Rui Rocha Ribeiro’s Post

It was with great honour that we welcomed His Holiness, Pope Francis, on board our aircraft on a very special flight, marking a historic moment for our Company. Back in Rome 🇮🇹, he is the fourth Pope we have taken back home, always with the utmost care and comfort.

TOP 3 europeu e TOP 25 a nível global! 🏆 A AirlineRatings.com anunciou a lista das “TOP 25 de Companhias Aéreas de 2023” e a TAP Air Portugal foi classificada como 3ª melhor Companhia Aérea da Europa e 13ª a nível global. Esta distinção é obtida com base numa classificação de segurança de sete estrelas e demonstração de liderança em inovação para o conforto dos passageiros. Obrigado por este reconhecimento! Saiba mais em https://lnkd.in/dKHY2yZK. ✈️

Cultural change has a lot to do with interconnectedness of humans. A focus on personal values and our relationships helps. Why? Here are my thoughts. In the past months, my management team at Lufthansa Airlines and I have thought a lot how to create a working environment that allows our employees to thrive. One that fits right now and for generations to come. We do see the world is changing. Not only because of the demanding working conditions during and after the pandemic. I do think the past years only unearthed that we need a new way of working. A new understanding of the role of management. I believe people enjoy their work when they: 1. experience “psychological safety” 2. like their tasks and the way of interacting with each other 3. can be authentically themselves 4. and experience a sense of purpose of their work. But how is that possible? The author Frederic Laloux noted that an organization cannot develop further than the level of development of its leadership. And I couldn’t agree more!!! Employees adjust their behavior to the behavior of their management. If you want to change the culture of an organization – you need to start with yourself. Because truly new ways of working are always the result of internal development of people. It is not about new tools or methods. So the whole Lufthansa Airlines management started a journey of inner development. We reflect ourselves and change certain action patterns that were helpful in the past, but are not favorable for a culture in which employees love to come to work. Our goal is a new cultural alignment and we call it “We take off to take care”. That explains the one picture with the slogan which was taken at an event for our employees – it is a light installation on our first 787. The other one shows the evolution of the past decades on our aircraft. How do we start? We receive (and give) honest feedback. We look at the #culture of our meetings. How do we interact with each other and with employees? Can everyone speak up? Do we show appreciation? Do we honor and trust the experience of our experts? Because in our highly complex world no one can know everything in such depths as a true expert. We learn to listen to emotions – not only the facts. I’ll be honest: At first, all of this felt as if it rather belonged to personal, private space, not a working environment. But this is probably my most interesting take-away: All this has simply to do with relationships. How we interact as humans. Because we all are interconnected. And connection works the same way in an organization as in any community. I am curious: What are your thoughts and is anyone else on a similar journey? Please share! #WeTakeOffToTakeCare #culturaldevelopment