{"id":4791,"date":"2021-01-17T20:32:44","date_gmt":"2021-01-17T19:32:44","guid":{"rendered":"https:\/\/armintrost.de\/\/?page_id=4791"},"modified":"2023-04-20T11:48:15","modified_gmt":"2023-04-20T09:48:15","slug":"blogs-and-vlogs","status":"publish","type":"page","link":"https:\/\/armintrost.de\/en\/blogs-and-vlogs\/","title":{"rendered":"BLOGS AND VLOGS"},"content":{"rendered":"<h1>Ideas that <span style=\"color: #900a11;\">rock<\/span><\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/h1>\n<div>\n<p>Sometimes a single change of perspective or impulse could make a big difference. That&#8217;s why I&#8217;ve been sharing thoughts and ideas with the HR community for years. And sometimes I sense a very special interest on the part of my listeners and readers. Obviously, aspects are touched upon that are thought-provoking and seem relevant in some way. Here I offer numerous, short videos and blog posts on very different HR topics.<\/p>\n<\/div>\n<h1>Blog<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/h1>\n<ul>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2023\/04\/GritPicSafeBase.jpg\" alt=\"\"><\/p>\n<h2>PSYCHOLOGICAL SAFETY<\/h2>\n<div>\n<p>Maybe psychological safety is at best an early stage or even an infantile concept<\/p>\n<\/div>\n<p><a href=\"\/en\/psychological-safety\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Arbeitsplatz.jpg\" alt=\"\"><\/p>\n<h2>Active sourcing is super intense<\/h2>\n<div>\n<p>Some say, the active search and approrach of rare talent could be done by artificial intelligence. I don&#8217;t think so.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/blog-active-sourcing\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2020\/12\/Rote_Haare.jpg\" alt=\"\"><\/p>\n<h2>Diversity. The misunderstood concept<\/h2>\n<div>\n<p>Diversity is not about statisticial distribution. It is about valueing individuality<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/diversity-misunderstood\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2020\/12\/Survey.jpg\" alt=\"\"><\/p>\n<h2>You may run a Survey. However, it it is not appreciative<\/h2>\n<div>\n<p>Surveys are perfect means to ask people without the need to listen. Better talk to them<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/surveys-are-not-appreciative\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Firstyouwritethebook-scaled.jpg\" alt=\"\"><\/p>\n<h2>First you start writing a book. But then the book writes you<\/h2>\n<div>\n<p>This is the preface of my book Human Resources Strategies. As I outline, this book means a lot to me<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/blog-preface-hrs\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/GritPic27-1.png\" alt=\"\"><\/p>\n<h2>The story of engineer Thomas<\/h2>\n<div>\n<p>Once you change the perspective you&#8217;ll get a shocking insight into current application and selection processes<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/the-story-of-thomas-engineer\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/GritPic29.png\" alt=\"\"><\/p>\n<h2>Why \u201cright people, right place, right time\u201d is a dangerous approach<\/h2>\n<div>\n<p>We better challenge an old definition of Human Resources Management. It reflects an outdated understanding<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/right-people-time-place\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/FaulerMA.jpg\" alt=\"\"><\/p>\n<h2>Is Gallup&#8217;s disengagement drama fake?<\/h2>\n<div>\n<p>While Gallup&#8217;s study about employee engagement is heavily cited, nobody understands its methodological basis<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/gallup-engagement-index-fake\/\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Talent.jpg\" alt=\"\"><\/p>\n<h2>Rewarding individual performance might be a mistake. Not doing so might be a mistake either<\/h2>\n<div>\n<p>Often teams have a superstar. Without variable pay you either demotivate or loose him or her. With variable pay you might kill teamwork and intrinsic motiation<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/blog-rewarding-individual-performance\/\"><\/a><\/p>\n<\/li>\n<\/ul>\n<h1>Videos<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/h1>\n<ul>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Social-Judgement.png\" alt=\"\"><\/p>\n<h2>Why performance evaluation often don&#8217;t work<\/h2>\n<div>\n<p>Performance evaluation is a social and cognitive process. Within this process there are many factors, that threaten the validity of the evaluation. Keeping a good social relation to the employee is often of higher importance than the validity of the judgement itself.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/vzIcqrxbzes\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Leadership-Roles.png\" alt=\"\"><\/p>\n<h2>The best leadership advice<\/h2>\n<div>\n<p>Manager, supervisors, project leads or executives could demonstrate a combination of four different roles: boss, coach, partner and enabler. Good leadership means to be clear in what role to play.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/vFtQAJZ2bKI\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Acquisition-Motivation.png\" alt=\"\"><\/p>\n<h2>You pay to get good people on board<\/h2>\n<div>\n<p>Compensation has various functions. One might be to motivate people. However, the more important reason to consider compensation is to aquire and retain good people.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/rAeQtAeTWx8\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Employee-Survey.png\" alt=\"\"><\/p>\n<h2>Why you better focus on what&#8217;s relevant<\/h2>\n<div>\n<p>Classic employee surveys (yearly, asking everything, follow-up etc.) don&#8217;t work because what&#8217;s not relevant befor the survey will not be relevant after it. You&#8217;d define priorities prior to the survey.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/ttp71J-CoX0\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/TA-Strategy.png\" alt=\"\"><\/p>\n<h2>Get your recruiting activities straight<\/h2>\n<div>\n<p>This video demonstrates a simple way how to prioritize external workforce demand and how to link these demands with reasonable activities, approaches and resources.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/yVt_Y6Dmdnk\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Job-Ads.png\" alt=\"\"><\/p>\n<h2>The biggest mistake with most job ads<\/h2>\n<div>\n<p>Most Job Ads preselect potential candidates. They communicate narrowly defined critera. In cases of difficult hiring, job ads should rather attract and put the employee value proposition in front.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/lzcpV8gsNhw\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/People-Analytics.png\" alt=\"\"><\/p>\n<h2>Who is the customer of your fancy algorithm?<\/h2>\n<div>\n<p>Digitization in HR provides plenty of new opportunities. However, the big question is, who benefits. Is it the HR function, any kind of authoritiy or is it the people themselves?<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/iQO6VsLhMcw\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Talent.png\" alt=\"\"><\/p>\n<h2>A strategic question in any talent management<\/h2>\n<div>\n<p>There are different ways to understand talent in organizations. Whether you consider people having or being a talent will affect the way you deal with talent. Anyway, make sure you still deal with most talented people in a particular way.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/kQlmsiQ2AsI\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Expert-Career.png\" alt=\"\"><\/p>\n<h2>Experts or Expertise<\/h2>\n<div>\n<p>Expert careers are meant to be parallel paths in addition to management careers. Whether or not they succeed, heavily depends on the reasons why you are offering these. Is it about experts or about expertise?<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/hiMILW1Tx0E\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/KPI12.png\" alt=\"\"><\/p>\n<h2>You better don&#8217;t take a closer look<\/h2>\n<div>\n<p>Basically everything in HR could be measured and expressed in terms of KPIs \u2013 somehow. In most cases, measuring things is rarely valid due to lacking conceptual definition of what is supposed to be measured.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/zu2vv2HQ-8s\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Flexible-Work.png\" alt=\"\"><\/p>\n<h2>Why do you work when and where?<\/h2>\n<div>\n<p>Flexibility in the workplace is less about how things really are. It is about who decides upon how things are.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/gzwgFmIErnk\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/HR-Triangle.png\" alt=\"\"><\/p>\n<h2>The most important question I used to ask almost any CHRO<\/h2>\n<div>\n<p>Companies should ask themselves what kind of Human Resource Management they want to play. This video offers a simple guide for orientation.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/rxYX9EYl2Os\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Culture-Change.png\" alt=\"\"><\/p>\n<h2>Once people belief it they will act accordingly. No, they won&#8217;t!<\/h2>\n<div>\n<p>To change culture you always must start with the structure. Once you change the structure, behavioral change will follow and thus the culture.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/ceud2z_HziU\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Active-Sourcing.png\" alt=\"\"><\/p>\n<h2>A recruiting strategy every recruiter should know<\/h2>\n<div>\n<p>Active Sourcing is about difficult hiring of single experts. This video shows a strategy on how to do this.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/r6ZnmZddAx0\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/EVP.png\" alt=\"\"><\/p>\n<h2>The core of any strong employer brand<\/h2>\n<div>\n<p>An Employee Value Proposition is the core of any employer brand. It is the ultimate promise to the potential candidate. This video shows a simple technique on how to understand the attractive sides of a job or function.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/lC59k56WyYQ\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Forced-Ranking.png\" alt=\"\"><\/p>\n<h2>The eternal puzzle around the bell curve<\/h2>\n<div>\n<p>Forced Ranking is ok in case of divided labour. However, in teams with high level of task and social dynamics forced ranking turns colleagues into competitors.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/NaCXNDsrPnE\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Objective-Setting.png\" alt=\"\"><\/p>\n<h2>Why one of the most common advices in HR rarely works<\/h2>\n<div>\n<p>SMART (specific, measurable, attractive, realistic, timebound) Objectives do not work in most situations. It mainly depends on the nature of the task.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/L9S_i6KqKx0\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/KPI4.png\" alt=\"\"><\/p>\n<h2>So, who needs your KPI for what?<\/h2>\n<div>\n<p>Whether KPIs are used for either feedback or control will lead to completely different (sometimes dysfunctional) social dynamics.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/Hokt1o9sBi4\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/HR-System.png\" alt=\"\"><\/p>\n<h2>It is not about functionalities in the first place<\/h2>\n<div>\n<p>The main question when it comes to the most appropriate HR system is whether you want to make the life of HR professionals easier or the life of the people.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/JhAP1RLOMGE\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Pre-Mortem-Analysis.png\" alt=\"\"><\/p>\n<h2>Probably the best advice to avoid dysfunctional groupthink<\/h2>\n<div>\n<p>Whenever you come up with a new solution (product, concept, business model etc.) you better take some time to think about why this solution might fail.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/I971R3SrcfM\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Agile-Learning.png\" alt=\"\"><\/p>\n<h2>From Ignoranz to implicit Knowledge<\/h2>\n<div>\n<p>In an agile context, filled with uncertainty, complexity and dynamic learning is equal to work and vice versa. This video shows a comprehensive model on how learning in an agile context actually works.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/RDrxM7ZQ398\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Architecture.png\" alt=\"\"><\/p>\n<h2>What we really can learn from cloisters<\/h2>\n<div>\n<p>First you define the architecture then the architecture defines you. Architecture affects communication and collaboration. Thus, architecture is a matter for HR.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/HjltflMznc0\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Executive-Education.png\" alt=\"\"><\/p>\n<h2>When developing future leaders you&#8217;d better treat them like leaders<\/h2>\n<div>\n<p>The classic approach of executive education does not work as it is supposed to work. It might be a better idea to merge strategy development, business reality and learning context into one single setting.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/FsWxz8AkEaE\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/KPI5.png\" alt=\"\"><\/p>\n<h2>There are too many reports, which aren&#8217;t relevant to anybody<\/h2>\n<div>\n<p>Even though formally being required, reports and KPIs not reflecting customer value tend to be a sort of waste.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/Eovanzj978c\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Diversity.png\" alt=\"\"><\/p>\n<h2>The most ignored idea related to diversity<\/h2>\n<div>\n<p>Diversity could not be understood on group level. There is a difference between inter- and intragroup variance. Diversity is about valueing individuality.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/EBnmLFRdy6M\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/HR-Organization.png\" alt=\"\"><\/p>\n<h2>Actually, Dave Ulrich did not like this video so much<\/h2>\n<div>\n<p>This video presents an alternative approach to the classic model proposed by Dave Ulrich.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/AWMktlOFBJY\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Shackleton.png\" alt=\"\"><\/p>\n<h2>Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness<\/h2>\n<div>\n<p>In 1914 Ernest Shackleton published the most legendary job ad. It could serve as a bueprint for jobs ads today.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/0ps7WDGy6RA\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Social-Feedback.png\" alt=\"\"><\/p>\n<h2>We should stop educating managers on how to give feedback<\/h2>\n<div>\n<p>Whether or not a feedback recipient takes a feedback mainly depends on the social situation in which feedback is given. The best way to receive feedback is to actively ask for it.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/avcEV82zd-o\"><\/a><\/p>\n<\/li>\n<li>\n<p>        <img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Feedback-Judgement-Praise.png\" alt=\"\"><\/p>\n<h2>Never turn feedback into a judgement<\/h2>\n<div>\n<p>There are significant differences between Feedback, Judgement and Praise. Once companies diffuse these distinct concepts in practice they will earn toxic effects.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/3SqGMuULec0\"><\/a><\/p>\n<\/li>\n<\/ul>\n<p><!--more--><br \/>\n<!-- {\"name\":\"Blog & Vlogs \\u00dcbersichtseite\",\"type\":\"layout\",\"children\":[{\"name\":\"Hero\",\"type\":\"section\",\"props\":{\"height\":\"percent\",\"image\":\"wp-content\\\/uploads\\\/2020\\\/12\\\/DSC2442-1_Gedanken_fetzen-scaled.jpg\",\"image_position\":\"top-center\",\"image_size\":\"cover\",\"padding\":\"xlarge\",\"padding_remove_top\":false,\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"\"},\"children\":[{\"name\":\"\",\"type\":\"row\",\"children\":[{\"name\":\"\",\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"media_overlay_gradient\":\"\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[]}]}]},{\"type\":\"section\",\"props\":{\"image_position\":\"center-center\",\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"xlarge\"},\"children\":[{\"type\":\"row\",\"props\":{\"column_gap\":\"large\",\"margin\":\"large\",\"row_gap\":\"large\",\"width\":\"default\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"media_overlay_gradient\":\"\",\"position_sticky_breakpoint\":\"m\"},\"children\":[{\"type\":\"headline\",\"props\":{\"class\":\"uk-display-inline-block\",\"content\":\"Ideas that <span style=\\\"color: #900a11;\\\">rock<\\\/span>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"text_align\":\"left\",\"title_element\":\"h1\"},\"name\":\"H1\"}]}]},{\"type\":\"row\",\"props\":{\"layout\":\"1-5,3-5,1-5\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"media_overlay_gradient\":\"\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-5\"},\"children\":[]},{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"media_overlay_gradient\":\"\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"3-5\"},\"children\":[{\"type\":\"text\",\"props\":{\"column_breakpoint\":\"m\",\"content\":\"\n\n<p>Sometimes a single change of perspective or impulse could make a big difference. That's why I've been sharing thoughts and ideas with the HR community for years. And sometimes I sense a very special interest on the part of my listeners and readers. Obviously, aspects are touched upon that are thought-provoking and seem relevant in some way. 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I don't think so.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Arbeitsplatz.jpg\",\"link\":\"en\\\/blog-active-sourcing\\\/\",\"title\":\"Active sourcing is super intense\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Diversity is not about statisticial distribution. It is about valueing individuality<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2020\\\/12\\\/Rote_Haare.jpg\",\"link\":\"en\\\/diversity-misunderstood\\\/\",\"title\":\"Diversity. The misunderstood concept\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Surveys are perfect means to ask people without the need to listen. Better talk to them<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2020\\\/12\\\/Survey.jpg\",\"link\":\"en\\\/surveys-are-not-appreciative\\\/\",\"title\":\"You may run a Survey. However, it it is not appreciative\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>This is the preface of my book Human Resources Strategies. As I outline, this book means a lot to me<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Firstyouwritethebook-scaled.jpg\",\"link\":\"en\\\/blog-preface-hrs\\\/\",\"title\":\"First you start writing a book. But then the book writes you\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Once you change the perspective you'll get a shocking insight into current application and selection processes<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/GritPic27-1.png\",\"link\":\"en\\\/the-story-of-thomas-engineer\\\/\",\"title\":\"The story of engineer Thomas\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>We better challenge an old definition of Human Resources Management. It reflects an outdated understanding<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/GritPic29.png\",\"link\":\"en\\\/right-people-time-place\\\/\",\"title\":\"Why \\u201cright people, right place, right time\\u201d is a dangerous approach\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>While Gallup's study about employee engagement is heavily cited, nobody understands its methodological basis<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/FaulerMA.jpg\",\"link\":\"en\\\/gallup-engagement-index-fake\\\/\",\"title\":\"Is Gallup's disengagement drama fake?\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Often teams have a superstar. Without variable pay you either demotivate or loose him or her. With variable pay you might kill teamwork and intrinsic motiation<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Talent.jpg\",\"link\":\"en\\\/blog-rewarding-individual-performance\\\/\",\"title\":\"Rewarding individual performance might be a mistake. 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Within this process there are many factors, that threaten the validity of the evaluation. Keeping a good social relation to the employee is often of higher importance than the validity of the judgement itself.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Social-Judgement.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/vzIcqrxbzes\",\"title\":\"Why performance evaluation often don't work\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Manager, supervisors, project leads or executives could demonstrate a combination of four different roles: boss, coach, partner and enabler. Good leadership means to be clear in what role to play.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Leadership-Roles.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/vFtQAJZ2bKI\",\"title\":\"The best leadership advice\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Compensation has various functions. One might be to motivate people. However, the more important reason to consider compensation is to aquire and retain good people.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Acquisition-Motivation.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/rAeQtAeTWx8\",\"title\":\"You pay to get good people on board\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Classic employee surveys (yearly, asking everything, follow-up etc.) don't work because what's not relevant befor the survey will not be relevant after it. You'd define priorities prior to the survey.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Employee-Survey.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/ttp71J-CoX0\",\"title\":\"Why you better focus on what's relevant\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>This video demonstrates a simple way how to prioritize external workforce demand and how to link these demands with reasonable activities, approaches and resources.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/TA-Strategy.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/yVt_Y6Dmdnk\",\"title\":\"Get your recruiting activities straight\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Most Job Ads preselect potential candidates. They communicate narrowly defined critera. In cases of difficult hiring, job ads should rather attract and put the employee value proposition in front.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Job-Ads.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/lzcpV8gsNhw\",\"title\":\"The biggest mistake with most job ads\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Digitization in HR provides plenty of new opportunities. However, the big question is, who benefits. Is it the HR function, any kind of authoritiy or is it the people themselves?<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/People-Analytics.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/iQO6VsLhMcw\",\"title\":\"Who is the customer of your fancy algorithm?\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>There are different ways to understand talent in organizations. Whether you consider people having or being a talent will affect the way you deal with talent. Anyway, make sure you still deal with most talented people in a particular way.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Talent.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/kQlmsiQ2AsI\",\"title\":\"A strategic question in any talent management\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Expert careers are meant to be parallel paths in addition to management careers. Whether or not they succeed, heavily depends on the reasons why you are offering these. Is it about experts or about expertise?<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Expert-Career.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/hiMILW1Tx0E\",\"title\":\"Experts or Expertise\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Basically everything in HR could be measured and expressed in terms of KPIs \\u2013 somehow. In most cases, measuring things is rarely valid due to lacking conceptual definition of what is supposed to be measured.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/KPI12.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/zu2vv2HQ-8s\",\"title\":\"You better don't take a closer look\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Flexibility in the workplace is less about how things really are. It is about who decides upon how things are.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Flexible-Work.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/gzwgFmIErnk\",\"title\":\"Why do you work when and where?\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Companies should ask themselves what kind of Human Resource Management they want to play. This video offers a simple guide for orientation.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/HR-Triangle.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/rxYX9EYl2Os\",\"title\":\"The most important question I used to ask almost any CHRO\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>To change culture you always must start with the structure. Once you change the structure, behavioral change will follow and thus the culture.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Culture-Change.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/ceud2z_HziU\",\"title\":\"Once people belief it they will act accordingly. No, they won't!\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Active Sourcing is about difficult hiring of single experts. This video shows a strategy on how to do this.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Active-Sourcing.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/r6ZnmZddAx0\",\"title\":\"A recruiting strategy every recruiter should know\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>An Employee Value Proposition is the core of any employer brand. It is the ultimate promise to the potential candidate. This video shows a simple technique on how to understand the attractive sides of a job or function.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/EVP.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/lC59k56WyYQ\",\"title\":\"The core of any strong employer brand\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Forced Ranking is ok in case of divided labour. However, in teams with high level of task and social dynamics forced ranking turns colleagues into competitors.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Forced-Ranking.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/NaCXNDsrPnE\",\"title\":\"The eternal puzzle around the bell curve\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>SMART (specific, measurable, attractive, realistic, timebound) Objectives do not work in most situations. It mainly depends on the nature of the task.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Objective-Setting.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/L9S_i6KqKx0\",\"title\":\"Why one of the most common advices in HR rarely works\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Whether KPIs are used for either feedback or control will lead to completely different (sometimes dysfunctional) social dynamics.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/KPI4.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/Hokt1o9sBi4\",\"title\":\"So, who needs your KPI for what?\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>The main question when it comes to the most appropriate HR system is whether you want to make the life of HR professionals easier or the life of the people.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/HR-System.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/JhAP1RLOMGE\",\"title\":\"It is not about functionalities in the first place\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Whenever you come up with a new solution (product, concept, business model etc.) you better take some time to think about why this solution might fail.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Pre-Mortem-Analysis.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/I971R3SrcfM\",\"title\":\"Probably the best advice to avoid dysfunctional groupthink\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>In an agile context, filled with uncertainty, complexity and dynamic learning is equal to work and vice versa. This video shows a comprehensive model on how learning in an agile context actually works.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Agile-Learning.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/RDrxM7ZQ398\",\"title\":\"From Ignoranz to implicit Knowledge\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>First you define the architecture then the architecture defines you. Architecture affects communication and collaboration. Thus, architecture is a matter for HR.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Architecture.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/HjltflMznc0\",\"title\":\"What we really can learn from cloisters\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>The classic approach of executive education does not work as it is supposed to work. It might be a better idea to merge strategy development, business reality and learning context into one single setting.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Executive-Education.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/FsWxz8AkEaE\",\"title\":\"When developing future leaders you'd better treat them like leaders\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Even though formally being required, reports and KPIs not reflecting customer value tend to be a sort of waste.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/KPI5.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/Eovanzj978c\",\"title\":\"There are too many reports, which aren't relevant to anybody\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Diversity could not be understood on group level. There is a difference between inter- and intragroup variance. Diversity is about valueing individuality.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Diversity.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/EBnmLFRdy6M\",\"title\":\"The most ignored idea related to diversity\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>This video presents an alternative approach to the classic model proposed by Dave Ulrich.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/HR-Organization.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/AWMktlOFBJY\",\"title\":\"Actually, Dave Ulrich did not like this video so much\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>In 1914 Ernest Shackleton published the most legendary job ad. It could serve as a bueprint for jobs ads today.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Shackleton.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/0ps7WDGy6RA\",\"title\":\"Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>Whether or not a feedback recipient takes a feedback mainly depends on the social situation in which feedback is given. The best way to receive feedback is to actively ask for it.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Social-Feedback.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/avcEV82zd-o\",\"title\":\"We should stop educating managers on how to give feedback\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>There are significant differences between Feedback, Judgement and Praise. Once companies diffuse these distinct concepts in practice they will earn toxic effects.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Feedback-Judgement-Praise.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/3SqGMuULec0\",\"title\":\"Never turn feedback into a judgement\"}}]},{\"type\":\"pagination\",\"props\":{\"margin\":\"small\",\"pagination_type\":\"numeric\",\"text_align\":\"center\"}}]}]}]}],\"version\":\"3.0.26\"} --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ideas that rock Sometimes a single change of perspective or impulse could make a big difference. That&#8217;s why I&#8217;ve been sharing thoughts and ideas with the HR community for years. And sometimes I sense a very special interest on the part of my listeners and readers. Obviously, aspects are touched upon that are thought-provoking and [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-4791","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>BLOGS AND VLOGS - Armin Trost<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/armintrost.de\/blogvlogs\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"BLOGS AND VLOGS - Armin Trost\" \/>\n<meta property=\"og:description\" content=\"Ideas that rock Sometimes a single change of perspective or impulse could make a big difference. 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