Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part three of a series of three posts (find part I here, part II here) describing my main learnings from the course.
Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part two of a series of three posts (find part I here, part III here) describing my main learnings from the course.
Almost a year ago I have taken on my first formal leadership role as team lead. I have had experience from informal leadership roles (project leader, central function position) in cross-cultural contexts and some theoretical knowledge on cross-cultural management. Now I was curious about the concept of leadership in cross-cultural settings and enrolled in a university course on that topic. This is part one of a series of three (find post II here and post III here) posts describing my main learnings from the course.
I did it again. After 6 ECTS in a summer school course covering the brain & behavior, I took a 15 ECTS distance course covering neuroscience basics. Along the way, I documented insights which challenged my knowledge and practice in human resource management and beyond. This post consists of three parts: first, I shared the most insightful questions and answers from my course, second, you will find some of my general reflections and finally, you can find a section with recommended further resources. Enjoy!
Disclaimer: As a neuroscience professional you might find these basics mundane and simplified, if even incorrect. In case of the latter, please reach out and support me in my learning process.
Does technology determine how we work or should we determine how we want to work with technology? Maybe it’s a combination of both, a symbiotic relationship? Recently, digital behaviour change has been in focus of human resource professional discussions. HR is supposed to drive and support this behaviour change to fully embrace a company’s digitalization journey. “[…] Implementing a digital solution is one thing, to change people’s behaviour to use and like the solution is another.”, wrote an HR professional in a social media feed.
Here’s a balancing perspective.
I love to get some inspiration from a range of events, be it presentations, seminars or network meetings. Most of them come with a mingle-part in the beginning, in the end or both. I have always felt the pressure to make meaningful contacts during those mingles. Until I realized that sometimes it can be as meaningful to sit out the contact phase and be for yourself a bit.
In a increasingly global world with applicants from all over the world, understanding international degrees becomes more and more important. Applying abroad with a German dual corporate Bachelor degree (“Duales Studium”) made me aware that what is regarded as competitive study program in one country might not be seen as such in another. Here are three common misconceptions I faced during my application processes.
During my Master studies I particularly enjoyed learning about digital tools for learning and communication. This was tighlty connected to research methods, and how to investigate digital learning environments with respect to their effectiveness. Now, some years later, I lead and consult projects about exactly this: developing tools which support employees in their learning and development process. I felt that it was time to update my user experience and human-computer interface knowledge and skills to become even better in my role and to have a stronger impact on the project results. That’s why I enrolled in Human-Computer Interaction as a freestanding course at Uppsala University. It was a project-based distance course, where I was able to work on my own desgin project throughout the course. I admit that I am not a born designer, but it was a valuable learning experience which inspired me both from a content and a methodical perspective.Read More »
I could look up you name in the job posting but I am writing so many applications that I keep loosing track of the hiring responsible.
Anyways, I thought the position sounds interesting. I would love to write something outstanding about my perfect fit. But your job posting reads exactly the same as all the others. I don’t really know how to make my cover letter special but I know I am the right one for the role.
And my fit for the company? 100%. Because you have a great company culture and you focus on people. I am a great human being.
I have exactly the years of experience you are asking for. No matter what I have taken away from these years or not. I have them. Trust me.
Of course I can work with all the weird internal tools and systems which you developed yourself. Nobody else uses them but I hacked into your company network to find out that they have the same features as the common ones on the market.
You do project management completely different? Well, then you are doing it wrong but I am happy to learn it your way.
In all your e-mails to follow I will overlook the myriad typos and grammar mistakes. You insist me to be fluent in three languages while you cannot properly communicate in one.
You will most probably call me out of the blue to ask me numerous questions and cannot answer one business related question yourself. That’s okay. I know you are working on several hiring processes in parallel. And I can relate to that.
I’ve several other application processes ongoing and as soon as you tell me where I am on your shortlist, I am happy to share details about my processes as well.
One in a million
PS: You might have other open positions and you will ask me for which role I fit best. With all the cold calls, online tests, un/structured interviews and case studies you will put me through – why don’t you tell me?
Nova is a global talent network, which I joined in December 2015. The Nova Experience is a weekend where about 40 selected network members from all over Europe gather to share, learn and connect.
I still remember that it took me a while to decide if I wanted to go. It was August 2016 and I was commuting back and forth between two countries. In the end I went and it was one of the best decisions that year. My take-aways from the Nova Experience 2016 (theme: “How can a global talent network make Europe a place for everyone?”) where that there are so many talented people in the world which we need to provide with great opportunities, that I don’t want to compromise on my values and that individuality is weird at times.