Our News

Oops: Again, welcome aboard!

Oops: Again, welcome aboard!

We are pleased to introduce you to our very first intern here at baruschke!zimmermann, Moritz Schön. He is studying sociology, politics & economics at Zeppelin University at the Lake of Constance. Moritz started his internship in August. So, tell us Moritz, what are you up to and what are your projects here at b!z?

“First of all, thank you all so much for welcoming me with open arms! Since my start here I have been busy with various tasks, with the focus on sales and marketing. Currently I am working on a storyboard for the b!z image film, which I will be shooting with you in the coming weeks. I am also looking into optimising and analysing our social media presence and support you with the integration of MS Teams into your workflow.

Looking back on the last two weeks, I learned to have more trust in my abilities, and I build more self-confidence. To just do things rather than overthinking them and not getting anything done. My opinion matters and I feel really valued. I am really looking forward to the coming weeks with you in Hamburg!”

Thanks for sharing your thoughts and emotions with us Moritz! Again, welcome on board! We really enjoy working with you and hope, that you make the most of the time here!

My boss coaches me. How awesome is that?

My boss coaches me. How awesome is that?

Coaching by the boss? The changed role of leadership.

The July issue of Harvard Business Manager discusses the role of the executive as a coach and the influence on employee motivation. The manager as a coach is not new, but in the last 20 years the demands on the role have increased significantly. Today, in addition to what the authors write, the role is “a charitable way of passing on one’s own knowledge to inexperienced or younger people”, enriched by the competence of questioning. Bosses no longer need to be smart alecks. The point is to ask questions in such a way that they spark new insights and ideas in others. “A manager who sees himself as a coach asks questions instead of providing answers, supports employees instead of evaluating them, and encourages them in their development instead of telling them what to do.”

We couldn’t have said it better. This is how we work together and with our clients. Both with you and in our work with teams and entire organisations. Recently we received feedback that our way of asking questions is goal-oriented and not embarassing. A great praise for us.

In our new academy, which was officially launched last week, we offer all managers the opportunity to professionalize in this role with our training “The Manager as Coach”. For interested companies, we also offer the entire training in-house.

Register here

You can find out more about academiEQ at our weekly information evenings, which we will be starting next wednesday (19.08.2020) at 18:00.

#akademiEQ #Wertschätzungskette #Werte #DPO #VerankerungsManagement

Is there a connection between fish, leadership and the learning organisation?

Is there a connection between fish, leadership and the learning organisation?

Why is there a need for the learning organisation right now? Due to the corona and the climate crisis, companies have to adjust and adapt to changes in demand. This also means that leadership has to change. Command and control just doesn’t work anymore. Why? Because the purpose of this management method was to guide and train employees to understand the business and keep the company on the road to success with the proven methods. But today the fundamental question is whether the previous business purpose will continue to be viable in the future. Today it is already evident that this will not be the case for many companies. To find the right strategy for your own company, you need a different way of leading.

Dominant, self-centered and aggressive leadership is not the answer in times of crisis. This shows the current crisis in particular. The weakness of the leadership style of authoritarian statesmen is brutally visible by Covid-19, as is the existence of many “zombie companies” that had long lost their purpose.

In this context, the following experiment from the animal kingdom is extremely fascinating. Scientists from the University of Texas, the Max Planck Institute for Behavioral Biology and the University of Konstanz have, as the FAZ (Frankfurter Allgemeine Zeitung) reports, investigated the behavior of a cichlid species. They wanted to find out how social dominance and the ability to influence others are related. The experiment showed that the schools of less dominant fish performed significantly better than those that were run by aggressive specimens. As a result, the researchers came to the conclusion that “in special situations in which decisive collective action is required, it is counterproductive for the most aggressive individuals to occupy hierarchical top positions. “That sounds very obvious – and not just for cichlids,” is the consensus of the FAZ.

We fully agree, because it is in line with our experience. Today, more than ever, companies are in need of managers who are able to ask questions instead of providing answers and who support and encourage employees instead of evaluating them and telling them what to do.

The entire team needs to put their own business model to the test and, in case of doubt, decide against it and develop a new one. Turning the team from those affected to those involved and using the shared creative energy is the key to success. The crisis manager as the coach of his employees is now needed!

Interested? Then contact us now. We don’t come with ready-made solutions! But we know how we can support you to find your own solution and to reflect and change your own leadership style!