30-12-2025
Beeing a leader or a coworker is a constant cooperation / balancing act with others
In my experience one of the more important areas to address is the balance between feeling and logic,
in my vocabulary Heart and Mind
Heart and Mind Management provides Assessment, Coaching, Training, Workshops supporting in management and organisation effectiveness
We updated the homepage on 30-12-2025
I have recorded spoken presentations on the following subjects and launched them, and also updated the homepage
Motivation
Motivation is a term that varies between employees.
We are all different and what motivates one person might not be important to the next one.
I have made a list of things that generally motivate people, but how important a specific activity is for a specific person, needs to be tailor-made to that person.
Creating Motivation by:
1.Setting Clear Goals
2. Providing Feedback and Recognition
3. Fostering a Positive Work Environment
4. Offering Growth Opportunities
5. Empowering Employees
6. Promoting Teamwork and Collaboration
7. Aligning with Personal Values
8. Providing Necessary Resources
9. Incentives and Rewards
10. Listening and Communicating
By implementing these strategies, leaders and teams can create an emotionally safe environment where individuals feel supported, valued and empowered to bring their authentic selves to work.
Confidence
the belief or trust in one's abilities, qualities, judgement or the certainty of an outcome. It is a psychological state that influences how we perceive ourselves and our capacity to handle situations, achieve goals or make decisions
The Key Aspects of Confidence:
- Self-belief (to believe in yourself)
- Self-assuredness (to be certain of yourself)
- Assertiveness (to communicate with Confidence, Respect,
Clarity and Control)
- Resilience (the ability to recover quickly)
There are several strategies to help boost your confidence in different areas of life:
1.Set Achievable Goals
2.Focus on Strengths
3.Learn from Failures
4.Develop Competence through Practice
5.Challenge Negative Thoughts
6.Step Outside Your Comfort Zone
7.Maintain a Growth Mindset
8.Take Care of Your Body and Mind
9.Surround Yourself with Positive Support
10.Celebrate Small Wins
11.Fake It Till You Make It
12.Seek Feedback and Improve
Solution focused conversations
Solution focused conversations is an approach to communication and problem solving that focuses on identifying and implementing solutions, rather than dwelling on problems.
This approach shifts the focus from identifying what's wrong to building on what’s already working well, encouraging a culture of positive thinking and continuous growth aiming to formulating, motivating, achieving and sustaining desired behaviour change.
1.Together create a preferred picture of how the coworker wants the future to
look like.
2.Strengths and Resources: Discuss together things that the coworker does
already today and works well.
3.Positive Language: What is working well today? Don’t focus on the
problems
4.Goal Setting: Setting clear and achievable targets together so that
individuals can work towards positive outcomes
5.Small Steps and Progress: Breaking down larger challenges into smaller,
more manageable steps, celebrating and acknowledging even small
progress is encouraged to build momentum.
6.Collaboration: Between the coaching person and the coach
7.Acceptance: Are you understanding and accepting the solution?
8.Brief and Time Limited: The goal is to bring about positive change in a
relatively short period of time.
Multidimensional Feedback
Ask yourself what is the purpose of the feedback (to develop or to evaluate or
both)
Before starting the feedback, ask the person if now is okay to give feedback.
1. Give feedback referring to facts, for example, actions that the person
performed. Not who they are.
2. Communicate clearly, using language that is understood.
3. Give your view of the action.
4. What did that action make you feel, and what effect did it have on you?
5. Concentrate the talk around this example; cut out everything not adding value
to the discussion.
6. Offer feedback in a constructive manner, focusing on improvement rather than
criticism.
7. Ensure that the feedback is relevant to the individual's goals, responsibilities,
and performance expectations.
8. Ask the person for their view of the situation.
9. Listen actively and be open to their perspective, thoughts and feelings.
10. Agree on how to proceed.
It is crucial to establish an open channel of communication where both parties feel empowered to express their perspectives and emotions, knowing that they will be heard and understood, particularly regarding the feedback provided.
Give the feedback as soon as possible after the action.
Never give feedback in front of others or based on hearsay.
After having given feedback follow up the improvement that you agreed on, provide additional support if needed and acknowledge improvements.
Workshops are performed on your request or
organised by us:
1. Start with presenting who is participating (everyone)
2. Presentation of adequate material (By Anders Dyne, this is recorded and will
eventually be presented on the home page)
3. Questions are answered (me or whoever can answer)
4. What is your experience in the area (anyone)
5. Open discussion (anyone)
In general, most companies have implemented parts of the components of this model
These meetings are intended to share experiences from implementing, what went well, what can be improved
Let us try to create an open atmosphere where we help each other to become better
Feed forward
A focus forward meeting brings:
- By focusing on the future, the individual is made to see different
potential solutions and opportunities for solutions - and this can be
inspiring
- Builds relationships. It creates a positive discussion climate where
common solutions can be discussed rather than focusing on earlier
mistakes
The feed forward should be an open discussion where both parties can present ideas, speak and be listened to.
In environments where progress and development are constantly in focus, feed forward offers a way forward that is not only constructive but also inclusive
The research behind feed forward shows that when individuals feel encouraged and supported for the future, their motivation and engagement increase.
Planned are 4 workshops during Oktober 2025
No cost for participating
No limit in numbers attending the meetings
A person coming back from a long sick leave
/01 2026
09.00-09.30
17.00-17.30
Self steering teams
/01 2026
09.00-09.30
17.00-17.30
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