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Unlocking Creativity – How to Create AI Images

Unlocking Creativity – How to Create AI Images

by Florian Biedermann | Aug 28, 2025 | Leadership and AI, learning effectiveness, Short Knowledge Bits | 0 comments

Unlocking Creativity – How to Create AI Images

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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. Learning to express concepts visually is essential for effective AI image generation.

5 Tips When Prompting an Image

Visual language is a language without limits that is dynamic, but follows some clear rules. Here are some of the most important aspects to consider when prompting an image:

  • Clearer Communication with AI: Visual language provides the vocabulary needed to create precise, descriptive prompts. The more effectively you can express ideas visually, the more likely you are to achieve the intended result from the AI.
  • Improved Results: Knowledge of elements such as balance, contrast, and focal points enables you to guide the AI toward visually harmonious and compelling images. Detailed familiarity with artistic terms helps you specify exactly what you want—like “dramatic lighting,” “minimalist design,” or “complementary colors.”
  • Efficiency in Experimentation: If you have a strong visual vocabulary, you can iterate faster. It helps you to adjust styles, moods, or compositions in your prompts, shortening the trial-and-error cycle.
  • Contextual Awareness: Understanding visual conventions lets you match image style and content to the intended message or audience.
  • Quality Control: You can critically assess and refine AI outputs based on artistic principles, rather than relying purely on technical capability.
Roleplays and simulated scenarios: practicing leadership in a safe space

Here are some key aspects of visual language that enhance AI image quality that might help you when you are prompting:

Composition

  • Arranging elements in the image for balance, focus, and clarity.
  • Specifying concepts like “centered portrait”, “rule of thirds”, or “dynamic perspective” helps the AI craft more visually appealing outputs.

Color Theory

  • Directing mood and harmony through careful use of color palettes.
  • Prompts mentioning “complementary colors”, “warm tones”, or “monochrome” significantly influence the emotion and coherence of the result.

Lighting

  • Describing lighting types (“soft lighting”, “dramatic shadows”, “golden hour”) is crucial for depth, atmosphere, and realism.

Style and Genre

  • Referring to well-known art movements (impressionism, cubism, manga) or commercial styles (minimalist, photorealistic, vintage).
  • Precise style cues lead to outputs closer to the intended vision.

Texture and Detail

  • Dictating the level of detail or surface finish (smooth, grainy, painterly, highly detailed) enables tailored results.

Subject Placement and Hierarchy

  • Communicating which objects or figures are focal points and how supporting elements are arranged (“foreground emphasis”, “background scenery”, “isolated subject”).

Symbolism and Visual Metaphors

  • Using Imagery that carries meaning or evokes specific concepts, such as peace (doves), innovation (lightbulb), or adventure (open road).

Key Takeaways

Anyone can generate visuals with AI, but mastering visual language yields better results. The process is iterative—experimentation and clear prompts are crucial. Be mindful of copyright issues in your creations. Since AI models are often trained on existing artworks, it remains important to consider authorship and intellectual property when publishing or selling AI-generated images.

And Now You

What are your experiences in creating pictures with AI? What helps you to create an image with artificial intelligence – and where do you reach your limits?

Share your thoughts with Florian on LinkedIn!

Florian Biedermann

Florian Biedermann

Learning & Development Consultant at MDI

Florian Biedermann is a Learning & Development Consultant at MDI (Management Development Institute) – a global consulting company that offers solutions for leadership development. His focus is on making complex issues understandable and inspiring people to think – and act. Florian previously worked for many years as an author and manager in the e-learning sector, after spending over a decade as a freelance journalist.

  • LinkedIn

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How Do You Lead People Who Don’t Think the Way You Do?

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How You Deal With Neurodiversity as a Leader

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The Lasting Impact of Leadership Horizon – Meike’s Perspectives

by Meike Hinnenberg | 2. July 2025 | Leadership Impact, MDI Inside, Short Knowledge Bits | 0 Comments

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Success Through Change: How to Stay Oriented During Transitions

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Organize Your Team in a Hybrid Workplace

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Exploring the Influence of AI on Leadership Roles – an experiment by a CEO

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AI as a Co-Trainer in Leadership Development

by Gunther Fürstberger | 14. November 2023 | Impuls series, International leadership development, Leadership and AI | 0 Comments

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The Lasting Impact of Leadership Horizon – Meike’s Perspectives

The Lasting Impact of Leadership Horizon – Meike’s Perspectives

by Meike Hinnenberg | Jul 2, 2025 | Leadership Impact, MDI Inside, Short Knowledge Bits | 0 comments

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 like the Leadership Horizon – where different perspectives are not just tolerated but invited – feel like rare and necessary counterexamples. This event inspired me on a deeper level, much like the writings of #KlausEidenschink on conflict, polarity, and the question of the good within the evil.

It reminded me that true dialogue does not seek harmony at any cost or resolution too quickly, but stays with the tension, holds the paradox, and allows transformation to unfold from within it.

Leadership and Multiperspectivity

A Core Leadership Competence

This ability to hold tension and to stay with complexity is not just useful – it’s essential for us as leaders, because in leadership, we constantly navigate ambiguity and contradiction.

And especially now – as we face various disruptions and questions around systemic transformation, diversity etc. – we don’t need more polarization. We need the ability to manage polarities. To lead across differences. To hold both clarity and contradiction.

I know from experience how easy it is to ask for this complexity tolerance – and how hard it is to practice it. Especially under pressure, our systems revert to simplification, control, and reactivity.

That’s why this is not just about mindset – but about #conscious leadership and about creating spaces of real dialogue, where perspectives can challenge and transform us and where we remain generous in our shared human finitude.

What helps you create those spaces in your organization – where not just alignment, but true dialogue can emerge?

Meike Hinnenberg

Meike Hinnenberg

Learning & Development Consultant

Meike Hinnenberg is a trainer, Learning and Development Consultant, and Team Lead at MDI Management Development GmbH and specializes in communication, conflict management, diversity & inclusion, and lateral leadership.

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From Lab to Practice: What We Learned With AI

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How to Build a Psychological Safety Net at Work

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Leadership and AI: Between Responsibility and Opportunity

Leadership and AI: Between Responsibility and Opportunity

by Marina Begic | May 6, 2025 | Digital Transformation, Leadership and AI, Leadership Tips | 0 comments

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 strategically, communicate more clearly, lead more reflectively, and master complexity.

Artificial Intelligence does not replace leadership – it enhances and empowers it. When used wisely, it strengthens human connection, creates space for meaningful work and reflection – all the things that define modern leadership.

AI as a lever for better leadership – not only for efficiency

Three Levels Where AI Strengthens Leadership

1. Individual Level

Through AI, leaders gain time by automating tasks like text generation, research, or translation. This frees up space for strategic thinking, personal development, and effective leadership.

2. Team Level

AI-powered tools improve collaboration and communication through feedback systems, knowledge platforms, and digital simulations. Meetings become more structured, decisions more grounded.

3. Organizational Level
Data-driven decisions, automated processes, and innovation impulses – AI enables organizations to become adaptive and learning-driven. Leadership becomes a catalyst for true transformation. 

Technology Is Not Enough – Values Remain Central

The more algorithms become part of our everyday lives, the more crucial human qualities become: empathy, responsibility, and ethical orientation. Good leadership remains human where it matters – wherever decisions impact people.

The use of AI brings new questions: What should be automated – and what must remain human? Which values must be preserved? Leadership today means finding clear answers and demonstrating authentic values.

At the same time, even though empathy itself can’t be programmed, AI can sometimes appear more patient or neutral than humans. What matters is not what AI can do theoretically, but how we shape and use it.

Leading today means creating spaces for experimentation, encouraging reflection, and integrating technology responsibly, not out of tech enthusiasm, but because we want to shape the future.

Learning as a Leadership Mandate – Rethought with AI

Judith Marks, CEO of Otis, summed it up: Leadership means setting a strategic direction while continuously learning. This is precisely where AI can unlock enormous potential.

What many e-learning platforms have long promised, AI can finally deliver: individualized, flexible, and needs-based learning – anytime, anywhere. Learning paths adapt dynamically, and feedback is delivered in real-time.

Especially when it comes to building soft skills – like conversation techniques, feedback, or conflict management – AI is a powerful enabler. Intelligent simulations react live, reflect real-world challenges, and promote sustainable development.

At MDI, we actively use this technology in leadership training, especially for interactive roleplays designed to strengthen leadership skills. Participants receive direct, situation-based feedback, boosting their effectiveness through repetition and practice.

Why the big breakthrough is still a long time coming

Why the Big Breakthrough Is Still Pending

Despite positive attitudes, studies show that only 13% of companies report a tangible AI impact. Why is that?

One key factor: Trust. Julie Sweet distinguishes two dimensions:

  • Functional trust: Does the technology work reliably? Built through usage, experience, and good change management.

  • Emotional trust: Will AI take away my job? Will it diminish my role?

It’s often emotional trust that becomes the stumbling block. Yet history shows: change has always been a constant in the labor market. 80% of today’s jobs didn’t exist 100 years ago.

Thus, the real question is not: “What will AI take from me?” but rather: “What can it give me – and what will I make of it?” This is where modern leadership truly begins: by driving a shift in perspective.

First Steps – How Leaders Can Get Started

1. Experiment yourself: Try tools like ChatGPT for everyday tasks. Build realistic familiarity.

2. Communicate openly: Share your experiences and uncertainties. It builds trust.

3. Enable experimentation: Encourage your team to try new tools. Build a culture of learning.

4. Discuss ethics: What can and should be automated? What must remain human?

5. Identify potentials: Where along the value chain can AI create real added value?

6. Lead by example: Show authentic values, use AI thoughtfully, and actively shape the future.

Conclusion: Future-Proof Leadership Combines Humanity and Technology

AI is not a threat nor a miracle cure – it is a tool. How we use it will determine its value.

If we recognize Artificial Intelligence as an opportunity to make our work more meaningful, our communication clearer, and our decisions more sound, we create a new kind of leadership – one that unites technology and humanity. For greater impact, greater purpose, and a stronger future.

Marina Begic

Marina Begic

Head of Business Development – Digital Transformation Driver

Marina has been working on new, effective learning methods and the future of corporate learning for over 15 years. In her current role, she is responsible for Digital Business Development at MDI, where her focus is not driven by the current buzzwords, but primarily on the feasibility of digital transformation for clients such as Erste Group, Lenzing, Semperit, Deutsche Bahn, Andritz AG, Uniqa, Mayr-Melnhof, Frequentis, RHIM. Her greatest strength is bringing loose ends together, which she impressively demonstrates time and time again with her big picture view and multi-dimensional approach. Her greatest passion is to provide learners not only with an experience, but also with real, lasting value for their real challenges.

  • LinkedIn

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Challenges and Solutions for Leadership in 2025

Challenges and Solutions for Leadership in 2025

by MDI & ARS Academy | Jan 14, 2025 | Best Practice, Leadership in the digital transformation, Leadership Tips | 0 comments

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 see technological change as a key challenge. While digital skills are becoming increasingly urgent, investments in new technologies are prioritized more highly by smaller companies (65%) than by larger companies (41%).

4. Sustainability and ESG

Sustainability is also becoming more and more of a priority, mainly due to issues such as climate change and new legal requirements. 43% of companies have incorporated ESG strategies into their day-to-day operations, but only 12% reward the achievement of these goals with management bonuses.

This shows that sustainability is an issue for many companies, but is not yet fully anchored for all of them.

Key challenges: from talent management to digitalization<br />

Work-life balance: aspiration and reality

Our survey makes it clear that the work-life balance of employees is a top priority for leaders: 93% consider it to be “very important” or “somewhat important”. Interestingly, only 71% of leaders see their own work-life balance as equally fundamental.

This disparity shows that some leaders need to strengthen their role model function when it comes to self-care in order to promote a sustainable corporate culture in the long term.

The most important measures for a better work-life balance

  1. Remote work and home office: 85% of companies offer alternative working methods. We see this as a clear sign that adaptable workplace designs are becoming more and more common.
  2. Flexitime models: 82% offer flexible working hours to help their employees achieve a better work-life balance.
  3. Regular appraisals: 81% of leaders also use feedback sessions to identify and adapt to employee needs.
  4. Supporting physical and mental health: In addition to fitness programs (56%), offers such as stress management courses or access to psychological counseling (47%) play a central role. These measures help to promote the long-term well-being of employees.

The 4-day week as a pilot model

It is interesting to note that 12% of companies have already introduced a four-day working week – a model that could increase productivity and employee satisfaction in the long term. This change could also serve as a forerunner for further flexible working time models.

work life balance

Strategic solutions for the challenges of continuing education and adaptability

63% of companies rely on training to prepare employees for future challenges. Larger companies in particular (over 250 employees) focus on team-building measures and employee retention programs (66%).

50% of companies also plan to adapt their strategies to be able to react more flexibly to external influences. In small companies, this figure is as high as 59%, which demonstrates their agility.

Technological innovations

In addition to the introduction of digitization strategies (40%), technical training (55%) and access to modern hardware and software (51%) are essential components of the transformation efforts. Nevertheless, only 30% of the companies surveyed have implemented an AI strategy, which indicates a great need for further development in this area.

Leadership skills 2025: humanity and technology in harmony

The leaders of tomorrow will need a wide range of skills. According to our survey, the most important skills are:

  • Communication skills (62%): Crucial for leading teams and managing crises.
  • Leadership (59%): Essential for providing clear vision and strategy.
  • Problem-solving (48%): Critical for finding innovative solutions to complex problems.
  • Emotional intelligence (43 %): This is essential for fostering empathy and trust within the team.

These skills are crucial for overcoming the challenges of an increasingly complex and dynamic working environment and inspiring employees. Leaders must not only be technically competent, but also able to guide their teams through change and uncertainty.

Conclusion: A new balance between people and technology

The results of the 2024 management survey show that leaders need to prepare for a world in which both technological innovation and employee needs are important.

Successful leadership means remaining flexible, promoting talent, and always putting employees first. Striking the right balance between efficient work processes and a sustainable corporate culture will make all the difference – for your company and for your employees.

MDI Management International

MDI Management International

MDI is a global leader in leadership development with 60 years of experience. With offices worldwide and a network of over 250 international consultants and trainers, MDI offers training and consulting services in various languages. The company designs and implements customized programs for leaders at all levels, high potentials, experts, project managers, and salespeople – locally, internationally, and globally.

ARS Academy

ARS Academy

The ARS Academy is Austria’s largest private provider of professional seminars and is represented in all federal states. Around 1,000 selected top experts from business, practice and law pass on their knowledge in around 1,200 different events to around 18,500 participants per year.

What serves you next?

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How Do You Lead People Who Don't Think the Way You Do? Do you want to listen to this article? Click here to access our AI-generated audio version!   How do you lead people who do not think the way you do? Leadership is a challenge, especially when you are not...
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Anita’s Key to Success for International Cooperation

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Self-Efficacy in Change: Why It Matters

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The Right Questions at The Right Time – Thinking From Within!

The Right Questions at The Right Time – Thinking From Within!

by Marcin Swierkocki | Dec 9, 2024 | Leadership Tips, MDI Inside, Training Insights | 0 comments

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 from feeling that I can use the potential I have been given for worthy causes.

Hence, let’s not just focus on the what and the how because this allows neither reflection nor having the right perspective. Without this, life just seems to be shallow! And that’s not the right way to start New Year…

Unveiling Purpose: Integrating Models for Lasting Impact

Discovering your “why” can truly transform your life and work. It provides a sense of clarity and purpose that fuels real motivation and helps you stay authentic, even through challenges.

It’s not just a path to personal success; it’s the heart of building something meaningful and lasting – a business or career that feels deeply fulfilling and genuinely worthwhile.

I will take a moment below to zoom in on how the two models I know from the training setup can work together. This is my interpretation, and any comments or feedback will be highly appreciated.

Unveiling Purpose: Integrating Models for Lasting Impact

The Dilts Logical Levels framework and Sinek’s Golden Circle

are both correlated, as they address the layers of meaning/purpose of human actions. Each of these models explores the why, how, and what of human actions, albeit with a slightly different focus.

Here’s how they work together:

1. Why (Sinek) ↔ Identity and Purpose (Dilts)

The Golden Circle – Why, in Sinek’s case, is the purpose and cause that drives individuals and organizations. It is the reason behind our actions, beyond the outcome, and provides us with a sense of what we do!

Logical levels – Identity and Purpose. At Dilts’, the Identity level represents ‘Who’ we are, encompassing our beliefs about ourselves and our deeper purpose. At the top of his pyramid, purpose extends to a relationship with vision and mission (in the organizational context), often linked to our contribution to a larger system.

Both frameworks represent an overarching vision and motivation, guiding everything else.

WHY WHAT HOW

2. How (Sinek) ↔ Beliefs, Skills and Behaviors (Dilts)

The Golden Circle – How, in Sinek’s case, defines the process and methods. It is how we bring purpose to life, often through unique processes, values, or distinctive characteristics.

Logical levels – Beliefs, skills, and behaviors. In Dilts’ model, Beliefs inform what we believe is possible or worth the effort (shaping the How), while skills refer to our capabilities and strategies used to implement actions. Behaviors are the actual actions taken, representing the translation of beliefs and our skills into something tangible!

This Dilts level relates to Sinek’s How as it defines our approach, skillset, and actions that make the goal achievable. Beliefs drive motivation, skills enable action, and behaviors embody these values in practice.

3. What (Sinek) ↔ Environment and Results (Dilts)

Golden Circle – In Sinek’s terms, What is the outcome, the actual product, service, or result achieved? It is what people see and is often the most tangible aspect of the organization or person’s work.

Logical levels – Environment and results. Dilts places the environment as the lowest level where the activities that shape outcomes occur. It is the place where the results are observed, evaluated, and adjusted.

Both models represent concrete, visible output experienced by others. In both frameworks, the What is a visible manifestation of deeper levels shows how purpose and beliefs are ultimately realized.

Conclusions:

Sinek’s Golden Circle

Dilts’ logical levels

Why    

Purpose and Identity

How

Beliefs, Skills, and Behaviors

What

Environment and Results

Aligning these models allows us to understand not only the outcome (What) but also the deeper motivations standing behind our actions (Why) and processes (How) that drive our behavior. This synergy is particularly useful for leaders to properly guide their co-workers and organizational development.

Marcin Swierkocki

Marcin Swierkocki

Trainer, Coach & MDI Partner

Marcin Swierkocki works as an HR business consultant who has specialized in L&D, change- and project management. He brings over 25 years of international experience in change management and operational development with him. His personal motto is influenced by Viktor Frankl: ‘Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth…’. His personal inspiration comes from his optimistic and positive character and by draining the energy that successfully supporting others gives him.

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What serves you next?

How Do You Lead People Who Don’t Think the Way You Do?

by Zeca Ruiz | 4. February 2026 | Leadership Impact, Leadership Tips, Learning Transfer | 0 Comments

How Do You Lead People Who Don't Think the Way You Do? Do you want to listen to this article? Click here to access our AI-generated audio version!   How do you lead people who do not think the way you do? Leadership is a challenge, especially when you are not...
Read More

How You Deal With Neurodiversity as a Leader

by Iris Kandlbauer | 3. February 2026 | Leadership Impact, Leadership Tips, Short Knowledge Bits | 0 Comments

How You Deal With Neurodiversity as a Leader You prefer listening to this article? You can find our AI-generated audio version below! How You Deal With Neurodiversity as a Leader What might be behind “strange” behavior in a team—and how leaders can deal with it...
Read More

Anita’s Key to Success for International Cooperation

by Jana Wölfl | 3. February 2026 | Leadership and AI, Leadership Tips, MDI Spotlight Series | 0 Comments

Anita's Key to Success for International Cooperation This blog is an excerpt from our new podcast! You can find the entire podcast episode here. Anita's Key to Success for International Cooperation In our new video podcast format, “Voices of Leadership – an MDI...
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Fostering True Workplace Commitment

by Marcin Swierkocki | 14. January 2026 | Leadership Tips, Learning Transfer, Short Knowledge Bits | 0 Comments

Fostering True Workplace Commitment Do you prefer to listen to this article? Click below to access our AI-generated audio version! Fostering True Workplace Commitment Throughout my years of practice, I've found that deep workplace commitment is achieved not through...
Read More

Marcin Swierkocki on the Full Range Leadership Model

by Jana Wölfl | 19. December 2025 | Leadership and AI, Leadership Tips, MDI Spotlight Series | 0 Comments

Marcin Swierkocki on the Full Range Leadership Model This blog is an excerpt from our new podcast! You can find the entire podcast episode here. Marcin Swierkocki on the Full Range Leadership Model In the newest episode of our podcast “Voices of Leadership | An MDI...
Read More

Self-Efficacy in Change: Why It Matters

by Anita Berger | 17. December 2025 | Leadership Tips, Learning Transfer, Short Knowledge Bits | 0 Comments

Why It Matters When Transformation Gets Hard Do you prefer to listen to this article? Click below to access our AI-generated audio version:Self-Efficacy: Why It Matters When Transformation Gets Hard Change can be exhausting.Especially when things are unclear,...
Read More

Generation Z isn’t the Problem but Our System is

by Zeca Ruiz | 3. December 2025 | Impuls series, International leadership development, Leadership in the digital transformation | 0 Comments

Generation Z Isn’t the Problem, but Our System is. Read this article on crossgenerational management by Zeca Ruiz to find out more!

Read More

From Lab to Practice: What We Learned With AI

by Rafael Ungvari | 3. September 2025 | Digital Transformation, Leadership and AI, Short Knowledge Bits | 0 Comments

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,...
Read More

How to Stay Connected: Leadership in Challenging Times

by Jana Wölfl | 28. August 2025 | Impuls series, Leadership in the digital transformation, Training Insights | 0 Comments

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...
Read More

How to Build a Psychological Safety Net at Work

by Florian Biedermann | 28. August 2025 | Best Practice, Leadership Tips, Short Knowledge Bits | 0 Comments

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:...
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