Synergies of the 3 perspectives
Dealing with stress and resilience
There is an obvious overlap here. Individual stress management contributes to the resilience of the individual and at the same time has a positive impact on the entire team and the corporate culture.
Communication and team dynamics
Through the necessary self-reflection, employees improve their communication skills. This leads to a better team feeling and a sustainable improvement in the company-wide communication culture.
Setting goals and preventing burnout
Individual target agreements and burnout prevention enable employees to achieve personal goals, but also to ensure individual satisfaction, resilience, and motivation in the long term, which in turn contributes to the continuous development of the company.
Conflict potential of the 3 perspectives
Individual needs vs. the needs of the organization
Individual goals are based on personal growth and well-being but must also be in line with the overarching goals of the organization. If the two are not clearly communicated or do not fit together, conflicts can result.
Pressure to perform and risk of burnout
The company and the manager often strive for more performance, while employees are looking for a better balance between performance pressure and individual well-being. This can lead to conflicts. It can also lead to conflict between the company and the manager, who focuses more on the individual employee and strives for a balance between demands and performance and the employee’s individual need for relaxation and recuperation.
Management development and burnout prevention
Conflicts can arise if the development needs of employees and the organizational goals do not coincide.