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WE can change the world!

I have been invited to a Diversity Network for an inspiration Keynote / Excellence talk around Change, New Work Style, Trust, Leadership and Networks. My core statement: We CAN change the world, trust me it’s worth trying. I invite you to read my thoughts with additional comments and background… there has been no better time to start… now.

Inspiration to invent a future worth living in!

The future we want, needs to be invented otherwise we will get one, we don’t want (Joseph Beuys)

This quote is intended to be an inspiration to think about what drives us and me personally. Do I have a picuture of a desirable future for me or my kids? Do I go beyond „arguing about today’s issues“ by having constructive discussions on how things „COULD/Should“ be – and taking actions towards such a possible future. This is not just a task for executive boards or politicians, but for every single person – especially leaders.

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10 Tipps for better Homeoffice

Being in home office for more than a decade (fully at home – 600 km away from my (no longer existing physical) workplace in headquarters) – here are some tips, to make life better during Corona Isolation

Homeoffice Tips
Homeoffice Tips… maybe beyond the typical things you read elsewhere

e.g. better food when having no/little time to cook:

  • experiment with healthy food (fast food is not a long term solution) – faster, but healthy food recommendations without cantine:
    • smoothies with fresh ingredience, nuts… (if you hate milk, use joghurt or fruit juice)
    • soups can be prepared (bigger amount) – just need to be heated up
    • wraps, sandwiches can be prepared very fast
    • salads in any kind (fruit salad, vegetable salad, fish salad)
    • try also international: couscous, sushi, tortilla, pancace/crepes, egg receipies, pies, sprouts, roots, casseroles

My Top 10 Recommendations for Home Office:

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Your choice: Evolution or Revolution

How much time do you really invest in learning?

Sometimes it feels like living on a different planet. For some people all the innovation, technology and (digital) options feel very disruptive, the future completely unclear, even frightening. Others can’t wait to get the next update…

If change feels like a revolution – re-think your priorities!

Electric cars, Wearables, Bitcoins, Virtual Reality… what a Buzzword bingo, but hey, there is nothing revolutionary or disruptive:

todays technology is around for quite a long time!

There have been electric cars 20 years before Ford or Daimler invented combustion engines, Virtual Reality came up in the 1970’s. I bought my first PDA (what we call Smartphone today) 1997 – the same year I started Video-conferencing too.

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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.

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Introduction to LinkedIn Business Networking

I use LinkedIn as my professional Business Networking Platform – since May 2011. In 2016 I started various tests, where I could find more value in this platform, other than „just being there“ and getting mails from people selling something, headhunters or advertisements (back than).

Maybe it helps you too, to get started or to enhance the value of your profile.


Today I have more than 3800 contacts and 4400 followers, my articles reached a total of about 50k viewers – far away from being a „real influencer“ but good enough to share some experience.

Main learning:

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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 …)

Twitter for beginners – an introduction

TWITTER ?

27.12.2017 – translation of my post from 2015 translated by Sebastian Kolberg

What is Twitter? What’s that good for? How does that work? …. “But I don’t want to tell you everything about myself… that doesn’t matter anyway… it’s just nonsense… I can’t do anything with it…” > Questions and sentences I come across very often.

I myself have been watching Twitter for over a year before I registered there in February 2009. To my question at that time: „How does it work?“ I got the answer: „You will only understand this when you have written 1000 tweets“ – at that time an unimaginable number – or period of time.

Currently I have written more than 14300 messages, shared more than 1400 pictures and am quite happy about more than 3200 followers.

Twitter Profil Harald Schirmer

Twitter Profil Harald Schirmer

https://twitter.com/haraldschirmer

Twitter will soon be 12 years old – that’s why I would like to give a short overview or an introduction to Twitter in this article: (which often happens verbally – but the topic can’t be explained in a few minutes, making it more efficient and sustainable here in a blog post)

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Core elements of digital collaboration platforms

What do almost all collaboration platforms have in common?

learning the basics about the
five core elements of digital collaboration,
will make your life a lot easier!

No matter if it is UBER, Amazon, Facebook, Twitter, Slack, LinkedIn, My Hammer, eBay, YouTube, ESN…? Many people struggle about the great amount of different platforms. Once they realize that mostly they are depending on others, which platform they should use (because the company uses it, an event participation requires you to use it, you university or even your sports club), many are frustrated because of the huge variety of available platforms, apps and systems.

 

20160918_core_digital

Let’s make it easy again!

They almost all work quite similar:

Taking a closer look, most platforms start with a registration (mehr …)

Digital Transformation is not a project!

Thoughts about change, projects and a better way to deal with something new … People Development

You can’t get around digital transformation anymore. So far so good. Now the strategists think of how to react, what to do and where to go. It seems a natural reaction to start a „Digital Transformation Project“. Projects are a known method, structured, including return on investment (#roi) and Key performance indicators (#kpi), milestones, having an assigned core team to drive it and ideally a good sponsor.

digital_no_project

But this is not the way to do a transformation into something, most people don’t have a clue about, in an unpredictable world (called VUCA). A world where the successful players are experimenting, driving agility to its limits, betting on vague ideas and taking substantial risks, to win the next level. … And they usually do that in weeks or month / while our typical project are ready to roll out after 3 years… maybe?

 

Digital Transformation MUST NOT be a project!

  1. It is an absolute C-Level task … you can not delegate it
  2. Everyone needs to be involved … not just some stakeholders
  3. Experiment and fluently learn…you can not set clear, long term targets
  4. Experience the new options and build on them …ROI becomes visible afterwards… there is no formula for upfront
  5. Engage for an ongoing process …it will not be over soon (or in 3 years)
  6. It is necessary for all functions to self-re-invent … don’t rely on the available functions (they will self protect from change)
  7. If you stick to the original plan – you miss the magic left and right
  8. The influence from „everywhere“ is just to big and vital

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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 …)

Corporate Learning 2.0 MOOC – Woche 1

In den nächsten 8 Wochen geht es im diesem MOOC um das Lernen im Organisationsumfeld. Jede Woche übernimmt eine andere Firma die Inspirationen – diese Woche ist es die Deutsche Bahn mit Ihrem „Next Education“ Projekt (Whitepaper). Simon Dückert hat mich eingeladen mit Ihm in wöchentlichen Video-Podcasts den aktuellen Stand erst gemeinsam und dann mit Interessierten zu besprechen – 167 Zuschauer waren dabei. Als Basis dafür dient uns BLAB.IM ein Videoportal, das gegenüber Google Hangout einige Vorteile hat (Integration mit Twitter, Kommunikativer mit den Zuschauern, die auch einsteigen können, Liste der live und geplanten Blags, DirektFeedback). Unser nächstes Video gibt es dann kommenden Montag, 28.09.2015 um 16:30 Uhr

Unsere Blab Video Review

Unsere Blab Video Review

unser Video Review zum Nachsehen (mehr …)

Gelerntes vergessen lernen?

Denk mal mitWas für ein seltsamer Titel? Am 21. September startet der Corporate Learning 2.0 MOOC #CL20 – in Vorbereitung darauf möchte ich einige Gedanken teilen, die mich zum Thema „lernen“ seit langem beschäftigen. Das Beschreibung entstammt aus verschiedenen eigenen Erlebnissen aber auch Erfahrungen mit diversen Change Projekten, Trainingssituationen zu verschiedenen Organisationsprojekten und aus der Kulturentwicklung. Letztlich hat die Agilität, Dynamik und „Wucht“ der Digitalen Transformation den Stein ins Rollen gebracht.

Lernen verbildlicht:

Dschungel

Dschungel       Foto: © Irochka

Bevor wir etwas über einen Sachverhalt „wissen“ herrscht in diesem Bereich Dunkelheit. Wir haben eventuell nur eine Ahnung, wie etwas sein könnte. Im übertragenen Sinn gehen wir also in einen unbekannten Dschungel. Dort gibt es Vorgaben, Möglichkeiten und Hindernisse. Mit unserer „geistigen“ Machete bahnen wir uns einen Weg durch das Dickicht in Richtung Ziel. Wir kommen (mehr …)

Self Assessment – Digital Maturity

Digital Transformation is a buzzword – hardly anyone can explain that with only a few sentences. For most people it is even „just an IT topic“. Today I introduced the idea of an self assessment at the DGFP Zukunftswerkstatt in Berlin – and got quite some good feedback (Thank you for the additions!!)

Technology surely is a trigger in Digital Transformation, but it is all about people, behavior and a very different attitude.

My idea (which I am currently discussing in various groups) is to have a sort of mapping, where people or even organizations can find out, where they are, and where they want to grow too.

Self Assessment - Digital Maturity

 

In a first step, I would like to offer this matrix (mehr …)

Working Out Loud in practice

WOL - Blick über die Schulter

WOL – Blick über die Schulter

After privately and in business context testing various ways on how „Working Out Loud“ as a new way of Organizational Learning can be used, here are some first examples and „lessons learned“ – combined with some thoughts where this could develop too. To start with an overall impression – WOL has enormous potential for engagement, receiving appreciation and most important an extra-ordinary „real life“ and „real time“ learning experience.

Working Out Loud is in my eyes one great answer to our fast developing environment, where regular learning setups come to their limits. It is fast, direct, almost no preparation needed, most relevant and authentic, valuable for both sides and depending on the setup very sustainable (re-usable) – perfect for improvement, networking and constant learning.

This is nothing really new – in Generations we used to learn and improve by looking over others shoulders – now with the possibilities of „Digital Transformation“ and its tools, we can are no longer limited by being personally there, or living in the same „time zone“… it is scalable now!

Overview:

  1. Working Out Loud via Status Updates
  2. Working Out Loud Session of Experts
  3. Working Out Loud of a „Beginner“
    Working Out Loud of „Anyone“
  4. Working Out Loud – personal experience
  5. Shop floor (production) WOL  with „Google Glasses“
    Common tips for practicing
    Resume

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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 …)