Podcasts about Performance management

Zweilagiges statt dreilagiges Klopapier soll die Kostenkrise lösen, während im gleichen Atemzug große Reden über Unternehmenskultur gehalten werden.Diese Anekdote von Cawa Younosi, Managing Director bei der Charta der Vielfalt, bringt auf den Punkt, worum es in dieser Podcast-Folge wirklich geht: Unternehmen sparen an den falschen Stellen und nennen es Leistungssteigerung.Aufgenommen wurde das Gespräch live beim Special Confidential Forum der Level Up HR Community in Köln, moderiert von Johannes Füß. Es ist Teil 2 einer dreiteiligen Reihe: Teil 1 entstand in München, Teil 3 folgt aus Stuttgart.In dieser Episode aus Köln bekommt Cawa Verstärkung von zwei Frauen mit echter Entscheidungserfahrung. Julia Merkel war Vorständin und Arbeitsdirektorin bei der R+V Versicherung und bringt die Perspektive der Aufsichtsrätin mit, die selbst abwägen musste, wie viel Kulturarbeit sich ein Unternehmen unter Kostendruck noch leisten kann. Anna Hellweg ist Chief People & Culture Officer bei ISS Deutschland und hat auf einer Führungskonferenz schon einmal 300 Managern anonyme Zitate über Diskriminierung im eigenen Betrieb an die Wand geworfen, weil für sie klar war: Die Scham muss die Seite wechseln.Drei Leute, die wissen, wovon sie reden, wenn es um Leistung, Kultur und die Grenzen von HR geht. Keine fertigen Antworten, aber ehrliche Perspektiven aus der Praxis.Die Themen im Überblick:1) Warum Manntage und Umsatzzahlen kaum etwas über echte Leistung aussagen, aber trotzdem über das Gehalt entscheiden2) Wie Unternehmen aus digitalen Spuren echte Skillprofile bauen, mit Zustimmung von Mitarbeitenden und Betriebsrat3) Warum Feedbackkultur und Unternehmenserfolg in der Praxis kaum zusammenhängen, unabhängig davon, was alle behaupten4) Wo KI im Performance Management wirklich hilft, und wo sie zum reinen Kontrollinstrument wird5) Warum HR mit 3 Prozent Personalanteil nie die ganze Unternehmenskultur tragen konnte, und wer diese Verantwortung wirklich trägt___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/Julia Merkel: https://www.linkedin.com/in/juliamerkel/Anna Hellweg: https://www.linkedin.com/in/anna-hellweg/___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/___________Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/

Is your approach to performance management improving results or creating more frustration, wasted energy, and unnecessary drama?Strong performance management is about much more than annual evaluations or stepping in when something goes wrong. When expectations are unclear, feedback comes too late, or accountability rests solely with managers, your team may struggle despite everyone's best intentions. In this episode, you'll learn the three common mistakes that undermine performance and how to replace them with practical, human-centered leadership habits that help everyone succeed.You'll discover how to:Make feedback an ongoing conversation so annual evaluations never contain unwelcome surprises.Establish clear outcomes, priorities, and expectations that give every team member a strong foundation for success.Create shared accountability across managers, senior leaders, and individual contributors so high performance becomes the norm.Play the episode now to strengthen your performance management approach, reduce workplace drama, and build a high-performing team people want to be part of.Check out:01:12 | Why Annual Evaluations Are Not EnoughLearn why performance evaluations should summarize feedback your employees have already received, rather than introduce concerns for the first time.04:54 | Build the Foundation for Strong PerformanceDiscover how clear expectations, shared priorities, and specific outcomes can prevent many performance problems before they happen.09:40 | Make Accountability Everyone's ResponsibilityExplore how senior leaders, managers, and individual contributors can create a culture of shared accountability where everyone helps maintain the team's standards.Leadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success.

Performance management is something almost every employee experiences, yet it's often one of the most debated aspects of work. While it's intended to support growth and development, many employees still view it as a box-ticking exercise rather than a meaningful conversation.  And as workplaces continue to evolve, there's growing pressure on organizations to rethink how they measure, discuss, and develop performance.  So today, I'd love to explore what effective performance management really looks like and to help us with that, we've with us Kavitha Ramaiah. She is the Director, People Development at Global Logic.  

We round off our series on a consistent and regular approach to performance conversations with a huge dose of reality.The reality is that not all performance conversations will go to plan, and some conversations will be genuinely difficult. Despite a manager's best efforts, there will be times when performance is still not meeting expectations.Adding to this challenge, Gallup research suggests that many employees do not believe they gain real value from performance review conversations. It is therefore not surprising that some leaders and managers walk into these conversations with a real sense of dread.In the Coaching Cafe, we want to equip you with practical ideas and coaching tools that can make a difference in these more difficult situations.Join Dr Natalie Ashdown and leadership and HR specialist Paula Jones-Hunt as we explore:✓ What makes performance conversations difficult✓ How to take an approach to these conversations that is values aligned✓ How to identify and implement the positive intention of the conversation to achieve better outcomesWhether you are experienced in these conversations, coaching managers, or simply wanting to strengthen your own toolkit, this webinar will provide a practical and grounded approach to navigating difficult conversations more effectively.Transcripts can be found here: Thanks for listening! If you enjoyed the podcast please leave us a 5 star review wherever you listened to us! It helps promote the podcast to streaming services and other listeners. Also drop the podcast a follow! Watch the webinar of this episode on YouTube or read the blog by visiting our website.Want to join us live every Friday? Register Here!  Engage with The Coaching Café PodcastStay up to date on our socials InstagramFacebookLinkedInEmail us at learn@opendoorcoaching.com.auThanks for listening!

Wie sieht ein moderner Controlling-Alltag im Jahr 2026 aus – wenn KI nicht mehr Mitfahrerin ist, sondern aktiv beim Navigieren hilft? Prof. Dr. Nicole Jekel nimmt uns in ihrer aktuellen Kolumne im Controller Magazin Nr. 4/2026 mit durch einen typischen Arbeitstag: vom ersten Gespräch mit der KI am Morgen über Meetings, die sich selbst dokumentieren, bis hin zur Frage, welches Tool wofür wirklich geeignet ist – und womit man am besten anfängt.  Dabei geht es nicht um Zukunftsmusik, sondern um Tools und Routinen, die heute schon verfügbar sind. Wir sprechen aber auch offen darüber, wie weit dieser Alltag in der Praxis wirklich schon angekommen ist – und was Controller tun können, um den Anschluss nicht zu verpassen.  Zu Gast: Prof. Dr. Nicole Jekel, Professorin für BWL und Controlling an der Berliner Hochschule für Technik, Autorin der Kolumne „Controlling rockt!" im Controller Magazin.  Der Performance Manager Podcast ist der führende deutschsprachige Podcast für Controlling, Data & AI und Performance Management. Er richtet sich an alle, die mit Daten besser entscheiden und ihr Unternehmen erfolgreicher steuern wollen. Regelmäßig begrüßt Peter Bluhm Führungskräfte, Experten und Persönlichkeiten, die in ihrem Fachgebiet zu den Besten zählen. Mit ihnen spricht er über Strategien, Inspirationen und Impulse für glasklare Entscheidungen und Erfolg im Business. Peter Bluhm ist Experte für Controlling und Data & AI sowie Buchautor. 2004 gründete er die ATVISIO Consult, eine Data- & AI-Beratung, die 2014, 2019 und 2025 mit dem Gütesiegel "Top Consultant – Die besten Berater des deutschen Mittelstandes" ausgezeichnet wurde. Neben dem "Performance Manager Podcast" ist auch Peter Bluhms Buch "Business Intelligence ganz einfach" als kostenloser Podcast verfügbar.

Globale Wertschöpfungsketten steuern, Vertrieb auf Basis von Gruppendeckungsbeiträgen ausrichten, Finance neu denken – TRUMPF Machine Tools hat das in den letzten zehn Jahren konsequent umgesetzt. Was hat diese Transformation ausgelöst, was hat sie geprägt? Und wo soll die Reise noch hingehen? Der Performance Manager Podcast ist der führende deutschsprachige Podcast für Controlling, Data & AI und Performance Management. Er richtet sich an alle, die mit Daten besser entscheiden und ihr Unternehmen erfolgreicher steuern wollen. Regelmäßig begrüßt Peter Bluhm Führungskräfte, Experten und Persönlichkeiten, die in ihrem Fachgebiet zu den Besten zählen. Mit ihnen spricht er über Strategien, Inspirationen und Impulse für glasklare Entscheidungen und Erfolg im Business. Peter Bluhm ist Experte für Controlling und Data & AI sowie Buchautor. 2004 gründete er die ATVISIO Consult, eine Data- & AI-Beratung, die 2014, 2019 und 2025 mit dem Gütesiegel "Top Consultant – Die besten Berater des deutschen Mittelstandes" ausgezeichnet wurde.  Neben dem "Performance Manager Podcast" ist auch Peter Bluhms Buch "Business Intelligence ganz einfach" als kostenloser Podcast verfügbar.

Die jüngsten geopolitischen Umwälzungen wirken sich auch auf die Stimmung in den Finanzabteilungen deutscher Unternehmen aus. Vor allem der Krieg im Iran und die damit verbundenen steigenden Kosten für Rohstoffe und Logistik bremsen die Erholung der Konjunktur. Das zeigt der aktuelle CFO Survey von Deloitte, für den halbjährlich deutsche Finanzvorstände zu ihrer Einschätzung befragt werden. Dr. Alexander Börsch, Chefvolkswirt und Leiter Research bei Deloitte Deutschland, erläutert im Performance Manager Podcast die zentralen Ergebnisse der Frühjahrs-Studie 2026. Themen: Aktuelle Geschäftsaussichten deutscher Unternehmen  Unterschiede zwischen Großunternehmen und Mittelstand  Defensive Strategien: Investitionen und Beschäftigungsabbau  Das Resilienzparadox – und warum Risikomanagement (Geopolitik, Rohstoffe, Cybersicherheit) selektiv bleibt  Ausblick: Was sich ändern müsste, damit die Stimmung wieder dreht  Der Performance Manager Podcast ist der führende deutschsprachige Podcast für Controlling, Data & AI und Performance Management. Er richtet sich an alle, die mit Daten besser entscheiden und ihr Unternehmen erfolgreicher steuern wollen. Regelmäßig begrüßt Peter Bluhm Führungskräfte, Experten und Persönlichkeiten, die in ihrem Fachgebiet zu den Besten zählen. Mit ihnen spricht er über Strategien, Inspirationen und Impulse für glasklare Entscheidungen und Erfolg im Business. Peter Bluhm ist Experte für Controlling und Data & AI sowie Buchautor. 2004 gründete er die ATVISIO Consult, eine Data- & AI-Beratung, die 2014, 2019 und 2025 mit dem Gütesiegel "Top Consultant – Die besten Berater des deutschen Mittelstandes" ausgezeichnet wurde. Neben dem "Performance Manager Podcast" ist auch Peter Bluhms Buch "Business Intelligence ganz einfach" als kostenloser Podcast verfügbar.

Tausende Stare bewegen sich wie ein einziger Organismus – ohne Leitvogel, ohne Statusmeeting. Ihr Geheimnis: wenige, klare Grundregeln. Genau diese Grundregeln fehlen bei vielen Data- und AI-Projekten. In dieser Impuls-Folge erklärt Peter Bluhm, warum so viele Datenprojekte trotz Investitionsbereitschaft und echter Veränderungsenergie scheitern – und warum die Lösung nicht in besseren Tools oder mehr Abstimmung liegt, sondern in der richtigen Reihenfolge. Darum geht es in dieser Episode: Warum IT, Controlling und Management oft parallel aneinander vorbei arbeiten  Welche Grundfragen vor jedem AI-Projekt geklärt sein müssen  Wie ein mittelständischer Maschinenbauer beinahe AI auf einer kaputten Datenbasis eingeführt hätte – und was stattdessen geholfen hat  Was Data Governance wirklich bedeutet (Spoiler: kein 200-Seiten-Regelwerk)  Erst die Grundlagen, dann die Technologie – warum das die entscheidende Reihenfolge ist  Der Performance Manager Podcast ist der führende deutschsprachige Podcast für Controlling, Data & AI und Performance Management. Er richtet sich an alle, die mit Daten besser entscheiden und ihr Unternehmen erfolgreicher steuern wollen.  Regelmäßig begrüßt Peter Bluhm Führungskräfte, Experten und Persönlichkeiten, die in ihrem Fachgebiet zu den Besten zählen. Mit ihnen spricht er über Strategien, Inspirationen und Impulse für glasklare Entscheidungen und Erfolg im Business. Peter Bluhm ist Experte für Controlling und Data & AI sowie Buchautor. 2004 gründete er die ATVISIO Consult, eine Data- & AI-Beratung, die 2014, 2019 und 2025 mit dem Gütesiegel "Top Consultant – Die besten Berater des deutschen Mittelstandes" ausgezeichnet wurde. Neben dem "Performance Manager Podcast" ist auch Peter Bluhms Buch "Business Intelligence ganz einfach" als kostenloser Podcast verfügbar.

Der demografische Wandel gefährdet die Controlling Excellence: Erfahrene Controller scheiden aus, Nachwuchs fehlt. Die ICV Ideenwerkstatt zeigt, wie KI, Personalentwicklung und Generational Leadership gegensteuern können. Der Performance Manager Podcast ist der führende deutschsprachige Podcast für Controlling, Data & AI und Performance Management. Er richtet sich an alle, die mit Daten besser entscheiden und ihr Unternehmen erfolgreicher steuern wollen.  Regelmäßig begrüßt Peter Bluhm Führungskräfte, Experten und Persönlichkeiten, die in ihrem Fachgebiet zu den Besten zählen. Mit ihnen spricht er über Strategien, Inspirationen und Impulse für glasklare Entscheidungen und Erfolg im Business. Peter Bluhm ist Experte für Controlling und Data & AI sowie Buchautor. 2004 gründete er die ATVISIO Consult, eine Data- & AI-Beratung, die 2014, 2019 und 2025 mit dem Gütesiegel "Top Consultant – Die besten Berater des deutschen Mittelstandes" ausgezeichnet wurde. Neben dem "Performance Manager Podcast" ist auch Peter Bluhms Buch "Business Intelligence ganz einfach" als kostenloser Podcast verfügbar.  

What separates top performing health systems from their peers? For the past two decades, Vizient has explored that question through research focused on leadership, culture, and practices that drive organizational performance. Julie Cerese, Group Senior Vice President of Performance Management and National Networks at Vizient, joins host Shannon Hale to discuss how this work has evolved and why it continues to shape healthcare organizations today.    Guest Speaker:   Julie Cerese RN, MSN, PhD  Senior Vice President Member Networks and Performance Management Programs  Vizient     Host:  Shannon Hale, MHA, RN, CPHQ  Senior Program Director, Performance Improvement Programs  Vizient    Show Notes:    [00:07] Introduction and the origins of the Roadmap to Top Performance research  [01:03] Healthcare leaders asked what separates top performing organizations from their peers  [03:01] Building the Quality and Accountability ranking using STEAP principles  [04:41] The blinded research process that uncovered clear differences between top and middle performers  [05:27] One specific healthcare system applied the research findings to achieve sustained excellence  [07:25] Researchers observations during site visits to top performing organizations  [09:01] Leadership, culture, and why visible executives create accountability throughout an organization  [11:49] Vizient's Roadmap to Top Performance benchmarking survey  [15:16] Participating organizations are learning from the survey  [17:01] Reflecting on twenty years of research and its continued impact on healthcare performance    Links | Resources: Contacting Knowledge on the Go: picollaboratives@vizientinc.com    Subscribe Today! Apple Podcasts Spotify YouTube Android RSS Feed

Wie schließt man Wissenslücken im Controlling – effizient, praxisnah und ohne den Arbeitsalltag zu unterbrechen? Welche Rolle können GenAI-Coaches dabei spielen, und wo endet ihr Beitrag? Und was bedeutet es, wenn Fachurteil und kritische Einordnung unverzichtbar bleiben – auch im Zeitalter der KI?

Typische Fragen zur Führungsstärke im Assessment Center: Warum gute Antworten nicht perfekt klingen müssen, sondern echt sein müssenIn dieser Podcastfolge spricht Gabriele Trachsel über typische Fragen zur Führungsstärke im Assessment Center. Dabei macht sie deutlich, warum es nicht darum geht, Musterantworten auswendig zu lernen. Entscheidend ist, ob Kandidatinnen und Kandidaten ihre eigene Haltung zur Führung klar zeigen können. Ob ihre Beispiele glaubwürdig sind. Und ob sichtbar wird, wie sie in echten Führungssituationen denken, entscheiden und handeln.Führungskompetenz zeigt sich im Assessment Center nicht durch große Begriffe oder schön klingende Standardsätze. Sie zeigt sich daran, wie jemand mit Verantwortung umgeht. Wie jemand reagiert, wenn eine Entscheidung falsch war. Wie jemand Mitarbeitende unterstützt, die Fehler nicht offen ansprechen. Und wie jemand mit Teammitgliedern arbeitet, die weniger leisten als andere.Gerade bei Fragen zur Führungsstärke beobachten Assessorinnen und Assessoren sehr genau, ob Kandidatinnen und Kandidaten nur über Führung sprechen oder Führung wirklich verstanden haben. Können sie ihren eigenen Führungsstil klar beschreiben? Können sie konkrete Beispiele nennen? Übernehmen sie Verantwortung, wenn etwas schiefläuft? Und erkennen sie, dass Leadership nicht nur Performance Management ist, sondern auch Beziehung, Orientierung und Vertrauen bedeutet?Außerdem geht es in der Folge darum,welche typischen Fragen zur Führungsstärke im Assessment Center gestellt werden könnenwarum authentische Beispiele wichtiger sind als perfekt klingende Formulierungenwie Führung sichtbar wird, wenn eine Entscheidung falsch warweshalb der eigene Führungsstil klar benannt und mit Praxisbeispielen verbunden werden solltewarum gute Führung nicht nur Leistung einfordert, sondern auch Beziehung und Vertrauen aufbautEine praxisnahe Folge über Führungsstärke im Assessment Center und die Frage, woran Assessorinnen und Assessoren echte Führungskompetenz erkennen. Nicht an perfekten Antworten, nicht an auswendig gelernten Begriffen und auch nicht an schönen Führungstheorien, sondern an Haltung, Verantwortung, konkreten Beispielen und der Fähigkeit, Menschen auch in schwierigen Situationen klar, respektvoll und wirksam zu führen.

Vier Gespräche, ein gemeinsamer Gedanke: Vertrauen ist die eigentliche Infrastruktur — in Daten, in Systeme, in Organisationen. Und es entsteht nicht von selbst. In dieser Episode ziehe ich meine persönlichen Learnings aus vier aktuellen Interviews des Performance Manager Podcasts: Lisa Burger, Loacker — Wie Data Governance gelingt: nicht mit Frameworks, sondern mit klarer Ownership und dem Mut, klein und wirkungsvoll zu starten. Jörg Kohlenz, Vorwerk — Warum IT-Transformation zuerst eine Führungsaufgabe ist — und wie man eine Trutzburg in einen vertrauenswürdigen Partner verwandelt. Prof. Dr. Burkhard Pedell, Universität Stuttgart — Was Echtzeitsteuerung wirklich bedeutet: kein schnelleres Reporting, sondern ein fundamentaler Umbau von Steuerungslogik, Organisation und Kultur. Prof. Dr. Matthias Mahlendorf, Frankfurt School of Finance and Management — Warum AI-Agenten im Controlling ein Management Control Framework brauchen — und keine naive Delegation.

This week we begin a new Coaching Cafe series focused on the mid-year performance review.While many leaders and HR teams are preparing for the usual cycle of meetings and conversations, some organisations are taking a very different approach. Increasingly, companies are deciding to move away from formal mid-year and annual review processes altogether, citing the time involved, low engagement and delayed feedback as outweighing the benefits.At Open Door, we have long advocated for regular check-ins, timely feedback and ongoing coaching conversations, rather than relying on a single once or twice-yearly event. It seems this thinking is becoming increasingly relevant.Join Dr Natalie Ashdown and leadership and HR specialist Paula Jones-Hunt as we explore:✓ The trends shaping performance reviews and why some organisations are moving away from formal mid-year and annual events✓ The role of coaching in performance reviews✓ How leaders and coaches can take a coaching approach to improve the process and create more meaningful engagementWhether you are beginning the performance review cycle — or rethinking it entirely — this webinar will provide practical insights and valuable approaches to support better conversations.Transcripts can be found here: Thanks for listening! If you enjoyed the podcast please leave us a 5 star review wherever you listened to us! It helps promote the podcast to streaming services and other listeners. Also drop the podcast a follow! Watch the webinar of this episode on YouTube or read the blog by visiting our website.Want to join us live every Friday? Register Here!  Engage with The Coaching Café PodcastStay up to date on our socials InstagramFacebookLinkedInEmail us at learn@opendoorcoaching.com.auThanks for listening!

Wenn alle von Offenheit sprechen, aber niemand den Mund aufmacht, zeigt sich die echte Kultur.Werte stehen schnell im Leitbild. Ob sie wirklich gelten, zeigt sich jedoch im Alltag daran, welches Verhalten akzeptiert, belohnt oder korrigiert wird.Nadija Keller ist Senior Director People and Culture bei NKT und Paartherapeutin. Diese Kombination prägt ihren Blick auf Organisationen. Für sie zeigt sich Kultur besonders dann, wenn es schwierig wird: in Konflikten, in unausgesprochenen Erwartungen und in der Frage, ob Führung Verantwortung übernimmt oder Probleme an HR weiterreicht.Im Gespräch mit Johannes Füß wird deutlich, warum Kulturarbeit für HR nicht bei der nächsten Wertefolie beginnt, sondern dort, wo Verhalten sichtbar, besprechbar und konsequent geführt werden muss.Für HR entsteht daraus eine anspruchsvolle Rolle. People Teams müssen Kultur in Verhalten übersetzen, Führung in Verantwortung bringen und Konflikte begleiten, ohne sie selbst zu übernehmen.Dich erwarten folgende Themen:1) Warum Werte ohne erlebbare Konsequenzen keine Kultur verändern.2) Wie HR Kultur über Verhalten und Performance Management greifbar macht.3) Warum Speak-up nur durch positive Erfahrungen entsteht.4) Weshalb Konflikte selten auf der Sachebene gelöst werden.5) Wie HR begleitet, ohne Verantwortung für Führung zu übernehmen.___________Nadija Keller freut sich über den Austausch rund um gelebte Kultur, Führung und die Rolle von HR in Konflikten.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn:https://www.linkedin.com/in/nadija-keller-3933a492/ Nadijas Leseempfehlung:Wenn die letzte Frau den Raum verlässt | https://amzn.eu/d/0j2mgvxG ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/

Regelmäßig fragen wir unsere Kunden, wie sie die Zusammenarbeit mit ATVISIO wirklich erleben. Die Antworten sind ehrlich – manchmal bestätigend, manchmal unbequem. In dieser Episode sprechen wir offen über die Ergebnisse der Kundenzufriedenheitsbefragung 2026. Was läuft gut. Wo wir selbstkritisch sind. Und was wir konkret besser machen wollen. In dieser Folge: Warum 87 % unserer Kunden ausschließlich mit uns arbeiten – und was das bedeutet  Was unsere Kunden an der Zusammenarbeit schätzen  Drei Bereiche, in denen wir unseren eigenen Anspruch noch nicht vollständig erfüllen  Welche Zukunftsthemen unsere Kunden beschäftigen – von Microsoft Fabric bis KI im BI-Kontext  Transparenz ist für uns keine Marketingstrategie. Es ist eine Haltung.

Ein mittelständisches Familienunternehmen macht Ernst mit KI im Controlling – und berichtet offen über erste Erfahrungen mit KI-gestütztem Forecasting: Was hat funktioniert, wo lagen die Hürden, und was sollte man auf keinen Fall unterschätzen? Ein praxisnaher Einblick für alle, die selbst vor dieser Frage stehen.

Let's be honest: most bosses are forgettable. They're neither terrible enough to inspire a mutiny nor brilliant enough to earn your loyalty. But the ones who do stand out? They're either the reason you quit or the reason you stayed. This week, Jimmy and James ditch the usual rant about bad bosses (though, let's face it, they've had a few) to tackle the far trickier question: What actually makes a good one?Turns out, it's not about charisma, a fancy title, or even a well-stocked biscuit tin. It's about clarity—knowing where you're going and making sure your team gives a damn about getting there. It's about adaptability, because what works in a crisis won't fly in a calm. And it's about trust: not the corporate buzzword kind, but the I-won't-throw-you-under-the-bus kind. Oh, and asking questions. Why Am I Talking? should be every boss's mantra (thanks, James's old boss).But here's the kicker: being a good boss isn't about being liked. It's about creating an environment where people want to do their best work—even when the system is stacked against them. So if you're tired of pointless targets, blame games, and bosses who treat you like a spreadsheet, this is your therapy session. No fluff, no jargon, just the hard truths about leading without losing your soul (or your team's).Five key points:Clarity of purpose is non-negotiable—if your team doesn't know where they're going, they'll just wander into a ditch.Adaptability separates the memorable from the mediocre; one size does not fit all.Blame is the enemy of progress—good bosses fix problems, not people.Asking questions beats having answers; your ego is the least interesting thing in the room.Trust is the glue—without it, your team's just a bunch of people waiting for the next screw-up.Got a question - get in touch. Click here.

Send us Fan MailThe Silverbacks are back, talking about performance management as an essential tool for fire service leaders.This episode features Nick Brunacini, Terry Garrison, and John Vance.We lay out a practical performance improvement model that keeps looping through SOPs, training, field application, monitoring, and revision so the work gets better every time. We also get blunt about what breaks the system: outdated policies, ego-driven resistance to change, weak critiques, and leaders who stop training. • circular performance improvement model tied to service delivery • why outdated SOPs create operational risk and legal exposure • keeping SOPs simple, task-focused, and grounded in real standards • making shared SOPs work across automatic aid departments • change resistance driven by ownership and ego, and how leadership pushes through  • what makes an after-action review honest, consistent, and useful • critique pitfalls like pet peeves, grandstanding, and excluding firefighters • why leaders must keep training and prove competence at strategic levels • decision-making truth: no perfect choices, only best upside with least downside You can download all your operational SOPs off bluecard.com right nowOrder the 3rd Edition of Fire Command here:https://bshifter.myshopify.com/products/new-fire-command-3rd-editionFor Waldorf University Blue Card credit and discounts:https://www.waldorf.edu/blue-card/For free command and leadership support, visit:https://bshifter.comSign up for the B Shifter Buckslip, our free weekly newsletter:https://lp.constantcontactpages.com/su/fmgs92N/BuckslipShop B Shifter:https://bshifter.myshopify.com

Was passiert, wenn eine IT-Abteilung im eigenen Unternehmen vor allem als Kostentreiber wahrgenommen wird – intransparent, wenig vertrauenswürdig, weit weg vom Business? Genau das war die Ausgangssituation, die Jörg Kohlenz vorfand, als er 2022 als Group CIO zum Wuppertaler Traditionsunternehmen Vorwerk wechselte. Seine Antwort auf diese Herausforderung war überraschend: nicht zuerst Technologie modernisieren, nicht zuerst Prozesse optimieren – sondern Führung transformieren. Im Herbst 2022 startete Jörg Kohlenz das Transformationsprogramm „Everest", das die Vorwerk-IT grundlegend verändern sollte: neue Strukturen, neue Arbeitsweisen und vor allem eine neue Führungskultur. Im Gespräch erklärt Jörg Kohlenz, warum IT-Transformation vor allem ein Führungsthema ist, wie er fünf Führungsprinzipien – Walk the talk, Give and earn trust, Purpose, Autonomy und Learn continuously – als Grundlage für den kulturellen Wandel entwickelt hat, und wie daraus drei IT-Werte entstanden sind, die für alle Mitarbeitenden gelten: Value Creation, Joined Ownership und Aligned Autonomy. Außerdem spricht er darüber, wie die IT-Organisation strukturell neu aufgestellt wurde, welche Widerstände es gab – und was die Transformation nach rund drei Jahren konkret gebracht hat. Eine Episode für CFOs, Controller und IT-Verantwortliche, die verstehen wollen, warum der Schlüssel zu einer erfolgreichen IT-Transformation nicht in der Technologie liegt – sondern in der Führung.

In this episode, Nithiya Parameswaran, VP of Product Management at Emerson | AspenTech, discusses how Industrial AI is reshaping Asset Performance Management, moving it beyond traditional monitoring toward predictive insights, faster maintenance action, and greater scalability across the enterprise.

Was passiert, wenn eine IT-Abteilung im eigenen Unternehmen vor allem als Kostentreiber wahrgenommen wird – intransparent, wenig vertrauenswürdig, weit weg vom Business? Genau das war die Ausgangssituation, die Jörg Kohlenz vorfand, als er 2022 als Group CIO zum Wuppertaler Traditionsunternehmen Vorwerk wechselte. Seine Antwort auf diese Herausforderung war überraschend: nicht zuerst Technologie modernisieren, nicht zuerst Prozesse optimieren – sondern Führung transformieren. Im Herbst 2022 startete Jörg Kohlenz das Transformationsprogramm „Everest", das die Vorwerk-IT grundlegend verändern sollte: neue Strukturen, neue Arbeitsweisen und vor allem eine neue Führungskultur. Im Gespräch erklärt Jörg Kohlenz, warum IT-Transformation vor allem ein Führungsthema ist, wie er fünf Führungsprinzipien – Walk the talk, Give and earn trust, Purpose, Autonomy und Learn continuously – als Grundlage für den kulturellen Wandel entwickelt hat, und wie daraus drei IT-Werte entstanden sind, die für alle Mitarbeitenden gelten: Value Creation, Joined Ownership und Aligned Autonomy. Außerdem spricht er darüber, wie die IT-Organisation strukturell neu aufgestellt wurde, welche Widerstände es gab – und was die Transformation nach rund drei Jahren konkret gebracht hat. Eine Episode für CFOs, Controller und IT-Verantwortliche, die verstehen wollen, warum der Schlüssel zu einer erfolgreichen IT-Transformation nicht in der Technologie liegt – sondern in der Führung.

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

In this podcast episode, Dr. Jonathan H. Westover talks with Jamie Aitken about the end of performance management as we know it.As VP of HR Transformation at Betterworks, Jamie helps customers reimagine the way employee performance is managed with proven systems and processes that work. As co-author of Make Work Better, she draws inspiration from her more than twenty-five years of HR leadership experience, spearheading organizational development, HR transformation and employee engagement strategies that boost business performance. Her work as a consultant and an in-house HR practitioner spans the entire spectrum of human capital practices and multiple industries.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Vom Monatsbericht zur Echtzeitsteuerung – das klingt einfach, stellt Unternehmen in der Praxis aber vor erhebliche Herausforderungen. Daten in Echtzeit erfassen, aufbereiten und für Entscheidungen nutzbar machen erfordert mehr als Technologie: Es braucht neue Organisationsstrukturen, integrierte BI-Plattformen und eine veränderte Unternehmenskultur. Die neue Ausgabe 3/2026 der Fachzeitschrift Controlling zeigt: Von der Reporting Factory über Matrixproduktionssysteme bis zu Digitalen Zwillingen – Echtzeitsteuerung ist ein Gesamtpaket aus Technologie, Organisation und Kultur. Im Performance Manager Podcast spricht Peter Bluhm mit Prof. Dr. Burkhard Pedell, Inhaber des Lehrstuhls für Controlling an der Universität Stuttgart und Mitherausgeber der Fachzeitschrift Controlling: Warum reichen Technologie und Organisation allein nicht aus – und welche drei Hebel müssen gemeinsam angepackt werden? Wie verkürzt eine zentrale Reporting Factory die Analyselatenz – und welche Rolle spielen Power BI und Robotic Process Automation dabei konkret?  Wie verändern Digitale Zwillinge das Controlling grundlegend – und welche Kompetenzen müssen Controller jetzt aufbauen? 

Schwache Signale erkennen, bevor sie zu handfesten Risiken oder Chancen werden – das ist die Kernidee der Frühaufklärung. Kein neues Konzept, aber KI verändert es grundsätzlich: mehr Daten, neue Muster, eine andere Geschwindigkeit. Und damit stellt sich für Controlling-Abteilungen eine konkrete Frage – nicht ob sie sich damit beschäftigen sollten, sondern wie der erste Schritt aussieht.

If you've been wanting to buy a business for years, get your ticket to Main Street Millionaire Live. You'll learn how to find the right business for you, make deals, evaluate them, finance them, and own the upside: https://contrarianthinking.biz/MSML26_BDYT You've got a product idea. Maybe you've even built the thing. But now you're stuck on the part that actually matters: getting people to give you money before you've spent a fortune building inventory, hiring a team, or raising venture capital that'll own your company before you do. Everett Taylor is the CEO of Kickstarter, the platform that's helped creators raise over $8 billion and launch everything from billion dollar companies to side hustles that print cash. He came up through the mailroom, got stabbed working a parking lot, and built his career by learning how to sell himself before he had anything to sell. Now he runs one of the most creative funding platforms in the world and he's breaking down exactly how to raise money without giving away equity, how to pitch without sounding desperate, and why most people fail before they even start. In this episode, you'll learn: Why selling yourself is the first skill every founder needs and how to build confidence even when you're starting from zero The pre-order pyramid: exclusivity, urgency, value, timeliness, and trust, and why video is the number one thing that makes or breaks a campaign How to calculate your real costs so you don't lose money on every sale and why you need a 25 to 30 percent buffer for the things you can't predict The biggest mistakes founders make when pitching: not being concise, not building trust, and not understanding the difference between pitching VCs and pitching customers Why raising venture capital means giving up control and how pre-orders let you test demand, keep equity, and build a real business on your terms ___________ (00:00:00) Introduction: How to Raise Your First 100K Without Connections (00:00:52) The Self-Selling Framework: Marketing Yourself Before Your Product (00:03:54) Mental Toughness and Emotional Regulation: The Two Traits You Need (00:08:24) Pre-Orders Over Venture Capital: The Kickstarter Advantage (00:10:21) The Pre-Order Pyramid: Exclusivity, Urgency, Value, and Trust (00:13:41) The Video-First Rule: Why Great Campaigns Start With 30 Seconds (00:17:11) The Biggest Pitch Mistakes: Get to the Point or Get Lost (00:20:20) When to Bootstrap vs When to Raise Millions (00:23:02) The Venture Capital Trap: Why a 250M Offer Got Rejected (00:26:29) Cost Management and Buffer Strategy: The 25-30 Percent Rule (00:32:46) Surprising Success Stories: 28M Board Games and Comic Book Empires (00:37:49) The CEO Playbook: Mental Toughness, Humility, and Rolling Up Your Sleeves (00:40:43) Remote Leadership: Trust, Aggressive Goals, and Performance Management (00:43:26) The Kickstarter Turnaround: Rejecting Mediocrity and Rebuilding Culture ___________ MORE FROM BIGDEAL

City leaders are eager to deploy AI, but the real opportunity lies in preparation: building the right organizational structures, expertise, and culture first. Host Stephen Goldsmith speaks with Teddy Svoronos, senior lecturer in public policy at the Harvard Kennedy School, about how to structure your city government for Agentic AI, why small, empowered teams work better than broad rollouts, and what mental models and skills leaders actually need to manage this new relationship with AI tools. In this episode, you'll learn: Why creating a data-driven culture before AI deployment is the critical first step How to start with a small, driven team to stress-test AI capabilities in your organization What "cognitive debt" means and why managing it prevents costly AI mistakes Why domain-specific expertise becomes more important, not less, as AI gets more powerful How to balance the tension between AI utility and maintaining organizational control What guardrails, monitoring, and evaluation mechanisms cities need in place from the start Guest: Teddy Svoronos – Senior Lecturer in Public Policy, Harvard Kennedy School Listener Survey: bit.ly/datasmartpod Music credit: Summer-Man by Ketsa About Data-Smart City Solutions Data-Smart City Solutions, housed at the Bloomberg Center for Cities at Harvard University, is working to catalyze the adoption of data projects on the local government level by serving as a central resource for cities interested in this emerging field. We highlight best practices, top innovators, and promising case studies while also connecting leading industry, academic, and government officials. Our research focus is the intersection of government and data, ranging from open data and predictive analytics to civic engagement technology. We seek to promote the combination of integrated, cross-agency data with community data to better discover and preemptively address civic problems. To learn more visit us online and follow us on LinkedIn.

Seit 2025 müssen große multinationale Konzerne öffentlich offenlegen, wo sie weltweit wie viel Steuern zahlen. Was wie eine reine Großkonzern-Pflicht klingt, betrifft auch mittelständische Unternehmen – etwa als deutsche Tochtergesellschaft eines US-Konzerns. Prof. Dr. Dr. habil. Carl-Christian Freidank erklärt, was der Ertragsteuerinformationsbericht wirklich bedeutet, wer betroffen ist und wo die Fallstricke liegen. THEMEN DIESER EPISODE Was ist der EIB und warum wurde er eingeführt? Ziel, Rechtsgrundlage und der Kerngedanke hinter dem Public Country by Country Reporting  Wer ist wirklich betroffen? Die drei Fallgruppen jenseits der 750-Millionen-Schwelle  Was muss im Bericht stehen? Pflichtangaben länderweise – von Erträgen über Steuerzahlungen bis zu einbehaltenen Gewinnen  Gestaltungsspielräume und Schutzklausel: Welche strategischen Entscheidungen Unternehmen jetzt treffen müssen  Welche Steuerquoten die Öffentlichkeit, Investoren und Ratingagenturen aus dem Bericht ableiten werden  Wer prüft den Bericht – und warum wird der Aufsichtsrat zur Haftungsfalle  ÜBER DEN GAST Prof. Dr. Dr. habil. Carl-Christian Freidank ist emeritierter Professor am Institut für Wirtschaftsprüfung und Steuerwesen der Universität Hamburg sowie Lehrbeauftragter an der dortigen Fakultät für Rechtswissenschaft. Er hat zum Thema zuletzt einen umfassenden Fachbeitrag veröffentlicht: Ertragsteuerinformationsbericht ante portas, Die Unternehmensbesteuerung, Heft 1/2026, S. 18–23.

For decades, the financial, manufacturing, and professional services industries have measured performance, conducted routine analysis, and monitored trends to inform decisions and drive improvements in operational and financial results. Now, corporate real estate executives are responding to calls to improve performance, do more with less, and advance strategic decision-making by leveraging newly available tools, including meaningful benchmarking, for performance management.

Was haben die Beatles mit gescheiterten BI-Projekten gemeinsam? Vier starke Persönlichkeiten, jede Menge Reibung – und trotzdem Musikgeschichte. Das Geheimnis? George Martin. Jemand, der die Gegensätze versteht und in Ergebnisse übersetzt. In BI-Projekten ist es nicht anders. IT, Controlling und Management ziehen oft in verschiedene Richtungen – und genau dort scheitern viele Projekte. Nicht an der Technik. Sondern am Miteinander. Peter Bluhm erklärt, warum ATVISIO in BI-Projekten die Rolle von George Martin übernimmt – und was das konkret bedeutet: Ein mittelständisches Handelsunternehmen hatte nach 8 Wochen ein Dashboard, das 50 Nutzer täglich öffnen.

In this episode, Steve Moorehead, Vice President of Product, Strategic Planning and Performance Management at Blue Cross Blue Shield of Massachusett, and Marc Pierce, Principal at ECG Management Consultants, discuss why client retention has become a growing challenge for health plans and how organizations can use data-driven insights to identify risk earlier.This episode is sponsored by ECG Management Consultants.

In this episode, Steve Moorehead, Vice President of Product, Strategic Planning and Performance Management at Blue Cross Blue Shield of Massachusett, and Marc Pierce, Principal at ECG Management Consultants, discuss why client retention has become a growing challenge for health plans and how organizations can use data-driven insights to identify risk earlier.This episode is sponsored by ECG Management Consultants.

5,9 % Rabatt verkauft sich besser als 6 %. Obwohl der Unterschied faktisch kaum messbar ist. Mit einer Wirkung von bis zu 21 % mehr Kaufbereitschaft. Was bedeutet das für das Controlling? Darüber spricht Peter Bluhm mit Prof. Dr. Nicole Jekel im aktuellen Podcast. Sie diskutieren, warum krumme Zahlen als temporär und dringlich wahrgenommen werden, weshalb Preisgestaltung nicht nur ins Marketing gehört – sondern auch ins Controlling – und wie datengetriebene A/B-Tests im Online-Shop dabei helfen können, Conversion Rate, Warenkorbwert und Wiederkaufsquote zu messen.

In a world where performance can make or break a company, creating a high-performance culture is essential. In this post, we dive into a conversation with Andrei Oprisor, the head of the people product department at Revolut, to explore how their internal human resource management system, Revolut People, emphasizes performance and meritocracy. We uncover the key components that drive this approach and how you can implement similar strategies in your organization. Our Guest: Andrei Oprisor Engineer turned product leader, Andrei Oprisor is the creator of Revolut People, the performance management platform that helped scale Revolut to 12,000+ employees across 60+ countries. Originally from Bucharest, Andrei joined Revolut during its early hyper-growth phase as one of the company's first data engineers. Within months, he was working directly with Revolut's founder, Nik Storonsky, to tackle a challenge no off-the-shelf software could solve: how to build and scale a high-performance culture, with systems designed around quality, not bureaucracy. What started as an internal tool quickly evolved into Revolut People: a full-stack platform covering goal setting, performance cycles, engagement, compensation, core HR, and recruitment. After five years of internal development and hundreds of thousands performance reviews processed, Andrei now leads the global go-to-market of the product to hundreds of scale-ups building exceptional teams. References: Andrei Oprisor LinkedIn profile https://www.revolut.com/people/   Listen to the next Episode All Podcast Episodes

Loacker ist ein Familienunternehmen mit fast 100-jähriger Geschichte, das seine Waffel- und Schokoladenprodukte heute in über 100 Ländern verkauft. Mit diesem Wachstum sind auch die Anforderungen an eine strukturierte Datenstrategie gestiegen – und damit die Notwendigkeit, Data Governance ernsthaft anzugehen. In dieser Episode spricht Peter Bluhm mit Lisa Burger, Corporate Data Governance & Quality Management Manager bei Loacker, über den Weg des Unternehmens hin zu einer tragfähigen Datenstrategie. Themen der Episode: Warum internationales Wachstum Datensilo-Probleme und mangelndes Daten-Ownership mit sich bringt  Was Data Governance von Datenqualitäts-Management unterscheidet – und warum dieser Unterschied praktisch relevant ist Wie Loacker den Einstieg in das Thema strukturiert hat: von der Stakeholder-Analyse bis zum vierstufigen Vorgehensmodell Welche Rolle Sponsorship, interne Champions und strategische Kommunikation für den Erfolg solcher Initiativen spielen Warum Data Governance vor allem ein Change-Management-Thema ist – und was es braucht, damit daraus eine gemeinsame Haltung im Unternehmen wird  Über den Gast: Lisa Burger verantwortet bei Loacker den Bereich Corporate Data Governance & Quality Management und treibt dort den Aufbau einer unternehmensweiten Datenstrategie voran. 

Are you tired of outdated, ineffective performance reviews? Want your organization to thrive with motivated, aligned employees? This episode dives deep into transforming your performance management process into a powerhouse that drives results and engagement. Join us as Bruce Cohen, a seasoned HR leader, shares decades of insights from goal-setting to AI-driven tools and how to implement a system that's continuous, clear, and compelling. In this episode:  Why top companies prioritize ongoing performance feedback  How to cascade goals effectively from leadership to every employee  The critical difference between job descriptions and goals  Using AI to enhance accuracy, consistency, and personalization  The role of senior leadership support and leading by example  Practical tips for managing self-assessments and overcoming recency bias  The future of performance management with AI and data insights  Timestamps:  00:00 - Why performance management is crucial in 2026 and beyond 00:26 - Bruce Cohen introduces himself and his HR background 01:23 - The value of continuous feedback in employee motivation 02:33 - The importance of goal setting and clear communication 05:39 - The risks of infrequent reviews and how to shift the culture 08:01 - Upskilling managers for real-time coaching and feedback 10:14 - Leading with example in HR and organizational commitment 11:40 - Defining "best in class" performance systems 12:33 - Aligning goals with company objectives through cascading 15:22 - Using self-assessments to prepare for performance conversations 18:44 - Overcoming challenges with recency bias and self-evaluations 21:43 - The multiplier effect of ongoing feedback 25:17 - The transformative role of AI in performance management 28:23 - Practical steps for implementing AI tools effectively 33:48 - Five key steps to elevate your system post-episode Resources & Links:  eCornell Organizational Design and Performance Courses  Book: "Radical Candor" by Kim Scott  AI Tools for HR and Performance Management  Leadership Support in HR  Connect with Bruce Cohen:  LinkedIn  Twitter    Let's revolutionize performance management together! Take these insights, leverage new technologies, and lead your organization to a more engaged, productive future. The time for change is now, don't wait for the next review cycle to start transforming your system. Start today! 

KI für alle: Das Kärcher-Modell für Finance & Controlling KI für alle – nicht nur für Experten. Mit dem „Gemini Rollout" hat Kärcher generative KI als virtuellen Assistenten für über 14.000 Mitarbeitende weltweit eingeführt – und damit Finance & Controlling grundlegend verändert. Dafür wurde Kärcher beim Congress der Controller 2026 für den Albrecht Deyhle Award for Controlling Excellence nominiert.

Integrierte Unternehmenssteuerung – klingt nach Theorie. Bei Börlind ist es gelebte Praxis. Mit „Resilient by Design" hat Börlind sein Controllingsystem grundlegend neu ausgerichtet: Strategie, Planung und Risikomanagement als durchgängiger Steuerungskreislauf – und das als mittelständisches Unternehmen.

Leadership SurveyAre these common HR mistakes quietly undermining your leadership credibility with your team?You want to lead with clarity, support your team, and handle performance issues the right way—but when HR gets involved, things can feel messy or frustrating. The reality is, even well-intentioned leaders often make a few critical missteps that weaken trust, delay action, and create unnecessary tension. This episode helps you spot those patterns early so you can lead with confidence, strengthen your HR partnership, and handle tough conversations without second-guessing yourself.By listening, you'll learn how to:Strengthen your leadership presence by owning performance conversations instead of avoiding themWork with HR as a strategic partner—not a last resort or a threatAddress issues early and effectively to build trust and improve team performanceListen now and download the Courageous Clarity Workbook to start leading tough conversations with confidence today: https://letsgrowleaders.com/beclear.Check out:Here are three key moments in the episode worth jumping to:01:56 – The first major HR mistake: asking HR to handle conversations that are actually your responsibility as a leader03:08 – The most common mistake: waiting too long to involve HR and why it backfires07:14 – The Inspire Method: a practical framework for handling performance conversations with clarity and careLeadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success.Mentioned in this episode:2026 Audience Survey We appreciate you. Click "Leadership Survey" - first 30 responses get a signed book. Thank you for helping us make the show even more helpful. 2026 Audience Survey We appreciate you. Click "Leadership Survey" - first 30 responses get a signed book. Thank you for helping us make the show even more helpful.

In this episode, we sit down with John Barrand, CHRO for the State of Utah, to discuss an inspiring transformation in public sector performance management. John led a bold effort to overhaul Utah's performance management system—moving it from a culture of “adequacy” and silence to one focused on learning, growth, connection, and accountability. John shares how he and his team achieved legislative change requiring quarterly check-ins, implemented management training, and shifted the state's mindset around performance and development. You will want to hear this episode if you are interested in...[01:16] Initial state of Utah's performance management system[06:23] Value of continuous learning and curiosity in government [10:06] Defining the “why” for performance management in Utah[17:02] Risks and Resistance in Systemic Change[20:06] Quarterly employee check-ins initiative[25:59] Balancing fairness and measurement without alienating staff [34:28] Creation of a system-wide talent mobility program [40:01] Development of incentive structures and bonus allocations [44:22] Sustainability and future of the programPerformance Management is a Sector-Spanning ChallengePerformance management has a notorious reputation, often maligned as bureaucratic and misaligned. These challenges aren't confined to just the private sector. Public organizations often face a wealth of bureaucracy and challenges that can inhibit transformation, compounded by a cultural tendency towards silence and an adequacy mindset.When John assumed his role in 2021 for the state of Utah, over 70% of employees had an “unknown” performance rating, and only 16% had received annual reviews. The pervasive culture of silence fostered disengagement and suspicion, and performance management, where it occurred, was simply about maintaining adequacy—a relic from nearly a century and a half of defensive bureaucracy.From Compliance to ConnectionThe first pivotal move was defining purpose. Clarity on the “why” behind performance management is crucial. For Utah, the why was growth: enabling employees to learn and grow while retaining top talent—shifting away from the punitive roots of performance management. As John says: “Employees don't want feedback, they want connection. They don't want evaluation, they want attention”.One of the new steps John took was to require quarterly check-in conversations with all employees. The effect was transformational: from just 16% of employees having annual reviews to 89% participating in four quarterly check-ins within the first year. This regular cadence broke the culture of silence, making communication a legal and cultural imperative.Overhauling the System: What ChangedWhere most organizations tinker at the edges, Utah's public sector embraced bold, structural change. They implemented legislation for conversations, which included quarterly check-ins and annual reviews, demonstrating a high-level commitment to improving performance management.Only 30% of managers previously had any training, and now, over 87% have been developed in crucial skills such as feedback, resilience, and collaboration. Utah also funds performance management by reallocating cost-of-living adjustments and introducing performance-driven bonuses. Goals now consist of both output-aligned objectives and developmental “how” objectives, pushing employees to reflect on and improve their impact.Evidence of a Transformed CulturePerformance conversations have become increasingly meaningful. The organization saw a 40% increase in first-year exits for cause—not a sign of ruthless weeding out, but of identifying and addressing performance issues sooner, thereby improving overall health without a drop in retention. High-potential (HIPO) employee retention rates rose 16% above the general population, and newly calibrated bonus systems rewarded and motivated top talent. Utah's success has garnered attention from major institutions—including Harvard and the London School of Economics—looking to distill lessons from its model. Resources & People MentionedUtah Governor's OfficeUtah LegislatureHarvard UniversityLSE HB0104GRIT Initiative      Connect with John BarrandJohn BarrandConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Der Green Controlling Preis 2026 ging an Sartorius. Peer Brauer, Head of Finance & Controlling, hat gemeinsam mit seinem Team ein ESG Performance Management entwickelt, das Nachhaltigkeit konsequent in die Unternehmenssteuerung integriert. Im Interview spricht er darüber, wie das in der Praxis funktioniert – und was andere Unternehmen daraus lernen können. Mit dabei: Prof. Dr. Reinhold Mayer von der Péter Horváth Stiftung und ICV-Vorstandsvorsitzender Matthias von Daacke.

Regal Renord [sic] Corporation Names Aamir Paul As New CEOIN: Louis Pinkham (24%) will also resign from the Board of Directors effective on his last day as CEO. ININ: Because of Chair Rakesh Sachdev (15%) OUTA powerful counterpoint to a new CEO's powerAxalta Coating Systems (27%)Herc Holdings (14%)Edgewell Personal Care (13%)OUT: “On October 29, 2025, the Company announced that Mr. Pinkham, our CEO, will separate from his role with the Company in connection with a CEO search process being led by the Company's Board. Mr. Pinkham's separation from his role as CEO is expected to occur by June 30, 2026.” OUTWhat took them so long?And what's wrong with their bench? ($8.775M golden hello)Brooke Lang: President, Power Efficiency Solutions (2022-)VP & GM of the Power Components DivisionEaton (2008-2016)Jerry Morton: President, Industrial Powertrain Solutions (2015-)served as President – Integration, Motion Control Solutions from 2021-2023, President of the Power Transmission Solutions from 2019-2021, Vice President, Business Leader of Power Transmission Solutions from 2017-2019, and led the global operations for Regal Rexnord's power transmission business from 2015-2017. Kevin Long: President, Automation and Motion Control (2025-)10 years at Dover Corporation, most recently as Group President of OPW, a global business serving the fluid handling, clean energy, cryogenics, and car wash markets.IN: Aamir spent years at Schneider Electric: essentially a AAA MSCI companyENVIRONMENT: Opportunities in Clean Tech 4.7 industry average/6.4 score (Regal is completely opposite here 4.7/3.0) INOUT: The Board is too entrenched: get rid of Rakesh Sachdev (15%, 18 years) Curtis Stoelting (21 years, 9%), Stephen Burt (15 years) and maybe this could work. OUTUFC CEO Dana White Says WHCD Shooting Was 'Awesome' and He 'Took In Every Minute' of the Incident IN: Dana White is Dana White. Works perfectly for TKO Holdings and Meta Platforms ININ: Because of Ari Emanuel (CEO/founder/Chair of TKO) and Zuck OUT (CEO/founder/Chair of Meta). Ari is the most powerful agent in Hollywood. Zuck is the king of social media addiction. They handle the “adult” business while Dana handles the “middle school” businessTKO Group Holdings: Ari Emanuel 67%Meta Platforms: Zuck 68%; Dana White 0%OUT: Dana White is Dana White. How are major sponsors like Disney going to feel about calling a shooting “awesome.”IN: Look at the Board: these are serious douches and they love this kind of behavior OUTAri Emanuel: known as being the a-hole of Hollywood.Silver Lake's Egon Durban: VC bro, Elon bud, Dell buddy, say no moreTKO COO Mark Shapiro: Hollywood man has served wherever there are bratty boys in charge: TKO, Endeavor (re: Elon, Ar, Egon), Dick Clark Productions, Papa John's, Six Flags, etc.TKO LD Steve Koonin is the CEO of the Atlanta Hawks and used to serve on the WWE and GameStop boards“The Rock”Former WWE CEO Nick KhanNepobaby Jonathan Kraft, NFLOUT: Look at the Board: these are serious douches and they love this kind of behavior. This is male toxic leadership that will eventually screw it all up. Ari Emanuel: known as being the a-hole of Hollywood.Silver Lake's Egon Durban: VC bro, Elon bud, Dell buddy, say no moreTKO COO Mark Shapiro: Hollywood man has served wherever there are bratty boys in charge: TKO, Endeavor (re: Elon, Ar, Egon), Dick Clark Productions, Papa John's, Six Flags, etc.TKO LD Steve Koonin is the CEO of the Atlanta Hawks and used to serve on the WWE and GameStop boards“The Rock”Former WWE CEO Nick KhanNepobaby Jonathan Kraft, NFL AIG names Andersen CEO as Zaffino moves to exec chairIN: You're getting a two-headed monster. Eric Andersen (ex-Aon President) handles the daily operations, while Peter Zaffino stays as Exec Chair to handle the high-level strategy OUTIN: Andersen spent years at Aon. OUTClimate Change Vulnerability 6.2/8.2 Human Capital Development 4.2/4.9 Privacy & Data Security 3.8/5.0OUT: AIG is already strong in the same places: OUTClimate Change Vulnerability 6.2/7.1 Human Capital Development 4.2/6.0Privacy & Data Security 3.8/4.9OUT: Peter Zaffino is a massive personality (32%). He's going to backseat-drive every decision Andersen makes, leading to a paralyzed C-suite. OUTLD John Rice 14%, Diana Murphy 11% (4 boards), Linda Mills 11%No tenure above 10 yearsOUT: Crappy succession planning. Why ignore the bench? Anderson's golden hello has not been disclosed yet but you know it's going to be bad. What about? INCharlie Fry: EVP, Reinsurance and Risk Capital OptimizationJon Hancock: EVP & CEO, General Insuranceleads AIG's three business segments: North America Commercial Insurance, International Commercial Insurance and Global Personal Insurance, and AIG's Claims organization and Chief Underwriting Office.Previously, led AIG's International Commercial Insurance and Global Personal Insurance businesses; former CEO of International General Insurance from June 2020 to December 2023; Director of Performance Management at Lloyd's of London from 2016 to 2020 with responsibilities including oversight of performance and risk management globally across the Lloyd's market.Pearson CEO Omar Abbosh is up for Autodesk board seat as director exitsIN: Omar Abbosh led Microsoft's Industry Solutions. Autodesk is desperate to become an AI software company: Omar is the guy who actually knows how to sell AI to enterprises. INOmar is “Hall of Famer”Autodesk already has 2 hall-of-famers: Ram Krishnan, Rami RahimStephen Milligan (who Omar is replacing) = ROTATIONOUT: Have a director named Jeffrey Epstein OUTIN: Chair Stacy Smith (12%; former CFO Intel) is cleaning up: replacing a hardware guy (Milligan) with a software/AI guy (Omar) OUTOUT: Despite what you might think, don't invest because they have a female board chair: Stacy is a dude. OUTIN: Omar is CEO at Pearson, dealing with the ethics of AI in education: Autodesk is rapidly integrating AI into urban planning and architecture to foster more sustainable, equitable, and efficient cities. All boards need AI dudes like Omar OUTOUT: Omar is the CEO of Pearson. Pearson is in the middle of its own massive AI transition. He doesn't have the bandwidth to be an effective director at Autodesk. He's just a big name OUTOUT: Losing Stephen Milligan (ex-Western Digital CEO) could be trouble: will Autodesk overdo its AI hand? Spend too much, fire too many people? OUTTrump's idea to ‘just buy' bankrupt Spirit Airlines draws GOP backlashIN: CEO Dave Davis (45%) rescued Sun Country. OUTTransportation 12%Law and Government 2%Economics & Accounting 3%Sales & Marketing 0.4%IN: Director (and ALL STAR) Robert Milton (6%). Former CEO/Chair of Air Canada; led the restructuring there; isn't at Spirit to watch it liquidate INOUT: CFO Fred Cromer is presiding over Spirit's second bankruptcy restructuring in under two years OUTOUT: John Bendoraitis has been the COO since 2017. He's been the architect of the operation during Spirit's entire decline—the engine issues, the labor disputes, and the service meltdowns OUTOUT: Trump thinks it's a good idea INSnap (SNAP) Appoints Doug Hott as New CFO.IN: Doug Hott is coming from Amazon. He understands addicted customers.INOUT: former CFO Derek Anderson also came from Amazon. OUTIN: Evan Spiegel (40%) and Robert Murphy (36%), despite owning all the decisionmaking, finally have someone willing to do the dirty work and make decisions (Mr. “16% layoff” Hott is a real man.) INOUT: Former CFO Derek Andersen is bailing right as the company announces layoffs and faces activist pressure from Irenic Capital. Maybe that's a sign? OUTOUT: Evan Spiegel (40%) and Robert Murphy (36%) needed Irenic Capital to realize they needed to fire CFO Derek Andersen OUTOUT: New CFO Doug Hott started by firing 16% of the workforce? He will be hated forever. Plus, why invest in another heartless finance bro treating human beings like line items to be deleted? OUT: Chair Michael Lynton (8%), the only adult with power on the board, was CEO/Chair of Sony Pictures (2004-2017), when the studio faced what is widely considered the most devastating corporate scandal in Hollywood history: the 2014 Sony Pictures Hack. Run. IN

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What does it take to turn a struggling performance management system into a national standout? Anna Bryant, Performance Manager at the Louisiana Department of Health, shares the story of how her team went from receiving an action plan after initial accreditation in 2019 to earning top recognition during their 2025 reaccreditation.  Using a “telescope and microscope” analogy, Bryant breaks down the essential connection between performance management and quality improvement, showing how big-picture strategy and day-to-day problem solving must work hand in hand. She walks through the nuts and bolts of Louisiana's transformation, from conducting system-wide assessments and tackling staff burnout to leveraging existing tools like Monday.com and Tableau to reduce friction and drive adoption.Creating Meaning from Measures: A PDSA Approach to Performance ManagementPublic Health Infrastructure Grant: Resources & Impact - PHIGASTHO Leadership Institute | ASTHO

Leadership SurveyWhat would it mean for your business's worth if every tough conversation you handled helped you build trust instead of quietly eroding it?You've been there—someone puts you on the spot, asking about promotions, performance, or sensitive decisions, and suddenly you're walking a tightrope between transparency and confidentiality. Handle it wrong, and trust slips. Handle it right, and you create a culture where people actually speak up early, solve problems faster, and respect your leadership. This episode shows you how to navigate those exact moments with confidence—without oversharing or shutting people down.Learn a simple 4-step framework to handle awkward, high-stakes questions without damaging credibilityDiscover how to protect confidentiality while still being seen as fair, transparent, and trustworthyBuild a team culture where people feel safe sharing concerns early—before problems spiralPress play now to master the exact language and leadership moves that will help you build trust in every difficult conversation you face. Or, learn more about Synergy Stack to bring back your leadership clarity in 60 minutes or less.Check out:00:56 – Why confidentiality isn't just about keeping secrets—it's the foundation for building trust and psychological safety on your team01:51 – The 4-step framework you can use immediately to handle sensitive questions without losing credibility03:17 – A real-world scenario: how to handle the classic “what about them?” performance conversation without breaking trustLeadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success.

How can HR Rethink Performance Management?Why is Performance Management broken and what can HR do about it? My guests on this episode are Edie Goldberg & Alan Colquitt, co-authors of “Performance Enablement: A New Model for Driving Organizational Performance.”During our conversation, Edie, Alan, and I discuss the following: Why traditional performance management systems were built for a different era of work.How performance management became more about compensation than improving performance.Why shifting from performance management to performance enablement changes the leadership mindset.How continuous coaching and feedback outperform annual reviews and performance ratings.Why team-based goals better reflect how work actually gets done in modern organizations.Connecting with Edie and Alan: Connect with Edie Goldberg on LinkedIn Connect with Alan Colquitt on LinkedInLearn more about Edie's firm and Performance EnablementLearn more about Alan's firm and Performance EnablementEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Most organizations take their best performer, hand them a title, and call it a promotion. What they don't tell that person is that everything that made them great at their job is now working against them. In this first installment of a two-part conversation, Jamie sits down with Matt Whitehead — Chief Ancillary Officer at Your Health — to explore one of the most overlooked transitions in healthcare leadership: the shift from being an exceptional doer to becoming a leader others will actually follow. In this episode: Why the moment Matt stepped into his first nursing home administrator role cracked the foundation of everything he thought he knew about leadership The dangerous myth that new leaders walk in as "instant experts" — and how that belief causes their teams to start managing them Why the dopamine hit of checking things off a to-do list disappears in leadership, and what you have to build to replace it How to delegate without losing your mind — and why being crystal clear on outcomes matters more than anything else Why conflict is never a problem to be eliminated — it's information to be used This episode is for every high-performer who has stepped into a leadership role and felt the ground shift beneath them. You're not alone — and it's not a flaw. It's the beginning. www.YourHealth.Org

You know the feeling.Their name pops up on your calendar and your stomach drops just a little.They are not low performers. They are actually delivering.But something about the dynamic makes leading them harder than it needs to be.In this episode of Real Talk: Leading Small Teams, we break down three common archetypes that trigger leaders and how to handle each one without avoiding hard conversations.In this episode, you'll learn:Why “Praise-Seeking Polly” may not actually feel recognized, even when you think you are praising themWhat “Mindy the Mope” might be signaling about role fit and strengths alignmentWhy “Defensive Dan” reacts to feedback and how to lower defensiveness without walking on eggshellsHow to anchor feedback in shared expectations so high performers stay coachableIf you have someone on your team who makes you want to cancel your one-on-ones but is technically doing a good job, this episode will help you shift from frustration to strategy.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com    Takeaways - Ashley Heard emphasizes the importance of proper training for first-time managers. - Promoting strong individual contributors to management roles can lead to failure without support. - Management styles can be categorized into 'tight jeans' and 'cozy joggers' to illustrate different approaches. - The Pause, Consider, Act framework helps managers make thoughtful decisions under pressure. - Intentional leadership is crucial for fostering a positive team environment. - Leadership development should be an ongoing process, not a one-time event. - AI can enhance leadership by providing tools for better decision-making and communication. - Cultural sensitivity is essential for effective management in diverse teams. - Success in leadership is defined by passion for work and a balanced life. - The Manager Method book provides practical frameworks for effective management.   Chapters 00:00 Introduction to Leadership Development 02:54 The Journey to Law and Corporate Life 05:59 The Challenges of Promoting Managers 09:00 Management Styles: Tight Jeans vs. Cozy Joggers 11:46 The Pause, Consider, Act Framework 15:02 Navigating Toxic Management 18:02 The Manager Method Book Launch 20:36 Self-Discovery Through Writing 22:22 The Importance of Continuous Leadership Development 23:38 AI: A Tool for Human Connection 26:57 Using AI to Enhance Team Dynamics 29:14 The Human Element in Performance Reviews 32:07 Evolving as a People Leader 34:44 The Positive Side of HR 35:54 Navigating the Future of Work 37:43 The Journey of Entrepreneurship 39:16 Defining Success in Work and Life