Everyone experiences tension when the desired state differs from the current state. Tensions can be large or very small. Often, employees are not given the necessary space to articulate or resolve their tension. When left unsaid, tensions accumulate, leading to frustration and helplessness. An important element of self-management is tension-based work. This supports employees in perceiving, differentiating and resolving their tensions. This method not only promotes personal responsibility but also shifts the focus from problems to solutions. Structures and processes are therefore adapted to changing needs and made more innovative and effective.

Tension-based work is the engine of change.

In traditional work models, tasks and responsibilities are tied to fixed positions. By contrast, in role-based work, the distribution of responsibilities is less centralised and based more on strengths and competencies. This enables employees to be active co-creators within their organisations. Traditional hierarchies are dismantled and replaced by a competence and purpose-driven hierarchy.

Responsibility is a source of personal development and self-efficacy.

Efficient meeting formats support operational collaboration within the team by exchanging relevant information efficiently and addressing current tensions. Clearly separated from this, governance involves the definition of structures, processes and rules. There are different decision-making processes for deciding on changes – whether autonomously within a role or collectively by consent. Thus, changes can be implemented quickly and incrementally. New insights are integrated through iterative cycles. Clarity and transparency lead not only to higher efficiency but also to stronger trust within the team.

Collaboration is an iterative process fostering continuous learning.

The focus of work is often on the 'what', and perhaps the 'how', with regard to operational processes and their execution. But what are the reasons to get up and go to work every morning? Only the 'why' gives us a fundamental understanding of daily actions and decisions. Therefore, another important element is the purpose, which answers the central question: "Why does the world need us? What is our shared compass?"

Purpose serves as identification and orientation.

In everyday work, tasks and processes do not always function as defined or expected. Conflict can arise when our needs are not met. With Nonviolent Communication, these conflicts are addressed with empathy, needs are expressed, and actionable feedback is given. Alongside a shared attitude, trust and security are consolidated. Like any new language, it takes practice and time to communicate fluently. There are supportive methods on the relationship level to address interpersonal challenges.

Interpersonal work is the key to mutual understanding.