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Wie häufig hast Du Dich gefragt, ob Du in der letzten Zeit mal etwas Aufregendes gemacht hast oder an Deine Limits gegangen bist? Oder so verrückt sein könntest wie Deine verrückten Freunde, die Du gleichermaßen bewunderst und belächelst?

In diesem Artikel beleuchte ich die Komfortzone und gebe Dir 10 Tipps, wie man sich ambitioniert und dennoch zu sich passend, bewusster weiterentwickeln kann.

Was ist die Komfortzone?

Wenn man das Internet fragt, bekommt man folgende Antwort: “Eine Komfortzone ist der durch Gewohnheiten definierte Bereich eines Menschen, in dem er sich wohl und sicher fühlt und es ihm deswegen leicht fällt, mit der Umwelt zu interagieren.” (Wikipedia). …


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Modern Work is something new. When you compare traditional companies with modern and innovative companies the difference becomes quite obvious — you sense it from the moment you step in the door, whether it’s a startup, IT company or corporation.

About our ModernWorkTour

At Mowomind we strive to connect and exchange thoughts about company culture, leadership and mindset. We find ways to improve and support to develop your company or team and with our background in lifelong learning, coaching and training, methodics and didactics, we are passionate about ideas and how companies move the needle when it comes to personal growth, structure development, culture based working formats and processes. We bring quite some experience ourselves, loving to share and enable others. At the same time we are curious about other viable solutions and developments from individual to company level. We started in the Balkans. …


Also focus on the startup process and not just the product

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Startups normally have two things in common: They have a lot of potential and they don’t know how to grow in a healthy way as a company. In this blogpost I will write about the steps most startups have to take and how seeking help for processes, formats and reflection can become a huge game-changer from the beginning, before things become too difficult.

In my experience, successful startups grow quite quickly in the beginning and, believe it or not, the primary focus is often on the product only. This focus on the product is obviously really important. …


Es gibt unterschiedliche Wege ein gutes Training zu konzeptionalisieren und durchzuführen. Dabei können Dauer, Methoden und Herangehensweise variieren. Wenn man sich gute Trainings einmal von der Metaebene anschaut, kann man meistens drei Hauptaspekte erkennen: Inhaltlicher Input — Übungen — Reflexion.

<<You can find the english version of the TRAINITY Model here>>

Die Kombination aus diesen drei Aspekten habe ich griffig zusammengefasst und nenne sie TRAINITY Modell. In diesem Blogpost geht es um grundlegende Aspekte für gute und erfolgreiche Trainings, basierend auf dem TRAINITY Modell.

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INPUT: Informieren und Handlungen inspirieren

ÜBUNGEN: Wissen anwendbar machen

REFLEKTION: Horizont erweitern und Theorie-Praxis-Transfer auf die eigene Person…


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The Why

In this blogpost I want to write about the dualism of freedom and the struggle of self-leadership in modern and innovative companies and what we can do to help employees developing in this field. In modern and innovative companies you can have all the freedom you want! You can develop in various directions, you are self-organized and responsible for your own self-development. Everything seems possible. Many people, including myself and the companies in question, praise such modern environments. So many options, free drinks, lifestyle perks and office rooms that often look more comfortable than your own home. Having worked in these environments I can’t imagine going back to an old-school, traditional company. With almost all nice things there is always a “but” — nothing comes for free. Such freedom also requires a great deal of self-discipline. …


There are many different ways to conceptualize and execute good training. Looking at it from the meta-level you can break it down into three basic aspects: Input — Exercise — Reflection. I name this combination the TRAINITY MODEL©. In this blogpost I will write about these basic and fundamental aspects for good and well balanced training.

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  1. INPUT: Inform and inspire action!
  2. EXERCISE: Knowledge becomes actionable!
  3. REFLECTION: Widen the horizon!

What makes good training? You will no doubt ask yourself this question when conceptualizing “train-the-trainer” programs, and hopefully even before this point. Every training session should explain why a particular topic is relevant, how you can use it for your particular use case and what you can do to improve through reflection. …


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Nowadays you don’t manage people anymore, you lead people. You can manage processes but not people. This is still new for classical managers, but crystal clear in innovative, fast moving modern companies.

I once coached a manager who worked in the manufacturing industry for years. Then he started a new job in a tech company. It was a new world for him. Leadership instead of management was easy for him to get, because he tended to go in that direction anyway. But still, he had difficulties finding his place in this fast-moving environment. He thought things through and had bad feelings, when something needed to change and when his tried-and-true approaches weren’t working. …


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Do you know these moments where you do just a regular training or you moderate the 3rd retrospective during the week? You feel so used to it that you start working with autopilot? That is the moment for, where you should hear the wake-up call and rake the control-wheel again. You don’t know what to do? Focus on your basics!

The essentials of keeping good quality

The essentials of keeping good quality and not everything for granted is to know your basics. With basics I really mean the groundwork. My observation is, that experienced trainers and facilitators often stop doing the little things, the obvious things at a certain level. Like (good) visualisations, self-reflection, improvement and taking feedback seriously. In my experience, you can narrow it down to the three categories, communication, group dynamics and reflection for improvement. A professional in this case is for me an experienced facilitator or trainer who picks up these topics over and over again for improvement (Kaizen). …


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Agenda — moderation basic training at jimdo

While Jimdo grew, we had more and more meetings. And we faced a problem. Our meetings weren’t as productive as needed and often without a structure.

Moderation basic training

We decided to train Jimdo team-members in group moderation. Why? Because we needed to scale and our team (the coaching team) was not able to moderate all the meetings anymore. Arne and Nadja developed a basic moderation training. The main purpose was to enable team-members to moderate groups on easy topics. This means, they should be able to structure a meeting and come up with an agenda. They should know basic tools such as dot-voting, brainstorming, clustering but also already little more difficult tools like ‘Timeline’ or ‘Speedboat’. …

About

Nils Schnell

ModerWork Expert, Executive Coach, Leadership Enabler. Train-the-trainer Trainer & viability embracer. Loves to travel the world as well as deep discussions.

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