{"id":39447,"date":"2022-12-11T17:25:40","date_gmt":"2022-12-11T17:25:40","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39447"},"modified":"2022-12-11T17:25:51","modified_gmt":"2022-12-11T17:25:51","slug":"3-ways-to-build-a-work-culture-that-can-change-the-world","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/de\/3-ways-to-build-a-work-culture-that-can-change-the-world\/","title":{"rendered":"3 Wege zum Aufbau einer Arbeitskultur, die die Welt ver\u00e4ndern kann"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">Drei Wege zum Aufbau einer Arbeitskultur, die die Welt ver\u00e4ndern kann<\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-1b4b19ba\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/de\/?attachment_id=39448\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39448\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39448\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Drei Wege zum Aufbau einer Arbeitskultur, die die Welt ver\u00e4ndern kann<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<div class=\"wp-block-uagb-social-share uagb-social-share__outer-wrap uagb-social-share__layout-horizontal uagb-block-1654d146\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-82c9ea7e\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/api.whatsapp.com\/send?text=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7 .9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-ea378952\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256S111 504 248 504 496 392.1 496 256 384.1 8 248 8zM362.1 176.7c-3.732 39.22-19.88 134.4-28.1 178.3-3.476 18.58-10.32 24.82-16.95 25.42-14.4 1.326-25.34-9.517-39.29-18.66-21.83-14.31-34.16-23.22-55.35-37.18-24.49-16.14-8.612-25 5.342-39.5 3.652-3.793 67.11-61.51 68.33-66.75 .153-.655 .3-3.1-1.154-4.384s-3.59-.849-5.135-.5q-3.283 .746-104.6 69.14-14.85 10.19-26.89 9.934c-8.855-.191-25.89-5.006-38.55-9.123-15.53-5.048-27.88-7.717-26.8-16.29q.84-6.7 18.45-13.7 108.4-47.25 144.6-62.3c68.87-28.65 83.18-33.62 92.51-33.79 2.052-.034 6.639 .474 9.61 2.885a10.45 10.45 0 0 1 3.53 6.716A43.76 43.76 0 0 1 362.1 176.7z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-0b78e612\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.1 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.4 0 225.4 0c-73.22 0-121.1 44.38-121.1 124.7v70.62H22.89V288h81.39v224h100.2V288z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-dc35f37d\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.4 151.7c.325 4.548 .325 9.097 .325 13.65 0 138.7-105.6 298.6-298.6 298.6-59.45 0-114.7-17.22-161.1-47.11 8.447 .974 16.57 1.299 25.34 1.299 49.06 0 94.21-16.57 130.3-44.83-46.13-.975-84.79-31.19-98.11-72.77 6.498 .974 12.99 1.624 19.82 1.624 9.421 0 18.84-1.3 27.61-3.573-48.08-9.747-84.14-51.98-84.14-102.1v-1.299c13.97 7.797 30.21 12.67 47.43 13.32-28.26-18.84-46.78-51.01-46.78-87.39 0-19.49 5.197-37.36 14.29-52.95 51.65 63.67 129.3 105.3 216.4 109.8-1.624-7.797-2.599-15.92-2.599-24.04 0-57.83 46.78-104.9 104.9-104.9 30.21 0 57.5 12.67 76.67 33.14 23.72-4.548 46.46-13.32 66.6-25.34-7.798 24.37-24.37 44.83-46.13 57.83 21.12-2.273 41.58-8.122 60.43-16.24-14.29 20.79-32.16 39.31-52.63 54.25z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-926e2736\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.3 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.6 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.3 61.9 111.3 142.3V448z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n<\/div>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-three-ways-to-build-a-work-culture-that-can-change-the-world\">Drei Wege zum Aufbau einer Arbeitskultur, die die Welt ver\u00e4ndern kann.<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Die Keimzelle einer erfolgreichen und nachhaltigen Hochleistungskultur ist die F\u00fcrsorge. Um es praktischer zu gestalten und F\u00fcrsorge und Empathie mit nachhaltiger Leistung und einer nachhaltigen Wachstumskultur zu verbinden, muss F\u00fcrsorge auf den folgenden Ebenen stattfinden \u2013<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sich als Familie und als Mitglieder derselben Familie aufrichtig umeinander k\u00fcmmern<\/li>\n\n\n\n<li>Sich um die hohen Standards und Werte k\u00fcmmern, die wir gemeinsam als Team anstreben<\/li>\n\n\n\n<li>Sich um Verbindung, Zusammenhalt und Zusammenarbeit k\u00fcmmern, daher sehr vorsichtig sein, starre Hierarchien zu bilden und Silo-Effekte zu schaffen.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">OKRs sind Frameworks, die eine gro\u00dfe Unterst\u00fctzung bieten k\u00f6nnen, um Kulturen und starre Hierarchien zu transformieren und Silos aufzubrechen. Sich stark um die Ziele des Unternehmens sowie die ultimative Vision des Unternehmens zu k\u00fcmmern, ist eine Funktion einer Unternehmenskultur, in der sich die Menschen sicher, gesch\u00e4tzt und geh\u00f6rt f\u00fchlen. Au\u00dferdem f\u00fchlen sie sich in der Lage, gemeinsam einen starken und positiven Einfluss auf die Gesellschaft und die Welt insgesamt zu haben.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eine starke Masse w\u00fcrde wahrscheinlich zustimmen, dass Arbeitskultur der Kontext f\u00fcr Leistung ist \u2013 wie das Sprichwort sagt: \u201eKultur isst Strategie zum Fr\u00fchst\u00fcck. Die hochqualifiziertesten Leistungstr\u00e4ger werden nicht die gew\u00fcnschten Ergebnisse f\u00fcr Sie erzielen, wenn sie nicht in einem temperamentvollen Team funktionieren und ihre individuellen Bestleistungen in einem sehr negativen Umfeld durch Toxizit\u00e4t erstickt werden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">J\u00fcngste und einige laufende globale Ereignisse bilden Leuchtt\u00fcrme, die die eklatante Notwendigkeit positiver Ver\u00e4nderungen offenbaren. Die Welt muss sich zum Besseren ver\u00e4ndern \u2013 das beginnt damit, dass jeder Einzelne sein Potenzial freisetzt, damit er seinen besten positiven Beitrag zu dieser Welt leisten kann. Unternehmen und kleine Unternehmen m\u00fcssen sich gleicherma\u00dfen reformieren, um nicht nur Profit zu streben, sondern um globale positive Auswirkungen zu erzielen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Im Folgenden finden Sie drei M\u00f6glichkeiten, nicht nur eine Hochleistungsarbeitskultur aufzubauen, um den Gewinn zu steigern, sondern auch die Welt zum Positiven zu ver\u00e4ndern.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Aufrichtige F\u00fcrsorge setzt Leistung frei<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">In einem neuen Arbeitsumfeld m\u00f6chte jeder unbedingt wissen, wie sein Status im Konzern ist, ob er wirklich hierher geh\u00f6rt und wie sicher sein Arbeitsplatz ist. Einmalige Diskussionen zu den oben genannten Punkten reichen nicht aus, konsequente Verst\u00e4rkung und Hinweise auf menschliche Verbindungen m\u00fcssen sichtbar und glaubw\u00fcrdig sein, damit die Teammitglieder ein starkes Sicherheitsgef\u00fchl haben.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Warum wird das Leistungsniveau einiger hochintelligenter und qualifizierter Personen innerhalb eines Teams dramatisch verringert? \u2013 Wenn sie sich ihres Gruppenstatus nicht sicher sind und kein Gef\u00fchl der Arbeitsplatzsicherheit oder Zugeh\u00f6rigkeit haben, werden sie von Gedanken dar\u00fcber geplagt, wie sie \u00fcberleben k\u00f6nnen, und sie werden wenig Vertrauen und wenig Energie haben, um bef\u00e4higt zu werden, ihr Bestes zu geben.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eine Studie \u00fcber Feedback durch ein Team von Stanford-Psychologen f\u00fchrte zur Entdeckung des sogenannten \u201emagischen Feedbacks\u201c \u2013 es war w\u00e4hrend der Studie wesentlich wirkungsvoller als andere Feedback-Methoden. Dieses Feedback war eigentlich sehr einfach und bestand nur aus einem Satz:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201eIch gebe Ihnen diese Kommentare, weil ich sehr hohe Erwartungen habe und ich wei\u00df, dass Sie sie erreichen k\u00f6nnen<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bei n\u00e4herer Untersuchung enth\u00e4lt dieser eine sehr kraftvolle Satz die folgenden Hinweise:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. Es vermittelt das Gef\u00fchl, Teil dieser Gruppe zu sein<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Diese Gruppe ist einzigartig und besonders und hohe Standards sind in dieser Kultur verwurzelt<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">3. Wer Feedback gibt, glaubt an Sie<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eine Kultur, in der ein Zugeh\u00f6rigkeitsgef\u00fchl, Glaube und hohe Standards geschaffen und aufrechterhalten werden, kann das Allerbeste im Menschen freisetzen. Hohe Standards und die intensive und gemeinsame F\u00fcrsorge f\u00fcr sie sind Kennzeichen einer leistungsstarken Familie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Herausfordernde Ziele, wichtige Ergebnisse, Ziele, KPIs oder andere Ziele zu erreichen, ist viel einfacher f\u00fcr ein Team mit einem Zugeh\u00f6rigkeitsgef\u00fchl, mit bekannten und verstandenen hohen Standards und aufrichtigem Glauben aneinander und an die Vision, die sie verfolgen.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Radikale Transparenz<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Alles geschieht mit Vertrauensgeschwindigkeit\u201c \u2013 wenn das Vertrauen gering ist, bewegt sich alles langsam oder kommt zum Stillstand. Wenn das Vertrauen hoch ist, kann alles in rasantem Tempo voranschreiten.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wenn eine Vision und die damit verbundenen Ziele eines Unternehmens nur wenigen Auserw\u00e4hlten bekannt sind, ist es sehr schwierig oder vielleicht sogar unm\u00f6glich, ein Team f\u00fcr zukunftsgerichtete Ziele zu begeistern. Es ist radikale Transparenz dar\u00fcber erforderlich, was wir gemeinsam erreichen wollen, warum wir es erreichen wollen (Zweck, Bedeutung, Wirkung) und wie wir es erreichen werden (F\u00f6rderung von Zusammenarbeit, Kreativit\u00e4t und Teamwork).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eine Arbeitskultur, in der die Kommunikation nicht nur sp\u00e4rlich, sondern vage ist und sich kaum durch eine etablierte Hierarchie filtert, verhei\u00dft nichts Gutes f\u00fcr die Zukunft. Kurze, aber kraftvolle Ausbr\u00fcche handlungsorientierter Kommunikation, die Teammitglieder st\u00e4rken, sind sehr bedeutsam.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Radikale Transparenz im Kontext von F\u00fcrsorge und Empathie unterst\u00fctzt eine Wachstumskultur und muss Teil von Rath\u00e4usern, Check-Ins und Meetings sein.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ungenaue Informationen k\u00f6nnen Strategien zunichte machen, daher ist Offenheit in Bezug auf das, was wir wissen und was nicht, erforderlich.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Starke visuelle Darstellungen nicht nur der Ziele und Ziele, sondern auch der Vision und des Wertesystems des Unternehmens m\u00fcssen erstellt und vor allem gelebt werden. Wenn klare und positive Kommunikation durch genaue und h\u00e4ufige visuelle Darstellungen untermauert wird, bildet dies eine wirksame Formel, die Motivation anregt.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Dienerische F\u00fchrung&nbsp;<\/h4>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201eEs ist besser, von hinten zu f\u00fchren und andere nach vorne zu stellen, besonders wenn man Siege feiert und sch\u00f6ne Dinge passieren. Sie gehen an vorderster Front, wenn Gefahr droht. Dann werden die Leute deine F\u00fchrung zu sch\u00e4tzen wissen.<\/p>\n<cite>Nelson Mandela<\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Ein Schulter-an-Schulter-Ansatz, um Dinge als Team zu erledigen, baut \u201eFamiliengeist\u201c auf, bricht Silo- und Hierarchieeffekte ab und steigert die Leistung.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Googles Parkplatz-Hockeyspiele, bei denen Management und Mitarbeiter gleicherma\u00dfen hart um die Kontrolle \u00fcber den \u201ePuck\u201c k\u00e4mpfen, und ihre offenen Freitagsdebatten, bei denen keine Hierarchie im Spiel ist, signalisieren Gleichheit, Erm\u00e4chtigung und ein starkes Zugeh\u00f6rigkeitsgef\u00fchl.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Damit all dies zu einem festen Bestandteil einer Hochleistungsarbeitskultur wird, ist eine starke dienende F\u00fchrung eine Notwendigkeit. Hierarchien und die Bildung von Silos machen sowohl die Kommunikation als auch die Performance viel komplizierter, als sie sein sollten und k\u00f6nnen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Servant Leader erkennen ihre Verantwortung an, andere zu st\u00e4rken, indem sie ihnen sowohl die richtigen Informationen als auch Mentoring geben. Servant Leader stellen sicher, dass das Rampenlicht auf das Team f\u00e4llt und nicht auf sie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sie schaffen starke Beziehungen und stellen sicher, dass die gemeinsam geleistete Arbeit im Kontext eben dieser Beziehungen erfolgt. Gemeinsame Werte, hohe Standards, Empathie und F\u00fcrsorge bilden die \u201eFilter\u201c f\u00fcr diese Beziehungen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">F\u00fchrungskr\u00e4fte mit dem Herzen eines Dieners dienen ihren Mitarbeitern durch unterst\u00fctzendes Coaching und schaffen ein erm\u00e4chtigendes Umfeld, in dem die Menschen lernen, selbst dienende F\u00fchrungskr\u00e4fte zu werden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nehmen Sie an unserem OKR-Leadership-Kurs teil, um die praktische Anwendung von dienender F\u00fchrung und ihre Auswirkungen auf OKRs zu lernen:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">https:\/\/okrinstitute.org\/events\/okr-leadership-course\/?occurrence=2022-12-15&#038;time=1671123600<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Autorenname:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Talent Development Director des OKR Institute<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">\u00c4hnliche Kurse<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-57d44d\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-practitioner-course\/\">OKR-Practitioner-Kurs<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-foundation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-foundation\/\">OKR-Grundlagenkurs<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-leadership-course\/\">OKR-Leadership-Kurs<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">k\u00fcrzliche Posts<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-fa42e3\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/coaching-the-succesful-implementation-of-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/11\/Blog-72.png\" alt=\"Coaching the Succesful Implementation of OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/coaching-the-succesful-implementation-of-okrs\/\">Coaching zur erfolgreichen Umsetzung von OKRs<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/an-agile-mindset-is-the-starting-point-for-strategy-execution\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/03\/copy-space-paper-brain-with-light-bulb-1024x683.jpg\" alt=\"An Agile Mindset is the starting point for strategy execution\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/an-agile-mindset-is-the-starting-point-for-strategy-execution\/\">Ein agiles Mindset ist der Ausgangspunkt f\u00fcr die Strategieumsetzung<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/using-okrs-to-laser-focus-your-team-communications\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/team-communication-1024x576.png\" alt=\"From Confusion to Clarity: Using OKRs to Laser Focus Your Team Communications\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/using-okrs-to-laser-focus-your-team-communications\/\">Von der Verwirrung zur Klarheit: Mit OKRs die Kommunikation in Ihrem Team gezielt fokussieren<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/implementing-okrs-for-the-first-time\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/okrs1-2111111-11111.png\" alt=\"Implementing OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/implementing-okrs-for-the-first-time\/\">OKRs implementieren<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/how-to-set-okrs-for-your-team-in-2026-a-practical-future-ready-guide\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2026\/01\/okrs-2026.png\" alt=\"HOW to Set OKRs for Your Team in 2026 (A Practical, Future-Ready Guide)\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/how-to-set-okrs-for-your-team-in-2026-a-practical-future-ready-guide\/\">Wie Sie OKRs f\u00fcr Ihr Team im Jahr 2026 festlegen (Ein praktischer, zukunftsorientierter Leitfaden)<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Stichworte<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-Coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Trainer<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-a3911ab8 uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/de\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Suche\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Suche\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"de\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39448,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","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":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","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":"","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 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[89,22,95,21,97,96],"class_list":["post-39447","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-framework","tag-key-result","tag-leading","tag-objective","tag-progressive","tag-success-measurement"],"qubely_featured_image_url":{"full":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-scaled.jpg",2560,1707,false],"landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1200x750.jpg",1200,750,true],"portraits":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-540x320.jpg",540,320,true],"thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-150x150.jpg",150,150,true],"medium":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-300x200.jpg",300,200,true],"medium_large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-768x512.jpg",768,512,true],"large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg",1024,683,true],"1536x1536":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1536x1024.jpg",1536,1024,true],"2048x2048":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-2048x1365.jpg",2048,1365,true],"trp-custom-language-flag":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-18x12.jpg",18,12,true],"qubely_landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1200x750.jpg",1200,750,true],"qubely_portrait":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-540x320.jpg",540,320,true],"qubely_thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-140x100.jpg",140,100,true]},"qubely_author":{"display_name":"Dirk Coetsee","author_link":"https:\/\/okrinstitute.org\/de\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/de\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>3 Ways to build a work culture that can change the world -<\/title>\n<meta name=\"description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/okrinstitute.org\/de\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"3 Ways to build a work culture that can change the world\" \/>\n<meta property=\"og:description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/okrinstitute.org\/de\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:site_name\" content=\"OKRI - Effective OKR Certification Courses\" \/>\n<meta property=\"article:published_time\" content=\"2022-12-11T17:25:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-12-11T17:25:51+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-scaled.jpg\" \/>\n\t<meta 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