Find out how we can get more effective meetings. There is nothing as frustrating as ineffective meetings. We all know the feeling. The meeting is being hijacked by a person with a big mouth who is most keen on hearing himself speak. You do not get to do what was planned. Frustrated, you split up without making any decisions, and you have to spend time again talking about the matter.
Do you want to read this article in Danish? Then you can access it here
There is always someone who talks more than others. Someone talks so much (and is so busy thinking about what they themselves should say) that they do not hear what others say. It does not result in much.
Now it’s not like I’m against talking. But I think it’s important that we give room for silence – even when we’re together and when we’re going to do something. As a leader you can use silence as an intelligent tool to facilitate meetings.
When somebody dies or a terrible catastrophe happens, we can gather in silence to remember. This conscious silence gives a special sense of being connected. It takes this much for us to use the power of silence consciously.
At meetings, deliberate silence does more than connecting us. It also gives time for reflection and a sharper focus. This means that you can actually make decisions at the meeting, and everyone will be much more satisfied as a result of that.
Bastian Overgaard is a silence expert and teaches managers in using the agreed and planned silence to get more effective meetings. It’s a technique that gives peace, respect and presence between meeting participants, while giving the brain a necessary break, so decision-making can go faster.
How are you feeling about silent? Is it something you could use as a tool at your meetings to create more efficiency?
Using silence as a tool we believe that we will get closer to our vision: to get people to don’t just perform but, sparkle. This, by unlocking the power of personal energy in all organizations to create long-term value in a sustainable way.
Do you want to have a talk about what you can do? Then reach out or take a closer look at coaching – maybe it could be something for you.
And remember that we help people in multinational companies to handle challenges in a meaningful way and take business to the next level. If you would like to be updated with new articles and videos, sign up for our mailing list. Your mail is not shared with anyone and there are advantages to being on the list e.g. receiving exclusive invitations and deeper insights.
Understanding people’s boundaries can be challenging for some leaders. This isn’t always because they’re selfish or indifferent—it’s often just difficult to know how to motivate, engage, create clarity, and respect others’ boundaries, especially when those boundaries differ from their own. Read more here.
Marie’s journey through coaching was nothing short of remarkable. A high-achieving leader with a big heart and sharp skills, she found herself trapped in a tough and toxic situation. Yet, she didn’t just survive—she thrived. She triumphed. And now, with her permission, I’m sharing her story in hopes that others might find the strength to do the same.
As a leader, you will undoubtedly encounter employees with low self-esteem. Low self-esteem is like the leaky jar of the Danaids, a jar that is never filled—no matter how much you pour in. This results in people never feeling like they are enough. As a leader, it’s important to be aware if some of your employees have low self-esteem so you can lead them well and help them build more self-worth. It is possible to develop more self-esteem as an adult, and a boss can play a role in that. It benefits both the employee, the company, and the boss if the employee gains more self-esteem.
Vi har meningsfulde samtaler, der forbedrer situationer.
Copyright © 2024 Campbell Company
Submit your details, and we’ll reach out to you for a 20 min. talk discussing your leadership aspiration.
You are automatically subscribed to our newsletter.
