Multi.Life conversations

Coaching w organizacjach wciąż bywa mylony z motywowaniem, wydawaniem poleceń albo ostatnią deską ratunku dla „trudnego” pracownika. W tym odcinku Ewa Hartman w cyklu "Firma, która wspiera" rozmawia z Bartoszem Berendtem akredytowanym coachem i superwizorem coachingu o tym, jak HR i zarządy mogą mądrze korzystać z coachingu, żeby był realnym wsparciem rozwoju, a nie kolejnym narzędziem presji. Rozmowa pokazuje, jak dobrze ułożyć proces coachingowy w firmie: od kontraktu trójstronnego między pracownikiem, organizacją i coachem, przez uzgodnienie celów indywidualnych i biznesowych, po budowanie zaufania, bez którego żaden proces nie zadziała. Gość wyjaśnia, dlaczego coaching „pod przymusem” przynosi odwrotny skutek i komu warto go proponować: talentom przygotowywanym do awansu, nowo awansowanym menedżerom, a także doświadczonym liderom w momentach kryzysu. W odcinku usłyszysz także: - dlaczego najważniejszą kompetencją coachingową menedżera jest słuchanie, a nie zadawanie pytań, - jak odróżnić partnerską relację od pobłażliwości i czym różni się prośba od żądania, - jak systemowo budować bezpieczeństwo psychologiczne w zespołach, - dlaczego informacja zwrotna od zespołu może wzmocnić zaufanie albo je zniszczyć, w zależności od tego, co lider z nią zrobi, - czy sztuczna inteligencja zastąpi coacha i gdzie leży ludzka przewaga, - jaka jest jedna technika, którą każdy menedżer może wdrożyć od razu. To odcinek dla HR business partnerów, osób odpowiedzialnych za rozwój i L&D oraz zarządów, które chcą świadomie inwestować w rozwój liderów i budować kulturę opartą na współpracy i zaufaniu. Nagranie pochodzi z kanału Multi.Life - platformy wellbeing dla firm. Sprawdź: https://bit.ly/4rHCwkP Demo dla HR: https://bit.ly/4iwyLu5

In this episode of the series "A company that supports", Dr. Ewa Hartman talks to Dr. hab. Bartosz Żukowski, prof. University of Łódź, philosopher and cognitive scientist, researcher of the mechanisms of thinking and cognition, about why we so willingly believe in simple recipes for complex problems and how this tendency affects management, decision-making and organizational culture. We talk about: why we love tricks and how the culture of rush and the "factory" language of optimization, efficiency and time management make us start to treat ourselves as a tool, what cognitive ease is and why our brain automatically recognizes what is simple, coherent and familiar as true, how System 1 and System 2 work described by Daniel Kahneman and why a trick promises to solve complex business problems with a tool that is not intended for that purpose, why getting up at 5 a.m. will not make anyone a millionaire and what is not said in popular success stories, such as Michael Phelps' visualization, why no scheme or formula can replace practice and experience, or why you can't become a chess grandmaster from a textbook, whether rituals in the company build community and a sense of security, whether they become a tool of discipline, and why it is worth developing them together with the team, why managers are looking for one sentence that will "do" the matter with the team, and why such a sentence does not exist, such as lack of time, no margin for error and the expectation of immediate perfection push employees towards shortcuts, and what a truly supportive company can do about it. "There is no trick that will protect you against a trick" - says prof. Bartosz Żukowski. What will you do today to ensure that there is room in your organization for time, errors and flexibility, and not just for quick recipes? The recording comes from the Multi.Life channel - a wellbeing platform for companies. Check out: https://bit.ly/4rHCwkP Demo for HR: https://bit.ly/4z2GFSO

In this episode of the series "A company that supports", Dr. Ewa Hartman talks to Paulina Gillan (Razum) - a specialist with many years of experience in the HR department, related to internal communication at Respect Energy, and privately a bodybuilding competitor - about how the discipline developed in sport translates into team management and building the well-being of employees in the organization.

In this episode of the "Well said" series, Andrzej Silczuk talks to Ariel Szczotok - a paramedic, master of nursing, anesthetic nursing specialist and perfusionist - and Rafał Dobkowski - a paramedic, psychologist with specialization in clinical psychology and a WOPR water rescuer - about what pre-medical first aid is, why fear blocks us and how to start despite it act. We talk about: - why adrenaline naturally "freezes" us in the first seconds of a crisis - and how to take the first step anyway, - what the legal penalty is for failure to provide help - and when we are released from this obligation, - how to assess the safety of the scene, consciousness and breathing of the injured person step by step, in accordance with the principles of occupational health and safety and safety at work, - what cardiopulmonary resuscitation (CPR) and chest compressions look like in practice, - why medical incidents, it is worth calling 999, not 112, and how to talk to the dispatcher, - how to use an automatic defibrillator (AED in the office) - and why it is enough to just listen to it, - how to deal with the fear of seeing blood and why exposure is the best way to tame it, - how to react to an accident at work and take care of the safety of both yourself and the injured person, and what crisis procedures are worth implementing in the company, - how not to harm yourself after a difficult, crisis event - and why post-traumatic stress affects fewer people than we think, and why escaping into stimulants is the worst possible path. This conversation provides specific knowledge useful in building first aid training for companies and in everyday care for the well-being of employees and the employer's responsibility for the safety of the team. It won't get any worse - the situation can only get better. The question is: will you take that step forward? The recording comes from the Multi.Life channel - a wellbeing platform for companies. Check out Multi.Life: https://bit.ly/4ySkEGd Demo for HR: https://bit.ly/4yQOF9p

In this episode of the "Well Said" series, Andrzej Silczuk speaks with Tina Sobocińska—an HR advisor, university lecturer, and long-time HR director in international organizations—about why the future of leadership requires diversity, what holds women back from promotion, and how organizations can drive change here and now. We discuss: - why diversity in leadership is not just a matter of fairness, but a hard business imperative—and what the data says about it, - what defines a female leader—and why the metaphor of an orchestra conductor describes modern leadership better than that of a charismatic soloist, - how female perfectionism—understood as a fear of judgment—becomes one of the biggest traps on the path to promotion, - why a culture of learning from mistakes builds trust better than any perk, and how to implement it in practice, - where imposter syndrome comes from and why women often decline promotions that men would accept without a second thought, - how socialization into gender roles begins at home and what we can do about it as parents, leaders, and colleagues, - where women disappear from organizational hierarchies—and why this most often happens after maternity leave, - the difference between a mentor and a sponsor—and why we need the latter more than ever today, - how to prepare for the second half of your career before change becomes a necessity rather than a choice. One hundred and thirty-two years to full equality of opportunity—that is the estimate from the World Economic Forum. What can organizations do today to accelerate this change instead of waiting for future generations? This recording is from the Multi.Life channel—a wellbeing platform for companies. Check it out: https://bit.ly/42Lvf7J | Demo for HR: https://multi.life/#formularz

In this episode of the "Well Said" series, Andrzej Silczuk talks to Patryk Budzyński—a psychologist, CBT/DBT psychotherapist, and crisis intervention specialist—about what a mental health crisis is, how to recognize it, and how to respond to it, both as a professional and as someone wanting to support a person in a difficult moment. We discuss: • what a mental health crisis is—why it is not an illness or a disorder and why it requires mindfulness and support, • how to recognize that a crisis has begun—what signals in behavior, emotions, and professional performance may indicate it, • what an HR professional, leader, or colleague can do when they notice a change in an employee's performance—and how to conduct an initial, supportive conversation, • what mistakes to avoid when trying to help—from downplaying the signs to filtering someone else's crisis through your own experiences, • how crisis intervention differs from psychotherapy—and why the metaphor of learning to swim versus using a lifebuoy accurately illustrates this difference, • how dialectical behavior therapy (DBT) and skills training can serve as prevention—not just in the therapist's office, but in everyday life, • whether a crisis can affect an entire team—and how an organization should prepare for it before it even happens. A crisis can affect any of us. The question is: what do we do before it arrives and once it is already here? This recording is from the Multi.Life channel, a corporate wellbeing platform.

In this episode of the "Well Said" series, Andrzej Silczuk speaks with Piotr Sokół—HR Director at Michelin Polska and an HR management practitioner with over 23 years of experience in an organization employing nearly 5,000 people—about how to systematically build employee wellbeing in a manufacturing company. We discuss: - why psychosocial risks are becoming as critical to strategy as physical safety or compensation, and what this means for employers today, - how COVID-19 accelerated the decision to implement systemic solutions and what lessons have remained, - what the ISO 45003 standard is, why Michelin was one of the first companies in Poland to implement it, and why a 93% compliance score is just the starting point, - how to measure workload in conversations with employees and why subjective assessment is key, - where an employer's responsibility for mental health ends, and whether it should have a limit at all. The journey from initial preventive campaigns to a certified system took nearly a decade. The question is: where do you start if you are just taking your first steps? This recording is from the Multi.Life channel—a corporate wellbeing platform. Check it out: https://bit.ly/42Lvf7J | Demo for HR: https://bit.ly/48Kn6nE Multi.Life is a data-driven wellbeing platform that supports employee health and development. Courses, online consultations, partner services, analytics, and an AI assistant in one platform for HR.

In a world where everyone feels like an expert on someone else's life, maintaining your own backbone, your sense of self, and your peace of mind requires immense strength. In this episode of the "Well Said" series, Andrzej Silczuk talks to journalist Dorota Wellman about how to build inner resilience and self-worth without feeding on likes and hearts, and why valuable feedback—though sometimes difficult—is one of the most important tools for growth. In this episode, you will hear about: - why having privacy is the greatest treasure in today's world, - how to wisely distinguish constructive criticism that fosters growth from hate, which is usually just an expression of someone else's helplessness and frustration, - why online (pseudo)anonymity triggers the worst instincts in people and what to do about it, - why the "green pencil method" and focusing on what we do well is more valuable than pointing out mistakes with a red pen, - why accepting feedback from others, even after decades of experience, still makes sense and how to do it without taking offense at reality. Good feedback is creative; it can help us grow, change, and move forward. Hate is not its opposite. It is just noise. And the best thing you can do with it is ignore it.