Schlagwort-Archive: collaboration

Say what?! – Personalmanagementkongress 2018

It’s that time of the year again. I’m off to Berlin to attend the HR management congress and this year, I will not only attend the congress, but I’m also a speaker.

At 11:45am on Wednesday, 27th of June, I will talk about ideas and tools to enhance cultural awareness. Of course, during a 30-minute-slot I can’t dig too deep into this very exciting topic, but I hope to be able to give some input and introduce the audience to a few games and concepts they might find useful.

My session will be in English and in the next few months, I will share some of the contents here on the blog.

If you can’t attend the congress, but would like to know more about the topic, please get in touch. I’m looking forward to hearing from you!
I’m also available for in-house-workshops and trainings.


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Eingeordnet unter Leadership, Personalarbeit, presentations

Collaboration: a blessing or a curse?

According to research done by a University of Virginia professor, employees today spend 50% more time communicating than they did 20 years ago. 85% of daily work time are spent with e-mail, meetings and phone calls, and for some managers, the percentage is even higher.

Time to do meaningful work, to write a concept, to do something without being disturbed, seems to get rare. Some management researchers even start talking about the “collaboration curse”.

When you’re interrupted while working at something, your brain needs 25 minutes until it is able to fully concentrate on the old task again, so it seems quite a challenge to work in a dynamic environment. Finding the time and space to do some “deep work”, to think, to write, is often only possibly when you close the office door – provided you actually have a door.

It is unrealistic that we suddenly stop using open space offices or tell people not to come in, but it’s worth thinking about how we can use collaboration in a more intelligent way.

Meetings can be very productive, but some definitely aren’t. Everyone knows these regular meetings that don’t seem to be necessary, so why not skip these and just set up a meeting when there’s something that needs to be discussed? What about the participants? Does everyone have to be in the meeting from start to end? Or could some people join later, or leave early? Each agenda item should have a time slot and the leader of the meeting needs to remind people of the allocated time. Don’t just invite people to meetings because you think they “should be there”.

It could make sense to introduce “quiet time” when people are allowed to not take part in any kind of communication (e-mail, chat, meetings) and can work on a task without being interrupted. For some people, “quiet time” might even be shorter than one hour, for others, it might be longer. Some people organise their own “quiet time” by coming early or staying late, so there shouldn’t be fixed time slots for everyone.

Despite all this, there are researchers who say that it’s simply a nice idea that you can be creative in an organization. To work on a new idea or develop a concept, you need to be somewhere all alone. Well, then, have you booked your weekend retreat yet? 😉

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Eingeordnet unter Leadership