The Power of REAL / Paradox 5: The best way to listen to everyone is to listen to the teams instead of individuals

By Ilkka Mäkitalo on Dec 11, 2017 9:52:13 AM

Organisation culture is created in local discussions. Organisation culture is changing all the time, discussion by discussion. Because the discussions are local, they are really hard to capture. When a manager enters the room or virtual meeting, the discussion changes, and it's not the same anymore. Before REAL it was impossible to build the knowledge of the organization culture based on local discussions. All the tools and methods were based on individual opinions.

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Meet the Expert: Wenche Strømsnes

By Hanna Liimatainen on Dec 4, 2017 8:05:00 AM

If you'd like to read this text in Finnish, please click here.

10 tips for better meetings

Wenche Strømsnes has more than twenty years of experience in leadership and business development. Now she is focusing on helping companies improve their meeting culture. How many meetings did you attend today? Was there any conflict? Did all of the meetings have an agenda?

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Asiantuntija: Wenche Strømsnes

By Hanna Liimatainen on Dec 4, 2017 8:01:00 AM

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10 vinkkiä parempiin kokouksiin

Monessako palaverissa olit tänään? Syntyikö niissä väittelyä tai ristiriitoja? Oliko agenda määritelty etukäteen? Wenche Strømsnes on työskennellyt johdon ja liiketoiminnan kehitystehtävissä yli 20 vuotta. Nyt hänen missionaan on parantaa yritysten kokouskulttuuria.

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Digitalisoi työpajasi

By Sanna Virtanen on Nov 30, 2017 12:35:16 PM

Miten osallistaa työpajaan useita kymmeniä, ellei jopa satoja ihmisiä? Digitalisoi työpajasi -aamiaistilaisuudessa käytiin Ilkka Mäkitalon johdolla läpi tapoja työpajan tehostamiseen digitaalisen työkalun avulla.

Topics: Blog Suomeksi
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The Power of REAL / Paradox 4: All talking at the same time in silence

By Ilkka Mäkitalo on Nov 23, 2017 8:36:00 AM

The quality of the dialogue is built or destroyed by the structures and settings of the collaboration.

Think about a team meeting with ten active participants. Let’s say that an average length of every statement of the participants in the discussion is around two minutes. That means, that you might have to wait for 18 minutes for your own turn to talk. How many times does the focus of the discussion change in 18 minutes? Most probably your comment is not relevant anymore. Even if you change your point of view several times while waiting your turn, you might not be able to participate in the way you wanted. When you're trying to keep your point of view on your mind during the discussions, you might not be the best listener. Most of the energy of yours might go for finding your slot, your turn. 

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The Power of REAL / Paradox 3: The more stories you collect – the easier it is to find the core

By Ilkka Mäkitalo on Nov 16, 2017 10:16:00 AM

I believe in a dialogue-driven and collaborative way of working.
During my work as a change consultant, I’ve learned that engagement is co-created through involvement and participation. No-one is able to force anyone to engage with the team, strategy or organization we are living in.

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Case: Coaching helps managers navigate changes in work

By Hanna Liimatainen on Nov 9, 2017 9:31:00 AM

If you'd like to read the story in Finnish, please click here.

Nora Ojala is the founder of Prego, a management development company, and an advocate of blended learning and practical leadership. One of her most inspiring experiences is collaboration with the supervisors at S Customer Service. The REAL digital platform plays an important role in this partnership.

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Asiakastarina: Valmennus tukee pomoa työn murroksessa

By Hanna Liimatainen on Nov 9, 2017 9:30:00 AM

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Johtamisen kehittämisyhtiö Pregon perustaja Nora Ojala puhuu monimuotoisen oppimisen sekä johtajuuden tekojen puolesta. Yksi innostavista kokemuksista on yhteistyö S-Asiakaspalvelun esimiesten kanssa. Siinä digialusta on tärkeässä roolissa.

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Case: Building a dialogue among all the participants

By Sanna Virtanen on Nov 2, 2017 11:48:18 AM

There are always limited encounters in one process. That’s why Vilma Mutka looked for a solution that would help her to permit the extension of the learning process as a whole at both ends.

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The Power of REAL / Paradox 2: Get more involvement with less time

By Ilkka Mäkitalo on Oct 26, 2017 8:43:00 AM

How about:

  • making better decisions
  • creating unseen engagement
  • getting more people involved quickly and with less resources
  • implementing change and new practices in an effective way 
  • creating an agile participatory culture for your organisation 

Is it possible? Yes, it absolutely is. Read forward. 

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