{"id":15349,"date":"2020-09-29T09:45:14","date_gmt":"2020-09-29T07:45:14","guid":{"rendered":"https:\/\/montua.metafex.io\/quo-vadis-leadership\/"},"modified":"2020-09-29T09:45:14","modified_gmt":"2020-09-29T07:45:14","slug":"quo-vadis-leadership","status":"publish","type":"post","link":"https:\/\/montua-partner.com\/en\/quo-vadis-leadership\/","title":{"rendered":"Quo vadis, leadership?"},"content":{"rendered":"<p><span data-contrast=\"auto\">We simply have to come back to the corona<\/span><span data-contrast=\"auto\">-pandemic again &#8211;<\/span><span data-contrast=\"auto\"> because it has created a situation that has never been seen before in our modern working world<\/span><span data-contrast=\"auto\"> and numerous changes have been initiated as a result<\/span><span data-contrast=\"auto\">. From one day to the next, a situation has arisen in all companies.<\/span><span data-contrast=\"auto\">that are fast and equally<\/span><span data-contrast=\"auto\">This required prudent behavior at all levels and in all areas. Task forces and crisis teams were <\/span><span data-contrast=\"auto\">called up or had to be <\/span><span data-contrast=\"auto\">be deployed first. <\/span> <span data-contrast=\"auto\">All employees had questions, sometimes fears, but in any case there was general uncertainty. This was the moment when hierarchies shifted and management took place in places that previously had no management responsibility.   <\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">Examples:  <\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<ul>\n<li data-leveltext=\"&lt;encoded_tag_closed \/&gt;\" data-font=\"Calibri\" data-listid=\"2\" aria-setsize=\"-1\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Which digital solution will we use? The IT   <\/span><span data-contrast=\"auto\">decides and implements.  <\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"&lt;encoded_tag_closed \/&gt;\" data-font=\"Calibri\" data-listid=\"2\" aria-setsize=\"-1\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">What hygiene and access rules are <\/span><span data-contrast=\"auto\">established<\/span><span data-contrast=\"auto\">? A crisis team makes specifications. <\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"&lt;encoded_tag_closed \/&gt;\" data-font=\"Calibri\" data-listid=\"2\" aria-setsize=\"-1\" data-aria-posinset=\"3\" data-aria-level=\"1\"><span data-contrast=\"auto\">How do we want to regulate communication in the team? Everyone follows the suggestion of a young colleague without management responsibility. <\/span><span data-ccp-props=\"{\"134233279\":true}\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"auto\">And so on. You can probably remember or still experience similar situations in your company on an ad hoc basis. <\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">In other companies, and <\/span><span data-contrast=\"auto\">(also) <\/span><span data-contrast=\"auto\">this is shown by a<\/span><span data-contrast=\"auto\"> <\/span><span data-contrast=\"auto\">Study <\/span><span data-contrast=\"auto\">&#8220;<\/span><a href=\"https:\/\/www.next-normal.org\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"auto\">The Next Normal<\/span><\/a><span data-contrast=\"auto\">&#8220;<\/span><span data-contrast=\"auto\"> from <\/span><span data-contrast=\"auto\">Metaplan<\/span><span data-contrast=\"auto\"> and Haufe<\/span><span data-contrast=\"auto\">a contrary movement has developed <\/span><span data-contrast=\"auto\">movement has developed:<\/span><span data-contrast=\"auto\"> Leadership through Hiera<\/span><span data-contrast=\"auto\">r<\/span><span data-contrast=\"auto\">chies was strengthened, even if previously <\/span><span data-contrast=\"auto\">&#8220;leadership impulses were set from outside the hierarchy<\/span><span data-contrast=\"auto\">n&#8221;. A <\/span><span data-contrast=\"auto\">uc<\/span><span data-contrast=\"auto\">This approach has <\/span> <span data-contrast=\"auto\">works. The combination of extreme uncertainty and clear decisions has given the hierarchy new strength. <\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">And now? How do we learn to find our way back to participation? <\/span><span data-contrast=\"auto\">n? Or, in the opposite case: How can the hierarchy secure its   <\/span><span data-contrast=\"auto\">recapture formal power?<\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">At this turning point &#8211; back to the past or off to new shores<\/span><span data-contrast=\"auto\"> or the <\/span><span data-contrast=\"auto\">best<\/span><span data-contrast=\"auto\"> of both worlds<\/span><span data-contrast=\"auto\">many companies are currently facing. As always, we locate internal communication in these scenarios and see its role here as a supporter of positive impulses that can help the company in the future.   <\/span><span data-contrast=\"auto\">whose<\/span><span data-contrast=\"auto\">  Culture and elasticity. Resilience that is necessary to   <\/span><span data-contrast=\"auto\">in <\/span><span data-contrast=\"auto\">in an environment of constant change. <\/span> <span data-ccp-props=\"{}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">You could do that:<\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<ul>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"4\" aria-setsize=\"-1\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Initiate a working group or join <\/span><span data-contrast=\"auto\">join <\/span> <span data-contrast=\"auto\">If this already exists, it should include an evaluation of the last few months. This must be done by interviewing employees, because that is where the experience is.   <\/span><span data-contrast=\"auto\">Close coordination with and connection to HR is important and correct here.<\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"4\" aria-setsize=\"-1\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">Talk to as many managers as possible to find out about their different experiences and positions. How has leadership changed? How are the managers doing? Where do structural changes need to be made?   <\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"4\" aria-setsize=\"-1\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">Communicate in important stages and organize <\/span><span data-contrast=\"auto\">organize <\/span><span data-contrast=\"auto\">the<\/span><span data-contrast=\"auto\"> evaluation <\/span><span data-contrast=\"auto\">for all employees<\/span><span data-contrast=\"auto\"> for all employees.<\/span><span data-contrast=\"auto\"> This is the only way to ensure that decisions are ultimately understood and accepted.<\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"4\" aria-setsize=\"-1\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">Create an opportunity to share opinions and experiences, even beyond the group of interviewees. The experiences of employees in relation to the last few months are intense and diverse. This requires space, from which you can also draw additional input for the future.  <\/span><span data-contrast=\"auto\">The results can be used for the evaluation.<\/span><span data-ccp-props=\"{\"134233279\":true}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"4\" aria-setsize=\"-1\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">Re-evaluate all IC measures and tools with a view to the changes in the corporate culture. What no longer fits? What needs to be created?  <\/span><span data-ccp-props=\"{\"134233279\":true}\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"auto\">No matter<\/span><span data-contrast=\"auto\">,<\/span><span data-contrast=\"auto\"> in which direction the management culture in your<\/span><span data-contrast=\"auto\">company will develop &#8211; internal<\/span><span data-contrast=\"auto\">nternal communication can use its most important asset to point out necessary developments and to work together with other areas such as<\/span><span data-contrast=\"auto\">together with other areas such as<\/span><span data-contrast=\"auto\">  HR to initiate the right measures. Your most important asset is the ability to create genuine connection and trust through good communication. The basis for any functioning    <\/span><span data-contrast=\"auto\">Relationship and organ<\/span><span data-contrast=\"auto\">i<\/span><span data-contrast=\"auto\">sation.<\/span><span data-ccp-props=\"{}\"> <\/span><\/p>\n<p>Copyright lead image: Erik &amp; Niklas\/Unsplash<\/p>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Lesedauer<\/span> <span class=\"rt-time\"> 2<\/span> <span class=\"rt-label rt-postfix\">Minuten<\/span><\/span>We simply have to come back to the coronavirus pandemic &#8211; because it has created a situation that has never been seen before in our modern working world and has initiated numerous changes.<\/p>\n","protected":false},"author":8,"featured_media":14720,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[205,211,210,209,207,208,206],"class_list":["post-15349","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nicht-kategorisiert","tag-change-en","tag-change-en-2","tag-crisis","tag-hierarchy","tag-internal-communication","tag-leadership-culture","tag-new-normal-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Quo vadis, leadership? 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