Transforming is a serious challenge
Transforming a production-oriented organisation into a client-driven organisation is a serious challenge. Clients want to have customised health care. And the Netherlands wants affordable health care.
More and more organisations regard working with self-managing teams as a cheaper, more successful way of empowering the client with staff. Cheaper, more efficient, more flexible.
However, working with self-managing teams demands a totally different mindset from everyone in the organisation. For the board member, this means the transition from management to leadership. That requires a different approach to motivating people. Letting go, inspiring and keeping a steady course. Here Management Drives can play a supporting role.
“Good leaders motivate people on their dominant drives”
Working with self-managing teams requires:
In practice, when assembling the ideal team, we often talk about competences and job level. But whether someone is driven to work in a self-managing team and whether someone derives energy from that, deserves more attention. Here Management Drives can play a supporting role.
Also in allocating roles, such as team player, planner, director, designer, entrepreneur and quality controller, the extent to which a colleague is driven to take on a specific role is very important if they are to fulfil that role well for a longer period. Here again, Management Drives can play a supporting role.
Management Drives makes leadership tangible and effective.
We successfully apply our knowledge to both timeless and current themes. What do you want?