We explore how to achieve success in corporate transformation. The discussion starts with the fact that many organisations still seem to rely on traditional top-down approaches, despite evidence that this method leads to disengagement, resistance to change, and change fatigue. We conclude that there is a need for organisations to rethink their approach to transformation by putting people at the heart of the process. This means inviting people to co-create at scale, tapping into the collective intelligence of the organisation. Important is also to address both the rational and emotional side of change. Technological advancements, like AI, offer new ways to scale involvement, but the human aspect of leadership remains crucial.Key Themes1. The Problem with Top-Down Change<ul><li> Research indicates that 75% of organisations still use top-down strategies, with management deciding and expecting employees to follow.</li><li>This approach often results in change fatigue (50% of employees report feeling overwhelmed), disengagement, and resistance because employees are not sufficiently involved in the process.</li></ul>2. The Importance of Involvement<ul><li>When employees can influence their own work and understand the rationale behind the changes, their engagement and resilience increase.</li><li>Failing to tap into the collective intelligence of employees not only slows implementation but also misses valuable insights from those who know the work best.</li></ul>3. Start with ‘Why’<ul><li>Organizations tend to focus on what needs to change, but a people-centered approach should start by exploring and understanding why the change is necessary.</li><li>Employees need to understand both the outside-in perspective (bigger picture) and the inside-out perspective (personal motivation). This alignment creates a common language and helps employees see how the change benefits them and the organisation.</li></ul>4. Scaling Change Involvement<ul><li>Involving more employees in change increases the chances of success. A study shows a tipping point. Minimum of 7% employee involvement is necessary for a positive return on transformation efforts.</li><li>New digital platforms and AI, make it easier to involve employees at scale, overcoming delays and logistical challenges of traditional approaches.</li></ul>5. Balancing Rational and Emotional Factors:<ul><li>Change isn’t just a rational process; it’s heavily influenced by emotions. Leaders need to acknowledge and address the hopes, fears, and potential resistance employees feel during times of transformation.</li><li>Creating an open dialogue where people feel heard builds trust and reduces defensiveness.</li></ul>Reflection Questions<ul><li>Purpose: Why does your organisation exist? How does it contribute to a larger purpose? How does that impact the way you approach change?</li><li>Leadership Presence: How can you, as a leader, make time to personally engage with frontline employees to better understand their perspectives?</li><li>Focus on People: Instead of focusing solely on what changes are needed, how can you help your people change and grow? How can you make change personal and meaningful for them?</li></ul> About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com. Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;We explore how to achieve success in corporate transformation.&lt;br/&gt;The discussion starts with the fact that many organisations still seem to rely on traditional top-down approaches, despite evidence that this method leads to disengagement, resistance to change, and change fatigue.&lt;br/&gt;We conclude that there is a need for organisations to rethink their approach to transformation by putting people at the heart of the process. This means inviting people to co-create at scale, tapping into the collective intelligence of the organisation. Important is also to address both the rational and emotional side of change. Technological advancements, like AI, offer new ways to scale involvement, but the human aspect of leadership remains crucial.&lt;/p&gt;&lt;p&gt;&lt;b&gt;Key Themes&lt;/b&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;1. The Problem with Top-Down Change&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt; Research indicates that 75% of organisations still use top-down strategies, with management deciding and expecting employees to follow.&lt;/li&gt;&lt;li&gt;This approach often results in &lt;b&gt;change fatigue&lt;/b&gt; (50% of employees report feeling overwhelmed), disengagement, and resistance because employees are not sufficiently involved in the process.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;2. The Importance of Involvement&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;When employees can &lt;b&gt;influence their own work&lt;/b&gt; and understand the rationale behind the changes, their engagement and resilience increase.&lt;/li&gt;&lt;li&gt;Failing to tap into the &lt;b&gt;collective intelligence&lt;/b&gt; of employees not only slows implementation but also misses valuable insights from those who know the work best.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;3. Start with ‘Why’&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Organizations tend to focus on &lt;b&gt;what&lt;/b&gt; needs to change, but a people-centered approach should start by exploring and understanding &lt;b&gt;why&lt;/b&gt; the change is necessary.&lt;/li&gt;&lt;li&gt;Employees need to understand both the &lt;b&gt;outside-in perspective&lt;/b&gt; (bigger picture) and the &lt;b&gt;inside-out perspective&lt;/b&gt; (personal motivation). This alignment creates a common language and helps employees see how the change benefits them and the organisation.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;4. Scaling Change Involvement&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Involving more employees in change increases the chances of success. A study shows a tipping point. Minimum of &lt;b&gt;7%&lt;/b&gt; employee involvement is necessary for a positive return on transformation efforts.&lt;/li&gt;&lt;li&gt;New &lt;b&gt;digital platforms and AI&lt;/b&gt;, make it easier to involve employees at scale, overcoming delays and logistical challenges of traditional approaches.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;5. Balancing Rational and Emotional Factors:&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Change isn’t just a rational process; it’s heavily influenced by &lt;b&gt;emotions&lt;/b&gt;. Leaders need to acknowledge and address the hopes, fears, and potential resistance employees feel during times of transformation.&lt;/li&gt;&lt;li&gt;Creating an open dialogue where people feel heard builds &lt;b&gt;trust&lt;/b&gt; and reduces defensiveness.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;b&gt;Purpose&lt;/b&gt;: Why does your organisation exist? How does it contribute to a larger purpose? How does that impact the way you approach change?&lt;/li&gt;&lt;li&gt;&lt;b&gt;Leadership Presence&lt;/b&gt;: How can you, as a leader, make time to personally engage with frontline employees to better understand their perspectives?&lt;/li&gt;&lt;li&gt;&lt;b&gt;Focus on People&lt;/b&gt;: Instead of focusing solely on what changes are needed, how can you help your people change and grow? How can you make change personal and meaningful for them?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;br/&gt; &lt;br/&gt; For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com.&lt;br/&gt; &lt;br/&gt; &lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt; &lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

We explore how to achieve success in corporate transformation.The discussion starts with the fact that many organisations still seem to rely on traditional top-down approaches, despite evidence that this method leads to disengagement, resistance to change, and change fatigue.We conclude that there is a need for organisations to rethink their approach to transformation by putting people at the heart of the process. This means inviting people to co-create at scale, tapping into the collective i...

Successful Transformation - With People at the Heart of Change

Gerrit Pelzer and Martin Aldergård delve into an unexpected but insightful theme: what leaders can learn from horses. Joined by guest Ed Renshaw, an executive coach with expertise in equine-assisted leadership development, they explore the parallels between interacting with horses and leading people, providing a unique perspective on leadership dynamics. Highlights: Purposeful Leadership: Horses, like people, respond to clear, authentic leadership. Ed explains how horses mirror human energy and intentions, offering leaders immediate feedback on their behavior. Horses thrive under purposeful direction, and this mirrors what human teams expect from their leaders. Horses as Mirrors: One of the central concepts discussed is how horses, being prey animals with a heightened fight-or-flight response, serve as perfect mirrors for human behavior. If a leader approaches a horse with too much anxiety or uncertainty, the horse will react similarly, providing an unfiltered reflection of how leaders might be perceived by their teams. Non-Bias and Vulnerability: Horses don&apos;t care about a person&apos;s title or position—they only respond to how a person shows up in the moment. This non-judgmental nature strips away ego, requiring leaders to be truly present, vulnerable, and authentic—traits that are critical for fostering trust and followership in human leadership contexts as well. Feedback and Self-Reflection: Working with horses brings up powerful insights quickly, potenitally much faster than traditional coaching or leadership development programs might. Ed shares real-life examples where leaders were humbled by the honest feedback provided by their equine counterparts, leading to profound realizations about their leadership style and impact. Key Takeaways: Instant Feedback on Leadership Style: Opposed to collecting feedback from humans, horses provide immediate, visceral responses. If a horse doesn&apos;t follow you, it might indicate that something is off with your leadership approach. The Importance of Connection: Building a connection with a horse is similar to building human relationships at work. A leader must create trust, be aware of energy, and be able to shift between directive and supportive behaviors. This reflects a core challenge of leading people in today&apos;s complex work environments. Overcoming Skepticism: While leaders may be skeptical about learning from horses, Ed shares examples that demonstrate how unconventional methods like equine-assisted leadership development can offer powerful, lasting lessons for corporate leaders. Reflection Questions:<ul><li>How do I show up as a leader in critical moments? Am I purposeful and clear, or am I sending mixed signals to my team?</li><li>What feedback do I receive from my team&apos;s body language or non-verbal responses, and how can I become more attuned to this?</li><li>How can I create more opportunities for honest feedback in my leadership, even without access to a horse?</li></ul>About Ed Renshaw To learn more about Ed Renshaw and his work with equine-assisted leadership, connect with him on <a href='https://www.linkedin.com/in/ed-renshaw-3011569/'>LinkedIn</a>. About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com. Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;Gerrit Pelzer and Martin Aldergård delve into an unexpected but insightful theme: what leaders can learn from horses. Joined by guest Ed Renshaw, an executive coach with expertise in equine-assisted leadership development, they explore the parallels between interacting with horses and leading people, providing a unique perspective on leadership dynamics.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Highlights&lt;/b&gt;:&lt;b&gt;&lt;br/&gt;&lt;/b&gt;&lt;br/&gt;&lt;b&gt;Purposeful Leadership&lt;/b&gt;: Horses, like people, respond to clear, authentic leadership. Ed explains how horses mirror human energy and intentions, offering leaders immediate feedback on their behavior. Horses thrive under purposeful direction, and this mirrors what human teams expect from their leaders.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Horses as Mirrors&lt;/b&gt;: One of the central concepts discussed is how horses, being prey animals with a heightened fight-or-flight response, serve as perfect mirrors for human behavior. If a leader approaches a horse with too much anxiety or uncertainty, the horse will react similarly, providing an unfiltered reflection of how leaders might be perceived by their teams.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Non-Bias and Vulnerability&lt;/b&gt;: Horses don&amp;apos;t care about a person&amp;apos;s title or position—they only respond to how a person shows up in the moment. This non-judgmental nature strips away ego, requiring leaders to be truly present, vulnerable, and authentic—traits that are critical for fostering trust and followership in human leadership contexts as well.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Feedback and Self-Reflection&lt;/b&gt;: Working with horses brings up powerful insights quickly, potenitally much faster than traditional coaching or leadership development programs might. Ed shares real-life examples where leaders were humbled by the honest feedback provided by their equine counterparts, leading to profound realizations about their leadership style and impact.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Key Takeaways:&lt;br/&gt;&lt;br/&gt;Instant Feedback on Leadership Style&lt;/b&gt;: Opposed to collecting feedback from humans, horses provide immediate, visceral responses. If a horse doesn&amp;apos;t follow you, it might indicate that something is off with your leadership approach.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;The Importance of Connection&lt;/b&gt;: Building a connection with a horse is similar to building human relationships at work. A leader must create trust, be aware of energy, and be able to shift between directive and supportive behaviors. This reflects a core challenge of leading people in today&amp;apos;s complex work environments.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Overcoming Skepticism&lt;/b&gt;: While leaders may be skeptical about learning from horses, Ed shares examples that demonstrate how unconventional methods like equine-assisted leadership development can offer powerful, lasting lessons for corporate leaders.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;:&lt;/p&gt;&lt;ul&gt;&lt;li&gt;How do I show up as a leader in critical moments? Am I purposeful and clear, or am I sending mixed signals to my team?&lt;/li&gt;&lt;li&gt;What feedback do I receive from my team&amp;apos;s body language or non-verbal responses, and how can I become more attuned to this?&lt;/li&gt;&lt;li&gt;How can I create more opportunities for honest feedback in my leadership, even without access to a horse?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;About Ed Renshaw&lt;/b&gt;&lt;br/&gt;To learn more about Ed Renshaw and his work with equine-assisted leadership, connect with him on &lt;a href='https://www.linkedin.com/in/ed-renshaw-3011569/'&gt;LinkedIn&lt;/a&gt;.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;br/&gt;&lt;br/&gt;For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

Gerrit Pelzer and Martin Aldergård delve into an unexpected but insightful theme: what leaders can learn from horses. Joined by guest Ed Renshaw, an executive coach with expertise in equine-assisted leadership development, they explore the parallels between interacting with horses and leading people, providing a unique perspective on leadership dynamics.Highlights:Purposeful Leadership: Horses, like people, respond to clear, authentic leadership. Ed explains how horses mirror human energy and...

What Can Leaders Learn from Horses? With Ed Renshaw

In this episode, we explore the power and importance of intuition in leadership with Intuition Coach Dr. Charlotte Tamason. Intuition is often an underestimated aspect of leadership, yet it plays a crucial role in decision-making, fostering innovation, and navigating complex situations. Episode Highlights<ul><li>Understanding Intuition: Charlotte demystifies what intuition really means for leaders, explaining how it goes beyond gut feelings to become a reliable inner guide.</li><li>Intuition and Decision-Making: Discover how intuition complements analytical thinking in making fast, effective decisions in high-pressure environments.</li><li>Practical Application: Learn actionable strategies to develop and trust your intuitive abilities as a leader, from creating quiet time for reflection to tuning into your inner signals during meetings.</li><li>Balancing Intuition with Logic: We discuss the balance between intuition and logic, and how leaders can harness both to lead with confidence and authenticity.</li></ul>Key Moments    [00:00]   Introduction to Intuition and Leadership     [03:08]    Meet Dr. Charlotte Tamason, Intuition Coach     [04:45]    Understanding Intuition in Leadership     [07:17]     Intuition in Business Decision Making     [11:16]     Practical Steps to Tap into Intuition     [26:18]    Debunking Myths About Intuition     [34:53]    Reflection Questions and Closing RemarksReflection Questions<ul><li>Reflect on a recent decision where you relied on intuition. How did it influence the outcome? What can you learn from this experience?</li><li>How do you currently balance intuition and logic in your leadership approach? Are there areas where you could trust your intuition more?</li><li>Consider how you create space for intuitive insights. What practices could you adopt to strengthen your connection to your inner guidance?</li></ul>About Dr. Charlotte Tamason Charlotte Tamason is an intuition coach who helps leaders tap into their inner wisdom to make more aligned and impactful decisions. Connect with Charlotte on <a href='https://www.linkedin.com/in/charlotte-tamason-phd-879bbb9/'>LinkedIn</a> or visit her website <a href='https://healthbyintuition.com/'>Health by Intuition</a>. About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com. Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;In this episode, we explore the power and importance of intuition in leadership with Intuition Coach &lt;b&gt;Dr. Charlotte Tamason&lt;/b&gt;. Intuition is often an underestimated aspect of leadership, yet it plays a crucial role in decision-making, fostering innovation, and navigating complex situations.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Episode Highlights&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;b&gt;Understanding Intuition:&lt;/b&gt; Charlotte demystifies what intuition really means for leaders, explaining how it goes beyond gut feelings to become a reliable inner guide.&lt;/li&gt;&lt;li&gt;&lt;b&gt;Intuition and Decision-Making:&lt;/b&gt; Discover how intuition complements analytical thinking in making fast, effective decisions in high-pressure environments.&lt;/li&gt;&lt;li&gt;&lt;b&gt;Practical Application:&lt;/b&gt; Learn actionable strategies to develop and trust your intuitive abilities as a leader, from creating quiet time for reflection to tuning into your inner signals during meetings.&lt;/li&gt;&lt;li&gt;&lt;b&gt;Balancing Intuition with Logic:&lt;/b&gt; We discuss the balance between intuition and logic, and how leaders can harness both to lead with confidence and authenticity.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;Key Moments&lt;/b&gt;&lt;/p&gt;&lt;p&gt;    [00:00]   Introduction to Intuition and Leadership&lt;br/&gt;    [03:08]    Meet Dr. Charlotte Tamason, Intuition Coach&lt;br/&gt;    [04:45]    Understanding Intuition in Leadership&lt;br/&gt;    [07:17]     Intuition in Business Decision Making&lt;br/&gt;    [11:16]     Practical Steps to Tap into Intuition&lt;br/&gt;    [26:18]    Debunking Myths About Intuition&lt;br/&gt;    [34:53]    Reflection Questions and Closing Remarks&lt;/p&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Reflect on a recent decision where you relied on intuition. How did it influence the outcome? What can you learn from this experience?&lt;/li&gt;&lt;li&gt;How do you currently balance intuition and logic in your leadership approach? Are there areas where you could trust your intuition more?&lt;/li&gt;&lt;li&gt;Consider how you create space for intuitive insights. What practices could you adopt to strengthen your connection to your inner guidance?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;About Dr. Charlotte Tamason&lt;/b&gt;&lt;br/&gt;Charlotte Tamason is an intuition coach who helps leaders tap into their inner wisdom to make more aligned and impactful decisions. Connect with Charlotte on &lt;a href='https://www.linkedin.com/in/charlotte-tamason-phd-879bbb9/'&gt;LinkedIn&lt;/a&gt; or visit her website &lt;a href='https://healthbyintuition.com/'&gt;Health by Intuition&lt;/a&gt;.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;br/&gt;&lt;br/&gt;For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

In this episode, we explore the power and importance of intuition in leadership with Intuition Coach Dr. Charlotte Tamason. Intuition is often an underestimated aspect of leadership, yet it plays a crucial role in decision-making, fostering innovation, and navigating complex situations.Episode HighlightsUnderstanding Intuition: Charlotte demystifies what intuition really means for leaders, explaining how it goes beyond gut feelings to become a reliable inner guide.Intuition and Decision-Makin...

Intuition in Leadership - with Dr. Charlotte Tamason

In a corporate environment, leaders are expected to be achievement-oriented and drive results. However, the relentless pursuit of goals can lead to exhaustion and burnout. Often, both leaders and employees miss out on enjoying the process while working towards the organization’s future vision. In this episode, Martin Aldergård and Gerrit Pelzer explore how leaders can find a balance between feeling content in the present moment while maintaining a drive for future aspirations. Key Points: 2:55 - The Importance of Purpose: When your work aligns with your deeper purpose in life, it becomes inherently fulfilling. This alignment can lead to daily satisfaction in your role. However, even when work is aligned with personal values and passions, it does not prevent burnout. Highly engaged individuals can become overwhelmed if their desire to change the world leads to unrealistic expectations. 6:40 - Rethinking Goals and Visions: Setting S.M.A.R.T goals and creating ambitious visions is standard corporate practice. However, if visions are not properly formulated or goals are ill-defined, they can be counterproductive, even when set with the best intentions. In general, direction and purpose are more important than specific, rigid goals. A vision needs to allow room for emergence. 15:10 - Mindfulness and Present Moment Awareness: Drawing on the wisdom of Zen Master Thich Nhat Hanh, true happiness can only be found in the present moment. Being aware of the many conditions that allow you to be happy can enhance well-being while maintaining your aspiration to improve the status quo. Leaders need to create an environment where the right goals can be achieved in a healthy manner. 25:17 - Letting Go of Results: In highly unpredictable business environments, the idea that leaders can control results is an illusion. Rather than being attached to outcomes, leaders need to let go of control. Achievement should not be based on results that are beyond your control. Instead, focus on having the right processes in place and creating conditions for people to be their best. Trust the process, and good results will follow. As a leader, take a moment to appreciate what you can be grateful for right now, rather than chasing goals and focusing on what is not good enough. Find ways to support your team in finding satisfaction and happiness in their daily work, rather than constantly pushing them to new heights.About Second CrackFor more information about us and our work, visit our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> Would you like to explore how we can help you find more contentment in the present moment without giving up on your aspirations through a company-wide initiative or individual executive coaching? Email us at: hello at secondcrackleadership.com. To connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;In a corporate environment, leaders are expected to be achievement-oriented and drive results. However, the relentless pursuit of goals can lead to exhaustion and burnout. Often, both leaders and employees miss out on enjoying the process while working towards the organization’s future vision.&lt;br/&gt;&lt;br/&gt;In this episode, Martin Aldergård and Gerrit Pelzer explore how leaders can find a balance between feeling content in the present moment while maintaining a drive for future aspirations.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Key Points:&lt;br/&gt;&lt;br/&gt;2:55 - The Importance of Purpose:&lt;/b&gt; When your work aligns with your deeper purpose in life, it becomes inherently fulfilling. This alignment can lead to daily satisfaction in your role. However, even when work is aligned with personal values and passions, it does not prevent burnout. Highly engaged individuals can become overwhelmed if their desire to change the world leads to unrealistic expectations.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;6:40 - Rethinking Goals and Visions:&lt;/b&gt; Setting S.M.A.R.T goals and creating ambitious visions is standard corporate practice. However, if visions are not properly formulated or goals are ill-defined, they can be counterproductive, even when set with the best intentions. In general, direction and purpose are more important than specific, rigid goals. A vision needs to allow room for emergence.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;15:10 - Mindfulness and Present Moment Awareness:&lt;/b&gt; Drawing on the wisdom of Zen Master Thich Nhat Hanh, true happiness can only be found in the present moment. Being aware of the many conditions that allow you to be happy can enhance well-being while maintaining your aspiration to improve the status quo. Leaders need to create an environment where the right goals can be achieved in a healthy manner.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;25:17 - Letting Go of Results:&lt;/b&gt; In highly unpredictable business environments, the idea that leaders can control results is an illusion. Rather than being attached to outcomes, leaders need to let go of control. Achievement should not be based on results that are beyond your control. Instead, focus on having the right processes in place and creating conditions for people to be their best. Trust the process, and good results will follow.&lt;br/&gt;&lt;br/&gt;As a leader, take a moment to appreciate what you can be grateful for right now, rather than chasing goals and focusing on what is not good enough. Find ways to support your team in finding satisfaction and happiness in their daily work, rather than constantly pushing them to new heights.&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;/b&gt;&lt;/p&gt;&lt;p&gt;For more information about us and our work, visit our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;br/&gt;&lt;br/&gt;Would you like to explore how we can help you find more contentment in the present moment without giving up on your aspirations through a company-wide initiative or individual executive coaching? Email us at: hello at secondcrackleadership.com.&lt;br/&gt;&lt;br/&gt;To connect with us on LinkedIn:&lt;br/&gt;&lt;br/&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

In a corporate environment, leaders are expected to be achievement-oriented and drive results. However, the relentless pursuit of goals can lead to exhaustion and burnout. Often, both leaders and employees miss out on enjoying the process while working towards the organization’s future vision.In this episode, Martin Aldergård and Gerrit Pelzer explore how leaders can find a balance between feeling content in the present moment while maintaining a drive for future aspirations.Key Points:2:55 -...

Achieving More by Wanting Less: Contentment in Leadership

Join us in a conversation with Enrico Cañal Bruland, GM&amp;VP of a multinational pharmaceutical company, where we discuss how to develop resilience in leadership.Reflecting on professional and private challenges, Enrico shares 3 factors that have helped him become a calmer, more balanced, and better version of himself. And as a result, becoming a more resilient leader, supporting his team and fostering a positive, forward-looking mindset, during difficult times.<ul><li>Curiosity - the ability to approach challenges as learning opportunities</li><li>Empathy - being empathetic to others in times of difficulties, but first to oneself</li><li>Humor - amid serious challenges, find the moments where a bit of humor helps</li></ul> Key moments01:43 Introducing our guest Enrico Cañal Bruland02:57 Short ‘definition’ of Resilience in Leadership06:41 Key Success Factors in building Resilience09:55 Curiosity15:16 Empathy24:02 Humor29:08 Concluding thoughts on Balance, Calmness and Presence35:31 Reflection questions Reflection Questions<ul><li>Think back to a challenging situation where you might have felt out of control. Think about what happened. How did you respond? How did you feel? And look at your experience through the lens of curiosity, empathy and humor: Did you use it? And if so, how did it help? How could you use it in the future?</li></ul> <ul><li>On the importance of being present: What can you do to be more present as a leader?</li></ul> <ul><li>Reflect on who you are, and who you aspire to be. And in the context of leadership, what kind of leader do you really want to be?  And this relates then to the aspiration: What really matters to you, what’s most important in your life? It may not sound immediately as a recipe to be more resilient, however when you have a clear direction in life, when you know what really matters, then you can also more easily deal with the challenges, putting things in perspective, and finding the necessary energy.</li></ul> About Enrico Cañal BrulandIf you are interested, you can connect with Enrico via LinkedIn <a href='https://www.linkedin.com/in/enrico-ca%C3%B1al-bruland/'>here</a>. About Second CrackMore info about us and our work is also on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> Do you have any questions, feedback, or suggestions for us? Would you like to explore how we can help you drive results in your organisations through a company-wide initiative or individual executive coaching? Then email us: hello at secondcrackleadership.com.To connect with us on LinkedIn:<a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;&lt;b&gt;Join us in a conversation with Enrico Cañal Bruland, GM&amp;amp;VP of a multinational pharmaceutical company, where we discuss how to develop resilience in leadership.&lt;/b&gt;&lt;/p&gt;&lt;p&gt;Reflecting on professional and private challenges, Enrico shares 3 factors that have helped him become a calmer, more balanced, and better version of himself. And as a result, becoming a more resilient leader, supporting his team and fostering a positive, forward-looking mindset, during difficult times.&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;b&gt;Curiosity&lt;/b&gt; - the ability to approach challenges as learning opportunities&lt;/li&gt;&lt;li&gt;&lt;b&gt;Empathy&lt;/b&gt; - being empathetic to others in times of difficulties, but first to oneself&lt;/li&gt;&lt;li&gt;&lt;b&gt;Humor&lt;/b&gt; - amid serious challenges, find the moments where a bit of humor helps&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;b&gt;Key moments&lt;/b&gt;&lt;/p&gt;&lt;p&gt;01:43 Introducing our guest Enrico Cañal Bruland&lt;/p&gt;&lt;p&gt;02:57 Short ‘definition’ of Resilience in Leadership&lt;/p&gt;&lt;p&gt;06:41 &lt;b&gt;Key Success Factors&lt;/b&gt; in building Resilience&lt;/p&gt;&lt;p&gt;09:55 &lt;b&gt;Curiosity&lt;/b&gt;&lt;/p&gt;&lt;p&gt;15:16 &lt;b&gt;Empathy&lt;/b&gt;&lt;/p&gt;&lt;p&gt;24:02 &lt;b&gt;Humor&lt;/b&gt;&lt;/p&gt;&lt;p&gt;29:08 Concluding thoughts on Balance, Calmness and Presence&lt;/p&gt;&lt;p&gt;35:31 &lt;b&gt;Reflection questions&lt;/b&gt;&lt;/p&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Think back to a challenging situation where you might have felt out of control. Think about what happened. How did you respond? How did you feel? And look at your experience through the lens of curiosity, empathy and humor: Did you use it? And if so, how did it help? How could you use it in the future?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;On the importance of being present: What can you do to be more present as a leader?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Reflect on who you are, and who you aspire to be. And in the context of leadership, what kind of leader do you really want to be?  And this relates then to the aspiration: What really matters to you, what’s most important in your life? It may not sound immediately as a recipe to be more resilient, however when you have a clear direction in life, when you know what really matters, then you can also more easily deal with the challenges, putting things in perspective, and finding the necessary energy.&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Enrico Cañal Bruland&lt;/b&gt;&lt;/p&gt;&lt;p&gt;If you are interested, you can connect with Enrico via LinkedIn &lt;a href='https://www.linkedin.com/in/enrico-ca%C3%B1al-bruland/'&gt;here&lt;/a&gt;.&lt;/p&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;/b&gt;&lt;/p&gt;&lt;p&gt;More info about us and our work is also on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;/p&gt;&lt;p&gt; Do you have any questions, feedback, or suggestions for us? Would you like to explore how we can help you drive results in your organisations through a company-wide initiative or individual executive coaching? Then email us: hello at secondcrackleadership.com.&lt;/p&gt;&lt;p&gt;To connect with us on LinkedIn:&lt;/p&gt;&lt;p&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt; &lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

Join us in a conversation with Enrico Cañal Bruland, GM&amp;VP of a multinational pharmaceutical company, where we discuss how to develop resilience in leadership.Reflecting on professional and private challenges, Enrico shares 3 factors that have helped him become a calmer, more balanced, and better version of himself. And as a result, becoming a more resilient leader, supporting his team and fostering a positive, forward-looking mindset, during difficult times.Curiosity - the ability to app...

Develop Leadership Resilience - with Enrico Cañal Bruland

Leadership Consultant Martin Aldergard and Executive Coach Gerrit Pelzer explore everyday leadership dilemmas and paradoxes. Get ready for thought-provoking questions which invite self-reflection and help you grow as a leader. More info: https://secondcrackleadership.com

Second Crack — The Leadership Podcast

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