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Hier finden Sie Fakten, Studien und alles rund um aktuelle Entwicklungen bei metaBeratung. Und sie erhalten zwischendurch auch einen Blick hinter die Kulissen: wer steckt eigentlich genau hinter metaBeratung? Unser Team setzt sich tagtäglich mit viel Leidenschaft für Sie ein und stellt sich Ihnen hier vor.

Hier finden Sie Fakten, Studien und alles rund um aktuelle Entwicklungen bei metaBeratung. Und sie erhalten zwischendurch auch einen Blick hinter die Kulissen: wer steckt eigentlich genau hinter... read more »
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Bleiben Sie auf dem Laufenden

Hier finden Sie Fakten, Studien und alles rund um aktuelle Entwicklungen bei metaBeratung. Und sie erhalten zwischendurch auch einen Blick hinter die Kulissen: wer steckt eigentlich genau hinter metaBeratung? Unser Team setzt sich tagtäglich mit viel Leidenschaft für Sie ein und stellt sich Ihnen hier vor.

Eight weeks of remote work- A first retrospective!
It's finally here, today is the big day you've been working towards for so long. It took you months of painstaking and small work to convince management to invest in a new CRM tool. After all, sales, customer service and the team leaders have long been in your ears that current "Excel patching" is not state-of-the-art and that the ambitious plan of the management cannot be achieved with the current high administrative effort.
Under the catchword "New Work" many trends and demands converge, that aim for a more modern work; more flexible, more self-responsible and - so they say - more human. What does this look like in concrete terms? What is it about New Work that actually improves our work? And where did all this come from?
Nowadays, people have more options than ever. Options often relate to decisions that you must make to get what you think you want. Making decisions has a strong influence on how we feel. Not only the decision itself has an influence, but also the consequences of our actions unconsciously play an important role. The answers to the question about the right decision often lies in a person's personality.
'Men feel better prepared for the future of work than women'. But why and is that really the case? Don't women in particular have better chances in digitization because they are more humble?
For some, too much communication, for others too little. In times of change, communication is a decisive lever to drive the change, but at the same time, it represents a challenge. Good communication reduces uncertainty, strengthens the sense of belonging, binds employees and creates an atmosphere of optimism. Bad communication has the opposite effect. According to a study, companies that are effective in communication and change management are 2.5 times more successful in business results than their competitors.
But what makes communication effective?
"The ability to change is one of the success factors of a company". Hardly anyone would contradict this, neither in organisations nor in the world of consultants. However, statistically only one out of five change initiatives is successful and meets the expectations. This article is the prelude to a series of articles. In the coming months, we will pick up on various factors that make the difference in change management. We talk about communication, leadership, stakeholder engagement, resistance, the psychology of people in change and other topics that may arise from your questions and feedback. Change management is not a self-runner, we know well from the neurosciences that the human brain does not like change at all. Therefore, in all our discussions we will put the human being in the centre and talk about opportunities change responsible have in shaping and influencing change-management initiatives in their organisations.
When ‘cultural change’ meets ‘diversity’ and reunites in the question ‘how can women combine family and career?’ there can only be one result: A thrilling discussion!
All doors will be open to you! I'm sure some young people and students have heard this sentence from their parents. It may be reassuring to know that nowadays you have many opportunities for personal professional development, but it doesn't make the decision any easier! In an increasingly specific working world with confusing job titles, it is sometimes not so easy to know what you want. Especially after your studies, the possibilities of the labour market are cracking down on you. Difficult for a career starter to differentiate and difficult to illuminate. Every graduate inevitably asks himself the question: What do I want? And more importantly, how do I find out?
Being in the personality assessment business is a rewarding industry to be in: from helping others gain strategic self-awareness about their potential, weaknesses and main drivers or supporting companies identifying the right fit of candidates to their future leadership cohort – it’s a rewarding business to be in. And remember: it’s never about good and bad, but about fit and non-fit.
The traditional hierarchies often no longer work today. Everyone has heard that before. It is the reason why we have to act faster and be more flexible. Everyone is currently trying to find a way to overhaul classic concepts and develop an efficient way of working. Speed and adaptability are now the drivers for decision making in the digital age.
But with constant changes, you quickly get lost and find yourself asking the following question over and over again: What was our vision?
It is not unusual for applicants to try to falsify and/or gloss over information in their CV to get their dream job. Especially nowadays, when it is a big challenge for career starters or 50+ to find a job, some people get "creative". Which does not mean that other target groups may not be able to decorate their applications. Desperation and existential fears, 150 perceived rejections and many other reasons can also lead to the adaptation of one's own curriculum vitae.
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