Seite wählen

Supporting future HR with education for a digital world

ggs_digital_hr_moocIf you want to change a self-stabilizing system (like hierarchy) it takes various actions, great teams, endurance and multiple levels to create impact. Next to my work at Continental AG, various keynotes, articles, mentoring, blogging, interviews, podcasts, role modeling, discussions… education is also a great way to ensure not only todays world evolves, but future generations will learn about different ways of working – or at least sharing experience and showing them „it could be different too“.

Dr. David Wagner and the GGS (German Graduate School) offers a modern format education program (guided and well structured MOOC) for Human Resource Management in the Digital Age 

 

I had the opportunity to contribute from our practical experience. The „special“ about it: (mehr …)

Weckruf HR – Arbeit 4.0

Auf PersoBlogger.de findet gerade der 5. Blind HR Battle mit Dr. Winfried Felser gegen Simon Mamerow statt.

PERSOBLOGGER.de

PERSOBLOGGER.de

 

Es geht um das Thema „Arbeit 4.0“. Da ich direkt angesprochen wurde und in beiden Argumentationen gute Aspekte fand, viel es mir nicht leicht einen der beiden zu voten – in diesem Fall ist ein Kommentar sicher sinnvoller:

  • Beide haben vermutlich recht / ist es nicht sowohl als auch?
  • HR ist Taktgeber (leider derzeit noch öfter als Bremser)
  • HR hat nicht den besten Ruf/ jetzt wäre die Zeit diesen durch Wertschätzung und Perspektivenübernahme auf allen Hierarchieebenen zu verbessern

(mehr …)

Questions for HR Business Partner

Time is changing – specially for HR I see many new topics rising. The term „HR Business Partner“ implies that HR acts as a consultant for business leaders. Based on current evaluations, HR is not the function with the most advanced digital know how, nor being the function with the highest interest in it (still).

In my eyes HR is in front of a major decision about their future: Either administer the current tasks and ongoing actions or designing the organization of the future. If the choice is keeping business as usual, I am quite sure, this will end in being out-sourced fairly soon. We already see digitalized, automated services providing many of the HR services at a much more efficient way than an internal department could. Also being able to benchmark various companies (and sell those results) is a great advantage.

Based on my „Digital Self Assessment“ I put together some questions, HR colleagues might want to ask (themselves):

(mehr …)

Information Overflow!!

Too much information!!

With this article, I would like to share my answer to this very common complain…

Many people complain about the increase of information, the flood of photos, videos, their speed and even channels providing them

information_overloadpicture cc from mindwerx.com

 

The desire to come back to a simple world is growing throughout all ages.

A big argument in the digital transformation is that with all that new media, channels and possibilities, we are creating an information flood (text, photo, video…).
That sounds reasonable – but is only partly true.

We do not „create“ an information flood – we are making it visible / accessible!

In „good old times“ we had reporters, investigating, selecting, curating content and served it via newspaper or TV – We only had to choose our „education level“ (e.g. shows or news)
Also at work our managers made our work simple and selected what we need to know and gave us directions what to do.

That worked fine in an disconnected and mostly stable, local environment. Now we are living in a highly connected, agile and dynamic environment.

The information itself did not really (mehr …)

Our Sender-Receiver Problem in Business

Sender-Receiver Problem in Business

Sender-Receiver Problem in Business

Yesterday in our Enterprise 2.0 Meetup in Stuttgart (here are some tweets about it), I presented my interpretation of the „Sender-Receiver“ Problem, which I often see in Business Situations and Leadership. The following model is based on the experience I made with the GUIDE Concept to introduce Social Business in a global company.

In the past I realized that the leader, project teams or authorities, which tried to change something in people, faced sometimes just little effect. Analyzing what „they“ wer thinking about (and focusing on) – giving tasks or trainings to others on one side and listening carefully about the questions the people had (and their reactions) on the other – showed me a big gap.

In the GUIDE concept I was trying to build the virtual team of the GUIDEs on a Vision (we built together) and „TRUST“ and giving people freedom to act (or I would call it „offering chances„), we could reach great, divers and fascinating results.

If we see every task or action – as a CHANGE for the potential target group, we might realize, that we need to think of the impact in a different way:

(mehr …)

Review IBM BusinessConnect 2013

Ein Tag mit Vorträgen und Gesprächen auf der IBM BusinessConnect mit dem Motto „Quer denken. Zukunft lenken“ und was ich mitnehmen konnte.

IBM BusinessConnect 2013

IBM BusinessConnect 2013

Zusammengefasst gab es nichts dramatisch Neues – wohl aber war deutlich zu erkennen, dass Social Business ein neues Level erreicht hat. So finden immer mehr Erfolgsgeschichten, Zahlen, Umfrage-Ergebnisse, Finanzkennzahlen Einzug in die Vorträge – gleichzeitig steigt die Menge der Firmen, die ernsthaft den Einstieg oder Ausbau planen deutlich.

Besonders schön fand ich auch die Aussage „Enterprise 2.0“ führt man nicht ein – man kann es „werden“ … es ist ein Prozess (Danke an Stephan Grabmaier für den Satz!) … und geht damit genau in die Richtung einer „Kultur-Entwicklung“

Mein Dank gleich an dieser Stelle an alle persönlichen und (vormals) virtuellen Kontakte, die ich in der kurzen Zeit treffen konnte – es war wieder ein sehr fruchtbarer Austausch – der mir das gute Gefühl gegeben hat… auf dem richtigen Weg zu sein 😉

Hier eine Zusammenstellung der von mir besuchten Vorträge mit „Stichpunkt-Protokoll“ (mehr …)