Notice: Trying to get property of non-object in /www/htdocs/w00ef5a3/wp-content/plugins/wordpress-seo/frontend/class-frontend.php on line 737

Notice: Trying to get property of non-object in /www/htdocs/w00ef5a3/wp-content/plugins/wordpress-seo/frontend/class-frontend.php on line 740

About Melanie_Eckermann

This author has not yet filled in any details.
So far Melanie_Eckermann has created 84 blog entries.

08/10/2019 | What Headline Would You Like?

By |2019-09-27T16:07:38+02:00October 8th, 2019|Newsletter ENG|

We too use social networks because we know that channels are the perfect way to establish direct contact with our target group. If you want to enter into a dialog with fans, followers and the others, you must, however, talk about topics that interest them, not simply put out messages that you want to share.

If you take a close look at online tips for successful social networking you could be forgiven for thinking that there are no rules on what is guaranteed to make a post successful and that there is sometimes a fine line between a successful post and an unclicked, shriveled contribution on a time line.

Our response to this is, as always, to focus on dialog. The goal is to optimize our posts so that, on the one hand, they demonstrate our expertise and, on the other, they interest you and/or reflect your needs. We want to deliver interesting content for our target group – so our question to you is:

What do you want to read? What would you like more of and what should we cut? Whether text, videos, pictures or content, talk to us so that we can deliver even better content.

Click here to ask us your very own personal question…

01/10/2019 | Orientation Guide

By |2019-10-01T09:39:12+02:00October 1st, 2019|Newsletter ENG|

Many outlet centers have learned a lot from their negative feedback in the past few years. Remember those old endless factory halls with poor lighting and the ugly tables filled with junk from yester years: these days are certainly over.

Thanks to new and forward thinking strategies from their management they focus on service orientation for the clients. In order to become so successful the management has reached out to learn from the efficient and expert training of Global DiVision. Global DiVision has the ability, experience and finesse to pay attention to details on various brands and invest in the needs of the client. Global DiVision has started a project with the management team of a global outlet center; a new client who will benefit from their expertise. We are looking forward to a great and successful collaboration.

How We Sell in Retail…

24/09/2019 | Business Etiquette: The Small Gesture

By |2019-09-17T09:24:00+02:00September 24th, 2019|Newsletter ENG, Test|

You don’t need to put on a big show to show your appreciation. In fact, it is often the small things that let the other person know that you value them. They include holding the door open; letting the other person go first; passing something over – the list is endless.

You are waiting for the elevator with a client. Who gets in first?

When getting in and out of the elevator, you should always let your client go first. If an employee is already riding it, then greet them with a nod of the head and a brief “Hello” before turning back to your client. Don’t be afraid to engage in a conversation to pass the time – not doing so can result in an uncomfortable silence.

17/09/2019 | Not Griping is Praise Enough

By |2019-09-26T09:59:36+02:00September 17th, 2019|Newsletter ENG|

The headline already leaves a bad taste in your mouth, so would you like to work for a company that uses it as its mission statement? We are all familiar with the basic deal – the employee provides the boss with his or her services and gets paid for doing so. This equation does not, however, sound as if it is also promising fun, fulfilment, and a pleasant working environment.

At the end of service the restaurant manager pokes his head around the kitchen door to say “Thanks for a great evening” to the team. The sales director only leaves the office after thanking his team again for their work that day. A simple “thank you” makes all the difference. Even if the services that are being provided are merely the ones that have been contractually agreed.

In addition to this, saying “thank you” will always create a smile on the face of the person it is addressed to – and lift the mood. An employee survey carried out among national and international Global DiVision clients confirms precisely this effect.

1. Building Employee Loyalty
A thank-you ritual is good for the working atmosphere. In the survey bosses reported lower sickness rates and less employee turnover after beginning to thank their staff on a regular basis.

2. Creating A Meaning
Saying thank you is an expression of appreciation, demonstrating to the employee that their work is recognized. This reinforces their feeling that they are making an important contribution to the team and the company and is a key performance motivator.

3. Emphasize What is Not A Given
“I always thank my employees for being able to rely on them,” said one respondent. And this does not have to be a one-way street. You can also thank your boss if, for example, they show a high level of openness and trust during a discussion.

4. Showing Appreciation When Someone Carries out A Task that is Not Actually in Their Remit
You should thank employees who do something that is not actually in their remit, thus helping out their co-workers. It is exactly this kind of informal cooperation that benefits an organization.

Designing your customized employee survey

10/09/2019 | Brand Consciousness

By |2019-09-10T09:38:43+02:00September 10th, 2019|Newsletter ENG|

Over for good! What a golden age it was for large companies and organizations. Human Resources was still called the Personnel Department and job applicants were queuing up for the limited number of vacancies that promised to be the start of a great career.

Over for good! Today, it is the applicants who can cherry pick. Companies begin fighting over candidates at the college level, vying with each other to be the most attractive employer.

Over for good! Today, no company will recruit new employees by offering huge bonuses; smart company cars; or lavish expense accounts. The key issues are increasingly inner values; image; work-life balance; and the company’s social and ecological competences. Put in a nutshell, companies must also become brands “on the inside” and ensure that these brands generate positive associations, just as they do with customers. This is known as ‘employer branding’.

In the age of the Internet, social media, and bloggers it is, however, not enough to simply design attractive packaging and come up with a few smart headlines to position the product. Today’s potential employees look behind the scenes, meaning that employer branding must be developed from the inside out.

The first step is to create an environment for existing employees that will, in turn, attract applicants. This will not only result in the staff making statements that reinforce the virtues of the company that are being extolled but will also ensure that disappointed workers do not leave the company while all its energy is being focused on attracting candidates.

The second step is then to successfully communicate the measures that have been put in place. Where and how can I best make skilled specialists aware of my company? What is the smartest way to put across my message? And what options do I have to make the so-called ‘candidate journey’ – the path from the job ad to daily working life – as pleasant and standardized as possible?

Your customized employer branding concept

03/09/2019 | Fill Up with Knowledge

By |2019-08-05T15:59:16+02:00September 3rd, 2019|Newsletter ENG|

Global DiVision has started a collaboration with the next oil company focusing on cross cultural competencies. The European organization is hiring foreign employees at their headquarters where they are being trained on leadership and cross cultural and cross functional strategies. They call this process “Inpatriate”.

With this effective concept global employees obtain exposure on various cultures, organizational structures, process in the home country of their organization. This process empowers and fosters career opportunities, secures to retain local leadership potential and builds bridges across many global locations – in short a very successful project. Global DiVision is proud to offer such global and effective long lasting and sustainable development in order to enhance the cross cultural awareness across the globe.

How to Expand Cross-cultural Competence

27/08/2019 | Business Etiquette – Good Presentation

By |2019-09-02T14:40:30+02:00August 27th, 2019|Newsletter ENG|

How does the saying go? There’s no second opportunity to make a first impression. In many cases we make that first impression as soon as we greet someone. Get this wrong and it will be really hard to correct.

Imagine that you meet your boss, who is with an important client, in the hallway. What should you do? Who should take the initiative?
The business world is all about hierarchies. The lower-ranking individual is always introduced to the higher-ranking person. In this case, your boss should make the first move. He knows everyone and is playing the role of “host”, making him the one who should introduce you.
It’s a different story in a private setting, where special rules apply. Women are introduced to men; younger people to older ones.

Oftentimes, especially at bigger events, it is impossible to remember everyone’s names first time round. If you don’t understand a name, then ask politely again. This signals your interest in the person and that it is important to you to get their name right.
The go-to greeting in Central Europe is the handshake, no matter what the event or the time of day. Northern Europeans are often a little more reserved – they might settle for a friendly nod of the head.
And please remember – these days a kiss on the hand should be reserved for very special occasions. Watch what the people around you are doing – oftentimes there will be a short queue at the entrance or cloakroom. How is everyone behaving? Taking your cue from them will help you to get your bearings quickly, even in an unfamiliar setting.

20/08/2019 | The Motivation Myth

By |2019-08-23T12:21:46+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 (PhD.).

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

Load More Posts