Lars Kure Juul

Addressing Organisational Fear by founding out who's to blame is never a good strategy. If we instead can share our experience, and our fear, and really - really - listen to each other, we can find a way forward in a strengthened collaboration and a greater sense of unity. Niklas and I share a daily situation experiencing Organisational Fear. We wish you a lovely weekend, filled with love. And, if you are triggered in fear, try to stay with it. Name it. Share it. Allow it to be part of your shared experience. Love Karin & Niklas #intothenew #organisationalfear

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🚀 The Future of Leadership and Talent Strategies: I was honored to deliver a keynote at Mentimeter’s Future of Leadership Communication forum recently. 🌟 A big takeaway came from a conversation with Anna Gullstrand, who reminded us: “The future of leadership isn’t about having all the answers—it’s about asking the right questions.” During my talk, I shared findings from The Martec’s global benchmark study, diving into how employers are integrating AI into their talent marketing workflows. The room was filled with HR and Employer Brand leaders eager to use these insights to shape forward-thinking strategies and prepare their organizations for the future of work. 💡 🎯 Next up: I’ll be at Brainstorm Strategy Group's Campus Recruiting Forum this week in Mississauga, hosting a hands-on workshop on integrating AI into campus recruiting and talent marketing strategies. 🔗 Details here: https://lnkd.in/gQN3dG3Q 💬 I would love to hear what questions are you asking to prepare your team for the future of leadership and AI? #Leadership #TalentAcquisition #EmployerBranding #HRLeadership #AIforEmployerBrand #CampusRecruiting

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🌟 Harnessing the Power of Differences in Multinational Teams 🌟 This quote beautifully captures the essence of what makes diverse teams so powerful. The true strength of our teams comes from their diversity—not just in terms of culture and background, but also in how team members think, feel, and what drives them. But how can we leverage these elements to create truly dynamic and high-performing multinational teams? 1. Embrace Cognitive Diversity Actively seek out and value the different viewpoints your team members bring to the table. This can lead to more innovative solutions and robust decision-making. Create an environment where unconventional ideas are welcomed and explored. Diverse thinking can drive creativity and breakthrough innovations. 2. Cultivate Psychological Safety Encourage open and honest communication by building trust within the team. Show appreciation for contributions and respect for differences. Ensure that all team members feel comfortable sharing their ideas and concerns. This involves actively listening and responding with empathy and support. 3. Understand and Leverage Motivational Drive Take the time to understand what drives each team member. Some may be motivated by personal achievement, others by team success or social impact. Adapt your leadership and motivational strategies to align with these individual drives. Our differences are not just our strengths; they are the key to unlocking new levels of creativity, innovation, and success. Interested in very hands-on tips and tricks on how to do all the above? Let’s talk! #InclusiveLeadership #DiversityAndInclusion #CognitiveDiversity #PsychologicalSafety #MotivationalDrive #LeadershipDevelopment Hello, I’m Heike Geiling, your Inclusive Leadership Expert and coach for leaders of diverse and international teams to bridge cultural gaps and improve performance, a certified intercultural trainer and founder of the Inclusive Leadership Alliance. Follow me for insights, strategies and tips for becoming confident in your inclusive leadership style, understanding the intricacies of leading diverse and international teams and learn how we can communicate with clarity and sensitivity.

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🌟 Harnessing the Power of Differences in Multinational Teams 🌟 This quote beautifully captures the essence of what makes diverse teams so powerful. The true strength of our teams comes from their diversity—not just in terms of culture and background, but also in how team members think, feel, and what drives them. But how can we leverage these elements to create truly dynamic and high-performing multinational teams? 1. Embrace Cognitive Diversity Actively seek out and value the different viewpoints your team members bring to the table. This can lead to more innovative solutions and robust decision-making. Create an environment where unconventional ideas are welcomed and explored. Diverse thinking can drive creativity and breakthrough innovations. 2. Cultivate Psychological Safety Encourage open and honest communication by building trust within the team. Show appreciation for contributions and respect for differences. Ensure that all team members feel comfortable sharing their ideas and concerns. This involves actively listening and responding with empathy and support. 3. Understand and Leverage Motivational Drive Take the time to understand what drives each team member. Some may be motivated by personal achievement, others by team success or social impact. Adapt your leadership and motivational strategies to align with these individual drives. Our differences are not just our strengths; they are the key to unlocking new levels of creativity, innovation, and success. Interested in very hands-on tips and tricks on how to do all the above? Let’s talk! #InclusiveLeadership #DiversityAndInclusion #CognitiveDiversity #PsychologicalSafety #MotivationalDrive #LeadershipDevelopment Hello, I’m Heike Geiling, your Inclusive Leadership Expert and coach for leaders of diverse and international teams to bridge cultural gaps and improve performance, a certified intercultural trainer and founder of the Inclusive Leadership Alliance. Follow me for insights, strategies and tips for becoming confident in your inclusive leadership style, understanding the intricacies of leading diverse and international teams and learn how we can communicate with clarity and sensitivity.

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🎯 The 2024 Women In Digital Discourse is now available! The Women in Digital Discourse set out to connect real-life experiences and insights by generating our own data to provide a true and current overview of the sector’s current workforce and workplace. To do this, we surveyed people, mainly women, on a wide range of workplace issues, including salary, flexibility, parental leave and children, career progression and male allyship. 💡 So why does it matter? A survey by the Australian Information Industry Association (AIIA) highlights that skills shortages are the biggest barrier to business growth, with half of Australian organisations outsourcing IT roles offshore due to a lack of local talent—especially in AI and cybersecurity.   But what if we focused on building equitable workplaces where everyone, especially women, can thrive? Ensuring that policies and processes reflect the needs of all team members is critical. To meet the goals set by industry bodies, we must expand Australia’s tech talent pool by prioritising the inclusion of underrepresented groups.   The future of job creation in Australia depends on how well we develop and empower local talent—starting today. Download your copy - https://lnkd.in/gziYXfWb Special thanks to our contributors, Belle Lajoie (GAICD), Deepak Singh , Emma Jones 🍉 Natalie Flynn, Sammy Herbert, Scarlett McDermott and Stevie-Ann Dovico

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One of the things I'm pondering on this Friday morning in Copenhagen 🤔. I follow McKinsey & Company closely, because they are often seeing trends and are interpreting the real time data around organizational- and leadership development. While I like the business oriented lens, the simplicity and structure of this article it comes across as having a fundamental blind spot: How do we care for the well-being of the people we lead and serve?. As a platform and motor for sustainable success. In my humble opinion, this - the caring - should be a sharp strategic, tactical and operational focus for every organization and leader. We could name it Compassion In Action! It's both a responsibility and a huge opportunity ♥️📈. What do you think? Happy Friday from Lars 🎈. #talentmanagement #compassioninaction #organizationalhappiness

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#CulturalTransformation #ChangeManagement #Leadership #TrustTransparencyTogethernessTransfirmation #OneDreamOneTeam - I am here prompting CEOs to really move next steps with formation of Change Champions to strengthen the process of Change at their companies!!! Good luck n Cheers DK

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For introverted leaders today, this is a powerful reminder that effective leadership doesn’t require putting on a performance. It requires being true to yourself, understanding your strengths, and using them to serve a greater purpose. Dag’s life was a testament to the idea that you don’t need to be loud to be heard; your actions, integrity, and dedication can resonate just as powerfully. #introversion #introvert #introvertedleaders #leadership #management #daghammarskjöld #daghammarskjold https://lnkd.in/g9Dq9AsK

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The benefits of engaging an Executive Interim Manager during challenging times Organizations often face periods of turbulence due to restructuring, the need for specialized expertise, or business-critical skills gaps. One effective solution is to engage an Executive Interim Manager, who can temporarily provide the necessary leadership and stability. Engaging an Executive Interim Manager offers significant benefits during challenging times, including immediate availability, expertise, objectivity, cost-effectiveness, and a focus on results. They provide essential stability, continuity, and knowledge transfer, helping organizations navigate crises and emerge stronger. Here are the key benefits: Immediate Availability: Interim Managers can start within a couple of days, offering swift solutions to critical leadership gaps and ensuring continuity during crises. Expertise and Experience: They bring specialized skills and a proven track record, allowing them to address challenges efficiently, especially in areas like turnaround management or major projects. Objective Perspective: Coming from outside of the organization, Executive Interim Managers offer unbiased viewpoints, helping identify and address issues that internal teams might miss, and making decisions free from internal politics. Cost-Effective Solution: Although an additional expense, Interim Managers avoid the long-term costs of permanent hires and resolve issues quickly, reducing potential losses. Focus on Results: Their success is measured by immediate impact, driving them to achieve specific goals aligned with the organization's needs. Leadership Continuity: Executive Interim Managers bridge critical leadership gaps between permanent leaders, providing stability and maintaining momentum, which reassures employees, clients, and stakeholders. Knowledge Transfer: Beyond solving immediate problems, they share expertise and mentor internal staff, strengthening the organization for future challenges. #interimmanagement #bestadvice #leadership

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Action and Wellbeing - I believe that taking action is one of the key strategies for wellbeing in life. Even if the action is all wrong. Nothing motivates like taking action. So, I got this in my email from Charles Muhlbauer just now. He and I agree on this. Really like it and thought I'd share it with you all. We're taught that happiness is a choice. It's true. But it's not easy for many of us. Usually the simplest things are the most difficult. Many of us might be down about something. Maybe you miss being with someone, or someone important in your life has passed, or maybe you don't find as much meaning in your life as you used to. Whatever it might be for you... These are all normal, healthy feelings. If you are in that place (or know of someone who might be in that place...) Pick up the phone and talk to someone (or talk to that person.) Even if you just want to talk about you.  Text your friend and ask. "Hey, I haven't been doing so great and wanted to know if you have time to listen to me. Let me know." Or, get out of your place for a bit. Take a walk, go see a show by yourself, take a trip to visit an old friend for the weekend, listen to a comedy podcast. Whatever it is, take action. Don't sit idle at home. You might even decide to be more focused at work, and be more engaged with your work colleagues. Activity breeds opportunity in this life. This is a gentle reminder to stay curious and keep growing. The world needs you.

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Thinking about becoming Birkman Certified? We have a few spots available for the upcoming virtual certification in June. https://lnkd.in/gRt7iQwd #training #Birkman #leadershipdevelopment #coaching #careercoaching #personality #positivepsychology #leadership

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Another share from the Future Talent Council Summit in Stockholm a couple of weeks ago, today I bring you the work of Erik Brynjolfsson who is a Professor at Stanford University and also the co-founder of Workhelix. Erik was the last presenter at the Summit and was dialling in from Hawaii, you will see him in the top right of this image. Erik spoke about 'task decomposition' and the impact Ai will have on the automation of various tasks and jobs. 19% of workers will see 50% of their tasks impacted and 80% of workers will have 10% of tasks impacted, with higher wage jobs facing greater exposure to Ai's influence / benefit. He and Andrew Ng are positioning the need to review and analyse tasks and determine what should be human led and what can be Ai led. Erik's business venture Work Helix supports this activity with a database of 250k tasks and 20k jobs effectively helping a company determine which jobs and tasks are most suited for Ai driven acceleration. This looks like a very interesting product / platform for #skillsbasedorganisations . The combination of job / task analysis combined with a #skills strategy is quite a compelling duo. Knowing the skills and desires of people and the task analysis of work (human vs digital) would be a powerful insight for workforce planning and talent development purposes. Erik is a believer that AI will complement human labour rather than simply replacing it, stressing that Ai technologies often transform specific tasks within an occupation rather than entire jobs. Task automation frees up labour to focus on higher level tasks that require creativity and complex problem solving, which are difficult for Ai to replace. Erik also referenced the Ai index report which Stanford releases each year, this is a heavy 500+ page report, but good old Ai has provided a useful summary to this which you can access in the comments below. I am excited for a #skills strategy leveraging the job/task decomposition analysis Erik is addressing. Very powerful indeed. #workforcestrategy #talentmanagement #futureofwork #skillsbased #skillspowered #taskdecomposition

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Building a healthy company culture is vital to business success. It goes way beyond the 'nice to haves' in a workplace, aligning and integrating values is essential when building, developing or transforming your culture to increase engagement, performance, productivity, and ultimately tangible results! Im looking forward to this webinar with Holly Fenton at Seven Levels, please sign up below to join.

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I found this good article on INSEAD Knowledge. It's time to rethink what productivity really means. Henrik Bresman's article presents the idea that true productivity balances work and well-being. Consider how often you put everything into your work, just to slow down, get mental blockers or foggy mind, and then put out work that isn't really your best. Continuous hard work over long hours is never really sustainable, at the people level. Key concepts: - building wealth and well-being concurrently - Creating an environment for free-flow of ideas - Don't judge managers by how hard working they are. Add kpis for the well being of their team The last one is easy if you are already doing daily check-ins.

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Are you a CEO / founder? I bet that no one told you it is going to be lonely at the top. 50% of CEOs experience loneliness in their career. Now you can’t just “hangout” with other colleagues because you are in-charge. Everyone starts to act differently when you are around. If you make the tiniest mistake everyone is going to know about it. Tough place to be in, right? Being a CEO, you need to be ok with getting singled out and misunderstood. We’re seen as the decision-makers, the ones who drive the company forward—but that responsibility can feel like a balancing act. On one hand, we have to meet the demands of the board of directors, pushing for growth and results. On the other hand, we have our teams, who need our guidance and support. It’s not uncommon for our teams to think we’re overbearing, but what they don’t always see is the weight of the decisions we carry. We’re constantly juggling the need to achieve strategic goals with the need to maintain a healthy, motivated team. It’s a tough spot to be in, and it can feel pretty lonely at times. But that’s the reality of leadership. It’s about finding that balance, staying strong, and always remembering why we do what we do. The challenge is real, but so is the reward when we get it right.

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What is Coaches Going Corporate?   It's a hybrid programme where you:  👉 Gain confidence in yourself as a coach.  👉 Commit to personal development and transformational coaching.  👉 Improve your approach for coaching executives and analytical thinkers. Find out more next week, Weds 11 Dec, 4 pm UK time.: "Coaches Going Corporate is a hidden gem!" From her 25+ years' experience training and mentoring coaches, Lori understands what it takes to move towards mastery. She also knows the common pitfalls and how to overcome them. Come and find out what the CGC programme is all about and how it will take your coaching to the next level. Click the link to sign up. https://lnkd.in/e2FuKQhZ #coaching #coactive #mastercoaching #icf #shooksvensen  #lorishookmcc

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Why the first 100 days matter: Insights from Arwid Markus Detlefs on navigating new leadership roles. Ever wondered why some leaders make a significant impact quickly while others struggle? Arwid Markus Detlefs, Partner at Birn+Partners explains that the first 100 days in a new leadership role are pivotal. “Many leaders face substantial challenges during this period—some are overwhelmed by panic and fear of failure, while others are overconfident and underestimate the difficulties ahead”. Arwid Marcus Detlefs emphasizes "a tailored onboarding program can be a game-changer, preparing leaders for their new roles." To help you succeed in your first 100 days, here are some common challenges that can get in the way: 1. Time pressure and the learning curve 2. Prioritizing with strategic oversight 3. Building stakeholder relationships 4. Addressing legacy issues 5. Finding the right pace 6. Effective communication and team engagement Successfully navigating these challenges in the first 100 days sets the foundation for long-term success. A well-crafted onboarding program can significantly enhance a leader's ability to thrive, providing them with the tools and insights needed to address these challenges effectively. Tailored onboarding not only helps in understanding the organisation's culture and expectations but also offers a roadmap for integrating into the team and making a positive impact from the start. At Birn+Partners, we understand the importance of this critical period. Our tailored onboarding programs are designed to equip leaders with the strategies and support they need to succeed. Remember: Success in the first 100 days is a prerequisite for success in the next 1,000 days. If you’re stepping into a new leadership role, or preparing for one, you can download our comprehensive white paper for more insights and actionable strategies. #NewJob #CareerGrowth #Career #Coaching #Onboardingprogram #FIRST100 #Leader #BirnPartners Get white paper and ten principal guidelines for your first 100 day in a new job - https://lnkd.in/ex8_AfD4

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