PINKTUM E⁠-⁠Learnings

It is not a wise approach to refrain from asking questions due to false consideration. This approach may result in misunderstandings and additional work. There's another option!

The level of management you provide your employees depends on their skills and motivation. However, highly motivated employees often overestimate their skills and seek tasks or positions for which they are not yet competent. In this micro-learning course, you will learn how to react appropriately in this situation and, most importantly, how to appreciate your employees.

Interrupting someone who is talkative and tends to speak at length may seem impolite. However, it depends on how you interrupt them. In this microlearning session, we'll share some practical verbal and non-verbal techniques to effectively manage talkative individuals and steer conversations toward a constructive resolution.

Managers often have to deal with unrealistic expectations of perfection on the part of their employees or colleagues. In this micro-learning you will learn how to reduce these expectations and develop a leadership style that is authentic and creates an environment of trust and collaboration.

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.

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.

It can be difficult to delegate tasks that are enjoyable, but it is crucial for both time management and employee development.

If you notice that a team member is not feeling well, speak to them in an appreciative, empathetic, and confidential manner. This micro gives you tips on how to do this.

There is no shame in not understanding AI. This microlearning explains how to take the initiative and approach the topic with confidence.

Online training courses have different requirements than face-to-face courses. This micro describes strategies on how you can successfully impart knowledge in online sessions.

Changes create uncertainty. Changes associated with digital innovations generate even more uncertainty. In this micro, you'll learn how to support your employees in embracing digital progress and working with it instead of against it.

To make your own decisions, other perspectives are valuable, but setting boundaries is just as important.

Establishing a strong connection from a distance poses its challenges. The key is to engage regularly with your team members to foster a genuine bond.

In moments of conflict, it's common for one side to feel provoked and respond with (personal) attacks. Here, you will learn how to guide the conversation back to a constructive dialogue.

To establish a sustainable mindset in the company, you need perseverance, passion and commitment. This microlearning provides tips on how to do this.

To avoid mistakes, a functional feedback culture and open communication are just as important as the joint exploration of possible causes. This micro provides impulses for that.

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.

A wry look, an offhand comment—on a bad day, it's enough to make you feel insecure around your male colleagues. In this micro-learning, we will show you how to build your confidence as a female leader and develop solutions to these problems.

Managers always have to prove themselves to some extent. The situation is intensified when young managers face more experienced team members. This micro provides tips to less experienced team leaders.

If less experienced colleagues do not respect the life experiences and achievements of more experienced team members, a conversation on equal footing is needed.

When the company is in crisis, fear often spreads among the employees. Find out here how you, as a leader, can address concerns and apprehensions.

In professional development, trainers often encounter situations where participants appear passive or disinterested. This behavior is generally not intended as a personal affront and can have various reasons. This microlearning course focuses on how to respond to such situations with empathy and openness and how to collaboratively find solutions with the participants.

If you are too emotionally involved in your work, we'll show you here how to channel the intensity of your emotions into productive avenues.

We all have uncertainties and weaknesses. This microlearning is designed to assist in embracing one's weaknesses, fostering more confidence in the process.

Testing with participants and continual improvement of prototypes follow some fundamental rules. They are the focus of this micro.

When a mistake happens, there's often more to it than meets the eye. The Swiss Cheese Model can help systematically examine and analyze the causes of errors.

The conditions for prototyping are diverse. This micro provides initial orientation.

Regular check-ins, status reports, and collaboration platforms can help keep home-based workers engaged.

This micro will show you the best way to deal with someone on your team who is spreading negative emotions that are affecting other members of your team.

Those who work from home face the challenge that many of the usual work structures don't exist. This micro shows how they can better structure their own work time.