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Featured Child PageStijn van Willigen2013-02-13T17:51:22+00:00


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stijnvanwilligen

๐Ÿฅข MSc. Founder @nutriaiplatform: Your recipes in a whitelabeled app.
๐Ÿ’ก Moralys (partner Chivo) leadership training & 1on1 coach.

Stijn van Willigen | Science-based identity & wellbeing coach
๐Ÿ›Ÿ Most leaders I speak to on behalf of Moralys ๐Ÿ›Ÿ Most leaders I speak to on behalf of Moralys are ๐—ฑ๐—ฟ๐—ผ๐˜„๐—ป๐—ถ๐—ป๐—ด ๐—ถ๐—ป ๐˜๐—ต๐—ฒ ๐—ฑ๐—ฎ๐˜†-๐˜๐—ผ-๐—ฑ๐—ฎ๐˜†. 

They're looking for a solid framework to regain ๐—ด๐—ฟ๐—ถ๐—ฝ ๐—ฎ๐—ป๐—ฑ ๐—ฝ๐—ฟ๐—ถ๐—ผ๐—ฟ๐—ถ๐˜๐—ถ๐—ฒ๐˜€:

This is our 5-step wheel for effective leadership. 

Effective: that team members reach their goals without dropping out or leaving because of their manager.

๐Ÿ•Š๏ธ ๐Ÿญ. ๐—ฃ๐—ฟ๐—ถ๐—ผ๐—ฟ๐—ถ๐˜๐—ถ๐˜‡๐—ฒ ๐—บ๐—ผ๐—ฟ๐—ฎ๐—น ๐—น๐—ฒ๐—ฎ๐—ฑ๐—ฒ๐—ฟ๐˜€๐—ต๐—ถ๐—ฝ

As a leader, you were given power to support collaboration toward shared goals.

Moral leadership starts with awareness of that role and promotes putting the teamโ€™s interest above your own, even within hierarchy. 

๐Ÿงญ ๐Ÿฎ. ๐—ฆ๐˜‚๐—ฝ๐—ฝ๐—ผ๐—ฟ๐˜ ๐—ฎ๐˜‚๐˜๐—ผ๐—ป๐—ผ๐—บ๐˜†

Team members donโ€™t mind when you tell them *what* needs to be done and by when.

But once you also dictate *how* to do it, this often feels like micromanagement. 

It undermines autonomy.

๐Ÿค ๐Ÿฏ. ๐—ฆ๐˜๐—ถ๐—บ๐˜‚๐—น๐—ฎ๐˜๐—ฒ ๐—ฐ๐—ผ๐—ผ๐—ฝ๐—ฒ๐—ฟ๐—ฎ๐˜๐—ถ๐—ผ๐—ป

Once (1) moral leadership and (2) autonomy support are in place, prosocial behavior follows naturally: the basis for real collaboration.

Also, get to know your team:

โ–ช๏ธ What drives them? (๐—ฐ๐—ผ๐—ฟ๐—ฒ ๐˜ƒ๐—ฎ๐—น๐˜‚๐—ฒ๐˜€)

โ–ช๏ธ What are they good at? (๐˜„๐—ผ๐—ฟ๐—ธ ๐˜๐—ฎ๐—น๐—ฒ๐—ป๐˜๐˜€)

โ–ช๏ธ How do team differences complement each other? (๐—ฒ๐—ณ๐—ณ๐—ฒ๐—ฐ๐˜๐—ถ๐˜ƒ๐—ฒ ๐˜๐—ฒ๐—ฎ๐—บ๐˜„๐—ผ๐—ฟ๐—ธ)

Recognize and celebrate those differences. Then align them with your shared business goals.

๐ŸŒฑ ๐Ÿฐ. ๐—™๐—ฎ๐—ฐ๐—ถ๐—น๐—ถ๐˜๐—ฎ๐˜๐—ฒ ๐—ป๐—ฒ๐—ฒ๐—ฑ ๐—ณ๐˜‚๐—น๐—ณ๐—ถ๐—น๐—น๐—บ๐—ฒ๐—ป๐˜

We all share the same psychological needs: connection, autonomy, justice, and competence.

Collaboration helps meet these needs. 

But once you, as a leader, can name them, identify which require attention, and adapt your communication accordingly, then people truly start to thrive. [Slemp 2024]

๐ŸŒ ๐Ÿฑ. ๐—”๐—ถ๐—บ ๐—ณ๐—ผ๐—ฟ ๐˜€๐˜‚๐˜€๐˜๐—ฎ๐—ถ๐—ป๐—ฎ๐—ฏ๐—น๐—ฒ ๐—ด๐—ผ๐—ฎ๐—น๐˜€

Sustainable goals feed psychological needs. 

Materialistic goals often frustrate them and correlate with ill-being. [Bradshaw 2023]

The key? Keep prioritizing the first - like self-expression and social contribution - and align your teamโ€™s subgoals with them.

๐Ÿ—๏ธ ๐—•๐—ฟ๐—ถ๐—ป๐—ด ๐—ถ๐˜ ๐˜๐—ผ ๐—น๐—ถ๐—ณ๐—ฒ

These steps are research-based and practically applicable in any organization. 

In our Moralys leadership program you'll learn how.
๐ŸŽฏYou get promoted, earn a nice salary, and your ๐ŸŽฏYou get promoted, earn a nice salary, and your name appears in the management team overview.

But your authentic core values? Youโ€™re probably neglecting them.

Because deep down, you feel empty, compelled to prove yourself to the outside world. Unfulfilled and inauthentic.

Our Moralys advisor, Chi Chiu from @chivo.opleidingen , explains in the video why primarily chasing such โ€œextrinsicโ€ goals - rooted in values like image, wealth, and fame - often leads to unhappiness and burnout.
[Bradshaw 2023, Reyes 2024]

๐ŸŽ™๏ธ Listen to the full podcast episode โ€œLeading in line with  your valuesโ€ via the link in my bio.

___

๐Ÿ”ฌ Scientific evidence:

โ–ช๏ธ Bradshaw et al. (2023): โ€œA meta-analysis of the dark side of the American dream: Evidence for the universal wellness costs of prioritizing extrinsic over intrinsic goals.โ€

โ–ช๏ธ Reyes et al. (2024): โ€œMaterialism predicts burnout through the basic needs: Individual-level and within-person longitudinal evidence.โ€
๐ŸŒŽ Every human being finds all 10 basic values o ๐ŸŒŽ Every human being finds all 10 basic values on the visual map important. 

However, we don't all rank them the same way.

Thatโ€™s where tension often begins.

Your top 3 basic values are what we call your โ€œcore values.โ€ 

They shape the story you tell yourself - and others - about why something is important to you: 

All 10 basic values are deeply rooted in our 4 universal psychological needs: [Ryan & Deci, 2017]

๐Ÿงญ Autonomy - living according to your self-chosen norms & values.

๐Ÿ”— Connection - feeling warmly accepted in groups of people you want to belong to.

๐Ÿ“ˆ Competence - getting better at tasks through a variety of challenges and feedback. 

โš–๏ธ Justice - feeling fairly treated and acknowledged for your contributions.

Differences in core values can clash in the workplace and our overall lives:

โ–ช๏ธ Pioneering (innovation) and Traditionalism (preservation) rarely go hand in hand.

Example: A manager suggests a new approach. The employee prefers the clarity and security of existing rules.

โ–ช๏ธ Idealism (altruism/universalism) and Competition (self-enhancement) can also be at odds.

Example: 
A manager calls out underperformance. The employee pushes back: โ€œI prioritize quality over speed, especially when working with vulnerable clients.โ€

However, these value differences are also an opportunity for stronger relationships, leadership and better results - if you value these differences.

Steps:

1. *Listen* - really listen - to the concerns of the other person.

2. *Understand* the core values behind those concerns.

โ€œQuality over quantityโ€: concerns that are rooted in the subvalues Helpful and Loyal (basic value โ€œHelpingโ€)

3. *Acknowledge* the validity and importance of those concerns and values

Say: โ€œYes, of course itโ€™s important to prioritize quality over quantity, because otherwise weโ€™d lose these important client relationships.โ€

Then you show that you respect their core values. 

Defenses drop, they become more open to *your* perspective.

๐ŸŽ™๏ธ With Chi from @chivo.opleidingen , I explore this topic in our latest podcast episode: see bio.

It includes how to uncover whether your core values are *controlled or authentic* & our science-based values test.
๐Ÿ˜ฒThe 16 personalities (MBTI) website design is ๐Ÿ˜ฒThe 16 personalities (MBTI) website design is and was breathtaking. I smoothly rolled through the questions and got a โ€œfreakishly accurateโ€ description of myself:

The result was spot on! And all those people in the reviews had the same experience: โ€œSpot on!โ€

And lo and behold, two weeks later, I was no longer an ENTJ but an ENFJ.

In the following weeks, I regularly drifted to ESFJ, while my job application process based on ENFJ was still ongoing.

๐ŸŸฅ The high inconsistency of MBTI is very obvious. [Howes 1979, Pittinger 2005]

But even if you always get the same type result: 

Ask yourself whether you want to base important life decisions on MBTIโ€™s advice reports.

For the four ๐ŸŸฆ ๐ŸŸช ๐ŸŸง ๐ŸŸฉ and the types based on them, it has never been proven that they predict anything useful, except for an in-depth conversation.

๐ŸŒ Hou may recognize yourself in the result and it might sound logical, just like the idea that the earth is flat.

But our research shows (and this is also very practical): 

If you walk in the same direction long enough, you just end up where you started.

๐Ÿšถโ€โ™‚๏ธ So before you start walking:

Rather navigate with a your map based on your Big 5 and HEXACO results, which we know actually predict useful things. [Anglim 2018, Pletzer 2021, Zell 2021, etc.]

_____

Wondering about other color tests? 

Listen to our โ€œLeiden met Lefโ€ podcast episode 2 with myself and Chi from @chivo.opleidingen via the link in my bio.
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