The PodcastWelcome to the Coaching Club!

Welcome to the Coaching Club! The destination for all those who are interested in coaching, leadership & progressive entrepreneurship and think outside the box into other areas.
In season 1, there are great episodes with excellent specialists and successful coachees who approach the topic from many different angles.
In season 2, we have people on our stage who are really making a difference in the field of leadership and thinking entrepreneurship further ahead.
Have fun!

For the full list of episodes click here:

 

 

You can listen to the most recent episodes right here. Have fun!

#034🎙 Role Models: Proceed until apprehended – find your motto and stick to it. Interview with Natascha McIntyre Hall

Natascha McIntyre Hall has an Executive Role in the Development & Construction industry, and was nominated as one of the Top 5 most influential female clients to work with in 2022. Yes: She made it up the ladder in a very male industry. She also has a Masters in Pure Mathematics. And her current major goal & driver is to redefine profit in the industry, from solely monetary to the true benefit to a community through inclusive design. So you should definitely meet her.
My personal reasons, why she is a role model to me: Her outspokenness, the openness & passion she talks about the topics important to her. Also, our shared acknowledgment that we have to make the best of our time & think it’s important to talk to strangers.
As a start, due to current developments, we also talked about the role model function of Queen Elisabeth II. So what did she do? She showed people what was possible. She drove the King of Saudi Arabia around behind the steering wheel, changed the law of succession, had a big heart for her horses as well as dogs. All this by devoting her own life to a role/career that she even did not pick herself. With massive amount of self-discipline.
So what is Natascha’s advice to climb the career ladder? What are her notable achievements & further plentiful ideas to make housing more socially profitable? She gives detailed hands-on-learnings, how to approach the needs of people & why a diversity of ideas is vital to make a project inclusive. Big hint: Gen Z is hugely important as well to create the living of the future.
Finally, we discuss, why it is important to be outspoken, and to live your life, because „life is when you have other plans.“.
My favourite quote: „The ability to speak the truth is sometimes a blessing but sometimes a curse.“

#033🎙Employer Branding Teil 2/2: Welche Hausaufgaben sollten Unternehmen gemacht haben & welche Trends können wir erkennen? Interview mit Jochen Huppertz, Geschäftsführender Gesellschafter BUTTER.People
Employer Branding sollte klug & kreativ sein, damit ein Unternehmen sich differenzieren kann. Aber wie können HR, Brand Management & Leadership dieses komplexe Thema angehen?
Wir beginnen mit den Basics, betrachten den vollständigen Entwicklungsprozess, was man als Unternehmen für ein erfolgversprechendes Employer Branding mitbringen sollte und nennen die wichtigen Megatrends, mit denen sich Unternehmen jetzt beschäftigen sollten.
Was sollte das Unternehmen als optimaler Kunde alles mitbringen?
– Wie kann ich mich als Employer Brand/Unternehmen differenzieren, da die Rahmenbedingungen sich verändert haben, z. B. durch Remote Working oder erweiterten Wettbewerb?
– Was ist eine EVP (Employer Value Proposition) & was sollte diese kommunizieren? Welche Floskeln sollten vermieden werden?
– Hat das Unternehmen bereits die Hausaufgaben gemacht? Gibt es eine Klarheit über sich als Arbeitgeber(marke), was ist der Antrieb/Purpose, gibt es eine erlebbare & positive Corporate Culture?
– Ehrlichkeit & Glaubwürdigkei: als Grundpfeiler des Employer Brandings
– Welche Thesen zu den Megatrends gibt’s?
– Worüber sollten sich Unternehmen jetzt Gedanken machen? Stichworte sind u. a. die Relevanz von Werten, Diversity, Gerechtigkeit beim Gehalt.

#032🎙 Employer Branding Teil 1/2: Wie definiert man es zeitgemäß und wie macht man es richtig? Interview mit Jochen Huppertz, Geschäftsführender Gesellschafter BUTTER.People
Employer Branding sollte klug & kreativ sein, damit ein Unternehmen sich differenzieren kann. Aber wie können HR, Brand Management & Leadership dieses komplexe Thema angehen?
Wir beginnen mit den Basics, betrachten den vollständigen Entwicklungsprozess, beschreiben, was man als Unternehmen für ein erfolgversprechendes Employer Bradning mitbringen sollte und nennen die wichtigen Megatrends, mit denen sich Unternehmen jetzt beschäftigen sollten.
Im ersten Teil covern wir die Basics & den Entwicklungsprozess.
Was sind die Basics?
– Wie können Unternehmen die Employer Brand in die bestehende Markenwelt & Markenarchitektur einbinden? Wie gehe ich mit dem „One Brand“-Gedanken um?
– Was ist den eigentlich eine Marke grundsätzlich & welche Bedeutung hat dieses Verständnis für Employer Branding?
– Wie kann das Thema strategisch gedacht werden: Gehen dauerhafter Prozess & Quick Wins Hand in Hand?
– Welchen Einfluss hat Corporate Behaviour?
– Interne & externe Zielgruppen: Wo sollte ein Unternehmen beginnen & gibt es Unterschiede in der Kommunikation?
– Wie können es Unternehmen schaffen, dass Bewerber:innen für ihre Marke arbeiten möchten und das Gehalt nicht allein entscheidet?
– Gibt es für Unternehmen die viel erwähnten Standortvorteile oder Standortnachteile überhaupt?
– Was macht einen vollständigen Entwicklungsprozess für eine Kampagne aus?
– Wie wichtig sind Research & KPIs? Welche KPIs sind sinnvoll?
– Welche Rolle sollten Human Ressources & Marketing innehaben?
– Welchen Einfluss hat das bestehende Corporate Design an die neue Employer Kampagne? Wie schaffe ich den Spagat zwischen Corporate Design & zielgruppengerechter Ansprache? Siezen oder Duzen?
Have fun!

#031🎙: Is your brand a friend? The power of verbal communication, (personal) branding and corporate culture. An interview with Mark Schulz, Head of Words at True & Good.
Thinking about a brand activates the same areas of the brain as thinking about a real person. How can brands use this fact to give customers the feeling they’re with a good friend? Join us in an adventurous deep-dive into language.
Mark is the ideal guest for this topic. He was Head of Brand Language & Guardianship at O2, worked in creative ad agencies, and has an MA in English Language & Literature from the Oxford University.
We discuss the inter-relationships between verbal communication, the personality of a brand at all touchpoints, and the influence of a CEO on the corporate culture
  • How can you approach developing an authentic tone of voice for your brand?
  • How the language of things like recruitment ads reveals the true culture behind the marketing ‘gloss’. What are the simple techniques HR teams can use to make your job advertising more effective?
  • The importance of brand coherency at every touchpoint, internally as well as well as facing outside.
  • Can any brand become a friend by using fun and humour? Or might there be limitations?
  • Ist Apple wieder einmal das Paradebeispiel – oder geht es einfach darum, geschäftliche Silos aufzubrechen?
  • How important is an approachable, easy to understand Purpose statement?
  • Does the CEO have a big role to play? Hint: as they say in Japan, ‘the fish rots from the head.’
Have fun with our episode, recorded in August 2022.

#030🎙Wie kann man Talente anziehen? Mit einer 4-Tage-Woche. Interview mit Margaret Cox, CEO der ICE Group

New work is currently a very hot topic on a Global scale, also due to the changed work environment due to Covid-19. By accident, and due to this circumstance, I was very lucky to meet a real innovator and disrupter of the work environment: Margaret Cox, CEO of the ICE Group based in Galway, Ireland. She’s not only talking about new work, she did a much bigger step than offering home office, fruit baskets, and free water: The implementation of a 4-day-week without any pay cuts for the employees as well as keeping 100% availability for the customers. So how did they do it? The whole process started with one of today’s pressing questions for employers: How to attract talent as a SME in a very competitive environment, where big brands make your CV more shiny. The solution: Give a real employee benefit in the shape of the 4-day-week with no salary reduction. What are the results after two years? E. g. 27% increase in productivity, and a significant reduction in sickies, roughly to zero. Margaret is also an avid ambassador for the 4-day-week and wants to roll it out all over Europe. If you want to learn more just visit https://4dayweek.ie/. Listen here to hear the full inspiring story including exclusive insights how the vision came into life and the detailed process steps.

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