Missing answers to sli.do questions:
1. Are there any best practices for avoiding task silos? [48min]
First, it is important to acknowledge the risk for task silos and the negative outcomes of them, and consciously aim to avoid them. Second, it is important to ask (and also listen) employees’ interests about their job description regularly and be willing to change them (job descriptions, not employees) if they decrease e.g. job engagement and satisfaction instead of increasing them. In the end, employees are the experts of their own experiences. Some people appreciate more task variety, whereas others may be happy with less variety. (Hanne)
2. This feels almost like a recipe for an ideal leader – I have never had this – I had the exact opposite. What do you recommend if we are under ”bad” leadership? [51min]
If you have a good and open relationship with your leader, you can bring up the things that does not work in the leadership. A smart and engaged leader should be willing to hear if there’s something wrong and motivated to improve their leadership. However, when it comes to changing other people’s behaviour, unfortunately our means are very limited. Thus, we cannot change our leader’s behaviour in better if the leader’s him/herself is not willing to change. In that case, I would recommend you to seek for the answer in yourself. If you feel satisfied, engaged and motivated in your work despite bad leadership, you don’t need necessarily have to do anything. However, if the leadership affects your wellbeing and work performance, I would recommend you to search for other options. (Hanne)(workshop materials at the end of the page)
- Describing the elements of leadership for creativity in organizations
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