Meike Jordan

🎉 𝗜'𝗺 𝘃𝗲𝗿𝘆 𝗲𝘅𝗰𝗶𝘁𝗲𝗱 𝘁𝗼 𝗮𝗻𝗻𝗼𝘂𝗻𝗰𝗲 𝘁𝗵𝗮𝘁 𝗜 𝗷𝗼𝗶𝗻𝗲𝗱 𝗝𝘂𝗻𝘁𝗼'𝘀 𝗖𝗛𝗥𝗢 𝗮𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗰𝗼𝘂𝗻𝗰𝗶𝗹 𝗮𝘀 𝗮 𝗳𝗼𝘂𝗻𝗱𝗶𝗻𝗴 𝗺𝗲𝗺𝗯𝗲𝗿! As a partner providing tailormade leadership development programs to its clients Junto's belief is that People & Culture needs to have a seat at the C-level table - ultimately business performance can only be sustainably reached through and with people 💡 I couldn't agree more - and I'm thus very much looking forward to work with Junto's founders Marius Hepp and Johannes Schnell-Kretschmer, helping them to develop innovative products that help people teams to unleash their full potential 🚀 Couldn't be happier to do so in the amazing community of three thought leaders who already represent the people function at the C-level table, too: 💪 Annika in der Beek, who I deeply admire for breaking down the most complicated issues to their essence to build solutions out of them and who was recently appointed Statista's first ever CPO 💪 Roxana Dobrescu, a professional globetrotter in the work context, well-versed and who led people teams through hypergrowth at Glovo and now as CPO at commercetools 💪 Miriam Sternitzky (née Rabung), who I highly appreciate for being a tireless networker, for bringing people together and for being a role model for sharing is caring and who serves now as CPO at Westwing after a dream career in the firm I believe that to shape the future of HR, it will take more than just us - it will require an entire village: ➡️ Who are the People & Culture leaders who have inspired you the most? Tag them in the comments 👇 #hrrocks #chrocouncil #junto #leadership

126

44 Kommentare

Did you know that prioritizing mental health in the workplace is essential for both employees and organizations? At yesterday's event hosted nilo.health and Personio Jonas Keil, Michael Becher, Felix Berghöfer and I spoke about why this matters. With the ever-increasing demands of our fast-paced world, mental well-being has become a significant aspect of our overall health. When employees are mentally healthy, they can perform at their best, contributing to a thriving and productive work environment. 🌟 Here are a few reasons why focusing on mental health in the workplace is crucial: - Enhanced productivity: When employees have a healthy state of mind, they are more focused, creative, and efficient in their tasks. ✅   - Reduced absenteeism: Mental health issues are a leading cause of absenteeism. Addressing these concerns can significantly improve attendance and commitment. 📆 - Improved employee retention: A supportive work environment that prioritizes mental health can foster loyalty and reduce turnover, saving time and resources spent on recruitment and training. 💼 - Stronger team dynamics: Open conversations about mental health can lead to a more empathetic and supportive team, improving collaboration and morale. 🤝 - Better company reputation: Demonstrating a commitment to employee mental health can enhance your company's image and attract top talent. 🏆 Let's continue to break the stigma surrounding mental health and create inclusive, supportive workplaces where everyone can thrive. #MentalHealth #WorkplaceWellbeing #EmployeeEngagement #Productivity #CompanyCulture

113

11 Kommentare

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

27

2 Kommentare

🌟 Excited to Share 🌟 I'm thrilled to be featured in today's Tages-Anzeiger article discussing the importance and impact of parental leave policies. At AstraZeneca Switzerland, we've pioneered a four-month parental leave program, a significant step towards fostering a balanced work-life environment and supporting our employees in their personal and professional lives. Implementing this policy was a unanimous decision, as we recognized the necessity for societal change and the role companies must play in driving this forward. My own experience as a working mother highlighted the need for such initiatives, and seeing colleagues like Diederik Eijsvogel benefit from this policy reaffirms its value. Creating a workplace that supports both career aspirations and family commitments is not just beneficial for the individual but also for the organization as a whole. It's encouraging to see more companies embracing similar policies, and I hope this trend continues to grow across industries. Let's continue to champion and advocate for parental leave policies that empower our teams and build a more inclusive and supportive work environment. https://lnkd.in/eY6aZiFK #ParentalLeave #WorkLifeBalance #InclusiveWorkplace #Leadership #AstraZeneca #AstraZenecaSchweiz #AstraZenecaSwitzerland #AstraZenecaSuisse

72

4 Kommentare

📚 Book Recommendation: Stand Firm by Svend Brinkmann 📚 In a world that constantly pushes us to be more flexible, more adaptable, and more self-improving, Svend Brinkmann's "Stand Firm" offers a refreshing counter-narrative. This thought-provoking book challenges the pervasive culture of continuous self-improvement and relentless positivity that often leads to burnout and dissatisfaction. Brinkmann, a psychology professor, argues for the value of standing firm in one's beliefs and commitments, rather than endlessly chasing change and self-optimization. He draws on philosophy and psychology to provide practical advice on how to maintain a stable and fulfilling life. His seven-step guide includes: 1️⃣ Cut out the self-help: Instead of constantly seeking to improve, learn to accept and appreciate yourself as you are. 2️⃣ Focus on the negative: Embrace life's challenges and difficulties rather than avoiding them. 3️⃣ Put on the No hat: Set boundaries and learn to say no to unnecessary demands. 4️⃣ Suppress your feelings: Find a balance between emotional expression and stoicism. 5️⃣ Sack your coach: Rely on your own judgment and values instead of external motivators. 6️⃣Read a novel – not a self-help book or biography: Engage with literature that broadens your perspective and empathy. 7️⃣Dwell on the past: Reflect on your past experiences to understand yourself better and gain insight for the future. "Stand Firm" is not just a critique of the self-help industry; it's a call to live a more meaningful, grounded, and resilient life. If you're feeling overwhelmed by the constant pressure to improve and succeed, this book might just be the antidote you need. Have you read "Stand Firm"? I'd love to hear your thoughts and takeaways! And thanks to our People House the LEGO Group reading club for sharing this gem 💎 #BookRecommendation #PersonalDevelopment #MentalHealth #WorkLifeBalance

24

2 Kommentare

What an amazing day! ✨   Today we had our first UPTIMIZE User Meetup. It was so exciting to bring users and the product owners of the products in our Data & Analytics Ecosystem UPTIMIZE together.🙏   I want to give a big shout out to the amazing Matthias Stede for the idea, vision and spirit to make this dream come true. And of course for the realization team Anna Valerie Smeljanski, Johannes Mann, Soraya Permatasari, Maria Herrmann Katharina Scherf for making this happen. 🚀   It was great to witness the launch of two very important elements in our Data & Analytics ecosystem: 👏👏   1)       UPTIMIZE Data Central with a.       UPTIMIZE Data Central Explorer -             the place where everyone at Merck can find data. b.       UPTIMIZE Data Central Studio - the place where Data Stewards, Data Domain Owners can make data products available.   Congratulations to Marius Wagner, Sriram R M, Laura Patzer, Pradeepkumar M, Sushmitha Shetty, Emre Esendir, Patrick Kaiser, Dennis Bade, Vishal Venkatesan, Swetha N, Ivonne Appleyard, Solomon R and the whole team for the successful launch! 💪   2)       UPTIMIZE Tableau – the place for meaningful insights where data can be visualized for impact   Congratulations to Matthias Stede, Preetham Kumar Boda Vittal, Shiyazudeen Abdul Gafoor, Rainer Schink, sai krishna, Juan Diego Lorenzo, Kamal Saade, PMP , Lakshman T,  Carsten Goepp, Paul Schmitt, Hemanth Teegala, Sergious D, Daniel Wegmann, Arash Askari, R Nagarjuna, Tom Isaac, Alexander Schäfer, Yallamgari Munikrishnar for the successful launch! 💪   A big shout out also to all the other product owners for the great breakout sessions and booths Foundry – Florian Metz AWS – Niousha Hormozi Snowflake – Wael Atawya Data Ingestion – Andreas Grimm myGPT – David Kreutzer, Pratamesh Karmalkar. Supply Chain Analytics – Manuel Bierwirth, Simon Vehma, Sangamesh Hanumantha Sangamad Adoptimizers – Taylor Ribeiro and Katharina Scherf   It was a blast. We had around 100 people onsite and 100 people online when Walid Mehanna shared our Data & AI Vision and the ambitions for both data & AI and Matthias Ernst elaborated on our new product centric organization and operating model and Florian Grzonka explained the capabilities in our ecoystem. #meetup #foundry #aws #snowflake #Fivetran #OpenAI #dataculture #herd #usercentric

210

6 Kommentare

Yesterday we had our ManagerinnenOWL summer party and a great talk by Christina Richter (hosted very well by our own Janina Ostendorf ) who spoke about visibility of women. It was really inspiring and the main things that stuck with me: 💪🏼 those who tell the stories have the power 🙋🏼‍♀️ we as women need to say “yes” to more opportunities without overthinking … men do it too 🧐 a post is worthless in terms of visibility without comments so support posts with real and good content with your comments (they don’t always have to be profound comments) 🐝 men have a whole swarm of bees working in the background not talking about their work and accomplishments. These bees (women) need to step out of the shadows and start sharing what they are doing. Did you guys know this? How do you handle your visibility? Do you think there’s a difference between men and women? #women #invisiblewomen #visibility #networking #support #personalbranding

40

10 Kommentare

Balancing #Family and #Work: Our Parent-Child Office in Bielefeld 🤩 In today’s work environment, creating flexible spaces that help balance work and family life is essential. Our Parent-Child Office isn’t just a practical #solution for when you’re in a pinch – it’s a clear demonstration of our #commitment to a work #culture that #values and supports employees in their unique life situations.❤️ This space is more than just a place to work; it builds a #strong community among parents at our office and fosters an environment where clear guidelines and thoughtful design make it easy to work alongside your child. Being family-friendly is a key part of our company strategy.🔑 We’re always looking for new ways to meet the needs of our #talents, and it’s making a real difference in #motivation and #productivity. A big thank you to our highly engage Diversity team Sandrine El Sauaf, Daniela Siekmann who brought this project to life! 🤝 #FamilyFriendly #WorkLifeBalance #ModernWorkplace 

244

15 Kommentare

Curious to learn more about how AI impacts the climate and how it can be used sustainably and inclusively? Tune into this podcast (in German, but will be published in English soon) together with my colleague Karlina Octaviany and Prof. for Informatics and Sustainability, Stefan Naumann as we share some insights from our work at Fair Forward and debunk some myths around common beliefs of AI 💚 #AIforGood #SustainableTech #FairForward

11

🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

49

17 Kommentare

Cost and career dilemmas? Why some people do not fulfill their desire to have #children.   As a provider of #dating apps, it is imperative for us at ParshipMeet Group to understand our customers’ needs. That's why our brands regularly ask their target groups about their wishes and expectations regarding partnership-related topics.   As a father of three, the results of our latest #Parship study made me sit up and take notice. With our survey, we were looking for reasons why people who want to have children have not (yet) fulfilled this wish. As our representative study showed, in Germany this is 20 percent of the population between the ages of 18 and 69.   🔦 Unsurprisingly, more than half of them (56%) simply do not think now is the right time for them to have children. So far, so understandable. But things get more exciting when looking at the other reasons:   🔦 Every third person who wants to have children voiced that they are lacking the right partner (33%) – a result that both confirms and drives our ambition as a dating provider to actively support people with like-minded #relationship goals in their search for their significant other.   🔦 The next result is what shocked me most: 20% of people who long to have children do not fulfill this desire for financial reasons. The fact that so many people in Germany remain childless due to the expected costs raises serious questions – for example regarding state and private incentives. For me, this topic deserves much more attention in parliaments and public debates.   🔦 11% of women and 8% of men who want to have children are afraid that they will have to give up their career as soon as they become a #parent. The fact that our study did not identify a glaring gender gap makes me cautiously optimistic that antiquated role identities among heterosexual couples in Germany are more outdated than feared. Nevertheless, this finding is a call to work. Among 40 to 49-year-olds, one in five express the concern that becoming a mother/father would mean having to put their career on hold, whereas “only” one in ten in this group state that they would not have children for financial reasons.   What do we learn from this? In my opinion, a society that wants to give more people than today the chance to fulfill their desire to have children must take a closer look at the individual life situation of those affected. As a society, we need to promote a clever interplay between monetary incentives and measures to really improve #WorkLifeBalance, always taking into account that there are numerous reasons why people who would love to have a child opt to remain childless – for now.   Of course, our study also gives a voice to the significant number of people who cannot fulfill their desire to have children for biological reasons. You can read all the results (in German) here:   https://lnkd.in/e53hVKjt   #TeamLove

23

1 Kommentar

Just finished my course VfTC Verbund freier Trainer und Coaches, and now I can proudly call myself a systemic organization developer 🎉 What does that even mean? 🤔 Over the next few weeks, I'll share insights from my journey, touching on topics like #psychology, #humanmotivation, #leadership, #organizationalstructures, #values, and #transformation. But first, I want to highlight my top personal learnings from the past 4 months: "My brain is a liar" 🧠 Our brains are wired to make quick decisions and create stories to fill in gaps, often leading to perceptions that aren't completely true. Realizing this opened me up to new perspectives and helped realize my own biases. The power of criticism-free feedback 🔄 Feedback used to be a tough pill to swallow. Now, I see it as a valuable gift 🎁. Different perspectives help me grow and improve. I've learned to give and receive feedback without criticism, and it's been transformative. Embracing self-motivation without competition 🔥 Initially, I felt uneasy without competition. But I've found a deeper motivation through my own hunger for knowledge and improvement. It's encouraging to learn for the love of learning. I'm looking forward to sharing more about my journey into systemic organization development! Stay tuned for insights into #leadership and #change management. 🙌 Question for you: What's been your most surprising realization about human behavior or motivation in the work environment? 🤔 I'd love to hear your thoughts!

111

22 Kommentare

Leadership is easy if it's just "yes" and "good job". But, how to communicate a "no"? Take denying Franz's (Happiness Manager at snapADDY GmbH) ask for Breakfast: I know that Jochen Seelig or Luise Seelig already provided breakfast. That morning I had no Skyr to spare. Torturing Franz with the allure of finishing my plate was no option. So I needed to communicate clearly that there was no breakfast to be had. (Something he likely wouldn't tolerate) Here's how to handle Nos: - Understand the intention behind the question/action - Communicate clearly and in a way the other person understands - Address their concerns - Let them be disappointed - Differentiate specific decisions from the grand scheme of working together Here's what I could improve upon: - Do not show your surprise if a "no" is accepted - Do not laugh while communicating your denial - Make sure no one else will overwrite your decision (in this example provide food - looking at Melanie A.) Also of note, while he is a great employee, Franz hates listening to anyone other than his direct bosses. So, big win for me. #leadership #sales #dog

41

3 Kommentare

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

7

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

6

💡 Three things I know now that I wished to have known in the beginning of my career: 👋 You meet people twice in life (as we say in German) Be kind to your colleagues, customers and stakeholders. Be fun to work with and leave jobs on a good note. After all, you never know where you will meet them again at a later stage in your career ☝ Opportunities knock on your door all the time - the wise thing is to learn not just to identify them but also to decide which ones to pursue. Some of those opportunities (e.g. pursuing a certain role) will have an immense impact on the path of your career, so choose wisely 👌 Expertise and seniority are built over time It's human to think you're more senior than you really are, especially when you're experiencing success at work and get positive feedback from your manager and peers. That doesn't mean you are ready for the next step in terms of a promotion ❓ What are yours? Share with our community in the comments ⬇ 🙏 #LinkedInNewsEurope #KickstartingYourCareer #earlycareers --- 👋 Hi, I‘m Michali; my passion is making the world a tiny bit of a better place for minorities. I post about interesting topics for expats, such as news and regulations in Germany in particular and Europe in general, as well as innovation, entrepreneurship, and career. Find it interesting? 🔔 Follow me 🙏

79

7 Kommentare

💬 "𝗛𝗼𝗽𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆!" - Bam! That was just one of the powerful quotes from yesterday's BERlean IN Circle event on 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻𝘀. I still cannot find the right words to capture the magic of the evening and the incredible quartet on stage! Let me at least summarize my learnings from our amazing speakers: 🔸 Ebony Simone Morczinek, CFO at Blacklane "Everything in life starts with a thought. Our thoughts create this reality. So please envision your future. And think big in numbers." For Ebony, it’s 10 million. Her presence transforms every room into a cathedral. She embodies what it means to deserve space and be confident. Her biggest advice still gives me goosebumps: "Know your trauma before you enter a negotiation!" 🔸 Dr. Martina Pesic, Negotiation Expert This woman is obsessed with negotiations. She wrote her diploma and PhD on negotiation. You can even book her for "shadow negotiation." Her key advice: Be prepared and know your tactics. She empowered us women (and male allies) in the room: Don’t introduce numbers too early before you’ve sold your value. A number is like an anchor—the first number sticks. 🔸 Stefanie Voss, Leadership Coach She is truly an adventurer; Stefanie sailed around the world! Her claim is: be a pirate, not a princess when entering negotiations! Pirates have one core superpower: Audacity! It’s the conscious decision to move beyond fear ("I don’t dare to..."), shame ("What will people think..."), conventions ("The status quo..."), and rules ("This is how it is done"). I loved how she provided concrete examples of how to train your audacity with tiny habits. For example, walk up to a policewoman and thank her for keeping us safe during the European soccer cup. 🔸 Coco Decrouppé, Leadership Coach 🥅⚽️👩‍🏫 Coco is from Austria, and she chose to spend time with us rather than watch the Austrian soccer team win last night! What a coach! She introduced us to her 'The Soccer Field Model©️,' a tool she developed to understand the driving forces in negotiations. What I will never forget: Negotiation starts with Level 1: focus on myself! If I don’t care for my emotions, I won’t set clear boundaries. Kudos to our moderator 🎤Antje Venjakob, who orchestrated the evening with such a lovely flow! A huge thank you to Blacklane and in particular Brenda Omari & Abigail Pfeiffer for hosting this event. It was great for many women to connect with Cindy Rubbens CHRO of Blacklane, too! Team Power: Thanks to Agata G. & Julia Teubert (she/her) for being enablers in organizing the Lean In events! 🎉

67

21 Kommentare

Always asked myself, if I can be happy …always? As an entrepreneur you are in the natural habit of optimizing all aspects of a project so why don’t optimize your life? After many years of learning about what makes us happy, I think it is only a transient state. But maybe we can feel even better … when we are in Flow! Flow is the state of consciousness in which we forget space and time, are maximally happy, motivated and efficient. In this state, we feel our best and achieve the most. What do we need to achieve this flow? Why is it so important for founders and managers? I talk about this in the podcast with editor Elena Todeva Listen in and share your best flow moments. #flow #flowmoment #success #performance #motivation #alignment #leadership #newwork #startup #vc #entrepreneurship

18

1 Kommentar