Leadership and Management

You delegate tasks to your employees, but they don't complete them to your satisfaction. However, an unsatisfactory result serves as a learning or training opportunity for the employee.

The level of management you provide your employees depends on their skills and motivation. However, highly motivated employees often overestimate their skills and seek tasks or positions for which they are not yet competent. In this micro-learning course, you will learn how to react appropriately in this situation and, most importantly, how to appreciate your employees.

Managers often have to deal with unrealistic expectations of perfection on the part of their employees or colleagues. In this micro-learning you will learn how to reduce these expectations and develop a leadership style that is authentic and creates an environment of trust and collaboration.

To avoid mistakes, a functional feedback culture and open communication are just as important as the joint exploration of possible causes. This micro provides impulses for that.

Ensuring equality doesn't involve imposing rigid one-size-fits-all solutions. This micro explains how fairness and respect can be integrated into team dynamics while considering the individual needs of each team member.

Managers always have to prove themselves to some extent. The situation is intensified when young managers face more experienced team members. This micro provides tips to less experienced team leaders.

When the company is in crisis, fear often spreads among the employees. Find out here how you, as a leader, can address concerns and apprehensions.

Changes create uncertainty. Changes associated with digital innovations generate even more uncertainty. In this micro, you'll learn how to support your employees in embracing digital progress and working with it instead of against it.

A wry look, an offhand comment—on a bad day, it's enough to make you feel insecure around your male colleagues. In this micro-learning, we will show you how to build your confidence as a female leader and develop solutions to these problems.

Establishing a strong connection from a distance poses its challenges. The key is to engage regularly with your team members to foster a genuine bond.

Regular check-ins, status reports, and collaboration platforms can help keep home-based workers engaged.

This micro will show you the best way to deal with someone on your team who is spreading negative emotions that are affecting other members of your team.

In order to be assertive in a leadership position, it is important to confidently communicate one's professional competence and to foster empathy and open communication in the team.

You feel that your team member is absolutely not happy with the current state of affairs in the company. If you are open about your observation, you can find a solution together.

If you want to find a good balance between being assertive and empathetic, the best way is to focus on authenticity and appreciation for the other person.

Leaders need clear personal/professional boundaries that are comfortable for them and their team members.

You want to appreciate your employees and praise them for their work. In this micro-learning, we will show you how to give praise that is specific, sincere, appropriately addressed, professional, and individualized.

Here's how to support your employees when they feel company goals are unrealistic.

If someone in your team applies for a promotion and you don't see that they have the potential, then you should give them clear and development-oriented feedback. In this microlearning you will be shown how to do this.

Change triggers uncertainty, doubt and resistance in many of your employees. However, behind resistance, there is always an underlying cause and emotions that can be addressed through communication. We show you how to address the fears and needs of your employees in order to open them up to change.

Praising employees is an important part of a positive corporate culture. You promote motivation and commitment in your team.

With measurable, scheduled, ambitious Key Results, you and your team will succeed in achieving your goals.

With OKR you learn to formulate your goals in small, flexible units, to communicate them transparently, and finally to achieve them with the help of key results.

Whether you're just building your team or they've been working together for a while, you can build team spirit at any stage. The team development model can help you find the right approach.

This micro provides practical tips for more effective collaboration based on five basic rules for hybrid teams.

As a lateral leader, you operate in a complex environment with many stakeholders. This provides opportunities for conflicts that need to be resolved.

Lateral and disciplinary leadership differ in terms of the role, tasks and authority of the leader. This micro shows you what distinguishes lateral leadership and how to get started with lateral leadership.

With the right lateral leadership instruments, you can successfully lead, manage, and motivate your project team without being a supervisor.

The four rooms of change describe four emotional phases that a person typically goes through during a change. Get to know the model so that you can better meet your employees individually and successfully accompany them through change processes.

Today, many teams are hybrid, meaning some employees work on-site and others remotely. Learn here how you can ensure strong cohesion in your hybrid team despite this physical distance.