At the most basic level, we assess that how and what we observe, will directly impact what we do and that will influence the results we get. Ontologically speaking, we can assume that we can change our results by changing the way we do things. Also referred to as the systems and processes, in the normal run of the business, we will typically change structure, process, remuneration, technology and people, to name a few.

The challenge is, however, if we are still observing the world from a mindset that is not conducive for growth, our results will most probably not change, leading that most change initiatives fail.

As managers and leaders, it is essential to observe how our employees and we observe, as we as a collective will influence the results we get.

The following questions arise:
  • How can we change the way we and our employees observe the world?
  • How can we change the way we and our employees respond to change?
  • What influence the way we observe the world?
  • How do we stay engaged as a team?
  • How do we collaborate as a team for sustainable results?
  • How do we unlearn and learn to adapt to changing circumstances?
  • How do we then change the way we observe?

How we observe is also referred to as our way of being in ontology. Our way of being is formed by our moods, language and our somatic (body). This phenomenon is depicted in the following diagram:

As leaders and managers, we are in constant conversations, with ourselves, teams, and employees. We are listening. How present are we when listening? We are making assessments and assertions of the world, employee and company performance, challenges, and opportunities. How grounded are these assessments? How are ungrounded assessments influencing our results?

What is our general mood, as our mood is the pre-disposition for the action we take? Are we living in a mood of resentment, resignation, anxiety, and industrious busyness? Are we living in a mood of ambition, wonder and being in the zone of learning, creating and productivity? What is the energy that we embody and engage with life?

To influence the results we get, start by observing (seeing) our own and our employees’ way of being, and influencing these moods by the quality of conversations, or will we say the quality of the coaching conversations we have.

Coaching for Managers

The Business School at the University of the Free State, offers a 12 week online short learning programme, namely Coaching for Managers, supported by webinars to ensure that you will gain skills and tools to enable you to engage in coaching conversations and observe differently.

Ready to be a learner, gain some new coaching skills and stop for momentum to observe your way of being?
Contact Ansie Barnard: 082 900 1080051 401 3204 | barnardam@ufs.ac.za