Führen mit Lob – Wertschätzung und Anerkennung zeigen
macrolearningLeading with Praise—Showing Appreciation and Recognition
Leading with Praise—Showing Appreciation and Recognition
Employees want praise and recognition - for what they accomplish every day, but also for good decisions, success and stressful work phases. Recognition is an important tool in social interaction: it not only motivates, it also shows us that we are doing something right and performing our tasks well. When confirmation is lacking, it usually affects not only the employee's satisfaction, but also their job performance. How do you manage to adequately recognize the work of your employees? How can you show appreciation to your employees? And how can you also show this to yourself? These are the questions addressed in this e⁠-⁠training course.
Fluktuation aktiv senken
macrolearningActively Reducing Turnover
Actively Reducing Turnover
The focus of this training is to prevent and counteract flighty attitudes among employees. To this end, the e⁠-⁠training provides food for thought on positive employee retention, insight into common motivations for changing employers and possible countermeasures that managers can take. This is why this training first looks at the different types of turnover. It then explores the question of what makes an attractive corporate culture and what employees expect. The training also covers everything from successful recruiting and onboarding to the exit interview. This e⁠-⁠training helps you understand turnover and its positive aspects. Furthermore, it gives you tips on how managers and HR can pragmatically approach the issue of turnover while actively reducing this issue in your company.
Bindungskräfte entfalten – Mitarbeitende zu Partnern machen
macrolearningUnleashing Commitment Potential—Turning Employees into Partners
Unleashing Commitment Potential—Turning Employees into Partners
Human beings have a strong need for connection and belonging. We want to be "allowed to play," to be part of a group, to be valued, to help shape things and at the same time to feel a sense of responsibility to the task and to the group—both personally and professionally. If your employees do not feel that they are allowed to "play along", this has a direct negative impact on the performance and competitiveness of your company, i.e., on the success of the company. That's why this e⁠-⁠training focuses on how you can make your employees feel like they're in the game and keep them engaged. As a leader, you play an absolutely key role in this and can actively work on various commitment factors that research and this e⁠-⁠training will provide you with. So, off you go!
Herausfordernde Gespräche mit Mitarbeitenden souverän meistern
macrolearningMastering Challenging Conversations with Coworkers with Confidence
Mastering Challenging Conversations with Coworkers with Confidence Mastering Challenging Conversations with Coworkers with Confidence
There are conversations with employees that the manager knows in advance will be challenging. This may be because an employee has behaved inappropriately or because an employee has been absent without giving advance notice. Managers often stumble into the harmony trap during these discussions: They are afraid to call criticism by its name and unnecessarily put employees on the spot. In challenging conversations, however, that is exactly what is needed: transparent communication and an open attitude towards challenges. Other managers, on the other hand, find it difficult to remain respectful and keep a cool head in difficult situations. This behavior also prevents constructive discussion and successful conflict resolution.
Gespräche mit Mitarbeitenden konstruktiv und nachhaltig führen
macrolearningConstructively and Sustainably Conducting Discussions with Employees 
Constructively and Sustainably Conducting Discussions with Employees 
Performance reviews are a key leadership and human resource development tool. Nevertheless, many managers do not necessarily associate them with positive things, often perceiving them as unpleasant and spasmodic and their counterpart sometimes as unmotivated or nervous. This does not have to be the case. When conducted in an appreciative and goal-oriented manner, employee appraisals offer lasting benefits: They ensure an effective two-way exchange of information and play a key role in shaping the relationship between employees and managers. In this e⁠-⁠training, participants learn about the potential of well-managed employee appraisals. They learn how to best prepare for, conduct and follow up on an appraisal interview – on-site or virtually. 
Typgerecht führen
macrolearningType-Appropriate Leadership
Type-Appropriate LeadershipType-Appropriate Leadership
Everyone is unique. Nevertheless, we always see similar personality traits in different people. Type models help us to understand people better as they simplify a complex world. In your role as a manager, you deal with a wide variety of employee types and should know how best to deal with whom. So that all employees in your team can fully use their potential, it is important to address them individually according to their personality or personality type, to understand them, challenge them and develop them. Type-appropriate leadership enables you to do exactly that. You can assess what type of person your counterpart is and then accurately select the strategy from the repertoire of actions to help to understand them in the best possible way. This way, you not only succeed in responding to individual employees in a way that is appropriate to their personality type but also in forming teams in such a way that similarity has a mediating effect and difference has a stimulating effect.
Diversity & Inclusion – Vielfalt führen und fördern
macrolearningDiversity & Inclusion—Facilitating and Promoting Diversity
Diversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting DiversityDiversity & Inclusion—Facilitating and Promoting Diversity
The majority of companies are now making a deliberate decision to favor diversity. International cooperation, demographic changes, women in management positions and individuality in the workplace — the general conditions for professional and private life have changed and there is a demand for tolerance and respect in our diverse society. But what does "diversity" actually mean? What are the advantages of diversity for a company? And how can managers promote this diversity step by step and establish it as an integral corporate value? That is what this e⁠-⁠learning course is all about.
Feedback geben
macrolearningGiving Feedback
Giving FeedbackGiving FeedbackGiving FeedbackGiving FeedbackGiving Feedback
In this e⁠-⁠learning, participants get to know the model of the Johari Window. It shows the difference between the perception of others and the perception of oneself. The Johari Window clarifies the "blind spot" and shows why the "secret" will remain a secret. This course teaches that "giving feedback" does not mean "praise" or "criticize". Rather, it is about being open to self-perception through feedback from outside.
Aufgaben delegieren
macrolearningDelegating Tasks
Delegating TasksDelegating TasksDelegating TasksDelegating TasksDelegating Tasks
Delegating is more than just "do it"! Participants will learn which tasks can be delegated in principle and which ones must not be passed on under any circumstances. They learn to develop requirement profiles in order to be able to assign respective activities to appropriate employees. Additionally, learn the four stages of the delegation discussion, avoid back delegations, and learn to check agreements and deadlines.
Das Bewerbergespräch führen
macrolearningConducting the Interview
Conducting the InterviewConducting the InterviewConducting the InterviewConducting the InterviewConducting the Interview
New employees will take on important responsibilities, and influence the working atmosphere and team dynamics. Therefore, the selection and hiring process should be given sufficient consideration. In this e⁠-⁠training, learn how to conduct professional, goal-oriented interviews with applicants. You will learn how to create a job description step-by-step, develop a requirements profile from the job description, prepare interview guidelines, and then conduct the interview. Highlights include the art of asking the right questions, how to follow up on the interview, and how to make a final selection. You will also learn ways in which companies can "appeal" to candidates as attractive employers.
Mitarbeitende motivieren
macrolearningMotivating Team Members
Motivating Team MembersMotivating Team MembersMotivating Team MembersMotivating Team MembersMotivating Team Members
When employees hide behind their desks, it may not be because of ill will or convenience. They often lack knowledge, ability and confidence in themselves. So how can managers motivate their employees to come out of their shell and conquer new tasks? In this e⁠-⁠learning, the participants will learn helpful methods of employee motivation. This courses focuses on "self-efficacy".
Konfliktmanagement für Führungskräfte
macrolearningConflict Resolution for Managers
Conflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for ManagersConflict Resolution for Managers
For managers, the rule is: intervene as little as possible, but as much as necessary in a conflict involving their own employees. As a starting point, it is important to also recognize hidden conflicts and assess their severity. The theoretical basis for this is provided by Friedrich Glasl's model of the nine stages of conflict escalation. It clearly shows how conflicts can escalate if timely intervention is neglected. For each escalation stage, managers will learn various methods of conflict resolution - from the promotion of independent conflict resolution to mediation and arbitration as well as to the intervention of power.
Gute Entscheidungen treffen
macrolearningMaking Good Decisions
Making Good DecisionsMaking Good DecisionsMaking Good DecisionsMaking Good DecisionsMaking Good Decisions
Decisive strength is an essential skill in an ever faster changing environment. Participants can develop and expand this competence in this multimedia e⁠-⁠learning. Learn to quickly categorize a task, discern what needs to be done immediately and what can be postponed, and other methods that can help with good decision-making.
Trennungsgespräche führen
macrolearningConducting Termination Meetings
Conducting Termination MeetingsConducting Termination Meetings
Termination meetings differ from other meetings due to immense importance they have for the employees involved. They are often associated with a great emotional shock that can manifest in various ways. It is part of your job as a manager to conduct termination meetings in a professional and respectful manner. This e⁠-⁠training course will equip you with the tools you need to do this. You will learn the proper way to perpare and how you should plan and structure termination meetings. One focus of the e⁠-⁠training course is handling emotional factors: What are typical reactions and how can you deal with them well? In an extra chapter, you will learn how to conduct termination meetings by online videoconferencing or telephone.
Neu in der Führungsrolle
macrolearningNew to the Leadership Role
New to the Leadership RoleNew to the Leadership RoleNew to the Leadership RoleNew to the Leadership RoleNew to the Leadership Role
The focus is on specialists who are promoted to management level. This training is suitable as a preparation for management tasks and imparts knowledge on result control, process management, employee leadership and self-management. The participants learn how to handle different expectations and conflicts of interest. In addition, seven leadership myths are explained and refuted - because leadership does not fit into simple patterns.
Führen mit Empathie
macrolearningLeading with Empathy
Leading with EmpathyLeading with EmpathyLeading with EmpathyLeading with Empathy
The ability to lead with empathy is considered to be an essential discipline in leadership. If you succeed in managing your team with appreciation and trust in on a daily basis, you will be able to win over your employees more easily. Because with empathy, you not only take other people with you – you can also better understand them and put yourself in their shoes. This will create a working atmosphere in which your team will know they are appreciated, making them feel more comfortable. This will have a positive effect on every conversation along with your ability to persuade and convince others as a manager. Those who show empathy and attentiveness to other people can also better assess their attitude and thus avoid the negative consequences of misjudgments. However, leading with empathy is something that needs to be learned. In this training course, you will learn how to be more perceptive of other people's emotions and understand their motives. By applying this understanding, you will have greater assurance in working out suitable courses of action.
Im Bewerbungsgespräch habe ich das Gefühl, mein Gegenüber ist nicht ehrlich
microlearningI Doubt My Interviewee Is Being Honest
I Doubt My Interviewee Is Being HonestI Doubt My Interviewee Is Being Honest
If you sense that the candidate is holding back, it may be helpful to approach your assessment with empathy and understanding to uncover the underlying cause.
Mein:e Bewerber:in stellt im Bewerbungsgespräch keine Fragen zum Job oder dem Unternehmen
microlearningMy Candidate Doesn't Ask Questions About the Job or Company in the Interview
My Candidate Doesn't Ask Questions About the Job or Company in the InterviewMy Candidate Doesn't Ask Questions About the Job or Company in the InterviewMy Candidate Doesn't Ask Questions About the Job or Company in the Interview
If applicants don't ask any questions about the job or the company during the interview, this quickly creates the feeling that they are not interested in the job. It's best to address this before you turn them down.
Nach meiner Delegation bringt ein Teammitglied das Ergebnis nicht
microlearningWhen Delegating Tasks to My Employee Falls Short of Expected Results
When Delegating Tasks to My Employee Falls Short of Expected ResultsWhen Delegating Tasks to My Employee Falls Short of Expected ResultsWhen Delegating Tasks to My Employee Falls Short of Expected Results
You delegate tasks to your employees, but they don't complete them to your satisfaction. However, an unsatisfactory result serves as a learning or training opportunity for the employee.
Ich möchte nicht delegieren, weil ich die Aufgabe lieber selbst abschließen will
microlearningI Don't Want to Delegate Because I Prefer to Complete the Task Myself
I Don't Want to Delegate Because I Prefer to Complete the Task MyselfI Don't Want to Delegate Because I Prefer to Complete the Task MyselfI Don't Want to Delegate Because I Prefer to Complete the Task Myself
It can be difficult to delegate tasks that are enjoyable, but it is crucial for both time management and employee development.
Es fällt mir schwer, Gleichbehandlung bei individuellen Problemen meiner Mitarbeitenden umzusetzen
microlearningI Find It Difficult to Implement Equal Treatment for My Employee's Individual Problems
I Find It Difficult to Implement Equal Treatment for My Employee's Individual ProblemsI Find It Difficult to Implement Equal Treatment for My Employee's Individual ProblemsI Find It Difficult to Implement Equal Treatment for My Employee's Individual Problems
Ensuring equality doesn't involve imposing rigid one-size-fits-all solutions. This micro explains how fairness and respect can be integrated into team dynamics while considering the individual needs of each team member.
Ich habe das Gefühl, mein Teammitglied ist unglücklich im Unternehmen
microlearningI Have a Feeling My Team Member Is Unhappy in the Company
I Have a Feeling My Team Member Is Unhappy in the Company
You feel that your team member is absolutely not happy with the current state of affairs in the company. If you are open about your observation, you can find a solution together.
Meine Mitarbeiter:innen reagieren komisch, wenn ich sie lobe
microlearningMy Employees React Strangely to Praise
My Employees React Strangely to Praise
You want to appreciate your employees and praise them for their work. In this micro-learning, we will show you how to give praise that is specific, sincere, factual, professional, and individualized.
Mir fällt es schwer, Lob von anderen anzunehmen
microlearningI Find It Hard to Accept Praise from Others
I Find It Hard to Accept Praise from Others
You can allow yourself to accept praise and enjoy the positive words of others.
Motivation fördern mit Lob
microlearningPromote Motivation with Praise
Promote Motivation with Praise
Praising employees is an important part of a positive corporate culture. You promote motivation and commitment in your team.
Gezieltes Teambuilding mit der Teamentwicklungsuhr
microlearningTargeted Team Building with the Team Development Clock
Targeted Team Building with the Team Development Clock
Whether you're just building your team or they've been working together for a while, you can build team spirit at every stage. The team development clock can help you find the right approach.
Benefits, die Mitarbeitende halten
microlearningBenefits That Retain Employees
Benefits That Retain Employees
To retain employees, the company offers benefits that go beyond the standard: flexible working hours, home office, training, performance-based pay and opportunities to help shape the company.
Tätigkeiten einen Sinn geben
microlearningGiving Meaning to Tasks
Giving Meaning to Tasks
Employees work better when the meaning and purpose of their work is clear to them. An understandable purpose, an inspiring corporate mission statement, good communication and authenticity play a key role in creating clarity.
Ein Onboarding Prozess, der Bindung schafft
microlearningAn Onboarding Process That Creates Loyalty
An Onboarding Process That Creates Loyalty
A good onboarding process is worth its weight in gold when it comes to integrating new employees and retaining them in the company in the long term.
Das Selbstbild erweitern mit dem Johari-Fenster
microlearningExpanding the Self-Image with the Joahri Window
Expanding the Self-Image with the Joahri Window
The Johari window shows the difference between external image and self-image. From this, you can deduce how you can help your employees or colleagues to achieve a healthy self-perception.