunities?

2 - Seeing is believing:

• Offer firsthand experiences of the metaverse through curated and guided sessions, meeting people where they're at instead of relying solely on traditional presentations.
• Simulate work scenarios such as virtual meetings to demonstrate the potential for enhanced connection and collaboration compared to conventional video calls.
• Break down the whole concept into digestible slides, making it accessible and inclusive for all.

3 - Psychological safety in the Metaverse

• Explore the concept of psychological safety in VR, where individuals feel a sense of closeness while retaining a safety layer through avatars.
• Introverted individuals may find VR environments conducive to expression and participation, leading to greater engagement.
• 
  

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Isabel Steinhoff

Isabel Steinhoff is co-founder Dimenteers, Transformation Expert & Metaverse Advisor, and member of multiple boards. Isabel loves working at the intersection of strategy, technology and people. For over 10 years, Isabel worked in the media industry and management consulting. She previously served as Managing Partner at a digital transformation network that included more than 20 member companies with over 450 employees. Building on this experience, her path as an external navigator has led her to co-found the Metaverse advisory boutique Dimenteers. Why? Because she strongly believes we're at an inflection point of the way the internet - and with it business - works.

https://www.linkedin.com/in/isabelsteinhoff/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In a world where adaptability is key, it's crucial for leaders to excel as change agents. Yet, with 70% of the global workforce resistant to change, this is the obstacle many leaders fail to overcome. In this episode, Ulrike and her guest Marta Wlodarz, highly experienced in leading large-scale transformations, explore tangible actions that leaders can employ to guide their teams through change in an inspiring, authentic, and credible manner.

Understanding the resistance to change is pivotal. It often stems from the perception that something valuable is at risk or a fundamental fear of instability and uncertainty. Successful change leaders must consider both the professional and intrinsic personal motivators of themselves and their team members. Before leading others, they must prepare themselves. Building resilience, fostering a clear personal vision, and maintaining a balanced approach to work by setting priorities lay the foundation for continued performance during challenging times.

Here are our 5 key action points:

1. Craft your personal change story: Explore your motivations toward the company goal, not just professionally, but also on a personal level.
2. Clarify your personal values and strengths: Cultivate consistent behavior by being clear about your values and strengths. Recognizing and taking pride in your valuable contributions serves as a powerful motivator during stressful times.
3. Create followership among the team: Build credibility and enthusiasm by genuinely believing in the success and purpose of the project. Develop your personal change story for clarity, fostering a sense of ownership from the start.
4. Prioritize effectively: Use your time for activities that only you can do and cannot be delegated. Analyze your calendar to ensure efforts are directed where the most value is created. Avoid getting trapped in the urgency of important matters and allocate time to things that are "only" important, feeding into your mid- and long-term goals.
5. Communicate early and openly: Share information as early as possible, even if details are incomplete. This prevents rumors from creating internal and external insecurity, inviting early input from across the organization and enhancing a sense of ownership from the outset.

Join us as we unravel the nuances of effective change leadership, providing you with actionable insights to navigate the challenges of leading through change.

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

Until next time, keep leading, keep learning, and making a difference!

About Marta Wlodarz

With over 9 years of experience at a consulting company, Marta is a Senior Engagement Manager who leads large-scale strategy, organizational and technology transformations for clients in various sectors, such as financial services, IT, consumer goods, and advanced industries. Her core competencies include strategic planning, business development, organizational design, talent and leadership, and transformations.

https://www.linkedin.com/in/marta-wlodarz-b984002/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In today's episode, Ulrike is diving with Fiona McKerrow, seasoned strategic communicator and change navigator, deep into the intricacies of managing people throughout the entire life cycle of significant organizational change. This process, which often spans months or more, poses unique challenges for leaders, from the delicate pre-announcement phase to maintaining momentum post-reveal.

Preparing for Change - The Ambiguity Challenge: Significant organizational change requires meticulous preparation, yet during this phase, senior leaders grapple with the challenge of holding ambiguity. Rumors spread swiftly among employees, creating unrest and fear. The burden on leaders intensifies as local administrative requirements may lead to additional delays before the change can be officially announced.

Maintaining Business as Usual Amidst Uncertainty

Senior leaders must juggle the demands of maintaining "business as usual" and sustaining motivation levels for themselves and their teams. The process involves navigating a delicate balance to uphold both organizational stability and the motivation required for successful change implementation.

Post-Announcement Challenges: Focus and Motivation

Once the change is officially announced, the focus shifts to maintaining momentum and motivation. Behavioral consistency becomes a crucial success factor in bringing change plans to life. Middle managers play a pivotal role in translating the change to their teams, facing the challenge of providing credible answers as they receive details in real-time.

Proactive Strategies for Effective Change Management

Action 1: Embracing Ambiguity

Leaders can skillfully navigate the pre-announcement phase by acknowledging that change is in the pipeline without divulging specific details. This allows for controlled information dissemination.

Action 2: Personal Preparation

Leaders can use the waiting period before the official announcement to clarify their personal motivations for the change. This ensures authentic and credible communication when details are disclosed.

Action 3: Crafting a Compelling Business Story

Create a clear and compelling narrative outlining the tangible benefits of the change. Officially communicate as early as possible, encouraging employee engagement in co-creating parts of the transformation process.

Action 4: Early Involvement of Middle Managers

Onboard middle managers in advance to equip them with the necessary details, allowing them to create personal change stories and effectively communicate with their teams. Establish regular forums for peer-to-peer learning.

Action 5: Employee Involvement

Allow employees to actively contribute to the change process. This goes beyond passive acceptance, requiring genuine implementation of their input to foster true engagement.

Join us as we explore these strategies and insights, providing practical guidance for leaders navigating the complexities of organizational change. Remember, effective change management is not just a process—it's a journey of collaboration and adaptation. Tune in for valuable tips on how to lead your team through the winds of change.

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

Until next time, keep leading, keep learning, and making a difference!

About Fiona McKerrow

Fiona has partnered with Business Executives across a range of industries and geographies, guiding them on engaging, enlivening, and engendering employee commitment on critical topics.  She is highly skilled at developing opportunities to enable transformational change anchored to a compelling vision. A systemic thinker, Fiona thrives in organizations that are driving strong culture movements. Passionate about inclusivity, she is committed to ensuring all employees are encouraged and enabled to have their voices heard. Fiona’s passion project is her role as a Gen Z Ambassador committed to developing future leaders.  

http://www.linkedin.com/in/fiona-mckerrow/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

Welcome to a new episode of our podcast, where Ulrike explores with her guest, Jennifer Thamm, a seasoned risk management expert, the crucial topic of people risks related to change programs. Join us in this insightful episode as we explore effective strategies to diminish distractions such as anxiety and anger, and to ensure the well-being of both individuals and organizations.

In the European Union alone, stress-related incidents in organizations surpass a staggering 600 billion Euros annually. When it comes to large transformational programs, the greatest risk isn't necessarily about understanding the people involved; rather, it's the absence of a thorough risk evaluation and a robust people-centric program. One significant challenge faced during change is presenteeism—everyone may be physically present, but distractions, anger, or anxiety can hinder peak performance. Organizations must pinpoint the origins of presenteeism and find effective solutions, especially during large transformation programs.

In addition to traditional HR Key Performance Indicators (KPIs), such as turnover and sick leave rates, it's essential to consider Key Leading Indicators (KLIs) from a risk management perspective. KLIs serve as preventative measures, signaling potential risks before they escalate. Identifying issues early allows for timely and proactive actions.

Here are some proposed action steps:

1.  Understanding Everyone's Needs:

•  Establish mechanisms to easily grasp the concerns of everyone involved.
•  Conduct a bottom-up approach, involving both leadership and entry-level employees.

1.  Measurement Capability:

•  Develop a straightforward measurement capability, avoiding unnecessary complications.
•  Maintain consistency in measurements to ensure accurate comparisons over time.

1.  Taking Action:

•  Assign individuals to address measured concerns.
•  Define actions that genuinely tackle root causes and hold individuals across the organization accountable.

A heads-up for EU-based organizations: Starting January 2024, mid-size and large companies are obligated to report on the UN sustainability goals. Health and wellbeing, the third goal, requires companies to not only look at and report on risks and opportunities but also govern wellbeing programs within the organization.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. 

Until next time, keep leading, keep learning, and making a difference!

About Jennifer Thamm

Jennifer is based in Zurich, Switzerland. Through her company, SaysLife, she works with corporations to govern people & wellbeing-related risks in their organization. When not developing corporate solutions around transformation and well-being, she spends time with her family and coaches youth ice hockey.

https://www.sayslife.com/ 

www.linkedin.com/in/jenniferthamm 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode of Leading Change Conversations, Ulrike and her guest, Sara Vermeulen-Anastasi, look into how to accompany an organization through a vital and difficult transformation where most employees are suspicious and cynical. Tune in if you want to learn about a combination of multi-channel tools to build trust and engagement in such a situation.

Sara was engaged in a pivotal role within a company undergoing a significant and challenging transformation. Colleagues harbored skepticism and cynicism due to past experiences with transformations, some of which did not unfold as successfully as anticipated. Moreover, there existed a heightened sense of apprehension among employees, given that previous transformations had resulted in restructuring and job losses. Sara's overarching objective was to navigate the organization through this transformation and, crucially, to cultivate trust.

To address these challenges, a meticulously crafted multi-channel strategy was implemented, targeting not only rational understanding but also emotional engagement. The linchpin of this strategy centered on middle managers and internal experts, forming a coalition and acting as trusted ambassadors to impart the essence of the change to their respective teams. Creating a compelling narrative that articulated the why, what, when, and the envisioned future constituted a fundamental aspect of the change initiative. 

Key actions undertaken included:

•  Relevance: Middle management and team members were actively involved in explaining the change to their colleagues, making it more relatable and relaying firsthand experiences.
•  Visibility and Buzz: Tangibility was enhanced through the creation of collateral such as T-shirts, generating a buzz around the transformation and making it visually impactful.
•  Ownership: Teams were empowered to take ownership by providing monthly progress updates, fostering a sense of responsibility and accountability.
•  Demonstration: The adage "seeing is believing" was embraced by creating an immersive experience of the change's results, employing virtual reality headsets to showcase the envisioned future.
•  Gamification: Injecting an element of fun into the transformation, certain aspects were gamified to make the process engaging and enjoyable for participants.

By strategically implementing these actions, Sara aimed to not only drive tangible change but also to instill a positive and forward-looking mindset among employees, fostering a culture of collaboration and ownership throughout the transformational journey.

Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. 

Until next time, keep leading, keep learning, and making a difference!

About Sara Vermeulen-Anastasi

Sara is a passionate storyteller and connector with extensive expertise across the complete branding, marketing, communications and sustainability spectrum. Results-focused and hands-on, she has solid cross-industry experience in fast-paced and transformative sectors: from pharma, food and agriculture to IT, technology, geospatial, and logistics. Multi-lingual, a digital advocate and a dyslexic thinker she enjoys developing synergies and integrated solutions to enhance reputations, foster transformation and growth, and especially drive value and impact.

https://www.linkedin.com/in/saravermeulenanastasi

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

Welcome to another episode of Leading Change Conversations, where we explore practical strategies for making positive changes in our lives. In today's episode, your host Ulrike is joined by Sandy Kaufmann, a relationship and love coach, as they explore the fascinating topic of using our nervous system to drive real change and overcome common obstacles like procrastination and fear.

Segment 1: The Role of the Nervous System in Change

• Understanding the impact of our nervous system on making life changes.
• Signs that your nervous system might be hindering your progress.
• The connection between emotions, thoughts about change, and the state of our nervous system.

Segment 2: The Fight or Flight Response and its Impact on Change

• How insecurity puts us in a physiological state of fight or flight.
• The challenges of connecting with others and accessing our own resources in this state.
• The inner and outer battles that may occur when trying to make changes.

Segment 3: The 3-Step Approach to Ease Action
Step 1: Reflect on your logic about change, exploring past experiences and perceptions.
Step 2: Identify triggers that lead to fear or anxiety and strategize solutions.
Step 3: Utilize breath exercises to cool down the nervous system and shift towards a safe space

• Breathing through the nose to lower agitation. 
• Alternate nostril breath for downregulation and mental clarity. 
• Mouth breathing for increased energy using the O-mouth breath.

Segment 4: Bringing It All Together

• Creating awareness and clarity about your attitude and triggers toward change.
• Leveraging breath techniques to make your nervous system your ally.
• Turning resolutions into concrete actions for the new year.

Join Ulrike and Sandy as they guide you through this transformative journey from procrastination and fear to easeful action.

Tune in to Leading Change Conversations for practical insights and accessible techniques to make your new year's resolutions a reality. Remember, change starts from within, and your nervous system can be a powerful tool on this journey.

Thanks for tuning into 'Leading Change Conversations'! We hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. 

Until next time, keep leading, keep learning, and making a difference!

About Sandy Kaufmann

Sandy is a relationship coach who helps her clients to materialize positive change in their lives by improving their relationship with themselves and with others. She is certified in traumatic stress from the Trauma Research Foundation de Bessel Van der Kolk, and among many other qualifications, she also holds certifications in breathwork and as a mental coach from the IPC Academy and the Life Coach School.

https://sandykaufmann.ch/ 

https://www.linkedin.com/in/sandyloutfian/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike delves into Oksana Prokhorova's experience—a seasoned change leader in manufacturing who excelled in large corporations but faced challenges implementing change in a tech startup. Despite her success in managing change for sizable teams, Oksana's proven methods failed in the startup environment.

Unlike corporate settings, startup members are deeply connected to their projects and reluctant to proven corporate initiatives. This particularly strong sense of ownership led to resistance against necessary changes for growth. Startup members, deeply connected to their projects, were reluctant to proven corporate initiatives. Oksana, with her non-startup background, faced unparalleled resistance, making the change process a lonely endeavor. Quickly initiating changes without building a foundation for trust and collaboration, Oksana was perceived as someone destroying their dream with her proposals.

Proposing a solution, Ulrike suggests acknowledging the emotional implications of implementing structures in startups. She emphasizes actively managing expectations with startup stakeholders before starting any change process, making it a condition to address the fundamental differences in thinking before commencing work. Despite the risk of rejection, open and confronting discussions are crucial for aligning perspectives and achieving successful collaboration.

Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps regularly. 

If you want to improve your own skills in leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. 

Until next time, keep leading, keep learning, and making a difference!

About Oksana Prokhorova

Oksana is a Lean Six Sigma Black Belt, PMP and change management enthusiast who moved 4 countries, 5 industries and shifted from 20 years of transformational change management in some of the world’s largest companies to a small tech startup.

http://linkedin.com/in/oksanaprokhorova

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest Birgit Eberle explore strategies for overcoming team resistance when assuming interim leadership and navigating the transition from a managerial to a leadership role simultaneously.

Ulrike’s guest, Birgit, currently leading the talent management and recruitment team at a Zurich-based recruitment agency, has been tasked by her supervisor to temporarily assume leadership of the client-facing team on an ad interim basis, given the absence of a leader in that department. This situation presents a challenge for her, given her recent entry into the role and the organization, coupled with her specialized expertise in another domain.

Recognizing her inclination towards acting like a manager despite aspiring to be a leader, Ulrike and Birgit have worked out the following approach for this transitional phase:

• Acknowledge that is necessary to let go off control
• Evaluate the worst-case scenario of letting go off control 
• Transition from offering direct advice to serving as a facilitator for the ideas generated by team members
• Move away from providing immediate answers and instead foster an environment where team members contribute their expertise through thoughtful questions.

Acknowledging that the pivotal tool for evolving from a manager to a leader is the ability to pose insightful questions, Birgit emphasizes the importance of valuing this questioning process as a significant contribution. This shift aims to underscore the team's expertise and address any prior resistance encountered by Birgit in her leadership role.

Thanks for tuning into 'Leading Change Conversations'! I hope you found our discussion inspiring and informative. If you enjoyed it, remember to subscribe, rate, and leave a review. Plus, sign up for our Newsletter to access our practical transformation roadmaps on a regular basis. 

If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. 

Until next time, keep leading, keep learning, and making a difference!

About Birgit Eberle

Birgit Eberle is a passionate Talent Acquisition expert and advocate of innovation and creativity. With a high interest in people, accessibility, but above all openness, she wants to make a positive contribution to the continuous development of talent acquisition.

https://www.linkedin.com/in/birgit-eberle/

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com

In this episode, Ulrike and her guest Jelena Kuznecova look into how to overcome the resistance of people to use a new filing system and to accept a new reality. Stay tuned if you want to learn how to create employee involvement and collaboration beyond the sheer launch of a new system or tool.

The challenge encountered in a recent implementation stemmed from the resistance among individuals to embrace the new reality introduced. This resistance was primarily attributed to the necessity for a shift in established work processes, particularly impactful for those engaged extensively with documentation—constituting approximately 80 to 95 percent of their daily responsibilities. The meticulous filing and archiving of documents represented a substantial aspect of their workflow.

Within this group, comprised largely of experienced individuals with years or even decades of service, a prevailing sentiment of pride in individually devised efficiency methods emerged. The absence of a standardized system, coupled with the absence of guidance on best practices, had led each member to invent their processes. Consequently, the resistance to relinquishing these established practices and transitioning to a new system was notably high.

In the context of organizational change, there is often a tendency to focus on future-oriented goals and outcomes, inadvertently overlooking the fact that individuals may be deeply rooted in established practices. To address this, two key strategies emerged:

1. Acknowledging and celebrating the value of existing practices before the change provides individuals with closure and an opportunity to be recognized for their contributions
2. Fostering a sense of ownership is pivotal. Involving individuals not only in the decision-making phase but also in the implementation process helps them feel a sense of agency and contribution. Recognition of their insights and efforts in the overall transformational process enhances commitment and minimizes resistance.

When introducing new initiatives, it is crucial to view employees and teams as collaborative partners rather than static components within the organizational structure. This shift from a perception of corporations as rigid and unchangeable entities to dynamic partnerships encourages a mutual push-and-pull dynamic. Both the organization and its employees contribute to and influence the direction of change, fostering a more adaptive and inclusive organizational culture. This paradigm shift emphasizes the importance of recognizing the shared responsibility for change and the need for collaboration in both directions.

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If you want to improve you own skills on leading change or communicating more effectively check out Ulrike’s online live courses for individuals here. Until next time, keep leading, keep learning, and making a difference!

About Jelena Kuznecova

Jelena is an experienced C Level Personal Assistant, Project manager and Transformational Life Coach. During her career she has led several projects and worked on many more and supported management and teams through change. She has even made transformation her passion by becoming a transformational Life Coach and supports her clients through professional and personal change.

https://www.linkedin.com/in/jelena-kuznecova/ 

About Ulrike Seminati

Ulrike is a globally operating coach, trainer, and consultant who brings a wealth of experience as a former C-level executive to her expertise in authentic leadership and impactful communication. By blending the latest self-development methodologies with her extensive practical experience in leading across all levels of hierarchy, she enables leaders to establish trust and lead change through effective communication. Ulrike's clients benefit from her pragmatic and user-friendly tools that enable them to make lasting improvements.

Connect with Ulrike!

Website: https://ulrikeseminati.com 

LinkedIn: https://www.linkedin.com/in/ulrikeseminati/

Email: contact@ulrikeseminati.com