I was reading through Gallup’s latest State of the Global Workplace Report 2024 and my thoughts kept going round and round. Jon Clifton and his team are doing a remarkable job of drawing attention to the global workplace situation. The results of the analyses and statistics are very interesting and provide an exciting impetus to question them in your own company.

👉 What particularly caught my attention were the following two topics:

For me, this picture briefly illustrates where the challenges and fields of action currently lie.

📌 Additional challenge: In this context, I see a particular challenge in recognising the different generations with their different needs and being able to integrate them into a team.

Throughout history, two leadership styles have developed out of many, which I encounter time and again and would like to briefly contrast here: transactional and transformational leadership styles.

The different characteristics of the two leadership styles are interesting and very contrary to each other.
� But which approach should be chosen in order to empower the solution-finding process in relation to the problems and wishes mentioned above?

🚩 It is clear to me that transformational leadership is the right way to lead the permanence of change together as a team.

Why?

🎯 Because resource-orientation generates a humanistic traction that enables us to grow beyond ourselves.

👉 This creates engagement and commitment!

Another thought that has accompanied me in all these considerations is the topic of permaculture. I am personally very interested in this topic and have already had some great experiences with it.

💡 Note: Permaculture offers a holistic and sustainable approach to designing living spaces and communities that respects and utilises natural resources. By applying the principles of permaculture, ecological as well as social and economic benefits can be achieved, making it an important concept in today’s world.

For me, the crucial point is to create and lead with a respectful and mindful attitude and to give everyone space and attention in an appreciative manner so that everyone has a fair and real chance for their own development. Additionally, I see emotional intelligence as an essential competence as well as the desire to understand the team’s implicit expectations of the leadership.

👉 However, it’s not about giving everyone Swiss chocolate so that everyone is happy, but rather providing optimal and efficient support on the way to the goal.

By combining all these ideas, I came up with the term PERMA Requirements, which for me encompasses all these value-orientated leadership requirements that are needed for transformational, sustainable, healthy growth.

➜ PERMA Requirements:

✅ Personal

✅ Empathetic

✅ Responsible

✅ Mindful

✅ Attitude

🚩 For me, the goal is to create a cultural environment in which the team can develop in a happy, healthy and committed way.

🎯 Because if a company can increase the number of its committed employees, it improves the company’s stability.

🙏 I believe that this is intelligent leadership.

I look forward to deepening and challenging this topic with you.

Take care & best regards

Stephan