Future For Companies: Creating An Innovative Work Structure And Leadership Culture

After the pandemic, the economy is expected to be buzzing: Economic researchers expect the unemployment rate to fall to 5.3 percent as early as 2022 and thus almost match the pre-crisis level. For companies, this also means that they must continue to look after their employees intensively to motivate them for the future and position themselves as a good employer.

For companies, this means that they still have to look after their employees intensively, even if the focus is of course on many other topics at the moment. Globalization, internationalization, Europeanization: the demands in the business world are growing steadily. This, of course, also affects the team and employee management. In a transparent, digital world with cross-border projects, intercultural tasks, and the need to combine numerous skills in everyday professional life, the old school lone warrior has had its day.

The so-called German job miracle had come to a halt due to the Corona crisis. But that doesn’t mean that things will not go up again. Therefore, companies still need meaningful and innovative solutions to face the change in the understanding of the world of work and workplace design and thereby modernize structurally and prepare for the future.

The working world of the future is coming. This leads to multiple challenges for companies: those responsible have to prepare for the new economic upswing with the employees, deal with the growing shortage of skilled workers and tackle the reorganization of the world of work.

The corona pandemic will not shake the foundations of the economy and society. But the experience of the crisis will change specific structures because many people have recognized that professional freedom and flexibility are essential factors for quality of life.

These wishes for freedom and flexibility must be implemented accordingly in team structures. Organizations often suffer from the fact that employees and managers do not deal with each other dynamically and cooperatively and lack the necessary respectful and trusting communication.

It is no longer sufficient for lasting entrepreneurial success if the employees and managers are well trained and are familiar with their respective fields, and have experience and contacts in it. For projects to succeed and satisfaction at the work and management level and between the hierarchies, there must be communication, trust, acceptance even for unpopular decisions, and the exact allocation of competencies and responsibilities.

The soft skills of the members of an organization must be trained so that real team skills and the motivation to work together for success arise from them. If this is not the case, companies can ultimately fail. Therefore, leadership culture, employee motivation, and team cooperation must be sharpened and promoted.

Through the targeted use of adventure and experience education, new ways of acting can be developed, and potential for everyday professional life can be raised. “The transferred loss is only about 20 percent. Through this experience-oriented approach, what has been learned can be used in the long term. Action-oriented concepts from experiential education lay the foundation for long-term team development, which in turn leads to higher motivation,

Using individual coaching, seminars, and consulting programs, Thomas Sablotny, and his team accompany companies very closely in achieving their goals in terms of team and organizational development and the creation of respectful communication according to specific, long-established models and systems.

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