The industrial landscape is currently undergoing a comprehensive transformation. Digitization is fundamentally changing technologies, products and the economy. Connected products and processes strive for connected organizations and thus for a changing understanding of leadership and organization.
Rigid hierarchies are increasingly being supplemented and partly replaced by self-controlling, lateral network structures.

  • We will have fewer bosses, but more coaches and partnership-based leadership at eye level.
  • Long-term planning cycles with hierarchical feedback loops make room for immediate and short-cycle customer feedback.
  • Teams (not individuals) are given more freedom and personal responsibility on the basis of more self-organization. They take responsibility for self-defined performance and development goals and the way they are achieved.
  • Individuality (diversity) and individual life plans (flexible work structures) are more important and valued than conformity.

In this keynote, I will show how a rethink is currently taking place in numerous companies of different sizes and industries. The tension between stability and agility and its relevance for innovative strength will become tangible for everyone present. It will become clear what this development can mean in concrete terms for managers, employees and decision-makers and how a transformation towards an alternative understanding of management and organization is possible, especially in traditional, hierarchical companies.


Managers and executives of small, medium-sized and large companies

I would like to understand better what you have in mind and what you are specifically looking for.

The future of HR

Watch my Keynote on the future of Human Resources Management hold in 2015 in Vienna

Leadership affects Human Resources Management

My book Human Resources Strategies deals to a large extend with leadership in times of digitization. HR strategies must always follow the way you want to lead.

Diversity the misunderstood Concept

Diversity has nothing to do with statistical distribution of demografic variables within teams. It is rather about valuing individuality