I help leaders and organizations make conscious decisions and guide them towards new ways of working and relating
Short Term Wins Focus Emphasising immediate revenue and meeting financial targets as the primary organizational objective.
Ego-Driven Leadership Leadership centered on asserting authority over individuals, primarily aimed and ensuring own target delivery.
Plan & Predict Glorifying planning,fixating on achieving planned goals irrespective of challenges.
Static Organizational Structure Positions rarely adjusted to meet organizational needs, individual competence, skills and development needs.
Centralized Decision Authority Decisions primarily concentrated in the hands of a few people on the organizational top.
Control-Oriented Mindset Shared believe that to achieving results necessitates strict control over what, how and why individuals do.
Default to Privacy Viewing information as a powerful tool for controlling others and driving increased efforts.
Hierarchical Dependance Placing higher importance on respecting hierarchical orders than fostering collaboration and efficiency.
Purpose-Driven Approach Sharing the deeper WHY of the organization and challenging decisions to align with the overarching purpose.
Conscious Leadership Taking full responsibility for creating impact, embracing learning, offering conscious solutions.
Continuous Learning Cultivating resilience with a focus on adaptive learning at governance, operational, tribal and individual levels.
Dynamic Organizational Structure Promoting clarity in roles and accountabilities that align both with organizational and individual needs.
Distributed Decision-Making Empowering decision-making power where responsibility, direct access to information, competence and skills intersect.
Autonomy & Trust Nurturing honesty, authenticity, reliability, mutual respect and kindness in development of business and culture.
Default to Transparency Where nothing is concealed, and everything is available to support informed decision-making.
Network of Teams Inviting diverse perspectives for collaboration, welcoming contribution so that efficiency and common sense prevail.
Full guidance for your team and/or organization in transformation towards more new ways of working and relating, aligning with purpose, fostering trust, and nurturing self-sufficiency in organizational change.
Gradual implementation of Holacracy approach to management, methods and tools supporting power shift, autonomy, accountability and adaptability, complemented by a systemic approach to organizational development.
Providing leaders and internal change agents with support to gain greater clarity, confidence, and a toolkit for collaboratively reinventing your teams or organizations and creating sustainable transformation.
New ways of working require inner work. Especially from the leaders. There is a lot of pressure and responsibility on you to model the NEW.
Becoming aware of your own patterns and how they impact organization and its capacity to change is essential. Yet, what is important the most is liberating yourself from restrictive beliefs and harmful emotional patterns to enable yourself and free up organisational capacity to change at the core level.
The more you as a leader will resolve your inner conflict, integrate your shadows and improved the quality of your inner and outer life, the more people around you will be capable to take responsibility for their own future and thrive. The more alignment with your values, needs, and purpose will occur.
To learn more, how I could support your inner journey, check www.ewabocian.com