When we consider change, it is rarely about supporting structures or effective strategies – it is often about ideologies and, quickly, about attitudes, values and behaviours. My latest video trilogy shows how we can shape the future together. (German article)
Insights instead of ideologies: While many current debates are politically polarising, a rational look at value creation and success factors takes us further. This summer, ten analyses have generated the cornerstones for a new “MasterPlan Economic Performance”.
Since the 80th European Forum Alpbach (#EFA25) successfully discussed Europe’s future, we contribute a series of analyses at the interface of business, politics and society – describing a European Future Compass as a consolidated result.
Local realities, industry dynamics, and corporate cultural heritage determine what works in change or DE&I — and what fails. This trilogy shows how to make your strategy truly effective.
There are strong reasons to tailor your culture, DE&I and leadership work to your country or region, or to your corporate cultural heritage. In any case, your sector will also determine what works, and how. Striking a balance is key.
The media wants simple messages. No wonder they promote quotas, harsh statements and glamorous events. Smart, effective DE&I, however, remains underexposed.
Broad co-determination, social justice, peace and equal rights for women, LGBTQ, immigrants etc. – activism has been good for everyone and still triggers resistance. The difference lies in the approach. And in the context.
Diversity is known to drive innovation, productivity and market success, and thus increasing corporate performance, and yet has recently come under anti-woke fire. What do financial analyses say about this?
Formerly, DEI Leadership focused on providing ‘the tone from the top’. In an increasingly complex – and polarised – environment, we see a wider need. At the same time, it appears that all too ‘personal’ engagement produces unwanted side effects. Here is what leadership must do.
Juridical frameworks and societal values used to serve as reference points for corporate DEI strategies. They have, however, become challenging forces with drastic impact in some respects.
