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Posts about mindset

Tag: mindset

  • 3 small behaviors making collaboration faster & easier

    3 small behaviors making collaboration faster & easier

    Collaboration sounds simple. In reality, it’s one of the biggest challenges across almost every organization I’ve worked with, from corporates to agencies to scale-ups.

    Different teams move at different speeds, goals aren’t always communicated clearly, and priorities shift faster than people can realign. With a little everyday pressure, even the most motivated teams can slow down. Over the years, I’ve noticed it’s rarely the big frameworks or complex processes that change collaboration for the better…it’s the small behaviors.

    Over the years, I’ve noticed that it’s often not the big frameworks or the complex processes that change collaboration for the better. It’s the small behaviors that improve collaboration.

    The ones that take almost no effort, but create a huge impact on speed, alignment, and quality of work. Here are three of them…

    1. Share insights broadly, not selectively

    One of the biggest reasons collaboration slows is that information gets stuck in pockets…inside teams, between agencies, or along the hierarchy.

    Not because people want to hide information, but because:

    • Goals aren’t communicated clearly
    • Assumptions aren’t challenged
    • Political dynamics get in the way
    • or simply because “everyone is busy”

    The result is always the same:

    • Decisions get delayed
    • Meetings multiply
    • Teams start solving different versions of the same problem

    So here’s what I’ve learned:

    Transparency removes friction big time!

    So switch to a “default to share” mindset!

    Not the huge “knowledge-sharing initiatives” but the small things:

    • Share working drafts, not only final versions
    • Summarize key insights after a call
    • Align on goals early and write them down
    • Don’t wait for the “perfect moment” to update others

    Micro-Practice:
    Work with a “default to shared” mindset for early insights and drafts.
    If an update, thought, or learning could help more than one person, make it visible, even if it’s not polished yet. This creates alignment early and reduces unnecessary back-and-forth.

    If you want to explore this further:

    Team of Teams by Stanley McChrystal offers a great perspective on why transparent information flow is often more powerful than strict hierarchy especially in fast-moving environments.

    2. Provide unfiltered truth, respectfully!

    Many teams avoid being completely honest. Very often not because they want to hide something, but because they don’t want to disrupt harmony or step on someone’s toes.

    The problem: lack of clarity slows down decisions far more than respectful honesty.

    One of the advantages of being an external partner or interim manager is that you can name things without being tied to internal agendas. And often, that’s exactly what teams need.

    Unfiltered truth doesn’t mean being harsh. It means being clear.

    Sometimes it’s as simple as:

    • “Does this really get us where we want to go?”
    • “Aren’t we just solving a symptom, not the root cause?”
    • “Do you really think timeline and ambition are aligned yet?”

    Clarity accelerates decisions and these are behaviors that improve collaboration.

    And most people appreciate it more than expected, because clarity creates confidence.

    Micro-Practice:
    Before offering honest feedback or a direct observation, start with a brief intent statement like
    “My goal here is alignment and clarity.”
    It lowers tension immediately and makes the message easier to receive.

    If you want to explore this further:

    Radical Candor by Kim Scott is an established framework for giving clarity while remaining respectful and constructive. A valuable read for anyone working across teams.

    3. Ask the obvious questions

    This is one of the most underrated leadership behaviors.

    In many meetings, people hesitate to ask simple questions because they assume someone else must know the answer or because they fear it might sound too basic.

    But here’s what I’ve learned:

    If you’re thinking it, someone else is thinking it too.

    And if nobody asks, the misunderstanding will surface later. Usually when it’s more painful.

    Asking questions helps to:

    • Unblock discussions
    • Clarify assumptions
    • Avoid misunderstandings
    • Align on next steps
    • Reduce politics and interpretation

    Questions like:

    • “Am I the only one who doesn’t quite get this?”
    • “Can we clarify the goal one more time?”
    • “What does success look like here?”
    • “What is the constraint we’re working with?”
    • “What do we absolutely need to decide today?”

    These are simple questions, but they create alignment in seconds.

    Micro-Practice:
    Start meetings with a quick “common ground recap”:
    What are we solving? Why now? What does success look like?
    It aligns everyone before the discussion even begins and prevents misunderstandings from slowing teams down later.

    If you want to go deeper:

    A More Beautiful Question by Warren Berger is an excellent exploration of how simple questions lead to clarity, progress, and better decision-making.

    Why these behaviors matter even more in interim and cross-functional work

    Interim roles mean this:
    You join moving teams, with projects already in flight, priorities shifting, and multiple stakeholders in the mix.

    You don’t always have the luxury of long onboarding phases.

    You need clarity fast.

    That’s why these behaviors matter so much:

    • Sharing information openly prevents misalignment
    • Honest clarity accelerates decisions
    • Asking questions helps you arrive at shared understanding quickly

    And the truth is:

    You don’t need authority to improve collaboration.
    You just need intention.

    Small behaviors, big impact

    Collaboration doesn’t fail because people don’t want to work together.

    It fails because small behaviors compound: silence, assumptions, politeness, uncertainty.

    The good news: The opposite is also true. Small positive behaviors compound too.

    1. Share openly
    2. Say the helpful truth
    3. Ask the honest questions

    If you start with one of these next week, you’ll likely notice a difference immediately: In clarity, speed, and overall momentum.

    If you’re curious how I support organizations in their own transformation journeys, you can find more about my work here: Linelia’s services

    And of course, I’m always happy to hear from you. If you’d like to exchange ideas or explore how we might work together, feel free to reach out via my contact page or directly connect via LinkedIn.

  • Transition to Founder Mode: mindset & network as your real currency

    Transition to Founder Mode: mindset & network as your real currency

    Leaving corporate life behind and starting your own company is a transition people often describe as a “jump off a cliff.” I wouldn’t go that far. For me, it was less dramatic, more of a shift in perspective than a free fall. But one thing is certain: stepping into Founder Mode changes a lot.

    When you’ve spent years in executive roles, you get used to clear responsibilities, large teams, buffers, and budgets that provide stability.

    Suddenly, as a founder, you’re the product, the sales team, the finance department, and the back office, all rolled into one.
    But It’s not about panic or chaos. It’s about embracing ownership in its purest form.

    And here’s the twist: mindset alone won’t get you through. What really makes the difference is your network: the people you trust, and the ones who trust you.

    A smooth start, but a real difference

    In my case, founding wasn’t a shock. I had what I’d call a “warm start” into Founder Mode at VRdirect, where I served as Co-CEO. There, I already carried founder-like responsibilities: shaping strategy, driving sales & marketing, handling investor expectations. It was intense, but it already had a strong foundation when I joined.

    When I founded Linelia, my very own consultancy, it was different. Suddenly, it wasn’t about us – it was about me. No larger entity, no safety net, no brand to hide behind. If I want clients, if I want results, it all comes down to my decisions and my ability to execute.

    I think this is the point where many who leave corporate life feel like they’ve hit a wall. Because even if you’re used to leadership, Founder Mode is a different kind of ownership: there’s nowhere to hide and at first nearly no task to delegate.

    Four mindset shifts that matter most

    So what does it take to make this shift? I’ve boiled it down to four mindset changes that proved essential for me:

    1. From Planning to Testing
      In corporate life, I loved detailed plans, scenarios, and decks. As a founder, plans are nice but they don’t win clients. Testing, iterating, and delivering quickly are what moves the needle.
    2. From Perfection to Pragmatism
      I used to, or better said, was forced to spend weeks refining strategies, polishing campaigns, and aligning stakeholders. As a founder, “good enough” often beats “perfect.” If you don’t move, someone else will.
    3. From Security to Resilience
      In corporate, you can fail and still get your paycheck. As a founder, every setback feels personal until you learn to reset fast. Resilience isn’t a motivational poster, it’s a survival skill.
    4. From Hierarchy to Speed with Balance
      In Founder Mode, there’s no more waiting for approvals or hiding behind slow committees. You’re expected to move fast because if you don’t, opportunities vanish.
      But here’s the nuance: speed doesn’t mean being actionistic. Sometimes the real strength is saying: not now, let’s do it properly.

    Mini-Hack: Write down your three non-negotiables. When speed and pressure tempt you to cut corners, those values keep you grounded.

    Why network is your real currency

    Let’s be honest: my first clients at Linelia didn’t come from marketing campaigns or fancy websites. They came from people I’d worked with, people who trusted me, people I had built honest connections with over years.

    Your network becomes your most valuable asset. Skills and experience are important, but trust is what opens doors.

    Network had always been important for me, but it became absolutely essential at the same time as one of the craziest shifts in my career:

    I realized I had become the product.

    At L’ORÈAL, EnBW, or even VRdirect, the “sale” was always about a product, a service, or a company brand. Now, as a consultant and interim manager, the client isn’t buying “something” – they are buying me.

    At first, that felt deeply personal. Every unsuccessful negotiation felt like a rejection of who I was, not just what I offered. It took me a while to separate the two. My key learning: always keep it professional.

    A client’s decision is about fit, timing, or needs, not about your worth as a person.

    Once I internalized that, talking about my work and “selling myself” became far more natural.

    And yes, it can feel really odd to talk about yourself. But as long as you stay authentic and don’t push too hard, it’s not arrogance, it’s connection.

    Building and using a network authentically

    The good news: building and using your network doesn’t need to feel manipulative or transactional. In fact, the opposite is true. Here’s my checklist for building an authentic network – ideally before becoming a founder:

    • Invest before you need. Relationships grow over years, not weeks.
    • Be transparent. Share openly where you stand and what you’re looking for.
    • Talk about your work. Don’t hide, visibility is part of the game. Just keep it authentic and don’t be too pushy.
    • Ask clearly. People like to help, but they need to know how.
    • Give back. A network only works if value flows both ways.

    Mini-Hack: Write down 10 people you could call tomorrow for sparring, feedback, or introductions. That small circle can shape your first 12 months as a founder more than any business plan.

    Founder Mode is not a solo game

    At the end of the day, Founder Mode is not about being the lone hero. It’s a mix of courage, habits, and the people around you. And one final lesson:

    Don’t be afraid to be bold, be yourself, and also say no.

    Learning to push back helps you focus on what really matters, deliver higher quality, and keep your mind clear during tough times.

    With the right mindset and an authentic network, founder life shifts from survival mode to building something sustainable, something that reflects you, not just a job title. Hopefully. 😉

    So, if you’d start tomorrow, who are the 5–10 people you’d call first? Because that circle, combined with your mindset, is what makes all the difference.

    If you’re curious how I support organizations and founders in their own transformation journeys, you can find more about my work here: Linelia’s services

    And of course, I’m always happy to hear from you. If you’d like to exchange ideas or explore how we might work together, feel free to reach out via my contact page.