Insights

One of my Chinese clients asked me: “Are your programs as effective in other parts of the world as they are here? Our culture is completely different from yours in Europe.” I nodded. I often get asked this question.

Every management training teaches you to co-operate, agree a joint approach, stick to the agreements, and above all, communicate with one another. Everyone knows this and think they act on it on a regular basis. Serious gaming taught me to know the real me...

Now that we no longer go on trainings as often or for as long as we used to, we keep up the search for effective, fun and less costly ways to update our knowledge and skills. The organizational change and L&D markets are very trend sensitive and every so often something new pops up.

Before we invest in an organization, we measure its financial situation and thoroughly inform about the product. Why do we pay so little attention to the people who do the work? Patrick de Zeeuw of Startupbootcamp does this, and with much success.

There are many definitions of leadership. One of those definitions is that a leader should be able to choose the kind of leadership needed for any given situation. That also applies to Change Leaders. They have to able and willing to apply the type of leadership that fits the situation. And to get their hands dirty if the situation demands it.

I’m writing this blog for all working women. Women who are super at their jobs, but sometimes could tackle things just a little bit better in the masculine organizations they work in. Women who push themselves a bit too hard to do everything well, and could use a little relaxation.

People who have been working for a long time, work in teams and are part of a larger organization, are open to a hidden danger.

Forerunners are a little used resource for real, positive change in organizations. Who are they? What do they do and how can we give them the space to let them help our organizations?

Smooth talking, fast car. The image most people have about the successful salesperson is not accurate - according to the research we did at Mercedes-Benz.

The ‘Big Five’ personality model is a tried and tested frame of reference for a variety of activities designed for use in the field of human resources. It gives HR professionals and managers the opportunity to demonstrate differences in the way people work in a clear and scientifically sound way.