Human Performance Management

"The Managers of tomorrow will be more successful -
when 're-thinking' the importance of leadership"

Time is running like crazy, and the environment people have to live in does not get any better, it becomes rather more costly, lacks emotion and is generally deteriorating ... Unfortunately, both leading managers and politicians fail to think about that. Tomorrow's leadership needs a paradigm shift for bringing people close to the pulse of events, to keep them there in order to prepare them emotionally for and support the necessary (environmental) changes and to acquire new skills in accordance therewith ...

Make sure to always identify the key employees and managers by considering the added value they create, i.e. what are the results they are expected to bring to the company by applying which capabilities and values. For doing so, apply scientifically founded Online Profiling Methods in order to avoid costly recruitment errors.

You can download this new article here as a PDF file.



"What it takes to be a 21st century leader"

This article has been uploaded in english under:

bookboon.com/blog/2014/04/takes-21st-century-leader

"An excellent article - and so is the book. What strikes me is that the 21st Century leader has the same challenges as the his/her predecessors had in centuries past - what has changed is the pace of change, the varieties of ways that leaders can communicate, in a multi-cultural world. The leadership lessons of the Art of War bySun Tzu (written around 500BC) aren't really that different from what can be found intoday's best selling management memoirs and texts.

Leadership is situational. Leadership and occurs at all levels literally from the individual learning to manage themselves to the global leader responsible for hundreds of thousands of people in every part of the world, Leadership is both a skill and a natural talent which becomes better with learning, doing, and being.

Ultimately, leadership is about bringing diverse individuals to achieve defined, common outcomes - if only for a few minutes or for a lifetime. The bigger and more diverse the organisation, the more complex the challenges. The article - and the book - communicate the why and "how to" very well, indeed."

-Lou Coenen



"Supportive Leadership -
The New Role of Executives in the 21st Century"

Leadership in the 21st Century needs a paradigm change!

Organizations will only distinguish themselves - from others on the market - by high level of values and self-responsibility, (mental) fitness and a faster learning, innovating and realizing capacity. Therefore leadership reaches a new dimension once it ceases to lay down rules, to be restrictive and controlling, but instead starts to offer initiatives and support according to the respective situation, to offer scope of action and encourage environment visions. Constant learning from (project) tasks will become everybody's goal - as well as - constantly learning from errors.

This ebook has been uploaded in english under:

bookboon.com/en/business/management/supportive-leadership

This Book was quoted from the University of St. Gallen/Swiss as the best leadership book which was published over the last years.




HUMAN PERFORMANCE MANAGEMENT


Human Performance Management is the modern viewpoint of leadership
and personnel management for a successful company in the 21st century.


In the forefront of this there are the people in the company to be guided
to long lasting value creation. More than ever success depends on choice,
ability, creativity and goal-motivation of employees and their intelligent
way of working. Permanent qualifications to meet these demands are
becoming some of the most important competition factors for companies
and for the individual employees for survival on the professional level.


The book should be a motivation and help to the reader,
not to be content only with his (current) knowledge.


The textbook was published by Rosenberger Fachverlag, Leonberg.
It can be ordered on CD for a fee of 10,- € + MwSt
through direct contact with the Autor.


Günther H. Schust




Günther Schust