Juhina juhtimisest, ehk coachingust, täpsemalt kovisoonipraktika Tervist Edendavate Töökohtade võrgustiku ja Tervise Arengu Instituudi praktilisest päevast.
Päeva juhtis @Signe Vesso, PHD, raamatu “Kovisiooni käsiraamat. Kolleegidevaheline coaching” autor. Minul oli hea äratundmine ja usaldus Signe poolt läbiviidava praktika osas. Olime koos Signe Vessoga minu tollase juhi @Argo Rannametsaga ellu kutsunud ja läbi viinud @Ragn-Sells AS ühe perioodi märkimisväärse arenguaasta. Minu usk caochingu abil muudatuste elluviimisesse tõusis veelgi. Ja loomulikult oli mul eelmisel neljapäeval toimunud Signe juhtimisel läbiviidavalt praktikapäeval väga hea meel ka Signele endale taas meelde tuletada, et temal on väga suur roll selles, et mina praegusel hetkel juhtimiscaochina tegutsen. Aitäh, armas Signe!
Kui @Katrin Kärner-Rebane saatis minu meililegi vahva teavituse sellest, et on mainitud TET ja TAI koostöös on ettevõetud projekt ettevõtjate kovisioonigruppide juhendamiseks. Tõstsin käe, et osaleda selles mulle huvipakkuvas vabatahtlikus töös, mis hästi läheb kokku minu terviseedenduslike ja ka juhtimiscoachingu vaimse tervise fookusega. Täiesti omakskasupüüdmatu kaasaminek tõi aga juba praktilisel kovisioonimeetodi praktika värskendamise päeval minu jaoks märkimisväärse sisemise arengutaipamise. Oma ettevõtluse osas.
Parim näide, mis ei riku ka kellegi privaatsust, on konkreetne, mis tulenes minu enda sellestsamast kovisioonikogemusest, tolsamal neljapäeval.
Arutamisele võeti minu juhtum. Teema lühidalt – minu tegevusala on lai,
seal on nii 1 : 1 coaching
samuti grupiarengupäevad;
osa teenitavast tulust tuleb töötervishoiu – ja tööohutuse koolitustest, mida teen regulaarselt;
osa ka töökeskkonnaspetsialisti teenuse osutamine;
ja töö joogaõpetaja ning joogaterapeudina.
Juhtum ise siis selline:
Oma ettevõtte erinevaid tugitegevusi olen jaganud sisse ostes virtuaalassistentide teenuseid. Oma pikaajalise personalijuhtimise kogemuse najal tean, et inimesed töötavad kõige motiveeritumalt valdakondades ja tegevustes, mis neid inspireerivad ja milles soovivad areneda.
Nii olen seni jaganud ka oma delegeeritavaid ülesandeid. Üks assistent tegeleb n.ö kujunduse ja disaini, üks igapäevaste meili-, kalendri ja jooksva infokorraldusega ning üks on vormistanud dokumente.
Töökeskkonnaspetsialisti teenus, milles mul on samuti üle 20 aastane kogemus ning olen väga pädev, need tegevused on jäänud mõnda aega justkui tahaplaanile, sest ka ise loomulikult tegelen pigem mind inspireerivate tellimustega – s.t coachingud ja muud isikliku ja grupiarenduspäevad, koolitused ning joogateraapia.
Küsimus, mille lahendamiseks esitasin, oli : kuidas kasutada oma kompetentsi töökeskkonnaspetsialisti teenuse osutamiseks nii, et ma ei koormaks ennast üle?
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Kovisioon on struktureeritud lahenduskeskne nn grupimõtlemine, mille käigus limiteeritud aja piires saavad kõik grupis osalejad esitada küsimusi, juhtumi omanik(sellel korral mina) vastab neile konkreetselt, arutelusse laskumata.
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Seejärel peab juhtumiomanik keerama grupile selja, grupp arutab juhtumit, et mida võiks selle lahendamiseks teha. Samal ajal aga juhtumiomanik kuulab arutelu pealt aga ei sekku. Ehk kuuleb kõrvaltvaataja seisukohti.
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Järgmisena esitavad kõik grupiliikmed ükshaaval konkreetseid mõtteid, mida juhtum neist tekitas viisil, et KUI MINA OLEKSIN SINU ASEMEL, SIIS MINA… (mida teen olukorra lahendamiseks).need kirjutatakse ka üles eraldi lehtedele ja antakse juhtumiomanikule.
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Sellel kovisiooniseansil taipasin juba kuulates teiste arutelu, mõned tsitaadid: „…talle meeldib väga koolitada ja tal on pädevus töötervishoiu valdkonnas, mida tahab rakendada. Huvitav, miks ta ei koolita siis mõnda oma assistenti seda tegevust tegema, et see edasi delegeerida? Kas siin on usalduse teema või kontrollivajadus?…“
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Muidugi!!! Kuidas ma ise selle peale ei tulnud?
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Selleks, et edasi liikuda oma ettevõtte kasvuga, kasutades ära oma kompetentse, saan ma ju väga lihtsalt kaasata oma koolitustesse oma inimese, kes on selles teemast oma kompetentside arendamiseks huvitatud!
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Mis tegelikkuses tähendab, et ma lasen lahti mustrist, milles ma seni leidsin, et kuna olen väga pädev on mul kõige lihtsam seda teha ise…
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Lasta lahti mõttest, et see on nii vastutusrikas, millega kindlasti pean mina tegelema.
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Õppima veel rohkem usaldama oma inimesi ja nende motivatsiooni minuga koostööks. Jne
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Olin väga imestunud, et nii lihtsale lahendusele ma ilma kõrvaltvaatajate „pisut ebamugava torkimiseta“ ei oleks tulnud – või oleksin selle kallal munenud mõttetult pikka aega… Või see tähendab, olin mõelnud delegeerimisele, aga mitte lõpuni mõelnud ega polnud otsustanud seda ka teha. Konkreetse sammuna. Ja selliselt oma tegevusmustrit muuta, et areneda kõigepealt sisimas ja siis saab muuta ka oma äri toimimist.
Rahulikku advendiaega Sulle ja enesele vajalikku mõtisklemisaega
Olen rõõmus, kui jagad oma kogemusi, et justkui teistele suunatud arendustegevuses hoopis iseendas taipamisi oled saanud ja arengusamme oma ärijuhtimises teinud?
50 thoughts on “Uus vana kogemus”
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