Donata von Wiedersperg

The first project that gets all my attention focuses on Commercial Excellence in the pharmaceutical industry. As a cancer survivor, this has been both exciting and encouraging for me. 🎀 The innovation being driven by new technology even in its various intricate regulatory restriction, is truly astonishing. The future promises a more integrated healthcare system. I strongly believe in incorporating more holistic approaches into #healthcare. A #DigitalTwin could change how we think about next best actions in a way that makes sense for the industry and is the best for the patient. Bringing conversations like this to the forefront, especially with experts from #Grünenthal, #Pfzier, #Bayer and other pace setters in this industry, is very enlightening. #GenerativeAI, makes me more confident than ever that there is a better way to do things. This is a great step forward in getting to understand those limitations and possibilities. Looking forward to learning more and onboarding great minds!

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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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Excited to share that Aware is partnering with ZAP! Enabling employees to understand their health better leads to happier, healthier teams. With this partnership, we're making it easier for companies to step up and provide their people with detailed health insights and preventive care. Looking forward to seeing more organisations empower their teams like this. If you're curious about bringing health checks to your workplace, let's chat! #EmployeeWellbeing #WorkplaceCulture #HealthTech

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Is it time to upgrade your finances? Check out our financial performance review! #cfo #cfoservice #fiancecheck

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If you need to calm your nerves - the MindDoc App can help with our new course “Calming your nervous system”

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Austria published its new eHealth strategy last week. A central part: establishing relevant health registers… 𝑴𝒆𝒅𝑫𝒂𝒕𝒂 𝑴𝒐𝒏𝒅𝒂𝒚 0️⃣ 7️⃣ Registries are systematically managed databases that collect detailed information on specific diseases or patient groups and offer numerous advantages: ✅ 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐝 𝐜𝐚𝐫𝐞: Treatment processes can be optimized and individualized through the systematic collection and analysis of patient data. ✅ 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐚𝐧𝐝 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧: Registries provide a sound database for scientific studies. This promotes the development of new therapies and diagnostic procedures, which can ultimately lead to better chances of recovery and fewer side effects. ✅ 𝐇𝐞𝐚𝐥𝐭𝐡 𝐩𝐨𝐥𝐢𝐜𝐲 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬: The data collected supports decision-makers in taking well-founded health policy measures. Trends and needs can be identified and addressed at an early stage. 𝐒𝐨 𝐰𝐡𝐲 𝐝𝐨𝐧'𝐭 𝐰𝐞 𝐡𝐚𝐯𝐞 𝐦𝐨𝐫𝐞 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 𝐡𝐞𝐚𝐥𝐭𝐡 𝐝𝐚𝐭𝐚 𝐫𝐞𝐠𝐢𝐬𝐭𝐞𝐫𝐬? 🚫 𝐃𝐚𝐭𝐚 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲 The quality of the data collected must be guaranteed. This requires standardized data collection methods and continuous training of medical staff. 🚫 𝐈𝐧𝐭𝐞𝐫𝐨𝐩𝐞𝐫𝐚𝐛𝐢𝐥𝐢𝐭𝐲 The various registers and databases must be compatible with each other to enable a smooth exchange of data. This is a technical and organizational challenge that must be overcome. 🚫 (𝐀𝐬 𝐚𝐥𝐰𝐚𝐲𝐬…) 𝐃𝐚𝐭𝐚 𝐩𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐬𝐞𝐜𝐮𝐫𝐢𝐭𝐲 The protection of sensitive patient data is a top priority. Strict security measures are required to gain and maintain the trust of the public. What do you think, will there be more registers in the future and will the current trends help us to implement them better and with fewer resources?

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A shift to digital health services and electronic medical data management create 1.) incredible benefits for patients, healthcare providers and insurers: cost reduction, effective treatment procedures, less bureaucracy and paperwork, better knowledge sharing and more. 2.)The risks of digitalizing are huge if not handled wisely and with top technology solutions: sensitive data breach, complicates insurance case and demands complex restructuring of the health care system infrastructure 1.) + 2.) = more than one = WinWin Players from the healthcare industry in Israel and Germany can and should learn and benefit from each other through cooperation, joint R&D, innovative models and knowledge transfer. Pl join our virtual exchange on that matter

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Our Medical Director and I are invited to speak about Home Care and her position in the landscape of patient support between hospital and ambulant care. 🏥 —> 🩺 Homecare - specialized in administer therapies or training / recall of drug application as well as general homecare - are a relevant part in the healthcare field. Becoming a fast growing offer, question rise at patient level: Is this service reachable for everyone in need or is it properly financed? Let‘s throw a spotlight on this relevant topic at #pharmaKON Erstattung 2024 in Mauerbach.

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One of my many passions is staying abreast on state-of-the-art thinking for organizational development. Often times, the best examples are not simply "on trend" but rather are embedded with what has proven to last / make an impact while adds a fresh element adapted to today's challenges. David Fiorucci's approach under the name of Octocracy is one such example. Where do you seek inspiration or sources for solid but fresh approaches to organizational development or leadership?

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Are we ready for #ai❗❓ this question I'll (try) to answer next tuesday at Startup-Woche Düsseldorf. How will #ai infleunce the labour market in the next decades? Which skills are needed and where do I find the furture #talents? So many exciting topics we will cover togehter with Svitlana Bayer & Dr. Julio Lahoz. #recruiting #jobs #düsseldorf #startupweek #whomoves

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In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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2024 is coming to an end in 41 days. And I am so glad to close this chapter.   Because it has been the most brutal year. Personally. Financially. Professionally.   Since the inception of Bodenmiller Recruitment GmbH, I closed   2021 in profits. 2022 in profits. 2023 in profits. In short: I only knew one way – up.   But this year, it has come all crashing down on me:   - employees who are catered to in every possible way only to stab you in the back - clients who rescind an offer the weekend after they had actually extended it - candidates who receive offers but decide not to pursue them after all - clients who give you a mandate, only to cancel the role in the end - employees who prefer holidaying instead of building a business - candidates who ghost you despite being in final interviews   Ultimately, and for first time in my career, this has caused a lot of   - Self-doubt - Sleepless nights - Frustration and helplessness   And it has affected the business dramatically.   I am in deep red. 6-figures red. But bury my head in the sand?   Not an option, especially after yesterday, when we came together from the Swiss Recruitment Start-Ups Community to exactly discuss these matters transparently. From owner to owner,   - exchanging on ideas - sharing best practices - discussing market trends   The power of community has instilled in me a new   - hope - energy - optimism.   Because, in the end, it is not about me.   It is about the people and clients who rely on me, the vision I set out to achieve, and the business I am determined to build.   2024 may have knocked me down, but it has not taken me out.   The question is not whether I will bounce back—it is about how strong I will rise from here.   Let us turn the page and rewrite what is next.

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BERlean IN Circle 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗣𝗮𝗻𝗲𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗢𝘂𝗿 𝗟𝗶𝗺𝗶𝘁𝘀 𝗮𝗻𝗱 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The Lean In evening on burnout at Scout24 SE wasn’t just informative—it was a reality check. It wasn’t the usual conversation about stress; it dove deep into what burnout looks like when it’s lived, and how we, as a society, need to do better. Fabienne opened with a clear breakdown of burnout’s stages, but what hit hardest were Kazia's and 🥙Abdo’s personal stories. They didn’t just describe burnout—they showed us what it feels like. Kazia’s analogy stuck with me: “If your leg is broken, you rest and let it heal. But with mental health, we push through until we completely break.” It made me realize how different we treat mental pain from physical pain—often ignoring it until we’re too far gone. Abdo’s story mirrored this struggle. He was deeply frightened to be seen by his work as "a broken man" who is no longer capable of handling his previous responsibilities. "You are not a broken human if you suffer from mental health issues." But what was most relieving, especially as a people leader, was Fabienne’s candid explanation of who is truly responsible for addressing burnout in organizations. It’s not just on managers or team leaders, but the responsibility of those 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗲𝗿𝘆 𝘁𝗼𝗽. “The responsibility lies with the owners and shareholders because they are the ones making the key decisions. It’s their job to ensure that healthy systems are in place from day one—because healthy is sustainable, and ultimately more profitable. If the CEO doesn’t buy into it, or the shareholders don’t care, nothing will get realized that actually matters.” People leaders can do everything in their power to support their teams, but if the company’s structures and values don’t align with promoting employee well-being, change will never take root. Fabienne also pointed out that companies often treat people like machines, planning workloads as if humans can perform at 100% every day. “We are cyclical creatures,” she said. Some days we perform at our peak, and other days we need rest—it’s simply part of being human. Yet, organizations often don’t account for this natural rhythm. Budgets and capacity plans are created with the assumption that people won’t get sick or need breaks. It’s this kind of thinking that drives burnout. Julia’s moderation let the conversation breathe, creating space for the raw emotions in the room. We didn’t just talk about burnout as a concept—we felt it, and that built a deep sense of empathy. Oliver S.’s BE LIGHT Now GmbH mediation app demo was brilliant, but what touched me most was seeing him later at the train station, quietly handing out leftover food to the homeless. No big announcements—just kindness in action. It was a reminder that compassion should always have a place in our busy lives. #MentalHealth

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Nothing is more constant than change – cliché or truth? This sentence is heard very often in today's world, and I firmly believe that it should not just be an excuse for poor leadership and communication in times of change. That's why I talked to Matthias Haller from personalmagazin about the qualities that make a good leader in times of change. Because Rolls-Royce Power Systems AG is currently undergoing a transformation, as it always has been: we are constantly reviewing which areas are sustainable. We must always evolve with the market and, for example, current requirements for energy efficiency and sustainability – standing still would be disastrous. Rolls-Royce provides a convincing answer. In times of great transformation, as we are currently experiencing, leadership has its finest hour! ⭐  Employees need to understand the goal of our transformation in order to give their best and to feel psycological safe. Here, leaders need to listen, need to understand the questions and of course - also the concerns of their teams. It is important to provide security. Leadership must empower and not patronise. #performance and #humanity is not a contradiction. Many thanks to Personalmagazin for the opportunity to talk about these important topics! https://lnkd.in/e5UfU5Wk #CorporateCulture #Leadership #Transformation Generation CEO e.V.Amy Derbyshire Maria Kokkinou Alex Quinn Laura Evans Helen McCabe Christine Kirtscher Isabel Hartung Jumana Al-Sibai Alexandra Mebus Andrea Wasmuth Susan-Stefanie Breitkopf Clara Sattler de Sousa e Brito Eva Christiansen Cathryn Clüver Ashbrook Sirka Laudon Katrin Lehmann Edith Wolf Sarah Armstrong Nicola Grady-Smith Christina Sontheim-Leven Uta Anders Kathrin A.Prof. Dr. Edda FeiselSandra Schütte Tanja Faller Inga Dransfeld-Haase Michelle Liu Ariane Reinhart Kerstin WagnerDr. Jeannette von Ratibor Heike Freund Kathrin GüntherBeate Rosenthal

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Die The New York Times thematisiert anlässlich einer HR-Konferenz die latent depressive Stimmung in vielen HR Departments: "So, Human Resources Is Making You Miserable?" - Kann man das so auch auf Deutschland übertragen? Ich sehe viele ähnliche strukturelle Probleme, aber nehme die Atmosphäre nicht als so düster wahr. "Show of hands: Who’s fed up with human resources? Maybe you’re irked by the endless flow of memos and forms, many of which need to be filled out, pronto. Maybe you’re irritated by new initiatives that regularly emerge from H.R., which never seems to run out of new initiatives, not all of them necessary or especially wise, in your opinion. Or you’ve got some problem with management and you don’t trust that H.R. representatives will actually help. They sure are friendly, but they get paid by the suits. In a crunch, it’s pretty clear whose side they are on. (…) But if the H.R. department is bothering you, here’s a fact you might find perversely consoling: You are not as aggravated or bummed out as the people who work in H.R. (…) H.R. knows that employees and managers are annoyed by its memos, by its processes, by just about anything that interrupts life as it was. When an email is sent nudging everyone to take that 45-minute online course in, say, data security, H.R. can almost hear the eye rolls. (...) “Everybody hates us,” said Hebba Youssef, the chief people officer at Workweek who has a podcast and a newsletter for H.R. professionals called “I Hate it Here.” Recent posts have included “Why Does Working in H.R. Feel So Lonely?” and “Everybody Hates Their Jobs Right?” (…) When H.R. lays off employees word gets around. When H.R. prevents layoffs, nobody knows. (...) It’s a thankless job.” https://lnkd.in/eK9F85Pk

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Few weeks ago, our working group Health at KI Bundesverband, represented by our expert Dr. Sabrina Reimers-Kipping took part in a workshop discussion with the German Medical Association (Bundesärztekammer). Privilige to share the session with Stefanie Kemp, Board Member & CTO of Sana Kliniken and Prof. Dr.-Ing. Daniel Sonntag, Scientific Director at Deutsches Forschungszentrum für Künstliche Intelligenz (DFKI). Central questions addressed: ▶️ What benefits do medical AI solutions promise? ▶️ What are the possible applications? ▶️ How will AI change the existing market, power and control mechanisms in patient care? Bottom line: Medical AI applications offer great potential and are associated with specific expectations of the various players in the healthcare system.📈 On the patient side, there is hope for empowerment and democratization of care, be it through easier access to medical expertise, simpler and more structured communication of complaints, availability of more target-group-specific information, or better diagnoses and therapies through new possibilities for self-monitoring and self-analysis. On the side of the medical staff, there is the promise of relief, e.g. through support in making a diagnosis as well as in repetitive and time-consuming activities. 👨‍⚕️👩‍⚕️

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