Det i sin tur stärker företagskulturen. Med andra ord ges verksamheten förutsättningar att bli ännu bättre på det man redan gör bra parallellt som man får tillgång till effektiva verktyg för att hantera de störningsmoment som vi vet alltid dyker upp.
Why Choose the Enzoway Method?
The Enzoway Method helps strengthen and clarify focus, leading to greater engagement and smoother communication among all stakeholders in a company. In turn, this reinforces corporate culture. Simply put, businesses become even better at what they already do, while also gaining access to an effective tool to manage disruptions that inevitably arise.
The Enzoway Method helps to both strengthen and clarify focus, which leads to both increased commitment and smoother communication between all stakeholders in the company.
This in turn strengthens the corporate culture. In other words, the business is given the opportunity to become even better at what it already does well, while also gaining access to effective tools for handling the disruptions that we know always arise.
The Enzoway Method includes:
➡︎ Eight fundamental models
➡︎ A kit with materials for mini-workshops led systematically by the manager
(Teams co-create and improve daily operations, structure, and work environment.)
➡︎ The Enzoway App (introduced when the team is ready)
(Includes all eight models and additional resources.)
➡︎ Implementation consultants for support throughout the process
Ingen förkunskap behövs, chefen behöver bara ligga lite före i "spelboken". Cheferna lär sig att processleda sina egna team. Processledning innebär också att bygga och vårda ett effektivt och harmoniskt team, ledaren blir den naturliga facilitatorn. Vilket leder till kontinuerlig utveckling framåt och uppåt. Målet: Ni gör det själva! Effektivisera arbetet, främja samarbete, engagemang och uppnå gemensamma mål.
No prior knowledge is required. The manager simply stays a step ahead in the “playbook.” Managers learn to facilitate their own teams, building and nurturing an effective, harmonious team. This leads to continuous development a forward and upward trajectory.
Let's guess...
You have probably thought and reflected on both the Enzoway Method and everything else you have learned over the years about leadership and self-leadership. You have likely imagined yourself effortlessly: ➡︎ Guiding conversations with ease. ➡︎ Creating more movement and process within your teams. ➡︎ Reframing objections effortlessly with the help of increased understanding. In short, as a manager and leader, you want to positively influence people in a way that simply "just works." But do I really need this? Will it make a difference? Let us ask you this: How many leadership and self-improvement books have you read by now? You have covered most of this genre, you have absorbed a vast amount of theory. But when it comes to conversations and relationships in the real world, something is still missing. Most people approach leadership and self-leadership improvement the wrong way—they try to learn it like a school subject. They read, take notes, memorize techniques, but here’s the reality: The Enzoway Method is not like math or history; it is more like riding a bike... You don’t learn to ride a bike by reading about it. You learn by getting on the bike and figuring it out as you go. The Enzoway Method has distilled everything into 8 fundamental models, each designed as ten small mini-workshops. And best of all: To ensure that every company and organization implementing the Enzoway Method gains maximum value and efficiency, our Implementation Consultants provide continuous support throughout the entire process. They work side by side with the organization’s employees to ensure a smooth transition and sustainable performance improvement. They not only offer technical and strategic support but also help strengthen autonomous leadership, fostering a culture of trust and empowerment. With the help of the Implementation Consultant, the Enzoway Method becomes not just a theoretical and practical framework but a truly integrated part of the organization’s daily operations—encouraging responsibility, independent decision-making, and personal growth at all levels.
Mellancheferna har ett stort ansvar i att driva, de ofta ständigt pågående, förbättringsarbetena. Det är inte alltid förbättringsarbete upplevs som just förbättring utan snarare bara som förändring. Vi människor har inte sällan en instinktiv motvilja till förändring.
Successiv förbättring å andra sidan är något vi har lättare att hantera. The Enzoway fokuserar på det sistnämnda. Genom att kommunicera en tydlig riktning samt involvera medarbetarna i att identifiera olika störningsmoment
som ligger i vägen och hur de ska elimineras ökar vi engagemanget i arbetet att nå förbättring. Det i sin tur minskar både stress och frustration hos de som ska leda och driva arbetet.
"Change work" to "improvement work"
Middle managers have a great responsibility in driving the often ongoing improvement efforts. However, improvement work is not always perceived as actual improvement but rather just as change. We humans often have an instinctive resistance to change. Gradual improvement, on the other hand, is something we find easier to handle. The Enzoway Method focuses on the latter. By communicating a clear direction and involving employees in identifying various obstacles that stand in the way—and how to eliminate them—we increase engagement in the process of achieving improvement. This, in turn, reduces both stress and frustration for those leading and driving the work.