Leadership is not a compulsion for further development!

𝗔𝘂𝘀 𝗷𝗲𝗱𝗲𝗺 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿 𝗱𝗮𝘀 𝗕𝗲𝘀𝘁𝗲 𝗿𝗮𝘂𝘀𝗵𝗼𝗹𝗲𝗻, 𝗠𝗲𝗻𝘀𝗰𝗵𝗲𝗻 𝘄𝗲𝗶𝘁𝗲𝗿𝗲𝗻𝘁𝘄𝗶𝗰𝗸𝗲𝗹𝗻 𝘂𝗻𝗱 𝗳𝗼̈𝗿𝗱𝗲𝗿𝗻 – many posts here on LinkedIn deal with this and that is important and right!

The way we treat colleagues and employees is the DNA of companies and it’s fantastic that this is now taken seriously.
That we offer our employees so many opportunities for development, that we guide and lead, train and qualify, encourage and challenge them. That we want to make everyone better every day. 𝗖𝗵𝗮𝗽𝗲𝗮𝘂!

𝗔𝗯 𝘂𝗻𝗱 𝘇𝘂 𝗺𝘂̈𝘀𝘀𝗲𝗻 𝘄𝗶𝗿 𝘂𝗻𝘀 𝗷𝗲𝗱𝗼𝗰𝗵 𝗯𝗲𝗶 𝘂𝗻𝘀𝗲𝗿𝗲𝗻 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿𝗻 𝘂𝗻𝗱 𝗞𝗼𝗹𝗹𝗲𝗴𝗲𝗻 𝗮𝘂𝗰𝗵 𝗱𝗶𝗲 𝗙𝗿𝗮𝗴𝗲 𝘀𝘁𝗲𝗹𝗹𝗲𝗻: 𝘄𝗼𝗹𝗹𝗲𝗻 𝗱𝗶𝗲 𝗱𝗮𝘀 𝘂̈𝗯𝗲𝗿𝗵𝗮𝘂𝗽𝘁?

Does employee X want to develop at all?
Allow yourself to develop further?
Does he (or she, of course) want to learn more?
Work on yourself?
For the good of the company?
Does he/she want to “get ahead”?

For everyone who thinks about “leadership” and “employee development”, it seems self-evident that employees are bursting with enthusiasm for their job/task/company and are eager for opportunities to get involved, let off steam and sacrifice themselves. What a great thing!

𝗨𝗺𝘀𝗼 𝗴𝗿𝗼̈ß𝗲𝗿 𝗶𝘀𝘁 𝗱𝗮𝗻𝗻 𝗱𝗶𝗲 𝗘𝗻𝘁𝘁𝗮̈𝘂𝘀𝗰𝗵𝘂𝗻𝗴, 𝘄𝗲𝗻𝗻 𝗲𝘀 𝗺𝗮𝗹 𝗻𝗶𝗰𝗵𝘁 𝘀𝗼 𝗳𝘂𝗻𝗸𝘁𝗶𝗼𝗻𝗶𝗲𝗿𝘁, 𝘄𝗲𝗻𝗻 𝗱𝗶𝗲 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿 𝗻𝗶𝗰𝗵𝘁 𝗺𝗶𝘁𝘇𝗶𝗲𝗵𝗲𝗻, 𝘄𝗲𝗻𝗻 𝗱𝗶𝗲 𝗮𝗰𝗵 𝘀𝗼 𝘀𝗰𝗵𝗼̈𝗻 𝗴𝗲𝗽𝗹𝗮𝗻𝘁𝗲 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿-(𝗪𝗲𝗶𝘁𝗲𝗿-)𝗘𝗻𝘁𝘄𝗶𝗰𝗸𝗹𝘂𝗻𝗴 𝗻𝗶𝗰𝗵𝘁 𝗸𝗹𝗮𝗽𝗽𝘁.

Because – 𝗲𝘀 𝗴𝗶𝗯𝘁 𝗮𝘂𝗰𝗵 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿, 𝗱𝗶𝗲 𝗱𝗮𝘀 𝗡𝗜𝗖𝗛𝗧 𝘄𝗼𝗹𝗹𝗲𝗻. Who “just” want to do their job and 𝗶𝗻 𝗥𝘂𝗵𝗲 𝗴𝗲𝗹𝗮𝘀𝘀𝗲𝗻 want to become. Who don’t want to develop further because they simply 𝘇𝘂𝗳𝗿𝗶𝗲𝗱𝗲𝗻 𝘀𝗶𝗻𝗱 the way things are. For those for whom further development is pure stress, who see their focus not in their work but, for example, in their private lives, for whom work is actually “𝗻𝘂𝗿” 𝗲𝗶𝗻 𝗝𝗼𝗯.

𝗘𝘀 𝗶𝘀𝘁 𝗱𝗮𝗻𝗻 𝗱𝗶𝗲 𝗔𝘂𝗳𝗴𝗮𝗯𝗲 𝗲𝗶𝗻𝗲𝗿 𝗴𝘂𝘁𝗲𝗻 𝗙𝘂̈𝗵𝗿𝘂𝗻𝗴𝘀𝗸𝗿𝗮𝗳𝘁, 𝗴𝗲𝗻𝗮𝘂 𝗱𝗮𝘀 𝘇𝘂 𝗲𝗿𝗸𝗲𝗻𝗻𝗲𝗻 𝘂𝗻𝗱 𝘇𝘂 𝗿𝗲𝘀𝗽𝗲𝗸𝘁𝗶𝗲𝗿𝗲𝗻. 𝗗𝗲𝗻𝗻 𝘄𝗶𝗿 𝗯𝗿𝗮𝘂𝗰𝗵𝗲𝗻 𝗮𝘂𝗰𝗵 𝗠𝗶𝘁𝗮𝗿𝗯𝗲𝗶𝘁𝗲𝗿, 𝗱𝗶𝗲 𝗲𝗶𝗻𝗳𝗮𝗰𝗵 “𝗻𝘂𝗿” 𝗶𝗵𝗿𝗲𝗻 𝗝𝗼𝗯 𝗺𝗮𝗰𝗵𝗲𝗻 𝘂𝗻𝗱 𝘇𝘂𝗳𝗿𝗶𝗲𝗱𝗲𝗻 𝗱𝗮𝗺𝗶𝘁 𝘀𝗶𝗻𝗱!

#informatikersindcool#yourself#employeeshowever#liveandletlive