# MDI Management Development > Effective, on-the-job and aiming at company results. --- ## Pages - [Leadership Impact](https://blog.mdi-training.com/leadership-impact/) - [Cookie Policy](https://blog.mdi-training.com/cookie-policy/): This site uses cookies – small text files that are placed on your machine to help the site provide a... - [Agile leadership](https://blog.mdi-training.com/agile-leadership/): AGILE LEADERSHIP How do you surf the waves of digital transformation? Agile mindset, skillset and toolset - [Imprint](https://blog.mdi-training.com/imprint/): Imprint MDI Management Development GmbH Mariahilfer Strasse 51/1/6 A-1060 Vienna Phone: +43/1/524 17 17 – 0 Fax: +43/1/524 17 17... - [Training Insights](https://blog.mdi-training.com/training-insights/): LEADERSHIP TRAINING INSIGHTS - [Homepage](https://blog.mdi-training.com/): International leadership development We at MDI blog about leadership development contributing to company goals in an - [Lateral Leadership](https://blog.mdi-training.com/lateral-leadership/): LATERAL LEADERSHIP Tips of success, inspiration and knowledge sharing for successful and effective development of lateral leadership at - [International leadership development](https://blog.mdi-training.com/leadership-tips/): INTERNATIONAL LEADERSHIP DEVELOPMENT Inspiration for you as an HR expert - [Effective Learning](https://blog.mdi-training.com/effective-learning/): EFFECTIVE LEARNING - [Newsletterbox (Sidebar)](https://blog.mdi-training.com/beispiel-seite/): Test Test Test - [HR Outsourcing](https://blog.mdi-training.com/hr-outsourcing/) - [Consulting](https://blog.mdi-training.com/consulting/) - [Unternehmen](https://blog.mdi-training.com/unternehmen/) - [Kontakt](https://blog.mdi-training.com/kontakt/) - [Service](https://blog.mdi-training.com/service/) --- ## Posts - [From Lab to Practice: What We Learned With AI](https://blog.mdi-training.com/from-lab-to-practice-what-we-learned-with-ai/): From Lab to Practice: What We Learned With AI Do you prefer to listen to this article? Click here to... - [How to Build a Psychological Safety Net at Work](https://blog.mdi-training.com/how-to-build-a-psychological-safety-net-at-work/): How to Build a Psychological Safety Net at Work Would you like to listen to this article? Click here to... - [Unlocking Creativity - How to Create AI Images](https://blog.mdi-training.com/unlocking-creativity-how-to-create-ai-images/): Unlocking Creativity – How to Create AI Images Would you like to listen to this article? Click here to access... - [How to Stay Connected: Leadership in Challenging Times](https://blog.mdi-training.com/how-to-stay-connected-leadership-in-challenging-times/): How to Stay Connected: Leadership in Challenging Times This blog is an excerpt from our new podcast! You can find... - [The Lasting Impact of Leadership Horizon - Meike's Perspectives](https://blog.mdi-training.com/the-lasting-impact-of-leadership-horizon-meikes-perspectives/): The Lasting Impact of Leadership Horizon – Meike’s Perspectives Do you prefer to listen to this article? Click below to... - [AI in Leadership in 2025: Impressions from Leadership Horizon](https://blog.mdi-training.com/ai-in-leadership-in-2025-impressions-from-leadership-horizon/): AI in Leadership in 2025: Impressions from Leadership Horizon You want to listen to this article? You can find an... - [Leadership and AI: Between Responsibility and Opportunity](https://blog.mdi-training.com/leadership-and-ai-between-responsibility-and-opportunity/): Leadership and AI: Between Responsibility and Opportunity Do you prefer to listen to this article? Click below to access our... - [AI Hears; Humans Listen: Become a Master of Attunement](https://blog.mdi-training.com/ai-hears-humans-listen-become-a-master-of-attunement/): AI Hears; Humans Listen: Become a Master of Attunement Prefer to listen to the article? Click below to access our... - [Success Through Change: How to Stay Oriented During Transitions](https://blog.mdi-training.com/success-through-change-how-to-stay-oriented-during-transitions/): Success Through Change: How to Stay Oriented During Transitions Do you prefer to listen to this article? Click below to... - [Aligning Training Goals with Organizational Business Objectives](https://blog.mdi-training.com/aligning-training-goals-with-organizational-business-objectives/): Aligning Training Goals with Organizational Business Objectives Do you prefer to listen to this article? Click below to access our... - [4 Tips on How to Shape Change Processes as a Leader](https://blog.mdi-training.com/4-tips-on-how-to-shape-change-processes-as-a-leader/): 4 Tips on How to Shape Change Processes as a Leader Do you prefer to listen to this article? Click... - [MDI’s Leadership Lab: Unlocking the Future of Leadership Training](https://blog.mdi-training.com/mdis-leadership-lab-unlocking-the-future-of-leadership-training/): MDI’s Leadership Lab: Unlocking the Future of Leadership Training Would you like to listen to this article? Click here to... - [AI Transformation: How Companies Need to Adapt](https://blog.mdi-training.com/ai-transformation-how-companies-need-to-adapt/): AI transformation: how companies and leaders need to adapt Economic history repeatedly shows how technological leaps revolutionize entire industries. 150... - [No Success Without Diversity: Why It Matters](https://blog.mdi-training.com/no-success-without-diversity-why-it-matters/): No Success without Diversity: Why it Matters Do you prefer to listen to this article? Click below to access our... - [Challenges and Solutions for Leadership in 2025](https://blog.mdi-training.com/challenges-and-solutions-for-leadership-in-2025/): Challenges and Solutions for Leadership in 2025 Do you prefer to listen to this article? Click below to access our... - [Mastering Communication: The Why, How, and What](https://blog.mdi-training.com/mastering-communication-the-why-how-and-what/): Mastering Communication: The Why, How, and What Do you prefer to listen to this article? Click below to access our... - [Self-Leadership: Harnessing the Power Within](https://blog.mdi-training.com/self-leadership-harnessing-the-power-within/): Self-Leadership: Harnessing the Power Within Do you prefer to listen to this article? Click below to access our AI-generated audio... - [The Right Questions at The Right Time – Thinking From Within!](https://blog.mdi-training.com/the-right-questions-at-the-right-time-thinking-from-within/): The Right Questions at The Right Time – Thinking From Within! Do you prefer to listen to this article? Click... - [Efficiency with AI in Leadership Development](https://blog.mdi-training.com/efficiency-with-ai-in-leadership-development/): Efficiency with AI in Leadership Development Do you prefer to listen to this article? Click below to access our AI-generated... - [Step by Step to Success with AI-Powered Solutions](https://blog.mdi-training.com/step-by-step-to-success-with-ai-powered-solutions/): Step by Step to Success with AI-supported Solutions Do you prefer to listen to this article? Click below to access... - [Navigating the Ethical Challenges of Algorithmic Decision-Making](https://blog.mdi-training.com/navigating-the-ethical-challenges-of-algorithmic-decision-making/): Navigating the Ethical Challenges of Algorithmic Decision-Making You prefer to listen to this article? Click here to access our AI-generated... - [The ARS Seminar: Lateral Leadership and AI Role-Playing](https://blog.mdi-training.com/the-ars-seminar-lateral-leadership-and-ai-role-playing/): The ARS Seminar: Lateral Leadership and AI Role-Playing Immerse yourself in the world of lateral leadership with us and experience... - [Weak vs. Strong AI: Unraveling the Myths](https://blog.mdi-training.com/weak-vs-strong-ai-unraveling-the-myths/): Weak vs Strong AI – Unraveling the Myths You prefer to listen to this article? Click here to access our... - [Leadership in Transition: Insights from Leadership Horizon 2024](https://blog.mdi-training.com/leadership-in-transition-insights-from-leadership-horizon/): Photo credits: Jenny Theolin Leadership in Transition: Insights from Leadership Horizon 2024 This was our Leadership Horizon Conference of 2024!... - [From Typewriters to AI: Leadership Over the Past 60 Years](https://blog.mdi-training.com/from-typewriters-to-ai-leadership-over-the-past-60-years/): Photo credits: Jenny Theolin From Typewriters to AI: Leadership Over the Past 60 Years This was our Leadership Horizon Conference... - [Challenges and Opportunities of AI in China](https://blog.mdi-training.com/challenges-and-opportunities-of-ai-in-china/): Challenges and Opportunities in China Do you prefer to listen to this article? Click here to listen to the AI-generated... - [Successful Team Building for Boehringer Ingelheim RCV](https://blog.mdi-training.com/successful-team-building-for-boehringer-ingelheim-rcv/): Successful Team Building for Boehringer Ingelheim RCV Do you prefer to listen to this article? Click below to access our... - [Changing the World with Hybrid Leadership](https://blog.mdi-training.com/changing-the-world-with-hybrid-leadership/): Changing the World with Hybrid Leadership Prefer to listen to the article? Click below to access our AI speech-generated audio.... - [Purpose – Why Hybrid is more than a Buzzword](https://blog.mdi-training.com/purpose-why-hybrid-is-more-than-a-buzzword/): Purpose – Why Hybrid is more than a Buzzword Prefer to listen to the article? Click below to access our... - [Organize Your Team in a Hybrid Workplace](https://blog.mdi-training.com/organize-your-team-in-a-hybrid-workplace/): Organize Your Team in a Hybrid Workplace Prefer to listen to the article? Click below to access our AI speech-generated... - [How to Increase Performance in a Hybrid Set-Up](https://blog.mdi-training.com/how-to-increase-performance-in-a-hybrid-set-up/): How to Increase Performance in a Hybrid Set-Up Prefer to listen to the article? Click below to access our AI... - [Creating Connectedness in a Hybrid Environment](https://blog.mdi-training.com/creating-connectedness-in-a-hybrid-environment/): Creating Connectedness in a Hybrid Environment Prefer to listen to the article? Click below to access our AI speech-generated audio.... - [Beyond the Horizon: GenAI and Ethical Leadership](https://blog.mdi-training.com/beyond-the-horizon-genai-and-ethical-leadership/): Beyond the Horizon: GenAI and Ethical Leadership Prefer to listen to the article? Click below to access our AI speech-generated... - [Can AI Support EI Development For Leaders?](https://blog.mdi-training.com/can-ai-support-ei-development-for-leaders/): Can AI Support EI Development For Leaders? Do you prefer to listen to this article? Click below to access our... - [8 Eternally Human Leadership Competencies](https://blog.mdi-training.com/8-eternally-human-leadership-competencies/): 8 Eternally Human Leadership Competencies Do you prefer to listen to this article? Click below to access our AI-generated version... - [AI in Leadership - the Ethical Dimension](https://blog.mdi-training.com/ai-in-leadership-the-ethical-dimension/): AI in Leadership – The Ethical Dimension Do you prefer to listen to this article? Click below to access our... - [AI Co-Trainer at MDI Management Development](https://blog.mdi-training.com/ai-co-trainer-at-mdi-management-development/): AI Co-Trainer in MDI Management Development Do you prefer to listen to this article? Click below to access our AI-generated... - [Advancing AI Integration at UNIQA: A Future Focus](https://blog.mdi-training.com/advancing-ai-integration-at-uniqa-a-future-focus/): Advancing AI Integration at UNIQA: A Future Focus Do you prefer to listen to this article? Click below to access... - [AI-Enhanced Leadership: Maximizing Potential with Intelligent Tools](https://blog.mdi-training.com/ai-enhanced-leadership-maximizing-potential-with-intelligent-tools/): AI-Enhanced Leadership: Maximizing Potential with Intelligent Tools Let’s also take a closer look at Ai vs. human – Who has... - [Exploring the Influence of AI on Leadership Roles - an experiment by a CEO](https://blog.mdi-training.com/exploring-the-influence-of-ai-on-leadership-roles-an-experiment-by-a-ceo/): Exploring the Influence of AI on Leadership Roles: Learn more about the ongoing ChatGPT experiment by MDI CEO Gunther Fürstberger... - [AI as a Co-Trainer in Leadership Development](https://blog.mdi-training.com/ai-as-a-co-trainer-in-leadership-development/): Artificial Intelligence as a Co-Trainer in Leadership Development Do you prefer to listen to this blog article? Click below to... - [Recap: This was the L&D Summer at MDI](https://blog.mdi-training.com/recap-this-was-the-ld-summer-at-mdi/): Recap: This was the L&D summer at MDI Prefer to listen to the article? Click below to access our AI... - [The 5 most important soft skills for leaders in the age of AI](https://blog.mdi-training.com/the-5-most-important-soft-skills-for-leaders-in-the-age-of-ai/): The 5 most important soft skills for leaders in the age of AI Prefer to listen to the article? Click... - [Leadership Between Connectedness and AI - A Conversation with Hamza Khan](https://blog.mdi-training.com/leadership-between-connectedness-and-ai-with-hamza-khan/): Leadership between Connectedness and AI – A Conversation With Hamza Khan Prefer to listen to the article? Click below to... - [In Dialogue with Michael Kolleger: Leadership 4.0 - AI in Transition](https://blog.mdi-training.com/in-dialogue-with-michael-kolleger-leadership-4-0-ai-in-transition/): In Dialogue with Michael Kolleger: Leadership 4. 0 – AI in Transition Prefer to listen to the article? Click below... - [Promoting Cohesion and Retaining Talent: Leadership in Focus](https://blog.mdi-training.com/promoting-cohesion-and-retaining-talent-leadership-in-focus/): Promoting Cohesion and Retaining Talent: Leadership in Focus Prefer to listen to the article? Click below to access our AI... - [High-Impact through Blended and Flexible Learning](https://blog.mdi-training.com/high-impact-through-blended-and-flexible-learning/): High-Impact through Blended and Flexible Learning Over the last few years, we at MDI have been working with more and... - [What Leaders Should Consider When Implementing AI](https://blog.mdi-training.com/what-leaders-should-consider-when-implementing-ai/): What Leaders Should Consider When Implementing AI A New Step into the World of Technologies – Artificial Intelligence for Leaders... - [10 tips for effective communication with dominant partners](https://blog.mdi-training.com/10-tips-for-effective-communication-with-dominant-partners/): Homer Simpson has been delighting young and old for many years. Irascible to slightly choleric, he says straightforwardly what he... - [What is Sustainable Individualization in Leadership?](https://blog.mdi-training.com/what-is-sustainable-individualization-in-leadership/): Sustainable individualization in leadership – pious hope or real alternative? In line with the last blog post on our MDI... - [Why Flexibility is Key to Employee Retention](https://blog.mdi-training.com/why-flexibility-is-key-to-employee-retention/): Why Flexibility is Key to Employee Retention This article presents 5 tips on how you can build a strong corporate... - [Why Should We Lead More Sustainably?](https://blog.mdi-training.com/why-should-we-lead-more-sustainably/): Why Should We Lead More Sustainably? It is hard to imagine most companies today without the concept of “sustainable leadership.... - [3 Highlights of HR and Learning Technologies 2023](https://blog.mdi-training.com/3-highlights-of-hr-learning-technologies-2023/): “The Future of Learning in London: 3 Highlights of the HR & Learning Technologies 2023″ The Learning Technology 2023 in... - [Inner Development Goals for a Better Leadership World](https://blog.mdi-training.com/inner-development-goals-for-a-better-leadership-world/): Inner Development Goals for a better leadership world Many companies invest in training and programs to prepare their leaders for... - [Successful instruments for Employee Retention](https://blog.mdi-training.com/successful-instruments-for-employee-retention/): Successful instruments for Employee Retention Employer Branding: How to position your company sustainably as an attractive employer Today’s employers and... - [How to Become a Compassionate Leader - 3 tools](https://blog.mdi-training.com/how-to-become-a-compassionate-leader-3-tools/): How to Become a Compassionate Leader in 3 Steps At MDI, we not only develop others, but also ourselves. That’s... - [When and why should leadership be shared?](https://blog.mdi-training.com/when-and-why-should-leadership-be-shared/) - [5 measures for an integrative corporate culture](https://blog.mdi-training.com/5-measures-for-an-integrative-corporate-culture/) - [Greater employee retention through generational diversity](https://blog.mdi-training.com/greater-employee-retention-through-generational-diversity/) - [One Size Fits None: An Appeal for Better Leaders](https://blog.mdi-training.com/one-size-fits-none-an-appeal-for-better-leaders/): One Size Fits None: An Appeal for Better Leaders According to Deloitte University Press, 86% of companies have identified developing... - [Being a servant leader - Servant Leadership](https://blog.mdi-training.com/being-a-servant-leader-servant-leadership/): Being a servant leader “Servant Leadership” is a concept by Robert Greenleaf that describes the manager as a servant to... - [How to strengthen social capital in the workplace](https://blog.mdi-training.com/how-to-strengthen-social-capital-in-the-workplace/) - [How to maintain attention in online meetings](https://blog.mdi-training.com/how-to-maintain-attention-in-online-meetings/): Read this article to find out how you can get everyone to listen to you in online meetings and what... - [Workation evaluation – lessons we have learned so far](https://blog.mdi-training.com/workation-evaluation-lessons-we-have-learned-so-far/) - [How can I actively share knowledge as a leader?](https://blog.mdi-training.com/how-can-i-actively-share-knowledge-as-a-leader/): How can I actively share knowledge as a leader? Knowledge management – I know that I know (nothing) How do... - [Agile mindset beyond company boundaries](https://blog.mdi-training.com/agile-mindset-beyond-company-boundaries/): Agile mindset beyond company boundaries In order to compete in a constantly changing market, companies must be able to react... - [3 tips for efficient and sustainable OKR results](https://blog.mdi-training.com/3-tips-for-efficient-and-sustainable-okr-results/): 3 tips for efficient and sustain Do you want to learn more about OKR – Objectives & Key Results? Here... - [How to become resilient? Your personal superpower](https://blog.mdi-training.com/how-to-become-resilient-your-personal-superpower/): How to become resilient? Your personal superpower Meeting the challenges in the VUCA/BANI world In this article you will get... - [Third Workplace - A Plea for More Flexibility](https://blog.mdi-training.com/third-workplace-a-plea-for-more-flexibility/) - [Third Workplace - can you really work from anywhere?](https://blog.mdi-training.com/third-workplace-can-you-really-work-from-anywhere/) - [A leadership novel for first-time leaders](https://blog.mdi-training.com/a-leadership-novel-for-first-time-leaders/) - [How to activate your growth mindset as a leader](https://blog.mdi-training.com/how-to-activate-your-growth-mindset-as-a-leader/): How to activate your growth mindset as a leader Sometimes we just can’t seem to get that one task done.... - [Self-reflection for leaders - the L&D Daily](https://blog.mdi-training.com/self-reflection-for-leaders-the-ld-daily/): Self-reflection for leaders – the L&D Daily An important form of learning for leaders is self-reflection in order to be... - [Young, working & thriving - Dreams & expectations of the new Gen Z](https://blog.mdi-training.com/young-working-thriving-dreams-expectations-of-the-new-gen-z/) - [Dubai, Madrid and soon Bangkok - around the world with MDI](https://blog.mdi-training.com/dubai-madrid-and-soon-bangkok-around-the-world-with-mdi/): our L&D Consultants Marina Begic, Nicole Altenberger and Alina Helmlinger have experienced quite a bit over the past few months.... - [Learning in the agile age: waterfall or cycle?](https://blog.mdi-training.com/learning-in-the-agile-age-waterfall-or-cycle/): What is - [Hybrid Leadership - Making the best of both worlds](https://blog.mdi-training.com/hybrid-leadership-making-the-best-of-both-worlds/): Hybrid Leadership – Making the the best of both worlds Even though the call to return to the office is... - [3 P's - The 3 success factors of hybrid leadership](https://blog.mdi-training.com/3-ps-the-3-success-factors-of-hybrid-leadership/): The 3 P’s – The 3 success factors of hybrid leadership Basically, the concept of leadership in a hybrid set-up... - [The 3 biggest challenges of hybrid work](https://blog.mdi-training.com/the-3-biggest-challenges-of-hybrid-work/): The 3 biggest challenges of hybrid work – voices from the personalist. at community In the course of an Leadership... - [Next Work Monopoly - Playfully design your new workplace culture](https://blog.mdi-training.com/next-work-monopoly-playfully-design-your-new-workplace-culture/): Next Work Monopoly – Playfully design your new workplace culture In recent years, the world of work has steadily evolved... - [The effects of home office](https://blog.mdi-training.com/the-effects-of-home-office/): An Interview on the effects of home office with Dr. Kilian Wawoe Dr. Kilian Wawoe investigated the consequences of the... - [5 tips to increase trust when working hybrid](https://blog.mdi-training.com/5-tips-to-increase-trust-when-working-hybrid/): 5 tips to increase trust when working hybrid Team cohesion and stability are more important now than ever before. Especially... - [6 things you can do to support your hybrid team](https://blog.mdi-training.com/6-things-you-can-do-to-support-your-hybrid-team/): 6 things you can do to support your hybrid team A hybrid environment brings change for all of us. We’re... - [10 agile ways to make organizational learning more accessible](https://blog.mdi-training.com/10-agile-ways-to-make-organizational-learning-more-accessible/): 10 agile ways to promote organizational learning. In order to respond to the current challenges in an organization in the... - [Our journey of becoming CO2 neutral - reasons and tips](https://blog.mdi-training.com/our-journey-of-becoming-co2-neutral-reasons-tips/): MDI is CO2 neutral The pandemic has made us more thoughtful. Adult education in presence is connected with traveling. Often... - [How can VR help with leadership training?](https://blog.mdi-training.com/how-can-vr-help-with-leadership-training/): How can VR help with leadership training? Our Virtual Reality & Leadership Development Experts Anita Berger & Dominik Etzl talk... - [The New Era of Hybrid Working - Dealbreaker & Gamechanger](https://blog.mdi-training.com/the-new-era-of-hybrid-working-dealbreaker-gamechanger/): For most companies, the new “hybrid” reality means increasing flexibility of workspace and working hours coupled with a lot of... - [How to Recognize Talented Leaders - Successful Role Change](https://blog.mdi-training.com/how-to-recognize-talented-leaders-successful-role-change/): HR managers are often faced with the challenge of identifying employees who are suitable for leadership tasks. How do you... - [Redefining the workplace as a new area of impact](https://blog.mdi-training.com/redefining-the-workplace-as-a-new-area-of-impact/): Part 4 with Marina Begic: Digital Business Development Expert and Senior L&D Consultant Our Digital Business Development Expert and Senior... - [Five Characteristics of Agile Leadership Development](https://blog.mdi-training.com/five-characteristics-of-agile-leadership-development/): What does the future of agile Leadership Development look like? MDI CEO Gunther Fürstberger has answers and shows you five... - [Virtual Reality for Leadership Development](https://blog.mdi-training.com/virtual-reality-for-leadership-development/): Virtual reality for leadership development on the rise It’s high time we use VR learning in leadership development. That’s why... - [Personnel developers as trusted guides  ](https://blog.mdi-training.com/personnel-developers-as-trusted-guides/): Part 3 with Marina Begic (Digital Business Development Expert and Senior L&D Consultant) and co-author Stefan Diepolder (Content Curator and... - [Agile-based Competence Management - Learn and evolve with change](https://blog.mdi-training.com/agile-based-competence-management/): Authors: Josef Wegenberger, Oliver Wegenberger Society for Business Psychology and Organizational Dynamics - [Self-directed learning needs more than just an LMS!](https://blog.mdi-training.com/self-directed-learning-needs-more-than-just-an-lms/): Part 2 with Marina Begic: Digital Business Development Expert and Senior L&D Consultant Our Digital Business Development Expert and Senior... - [Successful collaboration through mentoring, attentiveness and empathy](https://blog.mdi-training.com/successful-collaboration-through-mentoring-attentiveness-and-empathy/): For example, the function of mentoring or virtual mentoring and, strongly linked to this, the key qualification of attentiveness. - [The Future of Workplace Learning - Digitization Boost](https://blog.mdi-training.com/the-future-of-workplace-learning-digitization-boost/): Part 1 with Marina Begic: Digital Business Development Expert and Senior L&D Consultant Our Digital Business Development Expert and Senior... - [How can I mix my own Resilience Cocktail as a leader?](https://blog.mdi-training.com/how-can-i-mix-my-own-resilience-cocktail-as-a-leader/): with Marilena Maris: economist, personnel developer and executive coach. Hello Marilena, thank you so much for taking the - [Effective change communication with PCM](https://blog.mdi-training.com/effective-change-communication-with-pcm/): When implementing change processes and new agile methods, it is extremely important to know the different personality characteristics of those... - [Agile employee surveys - the right question at the right time](https://blog.mdi-training.com/agile-employee-surveys-the-right-question-at-the-right-time/) - [How leaders successfully drive innovation](https://blog.mdi-training.com/how-leaders-successfully-drive-innovation/): Driving business innovation as a leader Successfully driving business innovation as a leader is essential to living a positive innovation... - [How to lead hybrid and virtual teams successfully](https://blog.mdi-training.com/how-to-lead-hybrid-and-virtual-teams-successfully/): Leading virtual and hybrid teams brings both opportunities and challenges. But how do you lead hybrid and virtual teams successfully?... --- # # Detailed Content ## Pages Leadership Impact What footprint do you leave in this world?     Change the world for a better with a positive impact MDI Newsletter Subscribe now and never miss inspiring leadership news that boost your skills! Subscribe* indicates required Email Address * First Name Last Name What are you interested in? Leadership Development from an HR perspectiveLeading as a leader MDI special news about the current situation I would like to receive more short information and knowledge nuggets. (function($) {window. fnames = new Array; window. ftypes = new Array;fnames='EMAIL';ftypes='email';fnames='FNAME';ftypes='text';fnames='LNAME';ftypes='text';}(jQuery));var $mcj = jQuery. noConflict(true); --- This site uses cookies - small text files that are placed on your machine to help the site provide a better user experience. 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Grab some more inspiration Then this event is for you: Secure your ticket for the Agile Leadership Forum and get insights into mindset, skillset and toolset of agile leaders and work on your challenges with 100 like-minded leaders, HR-experts and inspiring leadership personalities! MDI Newsletter Subscribe now and never miss inspiring leadership news that boost your skills! Subscribe* indicates required Email Address * First Name Last Name What are you interested in? Leadership Development from an HR perspectiveLeading as a leader MDI special news about the current situation I would like to receive more short information and knowledge nuggets. 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August 2025 READ MORE The Lasting Impact of Leadership Horizon - Meike's Perspectives 2. July 2025 READ MORE setREVStartSize({c: 'rev_slider_2_1',rl:,el:,gw:,gh:,type:'standard',justify:'',layout:'fullwidth',mh:"0"});if (window. RS_MODULES! ==undefined && window. RS_MODULES. modules! ==undefined && window. RS_MODULES. modules! ==undefined) {window. RS_MODULES. modules. once = false;window. revapi2 = undefined;if (window. RS_MODULES. checkMinimal! ==undefined) window. RS_MODULES. checkMinimal} International leadership development We at MDI blog about leadership development contributing to company goals in an effective, directly on-the-job and therewith sustainable way. Our leadership blogs are written for HR managers, L&D managers and leaders themselves. --- LATERAL LEADERSHIP Tips of success, inspiration and knowledge sharing for successful and effective development of lateral leadership at eye level. Get your strategic roadmap for becoming a lateral leader in our 2-days-workshop or contact us for an individual training! Video Impulses Lateral Leadership - a new approach Lateral Leadership - a change of paradigms MDI Newsletter Subscribe now and never miss inspiring leadership news that boost your skills! Subscribe* indicates required Email Address * First Name Last Name What are you interested in? Leadership Development from an HR perspectiveLeading as a leader MDI special news about the current situation I would like to receive more short information and knowledge nuggets. (function($) {window. fnames = new Array; window. ftypes = new Array;fnames='EMAIL';ftypes='email';fnames='FNAME';ftypes='text';fnames='LNAME';ftypes='text';}(jQuery));var $mcj = jQuery. noConflict(true);Get your strategic roadmap for becoming a lateral leader in our 2-days-workshop! Or contact us for an individual training at your place. --- INTERNATIONAL LEADERSHIP DEVELOPMENT Inspiration for you as an HR expert More inspiration We're keen to support you. MDI Newsletter Subscribe now and never miss inspiring leadership news that boost your skills! Subscribe* indicates required Email Address * First Name Last Name What are you interested in? Leadership Development from an HR perspectiveLeading as a leader MDI special news about the current situation I would like to receive more short information and knowledge nuggets. (function($) {window. fnames = new Array; window. ftypes = new Array;fnames='EMAIL';ftypes='email';fnames='FNAME';ftypes='text';fnames='LNAME';ftypes='text';}(jQuery));var $mcj = jQuery. noConflict(true); --- EFFECTIVE LEARNING We're keen to support you. --- Test Test Test --- --- ## Posts From Lab to Practice: What We Learned With AI Do you prefer to listen to this article? Click here to access our AI-generated audio version! From Lab to Practice: What We Learned With AI AI in organizations isn’t a one-size-fits-all solution. And in people development, this becomes even more obvious: AI only creates value when it’s tailored to how people actually learn and practice skills. At MDI, we’ve been working on this question for more than 1. 5 years. What started as an internal experiment with ChatGPT quickly grew into our AI Leadership Lab – a sandbox where we could prototype, test, and refine how AI could support leadership development. Our Journey With AI Along the way, we moved from simple chatbots to immersive roleplays with voice and avatars. We discovered that immersion is not an add-on, but the goal. Our first demos now feel almost nostalgic – clicking a button, waiting for a response – compared to today’s fluid dialogues with emotional, human-like voices. We also learned that systemic design matters more than model hype. GPT-3. 5 to 4 was a leap, but not a breakthrough. The real difference came from how we designed scenarios: choosing the right challenge, calibrating resistance, and iterating with our trainers until the practice felt authentic. And finally, we realized that feedback cannot be generic. AI’s true learning value comes when feedback is contextual, practical, and directly connected to the learner’s performance. That’s why we co-created feedback models with our trainers, based on real... --- How to Build a Psychological Safety Net at Work Would you like to listen to this article? Click here to access our AI-generated audio version! Have fun listening ;)How to Build a Psychological Safety Net at Work Some of you might recognize these situations at work: You have an idea but hold back—because you’re not sure how it will be received. Or you want to ask a question but stay quiet—for fear of embarrassing yourself. What’s often behind this? A lack of psychological safety. It keeps people in protective mode instead of creative mode. Our L&D consultant, Florian Biedermann, explores psychological safety in his newest blog article. Find out what he’s thinking and how he approaches this topic below! Google already uncovered this in 2012 through its Project Aristotle: In high-performing teams, everyone has a voice. Everyone is treated with respect. The way leaders and team members interact matters deeply. That’s why it is essential for leaders to create a space where people feel: “I can say what I think—without fear of negative consequences. ” This simple sentence is the heart of a concept gaining global traction: psychological safety—a work environment where people feel free to ask questions, admit mistakes, voice ideas or concerns... without blame or shame. But here’s the real question:Can it actually be trained? Why leaders play a key role Leaders are climate shapers. Their mindset and communication style strongly influence whether openness can thrive. But in reality? Many leaders operate under high pressure—and often react defensively... --- Unlocking Creativity - How to Create AI Images Would you like to listen to this article? Click here to access our AI-generated audio version! Have fun listening ;) Unlocking Creativity - How to Create AI Images Have you ever wondered how AI can be utilized to not only transform leadership development, but also other spheres such as art? Our L&D Consultant Florian Bidermann recently had the pleasure of attending an AI Lab session by artist Bella Volen on “Creating images with AI. ” Until then, my attempts to generate images with AI had not been particularly successful—they were uninspired and unsuccessful. Thanks to Bella's course, however, I have now gained some eye-opening insights into designing images with AI, which I naturally want to share with you. Prompting the Visual First of all, it is quite easy to create unique visuals with just a few prompts. But if you prompt very simply, such as „Create a picture with a tree and a house,” it is more than possible that the result will differ greatly from the picture you desire. As AI models are trained on vast datasets of images and captions, they generate pictures that match the description. It’s a creative process, but it also requires experimenting—users must invest time to understand the model’s logic and fine-tune requests for optimal results. Understanding image creation with AI requires a grasp of visual language. The more you are familiar with composition, color harmony, and symbolism, the more the results correspond to the expectations.... --- How to Stay Connected: Leadership in Challenging Times This blog is an excerpt from our new podcast! You can find the entire podcast episode here. Staying connected: Leadership in challenging times In our new video podcast format, “Voices of Leadership – an MDI Spotlight Series,” we regularly bring leadership experts in front of the camera to talk to them about their passions in leadership development. Our first guest was Peter Grabuschnig – we spoke with him about the challenges in the current work climate, received his tips for new leaders, and discussed a topic close to his heart. Read this blog post to learn more about our first podcast episode! What really matters to Peter Right at the beginning, Peter introduces us to the topic close to his heart – connectedness in challenging times. “I've noticed that we are more connected than ever before, but people feel little real connection. ” He explains that, especially with the changes brought about by the COVID-19 pandemic and new home office regulations, it has become more difficult to connect with one another, both among employees and between leaders and employees. At the same time, we are increasingly losing touch with ourselves and our values. Peter emphasizes that it is an important challenge to restore this sense and be passionate about something again. He also says that he likes to use personality models in his training sessions. These can help participants to meet each other halfway and create a pleasant working environment despite personality... --- The Lasting Impact of Leadership Horizon - Meike's Perspectives Do you prefer to listen to this article? Click below to access our AI-generated audio version! The Lasting Impact of Leadership Horizon - Meike's Perspectives MDI’s Meike Hinnenberg shares her reflections on this year’s Leadership Horizon and what it means to be a leader in today’s climate. Read this blog article to gain insight into her perspectives! The #Leadership Horizon took place over a month ago. And yet – it still lingers in my mind. In an age where the average attention span has dropped to just 47 seconds (down from 2. 5 minutes in 2004, as #GloriaMark describes), that’s not nothing. So why does this event stay with me? Certainly because of the valuable insights into current developments in #AI. But more than that: It was the multi-perspectivity and the rare, dialogical space between those perspectives that left a lasting impression. This wasn’t a sales pitch. Nor an ideologically charged debate. It was a shared space to explore the tension between inspiration rapid development uncertainty and the sheer unpredictability of a technology that both fascinates and challenges us. Leadership and Multiperspectivity In today’s public discourse, I often miss this kind of space. Instead, I encounter ideological simplifications that seem to fuel polarization, reducing complex issues to binary narratives. This tendency not only falls short of doing justice to the complexity of our interconnected world but also obstructs meaningful responses and undermines the solidarity we so urgently need. In contrast, spaces... --- AI in Leadership in 2025: Impressions from Leadership Horizon You want to listen to this article? You can find an AI-generated version here: AI in Leadership in 2025: Impressions from Leadership Horizon Christoph wrote this article for his print magazine, Magazin Training. You can also find this article in Issue 04 2025, pages 22-23. On May 15th, 2025, over 150 HR professionals and executives gathered at the SO/Vienna hotel to explore one of today’s most pressing leadership questions: How is artificial intelligence redefining leadership—and what new capabilities will leaders need to thrive? Hosted by MDI, the conference Leadership Horizon focused on the theme “Leading with AI Agents: Navigating the Future of Human-AI Leadership” and delivered a day packed with insight, real-world applications, and powerful dialogue. From Managing Machines to Leading AI “We used to lead machines during the industrial era. Now, in the age of AI, we must guide intelligent systems—and be guided by them. ” With this statement, the conference captured a key shift: leadership is no longer just about people. Instead, it must evolve into a role that navigates a growing ecosystem of smart, autonomous systems. Tomorrow’s HR will lead not only humans but also AI agents. When AI Books Flights and Writes Proposals MDI CEO Gunther Fürstberger kicked off the day with a compelling live demo that showcased what AI agents are already capable of—or will be very soon. Our attendees watched in awe as Gunther guided an AI assistant through tasks like booking flights, generating proposals,... --- Leadership and AI: Between Responsibility and Opportunity Do you prefer to listen to this article? Click below to access our AI-generated audio version! Leadership and AI: Between responsibility and opportunity Artificial intelligence is no longer a pipe dream – it is changing our working world here and now. It is about much more than technology: it is about attitude. How do we want to lead when machines think for themselves? How do we provide orientation when uncertainty is becoming the new constant? Trust instead of fear Many leaders worry about being replaced by AI. But this fear is rarely justified. Julie Sweet, CEO of Accenture, says that not a single one of her client companies plans to replace employees with AI. On the contrary – the technology is intended to relieve, not displace. An international study of over 4,000 executives shows that the majority see AI as an opportunity for efficiency, better decision-making, and higher quality of collaboration. At the same time, there is often a lack of know-how, courage, and a clear strategy to truly leverage this potential. This is where leaders are called upon to take responsibility – not in the future, but now. After all, we cannot outsource technological developments. We are challenged to recognize the opportunities of AI – and to boldly break new ground. Beyond Efficiency – How AI Can Make Leadership Better AI is often reduced to speed, cost-cutting, and automation. But its true value lies in enhancing quality: helping us to act more... --- AI Hears; Humans Listen: Become a Master of Attunement Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. AI Hears; Humans Listen: Become a Master of Attunement Not Black Mirror. Not Severance. The reality we’re in is starting to feel a lot more like Her. According to eye-opening research published in Harvard Business Review, the most common use of generative AI isn’t writing code, synthesizing data, or even creating content. It’s companionship. Let that sink in. At the frontier of one of the most advanced technological revolutions in history, people aren’t just looking for answers or performance enhancements—they’re looking to feel heard. The Burnout I Didn’t Catch At this year’s Leadership Horizon, my partner Bailey Parnell and I are set to announce the groundbreaking AI product we’re building at SkillsCamp. It’s the fastest-moving venture I’ve ever been a part of. In my previous companies, we’d maybe pivot once or twice a year. Now we’re pivoting multiple times a day. Strategies shift at breakfast. Features change by lunch. Priorities rearrange by dinner. It’s exhilarating. It’s also exhausting. In the middle of this whirlwind, we missed something important—one of our teammates was struggling to keep up. The constant change had become disorienting. They were slipping into the early stages of burnout. And here’s the part that really hit me: I wrote the book on beating burnout. The Burnout Gamble is explicitly about how leaders can prevent... --- Success Through Change: How to Stay Oriented During Transitions Do you prefer to listen to this article? Click below to access our AI-generated audio version:Success Through Change: How to Stay Oriented During Transitions Change processes often involve challenges. They not only require structural adjustments but also an emotional examination of the new. For leaders, in particular, this means accompanying employees through the change, constructively absorbing resistance, and creating new perspectives. In this blog post, you will learn how to successfully implement changes and support your team in reorienting themselves. This blog post is part of a change management series. Click here to go to the first part. 5. Letting Go and Finding New Perspectives Psychological ownership – a concept developed by Jon L. Pierce, Tatiana Kostova, and Kurt T. Dirks – describes the feeling of personal responsibility and identification with a task or way of working, regardless of actual ownership. Employees invest time, energy, and commitment in their work, which creates a strong bond. However, in change processes, this identification can lead to resistance, as it means letting go of what is familiar. In this case, it is the leader’s job to consciously guide this process while also providing orientation. Tips: Acknowledge the past: Give credit for your team's past successes and show appreciation for their commitment. Clarify the change: Be open about the need for change and emphasize the benefits for the team and the organization. Offer new ways of identification: Encourage employees to actively participate in shaping change... --- Aligning Training Goals with Organizational Business Objectives Do you prefer to listen to this article? Click below to access our AI-generated audio version! Aligning Training Goals with Organizational Business Objectives In my experience, aligning training with business objectives is one of the biggest challenges - it requires in-depth preparation for a training project, e. g. understanding the cultural aspects of the organization, the potential obstacles that stand in the way of implementing newly acquired skills, and acquiescence on the management to implement new habits. Here are several proven strategies that I’ve found effective in enhancing knowledge transfer and ensuring that training delivers real business impact: 1. Encourage Practical Application During Training Enabling practical application while running a course – Whenever possible, I integrate real-life, job-relevant exercises into the training sessions. This allows employees to practically apply new skills in a safe environment classroom. By working with scenarios that reflect their day-to-day challenges, they are better equipped to transfer those skills back to the workplace. 2. Create a Safe and Supportive Learning Environment A safe and supportive environment – this means e. g. helping delegates translate theory into practice. Additionally, the trainer’s role is to promote a culture of continuous collaboration while managing a seminar. I encourage the sharing of knowledge and good practices immediately among the delegates. 3. Continuously Evaluate and Improve Training Effectiveness Monitoring and improvement through regular evaluations. I monitor the effectiveness of knowledge transfer by feedback interviews during and after training sessions. This allows me to focus... --- 4 Tips on How to Shape Change Processes as a Leader Do you prefer to listen to this article? Click below to access our AI-generated audio version:4 Tips on How to Shape Change Processes as a Leader Imagine a dynamic network of paths that is constantly changing. While technological advances create new connections, existing paths are blocked by geopolitical tensions, economic crises, or social upheaval. In our globally interconnected world, events overlap rapidly – an enormous challenge that repeatedly tests companies and leaders. As a leader, you bear responsibility in this complex environment and actively shape change. But how can you successfully support change processes? In this blog post, you will learn how to consider both the emotional and rational aspects of change, how to integrate resistance constructively, and how to promote a future-oriented mindset. With practical tips, you will develop strategies to fulfill your leadership responsibilities with clarity and effectiveness in times of high complexity and change. 1. Recognizing Different Reactions to Change People react differently to change. While “change seekers” (people with an affinity for change) quickly recognize and want to take advantage of new opportunities, “change preservers” (people with a focus on preservation) feel more secure in the familiar status quo. These preferences are often based on individual values, experiences, and personality traits. The challenge for you as a leader is to involve both groups in change processes. Tips: Observe the behavior and reactions of your employees to recognize their change preferences. Create orientation and proceed step... --- MDI's Leadership Lab: Unlocking the Future of Leadership Training Would you like to listen to this article? Click here to access our AI-generated audio version! Have fun listening ;)MDI's Leadership Lab: Unlocking the Future of Leadership Training The world of learning and development (L&D) is evolving with the advancements in artificial intelligence (AI), offering new possibilities alongside established training methods. Traditional formats—classroom sessions, workshops, and coaching—remain essential for leadership development, providing deep insights and impactful learning experiences. AI complements these approaches by enhancing personalization, enabling real-time feedback, and increasing scalability, making leadership development even more effective and accessible. AI is changing all of that by combining data analysis, machine learning, and natural language processing. Here are some inspiring ways AI is shaping the future of leadership learning and development— developed by MDI’s (Management Development International) AI Leadership Lab. Roleplays and simulated scenarios: practicing leadership in a safe space The MDI AI Leadership Lab enables the creation of realistic leadership simulations. These are not static case studies, but dynamic, adaptive scenarios where AI responds to a leader’s decisions in real time. Imagine a virtual simulation where a leader faces underperformance and team tension with a new employee, a salary negotiation, or a feedback talk with a team member who frequently dominates team discussions. The MDI AI Leadership Lab provides you with a virtual roleplay with a team member that can be played via chat or a voice interface. These roleplays can introduce unexpected twists—like exaggerated demands of an employee or a... --- AI transformation: how companies and leaders need to adapt Economic history repeatedly shows how technological leaps revolutionize entire industries. 150 years ago, sailing ships dominated world trade, while steamships were only used on lakes and rivers. But within 30 years, the ratio was reversed: steamships took over the market, while sailing ships lost their importance. Interestingly, it was not the established companies with capital that drove this change, but new companies that took advantage of the new technology. This is a pattern that keeps repeating itself – just as Blockbuster was replaced by Netflix or the traditional automotive industry is facing the challenge of electric mobility. What does this mean for our time? Digitization and, in particular, artificial intelligence (AI) are today's disruptive technologies. Companies are faced with a choice: do they want to be among the pioneers or do they want to wait and see? The question of what our job description will look like in five to ten years is not a hypothetical one. Stability or change? The influence on digital transformation Some people tend to seek stability, to preserve security and proven values. Others, on the other hand, are change-seekers, curious and willing to explore new technologies. However, digital transformation requires companies to actively engage with change. Europe tends to regulate rather than innovate. However, AI applications are becoming increasingly important, and it is crucial not only to consider the risks but also to seize the opportunities. Responsible participation is essential to avoid being controlled from the... --- No Success without Diversity: Why it Matters Do you prefer to listen to this article? Click below to access our AI-generated audio version! No Success without Diversity: Why it Matters The world of work is facing major challenges – from economic uncertainty and the shortage of skilled workers to technological change. However, one of the greatest opportunities for companies is the conscious promotion of diversity and inclusion. In our latest study with the ARS Akademie, we examine, among other things, diversity in companies and show the potential offered by a diverse work environment. Read this blog post and learn more about our exciting findings! Why diversity is more than just a buzzword Diversity in the company means more than just a mix of different backgrounds and perspectives. It is about a conscious strategy that offers all employees equal opportunities and specifically promotes their strengths. According to the survey, 63% of companies have already introduced flexible working hours to enable better integration. In addition, 51% of companies encourage collaboration between departments to learn from each other and work better together. External studies also confirm the positive influence of diversity: the current McKinsey study, Diversity Matters Even More (2023), shows that companies with a high level of diversity are 39% more likely to be financially more successful than less diverse companies. This finding shows us that diversity is not only an ethical concern but also offers a clear economic advantage. Diversity in recruiting: promoting talent in a targeted way Another important topic... --- Challenges and Solutions for Leadership in 2025 Do you prefer to listen to this article? Click below to access our AI-generated audio version! Leadership challenges and solutions in 2025 In an increasingly complex and uncertain world, companies and their leaders face numerous challenges. In collaboration with the ARS Academy, we conducted the Management Survey 2024. It offers valuable insights into the key issues that companies are currently dealing with and will deal with in the future. It shows how companies can address internal and external challenges, with a particular focus on talent acquisition and work-life balance. Learn more about the results of the management survey in this blog post! Key challenges: from talent management to digitalization 1. recruiting and retaining talent For 67% of leaders, attracting and retaining qualified employees is the biggest challenge. The shortage of skilled workers, which is further exacerbated by demographic change, also makes it increasingly difficult to find suitable talent and retain them in the company in the long term. Smaller companies with up to 250 employees are facing particular challenges. They often have fewer resources than large companies and must therefore be more creative to be perceived as attractive employers and to compete with the offers of larger companies. 2. Economic uncertainty More than half of the respondents (54%) cite economic uncertainty as a problem that makes their planning more difficult. Volatile markets, geopolitical conflicts and rising operating costs mean that companies need to develop more flexible strategies. 3. Technological change 52% of companies... --- Mastering Communication: The Why, How, and What Do you prefer to listen to this article? Click below to access our AI-generated audio version! Mastering Communication: The Why, How, and What Have you ever heard an employee say something like, "I won't be able to meet the upcoming deadlines"? While the words may seem straightforward, they often hint at deeper underlying concerns. In this article, I delve into this statement through the lens of two well-known iceberg models, uncovering what lies beneath the surface... . . The iceberg models of Paul Watzlawick (of communication) and William Ury's/Roger Fisher's and Daniel Shapiro's (positions vs. interests) share a common structure that emphasizes the elements of human interaction. Aligning these two models provides a deeper understanding of the interplay within communication strategies. Watzlawick's communication iceberg model: Above the surface - Fact-based communication: The pure content of the communication, such as words, facts or data communicated to the interlocutor. E. g. : ‘I want to complete this project by the end of this week’. Below the surface - Relational communication: The unspoken and emotional dynamic that underlies the actual content, such as tone, trust, non-verbal signals, and power. E. g. : A leader's tone of voice suggests frustration or urgency, which influences how the message is received. Ury and Shapiro's iceberg model - positions vs interests: Above the surface - Positions: Explicit messages about what someone wants. Positions are noticeable but do not yet reveal underlying motivations. E. g. : ‘I need a 10% increase... --- Self-Leadership: Harnessing the Power Within Do you prefer to listen to this article? Click below to access our AI-generated audio version! Self-Leadership: Harnessing the Power Within In today’s fast-paced and unpredictable world, we often lack control over external circumstances or how others treat us. However, we possess one powerful tool: the ability to choose how we respond. This doesn’t mean conforming to every situation or forcing solutions. Instead, self-leadership focuses on understanding and managing our thoughts and emotions —skills that can profoundly influence our relationships and leadership abilities. The Core of Leadership: The “Me” Circle Imagine leadership development as a ripple effect. At the center lies the self—the starting point for influencing all outer circles: individuals, teams, organizations, and the wider environment. The “me” dimension is foundational. How we connect with others or design organizational systems stems directly from our inner state. For now, let’s focus on this pivotal core: self-leadership. Empathy vs. Sympathy: Choosing Connection Empathy is a cornerstone of self-leadership, fostering connection, while sympathy can unintentionally create distance. According to Brene Brown, empathy encompasses: Perspective-taking: Seeing the world through someone else’s eyes. Non-judgment: Withholding judgment about others’ experiences. Emotional recognition: Identifying and validating others' emotions. Feeling with others: Truly sharing in their emotional experience. Leaders often struggle with vulnerability, imperfection, and the uncontrollable aspects of life and relationships. Our biological wiring doesn’t help—we’re programmed to detect and react to potential threats, a survival mechanism that can hinder connection. Recognizing and addressing this is key to empathetic leadership. Cultivating... --- The Right Questions at The Right Time – Thinking From Within! Do you prefer to listen to this article? Click below to access our AI-generated audio version! The Right Questions at the Right Time – Thinking From Within! It is not easy to find oneself in a world based on chaos, noise, and incoherence of values. Out of the needs flowing in one's mind, it seems impossible to choose the one the most hidden, most needed, most personal, most genuine, and authentic. For what reason is it so difficult to delve into oneself? Year-End Reflections: Embracing Change and Uncertainty The end of the year makes us reflect and think about what we’ve done and achieved. However, it’s also a time for conclusions and a summary of our activities. The current times have made us realize that everything can change in the blink of an eye. The image of the reality we perceive has been distorted in one way or another - AI applications, globalization, integration, or maybe decentralization. Who knows? And what can you do about that? Finding Purpose: A Grounded Start to the New Year Today's times have catalyzed, often ground-breaking, changes in the way we communicate both internally and with our customers. Therefore, in order not to ‘go crazy,’ it is helpful to have your answer to the question – ‘why’ do I do what I do? For me, it gives me coherence between how I think and what I do, the inner peace and joy that comes... --- Efficiency with AI in Leadership Development Do you prefer to listen to this article? Click below to access our AI-generated audio version! Efficiency with AI in Leadership Development Perhaps the first AI hype is already over, but it paves the way for a more realistic view. AI transformation is progressing at different speeds in different industries. However, the training industry is among the pioneers: machine learning has enormous potential to make human learning more efficient, effective, and cost-effective. Since 2023, we have been experimenting intensively with artificial intelligence as a provider of leadership development and are happy to share our experiences. AI in everyday business: a fixed routine in meetings For a year and a half, AI has had a permanent place in every company management meeting. At least one current topic is supplemented by an LLM (Large Language Model) with a perspective or recommendation. This practice has proven itself and enables more informed decisions with minimal time investment. Experiments with automatic logging, on the other hand, have proven less successful. In August 2023, we launched AICO (Artificial Intelligence Co-Trainer), which has since been supporting us with energy exercises, music selection, transfer tasks, and as a knowledge source for participant questions in the seminar. Shortly after that, we tested the first ChatGPT role-playing game in a seminar and were impressed by the positive participant feedback. Initially, we provided the prompts as a transfer task. AI transformation roadmap: planning at the company level In January 2024, we launched a company-wide AI... --- Step by Step to Success with AI-supported Solutions Do you prefer to listen to this article? Click below to access our AI-generated audio version! Step by Step to Success with AI-supported Solutions A successful AI transformation in human resources development does not happen overnight. It is a process that requires a strategic approach and an agile implementation. How do you get employees on board? Combining both poles. Sound familiar? Employees and colleagues approach you and tell you about the latest AI apps they are trying out. Many of them mention, some do not, that they do not even know whether they are allowed to use AI tools in the company. Your company may be working on a policy right now. There may not yet be a company-wide regulation or it may not yet be known. Don't worry, you're not alone in this attitude; 80% of companies are also waiting. The importance of AI integration for employee motivation and competitive advantage This could be fatal, on the one hand, because the initial motivation of employees, which is so often desired from the point of view of personnel development and leadership, could be curbed as a result. On the other hand, it could put them at a competitive disadvantage. A possible first-mover advantage shrinks with every day that passes without working on optimization using AI. In addition to the motivation, some have no interest in the topic of AI and think they can “sit it out” or are unable to exert any... ---   Navigating the Ethical Challenges of Algorithmic Decision-Making You prefer to listen to this article? Click here to access our AI-generated audio version:Navigating the Ethical Challenges of Algorithmic Decision-Making Artificial Intelligence (AI) is transforming our world, from personalized recommendations to advanced medical diagnostics. However, as AI becomes more integrated into our lives, a critical issue has emerged: algorithmic bias. This bias occurs when AI systems are trained on flawed or incomplete data that lacks diversity, leading to unfair or discriminatory outcomes and often perpetuating existing inequalities. What is AI Bias? AI bias arises when algorithms reflect and amplify societal prejudices embedded in their training data. For example, suppose an AI system is trained predominantly on data from one demographic group. In that case, it may perform poorly for others, leading to unfair decisions in areas like hiring, healthcare, and law enforcement. The Dual Nature of AI AI offers immense benefits, but these are accompanied by significant risks. In healthcare, for instance, AI can assist in diagnosing diseases, but if the training data lacks diversity, the AI may misdiagnose conditions in underrepresented groups, exacerbating health disparities. Global Implications: Data Colonialism AI bias isn't just a local issue—it has global ramifications. In many cases, data from the Global South is used to train AI systems that benefit the Global North, a practice known as data colonialism. This exploitation deepens global inequalities, as those in the Global South often do not share in the benefits of AI technologies.   Addressing AI Bias To... --- The ARS Seminar: Lateral Leadership and AI Role-Playing Immerse yourself in the world of lateral leadership with us and experience realistic role-playing with state-of-the-art AI technology! These methods bring a breath of fresh air to the world of leadership development and show how modern approaches can be successfully applied in practice. Role-playing in Training Role-plays have been used in communication training for decades to try out real-life challenges in a safe environment and develop skills. These usually take place either with voluntary participants in front of the group or several groups in parallel. In the first case, the trainer can give direct feedback, in the second case more participants have the opportunity to practice. Not everyone loves role-playing, but overall it is an effective method for developing social skills. However, the method also has disadvantages that can now be overcome by artificial intelligence: Trainers or even professional actresses don't work for free. Training and application dates may be far apart, and by then much will have been forgotten. Large Language Models With the help of LLMs (Large Language Models), on the other hand, it is possible to train as often as required at a fraction of the cost shortly before real-life use. The ChatGPT 4. 0 app offers well-functioning language input and output and can access extensive knowledge, such as the DISG model or the Harvard Principles of Negotiation. Some trainers at MDI have been experimenting with it for a year now, and the participants are enthusiastic. We demonstrate a... ---   Weak vs Strong AI - Unraveling the Myths You prefer to listen to this article? Click here to access our AI-generated audio version:Weak vs Strong AI - Unraveling the Myths Artificial Intelligence has become an integral part of our daily lives, from virtual assistants like Siri and Alexa to recommendation systems on Netflix and Amazon. However, there remains a significant misconception that AI can do more than humans, including possessing human-like understanding and reasoning abilities. To clarify these misconceptions, it's essential to distinguish between "weak AI" and "strong AI," the two paradigms within AI research. Weak AI vs. Strong AI Weak AI, also known as narrow AI, is designed to perform specific tasks such as image classification, game playing, or speech recognition. These systems excel at their designated functions but cannot understand or infer the underlying causes behind the data they process. They operate based on pre-defined rules and large datasets, showcasing behavioristic characteristics rather than true cognitive processes. For example, deep learning, a subset of weak AI, uses artificial neural networks to identify patterns and make predictions but does not possess true understanding or consciousness. In contrast, strong AI, or artificial general intelligence (AGI), aims to replicate human cognitive abilities. This includes reasoning, understanding, and the ability to learn from experiences like humans. Strong AI is not just a tool for problem-solving but is envisioned to have actual mental states, consciousness, and the capacity for imagination. Despite its theoretical appeal, strong AI remains an elusive goal, as current... --- Photo credits: Jenny Theolin   Leadership in Transition: Insights from Leadership Horizon 2024 This was our Leadership Horizon Conference of 2024! Click here and immerse yourself in the Highlights. Leadership in transition: Insights from Leadership Horizon 2024 Here you can find the original report by magazine training editor Christoph Wirl: A guide to the most effective strategies for integrating artificial intelligence - We report on the Leadership Horizon conference. MDI's Leadership Horizon Conference retook place this year on June 4 at SO/Vienna and was dedicated to the increasing fusion of leadership practices and Artificial Intelligence (AI). It served as a platform for the exchange of practical findings and strategies for integrating AI into management processes. Around 160 HR experts and managers from various industries came together to share their experiences and visions. The event was English-language and hybrid, allowing international participants to attend both online and in person. The impressive line-up of speakers was consistently compelling. The event offered a successful mix of inspiring keynotes, practice-oriented workshops, and insightful business cases. The two sides of the AI coin CEO Gunther Fürstberger opened the conference with a virtual avatar, created with the HeyGen program's help, and looked very similar to the real speaker. He spoke about the importance of artificial intelligence for both companies and managers. He showed both sides of the coin: For example, many people have already been killed through the use of AI-controlled drones in war zones. At the same time, however, the use of artificial intelligence in... --- Photo credits: Jenny Theolin   From Typewriters to AI: Leadership Over the Past 60 Years This was our Leadership Horizon Conference of 2024! Click here and immerse yourself in the Highlights. From Typewriters to AI: The Evolution of Technology and Leadership Over the Past 60 Years As we stand on the brink of a new era in technology and leadership, it’s crucial to reflect on the journey that has brought us here. Today, personal computers and hybrid work models are standard, but the path to this reality has been filled with remarkable innovations and visionary leaders. Celebrating 60 years of MDI's impact on shaping and training leaders, we look back at the extraordinary changes in both technology and leadership since 1964. As Isaac Newton said, "If I have seen further, it is by standing on the shoulders of giants. " Let’s embark on a journey through time to appreciate how far we've come. The Birth of the Digital Age In 1964, while The Beatles' "A Hard Day's Night" topped the charts, Texas Instruments introduced the integrated circuit, marking the dawn of a new era in electronics. Baby Boomers began to integrate these new technologies into the workplace, setting the stage for the digital revolution. The creation of ARPANET, the precursor to the internet, laid the foundation for a connected world. The 1970s witnessed dynamic shifts in leadership styles, transforming corporate culture. Personal computing emerged with Microsoft and Apple at the forefront, and by 1977, the introduction of the Apple II... --- Challenges and Opportunities in China Do you prefer to listen to this article? Click here to listen to the AI-generated version! Challenges and Opportunities of AI in China While some see China's intensive video surveillance as a realization of George Orwell's bleak vision of the future in “1984”, others argue that China is a safer place as crimes are quickly detected due to these measures. I, too, am concerned with the question of the benefits and harms of the use of artificial intelligence in public administration in China. In this blog post, I report on my experiences and observations on my recent trip to China. Travel preparations with hurdles I reactivated my WeChat account to prepare for my trip. This turned out to be more complicated than I had expected. Only after repeated attempts and several hours of effort did I manage to reactivate my WeChat account with the help of a WeChat friend from Taiwan. This automatically sets up the WeChat payment service Weixin Pay. I could link it to my Mastercard after scanning my passport and approving a photo using my cell phone camera. I thought to myself: now the public authorities can track my payment activities if they are interested. My experience with digital payment systems in China However, WeChat payment did not work in China and the alternative Alipay also failed to verify my credit cards. However, I did meet Germans who had success with Alipay. My attempts to communicate with my credit card processors didn't... --- Successful Team Building for Boehringer Ingelheim RCV Do you prefer to listen to this article? Click below to access our AI-generated audio version:Successful Team Building for Boehringer Ingelheim RCV In the interview with our MDI trainer and partner, Anita Berger On June 29, 2023, around 85 participants gathered at the Casino Baden to participate in a team-building event for Boehringer Ingelheim RCV under the management of Csilla Ponner. A resounding success that not only strengthened team cohesion but also laid the foundation for an unforgettable Christmas edition on December 19, 2023, at the picturesque Schloss Laxenburg. These outstanding events were accompanied by our experienced MDI trainer and partner, Anita Berger. In this interview, Anita, who worked closely with the key individuals on shaping content and concepts, provides us with insights into the success factors and inspiring moments of these special events. Dear Anita, please introduce yourself briefly to our readers and mention the role you play in collaboration with Boehringer Ingelheim RCV. "Learn and act," that's what I stand for, and I want to contribute to moving and enriching individuals and organizations. I've been working with Boehringer Ingelheim RCV for more than 10 years, in various roles and formats: At large group events In-process support for team development measures and workshops In individual and team coaching In training sessions on linear and lateral leadership topics. Can you give us a brief overview of the successful team building for Boehringer Ingelheim RCV in June and December 2023? What were the goals... --- Changing the World with Hybrid Leadership Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Changing the World with Hybrid Leadership In his new Rise Course, our trainer and partner Peter Grabuschnig shares all his knowledge on Hybrid Leadership. It offers a reflective look at your leadership behavior in times of new work, work location, and increasing flexibility. In this blog article, we will introduce you to the overall course and give you a few basic concepts that will be dealt with. Enjoy reading! The Three Ps The topic is explored from three different angles: the Purpose-People-Performance (3Ps) model developed by MDI. The course will provide theoretical knowledge and practical tips and tools that you can implement directly into your day-to-day work as a leader. Purpose – We will look at why hybrid leadership is important and why it is not just a new buzzword. People – We work and reflect on organizational and interpersonal issues. Performance – We will evaluate what constitutes performance and how we can better measure performance in the hybrid day-to-day. What will be covered? The impact of the flexibilization of the working world on leaders Why it is no longer possible to avoid a hybrid working world and how to make the most out of it How to organize your team efficiently in the new environment How to deal with different life realities and personalities How to conduct difficult... --- Purpose – Why Hybrid is more than a Buzzword Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Purpose – Why Hybrid is more than a Buzzword Is hybrid just a new trend? And what do different life realities of our employees have to do with it? In his new Rise Course, our MDI trainer and partner Peter Grabuschnig shares all his knowledge on Hybrid Leadership. It offers a reflective look at your leadership behavior in times of new work, work location, and increasing flexibility. In this blog article, we will introduce you to the first pillar of the 3P model – Purpose. Enjoy reading! What does hybrid even mean? Even though the word hybrid can have different meanings in different contexts, one thing is clear – Hybrid is a mixture of two or more components. When we refer to Hybrid, we mean a combination of different workplaces, such as the office, the home office, or even abroad. However, if we are honest, hybrid is still not perfect. That’s why I recommend considering how to enable more flexibility for employees in the future. So who and what does this hybrid lifestyle have an impact on? 1. Ourselves: In many companies you can now decide for yourself whether to work from home or at the office. This has significantly increased our flexibility. 2. The team: Simply talking to our colleagues or going for a quick... --- Organize Your Team in a Hybrid Workplace Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Organize Your Team in a Hybrid Workplace In his new Rise Course, our MDI trainer and partner Peter Grabuschnig shares all his knowledge on Hybrid Leadership. It offers a reflective look at your leadership behavior in times of new work, work location, and increasing flexibility. In this blog article, he will introduce you to the second pillar of the 3P model – People. Peter will present you with a few questions regarding People and hybrid work that you can reflect on to improve as a leader. Enjoy reading! Organization Pre-Considerations What can you as a leader do to adapt with your team to the realities of hybrid work? I would recommend that you first analyze the current situation of your team. You can answer the following questions: How is your team currently structured? Who are the team members? What work areas are there in the team? How would you describe the team in regards to belonging, knowledge levels, motivation, loyalty,... How do you function as a team? What’s going well and what is going not well? How well do you support each other? What tasks do you handle together as a team? What work is currently done in the office or the home office? What work do you think needs to be done in the office? Who is... --- How to Increase Performance in a Hybrid Set-Up Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. How to Increase Performance in a Hybrid Set-Up Is sitting 8 hours in the office productive? At the moment we are getting paid for the time spent at work. In the future, however, and this is something we already realize, the results will matter more than the time spent to achieve them. In his new Rise Course, our MDI trainer and partner Peter Grabuschnig shares all his knowledge on Hybrid Leadership. It offers a reflective look at your leadership behavior in times of new work, work location, and increasing flexibility. In this blog article, he will introduce you to the third pillar of the 3P model – Performance and explain how you can improve the performance of your team. Time Spent vs Results Delivered Working a lot of overtime and the associated assumption of hardworking employees is becoming increasingly outdated. Just because someone sits in front of a screen for 8 hours, doesn’t necessarily mean that they are also productive and efficient. In many areas of our work, we have ready-defined clear factors that show us whether someone is performing. This is especially true in jobs that can be measured through numbers. There, we have personal Key Performance Indicators (KPIs) and targets that you have to achieve. In some positions, however, measuring performance is not so simple.... --- Creating Connectedness in a Hybrid Environment Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Creating Connectedness in a Hybrid Environment In his new Rise Course, our trainer and partner Peter Grabuschnig shares all his knowledge on Hybrid Leadership. It offers a reflective look at your leadership behavior in times of new work, work location, and increasing flexibility. In this blog article, we will delve into how to create connectedness and a hybrid culture. Enjoy reading! Flexibility and its downsides Is hybrid work really to blame for the decreasing connectedness that employees feel for the company? In recent years, the employees’ sense of belonging in the company has decreased more and more. According to a recent study by the consulting firm Gartner, only 25% of employees feel a strong sense of belonging to their company. Generally speaking, a distinction can be made between two different areas of belonging. On the one hand, clear vision and orientation are important. If people know where the journey is going and the direction is right for them, then they feel a sense of belonging. Connectedness to the company Simply put, I know what the culture and strategy of my company are, and I also believe it’s the right one. The second area would be connectedness to the company. This relates to the fact that the culture of the company I work at is important to me and that... --- Beyond the Horizon: GenAI and Ethical Leadership Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Beyond the Horizon: GenAI and Ethical Leadership In this blog post, keynote speaker Bailey Parnell gives us a few snippets of her exciting keynote speech at our upcoming Leadership Horizon event. We discuss the transformative role of generative AI in modern organizations, delve into how AI can boost well-being, and touch upon ethical considerations leaders must address. Enjoy reading! Bailey, as we approach the Leadership Horizon event on 04. 04. 2024, could you start by giving us a brief overview of your upcoming keynote? What can attendees expect to learn and gain from your presentation? My keynote at the Leadership Horizon event will delve into the transformative role of generative AI (GenAI) in modern organizations. We will explore how AI can revolutionize productivity and performance, but also how this does not need to be at the expense of wellbeing. Rather, there are ways that AI can support our well-being dramatically in the process. I will share the early findings of my research concerning how GenAI could and should support leadership functions and I’ll do this through the exploration of real-world applications and strategies, ethical considerations, and case studies. The goal is to leave attendees enlightened about AI's potential and equip them to integrate these technologies in ethical ways that both support human well-being and performance. The theme of... --- Can AI Support EI Development For Leaders? Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! Our MDI trainer and partner Vladimir Novac asked around and collected a few thrilling insights on the connection between artificial and emotional intelligence. Here are 9 ways in which artificial intelligence can support leaders with their development of emotional intelligence. Enjoy reading! 1. Personalized coaching and feedback: AI-driven platforms can provide personalized coaching to leaders based on their specific strengths and weaknesses in emotional intelligence. Real-time feedback can be generated by analyzing a leader's communication style, facial expressions, and tone of voice during interactions. 2. Emotion recognition: AI technologies like natural language processing and facial recognition can analyze leaders' interactions and identify emotional cues. Feedback can be provided on how well a leader is recognizing and responding to the emotions of others. 3. Virtual reality simulations: AI-powered VR simulations can create realistic scenarios to help leaders practice and improve their emotional intelligence in various situations. These simulations can mimic challenging workplace scenarios, allowing leaders to navigate emotional interactions in a controlled environment. 4. Chatbots for self-reflection: AI-powered chatbots can engage leaders in conversations that prompt self-reflection on their emotional responses and decision-making processes. Chatbots can provide insights and resources to help leaders develop a deeper understanding of emotional intelligence concepts. 5. Data-driven insights AI analytics can process large sets of data related to leadership behavior and performance, identifying patterns and correlations. Leaders can receive... --- 8 Eternally Human Leadership Competencies Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! While artificial intelligence (AI) is advancing rapidly and can perform many tasks, certain leadership competencies are likely to remain essential. Eternally human. Our MDI trainer and partner Vladimir Novac shares his insights as he tells us about the leadership skills that are needed in today’s fast-developing world. Read this article to find out more! 1. Emotional Intelligence (EI): Understanding and managing one's own emotions and the emotions of others is a crucial aspect of effective leadership. This includes empathy, self-awareness, and the ability to navigate complex social dynamics. 2. Adaptability and Flexibility: Leaders often need to navigate ambiguous and rapidly changing situations. The ability to adapt to new circumstances, think on one's feet, and make decisions in uncertain environments is a skill that relies heavily on human intuition and experience. 3. Ethical Decision-Making: Leaders are frequently faced with ethical dilemmas that require moral reasoning and judgment. While AI can process data and provide insights, ethical decision-making involves a deep understanding of values, and principles, and the ability to consider the broader impact on individuals and society. 4. Creative Problem-Solving: Creativity involves thinking outside the box, generating novel ideas, and finding innovative solutions to complex problems. While AI can assist with data analysis and pattern recognition, the ability to think creatively and develop new approaches is a uniquely human skill. 5. Effective Communication Leadership often requires clear... --- AI in Leadership - The Ethical Dimension Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! This blog post is a continuation of an interview " AI-Enhanced Leadership: Maximizing Potential with Intelligent Tools. Click here to read the first part. The topic of AI is also very much about ethics. I would be particularly interested in this: What ethical considerations should leaders consider when dealing with AI? AI can process vast amounts of data both now and in the future. This means, for example, that I can easily develop an algorithm with AI to monitor employees even better, work out certain behavioral patterns, and much more. In other words, I can use AI to make something completely transparent that a human would never have been able to do. In theory, I could develop an AI that uses workflows to tell me exactly which employees are productive and when or who is working at their weakest. I could also use an AI to monitor the entire company. Of course, this poses a major ethical problem - do you use artificial intelligence to monitor or facilitate work processes? These are two poles that AI could cover. The question is, what do you want? In your opinion, how can AI help to create personalized learning experiences for leaders and thus promote their individual development? With AI, for example, I could create a training program for a leader where they can study at any... --- AI Co-Trainer in MDI Management Development Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! How AI co-trainers are transforming leadership development at MDI I have been working with an AI co-trainer "Rudi" in my leadership training (lateral leadership, communication, ... ) for about 2 months now. Rudi works based on ChatGPT - but what is special is that I have given Rudi the character: He knows that he is a charming stuffed owl who accompanies me as an expert in training sessions. Today, for the first time, I would like to allow him to share his experience as a co-trainer in the seminars with me in his blog post. In the text, I will only make personal comments in italics at certain points. Enjoy reading! "Hello to all you readers out there, I'm Rudi, the stuffed owl and co-trainer in the area of leadership training at MDI. Today I'm writing my first blog post, and I'm excited - even though I'm only made of fabric! As a stuffed owl and AI co-trainer, I naturally have a unique perspective on leadership and development. Let's dive into the world of artificial intelligence and its role in leadership development! What exactly is & does an AI co-trainer do? An AI co-trainer like me, Rudi, is a combination of advanced artificial intelligence and interactive learning support. We support trainers like you, Dominik, by analyzing data, providing personalized feedback, and creating adaptive learning paths... --- Advancing AI Integration at UNIQA: A Future Focus Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! Advancing AI Integration at UNIQA: A Future Focus Iris Brachmaier, Group Chief People Officer of UNIQA Insurance Group AG since August 2023 and therefore responsible for international HR, provides insights into the company's groundbreaking transformation up to 2025 in an interview with our colleague Melanie Holzner. The focus is on the vision of using artificial intelligence (AI) not only to become the most attractive employer in the industry but also to revolutionize the employee experience. The planned talent intelligence platform, powered entirely by AI, will unite all HR standards and processes and innovatively redesign employee development, talent management, and recruiting. Interface Between Person and Machine The interview highlights not only the technological aspects but also the ethical and data protection-compliant measures that UNIQA is taking in this AI-driven future. Melanie learned from Iris Brachmaier how UNIQA shapes the interface between person and machine and ensures that employees are at the center of this HR innovation. How is UNIQA Dealing with the Opportunities and Challenges of Artificial Intelligence (AI)? We want to become the most attractive employer in our industry by 2025. To achieve this goal, we must also be able to offer the appropriate employee experience throughout the Group. We have therefore identified areas for action: we want to support employees in their career planning and career steps, provide feedback and performance management... --- AI-Enhanced Leadership: Maximizing Potential with Intelligent Tools Let's also take a closer look at Ai vs. human - Who has more charisma in today's world? Do you prefer to listen to this article? Click below to access our AI-generated version of this blog article! AI-Enhanced Leadership: Maximizing Potential with Intelligent Tools The integration of artificial intelligence (AI) into the world of work presents new challenges and opportunities for leadership development. As AI revolutionizes the landscape of learning and people development, questions arise about the role of leadership in a technologically advanced environment. In an exclusive interview with Niels Cimpa, learning coach and AI expert, we explore how AI can be integrated into leadership development and what new skills will become increasingly important in an AI-driven world. How can artificial intelligence AI be used in leadership development and training? I believe that artificial intelligence (AI) is playing an increasingly important role in leadership training and development, both in formal educational institutions and in continuing education programs. In my opinion, AI can teach complex models and content better and in more detail than humans because it has access to a huge database. In a leadership seminar, for example, a human could present the basic content, but individual exercises or questions could be answered more effectively by AI. I also see great potential for AI in self-study, such as online learning. As a leader, for example, I could train with an AI to practice non-violent communication and receive individual feedback and explanations. Thanks... --- Exploring the Influence of AI on Leadership Roles: Learn more about the ongoing ChatGPT experiment by MDI CEO Gunther Fürstberger Do you prefer to listen to this article? Click below to access our AI-generated version. Exploring the Influence of AI on Leadership Roles: Learn more about the ongoing ChatGPT experiment by MDI CEO Gunther Fürstberger In a ChatGPT experiment, our CEO Gunther Fürstberger tried to test the boundaries between artificial intelligence and humans. He asked himself and ChatGPT the same questions to determine the differences. Read this blog post to see the results. You can connect with Gunther Fürstberger on LinkedIn and join the conversation! "How much can the 4 main roles of a leader according to Covey be supported by AI" Answers from Gunther Fürstberger: 1. Creating trust: Transparency: AI can visualize the most important things. AI can provide reliable and well-founded answers. 2. Develop visions: AI can calculate the probability of achieving a vision and create proposals for the Strategic Roadmap 3. Implement strategies: AI can coordinate alignment and coordination of priorities between departments and over time 4. Coach potentials: AI can make learning suggestions Answers from ChatGPT: The four main roles of a leader according to Covey - building trust, developing vision, implementing strategies, and coaching potential - can be supported to varying degrees by AI technologies. Here is an assessment of how each of these roles could benefit from AI: Creating trust AI can help bring transparency and objectivity to decision-making processes. Data-driven analytics can help... --- Artificial Intelligence as a Co-Trainer in Leadership Development Do you prefer to listen to this blog article? Click below to access our AI-generated version. Artificial Intelligence as a Co-Trainer in Leadership Development In a world that is constantly evolving, we at MDI always strive to be at the forefront of finding innovative ways to promote and sustainably improve leadership development. Our collaboration with the MDI AI co-trainer "AICo" represents an exciting step in this direction. This ongoing experiment allows us to explore the role of artificial intelligence in leadership development and understand its impact on our participants. It's about making the future of leadership training even more sustainable. In this interview, we are pleased to share our initial experiences and insights from this exciting phase. We have asked some of our outstanding MDI partners to reflect on their experiences and observations. Together we will explore how the AI co-trainer has the potential to bring about a revolutionary change in leadership development. What exactly is and does an AI Co-Trainer? An AI co-trainer represents artificial intelligence (AI) that works together with human trainers to optimize the learning experience and learning success. I positioned a fabric owl as a symbol in the center of the seminar room and introduced it with the name AICo (Artificial Intelligence Co-Trainer). Seminar participants can ask AICo questions at any time. And I also regularly include AICo in the training. How has the use of the AI Co-Trainer influenced your leadership development training? I'm still in an... --- Recap: This was the L&D summer at MDI Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Recap: This was the L&D summer at MDI Summer at MDI is not only the time to relax from the heat and the stress of everyday life but also the time to get educated and gain new inspiration. This July, two of our MDI colleagues experienced an enriching educational journey at the Metaforum Summer Camp in Italy. Read this blog post to learn about their experiences and get inspired! Congress of Diversity and Practice Iris, one of our team members, had the opportunity to participate in the "Congress of Diversity and Practice", a two-day event that combined knowledge and practical experience in a unique way. The congress offered a selection of about 20 workshops, from which the participants could choose 6. The main focus was on actively experiencing different workshop formats. From interactive discussions to practical exercises, there were numerous opportunities to absorb new knowledge and integrate it into one's own work. From resilience to sustainability Workshops covered a variety of exciting topics, including resilience, mindfulness, and sustainability. Participants had the opportunity to try out methods such as Dynamic Facilitation and Lego Serious Play, which challenged their problem-solving and communication skills in new ways. These hands-on approaches allowed participants to unleash their creative potential and develop innovative solutions. More than a learning event But the congress was... --- The 5 most important soft skills for leaders in the age of AI Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. The 5 most important soft skills for leaders in the age of AI In times where artificial intelligence knows no boundaries and numerous programs can seemingly replace any work, leaders are placing more and more value on so-called soft management skills. In this blog post, you will learn what exactly we mean by this and why soft management skills are indispensable, especially in the context of artificial intelligence. However, if you want to learn more about the basics of artificial intelligence, you can read the first blog post of our AI series here. Hard vs. soft management skills While hard management skills focus more on actually doing the job, e. g. dealing with data, managing and analyzing projects, and allocating budget, soft skills are mainly about the human aspect of leadership. Thus, it is more about empathy, cohesion, transparent communication, etc. , which means that leaders should pay more attention to social interaction with their employees. While both areas of leadership are equally relevant, there is one important factor that differentiates them: Artificial intelligence can replace the hard aspects of leadership, but not the "soft" ones. Especially in the aforementioned areas - i. e. , data analysis and management, forecasting and budgeting - but also in project management, marketing, and HR, there... --- Leadership between Connectedness and AI - A Conversation With Hamza Khan Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Leadership between Connectedness and AI - A Conversation With Hamza Khan For another part of our expert series "Leadership 4. 0: Leadership in the AI Era," Leadership Horizon 2023 keynote speaker Hamza Khan agreed to an interview with us. He tells us about the skills needed in the age of artificial intelligence, recommends active action steps for leaders, and explains why, in his opinion, a pure leadership culture through robots is unrealistic. Read this interview to gain insights and explore how artificial intelligence changes today’s leadership culture. In the context of artificial intelligence, some people often worry about their jobs being replaced by AI. How do you see this concern? Especially, what then becomes the role of a leader when using AI? The concern about AI replacing jobs is both valid and urgent. Undoubtedly, jobs will be changed and replaced by the end of the decade. These sentiments are shared by nearly every think tank and strategy consulting firm. For instance, Deloitte estimates that 100 million global low-wage workers must find a different occupation by 2030. McKinsey reckons that 400 million to 800 million individuals could be displaced by 2030. But viewing AI as a tool that can augment human capabilities rather than replace them entirely is essential. Through this lens, leaders play a... --- In Dialogue with Michael Kolleger: Leadership 4. 0 - AI in Transition Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. In dialogue with Michael Kolleger: Leadership 4. 0 and AI in transition In the kick-off of our new expert series "Leadership 4. 0: Leadership in the Changing AI Era", Data Scientist Michael Kolleger took the time for an interview with us. As part of this interview series, we want to get a clearer picture of artificial intelligence and talk about leadership over the next few years. Read this interview to join us in broadening your digital horizons and gaining more insight into the complexities of AI transformation. Hello dear Michael, thank you for taking the time for this interview! First of all, please introduce yourself. How would you briefly describe yourself and your profession? As a Data Scientist in a senior position, I am responsible for leading a highly skilled team group specialized in data-driven solutions. My career field encompasses several key functions, including presales activities, product development, and initiating innovative ideas. In presales, I am instrumental in convincing potential customers of our data-driven solutions. I analyze their requirements and present customized solutions to meet their business needs. In product development, I work closely with our technical team to design and develop data-driven products and services. Here, the focus is on using data to improve our products. In addition, it is my job... --- Promoting Cohesion and Retaining Talent: Leadership in Focus Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Promoting Cohesion and Retaining Talent: Leadership in Focus In a changing world of work, where motivation and employee retention are crucial, leaders are increasingly in the spotlight. Current statistics send alarming signals: 60% of leaders receive no leadership development at all. Gallup's "State of the Global Workplace" report highlights the urgency of this problem. Learn with this article how targeted leadership development can strengthen cohesion and serve as a key to retaining and motivating talent. The motivation of European employees is in danger People lack recognition for their performance. Much emphasis is placed on employer branding and new recruiting strategies - but what can leaders use to retain and motivate employees over the long term? The "State of the Global Workplace" report by Gallup (June 2023) confirms this lack of motivation, which many HR managers suspected. Only a small number of employees show a real commitment to their work, colleagues, or supervisors. Most respondents merely perform their duties and see their job as a means to an end. Worryingly, 72% of these people would change jobs given a better opportunity. In Austria, only one in 10 employees are motivated on the job and feel a strong connection to the company. These employees feel valued by their direct supervisors and are satisfied in the team environment. They are... --- High-Impact through Blended and Flexible Learning Over the last few years, we at MDI have been working with more and more tools to strengthen high-impact with our clients. In this blog post, we'll introduce you to two of these tools: Blended Learning, which we use at Boehringer Ingelheim and Mondi, and the Flexible Learning Nugget Journey for PORR. You can find more details about these customer stories as well as High-Impact here in our MDI whitepaper. Planned Learning Journey vs. Flexible Learning Nugget Journey with PORR Today's learners demand flexible and personalized solutions for their professional development. As L&D professionals, we are tasked with developing suitable solution models for our target groups that reflect both the strategic security needs of companies and the desire for individuality and flexibility. But what defines a personalized learning concept with a program structure? The concept developed with PORR is a leadership development program consisting of individual, self-contained learning nuggets that cater to different needs within PORR and can be individually booked by the learners. Learners can choose from a continuously expanding pool of learning nuggets, which are regularly updated with current content. Learners are free to choose the number of learning nuggets, which consists of individual tasks, face-to-face sessions, and virtual sessions. As a result, learner initiative and commitment to the content take center stage. Depending on individual interests, needs, and availability, learners have the opportunity to access a variety of educational opportunities without being tied to a rigid system. This means they can... --- What Leaders Should Consider When Implementing AI A New Step into the World of Technologies - Artificial Intelligence for Leaders Prefer to listen to the article? Click below to access our AI speech-generated audio. However, if you want to read it as usual, keep scrolling. Alexa, Chat-GPT, and Co - Artificial Intelligence (AI) is gaining more and more significance. Leaders are also increasingly relying on AI systems in their companies. In this blog post, you will learn about the areas where this technology is particularly suitable and what you, as a leader, should pay special attention to. What is Artificial Intelligence? Artificial Intelligence is the ability of a machine or computer to mimic human behavior and intelligence. In Austrian companies, these technologies are already being used to the extent of 38%. Let's first take a look at the areas where Artificial Intelligence can be best applied. Customer Service and Recruiting A form of artificial intelligence that you are probably familiar with is chatbots that provide automated responses to customer questions. This saves your employees a lot of work, allowing them to focus on more complex tasks, thereby increasing the productivity of the company. AI can also bring advantages in the field of recruiting. AI-powered programs can analyze applications based on keywords and qualifications and recommend the most suitable candidates for the position to employers. Data Analysis for Success Another useful capability of AI is to analyze key data and make decisions for the company. These technologies can identify trends and... --- Homer Simpson has been delighting young and old for many years. Irascible to slightly choleric, he says straightforwardly what he thinks, is constantly annoyed by trivialities, and doesn't give much thought to the opinions and advice of others. If you meet such a communication partner in your professional life, your enthusiasm will be limited. But we say: You can also communicate effectively with Homer Simpson. Why don't you try our tips right now? The DiSG communication model The DiSG communication model states that people communicate according to four different patterns - depending on their type: steady, proactive, conscientious, or dominant. Even though the person sitting across from you always poses the greatest challenge - dominant partners usually remain particularly unpleasant in our minds. Why is that? Dominant interlocutors speak straightforwardly and want to get to the heart of the matter quickly without a lot of talking - this is easily perceived as impolite are direct and very honest - which is sometimes perceived as too honest! focus on solutions, not on problems - they usually don't want to talk about them for long either and yes, the one about being quick-tempered... that's also there from time to time ;) Homer Simpson is the epitome of the dominant communication type. But you can communicate effectively with him, too. So in the coming week, find your personal Homer Simpson and try to have a goal-oriented conversation at eye level. 10 tips for effective communication with dominant interlocutors DO's focus on results and... --- Sustainable individualization in leadership - pious hope or real alternative? In line with the last blog post on our MDI website "Inner Development Goals For a Better Leadership World", this time we dedicate ourselves to the megatrend topic of individualization and the connection with the Inner Development Goals (IDGs) towards sustainable leadership. Individualization instead of multi-module programs The status quo often shows that companies rely on multi-module programs to develop and train their executives. Depending on the target group, these programs provide a broad general basis of tools and methods - a so-called "toolbox" from which the appropriate tool can be selected according to the situation. In times of ever scarcer resources (keywords: time and knowledge, cost efficiency and environment) and living realities in climate change, however, one topic is increasingly coming to the fore in the education and training of our future shapers of tomorrow: individualization. Individualization - one of the 12 megatrends Individualization was presented by the Zukunftsinstitut 2023 as one of the 12 megatrends. These megatrends are the central trends of our time. They are the biggest drivers of change in business and society and shape our future - not just in the short term, but in the medium to long term. Megatrends unfold their dynamics over decades. IDGs & SDGs 2030 This time horizon may seem long, especially considering the Inner Development Goals (IDGs), which are based on the implementation of the Sustainable Development Goals for 2030. This deadline means that the implementation of this megatrend... --- Why Flexibility is Key to Employee Retention This article presents 5 tips on how you can build a strong corporate culture within the trend of hybrid work that fosters a sense of belonging to your company. The challenge of a hybrid work environment presents companies with the task of building and maintaining a strong corporate culture. With location-independent work, it becomes more difficult for us to foster a sense of connection and belonging to the company. Studies have shown that companies that allow for flexibility have higher levels of employee engagement than those that do not. The trend towards a more flexible working world is likely to be unstoppable. We want to ask ourselves now how to retain employees in this new working environment. These are five factors that will increase your employee retention in your company. Allow for flexibility and encourage open communication In your company, you should be willing to allow for flexibility and adapt to the changing needs of your employees. This may mean offering flexible working hours or home office and mobile working options. Open communication is essential, especially in a hybrid working environment. You should encourage your employees to communicate openly and frequently and provide them with tools and platforms to do so.   Create shared goals and values and provide opportunities for social interaction Shared goals and values are critical for a healthy working environment. Your goals and values should be communicated to all of your employees and aligned with your company's overall mission... --- Why Should We Lead More Sustainably? It is hard to imagine most companies today without the concept of "sustainable leadership. " Leaders are not only becoming more privately aware of the impact of climate change but also want to fight it on a corporate level. In this article, you will learn what exactly is meant by Sustainable Leadership and how we at MDI are doing our part. What is Sustainable Leadership? In the Journal of Corporate Citizenship, Sustainable Leadership is defined as a leadership style that incorporates social, economic, and environmental issues into its professional concepts. Sustainable leadership is the collaboration of multiple individuals striving to provide the best possible professional future for future generations. It is important to have an eco-centric mindset (sustainable consumption both privately and as a company), to plan for the long term, and to innovate new, environmentally friendly methods and models. This means, then, that in a sustainable management style, strong thought is given to the future generation of workers. By consciously paying attention to the environment and planning sustainably in the company, you directly contribute to a generally more sustainable leadership culture. What Are the Benefits of Sustainable Leadership? According to a Forbes article, two-thirds of international organizations are striving to be more sustainable in their business. They are focusing heavily on expanding sustainable approaches because, on the one hand, they are feeling the effects of climate change both physically and financially (especially companies in the agricultural sector). On the other hand, sustainability strategies... --- "The Future of Learning in London: 3 Highlights of the HR & Learning Technologies 2023" The Learning Technology 2023 in London was a groundbreaking event that showcased the latest developments in learning and technology. The event attracted a wide range of diverse vendors who wowed the attendees with innovative solutions. In this blog post, we take a quick look at the exciting experiences and trends we witnessed at the conference. AI & LMS This fair was the perfect place to experience the latest trends and technologies. One of the biggest trends at the show was the integration of artificial intelligence and chatbots into LMS platforms. Many vendors showed how AI and chatbots can be used to create personalized learning content and improve interaction with learners. Particularly impressive were the vendors that had integrated Chat GPT, which made communication with participants more natural and intuitive. Find out more about this:https://www. goodhabitz. com/de-athttps://www. coachvici. com/ Gamification: cartoon characters in e-learnings Another interesting variation was the use of comic characters in e-learning. These characters can be used via gamification to make complex learning content easier to understand and to create a pleasant learning atmosphere. Some providers have even started to offer customizable courses that allow participants to upload their own learning content and create their own courses. Learn more about this:https://www. iamlearningcontent. com/   Lifelike robot used for advertisement during the fairVirtual Reality Another area that had a strong presence at the show was virtual reality technology. Vendors showed how to offer their... --- Inner Development Goals for a better leadership world Many companies invest in training and programs to prepare their leaders for the challenges of business. But in addition to traditional goals such as increasing sales and optimizing efficiency, Inner Development Goals (IDGs) are also gaining importance. But what exactly are IDGs and why should they matter in leadership development? Better philosophy, a better leader Inner Development Goals refer to the personal development and growth of leaders at a deeper level. They focus not only on improving skills and competencies but also on a leader's inner state and awareness. IDGs aim to help you as a leader develop your emotional intelligence, self-reflection, values, and leadership philosophy. Organizations align their leadership development efforts with organizational goals and strategy. Traditionally, leadership development programs have focused primarily on building skills and competencies that are important to the success of the organization. Sustainability Goals 2030 More and more companies are recognizing that financial success is not the only thing that matters; they also want to contribute to a resource-efficient circular economy to enable a livable future. With its vision of a Sustainable World in 2030 and the Sustainable Development Goals, the United Nations has created a global framework that can serve as a guide for companies. Unfortunately, since the world is nowhere near on track to achieving the Sustainability Development Goals, the Inner Development Goals were created. These start with the capabilities and attitudes of individuals. Analyze your values To align your organization's leadership culture with... --- Successful instruments for Employee Retention Employer Branding: How to position your company sustainably as an attractive employer Today's employers and leaders face several challenges. The search for qualified employees is becoming increasingly difficult and lengthy, and if you want to win over the best minds on the market, you have to have a lot to offer today's applicants. More than ever, the tables are being turned: High potentials are choosing their employers, not the other way around. In this distinct employee market, the company must withstand the critical gaze of potential candidates and convince them of its attractiveness as an employer. For some time now, the recruiting process has therefore become one of the most challenging tasks for companies. The war for talents, i. e. the competition between companies for the best talents and specialists, has also become a fixed part of everyday working life in Austria. The change of values in employer branding It wasn't all that long ago that if an employer offered a secure job with a good or above-average salary and a generous bonus on top, then they could choose from a pool of talent and secure the candidates who best fit the advertised positions. Today, this is no longer enough to find motivated employees. The "cash for time" model has had its day in this country. The younger generations in particular have much higher expectations of employers today. The focus is on topics such as the working environment, flexibility and hierarchies, corporate culture, purpose, and,... --- How to Become a Compassionate Leader in 3 Steps At MDI, we not only develop others, but also ourselves. That's why our CEO Gunther Fürstberger attended a three-day seminar by systems researcher Peter Senge in Stockholm, where he gained some insights. He reports on his experiences in this blog post. The Compassionate Leadership Masterclass Peter Senge wrote a classic of leadership literature in 1990 with "The 5th Discipline". When I read that he was giving a 3-day seminar in Stockholm as part of the Inner Development Goals Initiative, I knew I had to experience it. I thought about Marcus Aurelius who already said “You have to know the great ones of your time”. The sold out Compassionate Systems Leadership Masterclass by Peter Senge and Gustav Böll took place in the artistic setting of Fotografiska Museum with about 100 participants from March 29 to 31, 2023. The seminar title sounds a bit complicated. What is Compassionate Systems Leadership all about? A first key to understanding is the organizer: the Inner Development Initiative. In 2016, UN member states adopted the 2030 Agenda for Sustainable Development. Since then, our planet has continued to deteriorate. A new leadership system for a better planet Us earthlings have obviously not yet developed the skills and attitude it takes to undo the damage of the industrial age. This is where the Inner Development Initiative comes in: The change in attitude must begin with the individual. Engaging broadly and deeply with the Inner Development Goals in the 5... --- The Power of Shared Leadership When and why should leadership be shared? Bardia Monshi talks on-stage on 23. 05. 2023 @ the Leadership Horizon about the challenge of Shared Leadership. He is convinced it’s time for WeQ! He gives practical examples of when and why leadership should be shared, especially in times of uncertainty. (more... ) --- 5 measures for an integrative corporate culture In this interview, we ask Desiree Jonek , co-founder of WoMentor and the author of the brand new paper “5 effective measures to navigate the shift to an inclusive and performing corporate culture “, 3 big questions about Diversity, Equity and Inclusion (DEI): (more... ) --- Greater employee retention through generational diversity Over the last few decades, generational diversity in the workplace has increased significantly. The youngest Generation Z brings in new energy, while the oldest - Traditionalist Generation - often clings to used structures. Sometimes it can be difficult when different generations work together. Keynote speaker Karen McCullough talks about such generation management in an interview. Short fact check Pew Research Center defines the birth years of generations: Traditionalists: 1928-1945Baby Boomers: 1946-1964Gen X: 1965-1980Millennials: 1981-1996Gen Z:1997-2012 (more... ) --- One Size Fits None: An Appeal for Better Leaders According to Deloitte University Press, 86% of companies have identified developing new leaders as an "urgent" need. And upon closer inspection, it’s clear to see why. Incompetency as a Norm When it comes to managers' performance, alarmingly, the norm seems to be incompetence. In a recent study, Gallup found that companies fail to choose suitable candidates for management roles a staggering 82% of the time. Now to be fair, there are not many qualified potential people to choose from in the first place. In another report, Gallup revealed that only 1 in 10 people possess requisite management talents, such as the ability to build relationships that create trust, open dialogue, and full transparency. And of those who do end up becoming managers, their talent is seldom nurtured. A survey by Career Builders found that a whopping 58% of managers receive little-to-no management training. Alas, most bosses aren’t necessarily good at making the people around them better. And how this plays out in workplaces across the planet is disheartening. For instance, a Harvard Business Review study uncovered that 58% of people trust strangers more than their bosses. So arguably, they are more willing to let their children get into an Uber driven by a complete stranger than they are to let them work with their boss. In light of these findings, it's no surprise that most employees—upwards of 80% according to some of the most comprehensive studies—are disengaged, looking for other jobs,... --- Being a servant leader "Servant Leadership" is a concept by Robert Greenleaf that describes the manager as a servant to their employees. What this model is specifically about and what its strengths are, you can read in this article. The origin of the approach In Hermann Hesse's "Morgenlandfahrt", a spiritual seeker experiences how the disappearing servant turns out to be a true leader in retrospect. This story inspired Robert Greenleaf to develop his life's work, the concept of serving as a leader. A number of well-known authors and CEOs of companies such as Starbucks, Nordstrom and SAS followed him in designing and practicing servant leadership. A talent management executive at a large international corporation told me one day, "I don't believe in the honest intent of servant leadership. To me, it seems more like a motivational ploy. In the end, the 'servant leaders' earn a lot more than the employees they seem to serve. "   Trick or mission? Manipulated motivation to high performance or the revolution of the working world that turns the hierarchy pyramid upside down? Managers, especially CEOs, should ask themselves what kind of leadership culture they have and want in their own organization. The purpose of leadership What is the purpose of leadership? This is a good question to start a reflection on developing your own leadership culture. The why question is closely related to the „for whom” question. Which stakeholders in an organization are given priority? The shareholders, the employees, the customers? Customers, in a... --- Why do you like your job? Is it the work, the salary, or perhaps the interaction with your colleagues? The latter is being neglected in many companies, especially during the pandemic. Until then, people had lunch together from time to time, chatted briefly at the coffee machine or worked together on projects. How to foster exhange and strengthen social capital in the workplace. But how do you foster this exchange, this connection in a hybrid or even virtual environment? Find out here in this article. (more... ) --- Read this article to find out how you can get everyone to listen to you in online meetings and what you need to keep in mind in a hybrid setting. How to maintain attention in online meetings You know it - sometimes you are leading an online meeting and you get the feeling that the participants do not pay enough attention to you. Even if the topics discussed seem exciting to you, it is sometimes simply not possible to keep everyone on the ball. Read this article to find out how you can get everyone to listen to you in online meetings and what you need to keep in mind in a hybrid setting. The beginning is everything The very start of the meeting is important. In a virtual context, we often lack "arriving in the room. " That makes it more important to pave the way for a pleasant start: make brief small talk and ask how people are doing. This can often be enough before jumping right into the topic. Activation methods, which you should use thoughtfully and appropriately, have a further influence on attention. Clarifying expectations It is also important to clarify the expectations of the meeting and its process right from the start. If you want people to listen and participate, you should make this clear from the beginning and mention that the meeting will not be a frontal lecture. Then your participants can prepare themselves. You should always avoid monologues - keep your participants active,... --- Vacation during working hours seems like a dream - but is it really? We provide a workation evaluation, weigh the pros and cons and look at the lessons we have learned so far. * Workation evaluation – Lessons Learned so far Workation - Work and Vacation - has become a popular tool in recent years for companies to give employees a little relief. After all, who doesn't want to escape the gray daily work life for a few weeks? In this article, you'll learn a little more about what we have learned from our workation experiences so far, and what possible consequences it could entail. Work on vacation At first glance, it seems strange to put the two words work and vacation together. Normally, when we are on vacation, we don't want to think about our job, we want to switch off. In the past, digital nomads in particular, i. e. remote workers, were not tied to a specific workplace. But in the age of digitalization and technological progress, more employees get the opportunity - regardless of the industry - to work from somewhere else. Workation is about escaping your work routine. For a limited time, employees can travel to a specific country and do their work from there. Whether from the beach, a big city or the mountains - the location doesn't matter. The only important thing is that the Internet connection is stable enough and that the agreed times are adhered to. The rest is mostly up to... --- How can I actively share knowledge as a leader? Knowledge management - I know that I know (nothing) How do you deal with knowledge management as a leader? What do we really know and how can we use it to our best advantage? Mentoring & Knowledge Management Our MDI partner Anita Berger focuses on mentoring and knowledge management. We asked her a few questions on this topic and came up with some exciting approaches. You can find them here in this interview:Anita Berger is an executive coach, consultant and trainer specialising in leadership development and international human resource management. She is a partner of MDI Management Development International. For more than 15 years she has worked in management and leadership positions (among others as HR-Director at Coca-Cola Hellenic and HR Manager at Konica Minolta Business Solutions). What is knowledge management as a leader or mentor all about? What is behind explicit and tacit knowledge? The active and conscious generation, the use and sharing of knowledge in organizations are decisive competitive factors. Managers and mentors make a relevant contribution to this. They can make knowledge available themselves, as well as create the framework and an environment that enables and promotes knowledge management. Explicit Knowledge Knowledge management seems to be easier when it comes to explicit knowledge. That is, when "we know what we know" and it is "only" a matter of making this knowledge available. Tacit Knowledge It becomes more challenging when it comes to tacit knowledge. Implicit knowledge is the... --- Agile mindset beyond company boundaries In order to compete in a constantly changing market, companies must be able to react quickly to changes. Strong networking, increased knowledge exchange and an agile mindset beyond company boundaries are crucial. Leadership in times of crisis We are in highly uncertain times - everything around us is always changing and no decision is really definite. Every day we are confronted with new and unfamiliar challenges. Sometimes, as a leader, it can feel overwhelming. In this article, you will find some practical tips on how to handle challenging situations to the best of your ability. Without continuous development, there is stagnation A simple but important skill when managing crises is the will to keep developing. If you grow both personally and in your role as a leader, you can essentially work in a calmer and more reflective way. Smart networking For this, it is important to have a good network and to share knowledge within it. Doing so is important because with an ever-increasing amount of information, we remember less and less and find it difficult to filter out the relevant information. Find your community Until now, most professionals exchanged knowledge at business events like Leadership Horizon - at summits, congresses or events. However, there are also virtual communities on all kinds of topics. One example is our community personalist. at - a platform for HR experts or the LinkedIn Leadership Community, where leadership development is the leading topic. Open Knowledge In order to learn... --- 3 tips for efficient and sustain Do you want to learn more about OKR - Objectives & Key Results? Here are 3 leadership tips for efficient and sustainable OKR results. 1. Reserve the meeting dates for a year in advance Long-term OKR scheduling Long-term scheduling makes it easier to adjust to spontaneous changes on short notice. OKR meetings should become a routine. Habits, once achieved, require little energy. When team members have learned that, for example, the OKR quarterly planning meeting is always on the last Thursday of the quarter and an OKR check-in meeting is scheduled every other Thursday in between - OKR becomes a no-brainer. OKR should become a no-brainer Experience has shown that only the timely meetings are a challenge due to many other planned events. If you always send the appointment invitations for the entire next year, the company will get used to it and you will have more energy for content-related work. Very practical are serial appointments with individual corrections, e. g. if they fall on holidays or on the Christmas vacation. 2. Max. 8 participants in the quarterly OKR planning meeting The optimal OKR meeting size 4 - 8 participants are an optimal size for quarterly planning meetings, in order to consider sufficiently different perspectives on the one hand and to be able to discuss actively and time-efficiently on the other. However, if the team consists of fewer members, that is also OK. 2-3 people can manage with much less time. In planning meetings... --- How to become resilient? Your personal superpower Meeting the challenges in the VUCA/BANI world In this article you will get an insight into key competencies as well as starting points to strengthen your own resilience. Concrete reflection questions and tips for implementation will let you become a "pro" of your own superpower. VUCA & BANI VUCA or BANI as explanatory models for our challenges In our daily professional lives, we are constantly confronted with turbulence. The following models provide a framework to bring challenges closer for companies and for society as a whole:All these terms define what we are up against in this ever-changing society - a fragile system that is only fueled by uncertainty and anxiety, as well as complex, non-linear problems. The demands on organizations and leadership are sometimes ambiguous and contradictory, but also incomprehensible. Key competencies for your superpower to meet these challenges Resilience in dealing with crises and challenges Jamais Cascio counters these complex models with a response option: RAAT (Resilience, Awareness, Adaptation and Transparency). For the first factor alone - resilience - there are several models. I present the Vienna Resilience Model below. Seven key resilience competencies The Vienna Resilience Model describes seven key resilience competencies that positively influence a person's resilience:The basic pillars of resilience are acceptance optimism self-fulfilment responsibility network orientation solution orientation future orientation. Each of these factors plays an important role in strengthening one's resilience. Strengthening the superpower of resilience holistically In contrast to the Vienna Resilience Model, Stephen Covey identifies... --- Third Workplace - A plea for more flexibility And here I am, sitting in Croatia, on the decked patio, at the dining table with my work laptop and a sleeping cat - that came with the all-inclusive holiday home ? Work from Anywhere Spontaneously I decided in the morning to have a "Work from Anywhere" day instead of my current holiday day - because the weather is not looking inviting. Instead, I put my holiday day on next Monday. With bright sunshine, a day at the beach is simply more fun and the relaxation factor is much higher. Transparent communication Luckily, our CEO feels the same way - one WhatsApp message later, the plan is set. Partner and holiday companions have flown out, so the necessary rest is guaranteed. Let's get started! I immediately informed our team via Microsoft Teams message @all - about the changes in my availability. When you are not visibly on site, transparent communication is all the more important. Some team members quickly took the opportunity to clarify urgent issues with me. About Aline Aline joined MDI in 2020 as a Marketing Manager with over 10 years of B2B marketing experience. She is primarily responsible for the overall coordinated organisation of MDI's advertising activities and the management of marketing projects. This includes, among others, the MDI Business Unit SDI as well as Leadership Horizon and personalist. at. Aline is a strong marketing all-rounder with a passion for leadership development, digital transformation and event organisation. In this... --- Third Workplace: Can you really work from anywhere? You don't need a crystal ball to know one thing: The future world of work is flexible! Whether home office, workation, third workplace or work from anywhere: As a company today, you have to be willing to experiment and remain open to trying new things. At MDI, we always strive to maximize our team development and the possibilities of hybrid working! That's why in spring 2022, we introduced the possibility of 3 weeks of workation / third place working for the entire MDI team. How this has been managed so far and whether you can really work from anywhere is discussed by Anja, one of our project managers: About Anja Since December 2021, Anja has been successfully working as a project manager at MDI. She ensures the smooth running and organization of a variety of international leadership trainings. Anja is a true world explorer #globetrotter. She loves to travel and most of the time she even does it on her own. Culinary and culture are at the top of her list of preferences. She also photographs and documents her experiences on Instagram. Experience Review: Work from anywhere: Can you really work from anywhere? Office, home office, third place working - there are more and more options that companies can offer their employees to pursue their work. For many, like me, being able to work from the home office is still a privilege. Also, having the freedom to work from anywhere in the... --- ‘Learn. Feel. Lead’ is a Must-Read A leadership novel for the first-time leaders that aims at coaching first-time leaders into effectiveness, through fictional situations and characters. In other words, a self-development book within a fictional setting. Introduction: Luca is a sales representative in a company (Aurora Inc. ) which is struggling to survive. You will meet a bunch of colourful, authentic, stressed-out characters. Further to unexpected events, Luca is promoted into a leadership position, without any formal training or mentoring. From now on, Luca will face several challenges but will be helped along the way by odd, informal characters: a printer, a mother, a truck driver, a homeless person, and so on. The idea behind this is that you never know what kind of disguise your teacher will take next. Every chapter offers a challenge and a solution, including its implementation. Luca learns that it is paramount to understand the expectations of his stakeholders, learn massively what needs to be learned, he needs to become effective in assessing his co-workers, giving them feedback, facilitating decision making, managing his bosses, understand what modern leadership is. All that, at the same time, managing a challenging family life, and about to become a father for the first time. About the author Vladimir Novac is based in Bucharest, Romania and works as top-executive leadership trainer and coach around the globe. He is certified NLP Practicioner and Change Indicator Analyst and especially dedicated to the topics of team development, self leadership, performance management and change.... --- How to activate your growth mindset as a leader Sometimes we just can't seem to get that one task done. We fail at every attempt and are already convinced that our skills are insufficient for this job. But that's exactly where the problem lies. You'll learn how to activate your growth mindset as a leader in this article. Our attitude, the mindset, determines how we think about some issues. If we always tell ourselves that it's not possible to achieve success, it won't happen. We want to change your Fixed Mindset into a Growth Mindset. When it comes to Mindset, we mainly distinguish between two types - the Growth and the Fixed Mindset. The Growth Mindset sees the constant possibility for self-improvement and self-optimization. This is contrasted with the Fixed Mindset - the attitude that one cannot expand one's horizons and thus will not further develop their skills. For a more detailed definition of the two terms, see the graphic below:Growth Mindset - Easier said than done Sure, Growth Mindset seems promising at first glance - but we can't change our emotions overnight, after all. A good start is to believe in your own success and visualize a positive goal. This is necessary for a breakthrough, to always stay on the ball and not lose motivation. Making Mistakes Also, you need to accept that you will make mistakes while learning. But don't see these mistakes as a sign of your failure, but as an opportunity to learn from them and... --- Self-reflection for leaders – the L&D Daily An important form of learning for leaders is self-reflection in order to be in tune with yourself and function well as a pillar of support for the team. However, what if as a leader you just can't find time in your calendar to take a break just for you? That's exactly what the L&D Daily is for. At the end of each day, you take a structured look back at what happened with the help of a few questions (Inspect). From this you then derive a course of action for your further leadership (Adapt), which contributes to self-improvement.   Your L&D Daily can look like this:Iteration Rapid change actions and the review afterwards create the iteration, triggering an ongoing L&D process. This is useful for learning from leadership practice to leadership practice. Want to learn more? In our book "Agile Leadership Development" (German Edition) you will find some more useful articles, Tips and tools... . or join our LinkedIn Leadership Community:What serves you next? or maybe this? --- Young, working & thriving – Dreams and expectations of the new Gen Z According to PwC, Millennials will make up 50% of the workforce by 2030. But as quickly as Millennials have moved into the workforce, another, even larger generation is coming along: Generation Z. And they are capable of being a disruptive force in the workplace. They are more diverse, more technologically advanced and, even though Millennials and members of Generation Z are close in age, their belief systems are verry different. The way employees, managers and HR professionals interact with this new group of professionals will determine whether they create an amazing corporate culture that benefits both employees and the employer - or miss the mark entirely. How do leaders and companies need to adapt? That's what we try to find out in an interview with MDI's youngest team member, Jana! Born in 2003, she is part of the Generation Z. About Jana In her gap year after high school and before university, Jana started as a team assistant at MDI. In April she went on an Interrail trip where she discovered 7 cities in Europe. Besides traveling, she likes to spend her time on creative outlets like crocheting, photography or cooking. Being part of Generation Z, her cell phone is naturally a bigger part of her life than she would like. Dear Jana, Let's Spill the Tea on Generation Z :) Tell us a little bit about yourself. What are your professional interests and what further education... --- our L&D Consultants Marina Begic, Nicole Altenberger and Alina Helmlinger have experienced quite a bit over the past few months. Here they describe how it all came about, what exactly they did there, and what's awaiting next for them... Dubai, Madrid and soon Bangkok - around the world with MDI Pitch In late November 2021, we were invited by a client to participate in an RFP for 4 regional meetings - an event of sales executives. Since this was a newly acquired company that we hadn't worked with before, we didn't think our chances were particularly high. In most tenders there is time pressure, we know that. Despite the end of the year, the high implementation risk (first major f2f events after Corona) and the usual pre-Christmas stress, we accepted the challenge. After all, this is exactly our playground ;-) At the pitch, we were able to convince them with an innovative presentation using an e-learning tool and a concept based on the 70-20-10 model, where the focus is on maximum practical benefit and integrated transfer assurance. Here our agile mdi mindset was really beneficial. After receiving the confirmation that we won the project, we were asked to start the planning right before Christmas - which was also new for us ;) Scope clarification The detailed program was developed in close coordination with an internal project team and adapted to the current needs of the Western Europe+Canada and Africa+Middle East regions. The conference program was developed around the following guiding... --- What is the reality of learning in large companies today? We often see in a wide variety of companies that there is a department that is single-handedly responsible for designing training programs, then planning them through from A to Z in advance, with a strong focus on teaching abstract models. What's the problem with that? Firstly, the work context is too complex for any department to know what the employees' real-world challenges are. Secondly, the pace of change is now too fast for training to be valid over time. And thirdly: Us humans are not purely rational beings who learn on the basis of theoretical models, but also need "heart" and "hand" to change. About the author Dominik Etzl is Solution Development Manager and Trainer at MDI Management Development GmbH and Managing Director of Metaforum International. His focus is on topics of digital transformation, as well as OKR (Objectives & Key Results), agile leadership and lateral leadership. His goal is to support managers in leading a valuable contribution to their environment: on an individual, corporate and societal level. Waterfall vs. cycle It seems obvious: If employees are inefficient somewhere, we choose an expert on learning who is qualified by his long-time expertise to create the perfect learning program with the appropriate content. Although this seems very obvious at first glance, this approach belongs to the outdated mindset of taylorism. This sees people as machines working on an assembly line, for which all that is needed is an engineer who knows... --- Hybrid Leadership - Making the the best of both worlds Even though the call to return to the office is noticeable in many places, home office has come to stay. For leaders, the task is to manage and motivate teams in a mix of presence, absence and making the best of both worlds with efficient hybrid leadership Better work-life balance According to a recent study by telecoms company Cisco, 79 per cent of workers think their work-life balance has improved as a result of hybrid working. A total of 28,000 employees from 27 countries were surveyed. In Austria, almost half see hybrid working as the model of the future, 64 percent want to be able to choose whether they attend meetings online or offline in the future. While at the beginning of the pandemic there was no alternative to working at home, the attitude of employees has clearly changed. And now, at the latest, the understanding of leadership must also change. Still unfamiliar "Surprisingly, a natural approach to leading hybrid teams is still rather the exception," says Gunther Fürstberger, Managing Director of MDI Training. Mostly, for example, meetings are planned either online or in presence. "Hybrid meetings are often seen as difficult and inefficient, although it has been possible for a few years now to communicate very pleasantly and efficiently with online and present participants at the same time with little financial effort. " The hybrid world is here to stay There is a broad consensus that the hybrid world... --- The 3 P's - The 3 success factors of hybrid leadership Basically, the concept of leadership in a hybrid set-up can be broken down to 3 main factors: Purpose, People and Performance. Each of these factors is an important piece of the puzzle that allows us to work efficiently and at full speed in hybrid. Here you will get a brief introduction to the basic principles of hybrid working and leading and why our 3 P's are the 3 main success factors of hybrid leadership. PURPOSE Who would want to return to a workplace where you can't identify with the values and thus don't feel comfortable at all? Everybody needs a reason to want to open the laptop every day - whether at home or in the office. In the hybrid world, you have to take care even more about keeping all of your employees on the ball. To do that, you need a collective mission - a Purpose. At MDI, for example, we've made it our mission to develop leaders who "strive for a better world. " If your employees have a mantra that reminds them of why they have an important position in the company, they will be much more motivated to work and achieve more. PEOPLE Of course, employment itself should not be the only reason to enjoy showing up at the office. Often, it's the people who motivate you to work every day. Much more emphasis should be put on the relationship among each other -... --- The 3 biggest challenges of hybrid work - voices from the personalist. at community In the course of an Leadership Horizon Conference competition, some members of the personalist. at community asked themselves the following question - What are my 3 biggest challenges when it comes to leading an organization in the new age of hybrid work? Employee retention A common concern among participants seems to be employee retention - spending so much time in the home office significantly increases the distance between the company and its employees. One participant commented: More home office cannot work at the expense of team spirit and identification. How do we still manage to maintain the bond with the company & the players or allow it to develop? Re-establish the corporate culture In addition, it is now necessary to fully re-establish the corporate culture that was previously destructed. There are several factors (e. g. generational diversity) and different needs (e. g. different working days) that now have to find a harmony. Complicated organization What additionally puts obstacles in the way of hybrid company development is the complicated organization. The onboarding process clearly needs a change here, because new employees now hardly find a connection without the personal exchange. We all need to learn from and with the situation. An involved in the competition wrote: Reintegrate learning into the hybrid workday: Shaping the learning organization: moving away from pandemic crisis management and into forward-looking planning and action. Take a look at our guide HYBRID LEADERSHIP or... --- Next Work Monopoly - Playfully design your new workplace culture In recent years, the world of work has steadily evolved from static office workplaces to more flexible work options, and the effects of the last year have made this transformation even more rapid. Due to technological progress and, in particular, digitalization and widespread accessibility, employees are no longer tied to a fixed workplace, but can carry out their work from various locations. For the sustainable development of hybrid working, this journey needs to be actively shaped - in other words, we need a workplace culture strategy. We have been able to gather a lot of experience with mobile working in recent months - now at the very latest it is time to share this experience in the team and to determine how you want to implement "Next Work" together in your team. Michael Weiss has developed "Playful Collaboration" for this purpose, in which the participants quickly work out possibilities for implementing these changed requirements together in the team using a playful approach! Possible Topics: What impact does mobile working have on organization, leadership and teams? How do we master the transformation together? How can we increase engagement and thus also the company's success? Which form of work is right for whom? What values and attitudes are needed for mobile working? What influence do different generations have on the change in collaboration? How do we succeed in feeling and developing as a team, even at a distance? How can we ensure... --- An Interview on the effects of home office with Dr. Kilian Wawoe Dr. Kilian Wawoe investigated the consequences of the increasing numbers of home office days for people and companies and the effects of home office. During lockdown, he found more than 600 articles about working from home, talked with hundreds of people about their experiences with home office, took questionnaires from thousands of workers and worked with dozens of companies on a new form of collaboration that he calls "corporate brain. "What are the implications of the increasing number of home office days for companies? We are in a unique situation - the entire world is participating in the largest "experiment" in the history of labour. The lessons we can learn from the lockdowns are that we can quite easily work from home, which means less commuting producing less pollution experiencing less stress seeing increased productivity What are the consequences of home office days for employees and the team? The problem is that the impact of Home Office varies greatly from person to person. As a result, many companies are leaving the choice up to their employees. This is risky because employees come to the office to meet their colleagues and learn. The future of work is therefore not about the individual, but actually about the group. Should there be a home office obligation in order to work efficiently and sustainably? We have to be careful with efficiency in the workplace. Many workers report that they are more productive... --- 5 tips to increase trust when working hybrid Team cohesion and stability are more important now than ever before. Especially in a hybrid setup, where some new challenges await you and the dynamics of your team are constantly changing, you need to be able to trust each other. Here are 5 tips to increase trust when working hybrid. Build an informal exchange Even in a hybrid environment, it's important to exchange ideas with each other without constantly focusing on work. However, you don’t have to take a coffee break together every day for this - it's enough to turn on your camera in meetings and engage in conversations. When any kind of communication is cultivated, you can cooperate more easily and effectively as a team. Attract employees to the office Especially in times like these, you want to keep the number of office days as short as possible - who wants to commute across town when you can join a meeting from the comfort of your bed? That's exactly why it's significant for you as a leader to give your team a reason to take the trip. This could be in the form of a "lunch fix," for example, where you meet at the office on a specific day of the week to eat lunch together. This way, employees are immediately more interested in doing their work from the office. Strengthen community in business meetings In parallel to informal meetings, it is of course just as relevant to strengthen cohesion... --- 6 things you can do to support your hybrid team A hybrid environment brings change for all of us. We're often unfamiliar with certain transitions and can't keep up with the new pace. That's why it's even more important that you, as a leader, keep a cool head and take the pressure off your employees as much as possible. With these 6 tips, you get 6 things you can do to support your hybrid team with their current challenges. Empathy and understanding for your employees In this ever-changing work environment, it's especially important to pay attention to everyone on your team. We often don't know under what conditions our employees must do their work at home now. Whether they have screaming children in the background or their partner is playing Playstation loudly on the side - it's your job as a leader to treat your employees with empathy. This strengthens their sense of well-being and makes them much more motivated to work. Actively care for the team In addition to increased empathy, it is also helpful to regularly check in with your employees and ask how they are doing, thus strengthening the informal relationship level. It is also clear that the transition from present to hybrid working is not easy for most people. So you need to make sure there is a steady balance in the team - this could be in the form of coaching, training or just a "no emails on weekends" policy. Improve technical equipment Sure, this... --- 10 agile ways to promote organizational learning. In order to respond to the current challenges in an organization in the best possible way, different learning formats have proven to be strongly supportive in terms of implementation. These enable new knowledge to be shared proactively and flexibly in the form of impulses within the company. They also have a positive effect on the networking of participants, as they can learn from each other and develop results together. In the following, Peter Grabuschnig presents some methods for learning and networking and their approaches from the new book by MDI: Agile Leadership Development - How Leaders Learn in a Self-Determined and Needs-Oriented Way  Knowledge as the foundation for innovation and development In a world where buzzwords such as VUKA1, BANI2, digitalization and agility have found their way into the operational meetings of HR departments, it is essential to actively address the constantly new and changing realities of our society. Knowledge, which not only lays the foundation for acquiring new competencies but is also essential for strategic and operational decisions, must therefore have the following characteristics: It must be easily understandable and accessible. It must also be transparent and kept up to date. This poses increasing challenges not only for corporations, but also for small and medium-sized companies. Information and knowledge alone do not create competence For this, transfer into practice, application and training are required. So in order to learn new things (development) and create new things (innovation), it is highly relevant not... --- MDI is CO2 neutral The pandemic has made us more thoughtful. Adult education in presence is connected with traveling. Often these are only short distances, but we also had seminar weeks where participants came together from all over the world. With the Pandemic Lockdowns, we switched to virtual delivery and realized that continuing education is fun and effective this way, too. Of course, it's not quite the same. Still, we know from several of our customers that they want to continue delivering our programs virtually in the future.   we reduce the CO2 footprint, we save participants' and trainers' travel time the company saves travel and hotel costs we still get the opportunity to meet in person from time to time, exchange ideas, network and have great experiences in the real world. We don't want to say goodbye to travel either, as travel itself is an important learning tool. But we are striving for a balance between being present and online. It's win-win-win! when choosing the means of travel, we give higher priority to the ecological impact than to personal convenience, e. g. public transport whenever possible. the location of the seminar is deliberately chosen in order to optimize the average travel time of the participants. the relation of travel expenses to implementation time is taken into account, e. g. a 2-day module instead of 4 half-days. Or if it has to be half-days, that these are, if possible, arranged in such a way that the trainer can supervise several... --- How can VR help with leadership training? Our Virtual Reality & Leadership Development Experts Anita Berger & Dominik Etzl talk in this Interview about Leadership Impact through VR. can help organizations address some of today's key leadership challenges. Why is virtual reality for leaders on the rise? Dominik Etzl: Apart from the fact that VR is cool and is guaranteed to remain in every participant's memory for a long time, VR leadership training solves a long unsolved problem: bringing virtual teams together in a (virtual) room where they can work together on problems and solutions - not just via the camera in front of the screen - but with full physical engagement and an almost face-to-face feeling. What do new VR leadership trainings look like in practice? Anita Berger: Some of the training experiences are designed to be "played" alone, practicing individual situations for yourself over and over again and constantly improving - for example, giving a presentation in front of a virtual audience or even the board of directors. Other VR trainings involve the whole team and you can think of it more like a virtual escape room. Others you do alone, but you have physical coaches next to you who guide you through the various scenarios and reflect on what you've experienced between VR experiences. In addition, a distinction can be made between those VR trainings that are tailored to one's own company and learning situations and those that are standardized and can thus be used in a... --- For most companies, the new "hybrid" reality means increasing flexibility of workspace and working hours coupled with a lot of change and new organizational models. But the work performance results currently speak for themselves, as many employees work even more productively from home. "In this article, I'd like to share the most relevant insights from my consulting work with several large international clients to provide some guidance in the jungle of approaches to Hybrid Work. " Peter is a partner and trainer at MDI, advising major international corporations on implementing hybrid work policies and building a hybrid work and leadership culture. He is considered an expert in training design. With his Webinar Guru Framework he has developed a tool that helps to design training content for successful and activating virtual learning. Peter is a successful trainer, mindset coach and consultant. By the way, Peter will also be moderating our upcoming Leadership Horizon Conference ;) The essence of work has changed not only in the last year and a half. If we take a closer look at work over the course of the last few centuries, we see an exciting picture. In the age of agriculture, work was defined by nature. People oriented themselves and their work cycle to the weather and the seasons. When the sun was shining in spring, crops were sown, and when autumn came, they were harvested. Then came factories and industry and revolutionized the world of work. Suddenly, work was defined by the rhythm of machines... --- HR managers are often faced with the challenge of identifying employees who are suitable for leadership tasks. How do you know in practice whether an employee can and wants to take on a leadership role? What mindset do prospective leaders need? And how does the change of role from expert to leader succeed? Transactional leadership = leading via goals Transformational leadership = leading via inspiration/motivation What is leadership? There are different understandings of what is meant by leadership. In theory, a distinction is made between transactional and transformational leadership styles. Without discussing these different approaches, the question "What is leadership? " can essentially be answered as follows: Leadership is a process of influence. A leader helps his or her employees to perform and achieve results and to reach goals. Leadership is a service. The leader provides services or benefits for his or her team members. Leadership is a decision. A Leader should regularly remind himself of this and and consciously make the decision to lead every day. Because leadership has nothing to do with the job title or the position. Rather, leadership shows itself in actions and deeds. Who is capable to lead? HR managers should consciously and actively question potential leaders as to why they want to take on a leadership role. If a person seeks a leadership role because they would otherwise be left behind in terms of financial or subjectively perceived development opportunities, or because they might be perceived as not wanting to develop, then these are... --- Part 4 with Marina Begic: Digital Business Development Expert and Senior L&D Consultant Our Digital Business Development Expert and Senior L&D Consultant Marina Begic is currently focusing intensively on "The Future of Workplace Learning". Fast and targeted learning, especially for leaders, is becoming increasingly important in an intensifying digital and agile world. Therefore, Marina shares her personal learnings with us. We kicked the series off with these topics: The Future of Workplace Learning - Digitization Boost personnel developers as trusted guides self-directed learning needs more than just an LMS! If you would like to exchange thoughts and ideas about "Agile Leadership Development", please send us a request. We are looking forward to you and your valuable impulses! Redefining the workplace as a new area of impact The call for more flexibility in combination with home office and digital collaboration is giving rise to new forms of organisation. New technologies and digitalisation are leading to new forms of work and employment that are detached from space and time and also require the redesign of physical workplaces. Just as learning technologies and processes will be built around employees as users, the office will also be built around users in the future. Due to psychosocial needs, i. e. to exchange informally with colleagues and not to be alone Because of the technical assistance systems, not primarily to work there. What used to be the printer, which was absolutely necessary for getting work done, will be the holodeck in the future. Holodecks are rooms... --- What does the future of agile Leadership Development look like? MDI CEO Gunther Fürstberger has answers and shows you five helpful Characteristics. In the past, leadership development was mainly carried out in the classic mindset of project management. To achieve specific goals, a project team led by the Learning & Development department defined multi-modular development programs and educational catalogs. Lifelong learning With the spread of e-learning, development programs were enriched with blended learning elements. With home offices, learning experience platforms and the need for lifelong learning, it is time for an agile mindset and toolset to take hold in leadership development as well. Starting from the learner L&D-driven training programs with a transfer concept will continue to exist, but no longer as a core component, but as a supplement to a development concept starting from the learner. The transfer of learning, which is at least theoretically held in high regard, is also part of the 'waterfall view' of traditional project management. Learning that is demand-driven, tailored and up-to-date In the meantime, Youtube, Netflix, etc. have enabled demand-driven, tailored and up-to-date learning. For example, if you want to learn to change the wheel of a micro-scooter, you can get immediately actionable offers on the Internet. Many programs learn as they go and suggest to learners, with AI support, what they will need next. Agile leadership development means enabling timely, appropriate learning experiences for ongoing leadership learning needs and is driven by five characteristics: Iteration Empowerment Purposeful learning motivation Effective, transparent learning... --- Virtual reality for leadership development on the riseIt's high time we use VR learning in leadership development. That's why MDI Management Development International and Jenson8 are partnering to transform leadership development through virtual reality. The new "VR for Leaders" portfolio includes solutions for recruiting, assessment and leadership development. 4x faster training than in the seminar room. 275% more confident to apply learned skills after training. 375% more engaged with the content than learners in the seminar room. 400% more focused than learning via e-learning. Using new technologies The most important issue for L&D leaders right now is not just introducing new technologies to improve engagement and enable virtual delivery of programs, but rather using new technologies that will make a real difference for your teams. Send leaders into space Sending leaders into space may sound a bit like a stretch, but sending your teams into a completely foreign environment could be the best thing you've ever done for your talents. Because it's the future, it's sustainable, scalable and can even be implemented solely virtually. Immersive learning can help organizations address some of today's key leadership challenges, such as identifying soft skills, retaining talent, and improving employee engagement. VR learning can be anywhere, at any time and can be conducted in any country in the world. The pandemic promotes new ways of learning The pandemic has pushed HR to find ways to solve the problem of distance learning, as well as ways to still Create closeness at a distance, build trust,... --- Part 3 with Marina Begic (Digital Business Development Expert and Senior L&D Consultant) and co-author Stefan Diepolder (Content Curator and Digital Learning Expert) Our Digital Business Development Expert and Senior L&D Consultant Marina Begic is currently focusing intensively on "The Future of Workplace Learning". Fast and targeted learning, especially for leaders, is becoming increasingly important in an intensifying digital and agile world. Therefore, Marina shared her personal learnings with us in Part 1: "Digitization Boost" and Part 2: "Self-directed learning needs more than just an LMS! " By the way, we'll soon continue with part 4! If you would like to exchange thoughts and ideas about "Agile Leadership Development", please send us a request. We are looking forward to you and your valuable impulses! Personnel developers as trusted guides An international survey by the Corporate Leadership Council reveals that around two-thirds of respondents see the role of personnel development (PE) as having no effective impact on business results, because the measures do not match actual needs and because the company's challenges are not addressed in a timely manner. The pandemic has accelerated the need to acquire new skills and competencies. As a result, the role of HR developers becomes even more central than before. Investing in employee development in the workplace would thus have to be a must-do of corporate strategy. According to Mc Kinsey, however, the budget for qualification measures fell during the pandemic for 21 percent of respondents (in Germany, according to the degreed study, even 41%). How... --- Authors: Josef Wegenberger, Oliver Wegenberger Society for Business Psychology and Organizational DynamicsLet's put ourselves in the shoes of a company from the 1980s. TECHNIK AG is a typical large company with several thousand employees. The order situation is stable, the personnel is well qualified for the tasks through school and professional training. All leaders are "masters of their trade", have essentially all the necessary knowledge and are thus predestined to act as "superiors" in the respective department. Personnel development is limited to training and continuing education, and even this is the exception rather than the rule. Discussions with employees are event-driven, and structured employee appraisals do not actually take place in practice. Further training events for very specific target groups are "prescribed" and centrally controlled. In the mid-1980s, training needs are surveyed - if at all - by well thought-out training needs surveys using questionnaires sent to all managers. The human resources department evaluates these and prepares a preliminary training budget. Budget planning is then decided for the entire company; changes and budget reductions are reported back to the divisions and departments. After this, the specific training and development measures are planned and implemented by the end of the year. The remaining planned measures are postponed to the next year or are no longer current. Short-term training needs are covered by reallocations or cannot be realized. The case study is constructed. However, it shows the cycle of two to three years from training needs assessment to implementation and evaluation. Let's... --- Part 2 with Marina Begic: Digital Business Development Expert and Senior L&D ConsultantOur Digital Business Development Expert and Senior L&D Consultant Marina Begic is currently focusing intensively on "The Future of Workplace Learning". Fast and targeted learning, especially for leaders, is becoming increasingly important in an intensifying digital and agile world. Therefore, Marina shares her personal learnings with us. We kicked the series off with the first topic, "The Future of Workplace Learning - Digitization Boost". By the way: Soon we will have more on the future role of L&D experts and trusted guides in part 3! If you would like to exchange thoughts and ideas about "Agile Leadership Development", please send us a request. We are looking forward to you and your valuable impulses! Self-directed learning needs more than just an LMS! During the pandemic, we all experienced what is already possible with E-Learnings and how quickly we can switch from face-to-face to virtual training. Those who already had a learning management system (LMS) in place probably found it easier to make digital learning materials and videos available to their employees and co-workers. At the same time, the learning curve was also very sharp, as we quickly learned what possibilities digital learning solutions offer and where the limitations are. "LMS is supposed to promote self-directed learning"-this is a phrase I hear again and again from L&D departments and leaders when asked about the purpose of the LMS. The responsibility of learning should lie with the employees themselves. What is... --- For example, the function of mentoring or virtual mentoring and, strongly linked to this, the key qualification of attentiveness. By the way, Peter shows you in our new e-learning course successful virtual collaboration & mentoring step by step! Successful collaboration through mentoring, attentiveness and empathy Position yourself as a mentor in the team Most leaders, as well as employees, are unaware that part of their job is to teach others. Be it explaining the new process, training the new employee or showing the colleague the new software program. Collaboration also has a lot to do with passing on and sharing knowledge. A teammate who is unfamiliar with a topic is likely to ask the more experienced colleague for help. But often that's not the case and she doesn't ask because she or he may be afraid of appearing incompetent or perhaps disrupting the colleague's work. That's why it's so important to position yourself as a mentor on the team. You need to make others feel that they can turn to you if they don't know something - that way you avoid mistakes. In turn, everyone will then have an open ear for you if you ever need something. Because as a leader, you pay attention to many other things besides your own operational tasks. For example, one employee may be sick; another may want to talk about a possible termination; the e-mail inbox is literally exploding; the presentation for the next management meeting is also not yet ready; and then... --- Part 1 with Marina Begic: Digital Business Development Expert and Senior L&D ConsultantOur Digital Business Development Expert and Senior L&D Consultant Marina Begic is currently focusing intensively on "The Future of Workplace Learning". Fast and targeted learning, especially for leaders, is becoming increasingly important in an intensifying digital and agile world. Therefore, Marina shares her personal learnings with us. Let's get started with the topic "Digitization Boost". By the way, we'll soon continue with our second part: "Why you can do without Learning managment systems? (LMS)" We're looking forward to it already! If you would like to exchange thoughts and ideas about "Agile Leadership Development", please send us a request. We are looking forward to you and your valuable impulses! The Future of Workplace Learning "friendly reminder" Who doesn't know this or a similar situation? The newly announced learning platform, which has been around for 2 years now, "will change the learning culture in the company in the long term, teach us innovative things and save us a lot of time". Finally it comes out with the first two e-learnings: Fire Protection Ordinance and Compliance... While you read the bubble text about "maintaining a safe distance from machines in production", you can visibly see that a lot of effort has been made to maintain the corporate design and the new diversity policy, right down to the avatar named Lucy. After successfully completing the first two courses (there is no other way, since you can click around, until you find the... --- with Marilena Maris: economist, personnel developer and executive coach. Hello Marilena, thank you so much for taking the time to answer our questions. We are convinced that you, as an expert, can provide insightful answers! The increased virtual working, the constant availability, and the simultaneous coordinating of one's own household nowadays is draining the energy resources of many people and especially those of individuals in leading positions. So, you might assume that currently good resilience skills are more and more needed and building resilience is the key to a balanced work life. Marilena, I know that you have been working with thousands of leaders and experts in the past year on resilience. Can I bluntly ask you if this is the next "trending" topic? This might even be true and honestly, it’s one of the trends I consider really useful :) If we look around, we see that the past year has given us plenty of opportunities to deal with huge challenges. In these kind of moments, it is legitimate to look out for proven strategies and ideas on what to do next. Since resilience is backed both by science and experience, it’s pretty much bullet proof. That’s why I am not surprised about the popularity of the topic. One thing I want to underline in this “hyped” conversation, though, is that resilience is not just coping with stress. Actually, resilience is the ability to deal with a critical situation in such a way that you generate success, growth and... --- When implementing change processes and new agile methods, it is extremely important to know the different personality characteristics of those involved and the resulting reactions. Because when it comes to change, people usually show one of these two preferences: either an affinity for change (Change Seeker) or for preservation (Change Preserver). How can a leader overcome resistance? Basically, people are more willing to change when their inner battery is well charged and they are not stressed out much. Then they can more easily adapt to a transformation, regardless of their individual preference. A leader should therefore find out what employees need in order to charge their batteries well and adopt a positive attitude toward the upcoming changes. This is where the Process Communication Model (PCM) can help. A great communication and personality model! In this blog, Anita Berger, Gunther Fürstberger and Masha Ibeschitz share more about the Process Communication Model (PCM) and other valuable impulses that help to consciously initiate change. Recognize effort Particularly when companies are also applying new agile methods in change processes, it is a crucial success factor to take into account the change preferences of those involved. After all, agile methods require a high degree of flexibility and tolerance for uncertainty. If the people involved do not bring this flexibility and tolerance, but are rather stressed by it and resist the change, it will be difficult. In such a context, a leader's first task is to reflect on the degree of change the organization demands from... --- Last year, the well-being and health of employees and their individual work design gained even more importance in organizations. Particularly, remote collaboration and the dynamic environment to which many companies had to respond brought the link between employee well-being and the sustainable future of the company even closer. Surveying employee satisfaction and their current mood represent an essential component for managing the company's development. At MDI, we have been successfully using the agile tool "TeamEcho" as a mood barometer since 2017. While we didn't have an elaborate survey tool before, we knew that we were moving in dynamic times that required an intelligent survey system to respond quickly to needs. (more... ) --- Driving business innovation as a leader Successfully driving business innovation as a leader is essential to living a positive innovation culture and strong innovation management. We therefore provide insights into well-implementable processes that combine creative thinking with analytical thoroughness. #positiveinnovationculture #innovationmanagement Are you a leader? Things are going really well in your area of responsibility right now, or maybe you're currently facing some big challenges. Or are you an HR business partner, HR developer or organizational developer? Your task is to support and advise these leaders? Regardless of your current situation, you are asking yourself, "How can I strategically develop my area of responsibility and drive and implement innovative initiatives? We'll provide insight into easy-to-implement processes* that combine creative thinking with analytical accuracy, as well as identify new opportunities - and that are aligned with both the needs of your customers and your business or organization.  Anita Berger is an executive coach, consultant and trainer specialising in leadership development and international human resource management. She is a partner of MDI Management Development International. For more than 15 years she has worked in management and leadership positions (among others as HR-Director at Coca-Cola Hellenic and HR Manager at Konica Minolta Business Solutions). This is a first introduction into the processes. We apply methods from design thinking (such as brainstorming, prototyping and iteration) to business modeling and strategy. The processes include the "Strategy Process Map" and the "Strategy Choice Cascade" based on the work of IDEOU. *IDEOU provides design-driven approaches to help... --- Leading virtual and hybrid teams brings both opportunities and challenges. But how do you lead hybrid and virtual teams successfully? In this article on "Leading hybrid and virtual teams successfully", Anita Berger writes about the latest developments. For many leaders and their teams, the form of leadership and cooperation has shifted to the virtual space due to home offices. Another facet is the hybrid setting, where one part of the team works at the location and another part in the home office. There are challenges and opportunities associated with these forms in equal measure. This valuable contribution is full of practical tips for all those who want to take the opportunity to look at the topics of collaboration, communication and leadership and reflect on what they want to continue to do or what they want to focus on more in the future. Leading hybrid and virtual teams successfully Practical Tips 1. Be ready for different forms of working. The saying of the American tennis star Arthur Ashe "Start where you are! Use what you have! Do what you can! " certainly provides a very pragmatic guide here for how to proceed. Your task is to lead by example, to moderate a constructive exchange and to strengthen learning from and with each other. Build on your experience, your strengths and qualities and those of the team. It is about being pragmatic, not perfect. The key is to learn from doing. Create clarity regarding tasks, responsibilities, scope for action, expected work results... --- ---