Training

This feature only applies to episodes with transcripts, which is a small number at this time.

Anna Elgh on self-managing teams and shifting conflicts at Svenska Retursystem

... do, and how we can relate to each other in a better way with a higher degree of understanding why we behave the way we do. And so we started really training all people in this method and we did the analysis on all our staff. And we also, throughout these years, we had discussions on how could we actually ...more
...hat I have worked with. But I was really frustrated; well, what should we really do now. And it was actually at that time that we met with Leadership Training and they felt like a very good partner, because we were speaking the same language, and what I appreciated very much from their side was the approach...more
...e a very good partner, because we were speaking the same language, and what I appreciated very much from their side was the approach of very hands-on training, focus on shifting time, sort of up with everything on the table and start to deal with it. And that was really what we needed. So the journey that w...more
...seeing what that partnership could look like. When you started that next phase or chapter of the journey, I guess you could say, with Tuff Leadership Training, what were you hoping for in terms of what support were you looking for to help you on this journey? Anna Elgh: I think what we were looking for was ...more
...id you hold the space for people to ask those questions and to handle that tension, I guess? Anna Elgh: Well, I think I have very good help from Tuff Training - I had very good help from from Karin Tenelius of course. I think personally for me, it has really been a challenge to have the patience and not t...more
...climate and how important that is and how you can shift it together? Anna Elgh: We have adopted the methods that we have learned with Tuff Leadership Training about "putting the moose heads on the table" and also everyone has gone to training, some have not yet done it, but we have a cooperation over three ...more
...ave adopted the methods that we have learned with Tuff Leadership Training about "putting the moose heads on the table" and also everyone has gone to training, some have not yet done it, but we have a cooperation over three years. So that helps us in creating the same language. But I also think that we have...more
...from someone, you also can feel that this is because this person is caring about me and want to help me to become better. And we really need a lot of training, we continue to train to make this happen. It's hard, but we are we are talking about this a lot more today and also addressing things in meetings. ...more
... will receive feedback in person also from the ones who you decided you wanted to get feedback from. So that's why we're also doing a lot of feedback training now together with Tuff Leadership Training and that's good because we're really getting everyone to train on this during quite a short period. I thin...more
...the ones who you decided you wanted to get feedback from. So that's why we're also doing a lot of feedback training now together with Tuff Leadership Training and that's good because we're really getting everyone to train on this during quite a short period. I think that would help us on the journey....more
...ces for my own part if they decided to go back. So I think we continue working with them and they are helping us with this huge change and continuous training and I think if we can just manage now to start to giving even more feedback, not be so kind to one another, less polite, we can really help each othe...more

Margaret Wheatley on leadership and Warriors for the Human Spirit

...tion occurs. And that requires dedication. It requires commitment, it requires community. And that's why I created Warriors for the Human Spirit as a training programme which requires real dedication and diligence and a strong community, because being a leader these days is quite terrible. Even if, I mean, ...more
.... So to be a warrior for the human spirit means that you're willing to train, you're willing to train in a serious way, just as you would if you were training on a musical instrument, if you were training at the gym - but you're training your mind, and your heart, your heart-mind. So, you know, in, in Sansk...more
...s that you're willing to train, you're willing to train in a serious way, just as you would if you were training on a musical instrument, if you were training at the gym - but you're training your mind, and your heart, your heart-mind. So, you know, in, in Sanskrit, in so in Hinduism, and Buddhism, the word...more
...ou're willing to train in a serious way, just as you would if you were training on a musical instrument, if you were training at the gym - but you're training your mind, and your heart, your heart-mind. So, you know, in, in Sanskrit, in so in Hinduism, and Buddhism, the word for mind is the same word as hea...more
...n, in Sanskrit, in so in Hinduism, and Buddhism, the word for mind is the same word as heart. So I'll just call it heart-mind from hearing, but we're training our heart-minds, to be aware of how we act in the world, to be aware that we personally create all of our emotional states - they're not flying out t...more
...- we're not in our cocoons, it creates an environment where we have to know how to deal with these very deep, complex emotions. So that's part of the training - not to ignore them or disallow them but to act from them. And another component of the training is we want to be able to see more - we want direct...more
...very deep, complex emotions. So that's part of the training - not to ignore them or disallow them but to act from them. And another component of the training is we want to be able to see more - we want direct perception, we want to go into a situation, into an organisation, into a room full of people, and ...more
...are protecting people, and with, as nonviolent warriors who have a deep commitment to not add to the fear and aggression of this time - that requires training. How is it possible, not to feel afraid? How is it possible not to get reactive when somebody attacks you, you know, in a meeting or in a public spac...more
...al. But with so much aggression out there and so much fear, we take a vow that we will not add to that as much as possible. But that's why we require training. So it's wonderful work. I am deeply, deeply grateful that at the end of my very long career to have this, and find the people who really want to ser...more
... So it could be a holacracy. It could be bringing up any of the old words we used to use for self organised systems. It's our work, and that requires training. And it requires courage because no one's gonna sit up and say, 'oh, you're the hope of the future?' No, they're gonna say, 'What are you doing? You'...more

Bill Fischer and Simone Cicero on Haier and the entrepreneurial organisation

...merges. What does leadership look like elsewhere in the organisation? How is leadership encouraged? What does that look like? Do they have leadership training? Or do you design a system and leadership emerges? S Cicero: Well, I think there is an interesting aspect, which is the constraint definition. And t...more
...L Gill: Yeah, my bias is that I come from a training background and so I’m always curious about the human, relational aspects and what is the kind of mindset that’s needed for this way of working to thr...more
...fore in your professional life. So, if you think about the broader ecosystem in which Haier exists — we don’t do a very good job in the education or training world, preparing people for this. We prepare them for the historical model, which is a lot more constrained. So my hope is that we recognise the trem...more
...ver any of those learned habits. But for those who join Haier, who have had that kind of context, I just wonder if they get any support. What sort of training or are there particular skills or tools or things that help them, you know, with that jolt, so to speak? B Fischer: So, so I think nobody winds up i...more
...ure, let’s say, with respect to Haier. And both of them are all about self-management. So for example, to be hired at Zappos, you go to three months training, and then if, at the end of the training, they feel like you do not culturally fit, you will be fired. And then if you fit, you get your stipend and ...more
...d both of them are all about self-management. So for example, to be hired at Zappos, you go to three months training, and then if, at the end of the training, they feel like you do not culturally fit, you will be fired. And then if you fit, you get your stipend and you can create maybe part of your bonuses...more

Miki Kashtan on the three shifts needed for self-managing organisations to thrive

...rk better for everyone?" It's, "Are we going to meet on this day or this day?" I mean, this is not the greatest example. But colleagues of mine did a training in a refugee camp in Pakistan, for people from Afghanistan, this is about 15 years ago. And the training was super successful. And the people were sa...more
...eatest example. But colleagues of mine did a training in a refugee camp in Pakistan, for people from Afghanistan, this is about 15 years ago. And the training was super successful. And the people were saying, "Oh, we wish we had known this training before, we wouldn't have had to go to war, etc, etc, etc. T...more
...eople from Afghanistan, this is about 15 years ago. And the training was super successful. And the people were saying, "Oh, we wish we had known this training before, we wouldn't have had to go to war, etc, etc, etc. They was so excited. Some of them invited my colleagues to go to the mosque with them the n...more
...o go to war, etc, etc, etc. They was so excited. Some of them invited my colleagues to go to the mosque with them the next day, which was Friday, the training ended on Thursday. And others said, "How dare you invite Americans to the mosque?" And within seconds, there were at each other's throats. Why? Becau...more

Buurtzorg and the power of self-managed teams of nurses
...Have you learned something about how to create that safety in a team so that that communication happens? Jolanda: Yeah, well, we, we have a course, a training on how to do that. But it's also the feeling of how to communicate with each other. We've known each other a very long time. But with new people, you...more
...'s a lot of personal development. Jolanda: Yes, yes. And you can decide what you want to do with your team. So you can ask someone to come and give a training. Chila: Or you say to a colleague "you're not good at that. It's best if you go do some training," we will also do that. I'll have some personal trai...more
...your team. So you can ask someone to come and give a training. Chila: Or you say to a colleague "you're not good at that. It's best if you go do some training," we will also do that. I'll have some personal training because this and that is a problem... Marian: And everyone likes to do different things. So...more
...ning. Chila: Or you say to a colleague "you're not good at that. It's best if you go do some training," we will also do that. I'll have some personal training because this and that is a problem... Marian: And everyone likes to do different things. Some people like theory, others like other things. So you h...more

Ruth, Taryn and Philippa from Mayden, a health tech company that’s Made Without Managers

...ow and develop personally and professionally. I mean, there's a few tools and practical things that we have in place, like everybody has access to a training budget, their own personal training budget, and it is completely up to them how they choose to spend it. We really support and champion that everybod...more
...sionally. I mean, there's a few tools and practical things that we have in place, like everybody has access to a training budget, their own personal training budget, and it is completely up to them how they choose to spend it. We really support and champion that everybody does make use of that every year i...more
...le person? And what are those different areas that I need to grow in and identify, and then take the steps that I need to, which are supported by the training budget, to make me the person that I think I want to be, rather than that career path I want to go on, which I think is also a nice way of looking at...more

Pasteur Byabeza on transitioning to self-management at Davis College

...vels of stress. So this is what sparked the need or the desire to make some kind of radical shift in our management paradigm. From there, we did many training sessions with expert practitioners, and we researched a lot on many other companies and organisations that are already practicing self management. Ba...more
...ging way - around active listening, and upgrading communication skills in general in order to create this climate of psychological safety. Did you do training in those? Or was that something that you just started to have conversations about? How have people developed those skills? Pasteur Byabeza: Yes, obvi...more
...beza: Yes, obviously, people tend to think that everybody who went to school have those skills - but that is incorrect. These are skills that require training - people have to be intentional and develop those skills. Especially those basic communication skills that you expect everybody to have. And poor lis...more

Frederic Laloux with an invitation to reclaim integrity and aliveness

...ent **of like, “Wow, these people are doing that, and we’re copying this and this story is doing this. And you know, I’ve had this amazing eco-design training and now I want everybody in the organisation to have it…” and just amazing things that start to happen. I think a lot of it starts with truth tellin...more
...s bad, people hate an unsatisfied client. Trust me, if that happens, people will start giving each other feedback. And if they haven’t been given any training, it might be really clumsy feedback, it might be sometimes hurtful feedback. So by any means let’s train people. But training is not enough. And so I...more
... haven’t been given any training, it might be really clumsy feedback, it might be sometimes hurtful feedback. So by any means let’s train people. But training is not enough. And so I think that looking at these different quadrants is really interesting. ...more

Lisa Gill and Mark Eddleston celebrate 50 episodes of Leadermorphosis

...ting career), I worked in a number of different industries, until I ended up, kind of by accident, in a learning and development, like a professional training company in London. And that was my portal really, into leadership development and organisational culture. And because it was new to me, I started jus...more
...y consulting and coaching work started to move in that direction more specifically. And then I met Karin Tenelius the co-founder of 'Tuff Leadership Training' in January 2016 and learned about how she had been helping transform companies to become self-managing since the 90s, and she and I started to write...more
... together about the stories of ten or so companies she'd transformed and in the process of that I became a trainer with her company: 'Tuff Leadership Training'. And so nowadays it's become my world, entirely. It took a while to transition into that but I was always interested in how can we tap into the coll...more

Jos de Blok on Buurtzorg and the virtues of humanising, not protocolising

...Lisa Gill: Yeah I want to add a reflection on what you said about not believing in leadership training, or what I hear to mean kind of traditional leadership training in the sense of like, this is what leadership is and and theory and blah, blah, blah....more
...l: Yeah I want to add a reflection on what you said about not believing in leadership training, or what I hear to mean kind of traditional leadership training in the sense of like, this is what leadership is and and theory and blah, blah, blah. In my experience, what I find does help is creating some space...more

Jorge Silva on horizontal structures and participatory culture at 10Pines

...Lisa Gill: Can you share, like, one or two examples of the kinds of tools or training that you're giving to your gardeners? Jorge Silva: Well, right now we are doing conflict training. Giving feedback. Non-violent conversations. Yeah, ...more
... like, one or two examples of the kinds of tools or training that you're giving to your gardeners? Jorge Silva: Well, right now we are doing conflict training. Giving feedback. Non-violent conversations. Yeah, I think this is one of the biggest trainings that we are doing right now. We are also working a lo...more

Peter Koenig on source, money and consciousness
...o I love what you're saying. Exactly. It is a paradigm shift and it needs to be, in a sense, this is what we're doing with the source work, we're in training, that we're helping this form of collaboration to emerge. And, as you say, it's a paradox because in a sense we are still enabling what one might cal...more
...ing it step by step, and my my own work is to train practitioners at the moment to be ready for this. And things are moving forward and more and more training, getting more and more practitioners doing this money work. What I described before is like reclaiming projections, reclamation, with more and more a...more

Margaret Heffernan on how to act our way out of the status quo trap

...example - which I've written about - that was very much the brainchild of Jos de Blok. He also had a very great advantage in that he had two forms of training, one as a nurse and one as an economist, and that's a really unusual combination. But he also spent a lot of time talking to other nurses. And talkin...more

Nand Kishore Chaudhary from Jaipur Rugs on love, collective consciousness and self-management

... towards self-management and can then further become the ambassadors of the same in our organisation. The second is: to create the right and relevant training programme to bring a mindset change in the whole organisation. So now we are seeking help from people around the world who have already implemented s...more

Michael Y. Lee on lessons from researching self-managing organisations

...namics that are typically, I think, risky for an individual to do. And so the scripts really, I think, provide additional guardrails, almost like the training wheels to help individuals know how to actually engage in these risky behaviors and these sort of risky interactions together in a way they wouldn't ...more

Beetroot’s founders on purpose, self-management, and shocking people with trust

...You cannot get away from that you have a role model function partly. Andreas Flodström: And I think one of my wake ups was when we went for the first training in London, like two, maybe three years ago, (at least two years ago). Coming there I thought that I'm probably quite good in giving feedbacks, and I ...more

Aaron Dignan on being complexity conscious and people positive

...der, I could talk your ear off about it. And we could do a lot of coaching or even therapy, and we could get really deep, I could do unconscious bias training and all this. Or I could design meeting structures and hiring structures that have inclusivity at their core. And then, whether you believe it or not...more