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Open Minded Posts

Steigerlied. Glück auf!

Seit Anfang des Jahre beschäftige ich mich wieder intensiv damit Musik zu machen. Jetzt habe ich beschlossen dem Steigerlied einen neuen Anstrich zu verpassen. Auf dieser Seite werde ich das ganze Dokumentieren. Wenn ihr das hier also lest, dann lohnt es sich bald nochmal wieder zu kommen, denn es wird mehr zu hören kommen. Versprochen.

Zunächst habe ich versucht ein hübsches arrangement für Gitarre zu basteln. Ihr könnt es hier als PDF runterladen oder auf SoundSlice direkt mit dem üben beginnen.

Das Steigerlied in A wie Arschleder.
Zum selbst- und mitspielen…

Lasst mich wissen was ihr davon haltet. Und gern mal hören, wie’s bei euch klingt.

In Kürze mehr…

Company Culture: The Messy Kitchen Fallacy

Many offices have a messy kitchen. And whenever there’s a messy kitchen, there are people complaining about it. In chat rooms, during lunch, at company meetings, on signs in the kitchen… you name it. “Your mom doesn’t work here!” they yell. And while we are bothered with how difficult it seems for others to keep the kitchen clean, we ignore the real reason behind all this: The company culture.

A Lack of Ownership. About Pyramids and Teams

The team has to take ownership! That’s what they all say. And they don’t understand, why the team doesn’t. They take ownership themselves. And they told the team to do the same. Yet, it’s not happening. We probably need a new team, this one is useless…

I personally witnessed a gazillion cases like this. People are concerned that software developers don’t deliver high quality or employees don’t keep the kitchen clean. And everything in between. When you think about it, you can probably come up with similar examples from your reality.

But what to do? The underlying concern regarding other people’s behavior is very reasonable. More often than not we judge behavior without thinking about the motives behind them. We forget to look into the underlying reasons for behavior. That’s what humans tend to do, see the ‘what’ and not the ‘why’.

Cross-Cultural Competence

We live in a globalized world. Interacting with different cultures all the time. And it is becoming more and more important to be able to deal with this. Cross-cultural competence is what HR calls it in employment ads. What they mean is, you should be able to successfully collaborate with others from different cultures. And no, telling them what you want, is certainly not the right way. It’s way more complicated than that… 

Karsten in der Soccer City. Teil 3: Der Weg zurück

Soccer City, das größte Stadion in Afrika und die Nummer 12 in der Welt (laut Wikipedia, Nr. 4 wenn wir American Football Stadien nicht mitzählen). Und bei der vielleicht meist beachteten Paarung Südafrikas war ich mittendrin. Nach vielen aufregenden Momenten auf dem Weg hin und während des Spiels, musste ich ja aber auch noch zurückkommen…

Don’t be so theoretical!

This goes out to all change agents, all teachers and coaches, everyone that tries to introduce a paradigm shift of some sort. Be it helping a society to understand the value of diversity, or helping a company to understand the need of transformational leadership, or helping a team to organize differently (#agile), or helping your clients (or however you want to call the people you’re dealing with) to do their work in a different way… Whenever a person claims for something to be too academic, you’re doing something wrong! 

Leadership – What it is and how it should be done

I work in a company, where we have team leads, supporting the employees to develop and making sure that this development is aligned to the competitive goals of the company. I’m sure you can relate to this one way or the other. Maybe it’s a line manager or a department director or whatnot. That however is the leadership I want to discuss here. Not the leadership of a CEO towards the whole organization or the leadership of HR managers defining the development structures of an organization.

Diversity vs Patriarchy – Let’s catch the next Wave!

Recently, I attended a conference dealing with organizational change. One of the sessions there was about human resources (HR). This is the department of an organization that is supposed to support individuals within the organization. Here people were talking about how to evaluate the skills of employees, how to train them and the role of leadership in all this. At one point during this session a young woman from the audience got up and confronted a high-ranked HR manager from a large German energy provider, also female, with an interesting subject.

The young woman said that she was at the very beginning of her career. She recently read that a study, which shows that the careers of women are often hindered by other women, not so much by men. This sounded counter intuitive to her, as she thought women would support each other.