Managers Mindset Training

2025-1-16

Reference:

• Positive leadership, Merethe Dronnen
• What the CEO wants you to know, Ram Charan

1. Understand how People Dialogs help to achieve high performance
2. Understand the evidence-/ research-based approach
3. Get practical tips and examples to apply in the conversation

Conception of humans today:

• Being able to utilize potential
• Developing yourself
• Recognizing and contributing strengths

Role of a leader needs stronger focus on:

• Identification of strengths
• An encouraging leader
• Creation of additional field of application
• Recognition and autonomy

Positive leadership is most supported by evidence-based research

• Growth mindset
• Strengths orientation
• Positivity
• Attention
• Well-being

PEOPLE DIALOGS

• Focus on CONTRIBUTION: Results | Collaboration | Learning
• Includes celebration of successes, strengths and learning
• Implementation of real-time feedback function
• Reduced complexity, less routing steps, Improved UX Design, all-year editable

Contribution Dialog

• Year planning
  1. Job description
  2. Motivation*
  3. Goal setting w/ Contribution Goals*: Results | Collaboration | Learning
  4. Learning & Development*
  5. Development measures
  6. Cptm & Compliance Checkbox
• Year Review
  1. Goal achievement w/ Contribution Goals*
  2. Positive Highlights & Successes*
  3. Appreciation & Collaboration*
  4. Other topics

Measurable goals in three equally important categories

1. Results
   • Deriving goals based on measurable KPIs
   • Achieving individual performance goals contributing to Bosch strategy
2. Collaboration
   • Building internal / external partnerships
   • Achieving common / team goals
   • Improving teamwork and leadership style
   • Sharing knowledge
3. Learning
   • Mastering transformation and change
   • Trying out new things
   • Learning from feedback, success and failure

Checklist of empowerment

1. Lead to AUTONOMY
2. Find out STRENGTHS
3. Support to raise SELFCONFIDENCE
4. Lead to AUTHENTICISM
5. Find out PASSION

• Contribution Dialog
• Development Dialog
• Quick Feedback

1. Step 1: Plan the year
2. Step 2: Keep in touch
3. Step 3: Review the year

• Action: What behaviors / actions were observed?
• Impact: What influence the action had on the success / result?
• Do: Which approach could lead to a better result still?

1. Set contribution goals: Results, Collaboration, Learning
2. Strengths maximize performance
3. Leading to high-performance means facilitating growth
4. Frequent positive recognition and developmental feedback facilitate growth
5. Address underperformance quickly and clearly
6. Devote most of your time to coach and multiply best performance