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5 Elements of Working Out Loud

WOL - Blick über die Schulter

John Stepper gave us a great gift with his Book „Working Out Loud„. Our world becomes more and more digital, so new behaviors, new habits and competence is needed to master it. Besides it would be great to make our world a better place too;-)

For our Organization I introduced Working Out Loud also as a personal development method, which is available for our employees around the world. I am convinced that this is a great method HR can use to guide employees into our digitalized world, and it is the foundation for working with virtual teams or making home office finally possible.

Since we are a technology driven company, I made some little adaptations in order to overcome the first hurdles and offer a solution which fits to their concrete needs.

So here is my interpretation of the 5 Elements of Working Out Loud (which John just recently revisited), (mehr …)

Keynote at 600Minutes Human Resources

Keynote at 600 Minutes HR

Looking forward to my Keynote at 600 Minutes Human Resources conference / Munich Hilton Park, tomorrow.

My Topics will be Digital Transformation, Co-Creation, Working Out Loud, CoachNet, Networks, Leadership, Digital Maturity and of course the role of HR.

What I specially like about this event is their advanced digital organization, via a modern web based platform (delegate portal) to setup meetings and connections in advance, to comfortably get all the needed details – paired with a very personal and friendly service. Absolutely professional and innovative – so I am curious if this positive impression will meet my further expectations.

Here is the presentation for my Keynote: (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 …)

Digitale Tranformation von Unternehmen – DGFP Kongress

Unter diesem Titel findet nächste Woche der DGFP (Deutsche Gesellschaft für Personalführung) Kongress in Berlin statt. „Fragen für eine Zukunftsorientierte Unternehmensführung und HR Management“ – mich freut es ganz besonders, dass inzwischen auch renommierte Vertreter des Personalwesens das Thema Enterprise 2.0 auf der Agenda haben. Das sah noch vor einem Jahr völlig anders aus*. Perfekt dazu passt natürlich die von unserem Vorstandsmitglied Ariane Reinhart (HR) veränderte Schreibweise „Human Relations“ – wie in meiner Präsentation zum Enterprise 2.0 Summit Paris gezeigt (und inzwischen über 900 mal geladen wurde).

Wer noch teilnehmen möchte – bis 23.02. geht das noch hier

DGFP Kongress

DGFP Kongress

Ich bin eingeladen mich im „Level 6“ mit dem Thema „Wie begleitet HR den Veränderungsprozess von Unternehmen und Menschen?“ am Beispiel von verschiedenen Firmen – moderiert von Stephan Grabmayer, wohl einem der erfolgreichsten HR-Transformations-Aktivisten in Deutschland zu beteiligen. Ich freue mich auf eine sicher sehr spannende Diskussion (mehr …)

Infographic about organizational learning and knowledge management

Infographic Organizational Learning and Knowledge Management

Infographic Organizational Learning and Knowledge Management

Knowledge Management in the past decades was aiming for collecting, storing and categorizing knowledge. In my eyes it failed – Huge databases of dead documents have been built with tremendous effort and very little outcome. Usability, maintenance or accessibility – it just did not work – not to mention the never reached ROI (=return of investment). Our perfectionism and demand of having something „final“ before releasing or even publishing just adds another big hurdle for knowledge to become visible (Do you know those topic_final_v3.docx or topic_final_last_version.pptx files ;-))

We can not afford anymore to hide knowledge in databases, eMails or archives – only if we grant easy access to it, we will be able to develop answers for our complex present and future. Building a „learning organization“ and collaborating across borders would be a sustainable way for future demands and challenges.

Knowledge does not need to be „managed“ – it needs to „come alive“ by USING it, SHARING it, (mehr …)