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So far Klaudia Kelleh has created 70 blog entries.

17/11/2020 | Are “Human Resources” Still A Current Topic?

By |2020-11-24T12:51:11+01:00November 17th, 2020|Newsletter ENG|

Of course – more than ever! This is sure to be your first reaction. Rightly so, since every company is built on humans and their labor. But is the term itself really a good one? Is it still appropriate to refer to employees as “resources” or “capital”, as in “human capital“?

Instead, let’s talk about “people & organization”, because at the end of the day it’s always all about people, also as regards products or services. “Here at Global DiVision,“ says Dr. Monika V. Kronbügel, company CEO, “we see organizations as living systems and employees as their most important element.” Anyone can develop themselves. The objective of P&O instruments and systems for talent management is to focus on winning, developing and retaining people. True to the motto “Hire for attitude, train for skills”.

Companies that want to gain a long-term competitive advantage will establish systemic approaches to organizational diagnosis and development – the core elements of successful development and market presence. When doing so, classic and agile strategies can be combined to achieve the right solution. Global DiVision accompanies clients through the entire consulting process from understanding individual challenges through developing a solution design and full implementation of all relevant aspects, also taking COVID-19 into consideration.

Your reorientation to People & Organization with Global DiVision…

10/11/2020 | Ambiguity Tolerance as An Opportunity for Change

By |2020-11-24T12:52:18+01:00November 10th, 2020|Newsletter ENG|

Ambigui-what…? Don’t worry if you haven’t heard this term before. It describes the ability to deal and/or put up with ambiguous situations and contradictory courses of action. Something that is more important than ever today. Developing this ability ensures that you are well equipped to cope with the minor and major adversities that life throws at you – no matter whether at work or at home. But where exactly should you start?

The first step is to understand that frustrating, contradictory situations are part of life. If you can accept this, then you will quickly be able to move on to the next step – dealing with such events. Remind yourself that it is better to recognize other people’s needs than to get caught up in a struggle. It is impossible to predict everything in advance. Learning to view this as normal instead of questioning goals as soon as something doesn’t go according to plan is half the battle.

While there is no magic formula for handling ambiguity, you can get a lot out of such experiences if you file them under “learning on the job”. It will allow you to better reconcile entrenched expectations regarding situations with the reality. And who ever said that everything must go smoothly and as planned? Running into problems – particularly in these Covid-19 times – can be highly motivating, teaching us to play the “long game”.

Talk to us – We can help with your future leadership…

03/11/2020 | Ready for A Successor

By |2020-11-24T12:51:52+01:00November 3rd, 2020|Newsletter ENG|

“We’ll cross that bridge when it comes…”. Companies don’t always have successors for key employees in view, although it can be very convenient to have a pool of well-prepared individuals to choose from. And there are more reasons why this investment in the future is worthwhile…

“The biggest reason why employees like successor planning is that it offers them career and development opportunities,” says Dr. Monika V. Kronbügel, CEO of Global DiVision, drawing on her discussions with numerous clients and their staff. Around 80 percent of the clients’ vacant management positions are filled in-house. Companies that plan ahead are in a good place, since changeovers generally also mean structural changes and new activities. So it is important for potential candidates to ensure that they are on the same page as the company when it comes to ideas about how the job should be carried in future.

“When digitizing the company,” continues Dr. Monika V. Kronbügel, “it is worth implementing a corresponding tool to map successor planning, as this brings many advantages.” These are:

• Allowing long-serving employees to leave the company with a good feeling.
• Easing any fears successors may have.
• Securing predecessors’ implicit knowledge.
• Providing customers and partners with a feeling of security.
• Reducing the knowledge and know-how drain.

Talk to us about your new successor strategy…

27/10/2020 | Business Etiquette: Not Just Polite but Also Essential – Social Distancing

By |2020-09-28T22:32:08+02:00October 27th, 2020|Newsletter ENG|

Current cases demonstrate that even people who are not categorized as being in a corona risk group can still fall ill, possibly suffering with long-term health issues as a result. Even if we aren’t always aware of this, respect and warm-heartedness can ensure that we show consideration for people who are at greater risk of becoming sick.

In such a situation, good manners are not only polite but also necessary to ensure the well-being of others. Social distancing is therefore also a sign of consideration. Employers have implemented measures such as working from home, virtual meetings, telephone calls, and emails to comply with the required distance rules. When working at the company it is important to stay at the prescribed 2 meters distance and not to shake hands.

We can also use language and writing to express respect and acceptance. Instead of the standard “Yours faithfully” you could write “Stay healthy”, “Take care of yourself”, or “All the best” to demonstrate a degree of empathy that can only exist if we pay attention to what is happening around us.

The current situation requires everyone to be highly flexible and adjust quickly to new circumstances. So showing solidarity and working together to find solutions can only benefit all of us. Appreciation, understanding, and friendliness will win the loyalty of partners and employees. This is the only option that companies have to continue growing in the corona era.

20/10/2020 | Do We Need Diversity Training?

By |2020-11-24T12:54:06+01:00October 20th, 2020|Newsletter ENG|

“So, where are you from?” At first glance the question seems to be harmless and show interest. In contrast, the question “Yes, but where are you really from?” is almost always inappropriate because it is generally directed at individuals who aren’t considered to look “German”. “Questions of this kind imply that the individual doesn’t belong,” explains expert Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision.

What are the best ways to combat conscious or unconscious discrimination in the workplace?
“Diversity training is a very efficient tool,” recommends Dr. Monika V. Kronbügel (PhD.). It not only helps companies to improve communicative structures and relationships among employees, but also to exploit the full potential of teams and to develop a diverse recruiting strategy. In addition to this, such newly acquired competences also promote the company’s external image, thus winning new target groups for products and services.

Discrimination is, however, not limited solely to workers’ origins. Gender, age, physical disabilities, or sexual orientation can also result in disadvantages or marginalization. The so-called “DiversityParcours” method can be a good way to raise awareness of these issues. It shows employees what groups they themselves could theoretically be assigned to. This in turn encourages them to reconsider pigeonholing or entrenched perceptions.

“For diversity training to be efficient it is crucial that participation is voluntary. Otherwise employees may feel that they have been forced into it, which could be counterproductive,” explains Susanne Mueller, Global DiVision’s North America partner. “Language is another crucial element,” she continues. Asking what designations are discriminatory or what hidden messages we communicate is enormously important since our thoughts are not only the basis for words, but also vice versa – our language also influences our thoughts.

Most important of all is that companies implement cultures of diversity. The first step can be to sign guidelines or to introduce diversity competence in job profiles – both strong signals that discrimination is not tolerated.

Your DiversityParcours with Global DiVision…

13/10/2020 | Management or Leadership – The Small but Important Difference

By |2020-11-24T12:54:34+01:00October 13th, 2020|Newsletter ENG|

Sooner or later artificial intelligence (AI) will become part of our working world. The key question is what areas it will affect. AI can solve, control, and analyze definable problems. In the long term, managers whose positions are based on these skills could become superfluous. Leadership, in contrast, cannot be automated. Employees whose work is not limited solely to management and administration will continue to be irreplaceable in the future. Because AI cannot handle unpredictability. So how should managers respond to this challenge?

“Future leadership” will no longer be based on fixed solutions or rigid schemes and structures. Instead the focus will be on increasing the volume of work and density of relationships within teams; improving communications in specific areas; and channeling knowledge and ideas. In addition to this, managers will be responsible for putting the right people in the right jobs and giving them tasks that are a perfect match.

Let’s assume that employees who have been with a company for 15 or 20 years are tasked with accompanying this process. They can often find it difficult to implement the change from performing tasks to autonomous, creative work. So it is important to prepare staff to handle this transformation. Asking the following questions can help with this:

• Are my people skills focused on promoting employees’ responsibility, independence, and self-initiative?
• Can I invite others to work with me to develop ideas?
• Can I motivate them to keep going despite setbacks?
• Can I inspire them to surpass themselves?
• Can I inspire them to think the impossible?

Many of us will answer these questions with a “No”. Managers can, however, change this by participating in training courses, thus ensuring that they are equipped to survive in the digital world of the future.

Talk to us – we can accompany your future leadership strategy…

06/10/2020 | Recruiting in the COVID-19 Era

By |2020-11-24T12:55:00+01:00October 6th, 2020|Newsletter ENG|

Companies that present themselves to young workers as reliable and safe employers despite the corona virus are ensuring the survival of the talent pool beyond 2020. But how can such recruiting goals be reconciled with budget cuts and hiring freezes? And how are companies handling such conflicts of interest?

“HR strategy has changed on a number of levels. Firstly, employers are focusing more on employer branding. This makes sense when you take into account that career starters have been hit particularly hard by the current situation. Secondly, many companies have digitized their recruiting,” reports Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision, based on experience with her clients.

HR teams are primarily working from home, using online-based recruiting measures, while personnel selection and onboarding are being carried out by telephone or video. The most popular measures are currently online events, webinars, and digital image advertising. “The corona crisis will have a long-term impact on the recruiting process,” continues Dr. Monika V. Kronbügel (PhD.).

Overall and based on current conditions, HR departments are optimistic about 2021 . Over 50 percent believe that the corona crisis will not impact their recruiting strategy for the coming year and that hiring freezes will come to an end. Corona has merely delayed hiring, not put an end to it. It is thus definitely realistic to assume that there will also be increased catch up demand.

Talk to us about your new recruiting strategy…

29/09/2020 | Business Etiquette – Communication and Video Calls

By |2020-09-07T15:56:48+02:00September 29th, 2020|Newsletter ENG|

Computer on; browser or app up and running; and you’re ready for business! This is what many of us think before beginning a video call. There are, however, a number of things you need to take into account to ensure that virtual meetings go smoothly.

Firstly you must choose a location without background noise and no distracting pictures or situations. Failure to do so can give the impression that you don’t consider the meeting important. In addition to this, it is essential that you are also familiar with the software that is being used. And if you also remember the following four aspects of digital meetings, then there is no reason why your meeting shouldn’t be successful:

1. Vision
To avoid unpleasant or confusing situations it is worthwhile testing the preview features before making your video call. How do you activate and deactivate these features? Knowing how to do so allows you to decide when the call begins. In order to make a good impression, wherever possible your appearance should be the same as in the office.

2. Listening
The same applies here – familiarize yourself with the corresponding features beforehand and check your headphones and microphone before you get started. Where calls include several participants, you can improve the acoustics by turning off microphones because then the person who is speaking can’t be heard on external channels. Avoid disruptive noises in the room and, wherever possible, tell the other participants before beginning any simultaneous communications such as cell phone calls.

3. Working situation
If, despite all this, there could be visual or audio disruptions caused by your working environment, then inform all participants accordingly in advance and tell them again when the call begins.

4. Monitor
Splitting the screen so that you can see yourself and the other person/s is practical and often necessary. Here the same applies – familiarize yourself with all the monitor features beforehand and ensure that any background images that can be seen by other participants are acceptable. A corporate identity motif or operating system wallpaper are both good options.

22/09/2020 | Don’t Be Afraid of Losing Control!

By |2020-11-24T12:57:10+01:00September 22nd, 2020|Newsletter ENG|

Since corona, home offices and remote working have become an involuntary reality for many companies and could soon even become normality. Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision, forecasts that in five years’ time at the latest companies that are not offering working from home as a standard will have difficulties finding employees.

As is so often the case, managers are key to the success of such working practices. Many of them, however, experience extreme anxiety in this context, worrying that they will lose the overview of employees’ activities if they work from home. It can help to remind ourselves that fear of losing control is totally normal. Talking to managers who have experience with home offices or decision-makers who are in a similar situation is thus highly recommended. Communicate openly with your team, telling them that this is a new situation for you but that you are also looking forward to this new form of cooperation.

Establishing a new culture of cooperation that is taken seriously by company management is crucial to the success of such ventures. This means that managers must become less involved in operational business in order to better fulfil their roles.

A team code of conduct or guidelines for working from home can help standardize expectations regarding how long it takes to complete what task because this is something that can deviate significantly from one employee to another. It must also be clarified whether work can be carried out independently of location or time. Is it ok to go to the store in the afternoon when it is less busy and then work on a presentation in the evening or is it important for the team that everyone is online at the same time?

Weekly video calls by managers with individual team members and team calls are a must and can help to stop managers feeling that they have lost control. In addition to work meetings, social get-togethers such as virtual celebrations when new employees join the company or existing employees leave or have a birthday are important to foster team spirit. And, with the required sensitivity, conflict situations can also be resolved virtually.

Last but not least, you should give your employees time to adjust to the new situation, offering them help and support to do so. As a matter of principle it is advantageous to always develop structures and processes in advance, regardless of whether working from home is planned to be temporary or become a permanent practice.

Mobile working with Global DiVision …

15/09/2020 | Why Breaks Are So Valuable

By |2020-11-24T12:58:07+01:00September 15th, 2020|Newsletter ENG|

As the ancient Roman poet Ovid already knew, “What is without periods of rest will not endure.” Nevertheless, in our working world – and in Germany in particular – taking a break is an issue that always provokes heated debate. The reality is that breaks are essential to maintain the ability to work. Employees who fail to take breaks are likely to make more mistakes; lose concentration; and impact their ability to regenerate.

Were employers to take scientific findings into consideration, then they would actually have to praise their staff for taking a power nap. Employees who take a break on the job recharge their batteries and are then more focused. In some occupations, such as truck driving, there is general agreement that breaks must be taken. So why do people in other professions have such a problem recognizing that more frequent breaks would result in better, more efficient work?

Psychologists claim to have identified the way in which high performers work. “When it comes to such individuals it is not about how much they work but how they allocate their time,” explains Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision. These employees start work in the morning, when their brains are still rested, and take approximately 15-minute breaks every 90 minutes. Longer breaks will, however, reduce the recuperative effect.

A positive side effect is that a relaxed brain generates alpha waves, that are in turn responsible for the unexpected creative ideas that are suppressed when the brain is under pressure.

Occupational psychology with Global DiVision…

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