This was our opening question for a recent day on leadership with the management team of an international global client. Why did we ask this obvious question? Because it is hardly ever asked. Instead, most writings, teachings and lectures on leadership describe the role of leadership and how Great Leaders
by Julia Culen & Christian Mayhofer (thanks to Stefan Culen for translating) German Version: Zukunft von Organisationen: 4 Trends und 10 Ideen Four driving forces for change and ten ideas for rethinking our perception of work and organizations The drive for change is not a Gen Y phenomena. In the
It’s a rough and exciting time for our clients who develop their organizations and lead them towards a powerful and successful future; creating an exciting workplace where people love to work and spend relevant parts of their lives is key. Let’s start with the key challenges most organizations
Whenever people, businesses, countries are unhappy with the present situation, they start talking about the future. They are developing future visions, (currently it’s the Vision 2022), some “stretch goal” that would inform them what to do now. Isn’t that great. Like I if I were unhappy with my
.. what would you say? Strange enough, today we were asked that question without any pre-warning. After a long day of walking along the cliffs, driving through the vineyards near Healdsburg and seeing the magic redwoods, we took a rest at the pool of our hotel, a glass of wine
Earlier this week, I got a call from an HR Manager of a major European industry group: “Our managers went through great and very expensive international leadership programs. They really enjoyed the trainings and the feedback was excellent. There is just one problem: the quality of leadership has not improved
Viele Organisationen bewegen sich äußerst schwerfällig und behäbig. Mehr Anstrengung führt zu immer weniger Ergebnis und immer mehr Druck. Ein anderer Weg wäre, diese Muster zu hinterfragen und sich diese bewusst zu machen und neue auszuprobieren. Organisationen haben grundsätzlich die Kompetenz, zu eleganten sehr effiziente Organisations- und Verhaltensmuster zu finden.
Many people are led by a deep belief that stress, pressure and heaviness are proof we are working hard enough. Sometimes they are even proud of all the sufferings they go through, – proof! But what if, on the contrary, a sensation of lightness and flow shows the right track? A
Traditional hierarchical/pyramidal organizations are still the prevailing way corporations and most social systems are being organized. Although many of them are not workable and not delivering the necessary performance and innovation, it may be too risky, too difficult or too impossible to change the structure. (Not only) in this
Change management is an outdated concept – it is not the main organizational challenge any more, having been replaced by mastering complexity, volatility and reality of life as well as emerging patterns and needs of organizations. This is why: – Change management suggests that there is anything like “stability management.” What a
“People are good” and “Our clients have to love us.” These are the two key messages out of many other relevant ones we and our client management team got during two days of meeting and exchanging ideas with Jean-François Zobrist, former CEO of the French production company FAVI. All
English: Future of Organizations: 4 Trends and 10 Ideas 4 Treiber von Veränderungen und 10 Ansätze, wie wir Arbeit und Organisationen neu denken können Summary & Fazit Wenn es um die neue Welt des Arbeitens geht, wird viel polarisiert: Alt gegen Neu, Jung gegen Alt, GenY gegen GenX und Baby