Minola Jac

Following up on the Project Management Institute 's gorgeous European #Eulim2024 with my co-volunteers from PMI Switzerland, I've delved again in Paul Watzlawick et al's Axioms of Communication. Despite being 60 years old, this book has wonderful analyses of self sustaining conflicts and #conflictresolution. Combine it with Gamze Karayaz,Ph.D.,PMP and Aija Moeller 's seminar on conflict resolution, as well as https://lnkd.in/e6kqyrPw will help you tremendously.

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It was a pleasure to have Oliver Kannapin, Lead Consultant in FranklinCovey DACH and co-author of best-seller "The 4 Effective Leadership Strategies" in German, join me on The Nature of Leadership podcast. Below is one of many valuable insights that came out of our conversation around the influence of leadership, with a focus on the connection between strength of character as a leader, and high-trust, effective teams. I'll ask you the same question I asked Oliver: What's emerging about the nature of leadership that you think we should all take notice of? https://lnkd.in/eFffnW26

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It is hard enough to act intelligent, and now machines can do it better? There is but one choice left: enslave the machine, absorb its power into yours. And to do that, what better than to join PMI Switzerland just before the holidays for an online practice workshop? Register while we have enough facilitators! https://lnkd.in/esKJftWS #leadership #management #ai #artificialintelligence #project #projectmanagement #future #technology

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The recent update regarding the HR operating model sparked questions about the extent to which the project addressed the role of technology alongside traditional role and responsibility definitions. The answer: significantly and fundamentally. In today’s landscape, technology is undeniably an integral part when considering new operating models, whether it's in support functions or core business operations. Based on my own experience, technological innovation often serves as a catalyst, prompting a reevaluation of the operating model, or at least it should. Modern HR platforms and systems enable entirely new service models, leveraging self-service features and automation, with transformative impacts on the entire HR function and organization structure. Technological innovation is not always the driving force behind the redesign the ways of operating; changes in the company's environment and strategy also necessitate periodic review and updating of operating models. I'm eager to hear your insights and thoughts on this topic! #technology #hroperatingmodel #hrconsulting #futurehr

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Companies may want to assess #skills to define #jobs, roles and development, and they need to assume every employee can learn new skills. Josh Bersin explains why organizations need to view skills more holistically and move beyond technical proficiencies. #FutureofWork #career

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Book by Climate Coaching Alliance: Ecological and Climate-Conscious Coaching As a practitioner of Systemic Coaching approach, I'm impressed by the breadth and depth of content in this book, the case studies, tools, exercises, and reflection, etc. that will help underpinning the practice of climate-aware coaching professionals and I will strongly recommend this book to those who are entering in this field. #CCA #Climate-conscious_coaching #Eco-engaged_coaching

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Psychological Safety in the Workplace - how do we define it and what can we do to make it happen authentically? Hear from Ken Lloyd, Ph.D., the author of "Performance Appraisals for Dummies" and many other classic workplace studies, and me. Edwin B Cohen, as always, is asking the right questions to get us going!

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While there have been improvements in diversity and inclusion in most corporate functions, boards are still populated by people of a very similar background. I rarely such much diversity of thought on boards nor an inclusive culture - instead exclusive. My colleague Wout Van Impe met with GUBERNA - Instituut voor Bestuurders/Institut des Administrateurs to talk about the importance of diversity and inclusion and to give a stepwise guide on how organisations can implement this in their selection and recruitment procedures. "We could state that there is an academic consensus on the fact that diversity is a key ingredient for better quality of governance decision-making. Furthermore, a large body of academic literature finds a positive relation between increasing inclusivity on Boards and Executive Committees and organizational effectiveness. We observe that inclusive and diverse boards and management teams perform better. Collaboration, innovation, improved decision-making, and better stakeholder engagement are all fostered by a diverse composition.  We must also keep in mind that diversity is important, but not sufficient. To enhance team performance, it often comes down to inclusion. Nonetheless, in Belgian practice we see that diversity and inclusive leadership are maybe still undervalued in the Boardroom. Some organisations definitely have a ‘diversity problem’.  This brings us to Wout Van Impe, partner & Team Director MU Belgium, for a conversation about both technical and strategic issues on how to enhance the diversity and inclusivity of board and leadership teams." Read the full article here: https://lnkd.in/gptT-biq

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Do you ever #hibernate? When I founded The Art of Leadership Studio, I wanted #SEASONALITY built into our yearly calendar. I believe that to perform at our very best, we need to alternate times to #perform, and an “off season” to #renew and recuperate. As such, in the summer, the team takes several weeks free of client engagements. Of course, it’s an opportunity for holidays. Hurray to that! 🏔🌲 But it’s much more than that! This downtime is an opportunity to calm our busy minds, to allow for #future-thinking, to engage in whatever fuels our #energy. A few questions we reflect on as we start our 2024 summer hibernation: 👉 What do I need to engage in this summer, in order to refuel my #energy tank?  👉 What topics do I want to dive into this summer, to come back with new #knowledge and fresh #ideas? 👉 How can I use this downtime to reflect on my #goals, and plan for the second part of the year? 👉 Is there something new I can try, to broaden my #perspective and challenge myself?  👉 Which #books do I want to sink my teeth into to feed my curiosity? 👉 Have I put off anything that I want to attend to this summer? Downtime is not just doing nothing at all - it is gifting ourselves with peace, clarity, renewing our #excitement about the future, and preparing ourselves to come back into action with deeper #intention and energy. What is your secret to ensure you stay refreshed and at your best all year round? #Leadership #Seasonality #Innovation #PersonalGrowth #ProfessionalDevelopment #Recharge #ReflectAndRenew #FutureThinking Syabil Nor Izzat Bin Jumari Celine Pratx Steve Greenaway The Art of Leadership Studio Rob van den Pol

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𝗗𝗲𝗮𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝗚𝗲𝗿𝗺𝗮𝗻𝘆 🇩🇪 This week I had the pleasure of delivering a training session on change management in Germany. Navigating change can be challenging anywhere, but in Germany, certain cultural specifics play a key role in how employees and organisations respond to change. 𝑯𝒆𝒓𝒆 𝒂𝒓𝒆 𝒔𝒐𝒎𝒆 𝒉𝒂𝒄𝒌𝒔 𝒇𝒐𝒓 𝒎𝒂𝒏𝒂𝒈𝒊𝒏𝒈 𝒄𝒉𝒂𝒏𝒈𝒆 𝒆𝒇𝒇𝒆𝒄𝒕𝒊𝒗𝒆𝒍𝒚 𝒊𝒏 𝑮𝒆𝒓𝒎𝒂𝒏𝒚: 1️⃣ Emphasise structure and planning: Germans appreciate well-organised, structured approaches. Make sure your change management plan is clear, with step-by-step details, timelines and goals. Employees expect to know what's coming and how it will affect them. 2️⃣ Communicate early and transparently: Germans value transparency. It's important to communicate the reasons for the change, the benefits and the expected outcomes clearly from the outset. Surprises are generally unwelcome. 3️⃣ Involve employees and works councils: Collaboration is key. Works councils have considerable influence in German companies and need to be consulted at an early stage. Employee involvement builds trust and reduces resistance. 4️⃣ Training and development: Providing employees with structured training and resources to help them adapt to change shows that you are investing in their development, reduces anxiety and improves commitment. 5️⃣ Patience and consensus: Decision-making in Germany tends to be consensus-driven, which can slow things down. Take the time to build consensus at all levels to ensure lasting commitment to the change.  6️⃣ Long-term focus: Present change as a long-term investment in the company's success. Germans tend to take the long view, so showing how the change aligns with the company's sustainability and future growth will resonate better. Of course, every company and industry is different, so the approach to managing change may vary. However, understanding these cultural elements can provide a strong foundation for smoother transitions. What strategies have you found to be effective in managing change, especially in the German business culture?

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From HR Leader to Change Catalyst: Eva Klevås on Driving Organizational Transformation as an Executive Interim Manager We have talked to Eva Klevås, who has navigated diverse roles and challenges, showcasing resilience and a passion for driving organizational change and growth. She has extensive experience from management and HR from both international and local environments, in both the private and public sector. Why did you decide to become an Executive Interim Manager? “I joined Kraftringen in 2017 as Head of HR and it was intriguing with a new industry. But the role was less complex than I desired, and Interim Management became a natural fit, focusing heavily on retail and organizational restructuring. My roles have varied from coaching HR leaders to supporting CEOs in organizations lacking strong HR frameworks. The variety and challenges continue to excite me. Whether it's guiding organizations through transformations or coaching leaders to enhance their strategic HR capabilities, each project brings its own set of opportunities to make a meaningful impact.” In 2023/2024 you had an assignment as Interim HR Director Nordics at Air Liquide GAS AB, can you tell us about your role? “Air Liquide group is the world's leading supplier of gases, and related technologies and services for industry and healthcare with operations in 73 countries. As HR Director Nordics, I managed operations and oversaw HR transformation programs across multiple countries, which was exhilarating, like sprinting on a treadmill. I stepped into a team that had been without leadership due to paternity leave, necessitating immediate action. The focus was on change management due to an ongoing HR Transformation Program, including changing payroll provider in all Nordic countries. It also included building solid relationships with stakeholders, essential for steering the company forward amidst significant transitions. There was no time to learn, just dive right into it. It is a fantastic company with genuinely kind and competent people. The collaboration with Nordic Interim has been very good, professional and competent.” Read the whole interview here: https://lnkd.in/deRpeSk2 #interimmanagement #hr #changemanagement

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𝗗𝗮𝘁𝗮-𝗱𝗿𝗶𝘃𝗲𝗻 𝗛𝗥 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝘁𝗼 𝘁𝗮𝗰𝗸𝗹𝗲 𝘁𝗵𝗲 𝗱𝘆𝗻𝗮𝗺𝗶𝗰 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗰𝗹𝗶𝗺𝗮𝘁𝗲 𝗼𝗳 𝟮𝟬𝟮𝟱. With challenges like economic uncertainty, geopolitical tensions, and AI transformations, people analytics offers critical insights to optimize HR strategies. Dani Johnson from Red Thread Research explains how data can help HR leaders focus on productivity, employee wellbeing, and generational dynamics. Curious about how data can enhance your HR approach in the coming year? Read more in the article: https://lnkd.in/en4q8Du7 #𝗽𝗲𝗼𝗽𝗹𝗲𝗮𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 #𝗵𝗿𝘁𝗲𝗰𝗵 #𝗮𝗶𝗶𝗻𝗵𝘂𝗺𝗮𝗻𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀

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Ever wondered how culture shapes leadership? Does your leadership style resonate globally? Check out our latest deep dive "The Impact of cultures on leadership" written by our Gabriele Kamps. In today’s interconnected world, understanding the intricate relationship between culture and leadership is not just beneficial—it’s essential for success. Different cultures bring unique interpretations to leadership, influencing everything from decision-making and communication styles to conflict resolution and motivation techniques. Are you ready to adapt and lead in a culturally diverse environment? Discover actionable strategies in our full article! #Leadership #GlobalBusiness #DiversityAndInclusion #TalentManagement #MorganPhilips

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Companies with more women leaders outperform their competitors. But how do we move beyond lip service to real change? Get actionable strategies in 'Beyond Inspiring Inclusion: Strategies to Close the Gender Gap in Executive and Board Leadership'. Read it here ➡️ https://lnkd.in/gbZaSA34 #womeninbusiness #womeninleadership #leadershipinsights #csuiteleaders

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Authentic Leadership ESSENTIALS: I Am Good Enough. Episode 4 again features Doris Henke, an HR Executive from Munich, as my guest.  In this episode, we focus on the insight that I often encounter during Authentic Leadership retreats - I am enough. We explore what this means in terms of Authentic Leadership and also discuss Doris' experience of this insight in the business world. Doris Henke https://lnkd.in/d8P-wpAY #leadershiptraining #leadershipcoaching #authenticleadership #leadershipdevelopment #leadership #selfdevelopment #vulnerability #psychologicalsafety

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As work exponentially evolves, the ask of the HR function is increasing in equal measure. My colleague Alexandra Zea and I explore the evolution of the function and discuss its next mandate #futureofwork #futureofhr Mercer, Mercer US, The Fast Future Executive, Caltech Executive Education

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Let me translate Lars Neckman's final paragraph: "There is a very interesting forum/setup, precisely about the value of understanding the informal network, from several perspectives. A "Talk Club" about #ONA, #OrganizationalNetworkAnalysis (e.g. to get the informal network visualized and thus capture completely new and valuable insights about your organization). Curious? The next session is on May 23rd!" This session is about using informal networks for stakeholder management and swarm-the-target strategies. It will be 100% interactive, featuring a deep dive into the stakeholder management challenges faced by one of our seasoned members leading a 400+ employee organization. Join now: https://lnkd.in/dm45j-6R #ONTC #OrganizationalNetworkTalksClub #Collaboration #Change #Innovation #Ecosystems

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Equitable access to high-quality education is foundational to breaking systemic barriers and, for that reason, is a key focus area of the purpose work we’re focused on at Deloitte. As we approach back-to-school season, I want to share some incredible work behind UnboundEd’s merger with Pivot Learning and its transformative impact on improving instruction in school districts, especially for racially and ethnically diverse students. It’s a story of meaningful collaboration in so many ways: our Monitor Institute, with its deep understanding of social impact-focused organizations, and Deloitte’s commercial M&A practice combining forces on a pro bono basis to support bringing these two organizations together. And UnboundEd and Pivot Learning themselves, serving as an example of amplified impact through collaboration. As a result of the merger, the new integrated UnboundEd is now the largest K-12 educator development organization in the United States—helping to make their equity-centered approach one of the strongest forces in the industry. Read more about their story: https://deloi.tt/3yLyq43

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My friend Kim Scott's new book, Radical Respect, is available for pre-order now! What is Radical Respect? Radical Respect describes the culture in workplaces that honor everyone’s individuality, rather than demanding conformity; and that optimize for collaboration, not coercion. What makes it radical is that it rarely occurs. Collaborate Collaboration is essential to any great human accomplishment. Designing organizations that promote healthy collaboration requires proactive efforts to combat coercive behaviors from individuals and groups, such as arbitrary, ego-driven, fact-ignoring biased decision-making, bullying, harassment, and physical violence. When we build management systems that put checks and balances on the power of leaders, they can be held accountable for their behavior and their results. Employees are not silenced. There is growing consensus that coercion, even by otherwise visionary leaders, neither gets the best results out of people nor generates the innovation necessary to thrive in the modern economy. Honor Individuality If we want to benefit from each person we’re working with bringing their full potential to our collaborative efforts, we need to honor one another’s individuality rather than demanding conformity. None of us except actors can do their best work while pretending to be somebody they aren’t. Yet too often we look for “culture fit” rather than “culture add” when we hire, making it difficult for our organizations to evolve, and excluding people who could make an important contribution. We often believe we want people who “think different,” but we’re more likely to punish outliers. Telling people to bring their best to work while discouraging them from being their true selves at work seems obviously ridiculous. But we do that all the time, usually unconsciously. Successful collaboration requires diversity of thought and experience. Part of the benefit of collaboration is that “many hands make a light load.” But the more important benefit is that it allows us to challenge each other because each of us has a different point of view, different life experiences. If we were all exact clones, we’d lose that benefit. This seems so simple, so obvious. Why then is the combination of optimizing for collaboration and honoring individuality so rare that Kim dubs it radical? What gets in the way? What can we do to make it less rare? Let’s start by identifying what moves us in the wrong direction. You can pre-order the book here: https://amzn.to/3UsK8Zb

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