{"id":1139,"date":"2020-01-09T16:33:27","date_gmt":"2020-01-09T14:33:27","guid":{"rendered":"https:\/\/xpand.eu\/sa\/?p=1139"},"modified":"2020-01-09T16:33:27","modified_gmt":"2020-01-09T14:33:27","slug":"stand-strong-as-a-rock-in-the-fourth-industrial-revolution-in-2020","status":"publish","type":"post","link":"https:\/\/xpand.one\/sa\/stand-strong-as-a-rock-in-the-fourth-industrial-revolution-in-2020\/","title":{"rendered":"Stand strong as a rock in the Fourth Industrial Revolution in 2020!"},"content":{"rendered":"
<\/div><\/div><\/div>

Stand strong as a rock in the Fourth Industrial Revolution in 2020!<\/h2>\n

\u2018The sum of the values of the executives is in fact the values of the\u00a0organization.\u2019<\/em> – Ulrich Hemel<\/p>\n

The person who has become a master in appreciation will stand like a rock in\u00a0the surf, despite all the \u2018violence\u2019 of the Fourth Industrial Revolution or VUCA\u00a0world. At work and in our professional lives, we need as many managers and\u00a0professionals as possible, who appreciate masterfully and are thus a tower of\u00a0strength. Not only for themselves, but also for the people around them. Then,\u00a0together with the people around them, they build and maintain a strong culture\u00a0of appreciation. Because if that succeeds in your company, or school, or
\nhospital, or ministry, or municipality, or club, or church, or whatever, then a\u00a0healthy, self-confident, innovative and inspiring organization will emerge. An\u00a0organisation that is able to meet all the challenges of the VUCA world. An\u00a0organization that built its house on the rock. An organisation that stands\u00a0strong as the waves of change wash over it. An organisation that has the\u00a0courage, dignity and resilience to keep reinventing itself.<\/p>\n

1. A culture of appreciation<\/strong>
\nThree years ago, together with a hundred leading physicians and managers\u00a0from a holding company of a healthcare institution comprised of five hospitals,\u00a0I worked on their expectation management. The expectations between\u00a0managers and directors, between managers among themselves, between\u00a0managers and their employees, the expectations between all employees and\u00a0their many thousands of patients were mapped out. What did it turn out to be?<\/p>\n

You guessed it: at all levels, appreciation was most expected of each other.\u00a0That is what they needed most!\u00a0Fred Lee made a similar discovery when he was doing research for his book:\u00a0If Disney ran your hospital, 9 1\/2 things you would do differently<\/em>. Lee also saw
\nhow especially these three themes are of great importance each time:<\/p>\n

    \n
  1. Sincere empathy<\/li>\n
  2. Sincere appreciation<\/li>\n
  3. Being inspired<\/li>\n<\/ol>\n

    2. Valuing colleagues<\/strong>
    \n\u2018Treat your employees the way you want them to treat your customers.\u2019<\/em> \u2013\u00a0South West Airlines<\/p>\n

    You build a culture of appreciation gradually, conversation by conversation.\u00a0Day in and day out. It simply starts at the level of appreciating your\u00a0colleagues. The implementation of a culture of appreciation contributes\u00a0enormously to a positive working atmosphere. It causes people to love to\u00a0come to work. This makes the organisation itself even more valuable.<\/p>\n

    Through a culture of appreciation, the fear of each other, and of the \u2018boss\u2019,\u00a0disappears. You do not have to prove yourself all the time and you can just\u00a0focus on your work. After all, you know that everyone has the best interests of\u00a0the other person at heart. This is particularly evident when managers take the\u00a0lead in this. In the end, such a culture of appreciation creates a strengthening,\u00a0positive spiral effect of appreciation.<\/p>\n<\/div>

    <\/span><\/div>

    3. Appreciating customers<\/strong><\/p>\n

    \u2018Kind words can be short and easy to speak, but their echoes are truly<\/em>\u00a0endless.\u2019<\/em> \u2013 Mother Teresa<\/p>\n

    Fred Lee describes in his book If Disney ran your hospital<\/em> that there are\u00a0basically five levels of customer satisfaction, and that these all depend directly\u00a0on the motivation of the employees who are in direct contact with the\u00a0customers.<\/p>\n

      \n
    1. The inspired employee<\/strong>. Feels appreciated and becomes a fan and\u00a0ambassador (brings in many new customers).<\/li>\n
    2. The dutiful employee.<\/strong> Feels respectful and well treated (brings in a\u00a0few new customers).<\/li>\n
    3. The professional employee.<\/strong> Feels technically and correctly treated\u00a0but is not particularly enthusiastic about it (does not bring in new\u00a0customers).<\/li>\n
    4. The uncertain employee.<\/strong> Is dissatisfied, tells others about the\u00a0incompetence (causing [potential] customers to be lost).<\/li>\n
    5. The lazy employee.<\/strong> Becomes (justifiably) angry, feels unjustly\u00a0treated and is very dissatisfied (as a result of which a lot of[potential] customers are lost).<\/li>\n<\/ol>\n

      Only the two highest levels of customer service have a truly positive impact on\u00a0the success of the organisation. Both levels (the inspired customer and the\u00a0satisfied customer) grow only through continued sincere appreciation of\u00a0customers, by all employees.<\/p>\n

      Tips to grow a culture of appreciation:<\/strong><\/p>\n

        \n
      1. Design one small habit of appreciation as leadership team.<\/li>\n
      2. Have weekly \u201cappreciation celebrations\u201d in your team.<\/li>\n
      3. Write your team and customers a yearly appreciation letter. Include\u00a0a small and personal gift.<\/li>\n<\/ol>\n

        \u2014\u2014\u2014<\/p>\n

        This blog series is written by Paul Ch. Donders, author of his new book, Appreciation.<\/em><\/p>\n

        Restoring the dignity in humanity<\/em><\/span><\/strong><\/p>\n

        Get your copy of the\u00a0Appreciation<\/i><\/b> Book for R170 today. Courier costs not included. Contact us at 079 434 9030 or info-sa@xpand.eu<\/a><\/p>\n<\/div>

        <\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":1148,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","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":"","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":"default","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":""}},"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3,9],"tags":[],"class_list":["post-1139","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-appreciation","category-general"],"acf":[],"yoast_head":"\nStand strong as a rock in the Fourth Industrial Revolution in 2020! 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