Nina Kreyer

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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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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Do you want to sharpen your coaching and leadership skills? Then Dr. Blanka Bellak and I have the right course for you from February to May 2025: The Vienna Coaching Insight Course. It will cover advanced listening skills, leadership coaching, and more. See here for details: https://lnkd.in/dhvED9iG Katharina Kerres, Michelle Lynne, Friedrich F., and Kerstin Kraus are just finishing our Core Course. Ask them about how it is to learn coaching with us 😊 #coachingcourse #leadershipcoaching

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During periods of transformation, leaders who act as coaches rather than bosses foster stronger, more resilient teams. Leaders can help employees navigate transitions with confidence and purpose by guiding and supporting them. This approach not only builds engagement but also nurtures trust and long-term loyalty. Click the link to learn how to guide your team through tumultuous times: https://lnkd.in/g7BQkAny. #Leadership #ChangeManagement #Coaching #TakeCareOfYourPeople

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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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The Magic Starts With Connection: Part 1 - Authentic Leadership ESSENTIALS Podcast Get ready for an insightful discussion in this, the 5th episode, as I sit down with Silke Maurer, the COO of a major corporation in Munich, Germany. In this first of two episodes, we'll explore Silke's firsthand experiences with Authentic Leadership and her unique insights on how connection plays a crucial role in effective leadership impact. Get ready for an engaging discussion! Dive into the podcast now by clicking the link below and be part of the connection! Silke Maurer https://lnkd.in/dvA9Qv_p #leadershiptraining #leadershipcoaching #authenticleadership #leadershipdevelopment #leadership #selfdevelopment #vulnerability #psychologicalsafety

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Here’s a unique workshop to step up your coaching skills. Not to be missed! If you are an internal coach in an international organization DM me for more details. ICF Switzerland

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They are out, the #ICF #Coachingsupervision #competencymodel Thank you Joel DiGirolamo Thomas Tkach Carrie Abner, CAE and all those who have worked diligently on this growing our field. My wish for 2025 - an ICF #credential and approval of programmes as opposed to just CCEs plus SUPERvision even more embedded in credentialing and renewal… ICF have chosen to focus the model on Coaching SUPERvision, however, our faculty at #CoachME note that it can be transferable for SUPERvising mentors, leaders, OD and L&D professionals, trainers, co-coaches, facilitators… Now for a bit of debate and generative thinking. 🤔 I find the phrase ‘coaching the coach’ leads to confusion in the field. We always advocate, right from initial coach training on our Association for Coaching and our ICF Level 1 programmes coaches having coaching for themselves for the experience (of course!). We prefer to say a coaching style of SUPERvision which can be one way to SUPERvise. This discussion came up this week in our #emcc #esqa training for #esia and some of the group were surprised at my stance due to my usually eclectic approach blending, for example somatic work with gestalt approaches and psychodynamic… My take is that if you are coach me on my stuff such as eg a relationships, we may talk about the ways that beliefs or habits play out in my different relationships including with clients and so the topic could come up in SUPERvision with a focus on the business side of coaching work and on the behaviours, ways of being too and yet it is a different focus. Of course, the restorative element of SUPERvision may also shine a light on the topic too. Maybe a dotted line around SUPERvision and coaching the coach, one that is permeable as opposed to being a thick line or division? Of course, in SUPERvision we may also ask for, or a SUPERvisor may offer an opinion or advice from experience or from research and we don’t have to leave with action and accountability (to put the end of a session bluntly). I know Michelle Lucas refers to coaching the coach in a write up as part of her new model too and Julia Carden PhD, PCC, FCIPD has also shared on this this week. Does the phrase confuse those training in SUPERvision and new SUPERvisees? What’s your take? Damian Goldvarg, Ph.D., MCC, CSP, ESIA, ACTC Paul S. Sanbar, MCC ESIA Mirella Treves Caroline Beckett MCC EIA/SP ESIA MA Prof. David Clutterbuck Professor Peter HAWKINS Eve Turner Craig McKenzie Dr Lise Lewis Robin Shohet Benita Stafford-Smith, MCC Jo Birch Edna Murdoch Erik de Haan https://lnkd.in/ghCUak_q I am proud to say that our #40cce #professionalcertificate in #systemicsuoervision and our #emcc and Association for Coaching (AC) accredited #diploma need no tweaks, they are all aligned to ICF’s competency model. #cce #icfcce

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“The goal is not to be perfect by the end. The goal is to be better today.” - Simon Sinek What is Leda HR #Leadership? We believe inclusion is integral to good leadership. Inclusive leadership is about self awareness, an understanding of differences and an ability to lead from a place of curiosity and empathy. We can support with the following: 💙 Performance-based business consulting and coaching for leaders and teams 💙 Situational leadership, self-awareness and navigating uncertainty 💙 Empathy, resiliency, authenticity, and vulnerability: skills building and training 💙 Board and Executive leadership diversity & inclusion coaching 💙 Navigating change for employees and leaders 💙 Leadership through change and uncertainty, today and beyond Kristin Bower and I lean into superpower #empathy and #curiosity in all we do! #EDI #DEI #HR #Learning #LeadershipDevelopment Rianna Ganief

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CHRO Transition to a New Role —Dave Ulrich and Norm Smallwood share ideas to accelerate the transition into a CHRO role. They highlight 5 main questions that newly appointed CHROs should ask and answer during their first 90 days: 𝟭) 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Do I walk the talk about our business? 𝟮) 𝗛𝗥 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Do I have a broad map of the HR activities being done? 𝟯) 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Do I have a sense of the key HR priorities? 𝟰) 𝗛𝗥 𝗧𝗲𝗮𝗺. Do I have the right team in place? 𝟱) 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿. Do I clearly demonstrate my priorities and values through the transition? There are also sub-questions: 𝗲.𝗴., 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻, '𝗱𝗼 𝗜 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? a) Do I know how we make money? b) Do I see how (and how well) the business operates from multiple points of view? etc. Several other ideas are discussed, including actionable suggestions to accelerate a CHRO transition. See resource 3 in issue 234 of my Talent Edge Weekly newsletter https://lnkd.in/drD3tw5u If you want more content like this, check out my Talent Edge Weekly newsletter. Just click 'subscribe to newsletter' at the top of this post. #chro #hr #humanresources

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With a plethora of Executive Coaches available, finding the right one can be daunting. Mark Nevins and Melanie Hughes share 5 key areas to consider during your selection process. #executivecoaching #careertips

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More from Best Companies Live - what could work in your organisation? ARE YOUR MANAGERS REINFORCING CLARITY?   High Speed Training Carole Urey, CEO of the on-line training company talked about their 3-year strategy to connect colleagues with their ‘north star’ vision of certifying 4m learners by 2026, via: - Leadership Connect event with 20 senior managers - what else do they need from the Board to empower them? - Monthly Pulse meetings showcasing managers' work, links to company goals, collaboration across teams, celebrate success, etc - Coaching programmes for leaders   UK Power Networks   With safety and customer service such a priority for the organisation serving 8 million homes, Alex Sturge Head of Comms, Media and Engagement, stressed the equal importance of developing their managers. The company hosts a day for 600 managers focused on employee engagement - 91% said it helps them become better managers.   Field staff don't often speak up so their CEO annually goes to all depots at 0700 to suit their timetable, eat bacon rolls together & commits to 3 actions as agreed. Each Monday morning CEO issues a video to keep the lines open.   For continuous improvement, the company funds the Institute of Management diploma. Families come to the graduation – especially proud moment for all since many haven't had higher education.   Evolito Ltd Chief People Officer of the e-aviation company Rachael Wallwork shared 3 initiatives:   1) Taking people to the wall  A colleague is invited by CEO Chris Harris to go with him to the wall - where Evolito’s values are displayed. The colleague is thanked for their exceptional effort – always prompting a very emotional response, often tears!   2) Walk in my Shoes An hour’s walk & talk between different level colleagues. Work, family, hobbies, challenges, anything. Less confrontational than face to face, it has resulted in a massive increase in connection.   3) Spin the Wheel To encourage people to come into the office on Fridays, a giant wheel is spun at 10am. Everyone gathers to find out the lunch-based reward eg the pizza for all or a group will go out for lunch.   4) Skip-level meetings CEO meets monthly with 12 people of different levels – who can ask anything!    Costain Group PLC After 25+ years in the defence sector, Sam White, MD of Natural Resources, was surprised in some similarities - strong sense of purpose, values-led, technically qualified people passionate about their roles.   Clarity is reinforced through simplicity by -     Unlocking potential of people -     Delivering best in class -     Securing the future   As an executive coach Sam believes “You can’t change people's behaviours but in changing your own behaviour you can change the world”   Show people your workings, not just the decisions, which encourages trust. Making mistakes is fine. It's human!   ‘Miracle in the middle’ - Costain asked their mid-managers for values, not Board-led. More insights next Sunday 💡

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Is your organisation future-ready, or is a “brain drain” looming? A robust talent succession plan isn’t just nice-to-have—it’s critical. I’ve helped leaders worldwide secure their future with a succession #strategy that ensures continuity, engagement, and a sustained #culture even during times of change. Read the latest #TwentyOneLeadership Insights to see how I can help. #Leadership #SuccessionPlanning #TalentDevelopment

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Digital transformation is reshaping how we prepare our future leaders, revealing vast potential and new opportunities through digitalization. If I were to start over today, these would be five key actions to enhance leadership training: ➡️ Strategic use of technology: I would integrate Learning Management Systems from the beginning to provide interactive and customized learning experiences, enhancing engagement and retention. ➡️ Promotion of continuous learning: Cultivating a culture where learning is embedded in daily activities ensures a team that’s always prepared for emerging technological challenges. ➡️ Dynamic virtual mentoring: I would implement robust programs connecting seasoned leaders with emerging talents through digital platforms, making mentorship more accessible and impactful. ➡️ Immersive simulations: Virtual simulations would play a pivotal role in developing practical skills, offering a risk-free yet challenging environment for experiential learning. ➡️ Data-driven assessment: Leveraging analytics from daily operations would allow us to quickly identify areas for improvement and capitalize on team strengths, ensuring a more targeted and efficient development process. As technology advances, leadership training must continuously innovate to stay effective. This approach equips leaders to navigate both present and future challenges with confidence. Our true competitive edge lies in the ability to adapt and drive meaningful change—an exciting new chapter awaits to be written! 🖋️ #digitaltransformation #adaptiveleadership #futuretraining ------ I'm Bhavna, and at Mindslines we support human resources departments in implementing development programs for emerging leaders. 👉 Contact me to share our free tool to measure the return on investment of your development programs and our Leadership Companion, an AI-based tool to support the leaders of your company in their challenges.

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Your Greatest Strength May Be Your Biggest Challenge! This paradox has been on my mind as I dive into my Hogan Assessments certification journey. One of Hogan’s most powerful insights is this: Our greatest strengths, when overused or imbalanced, can become our biggest challenges. In my work at EDWINS Leadership & Restaurant Institute, I’ve seen this dynamic in action, and Hogan has helped me put a name to these patterns. For example: Grit can lead to burnout when leaders push through every obstacle without recognizing the need to pause or delegate. Empathy can make leaders reluctant to give honest feedback, fearing it might harm relationships. Big-picture vision can leave leaders struggling to focus on critical details or follow through. Cautiousness, a strength for avoiding unnecessary risks, can lead to missed opportunities when fear of failure dominates. Confidence, while inspiring, can tip into overreach, alienating team members or stifling collaboration. This principle is already reshaping how I think about leadership and personal growth. Starting in January, I’ll bring this perspective to all my executive coaching clients, including those with Formerly Incarcerated College Graduates Network, helping leaders uncover and manage these patterns to unlock intentional growth. Have you noticed how your strengths can sometimes work against you? Let’s start a conversation—I’d love to hear your thoughts! (Like, share, or comment!) #Hogan #leadership #coaching

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📣 Why to think about cultural differences? 📣 How do cultural differences enrich our lives? 📍 Why to ask questions and learn what colleagues from different cultures think? 📍 Why do great leaders take Intercultural Leadership Trainings and support their teams with Intercultural Communication Workshops? Don't take for granted you have understood what your colleagues mean. We always miss something as we use our own cultures and biases to interprete. #hrconsulting #sales #projectmanagement #marketing

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