Culture

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• Five theses for successful digital transformation

  The example of GKB shows well that a digital transformation is only successful if it is accompanied by a cultural transformation. GKB is the pioneer of digital transformation in the industry. And this is no coincidence. Rather, through a systematic development of leadership and culture, the bank has developed a commitment, trust and change capability that now enables it to implement digitalization at speed. This also shows that for successful digitization, no cultural measures can take effect as fringe or superficial ad hoc actions. Rather, digitization is only successful if it takes into account the deep structures of the company and goes beneath the surface. It is also important to strengthen the digital skills of employees. If all this happens, the digital transformation will quickly become a success. However, all companies that quickly "buy in" to a cultural transformation on the surface or with a few measures will not have this success. The decisive factor is a process of authentic transformation and the right cultural mindset in the company.

  Strategy / Vision•Prof. Dr. Heike Bruch•29 Jul 2022•10 minutes

  

• New Work and Retention Management in the Health Sector

  Figures show that the health sector is facing a dramatic shortage of care in the coming years and decades, which endangers the well-being of people. In order to recruit new staff and retain existing staff, improvements in working conditions are necessary, especially in nursing.

  Healthcare & Social Affairs•Dr. Dirk Sven Kircher, M.Sc., B.A.•20 Jul 2022•11 minutes

  

• Employer Branding explained - Definition and Dimensions of Employer Branding

  What is Employer Branding and what are the different aspects of it. The article explains all the important points to get a first overview of the topic, to understand which alignments there are and which elements are important in employer branding.

  Human Ressources•Johanna Ehses•15 Jul 2022•8 minutes

  

• Separating from employees with a positive effect - is that possible?

  Having to dismiss one's own employees is one of the worst things that can happen to a company. There is anger, there is sadness, and all the trust that has been built up in people seems to be lost. The employees may be angry; they are certainly despondent. The situation seems hopeless, doesn't it?

  Human Ressources•Dr.Ursula Meyerhofer Fahlbusch•14 Jul 2022•5 minutes

  

• 3 tips for manipulative communication on the job

  A good "communicator" knows how to push the right buttons to trigger a desired behavior. In everyday professional life - especially in hierarchical situations - this is commonplace. In this article, I show various manipulation techniques with practical examples and describe methods to undermine the manipulation.

  Leadership & Management•Ava Hauser•20 Jun 2022•8 minutes

  

• Mindset eats Hard Skills for Breakfast - 1 Reason and 3 Differences

  In times of rapid change and digital transformation, the development of digital mindset is the basis for the development of future competencies and the required hard skills.

  Culture•Julian Knorr•13 May 2022•6 minutes

  

• How 7 female leadership skills breed success for organizations

  Female leaders bring a different approach to the traditional view of what being a leader means but, more importantly, research has shown that organizations with more women in senior roles are more profitable, employees are more motivated and consequently retention rates are higher.

  Beginner / Basic•Michelle Symonds•13 May 2022•7 minutes

  

• 15 points for work-life blending instead of work-life balance for future-oriented leadership

  Future-oriented leadership means providing optimum support for employees in all phases of their lives. It is about attractive working conditions and skills development. But it's also about filling management positions sustainably and keeping high-potential employees in the company for the long term. Walk your talk - working part-time as a manager

  Culture•Sandra Dundler•22 Apr 2022•9 minutes

  

• Into the future with human competencies

  "Employees 4.0" and "Managers 4.0" could be the requirements for the company of the future. This describes, for example: Flexibility to master the digital transformation; permanent readiness for further training and to see the profession as a vocation. This also means being able to cope with the blurring of boundaries between working hours and permanent availability, while still being able to demonstrate a permanent capacity for enthusiasm. Great demands that cause anxiety. How can these demands be translated into everyday language - where can we start to improve ourselves so that we do not experience ourselves as externally controlled and inferior? By working on our own human competencies.

  Leadership & Management•Dr.Ursula Meyerhofer Fahlbusch•19 Apr 2022•5 minutes

  

• Profession or vocation to the New Work Way

  "If you quit today, we'll pay you for the time you worked and offer you a $1,000 bonus." Unusual approaches like these have been shaping the new culture in our understanding of New Work, and not just since today.

  Culture•Heike Bauer•28 Mar 2022•7 minutes

  

• Working World 4.0 in the New Work Context - Part 1: Workplace or Places

  In a time in which we are moving at an almost absurd speed due to the technical possibilities, 4 generations with different prerequisites and needs are coming together. For the companies, it is now time to finally "get going" and initiate a rethink, because the dusty "top-down" structures, insofar as they still function at all, will no longer be effective in the long term in terms of the economy and the labor market.

  Organization•Heike Bauer•28 Mar 2022•6 minutes

  

• Management of organizations in the era of great transformation

  This is the second article in the series dealing with the topic of the great transformation. I have already explained in detail in the first article that this is a large subject area that goes far beyond currently frequently discussed topics such as digital transformation, work 2.0, home office work and New Work. In this article, I now propose a process that I consider meaningful and promising for harmonizing your company or organization as well as possible with the challenges of our time in the purpose of a location determination and realignment. This dynamic process, which is not to be understood as a concept or model, has the goal of promoting a more holistic way of thinking, which ultimately also leads to new types of structures, processes and an image of man that is better suited to the demands of our time. In my view, this is long overdue, because time is pressing, new approaches are required, and untapped potential that has been overlooked so far should be uncovered and utilized.

  Culture•Andreas R. Belvedere•21 Mar 2022•14 minutes