{"id":27378,"date":"2024-07-08T10:39:57","date_gmt":"2024-07-08T08:39:57","guid":{"rendered":"https:\/\/persolog.com\/?p=27378"},"modified":"2024-07-08T12:13:28","modified_gmt":"2024-07-08T10:13:28","slug":"psychological-empowerment","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/psychological-empowerment\/","title":{"rendered":"Psychologiczne wzmocnienie: Jak liderzy wzmacniaj\u0105 swoje zespo\u0142y"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"27378\" class=\"elementor elementor-27378\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e51fa46 e-con-full e-flex e-con e-parent\" data-id=\"e51fa46\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fac9b8f elementor-widget elementor-widget-text-editor\" data-id=\"fac9b8f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Szybkie tempo, niepewno\u015b\u0107, ma\u0142a sp\u00f3jno\u015b\u0107: obecny \u015bwiat pracy cz\u0119sto utrudnia zespo\u0142om osi\u0105ganie dobrych wynik\u00f3w. W tym fragmencie przem\u00f3wienia Debory Karsch na temat wzmocnienia psychologicznego podczas Letniej Konferencji persolog\u00ae 2024 dowiesz si\u0119, co liderzy mog\u0105 zrobi\u0107, aby wspiera\u0107 swoje zespo\u0142y w najlepszy mo\u017cliwy spos\u00f3b w tych warunkach.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-579abed elementor-widget elementor-widget-text-editor\" data-id=\"579abed\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><strong>Najwi\u0119ksze wyzwanie dla zespo\u0142\u00f3w: Trwa\u0142a zmiana<\/strong><\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0667033 elementor-widget elementor-widget-text-editor\" data-id=\"0667033\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Obecnie przechodzimy najwi\u0119ksz\u0105 transformacj\u0119, jak\u0105 kiedykolwiek widzia\u0142em w firmie, przynajmniej za mojego \u017cycia. Nieustannie pojawiaj\u0105 si\u0119 innowacje i aktualizacje, a ja cz\u0119sto m\u00f3wi\u0142em o tym, jak wp\u0142ywa to na <strong><a href=\"https:\/\/persolog.com\/pl\/blog\/taking-off-as-a-manager-in-the-vuca-world-heres-what-you-can-do\/\">przyw\u00f3dztwo<\/a><\/strong>. Nie m\u00f3wi\u0142em jednak jeszcze o tym, co to w\u0142a\u015bciwie robi z zespo\u0142ami. Jest to r\u00f3wnie\u017c bardzo wa\u017cne i pojawiaj\u0105 si\u0119 pytania: Jak zespo\u0142y musz\u0105 pracowa\u0107 teraz lub w przysz\u0142o\u015bci? Co nale\u017cy zapewni\u0107, aby mog\u0142y nadal dzia\u0142a\u0107 z powodzeniem i pomaga\u0107 nam i\u015b\u0107 naprz\u00f3d w firmie?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fef9d2c elementor-widget elementor-widget-text-editor\" data-id=\"fef9d2c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Nowa praca: Znaczenie i zrozumienie<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-333d8d7 elementor-widget elementor-widget-text-editor\" data-id=\"333d8d7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Co oznacza <strong><a href=\"https:\/\/persolog.com\/de\/blog\/new-work\/\">Nowa praca<\/a> <\/strong>faktycznie oznacza? Termin ten jest jak termin kontenerowy, kt\u00f3ry mo\u017ce zawiera\u0107 wszystko: nowy \u015bwiat pracy, praca hybrydowa, mobilne biuro, r\u00f3wnowaga mi\u0119dzy \u017cyciem zawodowym a prywatnym. Nie ma oficjalnej definicji. Poni\u017cej przedstawi\u0119 cztery typowe rozumienia, kt\u00f3re s\u0105 regularnie mierzone przez \"The New Work Barometer\". Ten barometr Instytutu Nowej Pracy i Coachingu (INWOC) na Uniwersytecie SRH w Berlinie bada, co ludzie rozumiej\u0105 przez \"now\u0105 prac\u0119\".<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a9e33e7 elementor-widget elementor-widget-text-editor\" data-id=\"a9e33e7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li><strong>Pierwsze zrozumienie<\/strong> pochodzi z <strong>filozof Frithjof Bergmann.<\/strong> Wymy\u015bli\u0142 termin \"nowa praca\": \"Nowa Praca ma na celu przezwyci\u0119\u017cenie obecnego systemu p\u0142ac...\". Jego pomys\u0142: pracujesz trzy dni za pensj\u0119, a przez reszt\u0119 tygodnia robisz to, co naprawd\u0119 chcesz robi\u0107.<\/li><li><strong>Drugie zrozumienie<\/strong> jest<strong> Zasady Nowej Karty Pracy:<\/strong> S\u0105 to pewne zasady, kt\u00f3re stoj\u0105 za New Work niezale\u017cnie od metod, na przyk\u0142ad samorealizacja, wolno\u015b\u0107, wsp\u00f3\u0142praca, zr\u00f3wnowa\u017cony rozw\u00f3j i wiele innych.<\/li><li>Od czasu Corony pojawi\u0142 si\u0119 r\u00f3wnie\u017c <strong>trzecie rozumienie: autonomia czasu i miejsca pracy.<\/strong> Oznacza to, \u017ce New Work umo\u017cliwia prac\u0119 z domu i prac\u0119 mobiln\u0105.<\/li><li>I wreszcie, co nie mniej wa\u017cne, <strong>czwarte zrozumienie:<\/strong> <strong>wzmocnienie psychologiczne.<\/strong> Chodzi o znalezienie r\u00f3\u017cnych \u015brodk\u00f3w, kt\u00f3re maj\u0105 na celu zwi\u0119kszenie psychologicznego wzmocnienia pracownik\u00f3w. Tak, aby ludzie odnale\u017ali sens i spe\u0142nienie w swojej pracy. Taka jest podstawowa idea.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-99465d9 elementor-widget elementor-widget-text-editor\" data-id=\"99465d9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Co oznacza \"wzmocnienie psychologiczne\"?<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9cf0ba8 elementor-widget elementor-widget-text-editor\" data-id=\"9cf0ba8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Stoj\u0105 za tym cztery wymiary: Po pierwsze, <strong>samostanowienie.<\/strong> Nie chodzi tu o obiektywizm, ale o osobiste do\u015bwiadczenie. Do\u015bwiadczenie \"mog\u0119 dzia\u0142a\u0107 w spos\u00f3b samostanowi\u0105cy\". Drugi wymiar to <strong>znaczenie:<\/strong> \"Robi\u0119 co\u015b, co ma znaczenie\". Trzeci wymiar to <strong>wp\u0142yw:<\/strong> \"Mam wp\u0142yw na to, co robi\u0119\". Czwarty to <strong>kompetencje:<\/strong> \"Czuj\u0119 si\u0119 wystarczaj\u0105co kompetentny\".<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e6895b9 elementor-widget elementor-widget-text-editor\" data-id=\"e6895b9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Co przeszkadza zespo\u0142om w osi\u0105ganiu wydajno\u015bci?<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-70b656d elementor-widget elementor-widget-text-editor\" data-id=\"70b656d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>W przysz\u0142o\u015bci wiele zespo\u0142\u00f3w nie b\u0119dzie ju\u017c takich jak kiedy\u015b, a w niekt\u00f3rych przypadkach nawet nadal. B\u0119dzie to bardziej przypomina\u0107 Hollywood z klasycznymi produkcjami filmowymi: Jest re\u017cyser, monta\u017cysta, aktor, charakteryzatorzy i ci, kt\u00f3rzy faktycznie kr\u0119c\u0105 filmy. Ale oni r\u00f3wnie\u017c zmieniaj\u0105 si\u0119 z filmu na film. Mog\u0105 pracowa\u0107 razem przez d\u0142ugi czas, ale zdarzaj\u0105 si\u0119 sytuacje, w kt\u00f3rych pracuj\u0105 razem tylko przy jednym filmie lub filmie kr\u00f3tkometra\u017cowym. Tak wi\u0119c trend jest taki, \u017ce b\u0119dzie <strong>ma\u0142e, elastyczne zespo\u0142y<\/strong> i brak du\u017cych, zatrudnionych na sta\u0142e g\u0142\u00f3wnych zespo\u0142\u00f3w. Dlatego w przysz\u0142o\u015bci do zespo\u0142\u00f3w b\u0119dzie do\u0142\u0105cza\u0107 znacznie wi\u0119cej freelancer\u00f3w lub ekspert\u00f3w. Zespo\u0142y b\u0119d\u0105 r\u00f3wnie\u017c musia\u0142y szybko si\u0119 odnale\u017a\u0107 i dzia\u0142a\u0107. Aby pozosta\u0107 przy hollywoodzkim przyk\u0142adzie, pomy\u015blmy o aktorze: musi szybko zaanga\u017cowa\u0107 si\u0119 w now\u0105 sytuacj\u0119, szybko znale\u017a\u0107 now\u0105 rol\u0119, dobrze si\u0119 przygotowa\u0107, a nast\u0119pnie wyst\u0105pi\u0107.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b7a329b elementor-widget elementor-widget-text-editor\" data-id=\"b7a329b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>W ten sam spos\u00f3b cz\u0142onkowie zespo\u0142u musz\u0105 by\u0107 systematycznie integrowani, poniewa\u017c nie b\u0119dziemy mieli stabilno\u015bci przez lata, ale ci\u0105gle nowe konstelacje. B\u0119dzie o wiele wi\u0119cej elastycznych warunk\u00f3w pracy i ludzi pracuj\u0105cych razem z dowolnego miejsca. W takich okoliczno\u015bciach zespo\u0142om b\u0119dzie trudniej dzia\u0142a\u0107. Mened\u017cerowie musz\u0105 dobrze zarz\u0105dza\u0107 nast\u0119puj\u0105cymi aspektami, aby szybko osi\u0105gn\u0105\u0107 wydajno\u015b\u0107:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6877098 elementor-widget elementor-widget-text-editor\" data-id=\"6877098\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Rola technologii i sztucznej inteligencji w zespo\u0142ach<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b6b2584 elementor-widget elementor-widget-text-editor\" data-id=\"b6b2584\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Mo\u017cliwo\u015bci technologiczne przekszta\u0142caj\u0105 nasze zespo\u0142y i przyt\u0142aczaj\u0105 je. Je\u015bli \u015bledzisz mnie na <strong><a href=\"https:\/\/www.linkedin.com\/in\/deborakarsch\/\">LinkedIn,<\/a> <\/strong>zobaczysz, \u017ce w persolog intensywnie pracujemy nad sztuczn\u0105 inteligencj\u0105 i szukamy nowych narz\u0119dzi. To po prostu niewiarygodne, co jest mo\u017cliwe. Z jednej strony przynosi to wiele korzy\u015bci: Przyspieszona cyfryzacja, integracja AI, uczenie si\u0119 przez ca\u0142e \u017cycie, szkolenie zindywidualizowane zamiast skoncentrowane i zwi\u0119kszona retencja pracownik\u00f3w dzi\u0119ki analizie danych.<\/p><p>Ale z drugiej strony oznacza to ogromny potencja\u0142 napi\u0119\u0107 i konflikt\u00f3w dla zespo\u0142\u00f3w, niepewno\u015b\u0107, obawy, ci\u0105g\u0142e wyzwania i zmiany. To oczywi\u015bcie du\u017ca presja. Oznacza to, \u017ce istniej\u0105 zalety, ale jest to ogromne wyzwanie dla naszych zespo\u0142\u00f3w, a tak\u017ce dla lider\u00f3w zespo\u0142\u00f3w, aby dalej rozwija\u0107 ten potencja\u0142. Cz\u0119sto zapomina si\u0119, \u017ce zarz\u0105dzanie zespo\u0142ami hybrydowymi jest znacznie bardziej z\u0142o\u017cone. Istniej\u0105 jednak rozwi\u0105zania dla <strong><a href=\"https:\/\/persolog.com\/pl\/blog\/hybrid-leadership\/\">Jak mened\u017cerowie mog\u0105 zarz\u0105dza\u0107 zespo\u0142ami hybrydowymi<\/a> <\/strong>aby przeszkody zwi\u0105zane z tym sposobem pracy nie sta\u0142y si\u0119 wad\u0105.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-385d1ec elementor-widget elementor-widget-text-editor\" data-id=\"385d1ec\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Zespo\u0142y potrzebuj\u0105 bezpiecze\u0144stwa psychologicznego jako fundamentu<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-64967be elementor-widget elementor-widget-text-editor\" data-id=\"64967be\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>W dzisiejszym \u015bwiecie pracy zaufanie jest kluczowym elementem sukcesu zespo\u0142\u00f3w. Bezpiecze\u0144stwo psychiczne, tj. poczucie, \u017ce mo\u017cna otwarcie m\u00f3wi\u0107 w zespole bez obawy o negatywne konsekwencje, ma zasadnicze znaczenie. Mened\u017cerowie ponosz\u0105 ogromn\u0105 odpowiedzialno\u015b\u0107 za promowanie tego zaufania, ale sami cz\u0142onkowie zespo\u0142u r\u00f3wnie\u017c odgrywaj\u0105 decyduj\u0105c\u0105 rol\u0119.<\/p><p>Do\u015bwiadczenie z mojego w\u0142asnego przyw\u00f3dztwa pokazuje, jak trudne mo\u017ce by\u0107 stworzenie psychologicznego bezpiecze\u0144stwa. Jako mened\u017cer pr\u00f3bowa\u0142em wszystkiego, by stworzy\u0107 zgrany zesp\u00f3\u0142. Ale pomimo wszystkich moich wysi\u0142k\u00f3w, krytyczna sytuacja utrzymywa\u0142a si\u0119. By\u0142o to g\u0142\u00f3wnie spowodowane jednym cz\u0142onkiem zespo\u0142u, kt\u00f3ry negatywnie wp\u0142ywa\u0142 na dynamik\u0119. Decyzja o przeniesieniu tej osoby do innego zespo\u0142u by\u0142a trudna, ale konieczna. Rezultat by\u0142 pozytywny: po pewnym czasie zesp\u00f3\u0142 zyska\u0142 psychologiczne bezpiecze\u0144stwo i by\u0142 w stanie pracowa\u0107 bardziej efektywnie.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1ac1578 elementor-widget elementor-widget-text-editor\" data-id=\"1ac1578\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Uznanie i indywidualne wyr\u00f3\u017cnienie<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9a57db4 elementor-widget elementor-widget-text-editor\" data-id=\"9a57db4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Innym wa\u017cnym aspektem jest indywidualne uznanie. R\u00f3\u017cni ludzie odczuwaj\u0105 uznanie na r\u00f3\u017cne sposoby. Niekt\u00f3rzy s\u0105 szcz\u0119\u015bliwi, gdy otrzymuj\u0105 publiczne pochwa\u0142y, podczas gdy inni s\u0105 bardziej zadowoleni z ma\u0142ych, osobistych gest\u00f3w. Tutaj mened\u017cer powinien mie\u0107 oko na osobowo\u015b\u0107, tj. wymiary behawioralne. Na przyk\u0142ad: Wysoce ostro\u017cni ludzie, s\u0105 bardziej zmotywowani przez dobrze zorganizowane i zorganizowane \u015brodowisko pracy oraz przez uznanie podczas spotkania jeden na jeden, ni\u017c przez pochwa\u0142\u0119 przed zebranym zespo\u0142em.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-28d20a5 elementor-widget elementor-widget-text-editor\" data-id=\"28d20a5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Informacja zwrotna jako akcelerator wzrostu<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-54bb0c6 elementor-widget elementor-widget-text-editor\" data-id=\"54bb0c6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Informacja zwrotna odgrywa kluczow\u0105 rol\u0119 w rozwoju zespo\u0142u. Konstruktywna informacja zwrotna nie tylko pomaga odbiorcom w doskonaleniu si\u0119, ale tak\u017ce promuje zaufanie w zespole. Otwarty system informacji zwrotnej, w kt\u00f3rym krytyka i pochwa\u0142y mog\u0105 by\u0107 wyra\u017cane w r\u00f3wnym stopniu, przyspiesza rozw\u00f3j i zdolno\u015b\u0107 adaptacji zespo\u0142u.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-50695f2 elementor-widget elementor-widget-text-editor\" data-id=\"50695f2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Postrzeganie siebie i postrzeganie zewn\u0119trzne<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d2693e4 elementor-widget elementor-widget-text-editor\" data-id=\"d2693e4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Cz\u0119stym problemem w zespo\u0142ach jest rozbie\u017cno\u015b\u0107 mi\u0119dzy postrzeganiem siebie a postrzeganiem przez innych. Je\u015bli kto\u015b postrzega siebie jako \"wielkiego tygrysa\", ale przez innych jest postrzegany jako \"ma\u0142y kotek\", prowadzi to do napi\u0119\u0107 i nieporozumie\u0144. Wa\u017cne jest, aby stworzy\u0107 systemy, kt\u00f3re umo\u017cliwi\u0105 cz\u0142onkom zespo\u0142u opracowanie realistycznego obrazu siebie i zrozumienie, jak s\u0105 postrzegani przez innych. <strong><a href=\"https:\/\/persolog.com\/de\/persolog-personality-factor-model\/\">Model czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/a><\/strong> stanowi dobr\u0105 podstaw\u0119 do znalezienia wsp\u00f3lnego j\u0119zyka dla postrzegania siebie i postrzegania innych.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7333c64 elementor-widget elementor-widget-text-editor\" data-id=\"7333c64\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>Wi\u0119cej wolno\u015bci w miejscu pracy: Historie sukcesu z praktyki<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c7631af elementor-widget elementor-widget-text-editor\" data-id=\"c7631af\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Firmy takie jak Spotify, Zappos i Google pokazuj\u0105, jak mo\u017ce wygl\u0105da\u0107 skuteczna praca zespo\u0142owa. Spotify polega na autonomicznych zespo\u0142ach. S\u0105 to zwinne zespo\u0142y o wysokim stopniu swobody podejmowania decyzji. Zappos daje pracownikom swobod\u0119 znajdowania indywidualnych rozwi\u0105za\u0144 w obs\u0142udze klienta, a Google pozwala swoim pracownikom wykorzysta\u0107 20% czasu pracy na w\u0142asne projekty. Takie podej\u015bcie nie tylko promuje innowacyjno\u015b\u0107 i szybko\u015b\u0107 reakcji, ale tak\u017ce satysfakcj\u0119 i lojalno\u015b\u0107 pracownik\u00f3w.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-077a6cf elementor-widget elementor-widget-text-editor\" data-id=\"077a6cf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Dla pomy\u015blnego rozwoju zespo\u0142u niezb\u0119dne jest stworzenie bezpiecze\u0144stwa psychologicznego, okazanie indywidualnego uznania i ustanowienie otwartego systemu informacji zwrotnej. Liderzy i cz\u0142onkowie zespo\u0142u musz\u0105 wsp\u00f3\u0142pracowa\u0107, aby stworzy\u0107 kultur\u0119 zaufania i otwarto\u015bci, aby odnie\u015b\u0107 sukces w dzisiejszym z\u0142o\u017conym \u015bwiecie pracy.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-efbab69 elementor-widget elementor-widget-spacer\" data-id=\"efbab69\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-44f23b2 elementor-widget elementor-widget-text-editor\" data-id=\"44f23b2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4>Chcesz dowiedzie\u0107 si\u0119 wi\u0119cej?<\/h4>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b72c84c elementor-widget elementor-widget-text-editor\" data-id=\"b72c84c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Je\u015bli chcesz pom\u00f3c zespo\u0142om w osi\u0105ganiu wynik\u00f3w w nowym \u015bwiecie pracy jako coach lub trener, zapraszam do wzi\u0119cia udzia\u0142u w szkoleniu Team Development Expert. Z ekspertk\u0105 Debor\u0105 Karsch i zespo\u0142em. Motto szkolenia? Nauka, dzielenie si\u0119 i rozw\u00f3j. <strong><a href=\"https:\/\/academy.persolog.de\/team-expedition\">Wi\u0119cej informacji mo\u017cna znale\u017a\u0107 tutaj.<\/a><\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-58f951f elementor-widget elementor-widget-button\" data-id=\"58f951f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/academy.persolog.de\/team-expedition\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Team Development Experte werden<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Szybkie tempo, niepewno\u015b\u0107, ma\u0142a sp\u00f3jno\u015b\u0107: obecny \u015bwiat pracy cz\u0119sto utrudnia zespo\u0142om osi\u0105ganie dobrych wynik\u00f3w. W tym fragmencie przem\u00f3wienia Debory Karsch podczas persolog\u00ae Summer Conference 2024 dowiedz\u0105 si\u0119 Pa\u0144stwo, co liderzy mog\u0105 zrobi\u0107, aby wspiera\u0107 swoje zespo\u0142y w najlepszy mo\u017cliwy spos\u00f3b w tych warunkach.<\/p>","protected":false},"author":16,"featured_media":27413,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1434,1431],"tags":[],"class_list":["post-27378","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-team-development"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Psychological Empowerment - persolog Blog<\/title>\n<meta name=\"description\" content=\"Blog | CEO Debora Karsch talks about psychological empowerment and explains how leaders can support their teams. 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