Inspiration to learn about yourself

In his book Cultures and Organizations , Geert Hofstede writes, for example, about differences in education across cultures. In this regard, the part focusing on the dimension “power distance” is, not least, interesting. I reflected further upon what Mr. Hofstede wrote – including thinking about the experiences I have had throughout my own life – and came to think of some more aspects. I would like to ask you which type of education you think is the most efficient, i.e. in which education situation (1 or 2) you think people will learn the most? And why? Situation # 1: The small-power-distance situation In the small-power-distance situation, teachers expect initiatives from students – during seminars in physical locations as well as on the Internet. In other words, students are seen as participants that get actively involved in their education – for example by trying out new knowledge at work, and by bringing their personal working experiences into the education situation. There is focu...

In this paper , you can, for example, read this – which is consistent with more research: * companies with strong cultures have greater than average levels of return on investment. * companies with good reputations perform financially well. * companies with strong cultures also have a higher reputation. Interested in knowing more about reputation? If yes, then take a look at, for example, this blog . Also, visit Technorati . Do you have some good examples of companies with strong cultures and good reputations that perform financially well?

Across sub-Saharan Africa, thousands of people die every day from malaria, tuberculosis, HIV/AIDS, and other preventable and treatable conditions. Africa bears 25% of the burden of disease around the world, yet has only 3% of all health workers. Millions of people across the continent thus suffer needlessly, because they cannot obtain medical care from trained personnel. In this article , 3 persons working for McKinsey & Company propose some advice for what to do about the heavy problems. For example, they write this: “Community health workers, another type of paraprofessional, can also help meet Africa’s health delivery needs. These workers receive much less training (a few hours to several months) than a substitute medical doctor does. Providing relatively simple, yet equally invaluable, services, they support rural villages with a wide variety of basic services, such as hygiene, sanitation, reproductive health, first aid, and, in some cases, vaccinations and rudimentary interve...

On Wikipedia, I read this about Africa : - Africa is the second largest and second most populous continent in the world – after Asia. - The climate of Africa ranges from tropical to subarctic. - In Africa, there are many different wild animals. - Africa has several natural resources. - More than 1,000 (one thousand!) different languages are spoken in Africa – including English and French. - Many world class runners come from African countries. Here is some more information about Africa from oecd.org , worldbank.org , and from nytimes.com . I came to think of some questions for you: * What do you know about Africa? * What experiences have you had with people, who come from Africa? * Which products from Africa have you bought recently?

3M is an example of a company with an innovative culture. In this interview , Larry Wendling of 3M explains the company’s principles of innovation. Mr. Wendling also gives some examples of how the principles of innovation are lived out. Note, for example, the "poster sessions" that generate new ideas. Have you tried out a poster session at the company, you work for?

An interesting initiative of Helsana is the company’s virtual employee “Vera Clever”. Through the interactive assistant that you’ll find on Helsana’s website , Helsana invites people to communicate/chat with the company directly through the website. Another example of a company that uses an interactive assistant is IKEA . At IKEA, the name of the interactive assistant is “Anna”. There are more advantages of using an interactive assistant. For example, customer service can be improved, and customer service costs can be reduced. Interested in knowing more about interactive assistants? Then stop by here . Do you have experience with interactive assistants like the ones mentioned above? If yes, what effect/influence does a tool like this have on the culture of the companies? What happens to the way employees/managers do things after the company starts to use an interactive assistant on the website? It would be really super if you have some concrete examples. Thanks in advance.

In this interesting article , 3 persons working for Deloitte explain why it’s a good investment for companies to professionally manage their cultures: Companies that actively manage their cultures outperform similar companies that do not. They create more value for shareholders. And they contribute more to the growth of the economy. The authors also communicate concrete tools that can be used to change a culture. For example, they mention management and communication, IT systems, organization, office layout, and compensation. What do you do to move the culture of the company you work for in a certain direction? It would be great if you could come up with a concrete example.

Being asked to give an example of a "sticky idea", Mr. Chip Heath responded: “John F. Kennedy, in 1961, proposed to put an American on the moon in a decade. That idea stuck. It motivated thousands of people across dozens of organizations, public and private. It was an unexpected idea: it got people’s attention because it was so surprising - the moon is a long way up.” Effective communication can change the way people think and behave - and thereby change culture. To communicate effectively, make sure your message is simple , concrete , and surprising . Interested in knowing more? Then read this .

In a recent poll, I asked the question: “What is more important to you: Collaboration or competition?” All of the 13 people, who participated, voted for collaboration . 1 person voted for both collaboration and competition. Reflecting upon this poll result, I came to think of a couple of questions: 1. How would you characterize the culture of the company you work for: As one that promotes collaboration among employees/managers as well as with external partners, or as one that promotes competition among employees/managers? If you can, please give an example. 2. With which culture will a company create more value for the customers?

What do you think characterizes a good transcultural leader? Get some inspiration for your answer by watching/listening to this interesting interview with Mr. Frank Brown, INSEAD . Are you more curious? Then have a look at this .

Do you want to get a quick overview of changes across the world’s continents during the last 40-50 years concerning, for example, income, family size, and the number of years that people live? If yes, then have a look at and listen to this extraordinary 20 minute presentation by Mr. Hans Rosling .

Switzerland is an example of a multicultural country. More than 20% of the people living in Switzerland, which ranks as number 2 on the recently released Global Competitiveness Report of the World Economic Forum, come from other countries. Switzerland is a patchwork of four linguistic regions: German, French, Italian, and Romansh-speaking. This fact made me think of which language would be the best one to use for people, who work together on an assignment / a project across these regions. What would your advice be: Should the people working on the assignment use one of the 4 local languages mentioned above or a different language? It would be great if you could tell about any experiences you may have.

At a recent seminar here in Switzerland, I asked the participants the following question: What would you point out as the most important value for how we are going to work together? After reflecting individually about the question for a couple of minutes, several participants wrote down the value openness . In fact, openness was the most frequently mentioned value. This focus on openness corresponds well to what the new CEO of A.P. Moller - Maersk , Mr. Nils Smedegaard Andersen mentions as being of importance. Source . In your opinion, what does it mean for a company to be open? In other words, what should employees/managers do to live out the value openness?

On a recent poll, I asked the following question: “Of these 4 initiatives, which one is the most efficient to make a culture more innovative?” 1. Let the manager of the company start a blog. 2. Recruit a manager from outside the company. 3. Reduce the number of organizational levels. 4. Break down the walls between the departments. Of the 21 persons who voted, 42% voted for initiative # 4: Break down the walls between the departments . In second place came initiative # 3: Reduce the number of organizational levels. Ladies and gentlemen, girls and boys, women and men: How about trying it out? Do you have other ideas to make the culture of a company more innovative?

Are you tired of inefficient meetings – meetings that take a long time and/or bring few results? If yes, here’s an idea to speed up efficiency and innovation in various kinds of meetings: Try using a facilitator/moderator to manage your next meeting. | View | Upload your own How is the meeting culture at the company, you work for?

Here’s one to keep your laughing muscles fit :-)

I’d like to ask you about your experiences with communication – including the communication with people from different cultures, i.e. company cultures and/or national cultures. How have you reached the best results: Through dialogue or through discussion? If you know about a 3rd “communication dimension”, you’re also very welcome to share your thoughts about this. Thanks in advance. | View | Upload your own