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๐๐ž๐จ๐ฉ๐ฅ๐ž-๐‚๐ž๐ง๐ญ๐ซ๐ข๐œ ๐ฌ๐ญ๐ซ๐š๐ญ๐ž๐ ๐ฒ: ๐‚๐ฅ๐ข๐ฆ๐š๐ญ๐ž- ๐„๐ง๐ ๐šgement (and the managers?)

This article from Fortune flashes a recognition of that management styles and models of the past are not working effectively, and the people-centric approach is a win-win formula to ensure:

โ€ข Engagement

โ€ข Motivation and productivity

โ€ข A better climate

โ€ข Andโ€ฆloyalty.

Time Etc replaced managers with coaches based on feedback from employees who expressed a need for goal setting, feedback, personal and professional development opportunities, and autonomy.

Coachesโ€™ activities focused on mentoring, feedback, and empowering employees to be productive and achieve more.

Everything started with the organisational culture: self-improvement with the companyโ€™s resources, from courses to workshops.

Results shared by the company.? Sick days and turnover reduction improved performance on critical goals by up to 20%.

In addition to complimenting the companyโ€™s executives, a reflection is due: what are the disciplines and leadership types have already spoken out about mentoring and supporting people?

Agile, Lean management principles, Design thinking.

Does it ring a bell?

It is good news to read that People-centric with active and focused coaching can be done and that applications of diverse methodologies according to different goals within a change management approach facilitated by the company can be achieved, partially removing bureaucratic levels and creating opportunities to build a non-manager organisation.

It is also possible to see a bright light at the end of the tunnel related to a faster decision-making process and a shift toward empowering people.

It already made my day! What are your thoughts?


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