Get a room! Steer away from silo-thinking with the Obeya methodology.

Remote working offers many perks, and hybrid working combines the best of both worlds: The flexibility of remote work and the benefits of in-office creativity. Most people would probably agree.

One downside to the hybrid formula that I tend to notice? Everyone isn’t necessarily in the office at the same time.?

Even though this makes for a less noisy environment - which is yet another perk - it’s also a missed opportunity for more cohesion and alignment. Ruminating about this, I stumbled on what may be a great solution.

So, if this challenge resonates with you and your organization’s situation, I’d like to you consider if there happens to be one office room or area where management and employees all tend to (or could) spend some time, at some point when they’re at work.?

It may be exactly what helps you bridge your company’s gap between strategy and execution: Your ideal “Obeya.”

Basically, an Obeya (Japanese for “room”) consists of four walls that provide internal passersby with a clearcut, visual representation of the work that is planned and in progress across different departments.?

This Consultancy.eu article introduces you to one way the walls could be set up (and what the benefits would be):

• A “Strategy” wall to define the overall vision
• A “Deliver value” wall to show the according, ongoing activities?
• A “Drive performance” wall to outline real-time performance?
• An “Improvement” wall to focus on customer-touch points

Food for thought. Enjoy the read.

How taking a holiday will make you worse at your job, unless you disconnect

I dare to guess a high percentage of my LinkedIn followers have been on a (summer) holiday at some point during the last two months or so. Or maybe you’re yet to go on one, soon? If so, lucky you…

…but also be mindful not to make the same mistake many people continue to make: Not really switching off from work.?

“But I’m a Manager / a Director / a CEO. I want to stay on the top of my game. It’s all in favor of the business”

Though this inclination is (perhaps) admirable, a recent Working It podcast episode by the Financial Times insists it comes with a cost for yourself and your organization. One that will be paid sooner or later. For instance:

• Diminished recovery: Constantly being "on" prevents your mind from recovering. This leads to decreased focus at best, and burnout at worst.
• Reduced problem-solving: You’ll miss out on your brain processing information subconsciously and rejuvenating, and on resulting creative breakthroughs.?
• Weakened team dynamics: You not disconnecting will prevent colleagues from developing their own problem-solving skills.?

Podcast host Isabel Berwick, and journalists Oliver Balch and Brigid Schulte urge you to disconnect to reconnect, delegate to motivate, and to create a culture that prioritizes the value output over the hours input.?

Discover the full interview on Apple Podcast or Spotify.

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PS.?

I sure hope you won’t dismiss this taking-a-break talk as seasonal mumbo jumbo. To be frank, in my opinion, if you’re any good at your job as a leader today, you don’t want technology to keep yourself or others from disconnecting. You want it to scale the value everyone creates and therefore allow people to disconnect and generate new valuable ideas.

How a digital mindset benefits the community interest: Meet Connections In Mind

It’s pretty rare for me to share an idea in On point, like the first one I discussed (about “Obeya”), that doesn’t reflect my deep belief in digitalization.

To counterbalance that exception, let me introduce you to a Community Interest Company (in the UK): One that’s active in a typically not so digital domain - but that’s leveraging digital tools to the fullest (like our Pointerpro platform) to make a difference.

For a recent interview, two of my marketing team members sat down - digitally, of course - with three people from Connections In Mind. The organization is democratizing professional expertise around Executive Function challenges (commonly associated with people on the spectrums of autism, ADHD and dyslexia).

3 key lessons my colleagues inferred from the lovely chat with Connections In Mind’s CEO, Operations Director and Learning Technologist:

• Use online platforms for global reach and accessibility: Online portals like an LMS (Learning Management System) and video conferencing platforms allow them to provide support to neurodivergent individuals and organizations, regardless of geographical barriers, and build a stronger community.
• Cater to instant gratification with digital convenience: Automated personalized reports from Connections In Mind’s Executive Functions Profiling Questionnaire fosters immediate connection and engagement of their audience.

• Blend “digital” and “in-person” experiences for optimal learning: Their online “Connected Club” combines self-paced learning and real-time community interaction. This hybrid approach makes their expert support flexible and adaptable to different needs.

Check out the full interview here.

Recent and upcoming Pointerpro Academy webinars:

• “Boost your employee development with more effective HR assessments” by Stacy Demes (Watch recording)
• “Personalize your assessment reports with custom scoring and formulas” by Seppe Verhavert (Watch recording)
• “Master the look of your assessments and reports with these design tips & tricks” by Tove S. (Watch recording)
• “Dashboard Builder: Create visual dashboards for any stakeholder” by Nataliia Deineha ???? (Watch recording)
• "5 ways you’re not using assessments yet (and why you should)" by me (Join here)

On point will bring you more insights and tips in two weeks.

Meanwhile, I'd love to know whether you find these newsletters useful. So feel free to DM me.

Stefan

* Disclaimer: All images and articles are property of their respective owners and are used for educational and informational purposes only.