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The power of digital collaboration networks

Digital Collaboration Network Basics

The power of digital collaboration networks > no pictures, just a bit of my essence about scalable digital collaboration network impact

As in the offline world, networks are one of the most valuable success factors!

With this post I want to how I build a valuable personal network and what you can expect by what I have learned myself. I started building my networks in various platforms. It has been (and is) a wonderful journey full of appreciation, valuable insights, tremendous learning and unbelievable results. (like being nominated TOP HR Influencer by Haufe lately again)

Important for me – it is NOT about self-marketing in the first place, but what I would call „Digital Work Style“ – Working more transparent, granting others insights to my workflows, sharing questions and results early on, asking for feedback or examples from my followers and having valuable discussions online, is „the way I work“

Digital Reputation should be a nice SIDE EFFECT!
Powerful networks are an answer to complexity!

For sure I am far away from being what press calls an „influencer“ in terms of those YouTube stars, having more followers than famous news channels, but in my specific areas, I could manage to receive quite some attention. With this post I share how:

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Bridging the digital gap with business transformation

Wow, what an awesome visualization the Keen Folks put together here – but the content is even more amazing.

Learning from thought leaders across the industries has always been a great inspiration to me. For the second time now I have been invited to contribute myself some experience and thoughts to this collection of insights:

Check out their great web experience at with their study results

Invest in realizing your achievements, not measuring it.

(mehr …)

Im Beirat Digital C@MPUS-le@rning!

Die Universität Hildesheim mit dem Zentrum für Digitalen Wandel hat ein mehrjähriges Projekt gestartet, dass ich als Beirat aktiv unterstützen darf. Unter dem langen aber doch sehr aussagekräftigen Titel:

Implementierung und Transfer digital unterstützender Lehrformate für selbstgesteuertes, virtuell-räumliches und kokreativ-kollaboratives Lernen

wird bis Juli 2024 unter Leitung von Prof Dr Jürgen Sander, Birgit Oelker, dem Uni Team und ausgewählten ExpertInnen gemeinsam an Lösungen gearbeitet. Auch die Transparenz und Sharing ist Teil des Konzepts, so sollen die Ergebnisse auch anderen Fächern, Hochschulen und Bildungseinrichtungen zugänglich gemacht werden. Die drei Säulen sind „Self-learning“ „Virtual learning und „Co-Learning“ mit allen Mitteln der Digitalität.

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The VIDEO – New Work Style Story

Project VIDEO review

Within the last two and a half years, we set the basis for a massive transformation at Continental. We re-designed learning, communication, change and support – as well as methods, tools and most of all the „attitude“ or mindset behind it. We built divers global networks with about 5000 People, created new roles to deal with constant changes coming from the cloud based software as a service setup.

About 25 tools, more than a dozend learning options, our own artificial intelligence social bot, a trust based manifest with our works council and many many other highlights are the results of two years of experimenting with leadership, culture techniques, technology, various forms of networks, decentral – crossfunctional teams and respect for humans at the first place.

(mehr …)

Courage for Change – A little Inspiration for Organizational Rebels

This article – originally in German Language on LinkedIn received already more than 9000 views, 400 likes and about 70 valuable comments and more than 1000 re-shares (yes I am a bit proud) Sebastian Kolberg kindly provided the translation here:

  • Why is change so difficult?
  • How can an organization meet the challenges of the digital age?
  • What can I contribute to this?

Not a few ask themselves these questions. Here are some personal thoughts and the hope to encourage you to swim against the current more often!

No, this is not a call to revolution, but a well-intentioned inspiration,

to start with yourself,

no matter if you are a board member, team leader or employee.

Everyone can change the world(mehr …)

Vortrag Microsoft Office 365 – New Work Style Migration bei AUDI

In der Vortragsreihe der AUDI AG „Zusammenarbeit 2.0“ war ich eingeladen über Erfahrungen mit Enterprise Social Media, unserem globalen GUIDE Netzwerk sowie der aktuellen Transformation (Einführung von Microsoft Office 365 – New Work Style) zu sprechen:

New Work Style ist dabei eine Kulturentwicklung mit dem Fokus auf Transparenz und Sharing, effizienteres Arbeiten (einfacher, weniger Aufwand, mehr Wirkung) sowie moderne Zusammenarbeit, welche die digitalen Möglichkeiten nutzt.

Simon Dückert (Cogneon Akademie) (mehr …)

AUDI Keynote zur #Zusammen 20

Eine Serie von Keynotes und Diskussionen zur Zusammenarbeit für und mit Interessierten Mitarbeitern der AUDI AG in Ingolstadt, organisiert von der Cogneon Akademie – und diesmal auch mit Live-Stream nach Neckarsulm.

Bereits zum zweiten mal war ich eingeladen über unsere Erfahrungen bei Continental zu sprechen. 2015 ging es noch um die Einführung von Enterprise Social Media. Diesmal waren Erfahrungen in aktuellen Change Projekten und wie Social, Sharing, virtual Collaboration und Netzwerke dabei eingesetzt werden.

Als mir wichtige Aussage möchte ich darauf hinweisen, dass wir heute sehr oft versuchen mit bestehendem Wissen, (mehr …)

Mein Interview zum IOM16 Summit

Das „Klassentreffen“ in Deutschland, Vorreiter zum Thema Digital, ist der IOM SUMMIT, dieses Jahr unter dem Titel:

Der Digital Workplace
und die digitale Arbeitsorganisation von morgen


Im Vorlauf zu meinem Beitrag auf dem Event am 27. September gab es mit Björn Negelmann und Susanne Bach zum Thema Mitarbeiter Engagement ein Interview.

Das gibt es hier zum Nachlesen:


hier klicken

Ein paar Statements daraus:

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Collaborative writing – appreciation and lessons learned

I am officially flashed!

In the spirit of social collaboration, I asked my network to review, extend, criticize and challenge my draft for an article. Before I will consolidate the great input to one fluent document I would like to say a big THANKYOU to all the thoughts and work, which the contributors shared.


By the way I am really questioning myself, if my consolidation is the best way to value the great input, or if going back to a single author article is not a fall-back?

I want to share my learnings of former, similar experiments and my experience of this public one – after showing you the hero’s of my network: (and believe me – group editing of a long text is not just fun“)

3f37e65Guido Bosbach 308e4a0Frank Edelkraut 28591e6Winfried Felser
0f92abbBernd Gewehr AAEAAQAAAAAAAAVRAAAAJDAzMTYyMjcyLTFjMWYtNGNiOS1hNWE0LTZhMGY1ZGU1ODY4OALukas Fütterer 09271a6Frank Kleinert
yh9n4ie0y1qcq837aks9_400x400Samuel Treiber AAEAAQAAAAAAAAPnAAAAJDdhN2IyODJjLTkwZGYtNDE3ZS1iYTlhLTkwZDU3MzdiNzY5OQKerstin Schinck AAEAAQAAAAAAAAbyAAAAJGQ3OTRmMmI2LTMxN2EtNDQ0Yy1iZGE4LThkNGRiNzdhYjJjMQRoland Panter

+ 4 anonymous

 It is not very common, to write an article with multiple authors (22). Here are some lessons I learned so far:

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Social Collaboration Maturity Level 2 – „WHAT“

Observing colleagues going through the maturity phases I noticed – as in most other change processes – their questions changed quite a bit, helping me to identify very fast which maturity they have achieved so far. That is very important to be able to help them with accurate support. This might sound very trivial and clear, since we know that for years, but for changes into something we have not completely understood, gone through it takes a while to build an understanding for those levels.

Social Collaboration is a new level of exchanging knowledge, working together and communicating – like going from paper based to electronic exchange es described here



… Typically you would read the rest of the article out of my perspective – but I do want to experiment: Why only writing about it only and not actually demonstrating collaborative work!

So this article will be published (next) Sunday, September 4th – until than, you can follow „us“ how it grows – and you can even get involved as an author:


click here to read the draft or contribute to it





Social Collaboration Maturity Levels

social_collaboration_maturity_levelsWorking in virtual teams requires a new set of communication and collaboration skills. Based on todays available technology we have many more options for collaborative work without the limitation of time and location. Accepting that virtual collaboration is a compromise, it is the status quo for our todays work with colleagues, teams, companies, customers or suppliers.

Social Media has shown us many advantages – but not everyone can see them yet.. or trusts their promises. We can compare the impact with going from handwritten letters and Overhead-Projectors to eMail and Beamers – the last communication „update“.

Ask yourself:

Could you do your job
with handwriting and static foils – today?

Social Collaboration is the logical next level, enabling us to engage network communication, reducing the known physical limitations … being an answer for the demands of an agile, complex world, where not One final Answer but diversity leads to success.

With the experience of a decade of internal and external adoption, here is a first summary (mehr …)

Collaboration with other countries

Führung im Wandel

Benedikt Scherer from Cogneon asked me to share my experience – specially when it comes to train colleagues in Asia. He wrote a summary of his one week visit in Tokyo for training reasons. Here are some statements experience by testing new leadership and social collaboration (on eye level) as well as lessons I have learned:
We often hear that colleagues from Asia seem not to give much feedback. In my eyes many (specially) german colleagues just want „Yes, understood“ as a feedback, but not really an open discussion, or even own ideas. The reason is on one side, that we typically involve other countries after everything is decided and rolled out in Germany. Second it is so easy to call their „culture“ as – no need for explanation or change management effort… they do as told and don’t question things. This totally denies that we are talking about humans:


No matter from which country or culture,
humans have a lot more in common,
than what is separating them!

I experienced in various projects that real interest, changing perspective, real listening and understanding their hierarchy and social connections drives great results and most of all participation, engagement and of course feedback, too.

A different approach – Learning by Teaching:

Why not sending them your training material (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:

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Keynote auf der BITKOM KnowTech



Als kleine Einleitung auf meine Keynote mit dem Titel Lebendiges Wissen – Organisation als lebendiger Organismus im Rahmen der BITKOM KnowTech  – dem Kongress für Wissensmanagement, Social Media und Collaboration am 15./16. Oktober in Hanau hier ein paar Links auf Einträge in meinem Blog, die zu diesem Thema passen. Ich bin sehr gespannt auf regen Austausch!

Für die KnowTech Blogparade hätte ich gerne konkret die Fragen beantwortet – das schaffe ich aber zeitlich leider nicht… vielleicht sind hier auch einige Antworten enthalten.



Für die, die nicht zur KnowTech kommen können: Cogneon wird am 15.10. Abends von 19:30-20:30 Uhr von der Veranstaltung unter live podcasten…

Einladung: The digital workplace revolution

Ich möchte Euch herzlich zum IOM-SUMMIT in Deutschland – genauer im KOMED Köln Mediapark einladen. Dort wird intensiv über Wege in moderne Organisationen nachgedacht, erfolgreiche Beispiele besprochen und an Konzepten wie dieser massive Kulturwandel funktionieren kann, entwickelt.

IOM Summit 2014

IOM Summit 2014

Veranstalter ist Kongress Media unter Leitung von Thomas Koch und Björn Negelmann, der alle zusammenbringt und sicher wieder einen äußerst kompetenten Moderator geben wird, sowie dem freundlichen Team. Diese spannende Veranstaltungsreihe lockt neben Fachleuten auch ein immer erfahreneres Publikum an. Sonst so typische Frontbeschallung wechselt sehr schnell in hochwertige Dialoge, interessante Auseinandersetzungen und hat bereits so manche sinn- und wertvolle Initiative begründet. Ich freue mich sehr auf diesen spannenden Austausch und ein wiedersehen mit vielen erfolgreichen „Weltveränderern“

Mein Beitrag dieses Jahr:

Vortrag am 25. September, 14:15 – 15:30 Uhr zu  (mehr …)

Infographic about Flexibilisation & Individualization

20140518_infographic_flex_individual_teaserAccepted – it is not really an infographic – there are just no pictures included. I still like to use this format for the action-effect-chain.

This time I tired to display how Social Media can help on Flexibilisation and Individualization – which is highly required for our more and more complex world. Agility is for many people and organizations a threat – first because it is a change (and natural behavior to any change is denial and fighting at first) and because it is against the traditional stability we all like to have – something reliable.

Taking a look into our real world – a lot has change already – and our work environment has not really adopted yet. Homeoffice, working mobile and virtual teams are a solution for our demand for diversity, new family models (with both working and still having kids) and also for our future – new retirement options (for those who do not just want to get kicked out of the life-long social environment, loosing all responsibility, connections and purpose) and our higher mobility.

Of course there are also very critical issues to it – so let’s start discussing it and getting into detailed argumentations… Here is todays infographic: (mehr …)

IBM Connect in Orlando

Once a year the social collaboration professionals and enthusiasts meet in Orlando / USA to present their new ideas, software and achievements in social adoption. IBM as the host of this huge event with about 6.000 participants demonstrated great logistic skills and built a perfect base for all the presentations, sessions, trainings, executive meetings and global networking.

The two major opening shows where really impressive with many VIP guests, who almost all had great stories to tell – as well entertaining and educating. I sure hope we will see some of them as video recordings.

IBM Connect 2014 in Orlando

IBM Connect 2014 in Orlando


Also the sessions, where we could meet the product managers and developers where a great opportunity to address important topics directly – and build efficient networks 😉

I want to give you a very brief „notes – protocol“ and some quotes and own thoughts I gathered during the six days – you might get an idea and some inspiration, what it was all about. (mehr …)