Curious? More at:
- Name: HR Business Partner Qualification from ILD.
- Age: 10 years plus (year of birth 2012/13)
- Graduates: well over 100 HR professionals from well-known organisations (SMEs to global corporations) from various industries
- Format: open intensive format (in cooperation with bbw University) and company-specific in-house format
- Delivery: Present, online and hybrid event, in German and English language
Thank you for the trust you have placed in us and the consistently positive feedback and references.
The future of HR is customer-centric, business-oriented, digital and AI-supported. A good reason for a new edition: Start of our HR Business Partner Qualification on 28.09.2023!
What do you see? I see a world in search of sustainability, clarity, peace and security, holistic future and environmental concepts and their realisation. A list I could go on for hours.
The need for ideas, for the courage to be clear, the focus on solutions and consistent action is great. And yet, too often people deliberately act in an unclear and thus noncommittal manner, fueling insecurities, looking at what is divisive and penetrating cherished ideas. The result is often insecurity and a lack of acceptance, a counteraction instead of a togetherness. As if there could still be consistent individual solutions in this day and age and overarching challenges could be solved in detail-loving perfectionism and against each other.
We seem to have forgotten how to ask the right questions, how to really listen, how to focus on essential goals and, above all, how to look for solutions together. In my opinion, shaping the future today means reflecting openly and honestly, struggling and arguing for the best solution in the team and as a team. It means creating a culture of cross-cutting cooperation and effective leadership to tackle the big challenges, to courageously try new solutions together and to learn from mistakes.
Lack of conflict competence celebrates the status quo, the ego, focuses on the problem and not the solution. Lack of conflict competence undermines overarching cooperation and effective leadership.
We should learn again to be mindful of each other and to argue constructively and manage emotions. But it also means being clear, drawing boundaries and acting consistently. It means focusing on a common solution and winning my conflict partner over to it. To do this, we first have to get away from ourselves, away from defending our own point of view, towards the conflict partner, in order to have the chance to understand the conflict better. Arguing constructively means taking the other person seriously. We have to learn again to really take the other perspective and to look for common ground and not just pretend. Constructive conflict behaviour is exhausting, costs time and nerves. We have to overcome our insecurity in conflicts and take action.
In this sense: Let’s argue constructively for all it’s worth. Let us act with appreciation. Let’s take our time and approach conflicts proactively, let’s make the first step. Let’s listen actively, let’s ask questions in order to understand better and create more clarity. This is how we earn the trust of our conflict partner to be truly interested in a joint solution. Let’s talk about our emotions and what they do to us and the conflict. Let’s see conflict as an opportunity for further development! Let’s conflict! Translated with www.DeepL.com/Translator (free version)
Digitalisation has greatly changed the way we work in recent years. Especially in HR, there are more and more possibilities that can make work easier and faster. One of these possibilities is the combination of AI-supported recruiting and profiling-based assessment centres (AC).
AI-supported recruiting ensures that only the most promising applicants are invited to the assessment centre. This saves time, money and resources. Afterwards, the results of AI-supported recruiting can be verified and deepened through the profiling-based assessment centre. The use of scientifically standardised and evidence-based diagnostics on individual core competences provides information not only for matching with the requirement profile for filling the position, but also for “matching” in the future team and the culture of the organisation. In addition, the use of profiling strengthens the candidate’s self-reflection. So it’s a win-win for both sides. By using different AC elements, candidates also have the opportunity to demonstrate their competencies and skills in various situational and competency-based simulations.
The interaction of AI-supported recruiting by NAWIDA with the profiling-based assessment centre or development centre of the Institute for Leadership Dynamics (ILD) offers you the opportunity to improve and accelerate the recruiting process. You can save time and resources while ensuring that the best candidates are selected. In each of our processes, the focus is on issues such as clarity for decisions as well as appreciation and development impulses for the candidate.
“My board colleague Daniel Mohaupt and I have once again worked with the professionals from ILD on their professional selection process for filling 2 important key leadership positions. 5 candidates learned a lot about themselves in an assessment centre and showed us a lot about themselves. They felt very comfortable in the process. We ourselves, were very convinced by the methods and profiling of ILD EvaluationHours. We were also able to get a very good picture of each individual applicant, both internal and external, and make a good decision. Thanks to ILD (Frank Strathus, Arndt Kempen, Kirsten Strathus), we can only recommend both your methods for personnel selection and the profilings!”
Grit Westermann | Chairwoman of the Board, PSD Bank
Leadership Dynamics GmbH
phone: +49 / 30 / 235 777 50
fax: +49 / 30 / 235 779 33