Systemic Constellations Coaching Insight Journeys | The Constellateur Podcast | With Tom Wittig Constellateur

In this episode, Tom Wittig discusses the systemic approach to onboarding successors in succession planning and transition situations. He emphasizes the importance of having an onboarding process and starting it early in the evaluation phase. Tom also highlights the significance of finding the successor's place within the organization and respecting the inherent orders. He provides practical tips for successors to support their onboarding process. Overall, the conversation explores the challenges and strategies for successful onboarding of successors.



Takeaways




Having an onboarding process is crucial for successful succession planning.
The onboarding process should start early, ideally during the evaluation phase of potential successors.
Respecting the inherent orders within the organization is essential for the successor to find their place.
Successors can support their onboarding process by acknowledging their position, engaging with long-time members, and understanding the importance of the organization's fabric.



Chapters



00:00 Introduction

00:28 The Importance of Onboarding Successors

01:28 The Onboarding Process

04:26 Systemic Practices for Onboarding

06:18 Conclusion



#onboarding #successionplanning


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A conversa explora o tema de como uma organização pode ser curada. Discute sintomas de problemas organizacionais, como questões de produtividade e lucratividade. O papel do dinheiro e seu significado sistêmico nas organizações também é examinado. A satisfação dos funcionários e seu impacto na saúde organizacional são explorados, juntamente com as razões pelas quais os funcionários deixam as organizações. A importância do comportamento de liderança e a necessidade de flexibilidade nas organizações são destacadas. A conversa também aprofunda os aspectos sistêmicos de precificação e troca de valor. É apresentado o modelo de fase de cinco pontos para gerenciar mudanças e construir resiliência nas organizações. A conversa termina com uma discussão sobre o equilíbrio entre renovação e estabilidade nas organizações.



Capítulos



00:00 Introdução e boas-vindas

00:56 Tópico: Como uma organização pode ser curada?

05:09 Dinheiro e Saúde Organizacional

07:08 Satisfação dos Funcionários e Saúde Organizacional

08:06 Saúde nos níveis individual e organizacional

09:34 Estatísticas sobre o envolvimento dos funcionários

10:53 Razões para deixar uma organização

11:48 Comportamento de liderança e satisfação dos funcionários

13:15 Flexibilidade e Satisfação dos Funcionários

14:13 Ambiente Tóxico e Cultura de Comunicação

17:38 Lugar Sistêmico Errado na Organização

18h35 Nova Liderança e Lugar Sistêmico

19:34 Governança e Investimentos nas Organizações

21:47 Preços de Produtos e Serviços

23:14 Troca de Valores e Percepção Sistêmica

24:12 Apresentando Valor e Preço

26:04 Corrigindo o Curso e Construindo Resiliência

27:17 Gerenciando Mudança e Transição

29:36 Modelo de fase de cinco pontos para mudança

35:45 Abordagem Fenomenológica da Saúde Organizacional

40:23 Criando credibilidade em preços

43:18 Troca de Preço e Valor

44:25 Doando de Graça e Troca de Valor

48:24 Fenômeno de Aumento de Movimento nas Organizações

50:13 Renovação e Movimento nas Organizações

52:00 Diferenciando entre deixar uma organização e buscar renovação

56:48 Equilibrando Renovação e Estabilidade nas Organizações

57:16 Compreendendo o Movimento de Pessoas nas Organizações

58:33 Tomada de Decisões Estratégicas nas Organizações

01:03:20 Considerações finais e convite para eventos futuros


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Systemic Scenarios for Succession Planning

Succession planning in family-owned businesses is often delayed or avoided, leading to suboptimal outcomes for owners and the business. Starting early with succession planning is recommended, using a systemic scenario planning approach that focuses on the relationships and dynamics within the business. The process involves assessing the current situation, developing future scenarios, evaluating implications, engaging stakeholders, and implementing and monitoring the plan. Stakeholders can participate in seminars to gain insights from others facing similar challenges. This step-by-step approach reduces stress and helps the organization retain and grow its resilience.



Takeaways




Succession planning in family-owned businesses is often neglected, leading to last-minute scrambles and suboptimal outcomes.
Starting early with succession planning and using a systemic scenario planning approach can lead to better results.
The process involves assessing the current situation, developing future scenarios, evaluating implications, and engaging key stakeholders.
Participating in seminars with other stakeholders facing similar challenges can provide valuable insights and mutual learning experiences.



Chapters



00:00 Introduction and Challenges in Succession Planning

01:02 Systemic Scenario Planning

04:07 Developing Future Scenarios

04:36 Evaluating and Assessing Implications

05:05 Engaging Key Stakeholders

05:33 Individual or Group Approach

06:03 Benefits of a Step-by-Step Approach

06:26 Conclusion and Good Luck



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constellateur.com



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Navigating Succession Planning: 3 Key Approaches for Overcoming the Vicious Cycle

Succession and transition are transformative journeys that have far-reaching consequences for organizations and communities. The decisions made during these transitions can shape the future trajectory of any organization. This conversation explores the key dynamics of succession, including the cycle of decline and the growth loop. It also discusses systemic approaches for successful succession, such as creating a systemic scenario, engagement and onboarding, and balancing relationships.



Key Takeaways


Succession and transition have a significant impact on organizations and communities.
The cycle of decline can be a major challenge during succession.
Continued investment can lead to a growth loop and attract more successors.
Systemic approaches, such as creating a systemic scenario and balancing relationships, can support successful succession.



Systemic Approaches for Insight:


Systemic Scenarios.
Systemic selection, onboarding and mentoring.
Earn-in of the successor and earn-out for the owner.



Chapters

00:00 Introduction: Succession and Transition

01:29 Key Dynamics of Succession

04:09 The Growth Loop

04:40 Systemic Approaches for Succession

05:10 Creating a Systemic Scenario

06:06 Engagement and Onboarding

06:28 Identifying Earn-In and Earn-Out

07:54 Balancing Relationships

08:24 Conclusion: Succession and Transition



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#succession #succesionplanning #familybusiness #leadership




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Many candidates focus on logistical aspects of a job during interviews, but fail to gain deeper insights about the company and the role. This can lead to job dissatisfaction in the long run. To avoid this, it is important to ask questions that surface systemic insights. Five dimensions to explore are responsibilities, resources, authorities, relationships, and purpose.



Takeaways


Job interviews should go beyond logistical aspects and focus on systemic insights.
Candidates should ask questions about responsibilities, resources, authorities, relationships, and purpose.
Understanding these dimensions can help determine if a job is a good fit in the long run.
Gaining deeper insights during interviews can prevent job dissatisfaction.



Chapters

00:00 Missing Opportunities in Job Interviews

01:06 Reasons for Job Dissatisfaction

03:04 Understanding Resources and Budgets

04:30 Authority and Decision Making

05:47 Impact of Relationships

06:51 Contribution to Company's Purpose



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#jobinterview #career


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How to come to the point in conversations?

In this episode, we explore the common challenge of losing our counterpart or audience in conversation and strategies to overcome it. Drawing from real-life experiences, we discuss the story of a senior manager struggling with communication feedback and how systemic coaching helped him navigate this issue.



The manager's struggle was not uncommon, reflecting a broader issue in organizational communication across cultures and hierarchies. Through role-playing exercises, he learned to lead with recommendations rather than lengthy explanations, leading to improved connection and understanding with his manager.



Key takeaways include the importance of being mindful of the other person's needs in conversation, developing cultural awareness, and the value of trying the opposite approach if traditional methods are ineffective.



Join us on this journey to enhance your communication skills and strengthen your relationships. Subscribe to the podcast for more insightful episodes.



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Discover more insights and approaches on https://constellateur.com/



#CommunicationSkills #SystemicApproaches #ProfessionalDevelopment #Leadership #CareerGrowth


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