Die CONUFACTUR -
Models, Guiding Principles & Publications
Trust-centric leadership Model ®
In the Trust-Centric Leadership Model, trust is the core value. It forms a flywheel in which every element revolves around trust and measurably increases it. The model combines 6 key elements that are directly related to each other: Trust, commitment, productivity, profitability, belonging & talent.
The Guardiola principle, based on the well-known Champions League star coach Pep Guardiola, is an organisational and leadership concept developed by us. It has the claim to offer solutions. Especially with regard to the digitization of business models, processes and teams.
Why we are walking towards dissatisfaction on the home straight
Gone are the days when work was just work. A means of survival. A job. Work is described as an identity-forming characteristic, prophesied as fulfillment. The occupation is to become a vocation. Old Work becomes New Work - stable too agile. Words like these dominate the newsletter and LinkedIn pages of the management and personnel scene.
How motivation can keep you from failing!
When it comes to founding your own business, motivation has to last longer than hours, weeks, or even months. In a perfect world, the entrepreneurial motivation should be deeply rooted in your personality. With motivational structures, we are talking about something deeper, more influential and sustainable then those “YES! YES! DO IT! DO IT!” clips.
AI in HR: 5 reasons, why Human Resources should work on Artificial Intelligence
Artificial intelligence could revolutionize human resources work if we get involved.
How can that work? Do robots really have to replace our HR departments? The department that presumably lives on personal contact and humanity like no other? Will our HR departments become impersonal and robotic in the future?
No - is the short summary!
More effective teams through psychological safety
Are you trying to create the best conditions for your employees and still have the feeling that the teams are not able to perform to their full potential? With this feeling you are probably right! You are even in the best of company. In 2015, Google was interested in the same phenomenon: why do some teams perform better than others even though they have almost identical prerequisites?
Do my people actually work in the home office?
With the worldwide spread of Covid-19, a time has dawned that will change many things - privately, professionally and socially - forever, whether we like it or not. How the change looks like, however, is up to us.
How do we perceive social contacts, how does it feel to be involuntarily separated from one's family, what value do "the others" have in our lives and how can we work together in the future? Is the physical office a sustainable model?
The Pitfalls of
First of all: e-learning can be fun, motivating and at the same time have a lasting learning effect. If you have had other experiences so far, you are like many others. In most cases, it is the same motivation and effectiveness killers that run through the virtual learning scene. At this point it should be said: Designing effective e-learning is not magic, as long as you ask yourself the right questions.
The cocktail for successful and sustainable change processes
Imagine walking with a group of hikers in the Peruvian Andes. The challenging hiking trail takes you through unknown landscapes, past breathtaking natural formations and steep slopes. However, the guide is only focused on how far it is to the next hut or waterhole and what or how much water and food there is.
Articel Cost of distrust
They have certainly often been offered training to strengthen the ability to work in a team or to improve trust. You are probably also aware that trust is important in the company, especially with regard to your employees. But have you ever figured out how much effective costs you will face with a lack of trust? How much would you invest to improve trust in your company? We have made this calculation once.
Review: Leadership Intensive Demo Day
The following article will give you an insight into our first Leadership Intensive Demo Day and provide you with background information on our Leadership Intensive®.
Conclusion: In our eyes and according to the feedback of the participants, the Demo Day was a complete success. The HR managers were not only able to get to know us as a team personally, but also to test our methods themselves. Personal, non-binding and connected with a lot of fun & networking.