{"id":4433,"date":"2022-12-21T08:00:57","date_gmt":"2022-12-21T07:00:57","guid":{"rendered":"https:\/\/news.sap.com\/denmark\/?p=4433"},"modified":"2024-08-01T17:55:43","modified_gmt":"2024-08-01T15:55:43","slug":"det-er-ok-ikke-at-vaere-ok","status":"publish","type":"post","link":"https:\/\/news.sap.com\/denmark\/2022\/12\/det-er-ok-ikke-at-vaere-ok\/","title":{"rendered":"Det er OK ikke at v\u00e6re OK"},"content":{"rendered":"

Tiden kalder p\u00e5 de nye greb i lederens v\u00e6rkt\u00f8jskasse. Tillidsfulde relationer mellem ledere og medarbejdere m\u00e5 bygge p\u00e5, at vi siger, det som det er. Begge parter.<\/p>\n

Vores arbejdspladser er i en fortsat rivende udvikling. Teknologi, pandemi og globale kriser s\u00e6tter et bagt\u00e6ppe op, hvor organisationer og ledere er tvunget til at udvikle sig. Mange af de \u201dkasser\u201d og stereotyper, som vi har brugt til at t\u00e6nke om at g\u00e5 p\u00e5 arbejde og om at v\u00e6re virksomhed og leder, er i opbrud. For ikke at sige frit fald. Vi bev\u00e6ger os med syvmileskridt v\u00e6k fra den klassiske, hierarkiske og statiske organisation mod langt mere dialogpr\u00e6gede og individualiserede arbejdspladser, hvor den eneste h\u00e5rde valuta er tillid.<\/p>\n

Meget er drevet af unge menneskers uforf\u00e6rdede forhold til arbejde og autoritet. Hvor tidligere generationer spurgte, hvad de kunne g\u00f8re for virksomheden, sp\u00f8rger mange unge i dag, hvad virksomheden kan g\u00f8re for dem. De vil ogs\u00e5 gerne have en god l\u00f8n, og de vil gerne arbejde et sted, hvor arbejdet giver mening op mod FN\u2019s verdensm\u00e5l. De l\u00f8ber i \u00f8vrigt skrigende v\u00e6k, hvis de bliver udsat for management-by-fear og fordomme, uretf\u00e6rdighed og sn\u00e6versynethed.<\/p>\n

En ekstra mil<\/strong><\/h2>\n

I min egen p\u00e6nt lange karriere har jeg for det meste v\u00e6ret heldig med kompetente og tillidsfulde ledere. Hvis jeg bliver udsat for d\u00e5rlig ledelse, bliver jeg hurtigt meget lidt produktiv. Jo h\u00e5rdere pres, jo mindre engagement. Omvendt g\u00e5r jeg gerne den ekstra mil for en leder, som er menneskeligt tilg\u00e6ngelig, og som lytter til min tvivl, overvejelse og frustration.<\/p>\n

Jeg tror, at rigtig mange har det ligesom mig. Autoriteten hos en leder bygger p\u00e5 menneskelig tillid og ikke p\u00e5 formel magt. Og p\u00e5 et arbejdsmarked, hvor der er kamp om arbejdskraft og talent, f\u00e5r virksomhederne brug for at udvikle og pleje tilliden p\u00e5 de interne linjer. Ikke for medarbejdernes bl\u00e5 \u00f8jnes skyld men for at v\u00e6re konkurrencedygtig og skarp.<\/p>\n

Usikkerhed i rummet<\/strong><\/h2>\n

For mange ledere rejser det nogle sp\u00f8rgsm\u00e5l. N\u00e5r autoriteten ikke er givet af det at v\u00e6re chef, hvad er min rolle s\u00e5? Coach? Psykolog? Pacemaker? En sikker havn? P\u00e6dagog? Mentor? Ja, nogle af de kasketter er der helt sikkert brug for, n\u00e5r verden pludselig pr\u00e6ges af krig, inflation og eksploderende omkostninger til bolig og energi. Vi er mennesker, og vi b\u00e6rer vores bekymringer og problemer med ind p\u00e5 arbejdspladsen. Angst og usikkerhed er til stede i rummet, og derfor skal vi turde se den i \u00f8jnene.<\/p>\n

I Danmark og de nordiske lande har vi en kulturel kapital at tr\u00e6kke p\u00e5, fordi det anti-autorit\u00e6re er en basisingrediens i vores DNA. Vi er vant til at t\u00e6nke selv og sige vores mening, og vi g\u00f8r det ogs\u00e5 p\u00e5 vores arbejdspladser. Det er en meget vigtig komponent i godt samarbejde, udvikling og gensidig forst\u00e5else.\u00a0 Det g\u00e6lder m\u00e5ske for den lille nation, at vi ikke er s\u00e5 pokkers langt fra hinanden og derfor er vant til at finde kompromiser, der f\u00f8rer os fremad.<\/p>\n

Hos SAP har vi siden pandemiens start haft et globalt program, der hedder \u201dDet er OK ikke at v\u00e6re OK<\/a>\u201d. Det handler om mental sundhed p\u00e5 jobbet og om at give plads til de faktiske bekymringer, s\u00e5 de er fremme i lyset og bliver til at arbejde med. Det flugter rigtig godt med den ansvarlighed og respekt, som vi skal bruge til at sige det som det er. B\u00e5de t\u00e6t p\u00e5 opgavel\u00f8sningen sammen med chefer og kolleger, men ogs\u00e5 menneskeligt og eksistentielt.<\/p>\n

B\u00e5de ja og nej<\/strong><\/h2>\n

Vi kan alle sammen v\u00e6re ramt af personlige begivenheder, hvor vi f\u00e5r brug for fleksibilitet p\u00e5 arbejdspladsen. N\u00e5r man eksempelvis er ny p\u00e5 job, kommer tilbage fra barsel eller gerne vil have mere eller mindre ansvar, skal vi kunne tale om det. N\u00e5r vi deler, hvad vi t\u00e6nker og mener, kan vi f\u00e5 en reel unders\u00f8gelse af, hvad der kan lade sig g\u00f8re for den enkelte i den givne organisation.<\/p>\n

Friheden til at planl\u00e6gge sin egen arbejdsdag og selv bestemme, hvor man opholder sig, mens man arbejder, m\u00e5 n\u00f8dvendigvis bygge p\u00e5 f\u00e6lles tillid til, at vi g\u00f8r det i begge parters interesse. Heldigvis er vi alle forskellige, og vi har forskellige behov p\u00e5 forskellige stadier i vores liv og karriere. Som ledere handler det b\u00e5de om at lytte, at kende de faktiske muligheder og om b\u00e5de at kunne sig JA og NEJ.<\/p>\n

N\u00e5r jeg selv bliver m\u00f8dt med denne tillid og respekt, s\u00e5 vil jeg g\u00e5 gennem ild og vand for projektet\/opgaven\/virksomheden. Den tillidsfulde samtale er p\u00e5 den m\u00e5de afg\u00f8rende for god ledelse og strategisk for virksomheden. Alle de tidskr\u00e6vende HR-opgaver omkring administration og information kan automatiseres, men tilbage st\u00e5r at ledelse skal skabe den h\u00e5rde valuta: Tillid.<\/p>\n

Lige nu er der mere brug for den end nogensinde.<\/p>\n

Af J\u00f8rn Bo Jacobsen, adm. direkt\u00f8r, SAP Danmark<\/em><\/strong><\/p>\n

\"\"<\/p>\n

Oprindelig publiceret i Finans den 8. december 2022.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Tiden kalder p\u00e5 de nye greb i lederens v\u00e6rkt\u00f8jskasse. 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