Katarzyna Kala-Kowalska

I still use the prioritization technique I learned in Europe many years ago to this day. We're able to distill hundreds of ideas down to the critical few in less than 15 minutes. I now teach the technique to other facilitators. #resultsmatter #prioritization #leadershipcommitment #wheelofsustainability

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Hey, amazing friends, I want to share an inspiring success story from one of my clients, Michelle, who turned her passion into a thriving business. Here’s how she did it and the lessons you can take away: Background: Michelle was passionate about baking and always dreamed of starting her own bakery. However, she was unsure how to turn her hobby into a profitable business. Steps to Success: 1. Define the Vision: - Michelle’s Step: She started by clearly defining her vision and what she wanted her bakery to represent—homemade, organic, and unique baked goods. - Lesson: Have a clear vision of what you want to achieve. It will guide your decisions and keep you focused. 2. Market Research: - Michelles Step: She conducted thorough market research to understand her target audience, competition, and demand for her products. - Lesson: Understanding your market is crucial. It helps you identify opportunities and tailor your offerings to meet customer needs. 3. Building a Brand: - Michelle’s Step: She worked on creating a strong brand identity, from her bakery’s name to its logo and packaging, ensuring it reflected her vision. - Lesson: A strong, consistent brand can set you apart and attract your ideal customers. 4. Online Presence: - Michelle’s Step: She built a user-friendly website and active social media profiles to showcase her products and engage with potential customers. - Lesson: An online presence is essential for reaching a wider audience and building a community around your brand. 5. Networking and Community Engagement: - Michelle’s Step: She participated in local farmers’ markets and collaborated with other local businesses to increase her visibility and customer base. - Lesson: Networking and community engagement can significantly boost your business by creating valuable connections and word-of-mouth promotion. 6. Customer Feedback: - Michelle’s Step: She actively sought customer feedback and used it to improve her products and services continuously. - Lesson: Listening to your customers and adapting based on their feedback is key to sustaining and growing your business. Results 💰 Michelle’s bakery quickly gained popularity, and within a year, she expanded from her home kitchen to a storefront. Her dedication to quality and customer satisfaction turned her dream into a successful business. Michelle’s story shows that with a clear vision, thorough research, and a commitment to quality, you can turn your passion into a thriving business. Ready to start your own success story? Let’s make it happen together! Tune into Casa De Confidence for more inspiring stories and actionable tips. #SuccessStory #WomenInBusiness #EntrepreneurLife #CasaDeConfidence #BusinessGrowth #TEDxSpeaker

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Last week was dedicated to leadership workshops: 1. Building team accountability 2. Engagement in the team 3. Professional communication of changes Then I thought of some of the case studies based on real-life scenarios I prepared for one of the trainings :) Let it be the choice test - and what would you do? Case scenario: You have in team a person who is a senior expert. Possesses unique knowledge, holds critical role, performs on satisfying level. Previous leader assigned to that person generous pay rise which is beyond the market. The employee is not willing to share knowledge, engage in team development or become mentor. If people need support, refuses, does not participate in team life. Is also able to kill team spirit complaining to employees about the tasks, initiatives, changes happening in company. On the other hand without that person business continuity is at risk, and currently you do not have anybody now who could deputize that person. That employee has been working in the company for more that 10 years, and other stakeholders appreciate that person knowledge. What do you do with such an employee? A. Initiate in collaboration with HR a formal mentorship program mandating participation from all senior experts to foster knowledge sharing and team development. B. Schedule regular, transparent feedback sessions to address the negative impact of their behaviour on team morale and stress the importance of collaborative efforts. During feedback session discuss with the employee what actions should be taken to change that person behaviour in the team. C. Explore restructuring their role to gradually distribute critical responsibilities among other team members, minimizing the risk of business disruption over time. Depending on the further behaviour of that person in terms of knowledge sharing & team collaboration, you will then take further actions. D. Start an exit strategy beginning with hiring and training new talent to eventually replace the senior expert, despite the potential short-term business risk, to foster a healthier team dynamic in the long run.

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💥F*#%#*%ck! 😅 We know that 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 is essential for professional growth and getting better at stuff... However many of us find the process of giving feedback challenging, right? And not just 𝑔𝑖𝑣𝑖𝑛𝑔 feedback but also 𝑟𝑒𝑐𝑒𝑖𝑣𝑖𝑛𝑔 it! And because people can take feedback really badly, it makes us nervous to give it, and that leaves many conversations that 𝑠ℎ𝑜𝑢𝑙𝑑 be had, 𝑛𝑜𝑡 taking place.. 🙊 ✨ Our fantastic new programme '𝗧𝗛𝗘 𝗙 𝗪𝗢𝗥𝗗' gives you the tools to confidently deliver feedback and to create a workplace culture where feedback is not only 𝑒𝑥𝑝𝑒𝑐𝑡𝑒𝑑, but also 𝑎𝑝𝑝𝑟𝑒𝑐𝑖𝑎𝑡𝑒𝑑 as a regular and important part of communication. We focus on the 3 key perspectives of feedback: ✅ 𝗚𝗶𝘃𝗶𝗻𝗴 effective feedback honestly, with respect and empathy ✅ 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 feedback thoughtfully and with self-reflection ✅ 𝗔𝘀𝗸𝗶𝗻𝗴 for feedback so that you know where you are at and where to next Our Facilitator Extraordinaire Brigs Baker will take participants on an engaging, eye-opening journey through topics such as: 💡 Why is Feedback so Hard? 💡 The Neuroscience of Feedback 💡 Your Feedback Profile 💡 Nurturing a Growth Mindset 💡 The Power of Vulnerability 💡 Feedback Habits 💡 REASON – a framework for honest conversations If you are a leader, you NEED this! If you ℎ𝑎𝑣𝑒 a leader, you could definitely USE this! If you enjoyed our Conscious Leader programme, you will LOVE this! 𝗝𝗨𝗡𝗘 𝟭𝟵𝘁𝗵-𝟮𝟬𝘁𝗵, 𝗗𝗨𝗡𝗘𝗗𝗜𝗡 DM me to find out more or check out our website for a full overview (link in the comments). Brigs Baker Amanda Milne Brandon Goldner Kate Keddell Emily Frith ………………………………………………………………………….. 🌟 I'm here to make work better! I want to empower your leaders, teams, and individuals to feel better and do better by designing and delivering world-class workshops and training programmes. Together, we can create a workplace that brings out the best in everyone. If you are looking for leadership or communication training, team building, or wellbeing support, LET'S TALK! 🤩 #workplaceculturewarriors #workplaceculture #psychological safety #highperformingteams #highperformanceteams #leadership #leadershipdevelopment #leadershipcoaching #leadershipskills #communication #wellbeing #wellbeingmatters #wellbeingatwork #emotionalintelligence #socialawareness

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What do Europe and international teams have in common? And how can the topic of Europe be used for great team building in Vienna? #Europe #Teambuilding #Vienna #Diversity #Teamevent #strongteam

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From "I hear you" to sustained behaviour change In transformation projects, those affected are usually also required to change their behavior. For example, two previously separate teams that have been brought together as a result of restructuring should now work together more intensively and better. Of course, adjusting the organizational chart alone does not bring about a change in the behavior of team members who had previously reduced cooperation to a minimum. Further measures are required that are based on a kind of "didactic value chain". First of all, those affected need to be INFORMED about what they should change. This is where things often fail because the management itself is not clear about what exactly should change in employee behavior. The next step is to UNDERSTAND. Those affected should not only have heard the expectation once, but should also have properly understood how they should behave in the "new world". This step is followed by ACCEPTANCE if everything is done correctly. Those affected now also agree with what is being asked of them. However, we have not yet arrived at changed behavior. There are still several steps missing on the "value chain". We need a "CALL TO ACTION", a wake-up call that things are really starting to happen now, that we should behave differently from now on. Otherwise, the teams will remain stuck with the attitude: "Yes, we should work better with the others. It kind of makes sense", but nothing happens. At the next stage, "ACTION", the new behavior is actually tried out. Perhaps there are regular team meetings, bilateral coordination between colleagues, maybe even a team-building workshop. The final stage, "HABIT FORMING", is needed to ensure that the new behavior is also demonstrated in the long term. The new behavior in team collaboration becomes a habit. It happens regularly and permanently, not just occasionally or for a while. It is rather unlikely that individuals or teams will change their behavior permanently - as desired - "without further ado". You can fail or come to a standstill at any stage of the "didactic value chain". There are various reasons for this, which can be seen in the  illustration. For each stage, however, there are also a variety of approaches and methods that enable those affected to take the step to the next stage of permanent implementation. It would be negligent to do nothing in this direction and hope that the desired change in behavior will happen on its own over time. What’s your opinion about this? #leadingthepeoplesideofchange

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About last night...😉💫 Yesterday was the second (of hopefully many more to come) Lean In Circle meeting from the #Strategy chapter held by the wonderful, smart, kind (list goes for ever) Magdalena Jonczak 🫶🦸🏽‍♀️. It was all about #strategicthinking, #strategyprocess and what is strategy and what actually not. You see, it went from quite philosophical to practice #usecases. Loved all about it! Alejandra Zertuche Barbara (Basia) Favre 👉What is your definition of #goodstrategy? Why? Tell me more!

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In exactly 102 days and 23 hours, you will have the chance to witness live an extraordinary dialogue and meeting. An event like no other will take place in Bucharest - SUSTENLANDIA CEO Forum, featuring two of the world’s bestselling authors and visionary leaders in sustainability: “A Shark Tickler”, John Elkington, and “A Thriving Poet”, Prof. Wayne Visser. They will not only challenge the concept and practices of “sustainability” as we know it but also deliver in-depth talks on regenerative capitalism, sustainable leadership, implementing breakthrough solutions for a thriving future, and many other inspiring concepts for creating a better, regenerative world in the next decade. They will weave new metaphors for sustainability to enable good growth for a flourishing future. They will also tackle poetry and… sharks! I deeply admire Wayne and John for their exceptional expertise and commitment to rethinking sustainability, but more so because they are genuine “ambassadors of the future.” They play with ideas, fearlessly explore new territories, and turn inspiration into action. They embody the unique and rare qualities a leader needs today: openness, humility, common sense, passion, drive, and love for the world. John Elkington will address the question “What does tomorrow look like?”, revealing where it all began and why sustainability became mainstream along the way. He will explain how he encouraged hundreds of leaders to embrace “once-thinkable ways” of addressing new social, economic, environmental, and governance priorities. He will explain what Green Swans are, why they are crucial, and who will lead the next stage of the Sustainability Revolution. Prof. Wayne Visser will turn inspiration into action by showing how innovation can regenerate nature, society, and the economic system. He will guide us from degradation to restoration of ecosystems, from depletion to renewal of resources, from disparity to responsibility in communities, from disease to revitalization of health, from disconnection to rewiring through technology, from breakdown to breakthrough. After these brave and transparent speeches, join them on a fire-side chat moderated by the amazing Charly Cox, Co-Founder Climate Change Coaches-cert B Corp, where John and Wayne will open a dialogue with the audience to collaboratively scale creative solutions and reflect on the type of purpose-inspired leader you want to become. Book your ticket for the 9th of October and let these two humans and leaders inspire you, transform you, and make you feel, even for just one day, for just a moment in time, that change is possible. Because it is. As Prof. Wayne Visser beautifully puts it “Hope is an action verb - a commitment to help, to be part of the solution”. Let’s be part of the solution. Together. Thank you, Ambasada Sustenabilității în România and The CSR Agency for making this dream come true! Stay tuned for updates, as Inspirators is the Storytelling Partner of the event. 

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🌟 Debunking Coaching Myths: Unlocking True Potential (part 3) 🌟 International Coaching Week (ICW Ukraine) reminded me of a responsibility which all of us, coaches, share - promoting coaching in the social networks, thus educating the market. It is like category marketing which develops the category, not only the own brand. So let me continue debunking some coaching myths: Myth #7 (6 in previous publications): Coaching is a one-size-fits-all process. Reality: - Coaching is highly individualized and tailored to the unique needs, goals, and situations of each person. There is no universal approach that works for everyone. - Yes, all professional coaches use 8 coaching competencies, this is about “how”. But this “how” will also be different for every coachee, not only because we, coaches, apply the competencies differently, based on our personality, and expertise, but also because of the personality and the state of a coachee. I allow my clients to choose an approach - whether they want more support or challenge, so the coaching style might differ depending on their preference.  - Also, each session has its own “why”, which is determined by the coachee’s request, his or her purpose. - It would also mean that “what” of the session, i.e. the sequence of questions, direct communication, time for reflection, etc will be different. For sure, it is the methodology… with a touch of the art and enriched by individuality. Myth #8:  Coaching is a quick fix. Reality: - Well, sometimes it can be just like that... Once I was pleasantly surprised to get feedback from one entrepreneur whom I have coached just once in the voluntary project “Support to people”. He thanked me 6 months after for this single session, sharing the success of his business,  about which had been dreaming a long time before and yet had been idle for months... But despite my temptation to own this success😉, I know that he was ready at that moment, and all that he needed was what I call “a magic push” (and the session acted like that “push” to him). But that is rather an exception than the rule. - Normally coaching is a process that often requires time and consistent effort. Sustainable change and significant growth typically take time, patience, and regular engagement with the coaching process. - The coachee’s “walking the talk” after the session is required, and actions need the time. Only in this case the results will last. What would you think? Are these “myths” at all? #MythBusting  #CoachShuryha #Coach4you

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𝘿𝙚𝙫𝙚𝙡𝙤𝙥 𝙖𝙡𝙡 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙞𝙣 𝙇𝙚𝙖𝙣 - liberate their energy and talents! Invest in employees with the same enthusiasm that you expect them to invest in their job - wholeheartedly! Give them something to believe in not just something to do. The Gemba is everywhere that a business process happens - not just on the shop floor in Manufacturing. Continuous Improvement should be cultural throughout the entire enterprise - all business processes - all employees - all functions. In most organisations, when faced with a daily business problem, employees have no option other than to firefight, best guess a solution or use a workaround. Unthoughtful approaches causing even more waste. The ability to solve problems on the part of all staff in an organization should be a strategic priority. Too many organisations invest too much money in state of the art software solutions instead of doing simple and inexpensive training for all employees throughout the organisation. Engage all employees in simple problem solving, to look for, recognise and speak up about daily problems they see. Simple problem solving is a great way to start all employees thinking about Continuous Improvement - in fact employees should be your engine for Continuous Improvement - it starts with them. 𝘿𝙚𝙫𝙚𝙡𝙤𝙥 𝙥𝙧𝙤𝙗𝙡𝙚𝙢 𝙨𝙚𝙚𝙠𝙚𝙧𝙨 𝙖𝙣𝙙 𝙥𝙧𝙤𝙗𝙡𝙚𝙢 𝙨𝙤𝙡𝙫𝙚𝙧𝙨 - 𝙩𝙝𝙞𝙣𝙠𝙞𝙣𝙜 𝙬𝙤𝙧𝙠𝙚𝙧𝙨. An issue with Black, Green and Yellow Belts is that ~80% of employees are not engaged. You've got to engage everyone - a vast problem solving resource whose minds you already pay for. How much is employee silence about problems they see costing your organisation? By far most problems don't need a 'project' to fix them. Leaders - 𝙙𝙚𝙢𝙤𝙣𝙨𝙩𝙧𝙖𝙩𝙚 𝙨𝙚𝙧𝙫𝙖𝙣𝙩 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 and strengthen the capability of the entire organisation by engaging all employees in simple problem solving - it's cultural - excellence is a way of life. 𝙍𝙚𝙖𝙡 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣. Your results will improve as your problem solving capability increases. Deploy 𝙋𝙧𝙤𝙎𝙤𝙡𝙫𝙚𝙧®- enable all employees in '𝘿𝙈𝘼𝙄𝘾 𝙏𝙝𝙞𝙣𝙠𝙞𝙣𝙜 𝙀𝙫𝙚𝙧𝙮 𝘿𝙖𝙮' via a rapid Train The Trainer approach, supported by a proven 𝙗𝙚𝙝𝙖𝙫𝙞𝙤𝙪𝙧 𝙘𝙝𝙖𝙣𝙜𝙚 model Crucial Influence™, ensures the skills learnt become habit, cultural. For any business strategy: No behaviour change = No success. Very cost effective. Any size organisation. Materials customised and branded for clients. It's not about Software, Certification, a project database, Sponsors, Tollgates or Charters - keep it simple - just extensive use of an organisation-wide 𝙢𝙚𝙩𝙝𝙤𝙙 𝙛𝙤𝙧 𝙥𝙧𝙤𝙗𝙡𝙚𝙢 𝙨𝙤𝙡𝙫𝙞𝙣𝙜! Connect for a presentation. #productivity #management #engagement #leadership #strategy #change #transformation #leansixsigma #lean #ceo

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There are several steps to take to make quality a top-level priority for a company. Don’t let your company fall into the traditional traps making quality an afterthought.

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Have you ever heard about change management? (read more for a real life example!) It sounds like a really corporate, even techy term, doesn’t it? Well it is, to some extent. On the other hand, it is a discipline that I fell in love with over 10 years ago and I keep being fascinated by how integral it is to our everyday life for everyone, every day. By definition, change management is the structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It aims to guide and equip people to successfully adapt to change and achieve organizational goals. To illustrate, imagine you're relocating from the United States to Japan for a new job opportunity. This significant change encompasses various facets of your life, requiring meticulous planning and adaptation. -Preparation and Planning: The first step in change management is thorough preparation. You'll need to research Japan’s culture, language, and laws. This involves learning basic Japanese phrases, understanding local customs, and familiarizing yourself with legal requirements, such as visa and work permits. Understanding the scope and impact of change is crucial. - Communication: Effective communication is vital. Informing your family, friends, and current employer about your move ensures transparency and support. Similarly, organizations undergoing change must communicate the reasons for change, expected benefits, and detailed plans to their employees to alleviate concerns and build trust. - Implementation: As you move, practical steps like securing housing, enrolling in healthcare, and setting up banking services in Japan are essential. In change management, this stage involves executing the change plan, providing necessary resources, and ensuring all logistical aspects are covered to facilitate a smooth transition. - Adaptation and Support: Upon arrival, adapting to new social norms, work environments, and everyday routines can be challenging. Engaging with local communities and seeking support from expatriate groups can ease this transition. Organizations mirror this by offering training programs, counseling, and continuous support to help employees adjust to new processes or systems. - Evaluation and Feedback: Finally, evaluating your adaptation progress and seeking feedback from peers or mentors can highlight areas needing improvement. Similarly, organizations must monitor the change process, gather feedback, and make adjustments to ensure successful integration and continuous improvement. Have you ever moved between countries? Do you think managing it in a more conscious way would have been helpful? Picture: our family’s move from Germany to Italy in 2023 - shoutout to my fantastic husband, Roberto Della Pedrina who managed the most of it!

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🌈 Explore the foundations of being an ICF certified coach with me! 🌈 3. How to establish and maintain agreements ? 👉 some ideas: - The 3 aspects of the working alliance - The benefits of a strong working alliance - What are the parameters to look at to build a strong alliance ? I share here the English version 🌈 #ICFCoach #ICFSynergie #ExecutiveCoaching #professionalcoaching #transformations

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The University of Economics in #Bratislava with seat in #Košice is leading the way in exposing students to the challenges and opportunities presented by #Artificial #Intelligence #AI Cecilia Olexova, Associate Professor at the University organises expert speakers from #industry, #commerce and #technology companies to ensure students discuss the latest trends and #research findings. This is an excellent example of informed practice from the leading edge of #innovation and #implementation. #AI #Slovakia #Slovensko #creativity #education #learning #highereducation

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6 Common Leadership Styles — and How to Decide Which to Use Whe - via @HarvardBusiness https://lnkd.in/dMcPdHKr #leadershipdevelopment #leadershipinisghts #headhunting #manager

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Discover how mastering timing can elevate your management skills with insights from Strategy+Business. This article explores the critical role of timing in decision-making, leadership, and strategy execution, featuring real-world examples and practical advice. Learn to synchronize your management actions with your organization's needs for optimal results.

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