Sharing information: transparency vs. isolation

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1) Managing relationships: presence vs. distance
Authority and the respect that comes with it develop from closeness, interest and care. When relationship-building leadership actions become predictable, recognizable and understandable, employees develop a feeling of security on the relationship level. The authentic attitude of inner and outer presence gives managers meaning and weight - far more than technical or substantive advice. Presence is not a state, but a constant process of dealing with the entire system and concrete communication with the other person. Closeness is a basic requirement for this: allowing closeness and tolerating closeness. Transparent communication is an essential prerequisite for building trust.


Relationships are a continuous process that leads to mutual trust through transparency. This forex email list also requires a certain degree of openness in dealing with information. If all team members can deal with relevant information, a resonance space is created that enables viable solutions within the team. A jointly developed perspective combines forces. Agreeing on a specific path enables a common understanding.

3) Setting priorities: persistence vs. urgency
Managers are valued by their employees when they have time. New authority therefore directs the focus of attention over longer periods of time. This can create depth. You don't rush after every topic straight away. Binding priorities are set, with the strategic framework forming the basis. Patience coupled with persistence is required. With such an understanding, you don't have to defeat the employee. Dominant behavior almost always leads to a power struggle. This affects the relationship level and weakens managers. A coach can also help here if difficulties arise. It is enough to be persistent - especially in change processes. It is neither about speeding up nor just slowing down, but about consistently prioritizing goals and persistence in achieving them.