In a changing business world, team culture is a decisive success factor. This article examines how existing team cultures can be analyzed and improved by linking concepts such as co-creation, mindset, strategy, culture, attitude, leadership and commitment. In addition, the importance of open communication for a positive team culture as well as methods for improving team communication and implementing feedback mechanisms are highlighted. Finally, the role of managers in creating a positive team culture is examined and how they can motivate, support and encourage the team to perform at their best in order to promote a successful and harmonious working environment.

Analysis of the existing team culture

However, before we look at analyzing and changing the team culture, it is important to understand the meaning of this culture. Team culture encompasses the shared values, beliefs, norms and behaviours within a team or organization. It shapes how employees interact with each other, how decisions are made and how the working environment is perceived.

One promising strategy for changing the team culture is co-creation. Co-creation refers to the collaboration of employees at all levels to jointly develop new ideas, improve processes and drive change. This approach promotes a shared understanding of and commitment to the desired culture and enables employees to play an active role in shaping it.

A decisive aspect in changing the team culture is the mindset and attitude of employees and managers. An open and proactive mindset that sees change as an opportunity and adopts a positive attitude towards collaboration and innovation is crucial for success. Managers play a key role here by acting as role models and promoting a culture of trust and openness.

In order to successfully analyze and change the existing team culture, a clear and well thought-out strategy is required. This should define the objectives, measures and timeframe for the change and ensure that all those involved are involved and motivated to actively shape the change. Regular communication and feedback loops are crucial in order to monitor progress and make adjustments.

Managers play a decisive role in changing the team culture. They must not only clearly communicate the vision and goals, but also act as role models and create an environment that promotes trust, openness and cooperation. In addition, a strong commitment from all those involved is required in order to successfully implement the change process and establish it in the long term.

Promoting communication and transparency

Open communication creates trust, promotes the exchange of ideas and enables team members to feel heard and valued. It helps to avoid misunderstandings and resolve conflicts at an early stage. It also strengthens the sense of togetherness and promotes a culture of collaboration and innovation. An open communication style on the part of managers is particularly important here, as it serves as a role model for employees and creates an atmosphere of trust and openness.

There are various methods and tools to improve communication within the team. This includes regular team meetings where current projects can be discussed and ideas exchanged. In addition, virtual communication tools such as chat platforms or video conferencing systems can also be used to facilitate the exchange of information across physical distances. Another important aspect is the promotion of an open culture of discussion in which all team members are encouraged to express their opinions and ideas freely without fear of negative consequences.

Feedback is an important part of an effective communication process. Regular feedback can clarify misunderstandings, recognize achievements and uncover potential for improvement. It is important to encourage both formal and informal feedback and to provide employees with clear guidelines and structures for giving feedback. In addition, feedback mechanisms should be continuously evaluated and optimized to ensure that they are effective and target-oriented.

Leadership development and role model function

Managers are largely responsible for shaping the values, norms and behaviours within a team or organization. They act as leaders and have a major influence on how the team members behave towards each other and how the working atmosphere is perceived. By communicating a clear vision and goals, managers can promote a positive team culture and create an environment characterized by trust, openness and collaboration.

In order for managers to effectively fulfill their role in shaping team culture, it is important that they receive appropriate training and support. Training programs can help managers to further develop their skills in the areas of communication, conflict management and team leadership. In addition, they should receive regular feedback and targeted support in implementing the desired culture. A committed and competent management team is an important key to the success of an organization.

Managers must not only talk about the desired team culture, but also set an example through their own behavior. They should embody the values and principles they preach themselves and act consistently in accordance with them. By setting a positive example and remaining authentic, managers can gain the trust of employees and increase their motivation and commitment. A strong commitment on the part of managers is crucial to establishing and living the desired culture in the long term.

Promoting teamwork and cohesion

Teamwork and cooperation are essential components of a successful team culture. By contributing their individual strengths and skills and working together towards common goals, team members can utilize synergies and achieve better results. Managers should therefore emphasize the value of teamwork and promote a culture of collaboration by supporting team projects and joint activities and encouraging the exchange of ideas and information.

A strong sense of unity within the team plays a key role in strengthening employee motivation and loyalty. When team members see themselves as part of a common team and support and encourage each other, they can achieve top performance together. Managers should therefore take targeted measures to strengthen the team spirit, e.g. through team-building activities, regular team meetings and recognition of team successes.

Involving team members in decision-making processes is an important aspect of a positive team culture. By involving employees in decisions and listening to their opinions and ideas, they feel valued and motivated to actively participate in team activities. Managers should therefore be open to feedback and input from the team and ensure that decisions are made jointly and communicated transparently.

Creating a supportive environment

Providing resources and tools to support the desired culture is an important step in creating a supportive environment. This can include providing training and development opportunities, setting up communication and collaboration tools or creating development programs for employees. By providing their employees with the right resources, companies can foster their skills and potential and create a culture of collaboration and innovation.

A pleasant working environment contributes significantly to the well-being and satisfaction of employees. This includes an ergonomic workstation, sufficient space and peace and quiet for working and a pleasant atmosphere in the office. Companies should therefore take care to create a working environment that meets the needs and preferences of their employees and helps them to reach their full potential.

Promoting the work-life balance and well-being of employees is another important aspect of creating a supportive environment. Companies can achieve this by offering flexible working hours and models, enabling sabbaticals or home office options and offering programs for stress management and health promotion. By promoting the well-being of their employees, companies can not only increase their motivation and performance, but also strengthen their loyalty to the company.

Continuous evaluation and adaptation

Regularly reviewing the team culture is crucial to ensure that it meets current needs and requirements. This can be done through employee surveys, interviews, focus groups or other feedback mechanisms. By regularly assessing the mood and satisfaction of employees and the effectiveness of teamwork, companies can identify potential problems at an early stage and take appropriate measures to resolve them.

Feedback loops play a decisive role in the continuous improvement of team culture. By regularly obtaining feedback from employees, customers and other stakeholders and using it constructively, companies can continuously optimize their working methods, processes and structures. It is important that companies are open to criticism and suggestions for improvement and proactively look for opportunities for further development.

Flexibility and adaptability are decisive factors for the long-term success of a company. In a constantly changing environment, it is important that companies are able to adapt quickly to new conditions and adjust their strategies and processes accordingly. This also applies to the team culture, which must continuously evolve in order to meet changing requirements. By remaining flexible and open to change, companies can remain successful in the long term and strengthen their competitiveness.

Conclusion

Changing the team culture requires a holistic approach that integrates principles such as co-creation, mindset, strategy, culture, attitude, leadership and commitment. By promoting collaboration and innovation, companies can build successful teams in the long term and ensure sustainable growth. Open communication and effective feedback mechanisms are key to fostering trust and collaboration, supported by the strong commitment of managers.

The development of a positive team culture requires the active commitment and role model function of managers, who create an atmosphere of trust and cooperation. Through continuous training and support, they can contribute to the long-term success of the team and emphasize the value of teamwork. A supportive environment that provides resources and promotes work-life balance is also crucial for a positive team culture, supported by management commitment.

Overall, a positive team culture is essential for the success of a company. By implementing the proposed measures, companies can create an atmosphere that promotes collaboration, innovation and employee satisfaction. It is up to managers to actively support these changes and communicate the vision of a successful team culture.

The post What do I need to do to change our team culture? first appeared on cocreation.com.

In a constantly changing business world, it is essential for companies not only to recognize and accept change, but to actively shape it. A fundamental understanding of change is therefore crucial, at all levels of the organization. We will examine why such an understanding is essential, how it affects organizational development and use examples of successful companies to illustrate how proactive change management can ensure long-term success.

In today’s fast-paced world, effective communication and transparency are crucial to the success of change processes. Companies that involve their employees at an early stage and pursue a transparent communication strategy are better able to shape change and fully exploit the potential of co-creation and leadership. We will explore the role of open and transparent communication during change, why employees should be involved early on, and best practices for an effective communication strategy during the change process.

Strong leadership is a decisive factor for the success of change processes in companies. Managers play a key role in motivating and supporting their teams and overcoming resistance to change. We will explore the importance of strong leadership during change, how leaders can motivate and support their teams, and tips for leaders to build trust and overcome resistance.

Understanding change

Change is part of business life and can present both opportunities and challenges. Companies that recognize and accept change at an early stage are better able to adapt to new market conditions and secure competitive advantages. Such an understanding enables companies to remain flexible and develop continuously.

Effective change management must be anchored at all levels of an organization. From top management to employees at operational level, everyone must be able to understand, accept and deal constructively with change. This creates a culture of adaptability and innovation that enables companies to transform successfully.

An outstanding example of proactive change management is the LEGO company. By integrating co-creation into its innovation process, LEGO has generated numerous new product ideas and strengthened customer loyalty. The LEGO Ideas program allows fans to submit their own design ideas for the community to vote on. The ideas with the most votes will then be turned into real products by LEGO. This open innovation platform has helped LEGO to continuously launch new products that meet the tastes of its target group.

Another example comes from the cosmetics brand L’Oréal, which has developed a virtual application on its “Makeup Genius” platform that allows customers to try out various makeup products virtually. This app was developed through intensive collaboration with customers to understand their needs and preferences and create a user-friendly experience. The result was a great success, leading not only to increased sales, but also to positive feedback and strong brand loyalty.

Communication and transparency

Open and transparent communication creates trust and promotes understanding for change. Employees feel informed and involved, which increases the acceptance of changes. Clear and honest communication can also reduce fears and resistance, which makes the change process easier overall.

Employees are often the ones who are most directly affected by change. By involving them in the change process at an early stage, they can express their concerns, contribute ideas and play an active role in shaping the changes. This creates a sense of ownership and encourages commitment to change.

Best practices for an effective communication strategy:

1. Keep communication consistent and regular: Both formal and informal channels should be used to keep employees informed of progress and developments during the change process.
2. Create space for dialog and feedback: Give employees the opportunity to ask questions, express concerns and give feedback. This promotes exchange and makes it possible to respond to the needs and concerns of employees.
3. Be transparent and honest: Avoid secrecy and do not withhold information. Openness and honesty create trust and encourage employee commitment.
4. Consider the diversity of employees: Different employees have different information needs and communication preferences. Ensure that the communication strategy is tailored to the needs of all employees and takes into account different communication channels and formats.

Leadership and support

The importance of strong leadership during change is undeniable. In turbulent times, leaders need to be able to communicate a clear vision for change, set the direction and lead their teams through uncertain times. Strong leadership creates trust and gives employees a sense of security and direction. This in turn motivates them to actively participate in the change process and give their best. In addition, strong leadership helps to ensure the success of change projects by creating an environment in which innovation can be encouraged and obstacles overcome.

Managers can motivate and support their teams by communicating the vision for change clearly and convincingly. By clearly defining the goals and guidelines, they give their employees guidance and help them to stay focused on the most important tasks. It is also important that managers ensure that their teams have the necessary resources at their disposal and support them in implementing the change. This can mean removing obstacles, offering additional training or simply being available as a contact person for questions and concerns.

Another important role that managers can play is to recognize and reward successes and progress in the change process. By recognizing the achievements of their employees, they strengthen their motivation and commitment to change. This can take the form of praise, bonus payments or other incentives that encourage employees to give their best and actively participate in the change process.

Overall, strong leadership during change is crucial to the success of change projects. Managers who are able to motivate, support and inspire their teams make a significant contribution to successfully shaping change and strengthening the organization for the future.

Tips for managers to build trust and overcome resistance:

1. Be authentic and transparent: Open and honest communication creates trust and helps to overcome resistance to change.
2. Listen and show empathy: Take your employees’ concerns and fears seriously and show understanding for their perspective.
3. Provide space for dialog and feedback: Allow employees to ask questions, express concerns and give feedback to promote an open communication culture.
4. Support employee development: Invest in the development of your employees and support them in developing the necessary skills and competencies for change.

Flexibility and adaptability

Flexibility enables companies to adapt quickly to changing market conditions, customer needs and external influences. Companies that are flexible can approach change proactively, exploit opportunities and minimize risks. Flexibility also promotes innovation and creativity, as employees are encouraged to try out new ideas and find solutions that meet changing requirements.

How companies can adapt to unexpected challenges:

1. Agile management: Companies can introduce agile methods and practices in order to be able to react more flexibly to changes. Agile teams work in short iterations in order to respond quickly to new requirements and continuously improve.
2. Investing in training and development: Companies can invest in the training and development of their employees to ensure they have the skills and competencies needed to adapt to change and succeed.
3. Building a culture of flexibility: Companies can promote a culture of flexibility in which employees are encouraged to try out new ideas, take risks and continuously develop themselves. An open and tolerant attitude towards change is crucial for success in a rapidly changing world.

An outstanding example of a company that has successfully adapted to change is Netflix. Originally launched as a DVD rental service, Netflix has continuously developed and adapted its business model to changing market conditions. Today, Netflix is a leading provider of streaming entertainment worldwide and has established itself as a pioneer in the industry.

Another example is Amazon. Amazon started out as an online bookstore, but over the years has evolved into a multi-faceted technology company offering a wide range of products and services. Through continuous innovation and adaptability, Amazon has constantly expanded its business and has become one of the largest and most successful companies in the world.

Continuous feedback and learning processes

Feedback loops enable companies to evaluate the progress and effectiveness of change initiatives and make appropriate adjustments. Regular feedback from employees enables companies to recognize problems at an early stage, identify obstacles and ensure that the change process stays on track. Feedback loops also encourage employee involvement and strengthen their commitment to change.

In a constantly changing business world, continuous learning and adaptation is essential to remain competitive. Companies that are willing to learn from their experiences and continuously develop are better equipped to adapt to changing market conditions and take advantage of opportunities. Continuous learning also promotes innovation and creativity, as employees are encouraged to try out new ideas and find new ways to solve problems.

Tools and methods for receiving and responding to feedback from employees

1. Employee surveys: Regular employee surveys are an effective way of obtaining feedback and measuring the mood and satisfaction of employees. Companies can use employee surveys to specifically ask for opinions on change initiatives and identify potential for improvement.
2. Feedback meetings: Regular feedback meetings between managers and employees provide an opportunity to promote open communication and to give and receive feedback. These discussions should be structured and constructive in order to achieve the greatest possible benefit.
3. Online platforms and tools: Companies can also use online platforms and tools to receive and respond to continuous feedback from employees. These tools enable employees to provide anonymous feedback and contribute ideas and suggestions, which can then be reviewed and implemented by management.

Conclusion

A fundamental understanding of change is essential for companies to ensure long-term success. By integrating co-creation, effective change management and inspiring examples of successful companies, organizations can successfully master the challenges of change and continue to develop. An effective communication strategy is crucial to successfully managing change. Open and transparent communication, employee engagement and fully exploiting the potential of co-creation, leadership and transformation are key components of this.

Strong leadership is crucial to overcoming resistance to change and ensuring the success of change projects. Managers who convey a clear vision, communicate openly and show empathy can create a positive culture of change and lead their teams successfully through change. Flexibility and adaptability are further decisive factors for the success of change management. Companies that can adapt quickly to change are better equipped to achieve long-term success. Continuous feedback and learning processes also play an important role. Effective feedback loops and the use of tools and methods to receive and respond to employee feedback enable companies to keep the change process on track and take the needs of employees into account. Overall, well thought-out change management is crucial and it is time to see change as an opportunity and actively embrace it to ensure long-term success.

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Innovation is at the heart of every successful company. In a world that is constantly evolving, it is crucial to keep pace and continuously find new ways to promote growth and competitiveness. But what makes innovation so important and how can concepts such as co-creation, diversity and creativity help to promote it?

It is crucial for companies to actively involve their employees in the innovation process and empower them to contribute their ideas and creativity. Employee participation and empowerment play a central role in promoting innovation.

In an increasingly competitive world, investing in resources and training is crucial to enable innovation and ensure long-term success. Companies that invest in training and development measures to strengthen the creative skills and innovation potential of their team can gain a competitive advantage and strengthen their position in the market.

Understanding the importance of innovation

Innovation is much more than just the development of new products or services. It’s about generating fresh ideas, improving existing processes and finding new ways to solve problems. Companies that are innovative can adapt more quickly to change, stand out from the competition and ensure long-term success.

Co-creation is an approach in which companies and their customers work closely together to jointly develop products, services or solutions. This form of collaboration enables companies to develop a deeper understanding of their customers’ needs and wishes and to ensure that their innovations actually offer added value. By incorporating different perspectives and ideas, companies can develop innovative solutions that are precisely tailored to the needs of their target group.

Diversity plays a crucial role in promoting innovation. By building a diverse team made up of people with different backgrounds, experiences and perspectives, companies can generate a variety of ideas and approaches. This diversity of thinking and approaches can help to develop innovative solutions that might otherwise have been overlooked. In addition, a diverse workforce helps to create an inclusive working environment where employees feel valued and heard, which in turn promotes creativity and productivity.

Creativity is the foundation of every innovation. By promoting a culture of creativity and giving their employees the space to develop and try out new ideas, companies can drive innovation. This can be done by providing resources and training to encourage creative thinking, setting up brainstorming sessions and creating a supportive working environment. Companies that value and promote creativity can strengthen their innovative power and gain a competitive advantage.

Creating an innovative culture

An innovative culture is the foundation for a company’s success. By creating an environment where employees are encouraged to try out new ideas and take risks, companies can drive innovation and set themselves apart from the competition. Such a culture promotes creativity, enables rapid experimentation and creates space for growth and development.

1. Promoting risk-taking and innovation

Create a supportive environment: Employees should feel safe to take risks without fear of negative consequences. Open communication and support from management are crucial. At the same time, you should reward innovation by offering recognition and rewards for innovative ideas and initiatives. This can encourage employees to take risks and explore new avenues.

2. The promotion of error acceptance and continuous learning

Mistakes should be seen as learning opportunities. Companies should promote a culture of continuous learning and encourage employees to learn from mistakes and develop themselves further. At the same time, transparency and openness are crucial. Open communication about mistakes and their causes can help to ensure that they are not repeated. Employees should be encouraged to speak openly about their mistakes without fear of negative consequences.

3. Promoting interdisciplinary collaboration and diversity

Create opportunities for collaboration: Companies should create platforms and spaces where employees from different departments can come together to exchange ideas and work together. At the same time, it is important to promote diversity. The diversity of experience and perspectives within a team can help to develop innovative solutions. Companies should therefore take care to build a diverse workforce and create an inclusive working environment.

Strengthening cooperation and communication:

Effective teamwork and communication are crucial to the success of innovation projects. By sharing ideas, giving feedback and working together to solve problems, team members can develop creative solutions and drive innovation. An open and supportive team environment in which ideas can be freely exchanged is the key to this.

Methods to strengthen cooperation and communication

1. Brainstorming sessions: Brainstorming is a creative technique in which team members collect and discuss ideas on a specific topic. Brainstorming allows teams to gain new perspectives and develop innovative solutions. It is important that all ideas are welcome during the brainstorming session and that no criticism is voiced in order to encourage the creativity of the participants.
2. Design thinking workshops: Design thinking is a creative process that aims to develop innovative solutions to complex problems. In design thinking workshops, teams work together to understand the needs and problems of their target group, generate ideas and develop prototypes. Through the iterative process of design thinking, teams can develop innovative solutions that are precisely tailored to the needs of their users.
3. Regular feedback rounds: Regular feedback rounds enable team members to give and receive constructive feedback. Feedback enables teams to improve their ideas and solutions and drive innovation forward. It is important that feedback is constructive and respectful in order to promote a positive team environment.

To promote effective teamwork and communication, you should create an open and supportive team environment where ideas can be freely exchanged. Actively encourage team members to participate in the exchange and share their ideas. A culture of constructive feedback should be promoted in which criticism is seen as an opportunity for improvement. Use technologies and tools to support collaboration, such as project management software or online collaboration tools. These can facilitate communication and increase efficiency. By implementing these tips, teams can improve their collaboration and communication, which can lead to an increase in innovation and productivity.

Involvement of the employees:

Employee participation and empowerment are essential components of an innovative corporate culture. When employees are actively involved in the innovation process and feel that their voice is heard and valued, their motivation and commitment increases. This leads to an increased wealth of ideas and greater innovation potential within the company.

Co-creation, or joint creation, involves companies and their customers or employees working together to develop products, services or solutions. By involving employees in the innovation process, companies can benefit from their unique insights and experience and ensure that the solutions developed meet the actual needs of the target group.

Idea competitions offer employees the opportunity to submit their creative ideas and suggestions and actively participate in the innovation process. By creating a competitive environment, companies can collect a large number of innovative ideas and identify the best solutions, which can then be further developed and implemented.

Employee innovation programs: Companies can develop special programs and initiatives to encourage employees to develop and implement innovative solutions. This can include providing resources and training to encourage creativity and innovative thinking, as well as creating an incentive system to recognize and reward employee contributions to innovation.

Co-creation and ideas competitions are effective approaches for actively involving employees in the innovation process and empowering them to contribute their ideas and creativity. Through these approaches, companies can gather a variety of perspectives and ideas that can help to develop innovative solutions and strengthen competitiveness. In addition, co-creation and ideas competitions promote an open and supportive corporate culture in which employees are encouraged to share their thoughts and ideas and work together to develop innovations.

Investment in resources and training

To enable innovation, it is important to provide sufficient resources. This includes not only financial resources, but also time, support and infrastructure. Here are some recommendations for providing resources for innovation:

1. Financial resources: Companies should allocate budgetary resources to fund training courses, workshops and other further training measures aimed at strengthening the creative skills and innovation potential of the team.
2. Time: Employees need time to train and develop their creative skills. Companies should ensure that their employees have sufficient time available for training and further education measures without this being at the expense of their regular work duties.
3. Support: Support from management is crucial to enable innovation. Companies should encourage and support their employees to further their education and pursue their creative ideas.

To strengthen the creative skills and innovative potential of the team, companies can offer various training and development measures. These include creativity workshops aimed at promoting employees’ creative thinking skills and developing innovative problem-solving approaches. Design thinking training courses help employees to adopt new perspectives and develop innovative solutions based on the needs of users. Diversity training to promote diversity and inclusion helps to increase the team’s innovation potential by encouraging different perspectives and ideas. Technology training in new technologies and digital trends helps employees to develop innovative solutions and drive digital change.

Measurement and evaluation of innovation:

Innovation is a complex process that encompasses various aspects, from the generation of new ideas to the successful implementation of innovations in practice. Measuring and evaluating innovation is critical to tracking progress, celebrating success and identifying areas for improvement. By measuring and evaluating their level of innovation, companies can make informed decisions and continuously improve their innovation strategies. There are various methods for measuring and evaluating innovation.

1. Co-creation assessment: Co-creation is an important approach to promoting innovation in which companies work closely with customers or other external partners to generate new ideas and develop innovative solutions. The co-creation process can be evaluated by analyzing key figures such as the number of ideas submitted, customer participation or the effectiveness of the implemented solutions.
2. Innovation pipeline evaluation: The innovation pipeline covers the entire process of idea generation, development and implementation. Companies can measure and evaluate the progress of their innovation pipeline by tracking key figures such as the number of ideas submitted, the success rate in implementing ideas or the time to market for new products or services.
3. Diversity Index: Diversity is an important driver of innovation, as different perspectives and experiences can lead to more creative solutions. Companies can use the Diversity Index to measure and evaluate diversity within their team. This can be done by analyzing key figures such as the proportion of women, ethnic minorities or employees with different professional backgrounds in the team.
4. Creativity and innovation culture assessment: Corporate culture plays a decisive role in promoting innovation. Companies can measure and evaluate the degree of innovation in their culture by assessing indicators such as openness to new ideas, willingness to experiment or acceptance of mistakes.

Conclusion

Innovation is the key to success in a constantly changing world. Companies can create a culture of innovation by promoting concepts such as co-creation, diversity and creativity. By creating an environment that supports creativity, experimentation, risk-taking and interdisciplinary collaboration, companies can ensure long-term success and position themselves at the forefront of their industry.

Effective collaboration and communication are crucial for promoting innovation within the team. Methods such as brainstorming sessions, design thinking workshops and regular feedback rounds enable teams to generate ideas together and develop innovative solutions. A culture of cooperation and open communication strengthens innovation and ensures long-term success.

Employee participation and empowerment play a crucial role in promoting innovation. By involving employees in the innovation process and creating a supportive environment, companies can maximize their innovation potential. Approaches such as co-creation, ideas competitions and employee innovation programs offer effective ways to promote employee creativity and innovation.

Now is the time to implement these strategies and tips to establish a culture of innovation in your company and pave the way for future success. Let’s shape the future together!

The post How do I create more innovation in my team? first appeared on cocreation.com.

In an era of change and constant development in the world of work, it is essential to engage with concepts such as New Work. New Work is far more than just a trend; it is a revolutionary approach to work design that has the potential to fundamentally change and improve organizations. A culture of trust and personal responsibility forms the foundation for successful New Work by anchoring trust as a core value and implementing practical measures to promote a culture of trust.

Flexible working models and environments are crucial to meeting the demands of the modern working world. The introduction of flexible working hours and remote working as well as the design of flexible workplaces and spaces help organizations to adapt and succeed. Lifelong learning and continuous development are crucial to the success of organizations and their employees in today’s ever-changing world of work.

Effective communication and collaboration are key factors for successful co-creation and New Work. The promotion of open communication, the use of collaboration tools and the creation of opportunities for knowledge sharing enable a dynamic and productive working environment. Employee involvement is crucial to the success of co-creation and New Work by promoting participative decision-making processes and a feedback culture.

Measuring success and continuous improvement are decisive steps in the implementation of co-creation and New Work in organizations. By setting goals, regularly reviewing and adjusting them, and learning from best practices and success stories from the field, organizations can ensure that their co-creation and new work initiatives are successful in the long term.

What is New Work?

New Work is a concept coined by the Austrian social philosopher Frithjof Bergmann and proposes a radical redefinition of work and work organization. At its core, New Work is about putting people at the center of the working world, promoting their individual needs and potential and creating a working environment that enables freedom, creativity and a sense of purpose. In contrast to traditional working models, which are often characterized by hierarchies, rigid structures and monotony, New Work emphasizes autonomy, self-determination and personal growth.

The central principles of New Work can be summarized as follows:

1. Self-determination and personal responsibility: Employees should have the freedom to shape their own work and take responsibility for their tasks.
2. Flexibility and adaptability: New Work promotes flexible working hours, locations and methods in order to meet the individual needs and circumstances of employees.
3. Collaboration and co-creation: Cooperation at eye level, both within the organization and with external partners and customers, is at the heart of New Work.
4. Innovation and experimentation: New Work encourages people to try out new ideas, see mistakes as learning opportunities and continuously drive innovation.
5. Meaningfulness and purpose: The work should fulfill a deeper meaning and purpose that goes beyond purely financial aspects and increases employee motivation.

Traditional working models are often hierarchically structured, centralized and geared towards efficiency and control. Employees follow clear instructions and work within defined boundaries. In contrast, New Work aims to break down hierarchies, decentralize decision-making powers and create space for self-organization and creativity. While traditional working models often focus on stability and predictability, New Work emphasizes adaptability and agility in order to adapt to the constantly changing demands of the market.

Today’s working world is characterized by increasing complexity, uncertainty and the speed of change. Traditional working models are reaching their limits and are often no longer able to meet the demands of a changing world. In this context, New Work is becoming increasingly relevant as it enables organizations to become more flexible, agile and innovative. By fully tapping into the potential of their employees and creating an environment that fosters creativity and collaboration, organizations can achieve long-term competitive advantages and successfully respond to the challenges of the future.

Trust as the basis for New Work

Trust is the foundation on which New Work is built. It is the conviction that employees have the ability and the will to carry out their tasks independently and competently. Without trust, flexible working models and decentralized decision-making structures cannot be successful. It is therefore crucial to anchor trust as a central value in the corporate culture and to actively promote it.

A key feature of New Work is the decentralization of decision-making powers. Instead of all decisions being made from the top down, employees are encouraged to make their own decisions and find solutions. This requires a high degree of trust on the part of managers and open communication at all levels of the organization.

Practical measures to promote a culture of trust

1. Transparent communication: Open and honest communication is the key to building trust. Managers should provide regular information about company goals, strategies and decisions and obtain feedback from employees.
2. Delegation of responsibility: Give employees the opportunity to take responsibility and make decisions that affect their area of work. This strengthens their self-confidence and promotes their personal responsibility.
3. Feedback culture: Create a culture of constructive feedback in which employees can talk openly about their experiences, challenges and ideas. Feedback should not only flow from top to bottom, but also horizontally and from bottom to top.
4. Flexibility and support: Offer employees flexible working hours and locations to support their work-life balance. Show understanding for individual needs and offer support in balancing work and family life.
5. Teamwork and cohesion: Promote team spirit and cooperation between employees. Shared goals and successes strengthen trust and solidarity within the team.

Flexible working models and working environments

The ability to work flexibly and adapt working hours to individual needs is an important part of New Work. Flexible working hours enable employees to better reconcile work and private life, which leads to a better work-life balance. Remote working offers the added flexibility of working from anywhere, which can not only increase productivity but also reduce the stress and cost of commuting.

The design of flexible workplaces and spaces is another important aspect of New Work. Flexible workspaces can include both traditional office spaces and alternative working environments such as coworking spaces or home office areas. By creating different workspaces, employees can choose the optimal workplace for their individual needs and tasks, which promotes creativity and productivity.

Technological support plays a decisive role in the implementation of flexible working models and environments. By using collaboration tools, project management software and video conferencing platforms, employees can work together effectively, regardless of their location. Cloud-based solutions also enable seamless access to work materials and information from anywhere, facilitating collaboration and information sharing.

The importance of lifelong learning in the New Work context

In the New Work era, lifelong learning is no longer an option, but a necessity. Constantly changing technologies, markets and working methods require employees to continuously acquire new skills and update their knowledge. Through lifelong learning, employees can not only increase their individual performance, but also contribute to the innovative strength and competitiveness of the organization.

Organizations should implement targeted training and development programs to promote lifelong learning. These programs can include various formats such as workshops, seminars, online courses, mentoring programs and job rotations. By offering their employees access to diverse learning opportunities, organizations can ensure that their employees acquire the necessary skills and knowledge to meet current and future challenges.

A crucial component for successful lifelong learning is the creation of a learning culture that allows for experimentation and mistakes. Employees should be encouraged to try out new ideas, take risks and learn from mistakes. Managers play an important role in this by creating an environment that promotes openness, trust and constructive feedback. A learning culture that allows for experimentation and mistakes enables employees to develop their full potential and develop innovative solutions.

Promoting open communication and transparency

Open communication and transparency are fundamental principles of co-creation and New Work. Employees should be encouraged to speak openly about their ideas, concerns and challenges. Managers should regularly share information about company goals, strategies and decisions in order to strengthen the trust and participation of employees. Open communication and transparency can prevent misunderstandings, increase commitment and improve collaboration.

The use of collaboration tools and platforms is crucial to facilitate collaboration in a digital working environment. These tools enable employees to exchange information efficiently, work together on projects and organize meetings, regardless of their location. From project management software to instant messaging apps and virtual workspaces, collaboration tools offer a variety of features to improve communication and collaboration and increase efficiency.

Informal interactions and knowledge sharing are important components of a creative and innovative work culture. Organizations should create opportunities to encourage informal conversations and social interactions, be it through shared lunch breaks, team-building activities or virtual coffee breaks. In addition, they should provide platforms for the exchange of knowledge and best practices, such as internal wikis, discussion forums or regular brown-bag sessions. Through informal interactions and knowledge sharing, new ideas can emerge, problems can be solved more quickly and the innovative strength of the organization can be strengthened.

Participatory decision-making processes and opportunities for co-determination

Participatory decision-making processes and opportunities for co-determination are key elements of co-creation and New Work. Employees should be actively involved in the decision-making process, whether in strategic corporate decisions or in the development of new products and services. By involving employees in decision-making processes, organizations can benefit from their knowledge, experience and creativity and ensure that the decisions made are supported by all those involved.

Involving employees in the design of work processes and structures is another important aspect of co-creation and New Work. Employees should have the opportunity to actively shape their working conditions and make suggestions for improving processes and structures. This can help to increase job satisfaction and motivation and improve the efficiency and productivity of the organization.

A feedback culture and regular reflection on the progress of New Work initiatives are crucial for continuous learning and improvement. Employees should be encouraged to give constructive feedback and make suggestions for the further development of co-creation and New Work. Regular reflection sessions and retrospective meetings can be used to share experiences, celebrate successes and overcome challenges together.

Performance measurement and continuous improvement

In order to measure the success of co-creation and New Work, it is important to set clear goals and KPIs. These can include various aspects, such as increasing employee satisfaction, improving innovative strength, reducing errors and increasing productivity. By defining specific goals and measurable KPIs, organizations can monitor the progress of their New Work initiatives and work towards achieving the desired results.

Regularly reviewing and adapting the implementation is an important step to ensure that co-creation and New Work are successful in the long term. Organizations should regularly review the status of their New Work initiatives, obtain feedback from employees and adjust implementation accordingly. This can include the introduction of new tools and technologies, the adaptation of processes and structures or the revision of training and further education programs. Through continuous improvement, organizations can ensure that their co-creation and new work initiatives meet changing requirements and are successful in the long term.

To learn from the experiences of others, it is helpful to look at examples of best practice and success stories from the field. Organizations can learn from the experiences of other companies by studying case studies, analyzing success stories and identifying best practices. This can help to find inspiration, overcome challenges and improve your own New Work initiatives.

Conclusion: The transformation to New Work

The implementation of co-creation and New Work requires a holistic approach. Every element, from creating a culture of trust to promoting flexible working and lifelong learning, contributes to creating a comprehensive working environment that ensures long-term success and competitiveness. A culture of trust forms the foundation for successful New Work. By establishing trust as a core value and implementing practical measures, organizations can increase the motivation and performance of their employees.

Flexible working models and environments are crucial to meeting the demands of the modern working world. Providing flexible working hours and remote working allows organizations to create a working environment that successfully meets the needs of employees and the demands of the business. Lifelong learning and development is equally essential for success in the New Work era. Targeted training programs and a culture of experimentation enable employees to develop the skills they need to meet current and future challenges.

Effective communication and collaboration also play a decisive role in successful co-creation and New Work. Encouraging open communication, using collaboration tools and creating opportunities for knowledge sharing enables a dynamic and productive working environment where innovation and creativity can flourish. The involvement of employees is of central importance here. By promoting participative decision-making processes and a feedback culture, organizations can unlock the full potential of their employees and create a dynamic and innovative working environment. Measuring success and continuous improvement form the conclusion of this holistic approach. Clear goals and regular review enable organizations to successfully adapt their initiatives and provide long-term competitive advantage. By consistently applying these principles, organizations can ensure long-term success and sustainable development in the era of co-creation and New Work.

Ready for the transformation?

Encourage your organization to delve further into the topic and put New Work principles into practice. This is the only way to take full advantage of a dynamic and innovative working culture and ensure long-term success.

The post How can I introduce and live New Work in my organization? first appeared on cocreation.com.

Team dynamics refers to the interactions, processes and structures within a team that influence the performance and behavior of team members. A positive team dynamic promotes collaboration, creativity and efficiency, while a negative dynamic can lead to conflicts, misunderstandings and lower productivity.

Co-creation is an approach in which companies and customers work closely together to jointly develop products, services or solutions. This form of cooperation promotes innovation, customer loyalty and brand loyalty. In a team context, co-creation means that team members generate ideas, solve problems and develop innovative solutions together. Open communication, mutual feedback and the integration of different perspectives are crucial for the success of co-creation processes in teams.

Cooperation is an essential element of team dynamics and refers to the willingness of team members to work together and share their skills and resources in order to achieve common goals. An effective leader is important in promoting cooperation within the team. Through clear communication, motivational leadership and the creation of a supportive working environment, a manager can strengthen the team members’ willingness to cooperate and improve team performance.

Diversity in a team refers to the variety of backgrounds, experiences, skills and perspectives of the team members. A diverse composition can lead to a rich development of ideas, innovative solutions and improved decision-making. Different perspectives enable teams to look at challenges from different angles and develop holistic solutions. A leader should promote diversity in the team by creating an inclusive work environment where all voices are heard and valued.

Why is communication important?

Communication is the backbone of every successful team. It enables team members to exchange information, share ideas, coordinate tasks and overcome challenges together. Clear and open communication promotes trust, understanding and cooperation within the team and therefore makes a significant contribution to success.

Regular team meetings are key to coordination and collaboration. Plan these to keep team members up to date, discuss progress and address challenges. Clear objectives and expectations are also important. Communicate these so that each team member understands their role and responsibilities.

It is important to establish open communication channels. Provide different ways for team members to share information and ask questions. You should also encourage active listening. Encourage team members to actively listen and contribute their thoughts and perspectives.

Constructive feedback is an essential part of a healthy team dynamic. Give regular constructive feedback to recognize strengths and identify areas for development. Use clear and precise language to avoid misunderstandings and increase the effectiveness of communication.

An open feedback culture is crucial for continuous learning and growth within the team. View feedback as a continuous process that improves performance and strengthens the team. Encourage team members to both give and receive feedback. Give constructive feedback that is specific, clear and respectful.

Provide mechanisms, such as feedback sessions or anonymous feedback tools, to give team members the opportunity to give honest feedback. Integrate feedback into decision-making processes to ensure that different perspectives are taken into account and the best possible decisions are made.

Promoting cooperation and co-creation

Setting common goals is an important first step in promoting cooperation within the team. If we all work towards the same goal, we can pool our energies and work together effectively to achieve it. A clear objective also serves to maintain our focus and ensure that all activities and decisions are geared towards achieving this goal. Co-creation workshops and brainstorming sessions have proven to be extremely effective in strengthening our creativity and teamwork. These events provide a structured environment in which we can generate ideas, solve problems and develop innovative solutions. Here are some best practices for running such workshops and sessions:

1. Clear objectives: Define clear objectives for the meeting and communicate them to all participants in advance. This helps to maintain focus and ensure that the meeting is productive.
2. Inclusive participation: Encourage all team members to actively participate in the meeting and contribute their ideas and perspectives. Inclusive participation promotes diversity and innovation.
3. Use creative techniques: Use creative techniques such as mind-mapping, brainwriting or the SCAMPER method to stimulate our creativity and generate new ideas.
4. Open and respectful communication: Create an open and respectful atmosphere in which we can freely express our thoughts without fear of criticism or rejection.
5. Document the results: Record all ideas and solutions generated as well as the next steps for implementation. This makes it possible to document the results of the session and ensure that they are not lost.

Leadership and confidence building

Trust is the foundation of successful collaboration and cooperation within a team. If we trust each other, we can communicate more effectively, support each other and overcome challenges together. A high level of trust leads to a positive team dynamic and increases our motivation and performance.

The manager is central to building trust in the team. Through her actions and communication, she sets an example of trust and integrity. Authenticity is a central aspect of this. Authentic managers are open and honest with themselves and others. They stand by their convictions and values and act accordingly.

Transparency is another important aspect of a manager’s role model function. Transparent managers share relevant information openly and in good time with the team. They communicate clearly and comprehensibly and avoid secrecy or opaque decisions.

Empathy is also of great importance. Empathetic leaders show compassion and understanding for the needs and perspectives of their team members. They actively listen, take time for personal discussions and support their team members in overcoming challenges.

A sense of responsibility is another characteristic of an exemplary manager. They take responsibility for their actions and decisions, own up to their mistakes, learn from them and show determination to solve problems and bring about positive change.

Consistency is ultimately of great importance. Consistent managers act and communicate consistently and predictably. They keep their promises, set clear expectations and remain steadfast even in difficult times. By acting as a role model, the manager can make a significant contribution to strengthening trust within the team.

Practical tools and techniques

Collaboration tools play a key role in improving teamwork and efficiency in companies. These software solutions facilitate collaboration and communication between team members, regardless of their location. Some popular collaboration tools are:

Microsoft Teams: This platform integrates chat, video conferencing, file sharing and real-time collaboration in a single application. Teams can communicate effectively and work together on projects.

Slack: Slack is a messaging tool that enables organized and efficient communication. It offers functions such as channels, direct messages, file sharing and integrations with other tools.

Asana: Asana is a project management software that allows teams to organize, track and manage their work. It enables tasks to be assigned, deadlines to be set and project progress to be tracked.

Trello: Trello is a visual collaboration tool that helps teams organize their work in clear boards, lists and cards. It is particularly suitable for agile teams and enables flexible project management.

Conflict resolution techniques play a key role in teamwork. Conflicts are unavoidable, but if they are dealt with constructively, they can strengthen team dynamics and improve the working atmosphere. One proven method is to improve communication. By encouraging open and honest discussions, conflicts can be recognized and addressed at an early stage.

Another option is conflict mediation. External mediators or internal conflict resolution teams can be used to help resolve conflicts and provide a neutral perspective.

Compromise and cooperation are also important aspects. By encouraging the conflicting parties to compromise and work together to find acceptable solutions, a win-win situation can be created.

It is also important to promote a feedback culture. An environment in which constructive feedback is given and accepted makes it possible to address and resolve conflicts at an early stage.

Finally, training and workshops on conflict resolution and communication can be offered to strengthen team members’ skills in dealing with conflicts and to promote a positive team culture. By applying these techniques, conflicts can be managed productively and the team strengthened.

Individual support and team development

In order to promote the individual strengths of each team member, it is important to identify these first. This can be done through personal discussions, feedback from colleagues or formal assessments. Based on these findings, tasks and projects should then be assigned according to the individual strengths of the team members. This not only boosts efficiency, but also increases motivation and satisfaction within the team.

It is also important to offer training and development opportunities that are tailored to individual strengths and interests. This can take the form of training, mentoring or external training programs. Targeted support enables team members to realize their full potential and contribute to the team’s success.

In addition to individual development, strengthening team dynamics is also crucial. Regular team-building workshops provide an opportunity to strengthen trust and cooperation within the team. Joint projects or initiatives not only promote collaboration, but also enable knowledge sharing and innovation within the team.

Finally, occasional team retreats or excursions can further strengthen team cohesion. These provide a relaxed atmosphere in which team members can get to know each other better and build relationships outside of the working environment. By specifically promoting individual strengths and strengthening team dynamics, the team can develop its full potential and achieve success together.

In order to develop a clear team vision, all team members should first contribute ideas and perspectives in a workshop. Clear goals and values are then defined to support this vision. Regular communication of the vision and linking it to daily activities and decisions are crucial for the team’s continuous alignment. In addition to creating a vision, it is important to continuously work on improving team processes. This includes regularly collecting feedback, carrying out evaluations and promoting a learning culture within the team. Agile methods and flexibility help us to react appropriately to changes and challenges and to continuously improve team processes.

Conclusion

The foundation of successful teamwork lies in the positive team dynamics created by a profound understanding of co-creation, collaboration, cooperation and the appreciation of diversity. Managers who promote a supportive and inclusive work culture can make the most of the strengths and potential of their team members and achieve success together. Effective communication and an open feedback culture are essential to boost creativity, performance and teamwork. Promoting cooperation and co-creation enables teams to develop innovative solutions and overcome challenges together. Building trust and the role model function of the manager can create a strong basis of trust and a positive team dynamic. The targeted use of collaboration tools and conflict resolution techniques supports effective collaboration and helps to maintain a positive team dynamic. Individual support and team development are crucial for increasing the performance and efficiency of the team as well as for the motivation and satisfaction of the team members. Long-term strategies such as developing a clear team vision and continuously improving team processes are critical to the long-term success of a team or organization, as they maintain strong team dynamics and help achieve long-term goals. I encourage you to implement the strategies presented and look forward to sharing your experiences in the comments.

The post As a leader, how can I promote teamwork? first appeared on cocreation.com.

This is not Co-Creation

Why build up positions first, when you have to overcome them afterwards with a lot of effort?

To overcome the corona crisis, Germany and France have submitted a proposal and thus adopted a position. As a result, four other states, also from the EU, have drawn up an opposing proposal.

I wonder why we are sometimes making life so difficult for ourselves. In my years in various corporate functions, I have often experienced this: you want to achieve something, you look for allies and then push it through with a lot of political influence. Does that really make sense?

How much easier would it be if we involved all parties right away? Are we afraid that this will result in something we do not want? That we might lose control? But there is nothing more uncertain than the result of a power struggle.

The counter-argument is clear: „It is much more difficult to reach an agreement between six parties, even with different ideas, than between two parties who are in agreement. That is of course true. However, we are only postponing the problem and making it much bigger.

That’s why it is so important to involve all parties from the beginning AND to do it in a way that all opinions are respected, that everyone looks at the problem together and that a common solution can be found. This requires a „re-parking in the mind“ – not only in politics.

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Vision or Illusion?​

Are you working on your vision or are you wasting time on an illusion?

You know what it is like: a new project comes into being, everyone involved seems to think it’s great, you yourself have high hopes for it, you are enthusiastic and committed. Weeks later, after you have invested a lot of time and heart and soul, it all comes to nothing. You are angry because it was a waste of time, you are disappointed because you feel let down and you ask yourself: How could this happen?

In an interview with Charlie Rose, Warren Buffet said:

„I mean, I can buy anything that I want, basically, but I can’t buy time“.

You know what it is like: a new project comes into being, everyone involved seems to think it’s great, you yourself have high hopes for it, you are enthusiastic and committed. Weeks later, after you have invested a lot of time and heart and soul, it all comes to nothing. You are angry because it was a waste of time, you are disappointed because you feel let down and you ask yourself: How could this happen?

Many things can go wrong on the way to a successful project. This is one of the reasons why we developed Co-Creation in this way: So that good ideas can be successfully implemented.

Great ideas usually fail before they even get started. And that’s a good thing: I prefer to see in time if the project has a real chance before I waste time and energy. Most of the time it’s not because of the great idea itself. It’s about what the people in the project really want and what they are willing to do for it.

In an enlightening dialogue with my esteemed colleague Nicole Ruckser from Vienna we came to the conclusion:

The difference between wishing and wanting is doing.

You should ask yourself whether everyone on the team is willing to commit themselves as you expect from yourself.

Do not take yourself and your partners into custody. In the beginning, make it clear how important the idea and its implementation is to the others. Everyone should realize what their own interest is in the results. Let your partners convince you that they care as much about the project as you do.

How do you do that? Talk openly and transparently about the common goal. Ask directly about the benefits that the others would like to derive from the cooperation.

It might be helpful to have professional guidance for the clarification. 

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„No more drama ...“

Don’t you think that life already provides us with enough drama? How much avoidable drama do you want to allow in your life? Perhaps the past weeks have shown you how different it is to be spared from office dramas and to have to deal with very practical issues. How relaxing it can be to not have to listen how terrible the boss is and why nobody does anything about it …

One of the brilliant insights of transactional analysis is Karpman’s drama triangle. It describes how people can move in a triangle of victim, persecutor, and rescuer. In doing so, they take on the role they believe they should be in right now. The important thing is that they are not really victim or rescuer, they play that role. It arises from an inner need. From a pattern and from a lack of alternatives.

Have you seen this in your organization? Colleagues who „go into the victim role“, rescuers who can no longer watch and „the others“ who are made into persecutors?

Isn’t that something from „kindergarten“? And then ask yourself what you are doing here and whether you are not too grown up to play in it?

According to the principle: „Love it, leave it or change it“ you now have three alternatives.

1. „Love it“: Ask yourself whether you don’t sometimes play this game, use it for your own purposes or simply put up with it.

2. „Leave it“: Would it not be consistent to leave it now? In my coaching sessions I point out that this is a valid option. But always only after everything else has been tried out.

3. „Change it“

At some point you will have to leave the safe haven „home office“ again and go back to the regular office again. With what intent do you do this?

One possible intention could be: „We’re going to break the drama triangle“, because it sucks.

But how do you start? The drama triangle is usually a cultural component and it takes more than just you to break it.

In co-creation we do this at the very beginning of the process. First, you gather the people with whom it is important to you to bring about change. Then you ask your colleagues what is important to you at work and what annoys them. Tell them about what you observed before Corona and ask your colleagues how they feel about it. And finally, agree together on a sign, a slogan that everyone can give in the room when the drama triangle is created. This will make the invisible visible and dissolve.

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„Ideation and stakeholder integration through Co-Creation“

If you want to make the success of your Start-Up sustainable, Ideation should not be a one-time affair and the integration of your stakeholders should become part of your corporate culture.

This will enable you to sustainably transfer your Start-Up into the growth phase. But how can Start-Ups maintain the alertness and openness they need?

Keep the Start-Up Spirit

Take the following example: Sven, Nike and Pete studied physics with a focus on thermodynamics. Based on their joint research-work they developed the idea for a product that might have good market chances. Even before completing their doctorates, they found a Start-Up company. What unites them and motivates them every day is the belief in the brilliant idea and the product that can be developed from it.

You are familiar with such stories and you also know how the story goes on in the best case: The three young entrepreneurs find a committed investor, the product is patented and brought to market, the first customers are found, series production starts, employees are hired and a success story develops…

So far, so good, but what comes next and how can the three avoid a dead end? For the last 20 years I have been working in and for large companies to make them better at what they do. They all started out as Start-Ups at some point. However, for most companies, the motto is: „We are in our comfort zone and do what we can. If we want to grow, we do even more of it.“ Diversification, if it occurs at all, is usually the result of acquisitions or random events.

Learning from the mistakes of established companies

In large companies we work with Co-Creation that leads to more openness, development of potential and use of collective knowledge. This is not always easy, because as Peter Drucker has told us: „Culture Eats Strategy for Breakfast“.

In addition, it can often be observed that Start-Ups that have reached a certain size, and by that come to their organizational limits, take over classic organization structures in blind trust. One would like to shout to them: „Stop! Take a deep breath, come together, think! – because otherwise it will be difficult to get rid of the ghosts you were calling.“

What could stop a Start-Up from taking the path of established companies? How can founders manage to set the essential course and not miss the right turn when their company as a closed system is completely focused on its goal and, figuratively speaking, does not look left or right? How can Start-Ups pursue an approach from the very beginning that is focused on their stakeholders and, as an open system, allows them to identify the essential developments? How can they form a breathing, living organism that has its sensors in society, recognizing and taking advantage of opportunities?

Co-Creation as an Attitude and a Process

If Start-Ups live Co-Creation as an attitude and as a process, they overcome inertia and randomness in their development. In order to achieve this, an integrative approach in the company is needed. A culture for which the exchange and connection with the ecosystem is THE way fundamental choices are made. Hence „ideation and stakeholder integration“. We believe that ideation should not be separated from the dialogue with stakeholders, but must happen together with them. If they manage to live such an attitude in the Start-Up phase, the next big challenge is to maintain this attitude as a culture in the mature company on an ongoing basis.

Susan Barth, head of the STARTKLAR Start-Up center at Heilbronn University and lecturer for Entrepreneurial Leadership, observes that Start-Ups in growth phases are confronted with the following topics, among others, and are often left alone with them

• rapid demand for employees with a simultaneous lack of expertise in dealing with personnel issues and leadership – resulting in interpersonal conflicts and problems that drain attention and energy
• strategic division of responsibilities and tasks in the founding team due to entrepreneurial complexity – thus often turning away from the original founding motive (e.g. building & inventing) and increasing dissatisfaction
• Focus on the development of functioning entrepreneurial structures – thereby neglecting important innovation and maturation loops in the development process
• scaling pressure – thus stronger focus on figures than on sustainable corporate development

The organizational psychologist advises startups to establish professional reflection processes early on for strategic reasons. From her perspective, co-creation can not only establish an effective innovation logic in the corporate culture at an early stage but can also help to identify blind spots in the own development-process in time.

Co-Creation has become a familiar word and is used carelessly to express when something is being worked on together. However, we are talking about the attitude and method of Co-Creation. Co-Creation differs from agile methods, such as design thinking, mainly by its mindset and the implementation of this attitude in the Co-Creation process.

Attitude & Mindset: Connection and Integration

Connection and integration arise from an inner attitude. They are the very essence of Co-Creation as we understand it. At the beginning of our millennium, the greatest challenges and opportunities occur from complex contexts. To understand them and to solve them sustainably, we need unity in the diversity of perceptions, experiences, and thoughts. In traditional companies it helps us to overcome silos, in agile organizations it can help to bridge the barriers between the people inside and outside the organization.

Ideation: The difference between Design Thinking and Co-Creation

Ideation is particularly effective when it happens in a process of learning together and from each other. The Co-Creation methodology includes all relevant stakeholders in the design process. Making assumptions about stakeholders in Design Thinking increases the speed and number of possible iterations. Integrating the stakeholders into the process is a qualitatively demanding process that can lead to surprising insights. However, it is especially important that results are achieved together with the stakeholders. This means that all participants look at the challenge together and have a high commitment to the results from the very beginning.

Designing the overall process

The Co-Creation methodology runs the overall process in 8-step Co-Creation workshops with the involvement of stakeholders. Together they get to know their personalities, they take synergies and similarities, they understand how they work best together as a team on the journey. But they also connect with each other in their goal, they understand what the individual benefit of the goal is and what the jointly perceived benefit of the goal for the stakeholders. Together they get to the bottom of things and bring new ideas to life. Every 3 or 4 months they meet for the next Co-Creation workshop to evaluate the previous process and results and to set the course for the coming iteration.

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