High intelligence, a strong motivation and a strategic understanding are the sine qua nons to lead a company. To have success in the long term, it takes more than that. Candor, the willingness to change, a high level of emotional intelligence, effective influencing, courageous and supportive leadership and leading by example are among the most important.
The higher up in the organization executives are, the less likely they will receive honest feedback. Their employees will be very careful in telling their bosses the truth. That is where an experienced coach can help.
For more than 10 years I have been coaching international executives to deeply understand their hopes and fears and to strengthen their accountability in order to achieve their goals. By asking challenging and empathetic questions, by being a good listener and by understanding the organizational and psychological context in which they operate, I assist in finding new solutions.
After more than 30 years working in three successful global companies - most of them as a senior executive - I know what life in top management positions is like: the challenges, the pressure, the power games and the unspoken truths.
Frankfurter Allgemeine Zeitung, March 3 and 4, 2012
Talking with: Ulrich Jordan, former Chief Human Resources Officer, Targobank
The hiring managers are often ill prepared to select candidates, says Ulrich Jordan. A candidate's tie then may decide whether he will get hired. And in the end a clone will get selected.
Handelsblatt December 28, 2011
...It is the time of the year now that managers – with a friendly reminder from their HR departments - are meeting with their employees. One on one they want to review the performance and results of the last twelve months and agree on goals for the future...
Human Resources Manager, August / September 2012
The HR function has struggled to gain more influence within the company for as long as we can remember. With our model, we will show how this can be improved – from the strategy discussion to the organizational development of the HR function.
karriere.de, February 2, 2012
Times are changing in Germany. Until a few years ago applicants had to be grateful for every interview they were invited to. Today it is the hiring organization that needs to market itself to the candidates. Not every HR department, however, has fully understood how important this targeted recruiting has become...