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So far Melanie_Eckermann has created 70 blog entries.

20/08/2019 | The Motivation Myth

By |2019-08-05T12:42:35+02:00August 20th, 2019|Newsletter ENG|

Can training courses, rewards, and bonuses transform demotivated employees into highly motivated, fired-up “warriors”?

The reality is that the impact of such motivational measures only lasts for a short time. Old habits quickly reassert themselves – even rewards and bonuses become routine at some point.

Genuine motivation cannot be inserted into an employee from the outside. The workplace credo should be “enticement” to be inspired, not rigid management achieved by limiting individual responsibility. “Providing employees with external motivation reduces the incentive to find their own source of inspiration,” explains motivation expert Dr. Monika V. Kronbügel.

To motivate others we must act as a role model, inspiring others with our own enthusiasm. “Some movers and shakers are on an eternal quest for fulfilment,” says the motivation expert. The solution? “Discover what impactful thing you have inside you. And learn how to be your own manager.”

Self-management with Global DiVision

13/08/2019 | Successful Leadership

By |2019-08-01T16:17:37+02:00August 13th, 2019|Newsletter ENG|

“Leadership competence. What exactly is that?” asked the board member of a film manufacturer at one of Dr. Monika V. Kronbügel’s lectures. He continued “Or, what, in your opinion, makes a manager successful?”

Managers must be one thing above all – authentic. Although we talk about innate authority, it does not mean that only a few individuals are blessed with the natural talent to lead others. What it actually means is that the best leaders are those who do not try to mask their real personalities or to fake authority. “Managers must live their leadership positions. To present themselves as authentic personalities, they must know and accept their true, inner selves with all their human weaknesses,” answered the CEO of Global DiVision.

Key to this is the balancing of opposites – the right mix of:

Respect and Trust
Respect is often confused with hierarchical deference. Where the superior is simply the stronger individual, the relationship will lack honesty and openness. Bosses must also work to gain respect and admiration – having that sign on their office door is not enough.
On the other hand, placing trust in employees enables them to deliver performance that they would be unlikely to achieve within a purely chain of command-based system. Be honest, respectful, and authentic and you will get the very best out of your employees. Your claim to leadership must be based on trust, not force.

The Ability to Assert Yourself and Sensitivity
It goes without saying that bosses sometimes have to lay down the law and call the shots. This should, however, be more the exception than the rule. A well-managed group knows what its tasks and boundaries are; is aware of its goal; and what mistakes it must avoid. Managers who continuously have to re-focus their staff; correct erroneous behavior; and keep checking on performance do not have their troops correctly positioned! Clearly defined rights and obligations help everyone concerned to act in a manner that is appropriate for their position.

How trust becomes the reflection of natural self-confidence

06/08/2019 | Human Resources, Your Talent Scout

By |2019-08-06T09:21:44+02:00August 6th, 2019|Newsletter ENG|

The days when someone began a career right after school and followed a dead straight line from graduate to head of a department is history. But, how can HR managers in the company recognize the best junior talent? “It is not that difficult,” says Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision.

“There are more and more talented and committed employees who have great potential than have a highly colorful resume.” Like the 35 year old sound technician who now works in the commercial area. Because of his professional experience, he is no longer considered as junior staff any more, but he is a specialist that a company cannot do without.

Therefore, employers should select employees by their potential and check where such skills can be used and who fits. That requires comprehensive development of personnel across multiple areas that takes not only the employees, but also the market, innovations and future development into consideration.

The district administration of a large city in Rheinland/Germany followed the advice of Global DiVision. They had looked for a partner to manage talent and select personnel within the scope of an public tender, where educating high-performance teams was on the to-do-list, among other things. “People learned here that public authorities also work more efficiently when they proceed like a commercial enterprise,” added Dr. Monika V. Kronbügel (PhD.). “Performance and personality play a large role in the recognition of potential.”

How to find and promote talent

30/07/2019 | Business Etiquette: Do You Shine Bright Enough?

By |2019-07-30T09:12:13+02:00July 30th, 2019|Newsletter ENG|

There are billions of stars in the sky. In addition, most of them are invisible for us. They simply do not shine as bright as their “colleagues” do.

The dream job got another, although the own professional qualification was tailor-made. The prestige project of the company is assigned to a colleague despite of his/her demonstrably lower competence. Despite tireless labor input, for the second time, nothing has come of the promotion.

The career is often like a starry sky. Some just do not shine bright enough and are outshined by their own colleagues. Besides expertise and motivation, the employees’ appearance and charisma are of fundamental importance for a company. In every customer a collaborator represents its company. The negotiating partners’ behavior is considered an important reference to the underlying corporate philosophy.

Your appearance and charisma are the decisive factors for your external effect – and, as a consequence, essential for your professional success. So be critical with yourself – question your charisma and your professional competence as well. Moreover, work on your charisma. Who masters the business etiquette, is always the “presentable” candidate for the desired position.

In the end, the whole thing is quite simple – the basis of a sympathetic appearance what we generally call good manners. Be friendly, attentive and facing others. If you work internationally, familiarize with the manners of behavior of the respective countries and cultures.

Of course, in the end, what you do counts. Your competence, your results. Just think of the stars – if you do not shine bright enough, you will be overlooked when it is about the next promotion, about the next salary increase, or the award of the next big project.

23/07/2019 | The Generation Z on the Job Market

By |2019-07-25T09:55:53+02:00July 23rd, 2019|Newsletter ENG|

“It’s getting harder and harder for us to find young talents. What could we do to make our company attractive to today’s applicants?” This is the question a Human Capital Manager of a group of aviation companies asked herself.

“The Z-Generation has the enormous advantage because it is a highly competitive product,” Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision, affirms. “They are aware of this aspect and you can clearly feel their counterpart, for example, during job interviews.” The changing needs of new entrants has become a general phenomenon: “It starts with the painter around the corner and goes all the way to companies of the IT branch”.

Empty status symbols are out for all who were born after 1997 – they are really frowned upon by them. Who works overtime all the time is not particularly “important” and successful – she/he is simply badly organized and more pitied than admired.

The young beginners want to realize themselves in all directions. On the job, they are highly motivated, highly committed and creative. However, their spare time, family and friends are just as important to them as for them the first thing is personal development. In all respects.
Therefore, the salary is not of prime important as it was during the last decades. The new currency of the labor market is the qualification. This is the future security of Generation Z.

“Nowadays groups focus more on the requirements of medium-sized companies,” this is what Dr. Monika V. Kronbügel (PhD.) knows. “Structure, security and employee loyalty – to mention an example, one of my customers once advertised the idea: We have not terminated anyone since 15 years. The job beginners return this loyalty undivided to the company”.

Is your Company after „X“ and Y“ also prepared for „Z“?

16/07/2019 | A relaxed Start of Your Vacation

By |2019-07-25T09:53:57+02:00July 16th, 2019|Newsletter ENG|

You know this for sure: the days before vacation are full of tasks still to be done – conversations that are still going on – papers which have still to be submitted. You are overcome by a feeling that you have really to expiate for your 2 weeks’ vacation – especially if after the vacation you are welcomed by an overly busy desk.

However, the right holiday preparation does not start when you pack your suitcases. In the office there are also things that can significantly improve the quality of your days if they are done on time and completely. “The German Institute for Applied Labor Studies (Institut for Angewandte Arbeitswissenschaften),” so Dr. Monika V. Kronbügel (PhD.), “for example points to the fact that during hectic handovers at the last minute you often forget important details. The resulting queries then burden your spare time.”

As a consequence, you have to plan a punctual transfer. Submit certain projects a week in advance so that you can answer questions before your vacation.

Inform your customers and business partners about your vacation and give them the contact details of your representative. Use the automatic notification of your e-mail program to inform about your vacation and indicate the contact details of your representative. To minimize the amount of mails during your vacation and to avoid the constant need to take a look at the professional mailbox, an agreed “alarm” is also suitable. If a matter is really urgent, the colleagues can send a short message through a messenger service. Then you understand that the matter is urgent without keeping thinking about checking your emails because you think that something may have happened.

Do not schedule all your appointments on your first working day after your vacation. For sure, there are some unfinished things waiting on your desk. Do not ruin your recovery with a working day of 16 hours.

Self-Management with Global DiVision

09/07/2019 | New Dates in the Monastery

By |2019-07-25T09:48:53+02:00July 9th, 2019|Newsletter ENG|

The registration deadline for the certified coaching apprenticeship with Global DiVision partner Monika Kilb has begun. The cycle starts with the topic of “Coaching as a (Leadership) Competence”, which can be booked now for the period from 25th to 27th November 2019 in Schwanberg Monastery near Würzburg. The curriculum is aimed at people who want to expand their skills or work as an independent coach.

In the spring of 2020, it then goes further to the parts 2 to 6, which also take each three days. The mating topics: “Initiating Change”, “Systemic or solution-oriented Coaching,” “Leading Conversations effectively” and “Achieving Goals.”

For more information and booking facility:

Coaching Apprenticeship click here and booking via phone: + 49-40-18 00 83 83

The curriculum will be held in German.

02/07/2019 | Productivity shared is Productivity doubled

By |2019-07-02T09:25:35+02:00July 2nd, 2019|Newsletter ENG|

What price would employees pay for more free time and more freedom? The question went to a team of a well-known publisher where the distribution of certain positions to two persons each appeared to have led to higher efficiency and solution-oriented actions. Should the model, which was originally intended for young mothers, also be applied in other parts of the company independent of gender, age and position?

First of all, it was the much quoted Generation Y that wanted to leave the hamster wheel. The young employees decided to rebalance the ratio between job and private life and thereby also got the older colleagues to rethink things as well. If someone is only at work in either the morning or afternoon, then the motivation is higher and the results better. This has now been confirmed scientifically through a survey carried out by the German Forsa Institute for Social Research.

It has now been two years since the publishing company with the help of its advisors from Global DiVision found out which tasks can be reasonably distributed over two persons. In the subsequent employee survey, the resonance was so good that the Executive Board has started its gradual implementation. Today, 27 percent of the positions are filled in halves right up to middle management, and the trend is increasing: “Especially in times of online media, time is a very rare commodity. Through the new system, the mistake rates have dropped and deadlines for publications are being complied with better,” confirms the publishing company’s management.

Does the “Y” also fit in your company?

25/06/2019 | Business Etiquette: Handicaps

By |2019-06-25T09:19:25+02:00June 18th, 2019|Newsletter ENG|

Many able-bodied people often find it difficult to interact normally with individuals who have mental or physical disabilities. Both in their professional and their private lives. The principle is, however, actually pretty simple and universal. Treat everyone the same! If you see a person who clearly needs helps, then speak to them. Whether they need assistance because they are in a wheelchair and cannot overcome an obstacle or because they are lost is irrelevant.

People who view individuals with disabilities as “in need of help” purely because of their handicap, treating them with over-exaggerated concern, care and attention, are discriminating against them just as much as those who believe that such individuals lack certain abilities and talents because, for example, they are in a wheelchair.

So look at the person. The man, the woman, the customer, the employee – not the person with the disability. Offer help if it is clearly needed but never give it unasked. There is no clearer way of telling someone that you have no confidence in them!

18/06/2019 | Multiverse

By |2019-06-12T10:05:35+02:00June 18th, 2019|Newsletter ENG|

Are we wrong, or are the USA and China light years ahead of us here in Germany when it comes to a college education that includes real-world skills?

“Young people leave universities with a bachelor’s degree, but they don’t seem to have any practical knowledge when they enter business. Why is teaching at academic institutions so theoretical?” Dr. Monika V. Kronbügel often hears this question and others like it when talking with managers in Europe. The answer is actually galactically simple:

Imagine the world of college education as being divided into three universes. In the European universe, universities are at the center, with government administration and/or the education ministry orbiting them as satellites. The business world and social organizations – NGOs – are additional satellites but located much further away. As a result, education policies, that are as theoretical as the scientific basics taught at college, have the most gravitational pull.

Let’s now take a look at the US universe, that is totally different. Here the closest satellite orbiting the universities is the business world, with NGOs in direct proximity. Government administration, in contrast, is as distant as the business world is in Europe. As a result, in this universe, business and academia have formed a close alliance, with the universities always fully up to speed regarding current business requirements.

You will probably now say ‘So far, so good. Understood.’ But what about China? Its government has absolute control over everything, even over some aspects of people’s private lives. Surely state influence on the educational system must be at least as strong as it is Germany or Europe?

“100% correct,” confirms Dr. Monika V. Kronbügel, “however in the Chinese universe there is no significant difference between government and business players. They both share the satellites orbiting the universities, while NGOs have no real influence.”

So, if Europeans want to remain competitive in future, we should look to the successful universes for inspiration, rearranging the various players’ orbits. Dual education formats (that combine study and work) and the strategies pursued by private universities, that have much closer relationships with business, are steps in the right direction.

Practical Relevance with Global DiVision

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