Solution-Focused Advent Calendar – Daily Questions and Suggestions for Organisations and Leaders

Looking back at the reflections of the past days, one thing becomes very clear: leadership, organizational functioning, and human functioning are not separate worlds.

Several of my clients and acquaintances have found themselves in situations where, after stepping into a new senior leadership role, they realized after just 1–2 weeks that the everyday practice in terms of values, expected and tolerated behaviors was completely different from what they had anticipated, or from what the company itself had...

A large-scale study published in 2025* examined, across two decades of data, how helping behaviors affect cognitive health.

As Christmas approaches, life speeds up in many households: cleaning, cooking and baking, shopping, gift wrapping, decorating, organizing, helping the family. A huge amount of activity that requires time, energy, and attention, yet mostly remains invisible.

One of the key messages of Gartner's 2026 CHRO report already articulated by many is that change is no longer a project, but a permanent state.

Toxic leadership rarely appears as a single, clearly identifiable behaviour. Much more often, it develops slowly and almost invisibly as a combination of symptoms.

Yesterday I wrote about self-organizing teams: workgroups that come together around a specific organizational question, challenge, or goal, and serve the company's operations and effectiveness.

Many organizations still strongly believe that effective operation requires management, precisely defined approval points, and hierarchical decision-making. In a rapidly changing, complex environment, this is increasingly insufficient.

In business environments, we often talk about the importance of networking. Most often, however, this refers to external networking: professional and individual connections with actors outside our organization or company. Yet every organization also has an informal internal network alongside formal structures: who is an expert in what, who can be...

The foundation of any well-functioning teams is trust. The concept of trust has many interpretations, but according to Patrick Lencioni, truly effective teams are built on vulnerability-based trust. This means that in the team: