Ingo Kallenbach

What is on the agenda of English and Austrian managers?

For almost 18 years now, the renowned Roffey Park Institute based in London releases high-quality studies regarding the current challenges of managers in the UK. The results can be seen as a trend barometer, for the German labour market as well. So far there have been no similar studies in the German-speaking area. Now this has changed in cooperation with the Austrian colleagues of the Society for Personnel Development. We participated in this study and can pass on the results. Upon request we can forward both studies.

Ingo Kallenbach

New leadership and working culture: instructions versus cooperation

Leadership and working cultures are changing dramatically with significant consequences for the recruitment, retention and performance of all employees. Successful pioneering enterprises show where the way will lead in the future. For decision makers in companies this raises central challenges that need to be mastered while offering chances at the same time.

Ingo Kallenbach

How managers create high-performance cultures

Many companies throughout the Gulf Cooperation Council region fight for growth facing an economic unstable climate. Therefore, many of these companies have been pursuing very aggressive acquisition- and expansion plans over the last 5 years. This led to a unique situation confronting current managers with the task of uniting various cultures of former separate organisations in one big company.

Ingo Kallenbach

Worth reading: "Führungsstark im Wandel" by Alexander Groth (2013)

This book occupies an interesting niche. There are many books about creating change processes in organisations, the largest part of which are - if at all - suitable for the top management or consultants only. For most employees and executives these publications only have a limited benefit since decisions to the largest extent are made and pushed through from the top to the bottom. Why develop one’s own vision, if everything is prescribed anyway?

Ingo Kallenbach

Werkzeuge des Wandels (Tools of Change) by Roehl, Winkler, Eppler & Fröhlich (2012)

Whoever reads the German magazine “OrganisationsEntwicklung - Zeitschrift für Unternehmensentwicklung“ (OrganisationDevelopment - Magazine for Business Development“) on a regular basis, is probably well familiar with the so called tool box. This issue’s book recommendation contains 30 selected “tools“ from this category.
We recommend this book to all those who deal with changes in organisations and want to refresh and expand their own tools. It is divided into three sections: The first section provides a structure for the tool box and gives an overview of the tools. For all those who like a certain order, there are different structuring suggestions for the localization of the instruments which can be used and adapted for one’s own tools.

Ingo Kallenbach

Worth reading: Niels Pfläging - Organisation for Complexity

“When Pfläging shakes up the dogmas of management, they crumble in his hands“ - quoting the Financial Times Germany, back when it still existed. If only one they had listened to Pfläging, one could assume that it would still exist. He - Pfläging - has written a new book: Organisation for Complexity.

Ingo Kallenbach

How can change processes be more succcessful?


So far agile project management methods, e. g. Scrum, have been mostly employed in IT software development (Microsoft, Google etc.). Currently there are considerations on how to employ these methods in "classical" change processes. In this note we would like to offer you some ideas, which advantages could result when these methods are employed in change management from our point of view. We will concentrate on Scrum, since it is the best-known agile method. 

Ingo Kallenbach

How can reorganisation succeed?

An article in the ZfO (Zeitschrift „Führung und Organisation“ – a German magazine for „Management and Organisation“) uncovers 6 factors for success that have been familiar for quite some time now. 

The German magazine „Zeitschrift Führung und Organisation“ (05/2012) recently published an article on the subject of success factors of reorganisation activities.

Ingo Kallenbach

Change Management - Process, Tasks and Solutions at Cyberforum, Karlsruhe on January 22nd, 2013

Full house at the second presentation "Practice of Change Management - Process, Tasks and Solutions" by our senior consultant Tina Dieterich at Cyberforum in Karlsruhe. Once more, this stresses the importance and the complexity of change issues in modern organisations. Hardly any company can go without a change expertise as a core competence of business management. That's why so many interested people joined the presentation to get some deeper insights and share ideas and thoughts with other practitioners.

Ingo Kallenbach

Practical Change Management at Cyberforum, Karlsruhe

After the first round table in September 2012 on this subject, our consultant Tina Dieterich will perform the second round table at Cyberforum on January 22, 2013, this time titled "Change Management - Methods, Tasks, Solution Approaches". Tina Dieterich will not only outline the methods with regard to change processes of Reflect, but also explain individual tools that can be used successfully.

Ingo Kallenbach

Practical Change Management at Cyberforum, Karlsruhe

Our consultant Tina Dieterich arranged a round table at Cyberforum in Karlsruhe on September 27, 2012 on this subject. The event's format is aimed at bringing near practicians of different organizations the practical approach, proved by experts in this field. The first round table initially served to create a common understanding of change projects and change management and to associate the participants' projects in this subject.

Ingo Kallenbach

Developmental Leadership

How important "Developmental Leadership" in context of key tasks of leadership is, is known to experienced managers at least since the concept "Situational Leadership" of Hershey and Blanchard of 1969 (whereas there are interestingely enough trainers and coaches who pass this off as "new"). The quality of this concept has not lost anything of its basic value and practicability and can - with good reason - be seen as a milestone of developmental leadership. As a customer of Reflect you will know that - for a long time - we consider conditioning the own employees to the actual and future challenges of the company as one of the main tasks of leadership.