Annika Schneemeier

🌟 I’m WiLDA 🌟 I am excited to share that I will be a mentor in this year’s WiLDA cohort! 🚀 With the initiative "Women in Leadership Darmstadt", a group of ambitious women at Merck aim to promote the development and career opportunities for women and advance gender equality in leadership positions. 👩‍💼💪 To be honest, I was asked several times in the past to participate as a mentor, but I hesitated. I wasn’t sure if I was the right person. Why? Because I didn’t consider myself successful in terms of my own career. How could I advise other women when I’ve been making side steps for years? What kind of role model would I be if I keep making typical mistakes, like accepting additional responsibilities with no additional benefits? My last significant promotion was many years ago… 🤷‍♀️ But a conversation with a friend changed my perspective. It made me realize that exactly this qualifies me as a mentor. This is the reality that ambitious women face. This is the world we need to learn to navigate. While I may not have stepped up myself, I’ve made a difference in the lives and careers of others. I’ve lifted others up and smashed glass ceilings for them. 💥 Let’s talk about the glass ceiling! Data can play an important role here. I think it is not enough to aim for women in leadership - we should aim for gender equality on each leadership level. Looking forward to this mentoring cohort and experience. 😊 #Leadership #WomenInLeadership #DiversityAndInclusion #Mentorship #GenderEquality #WomenEmpowerment #CareerDevelopment #BreakTheGlassCeiling #WiLDA #Merck

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"Talent mobility needs to be redefined. Today, a role advertisement is more than just a full-time position for one person. It takes flexibility, understanding of projects and skills, as well as new approaches such as project-based work with freelance experts. The Future of Work calls for agile mobility and new solutions for (internal) talent development." - a great summary by Arusa Shireen Bhatti below (this quote is the translation from German). Arusa shares a portion of a panel discussion between Vidya Krishnan from Ericsson, Samantha Simmons from the LPGA, and myself, moderated by Sarah Leydon-Anand from LinkedIn from LinkedIn's #TalentConnect Show last week. Who makes up the teams working on your projects? Do they include people from other divisions and disciplines? Do they integrate external specialists filling in specific project skills needs? Your 'talent' encompasses more people now. 'Your team' can extend across and outside your organization. How are you meeting all the new skills needs on projects?

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The Great Leadership Debate: Choosing Between Participative and Agentic Styles    When it comes to leadership styles, do you lean towards a participative approach, where collaboration and input from team members are valued, or do you resonate more with an agentic style, characterized by decisiveness and goal-oriented direction? Each style brings its own set of advantages and challenges to the table. Participative leadership cultivates a sense of inclusivity and empowerment among team members, leading to higher engagement and creativity. On the other hand, agentic leadership can drive efficiency and rapid decision-making, crucial in fast-paced environments.     Which style do you prefer, and how do you think it affects your enjoyment and satisfaction at work? https://lnkd.in/g2tnpZEa  

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Attending the two-day coaching seminar in Berlin organized by Haufe Akademie was a valuable experience for my personal and professional growth as an HR professional. It reaffirmed my belief that investing in our own development is just as important as training and developing our business stakeholders. My key highlights from the seminar were: 💡 Introduction to Systemic Coaching: The seminar provided a comprehensive introduction to the concept of systemic coaching. I learned how to effectively utilize coaching competencies and discovered the unique benefits that coaching offers compared to traditional consultation methods. This understanding has broadened my perspective on how I can support and guide individuals within my organization. 📖 Strengthening Coaching Techniques: Throughout the seminar, we delved into the practical aspects of coaching. I gained insights on striking a balance between active participation and the art of stepping back to enable the coachee's growth and self-discovery. 🚻 Networking with HR Peers: One of the highlights of the seminar was the opportunity to connect and exchange ideas with other HR professionals. Engaging in discussions, case studies, and collaborative activities allowed us to learn from one another, gaining practical insights to apply within our respective organizations. This seminar reinforced the importance of empowering individuals through coaching and embracing a solution-oriented mindset. This focus on personal development has reinforced the significance of continuous self-growth as a HR professional.

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🚀 Exciting News from Indeed: Introducing Smart Sourcing with AI Support! 🌟 With the current talent shortage, it's crucial for companies to actively reach out to candidates rather than waiting for applications. That's why we've revamped "Indeed Resume" into the new and improved "Smart Sourcing." 🔍 How it works: Our AI technology automatically matches job listings with candidates' skills and experiences, making active sourcing faster and easier than ever before. 📈 Impressive response rates: Nearly 25% of candidate contacts lead to positive responses, with almost half responding within just nine hours. 💼 For recruiters: Find the right candidate. Smart Sourcing means AI-suggested candidates based on job requirements, complementing traditional keyword and qualification searches. 👩‍💼 For jobseekers: Find the right job. Creating an Indeed profile will lead to being matched with the right companies, helping you take the next step in your career. #SmartSourcing #AI #RecruitmentInnovation #TalentAcquisition #Indeed #Jobseekers https://lnkd.in/eCD_byxk

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#Transformation #Employees #Future #LEP Today I stumbled across an article by HR influencer Cawa Younosi, one of the most innovative minds on the HR scene and the face of the New Work work culture. He stated that even contemporary working environment doesn't sound so difficult at first. The reality is often different. Why is that: The stock market generally favours financial KPIs as a key performance indicator more than employee satisfaction. The current economic climate presents significant challenges for the economy as a whole. While the future may be uncertain, it is important to consider the long-term implications of making personnel cuts now. Alienating the core workforce may seem like a short-term solution, but it could lead to difficulties in retaining talent when the tide has turned. In light of the current economic challenges, leading companies are striving to maintain employee loyalty by offering retraining and upskilling opportunities. This approach enables them to retain their workforce and facilitate a smooth transition during periods of transformation. What is your view on this? If you want to read the full article:

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#lastcall Huge kudos to Judith Gerlach and her team for driving this initiative—it’s so needed! #Womenhealth has been underfunded and under-researched for far too long. Did you know that despite making up more than half the population, women have only represented about a third of medical research participants? And when it comes to things like heart disease, symptoms in women often get overlooked because they present differently than in men. This has to change. AI gives us an incredible chance to tackle these gaps. It’s not just about better data and care for conditions like endometriosis, menopause, and heart health—it’s about shaping the future of women’s health. We owe it to the next generation, these Future Health HERos, to make sure they get the personalized, timely care they deserve. If you’re working on something that could help, now’s the time to act! This funding is a real opportunity to make a difference and change lives. Let’s make sure the future looks brighter for women everywhere! WorkInHealth Foundation Astrid Kaltenböck Dr. Ivana I. Dr. Ursula Mühle-Schaeffer

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🌟 What I Learned from Katrin Kaehler, MS, SHRM-SCP about 'Organizational Development' 🌟 Maria Ngo and I were on location for an interview with Katrin Kaehler at an UNLEASH America conference in Las Vegas (Watch it here >> https://lnkd.in/gnXy9kYN) I recently had the privilege of learning from Katrin, an expert in Organizational Development. Her insights have broadened my perspective on how organizations can evolve and thrive in today’s dynamic environment. 🔍 Key Takeaways: 💠 People-Centric Change: Katrin emphasizes that the heart of successful organizational development lies in understanding and prioritizing the human element. Engaging and empowering employees is key to driving sustainable change. 💠 Continuous Learning Culture: She highlighted the importance of fostering a culture where continuous learning and adaptation are not just encouraged but embedded into the organization’s DNA. 💠 Strategic Alignment: Katrin’s approach involves ensuring that every developmental effort aligns with the organization's broader strategic goals. This ensures that changes are meaningful and contribute to long-term success. 💠 Resilience and Flexibility: In an ever-changing world, organizations need to be resilient and flexible. Katrin teaches that developing these qualities within teams can make all the difference in navigating uncertainty. 💡 Final Thought: Katrin Kaehler’s wisdom has reinforced the idea that organizational development isn’t just about processes—it's about people, purpose, and proactive adaptation. Her guidance is invaluable for any leader committed to building a thriving, future-ready organization. -- ★ Ray DuGray #OrganizationalDevelopment #Leadership #ContinuousImprovement #ChangeManagement #LearningCulture #StrategicAlignment #vipnetmedia #vipshowcase #vipbiznet

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#AI #Connectedness #Leadership #Conference #Vienna #RuthlessCaring #ContinuousLearning #Curiosity #Courage #Experimentation #FutureReady Yesterday, I had the incredible opportunity to participate in the prestigious international conference in Vienna, organized by MDI and Haufe Akademie. The conference focused on the captivating intersection of AI, Connectedness, and Leadership. In a world filled with paradoxes, fear, and the infamous FOMO (Fear of Missing Out), leaders must navigate these challenges with resilience and innovation. I firmly believe that leading through this complex landscape requires a unique blend of qualities: ruthless caring, curiosity, courage, and a commitment to continuous learning and experimentation with AI in our daily lives. During the conference, I had the privilege of engaging with thought leaders, experts, and visionaries from around the world. Together, we explored how AI can transform industries, enhance leadership practices, and foster a more connected and inclusive society. One concept that particularly resonated with me was the idea of "Connectedness," which emphasizes the importance of empathy and compassion in leadership and private sphere. By fostering strong connections and relationships and combining these qualities with a relentless pursuit of knowledge, we can create a future where AI is harnessed for the greater good, empowering individuals and organizations alike. I am grateful for the opportunity to share insights, exchange ideas, and collaborate with fellow attendees at this conference. Together, let's embrace the power of AI, navigate the paradoxes, conquer our fears, and shape a future that is both technologically advanced and deeply human. Thank you Gunther Furstberger, Tobias Gruenfelder, Dr. Johannes von Mikulicz-Radecki, Ryan Jenkins, Bailey Pernell, Anita Berger, and many more. P.S. This post was written by AI :-) for me

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"Going to Gemba” ("Gehe an den Ort des Geschehens") is one of the most relevant principles for relentless improvement. For me it is also became essential part of my work routines - especially back again after the pandemic. Only if we meet and connect with real people, with real discussions and in real offices, we can get the full picture. With "Magenta Office" a new possibility to work abroad in the EU is available in DT since 2023. And this year, I decided to combine a wonderful trip to Valencia with working in the Offices of VTI abroad (DT IT Spain, powered by T-Systems). A special THANK YOU to my colleagues Sergei Holmeckis and Kirill Chernin who opened some doors and connected me to people on-site! Some thoughts I'd like to share, also on our way to New Work and Magenta Offices: - 💓Magenta “has many colors”, but you can always feel when you are entering a “Magenta Office” – equipment works, easy to connect on topics, openness of colleagues, cross-functional mindset ...  - 🌍A shift of location brings a perspective - new ideas, new inspiration and energy to go on - 🦸🏻‍♀️Local roles, people who take care on-site, are needed! These colleagues act cross-functional, have their ears an eyes on the pulse, have the best interest of employees at heart. But we need to LISTEN what is needed locally! - 📝Some creativity and small ideas make a difference – be it individual naming for conference rooms, small meeting areas, local communities – and these ideas do not necessarily cost a lot of money!  - „👋Connecting People“ is important – especially in times of transformation and Change #NewWork #NewWorkatVTI #transformationstartswithme #BestTeamintheIndustry Jan Meyer

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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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Just wrapped up an inspiring panel discussion at DGFP Jahrestagung Personalentwicklung 2024 on the topic: “Opportunity or Concern? The Role of Artificial Intelligence in Talent Development Today and in the Future.” A big thank you to my fellow panelists! It was a pleasure to dive into the opportunities and challenges AI brings to people development together. Let’s keep the conversation going—there’s so much potential to shape the future! #DGFP #Personalentwicklung #ArtificialIntelligence #FutureOfWork

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On Wednesday this week, almost 20 members and friends of the HR network of Zug Pharma Group met over the topic of "In Quest of a Fit for Purpose HR Operating Model." This was our third gathering since May, sparking energy, reflections, valuable insights and of course many connections among us. Myself and our esteemed keynote speaker, Thorsten Eger (PhD) facilitated a discussion on various operating models and design factors. We both shared real-life examples, while participants added invaluable wisdom and experiences on how the HR world is organised to deliver value.  🚀 🏁 Key Takeaways 👉 Common Purposes: Enhanced Employee Experience, Efficiency and Alignment with overall business operating model seem to be common purposes that drive HR operating model (re)design. 👉 Holistic Systemic Approach: An operating model is NOT just an organisational structure. It is a system with external and internal interconnected elements that shape ONE cohesive design and chain of value. Business strategy, external business dynamics, the company’s target customer experience, skills, systems, technology, culture and values are a few key elements. 👉 Common Models: Despite the newest trends, most organisations still design for Functional, Matrix, or D.Ulrich based HR models or a hybrid combination of them with different levels of centralisation. 👉 Agile Models: All in the room agreed that we have just kicked off our experimentation journey with them. Agile models have advantages and challenges as all models. Transitioning from the common models to working in networks and ecosystems requires a VERY different mindset regarding tasks, responsibilities, collaboration and way of delivering value. 👉 Critical Thinking and Courage to converge models: No model is inherently good or bad. So, we should avoid instinctually and blindly adopt one HR operating model, end to end. Evaluating business needs, involve our stakeholders and maybe integrating elements of different models into a hybrid fitting one can be a strong recipe for success 👉 Technology developments: Technology e.g. AI can be game-changers in the way HR is designed to operate. BUT we seemed to agree that human interaction remains irreplaceable. So, maybe the future is about designing HR models that focus on the human touch. As one participant noted, "We started the HR profession aspiring to focus on people, we shifted to systems and processes, and maybe now it's time to refocus on people." Closing our rich discussion, we committed to hold a dedicated session on how technology and AI will impact HR models. Stay tuned—we will be back! ;) A huge thank you to our keynote speaker, Thorsten Eger (PhD), Tianhui (Nina) Grosse and Marc Tiltman for leading our efforts in Zug Pharma Group, Callista for hosting our event in their premises and last but not least our participants for the lively discussion!

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🩺 🧩 We can do better to prevent #chronicdiseases! How? Integrating digital and #patientcentered solutions with each other, getting diverse partners on board — from public institutions to startups and a Primary Health Care Unit 🏥, testing and feedbacking, among other things. Projects like preDIA - Diabetes Virtual Care of the Future Health Lab and partners are doing exactly that, while centering their work on high-risk populations. For type 2 diabetes, that includes women in #menopause. Want to know more? Join us next week in the Future Health Lab! The public event "Diabetesprävention in der Menopause" as part of the preDIA project will be taking place in German, on-site. Yet the conversation about 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗻𝗴 𝗰𝘂𝘁𝘁𝗶𝗻𝗴-𝗲𝗱𝗴𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 into the healthcare system is a universal one ⚡ Let's be part of it, whether on diabetes or something else entirely. . . . And let's remember that the old #definitionofhealth — ‘Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity’ (World Health Organization, 1948) — doesn't apply anymore. As a neurodivergent & disabled human who's been in close touch with chronic illness, I can confirm the obvious: we can't be thinking of health in absolute arrangements and struggle-devoid spheres. We 𝒏𝒆𝒆𝒅 to do better, for many people. Chronically, unceasingly, always. Innovation labs like Future Health Lab are leading the way on this. ________ ✍️ PS: Here's some super quick storytelling on the emergence of the current definition of health as — "Health as the ability to adapt and to self manage, in the face of social, physical and emotional challenges" and the key physician & researcher behind it: Machteld Huber 🦸‍♀️. https://lnkd.in/dUfyA6UH #healthcareinnovation #creativecommunications #graphicdesigner

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Hire for Attitude and Train for Skills - Mythos oder Erfolgsrezept im IT-Recruiting? Du bist auf der Suche nach den perfekten IT-Talenten für dein Startup oder dein IT-Unternehmen. Und du fragst dich, ob der Fokus auf die Einstellung ("Hire for Attitude") im schnelllebigen IT-Bereich überhaupt Sinn macht? Wir decken auf, ob diese Strategie nur ein Mythos oder doch der Schlüssel zum erfolgreichen Recruiting im IT-Bereich ist. https://lnkd.in/ecSFTtJx #Recruiting#humanresources#talentmanagement#

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Today in Germany, we celebrate Girl's Day (a.k.a. Mädchen-Zukunftstag), a government initiative aimed at providing practical experience in professions and fields of study where women are underrepresented. In light of this, I stumbled upon a UN report called "Cracking the code: Girls’ and women’s education in science, technology, engineering and mathematics (STEM)" which reveals shocking statistics. Did you know that since Marie Curie in 1903, only 17 women have won a Nobel Prize in physics, chemistry or medicine compared to 572 men? Furthermore, only 28% of all the world's researchers are women. These disparities are not by chance. Discrimination, biases, and social norms prevent too many girls from receiving the same quality of education as boys and studying the same subjects. This under-representation of women in STEM education hinders progress towards sustainable development. Let's work towards a future where gender equality in education and the workforce is a reality. Check out the details below. #GirlsDay #WomenInSTEM #GenderEquality #EducationForAll

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🏋️ GETTING FIT FOR AI 💪 I am proud and thankful to be mentioned by Handelsblatt in their latest article on AI training in German companies. 🙏 "Handelsblatt" highlights three remarkable examples of successful AI training initiatives, with Merck leading the way. The mission of the data culture team is to infuse excitement about Data & AI and cultivate awareness of the importance of things like data quality or digital ethics. We've already engaged 10,000 employees through our GenAI internal training formats. Our Merck Data & Digital Academy is upskilling colleagues from zero to citizen data scientist. 🚀 Our winning formula involves practice-oriented training courses for example using our internal AI assistant tool “myGPT Suite” in small groups, focusing on 10% formal knowledge training, 20% group exercises, and 70% real-world application. And of course we want to make learning fun. I personally believe that the more emotional the approach, the better the outcome. #DigitalTransformation #AITraining #FutureofWork #DataCulture #GenAI Künstliche Intelligenz: So machen Konzerne Mitarbeiter fit für KI (handelsblatt.com)

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