Grzegorz Grabinski

Crisis leadership is all about turning tension into calm. Last week, during our family holiday, we went on a boat trip. It started out smooth, but then the wind picked up and things got bumpy. At first, it was fun – everyone was laughing, enjoying the ride. But soon, the boat started to shake more, and what was once amusing became uncomfortable. People started feeling uneasy, some got seasick, others looked around, clearly worried: “Are we in danger?” You could feel the tension in the air, and all eyes turned to the crew: 𝐇𝐨𝐰 𝐚𝐫𝐞 𝐭𝐡𝐞𝐲 𝐫𝐞𝐚𝐜𝐭𝐢𝐧𝐠? 😨 And then… One of the captains appeared in front of the passengers – wearing a pirate hat, grinning. He cracked a few jokes about the “adventures at sea,” and just like that, the mood shifted. People started laughing, tension eased, and what had felt like a scary situation now seemed more like an exciting adventure. 🏴‍☠️ ___ When you’re leading people through a tough situation, the responsibility you carry is huge. Whether it’s a project crisis, a financial setback, or a sudden team issue, your team is watching your every move. They look to you to set the tone and decide how to react. So what to do in such times of times of uncertainty? 𝟏.   𝐊𝐞𝐞𝐩 𝐂𝐚𝐥𝐦 🧘‍♂️ Your calmness will be contagious. If you show panic, others will too. 𝟐.   𝐑𝐞𝐟𝐫𝐚𝐦𝐞 𝐭𝐡𝐞 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧 🔄 Like the captain in the pirate hat, you can help your team see a challenge from a new, less threatening perspective. Humor, confidence, and a clear focus on solutions can shift the atmosphere. 𝟑.   𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐂𝐥𝐞𝐚𝐫𝐥𝐲 𝐚𝐧𝐝 𝐑𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲 🗣️ Silence breeds uncertainty. Keep your team informed, even if the news isn't all good. What’s your go-to strategy for keeping your team steady and focused when things get tough? #Leadership #LeadershipInsights #CrisisManagement #TeamDynamics #LeadershipDevelopment #BusinessPsychology

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Each year Board Directors from across Switzerland gather to discuss the most important topics. This year Board Effectiveness was in the spotlight and MU Board and CEO Practice team ran workshops on how to evaluate and improve Board performance. What to do – and not do – to secure an Effective and Inclusive Board for your organisation: What is best practice in testing and developing Board effectiveness? What is Best practice in test and improving Board inclusion? What are the ‘no ‘go’s’ when it comes to testing and developing Boad effectiveness? To answer these key questions, participating Board Chairs and Non-Executive Directors added their insights to data collected from the MU BoardScan™. The result of the day was a comprehensive summary of Board Effectiveness best practice. Christian Schaffenberger, Mieke Weijenberg and Richard Moore form MU’s Board and CEO Practice tell us more about what was discussed – concluding on the top 3 answer to the most important questions Board Chairs and Non-Executive Directors raised. Read the article here: https://lnkd.in/d5Eb6S6c

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Each year Board Directors from across Switzerland gather to discuss the most important topics. This year Board Effectiveness was in the spotlight and MU Board and CEO Practice team ran workshops on how to evaluate and improve Board performance. What to do – and not do – to secure an Effective and Inclusive Board for your organisation: What is best practice in testing and developing Board effectiveness? What is Best practice in test and improving Board inclusion? What are the ‘no ‘go’s’ when it comes to testing and developing Boad effectiveness? To answer these key questions, participating Board Chairs and Non-Executive Directors added their insights to data collected from the MU BoardScan™. The result of the day was a comprehensive summary of Board Effectiveness best practice. Christian Schaffenberger, Mieke Weijenberg and Richard Moore form MU’s Board and CEO Practice tell us more about what was discussed – concluding on the top 3 answer to the most important questions Board Chairs and Non-Executive Directors raised. Read the article here: https://lnkd.in/dTVEgZkW

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🚀🌟 I Love Being a Leader – Do You? ❤️ A recent survey by the Initiative Chef reveals that many actually shy away from leadership roles due to stress, pressure, and long hours. These concerns are especially prevalent among women and older employees. However, I want to challenge this perception and encourage especially women to embrace leadership! At my company at konversionsKRAFT AG, we thrive on a 36-hour workweek, and yes although there are busy times, but the idea that leadership always means constant stress needs to change now. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐜𝐚𝐧 𝐛𝐞 𝐢𝐧𝐜𝐫𝐞𝐝𝐢𝐛𝐥𝐲 𝐟𝐮𝐥𝐟𝐢𝐥𝐥𝐢𝐧𝐠 𝐚𝐧𝐝 𝐫𝐞𝐰𝐚𝐫𝐝𝐢𝐧𝐠. 🤗 We have numerous positive examples of leaders in our company who manage their roles effectively and joyfully. These examples should inspire and motivate us all. To create real change in this world, we need courageous individuals which are eager to develop others. A good leader can significantly impact many lives and careers positively. -> So please let's highlight the positive aspects of leadership and create attractive conditions for leaders. We need to eliminate the myth that leadership is only about stress and pressure. 🌟 What are your thoughts? What are your experiences with leadership in your company? Share in the comments? Here you can read the full articel: https://lnkd.in/dADQUNTZ #WomenInLeadership #Career #Leadership #WorkLifeBalance #Leaders #Inspiration #ChangeTheNarrative

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𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗶𝘀 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁 𝗶𝘁 - 𝗯𝘂𝘁 𝘄𝗵𝗮𝘁 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗱𝗼𝗶𝗻𝗴? By ‚it' we mean transformation, and asking ourselves the following questions: 💜 How can healthy and at the same time productive relationships be created in the workplace - so that everyone! (people, society and the environment) benefits? 🧡 How can I engage both GenZ and baby boomers who are about to retire? 💜 And what does a company need to do to ensure that other cultures feel treated equally? These are precisely the questions we ask ourselves in our #FairEqualPay approach: 🧡 What should a company’s remuneration look like so that it contributes to a sustainable corporate culture in which everyone is motivated to contribute to the company's success? One thing is certain: a pay policy alone is by no means the basis for #Fairness. Instead, what is needed is the courage to finally talk about the #taboo topic PAY in a professional manner. Looking forward to many exciting discussions around the topic of #fairPay #equalPay #transformation Katja Mlecka Linh Dinh Herwig Kummer Heike Mensi-Klarbach Nicole Thurn Herwig Kummer Klaus Purkarthofer and many more

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After more than 10 years as a People Generalist, I’ve come to see four key roles that shape impact: 1️⃣ What are we doing and why❓ To answer this, I find myself stepping into two roles: 🤝 Sparring Partner: As a trusted advisor to senior leadership, I work to ensure our people strategy aligns with the organization’s goals. 🛠️ Technical Expert: I guide the employee life cycle, making sure every stage is handled thoughtfully and effectively. 2️⃣ How do we bring it to life❓ When it’s time to turn strategy into action, these roles become essential to me: 🌱 Facilitator/Enabler: I focus on creating a culture where colleagues can reflect, develop, and grow. 📈 Implementer/Project Manager: I keep a close eye on processes and drive the results that make a difference. For me, people work goes beyond guidelines and processes - it’s about empowering individuals and driving real transformation. 💪✨ What roles are essential to you and your work? #PassionForPeople #OrganizationalChange #PeopleGeneralist

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🌟 Do you know the difference between the pessimistic aversion trap and a fixed mindset? 🌟 ...well, not many do - but understanding these concepts can significantly impact personal and professional growth! I will give you two examples: The Pessimistic Aversion Trap: Imagine someone receiving multiple lucrative job offers but staying in their current position due to fear of failure and focusing on potential risks. This fear creates a pessimistic aversion trap, where a negative outlook prevents them from seizing new opportunities. Over time, this person misses out on growth, higher earnings, and professional development, all because of an overemphasis on potential downsides. The Fixed Mindset: Now, consider someone who believes they are not good at public speaking. When asked to lead a presentation, they decline, believing their skills are fixed and unchangeable. This fixed mindset makes them avoid challenges and opportunities to improve, reinforcing the belief that they are incapable of public speaking and causing them to miss out on chances to develop a valuable skill. They stories serve as examples of how limiting beliefs can hinder your growth. 💡 Key Differences: Fixed Mindset: Involves a static view of one's abilities. People avoid challenges, give up easily, ignore feedbacks, and feel threatened by others success. Pessimistic Aversion Trap: Involves a negative outlook on decision-making. People avoid risks due to fear of failure, leading to missed opportunities and inaction. ❓ Why it matters: Recognizing these mindsets in ourselves and others is crucial for personal and professional growth. By shifting to a growth mindset and adopting a more balanced view of risks and opportunities, we can overcome these barriers. 📈 Growth happens when we step out of our comfort zones! Which way are you taking in the forrest? And what steps are you taking to overcome these barriers? Share your thoughts and experiences below! 👇 #growthmindset #personaldevelopment #growth #psychology #selfmprovement #fixedmindset #pessimisticaversiontrap

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What if #empoweringleadership was the leadership style that not only develops #talents, but also navigates an #AI-transformed business world? To Prof. Dr. Julia Milner, leaders need to consider 4 shifts that to move from a motivational micromanagement to an effective empowering leadership style. 1- Power to empower: Avoid the advice trap. 2- Reserved to empathy: yes empathy has its place in business and will help the other 3 shifts. 3- Problems to solutions focus: don't assume there is always a problem! 4- From weaknesses to strengths: while it's important to work on development areas, recognising and using everyone's strengths is a catalyst for teams. Georgia Sheehan, while reviewing Moody's first initiatives to engage with AI, highlighted how important it is to maintain the human touch point when recruiting. I was also pleased to discuss this topic with Helen Carter from Dassault Systèmes. A great session: all this to continue developing solutions that best prepare leaders for the future: #softskills are paramount for the #futureofwork. At Get Ahead Leadership, we put them at the core of what we do. Thanks to Audrey Haverkamp from EDHEC Business School for hosting, to Pia Dekkers for moderating, and to the French Chamber of Great Britain team for organising.

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🔝🔝To me, it's fascinating to read or watch accomplished professionals talking 🎤 about their craft. From such confessions (books, written articles, or TV shows) I can extract useful things even if I'm not active in the same field as the speaker. 🥇 Well, one of the most interesting interviews I've read in recent years was the one given by a brilliant actor for The Talks website. In this interview, the real subjects are not just acting, cinema or theater but also #vocation, #perseverance, #HR and your everyday job. 👇👀 So, Ladies and Gentlemen: Mr. Christoph Waltz!

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Do you trust your leaders? When things feel uncertain, the strength of leadership can make or break an organisation. But what sets great leaders apart? Two things: trust and wisdom. Trustworthy leaders create an atmosphere of security and confidence, especially during uncertain times. They build this trust through consistent actions, transparent communication, and unwavering integrity. It’s not just about what they say, it’s about what they do. Wisdom, on the other hand, is the compass that guides leaders through uncharted waters. It’s about blending experience, knowledge, and foresight to make decisions that balance immediate challenges with long-term goals. Wise leaders don’t just react; they anticipate and act with purpose. When trust and wisdom come together, they form the backbone of leadership that doesn’t just manage change but turns it into an opportunity for growth. These leaders inspire, empower, and drive teams forward. Now, the question turns to you: How do you show your trustworthiness and wisdom as a leader? #Trust #Wisdom #Authenticity #Leadership

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I have a habit of walking at least 10 km per day. Last evening, during my cardio workout, I listened to Josh Bersin’s podcast "Why Is It So Hard To Be A Chief HR Officer (CHRO)?". I love these topics not so much for the content (you rarely hear something new here) as for the insights from a trendsetter and respected author 😊 So, the main points on "How hard is it to be a Chief HR Officer?": ✔️ The role of Chief HR Officers is evolving. AI is transforming business, and the work of HRD/CHRO is expanding every day. Jack Welch often said that HRD is the second most important job in a company. Salaries are rising and in many businesses are approaching those of CEOs. ✔️ There is a talent shortage. HR is rethinking the hiring model to one of “growth, productivity, and internal mobility,” which is more challenging than it seems. ✔️ Companies are moving away from functional hierarchy: they are reducing the number of management levels and working more cross-functionally. HR’s task is to redesign the work architecture, compensation practices, management roles, performance management, development models, and career strategy. ✔️ Thanks to remote work, every company is now global. HR must understand how and where to hire, where to place offices, and how to globalize leadership, compensation practices, employment policy, and labor relations. ✔️ Many industries are consolidating. Most HR deals with mergers or the prospect of being merged. M&A deals lead to staff reductions, integrations, and leadership changes. ✔️ Updating outdated HR technologies. Companies have dozens (even hundreds) of outdated HR systems for recruitment, training, planning, onboarding, surveys. It's time to tidy up. ✔️ Redesigning HR functions. HR teams also need to change from a "service delivery" model to teams of consultants and problem solvers. This means creating a systematic HR operating model, simplifying employee experiences, and developing HR professionals who can advise leaders. ❗️Formula for Greatness of an HR Director: Be an expert in HR + a creative change leader + a top-level executive. In the original, it sounds like this: "Great CHROs are HR experts, they’re creative change leaders, and they’re C-level business executives"❗️ Trends: 🟢 Increasing importance of HRD in the top team. 🟢 Significant turnover of HRDs in teams, most of which are external, due to the lack of good succession programs for this role within companies. 🟢 Expanding role of HRD. 🟢 Transformation of the HR function: in one form or another, it is happening in 75% of companies. 🟢 HR function itself is not developing. There are very few succession programs in HR, and the level of investment in the professional development of HR is shockingly low. Only 18% of HR departments have an internal development program, 19% rotate people between HR and business, and only 55% state that they have a "professional development culture" in HR. This is not enough. Link to the podcast in the comments 👇🏼

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An interesting article written by Hannes Leroy about the ideologial, normative view on leadership and leadership development. We should look in a non normative way to leadership. Only the specific context and expected results on short and long term defines what kind of leadership you need. Leadership is context-dependent. MU challenges traditional, one-size-fits-all views. No single leadership style or ideology is universally superior. Instead, leaders must assess the specific demands of the situation, the goals of the organization, and the needs of their teams to determine which leadership behaviors are most effective at any given time. In leadership development too many programs start from a basic superior leadership belief like shared or distributed leadership, ethical leadership, authentic leadership, servant leadership, etc. #MU #leadershipadvisory #executivesearch #leaderselectionscience

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How quickly does the future become the present? Never not learning, never not curious. This will be the title of my keynote today being part of the HR Minds conference organized by business factors Deutschland GmbH, taking part the next two days at Schloss Bensberg where HR decision makers will come together. I chose this title as curiosity and learning are two aspects which play a major and continous role in my life. I will talk about why organisations should choose the way of becoming learning organisations and what this actually mean. Is it just the next buzzword of the HR bubble? Well, I doubt it BUT of course – it depends. As always. It depends how serious we take it and if we succeed in transforming our #workforce into a #skillforce. When it comes to learning we quickly talk about systems, tools, platforms or strategies as HR departments - important and right, no doubt. My keynote will go a few steps back talking about the basics of learning cultures and in parallel aims to create new hypothesis when it comes to future-oriented learning. I am convinced there is one question in particular we might address and understand in depth when it comes to learning. How quickly does the future become the present? When is knowledge real knowledge? When is knowledge you have acquired deeply learned, i.e. relevant for you, for your organisation and hence for the planet? #Knowledge is relevant when it gets #shared, when we #dream in #problems and #think in #interdisciplinary worlds. All what I will combine in my keynote and will share more thoughts afterwards. Of course, having my recent trip to #China in mind, and still being overwhelmed and so inspired, I will share my thoughts on what we could learn from China’s learning culture. One for sure: be #quick and don’t wait for change or to be changed. More to share after the keynote. 💡 #futureofwork #futurelearning #curiosity

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Red socks in business? Headhunter’s answer! Thanks for your feedback last week. However, I still owe you my answer from a headhunter’s perspective. Here it is: I have been in countless interviews, where candidates have been “judged” on small details. Getting the job or not, thumbs up 👍 or thumbs down 👎 like in the old Rome of Ceasar. Not objective, not politically correct, but still happening, even if I would argue against it. Therefore colourful socks with a dark business outfit is walking on thin ice, it means taking a risk. I personally love colourful spots for men. I was a big fan of bright ties, when we still wore ties. I also have colourful shoe laces. I like to stick out of the crowd! 😊 My advice for you is the following: If you feel comfortable with such outfit, then be sure to make it a topic in your interview. How? For example, when the question comes, “Please tell us your strengths and weaknesses!” Then you can answer, “As you may have noticed my red socks, I am innovative, I like to challenge established routines etc.” #thetrueheadhunters

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🌟 **Let’s Elevate Your Organization Together with Exceptional Executive Talent!** 🌟 As we enter a new year filled with opportunities and challenges, the strength of your leadership team will play a crucial role in shaping your future. 🚀 **Why Executive Search Matters Now:** 1. **Visionary Leadership:** The right leaders can ignite innovation and drive your organization forward. Together, we can find the executives who will transform your vision into reality. 2. **Cultural Architects:** Your executives play a vital role in shaping your company's culture. Let’s work together to ensure that your leadership reflects your values and inspires and motivates your team. 3. **Adapting to Change:** Agility is key in today’s fast-paced environment. I’m here to connect you with leaders who can confidently navigate challenges and seize opportunities. 4. **Long-term Impact:** Investing in strategic executive hires means investing in your organization's future. Let's find those leaders who will foster growth and stability for years. 5. **Diversity in Leadership:** Diverse teams lead to richer ideas and better decisions. Together, we can prioritize inclusivity in our search for exceptional talent. I’m excited about partnering with you to secure the executive talent to elevate your organization to new heights! Let’s plan for 2025 today! 🌍✨ #ExecutiveSearch #LeadershipMatters #GrowthStrategy #DiversityInLeadership #PartnerForSuccess

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🚐 Remote Working - HR Professionals Help Needed! 🚐 The awesome Kathrin Faber is working on her MBA thesis on the C&B of international working. She’s looking to chat to HR Professionals who have a globally remote workforce - we’re talking truly mobile and actual employees rather than just ‘remote’ or gig economy. Please comment below if you can help! Shamelessly sharing a picture of my campervan Teddy - nomadic working has propelled the vanlife culture (not for me just yet but maybe one day…). #cipd #remoteworking #humanresources #workfromanywhere #wokrfromanywherejobs #remotejobs

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I am excited to speak at the International Coaching Federation (Austria DACH chapter) on 14 May on: "What does it mean to be in right relationship - How to coach relationships." There is always a dream for a relationship, whether emotional, platonic, romantic or organisational. We all long to be loved and belong. But the truth of the matter is that relationships get stuck. ➡ Sometimes our needs change and we find we are in conflict with one another. ➡ Sometimes we lose interest. ➡ Sometimes we outgrow the objective of why we came to exist in the first place. ➡ Sometimes we just need to re-kindle a spark and remember the dream of what brought us together. While this might seem more inclined towards romantic and family relationships, this applies to all relationships. Whatever the reason and wherever you are in your journey, do take 90 mins out of your busy schedule and please join me and my amazing co-coach Montserrat Asensio - PCC,ORSCC where we explore using the #ORSC methodology from CRR Global what it means to be in right relationship. Please register using the link in the comments. #executivecoaching #relationshipcoaching #leadership

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