Welcome to a new "game"! A game that involves human behavior. The stakes are very high and will decide the future.
The shortage of specialists and managers already noticeable in some industries and regions is only the tip of the iceberg. In addition to economic challenges, medium-sized companies in particular are now required to tackle the necessary changes in the area of human resource management. In the "battle for talent", the future viability of many companies will depend on whether they succeed in preventing a rise of costs due to fluctuation and a lack of employee commitment through sensible planning and the right behavior.
Experienced business leaders are aware of the basic law in the biological sciences: "Survival of the fittest" - It does not mean that the strongest group survives. Rather, it means that the group most adapted to external conditions survives!
You should learn the new rules of the game - before playing!
So when market conditions change tremendously, the cards are reshuffled in every conceivable industry. Those who first see through the new "rules of the game" and the "objectives of the game" and draw the right conclusions from this for their own actions and plan ahead will very likely be more successful players. The best will win, as it is not a game of chance. However, complacency becomes dangerous, just as evaluating new game situations according to old rules. It then becomes more difficult from day to day to level out arrears as the game progresses.
In Germany, less than ideal conditions dominate the general course of the game. All too often in the company, one does not know which characteristics of a person make him or her a particularly successful player. It is crucial to recognize which conditions have to be considered for a victory. Whether a "player" anticipates well and can deal with changes quickly and professionally will influence the course of events, especially if the rules change quickly. However, whoever masters this as a potential player is usually not on the résumé!
Tip: Make it clear which skills and personal characteristics of the candidates will help them in business - and not which grades.
People are seekers of meaning - use players wisely!
Man is a seeker of meaning. If he finds meaning, many things are possible. If the search is unsuccessful, he is bored, frustrated, apathetic, irritated, depressed, and looks for a substitute for meaning.
The hope for meaning is often lost in the work environment. Many employees and executives are overloaded, either perceived or actual, operationally. The biggest "killer" of innovations, i.e. also of new moves that could ensure that the goal is reached more quickly through well-anticipated movements, is a lack of meaning. This leads to great frustration in everyday life and at the same time reduces identification with the objective. Many feel "drained", become restless and no longer recognize the added value of their work.
What needs to be done so that people can once again be active in a meaningful way, that they feel motivated and use their individual competencies in the best possible way for something great?
Tip: What we need is pioneering work and willingness to change in order to reduce the economic risk of a company. Risk is significantly magnified by a lack of purpose in action. Therefore, organizations, managers, executives, and directors should continuously address three questions:
How useful are the structures and processes for achieving the goal?
How well have we identified individual skills within the groups and teams?
How well do we use these skills?
As the daily work routine is very demanding and a lot of tasks have to be done to increase the company value, there is far too little, or no time at all for these questions!
"Organizational behavior" navigates you through the game and increases the chances of winning
Where people act in groups it is always there. You can feel it. In every interaction, in every dialogue. But you cannot see it! It can motivate you to bring out the best possible performance and it can also frustrate you!
PREDICTA|ME has conducted comprehensive research to make organizations see what has never been visible before. Called "organizational behavior," it empowers players as they plan their moves. It perceives unforeseen barriers, reveals trapdoors and dead ends, but also shortcuts. It makes the players' "special abilities" visible and usable. In short, it navigates them on the most effective route through a constantly changing terrain. It offers appropriate route suggestions in perspective and only when they are necessary. It becomes the company's most valuable companion.
How to perceive and use human behavior?
People can be full of surprises. While it's impossible to fully predict a person's or organization's behavior, you can find out what patterns they tend to follow and gain a deeper understanding of them.
Here are 6 tips by which you can better understand why people behave the way they do:
Remember that people are usually driven by emotions, not logic. People do things because they feel right, believe things because they feel true, and make decisions based on emotion (even if they say their reasons are logical).
Recognize that habits are hard to break. People fall into patterns, and they tend to follow those patterns (for better or worse). Think of the laws of motion: an object in motion will tend to stay in motion, and an object at rest will tend to stay at rest unless acted upon by a force.
Realize that people change only when they want to. People can and will change, but you cannot force someone to change. Instead, the person themselves must recognize and be empowered to recognize that the way they are behaving could also be even more beneficial to the situation than it is right now.
Remember that sometimes people need a change in their environment, not a change in who they are. Sometimes people behave inappropriately of expectations because their needs are not being met. If you can identify and meet the unmet need, the person may begin to behave better. "If you don't like someone's behavior, try to find out what they need".
Recognize that people tend to do best in a positive environment. People can rise (or fall) to meet expectations. This is especially true if you are their boss, teacher or parent. An encouraging and supportive environment often helps people be their best selves and be on their best behavior.
Remember that people can surprise you. It is notoriously difficult to predict other people's actions. Everyone is unique and everyone is complex. Get used to being surprised by others and be cool with it.
Sounds good - but how can I achieve that?!
The knowledge about organizational behavior does not require any interfaces or connection to your systems. You don't need to buy software or download apps. Rather, it can be made usable for you within a day.
The rules of the game are changing on an almost epochal scale. Just like in chess, the moves with the best opening prevail because they give the pieces the most development.
Make both the basic rules of organizational behavior your own and benefit from the "rules for experts".
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