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Tijdens de werving creert een organisatie verwachtingen bij een nieuwkomer, een mooi beeld van een toekomst. Van een baan, collega's, de sfeer in het bedrijf, etc. Ook een organisatie krijgt verwachtingen. Van resultaten die iemand boekt of de betrokkenheid van een nieuwkomer. Maar hoe zorg je dat die verwachtingen worden waargemaakt?
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Terugkomworkshop lg dlo
- 2. Oefening
- 4. the better the relations between management and emloyees, the greater the achievement of the organisation. Peter Drucker Management by Objectives
- 6. Why, how en what (Simon Sinek)
- 7. Why, how en what (Sinek) 1.WHY: organisatiedoelen afdelingsdoelen teamdoelen 2.HOW: Vertalen van de afdelings- en organisatiedoelen naar individuele uitdagende resultaten <met why en how bepalen we w叩t we willen bereiken - doelgericht> 1.WHAT: Afspraken maken over te behalen resultaten en resultaatmaatstaven <met what bepalen we de weg er naar toe. We verbinden doelstellingen aan wat we vandaag en morgen gaan doen>
- 8. Handvatten en optimalisatie Duidelijkheid! Zowel WAT als HOE SMART resultaatafspraken maken (of MAP of DAP) Draagvlak - De medewerker moet zelf achter de resultaatafspraken staan (baas over eigen ontwikkeling) Wat heeft de medewerker nodig om resultaten te behalen? Denk vanuit de eigen invloedsfeer Kleine stappen in plaats van grote, onhaalbare doelen
- 9. Handvatten en optimalisatie Progress Principle (Amabile en Kramer) onderzoek naar de beste manier om mensen te motiveren. Drie typen gebeurtenissen bepalen bij uitstek een positieve werkbeleving: 1. Voortgang (Progress): gebeurtenissen die voortgang laten zien. Voorbeelden: behalen resultaat, positieve ontwikkeling, doorbraak. 2. Katalysators (Catalysts): gebeurtenissen die het werk ondersteunen. Voorbeelden: beschikken over juiste middelen, autonomie, ondersteuning van anderen, leren, duidelijke doelen, tijd en ruimte om idee谷n te laten ontstaan. 3. Voedingsstoffen (Nourishers): gebeurtenissen die de persoon bevestigen/erkenning geven. Voorbeelden: respect, emotionele steun, aanmoediging.
- 10. Handvatten en optimalisatie Drive Model (Dan Pink) Ultieme motivatie door drie factoren: 1. autonomie 2. meesterschap 3. doel
- 11. Format
- 12. Leiderschap
- 13. Situationeel leiderschap (Hersey en Blanchard)
- 14. Leiderschap
- 15. Leiderschap
- 16. Leiderschap: ga uit van je eigen kracht