Skip to content

Home
About
Book Strategy Call

Home
About
Book Strategy Call

Home
About
Book Strategy Call

Featured Child Page

Home
Side Navigation
Sample Feature Page
Featured Child Page

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

Side Navigation
Sample Feature Page
- Featured Child Page

Werkwijze

Privacyverklaring

Algemene voorwaarden

Volg ons

Contact

info@stijnvanwilligen.com

David Blesstraat 28HS, Amsterdam

Instagram

stijnvanwilligen

🥢 MSc. Founder @nutriaiplatform: Your recipes in a whitelabeled app.
💡 Moralys (partner Chivo) leadership training & 1on1 coach.

🛟 Most leaders I speak to on behalf of Moralys

🛟 Most leaders I speak to on behalf of Moralys are 𝗱𝗿𝗼𝘄𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗱𝗮𝘆-𝘁𝗼-𝗱𝗮𝘆.

They're looking for a solid framework to regain 𝗴𝗿𝗶𝗽 𝗮𝗻𝗱 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀:

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.

🕊️ 𝟭. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗺𝗼𝗿𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽

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 team’s interest above your own, even within hierarchy.

🧭 𝟮. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆

Team members don’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.

🤝 𝟯. 𝗦𝘁𝗶𝗺𝘂𝗹𝗮𝘁𝗲 𝗰𝗼𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻

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:

▪️ What drives them? (𝗰𝗼𝗿𝗲 𝘃𝗮𝗹𝘂𝗲𝘀)

▪️ What are they good at? (𝘄𝗼𝗿𝗸 𝘁𝗮𝗹𝗲𝗻𝘁𝘀)

▪️ How do team differences complement each other? (𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝘁𝗲𝗮𝗺𝘄𝗼𝗿𝗸)

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

🌱 𝟰. 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗲 𝗻𝗲𝗲𝗱 𝗳𝘂𝗹𝗳𝗶𝗹𝗹𝗺𝗲𝗻𝘁

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]

🌍 𝟱. 𝗔𝗶𝗺 𝗳𝗼𝗿 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲 𝗴𝗼𝗮𝗹𝘀

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 team’s subgoals with them.

🗝️ 𝗕𝗿𝗶𝗻𝗴 𝗶𝘁 𝘁𝗼 𝗹𝗶𝗳𝗲

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

In our Moralys leadership program you'll learn how.

🎯You get promoted, earn a nice salary, and your

🎯You get promoted, earn a nice salary, and your name appears in the management team overview.

But your authentic core values? You’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 “extrinsic” goals - rooted in values like image, wealth, and fame - often leads to unhappiness and burnout.
[Bradshaw 2023, Reyes 2024]

🎙️ Listen to the full podcast episode “Leading in line with your values” via the link in my bio.

___

🔬 Scientific evidence:

▪️ Bradshaw et al. (2023): “A meta-analysis of the dark side of the American dream: Evidence for the universal wellness costs of prioritizing extrinsic over intrinsic goals.”

▪️ Reyes et al. (2024): “Materialism predicts burnout through the basic needs: Individual-level and within-person longitudinal evidence.”

🌎 Every human being finds all 10 basic values o

🌎 Every human being finds all 10 basic values on the visual map important.

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

That’s where tension often begins.

Your top 3 basic values are what we call your “core values.”

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]

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

🔗 Connection - feeling warmly accepted in groups of people you want to belong to.

📈 Competence - getting better at tasks through a variety of challenges and feedback.

⚖️ Justice - feeling fairly treated and acknowledged for your contributions.

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

▪️ 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.

▪️ Idealism (altruism/universalism) and Competition (self-enhancement) can also be at odds.

Example:
A manager calls out underperformance. The employee pushes back: “I prioritize quality over speed, especially when working with vulnerable clients.”

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.

“Quality over quantity”: concerns that are rooted in the subvalues Helpful and Loyal (basic value “Helping”)

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

Say: “Yes, of course it’s important to prioritize quality over quantity, because otherwise we’d lose these important client relationships.”

Then you show that you respect their core values.

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

🎙️ 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.

😲The 16 personalities (MBTI) website design is

😲The 16 personalities (MBTI) website design is and was breathtaking. I smoothly rolled through the questions and got a “freakishly accurate” description of myself:

The result was spot on! And all those people in the reviews had the same experience: “Spot on!”

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.

🟥 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 MBTI’s advice reports.

For the four 🟦 🟪 🟧 🟩 and the types based on them, it has never been proven that they predict anything useful, except for an in-depth conversation.

🌍 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.

🚶‍♂️ 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 “Leiden met Lef” podcast episode 2 with myself and Chi from @chivo.opleidingen via the link in my bio.

Load More... Follow on instagram!

Facebook

Facebook

Copyright 2012 - 2017 Avada | All Rights Reserved | Powered by WordPress | Theme Fusion

Loading Comments...

Write a Comment...

Email (Required)

Name (Required)

Website