Monica Halldin on Leadership, Communication and Mentor

04/10/2017

Monica Halldin works with coaching and employee development and has over 20 years of experience in leading positions and as interim manager. She has been active in many organizations and industries and over the years has been able to find out what problems in many cases tend to lie on the wallpaper.

Monica is a licensed partner of HR2 Systems, which means that she offers Mentor to support the customers she meets. If anyone has seen what different organizations lack, it's Monica with her experience. One of the problems she raises is, not entirely unexpectedly, the experience of the lack of time.

Often we end up in conversations about the experience of lack of time, especially lack of time for dialogue with employees.

"I have the privilege of meeting many different fantastic leaders in my profession. Often we end up in conversations about the experience of lack of time, especially lack of time for dialogue with employees. It can be about the balance of talking to everyone, it can also be the "difficult" conversation that is postponed for various reasons or that time for that type of conversation is not scheduled.  Distributing time, prioritising and structuring everyday life can often be challenging. There I advocate actually setting aside time in the calendar with the heading "talk to my coworkers". With Mentor, you make it so easy for yourself, as a manager, to develop your organization, have time to see and communicate with all your employees and help your employees develop – so that together you can create success in the organization," says Monica.

What do you feel organizations are grappling with when it comes to leadership?
"The problems I have seen in today's organizations do not sit with the employees or the managers. Often it is about the different values of the organization, their planning and structure.  Managers know what they need to do, but they feel that they do not have the time or the right conditions to do so," monica continues.

Monica believes that the best thing about Mentor is that the system easily creates structure for development and increased relationship with everyone in the organization. Employees are given the opportunity to tell what they might not otherwise tell and make themselves heard through the reflection log. This, in turn, creates a balance in the organization.

Mentor creates dialogue about what we have not previously talked about. I'll let everyone speak up. The soft factors emerge in a different way.

What would you say happens when organizations use Mentor?
"Mentor creates dialogue about what we have not previously talked about. I'll let everyone speak up. The soft factors emerge in a different way. I have experienced magical development in organizations with, among other things, the reflection log and the coaching function. We all know that if we have employees who are engaged, stimulated, comfortable and well, we have all the prerequisites to succeed and create a balance with freedom of action. Mentor is an excellent system support for this goal," concludes Monica.

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