Persönliche Erfahrungen aus der Praxis

LEADERSHIP, HR- & COMPLIANCE-MANAGEMENT / REVIEWING INCENTIVES & SYSTEMS (Deutscher Text folgt in Kürze)

Adjusting and aligning incentive systems at all levels is probably one of the biggest levers to drive behavioral change in organizations. But it is also often forgotten when designing transformational concepts or only implemented at a much later stage.

Also many organizations that I worked with have quite a gap between the theoretical approaches to personal promotion, rewarding and feedback that they teach you at HR, and the real decisions made behind closed doors. And with all the importance and relevance of "compliance", remaining cultures of trust have been systematically replaced by systems of control and organized dis-trust.

At the same time, those procedures and rules that have often been developed by subject-matter experts that lacked the business experience fail short to cover many of the specific situations that today´s decision-makers are facing. Such as how to engage social-media influencers in a compliant way, for example. They have become crucial communication gateways for reaching critical customer generations. But how do you make sure that they (don´t?) communicate on your behalf? How to you control how, when and what they communicate about or for your brand? 

As a result I found that when it comes to the risk, (too) many decision-makers are either in the blind or left alone with their decision of how to cope with the schizophrenia of systems and the real world. 

It is important to help them to break the compromise and meet all the relevant requirements. By ensuring transparency, awareness, completeness, precision and clear processes. Failing to align and synchronize the wheels of the system with your organization´s strategic objectives is like accelerating with an inspiring vision and pushing the breaks with your systems. Let´s make sure that your system runs smoothly and fast.