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Beyond Leadership

Beyond Leadership

By Mark Kalin
Beyond Leadership is a podcast that connects the business world with academia and provides a platform for entrepreneurs, leaders, managers, students, and everyone willing to learn and share their best practices and life stories about leadership. Going Beyond.

Founder and owner: Mark Kalin
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Melanie Seier Larsen, Managing Director and Partner at Boston Consulting Group - "The new global standard: Diverse, Inclusive and People-Oriented Culture."
Melanie has over 17 years of experience in management consulting with primary industry focus on Consumer products & Retail industry, and People & Organization functional topics in the CEMA & WESA regions. She is leading the BCG Consumer Goods and People practices in CEE. Melanie is involved in different professional associations. She has been a member of the Supervisory Board of Managers’ Association of Slovenia since 2008 and held the position of the President of the Women’s Manager Association at the Managers’ Association of Slovenia from 2014 to 2020. She was also the President of the Slovene IEDC Alumni club from 2013 to April 2020. Melanie is a recipient of the 2019 Artemida Award presented by the Manager’s Association of Slovenia, the highest Slovenian award for women in business. In February 2020, Melanie was also awarded “Exceptional Woman of Excellence” by Women Economic Forum in Ljubljana. In 2012, Melanie was also a recipient of the IEDC Alumni Achievement Award. The Award recognizes the outstanding career, leadership, innovation, and social achievements of up to five remarkable individuals among IEDC alumni community. Melanie studied economics and holds an MBA degree of IEDC Bled School of Management. Favorite quote: M. Gandhi: Be the change that you wish to see in the world. Favorite book: The Little Prince Favorite TV series: The Crown Favorite food: I am a real foody, so I cannot pick up just one meal. Favorite entrepreneur: I have many entrepreneurs and CEO’s that I admire and had the chance to work with – but would not name just one. Favorite app: Duolingo Final advice for our listeners: ·      ”Red, rad i disciplina”, “Bbeing organized, hardworking and disciplined.”
57:29
September 11, 2022
Petra Juvančič, Izvršna direktorica Združenja Manager - "Dosegati dobre rezultate na pravi način"
Petra Juvančič je od junija 2020 izvršna direktorica Združenja Manager, pred tem je v zavarovalnici Vzajemna več mandatov kot direktorica vodila odnose z javnostmi. Aktivno je delovala tudi v Slovenskem zavarovalnem združenju, kjer je vodila Odbor za osveščanje potrošnikov in komuniciranje. Kot poznavalka zdravstvenih sistemov je sodelovala tudi v ameriški gospodarski zbornici AmCham, kjer je bila članica Komisije za zdravstvo in kakovost bivanja. Je izkušena organizatorka in voditeljica strokovnih konferenc, okroglih miz in posvetov. Leta 2018 je prejela mednarodno nagrado ProPR Award. V združenju povezujejo več kot 1.200 slovenskih menedžerjev in menedžerk in že tri desetletja spodbujajo razvoj menedžerskega poklica v Sloveniji. Naj quote: »Great minds discuss ideas, average minds discuss events, small minds discuss people.« Eleanor Roosevelt Naj knjiga: Vojna in mir, Lev Nikolajevič Tolstoj Naj serija: Friends, Sopranovi, Zahodno krilo Hobiji: Kuhanje, tek, joga, knjige Najljubša hrana: Surovi škampi Najljubši podjetnik: Elon Musk, Ivo Boscarol, Luisa Spagnoli, Aenne Burda Naj app: TuneIn Radio Zaključni nauki: ·      Pogum (upaj si), ·      Vztrajnost (nikoli ne obupaj), ·      Jutri je nov dan (zaupaj).
57:48
June 05, 2022
Tip of the Week 48 - "The Art of Asking Great Questions"
While listening is an essential skill for anyone in the workplace, the art of asking questions is equally, if not more, important. Smartly framed inquiries will help you clarify your work tasks, deliver better results, and mitigate unforeseen risks. In addition, by asking we learn more about hidden opportunities, get to know people and connect on a deeper level. Here are three key characteristics of great questions and how to put them into practice. · They demonstrate that you’re thoroughly prepared for a conversation. Whatever you are asking about, be sure to convey to your client, colleague, or manager that you’ve done your homework. · They illustrate the expertise you bring to the table — without showing it off. You can casually reference past work or skills related to the question you plan to pose. You might say, “From my past experience doing A, B, and C, I have learned X, Y, and Z…now it makes me wonder [insert question].” · They invite others to challenge their existing beliefs. If your question simply reinforces what your conversation partner already knows or thinks, it's not worth their time. Instead, ask questions that introduce potentially new solutions and ideas and help uncover new opportunities for you and your clients or colleagues. Many of us find ourselves worrying more about saying the right thing in a conversation, as opposed to asking the right question. Personal development and growth begin when you demonstrate curiosity by asking questions. Asking great questions can propel your career to remarkable height and the best way to learn this, is to practice. Do you practice asking the right questions? Have you ever just listened? Besieux, T. (2022, May). The Art of Asking Great Questions. Harvard Business Review.
03:37
May 31, 2022
Simon Kolenc, finančnik, revizor, predavatelj, svetovalec in soustanovitelj in direktor družbe Fin4Green - "Corpo vs Startup svet."
Simon Kolenc je finančnik, revizor, predavatelj, svetovalec in podjetnik. V študentskih časih je delal kot predavatelj na računalniških tečajih v B2 d.o.o. in se ukvarjal z borzo. Po diplomi na EF pa je pričel kariero v mednarodni družbi EY kot revizor in svetovalec različnim podjetjem in finančnim institucijam. Kot strokovnjak na področju Slovenskih in Mednarodnih računovodskih standardov z licencama združenj ACCA in CFA je sodeloval z nadzornimi in strokovnimi organi pri pripravi pravil in zakonov. V gospodarstvu je nadaljeval kot direktor financ v Prvi osebni zavarovalnici nato pa je začel samostojno svetovalno in predavateljsko pot. Poleg tega se pojavlja kot član nadzornih svetov in zunanji strokovni član revizijskih komisij različnih družb. Zadnjih nekaj let se ukvarja z digitalizacijo računov na prodajnih mestih. Je soustanovitelj in direktor družbe Fin4Green, ki je razvila aplikacijo noprintZ za prejem digitalnih računov na prodajnih mestih (POS). Hkrati se v njej lahko shranjuje garancije, “ne digitalne” račune in kartice zvestobe ter spremlja porabo. Aplikacija je že povezana s sodobnim načinom takojšnjih plačil v Sloveniji (FLIK), kjer je proces avtomatičen. Kmalu pa sledijo še dodatne funkcionalnosti, saj želi, da bi bila to ena aplikacija, ki jo uporabniki potrebujejo pri in po nakupih (vse na enem mestu). Fun fact: z ženo sva si vzela karierni predah in odšla na 15 mesečno potovanje okoli sveta Naziv: Kolenc Simon, FCCA, CFA Naj quote: »Na koncu je bilo še vedno vse dobro.« Naj knjiga: Spopad civilizacij, Samuel P. Huntington Naj serija: Suits Hobiji: potovanja, hoja v hribe, plezanje, kolesarjenje, smučanje, meditacija Najljubša hrana: italijanska pašta in slovenske jedi na žlico Najljubši podjetnik: Richard Branson Naj app - če ne smem reči noprintZ je potem CURVE Nauki za naše poslušalce: ·      Ne zgubljaj časa z odločanjem (pravilo 3eh vdihov). ·      Ko sprejmeš odločitev se ne oziraj nazaj. ·      Spremeni kar te moti in sprejmi kar ne moreš spremeniti.
01:21:00
May 25, 2022
Tip of the Week 47 - "Critical Thinking Is About Asking Better Questions"
No matter your role, critical thinking, the ability to effectively break down and analyze an issue to find a solution, will be core to your success. And at the heart of critical thinking is the ability to formulate effective questions. For effective questioning, start by holding your hypotheses loosely. Be willing to fundamentally reconsider your initial conclusions and do so without defensiveness. Here are a few ways to boost your ability to do this. ·      Hold your hypotheses loosely. Good questions can lead you to fundamentally reconsider your initial assumptions but you have to be willing to do so without defensiveness. ·      Listen more than you talk. Active listening allows you to fully grasp another point of view, making it easier to question your own assumptions and biases. ·      Leave your queries open-ended. Avoid asking yes-or-no questions. Instead, try to get the respondent to open at length. ·      Consider the counterintuitive. Every group needs someone who’s unafraid to challenge the status quo, in case you do need to change course. ·      Sleep on it. A good night's rest can actually help your brain see a problem more clearly. While we don’t need to ask a litany of “whys” to get to the heart of critical thinking, we should ask thoughtful, even hard, follow-up questions. It requires energy to listen hard and formulate those follow-ups, and that’s often the only way to deepen your critical understanding of a topic. Critical thinking is at the heart of solving complex problems in new and exciting ways. Building this key skill will help you as you navigate new roles, establish yourself in your organization, or simply face a conundrum. Learn to formulate and ask questions, rather than simply answer them. Do you practice critical thinking? What methods do you use? Coleman, J. (2022, April). Critical Thinking Is About Asking Better Questions. Harvard Business Review.
03:36
May 03, 2022
Laura Smrekar, je partnerica v svetovalni kadrovski družbi Competo, direktorica Zavoda Vitae+, predavateljica in mentorica - "HR postaja čedalje bolj strateška funkcija v podjetjih"
Laura Smrekar je partnerica v svetovalni kadrovski družbi Competo, direktorica Zavoda Vitae+, za življenje po športni karieri, predavateljica in ambasadorka finančnega opismenjevanja mladih ter mentorica mladim v programu AmCham Young Professionals. Skupaj s partnerjema so leta 2010, času recesije, ustanovili zaposlitveno agencijo Competo, usmerjeno v iskanje in izbor vodstvenega in strokovnega kadra, z drugačnim poslovnim modelom ter se pogumno in drzno podali v svet podjetništva. Postali so ena izmed najbolj uspešnih agencij v našem prostoru. V zadnjem obdobju so razširili portfelj svojih storitev na področje razvoja kadrov in organizacij in se preoblikovali v svetovalno kadrovsko družbo. V Competu skrbi za področje komuniciranja in vodi projekte iskanja in izbora na področju marketinga, odnosov z javnostmi ter na kadrovskem področju. Ima dolgoletne izkušnje na področju trga dela, predvsem na področju iskanja in izbora kadrov. Pri svojem delu vsak dan srečuje veliko posameznikov, ki si bodisi želijo spremembo v svoji karieri oz. potrebujejo podporo svetovalca na področju raziskovanja lastnih kariernih ambicij. Svoje delo vidi tudi kot svoje poslanstvo. Uživa v tem, kar počne in prizadeva si, da bi čim več ljudi našlo svoje »sanjsko« delo« oz. bilo dovolj pogumnih in drznih, da živijo svoje karierne aspiracije. S komunikacijo na družbenih omrežjih ves čas odpira pomembne tematike s področja trga dela, zaposlovanja, ozavešča in spodbuja dobre prakse, razbija tabuje in si prizadeva, da bi vse več podjetij z dejanji postavili ljudi v osrčje svojega delovanja. Najbolj je ponosna, da so v 12ih letih uspeli zgraditi močno blagovno znamko, da imajo veliko zvestih partnerjev, da ji njihova rast predvsem posledica priporočil zadovoljnih strank ter, da imajo zavzeto in predano ekipo, ki strastno soustvarja zgodbo Competa. Naj quote: »Izberi si delo, ki ga imaš rad, in ne boš delal niti en dan v življenju« Konfucij Naj knjiga: No Rules Rules (Reed Hastings, Erin Mayer) Naj serija: Prijatelji in Teorija velikega poka (Veliki pokovci) Hobiji: Dolga hitra hoja, domači fitnes, »izdelovanje figuric« Najljubša hrana: Mediteranska hrana Najljubši podjetnik: Ivo Boscarol Naj app: WhatsApp, Slack, Google maps, Linkedin, Weather, Calendar Trije nauki: 1.    Nič ni samoumevno. Prav je, da se tega zavedamo še posebej takrat, ko nam gre dobro. 2.    Za dolgoročno rast in uspeh organizacija je pomembna konsistentnost in jasen fokus. 3.    Šele ko dobro poskrbimo zase, lahko dobro skrbimo tudi za druge.
55:48
April 18, 2022
Tip of the Week 46 - "What Stops People on Your Team from Leaving?"
If you’re serious about retaining the people on your team (as you should be), consider conducting “stay” interviews. These are discussions where you ask loyal employees key questions to understand how engaged they are. These discussions involve asking key questions to your loyal employees that tackle common retention issues. The information you gather can help you tackle common retention issues. Here are four questions to try: · What’s your frame of mind today?No matter what the response is — positive or negative — don’t negate their experience or move too quickly to solving a problem. Just listen, thank them for being honest, and ask for more information before moving toward a solution. · Who do you feel connected to at work?Based on their response, explore what you can do to help them deepen those connections. Perhaps people from different departments can work on a company-wide event, a cross-division initiative, or take part in virtual discussion groups. · What do you want to learn that will excite you and help you grow? This question signals that you care about their development and want to help them achieve their aspirations. · What barriers can I remove for you to help you do your job better? Then brainstorm with your colleague how you can be most helpful. Ensuring people can do their jobs well is just as important as praise and rewards. How do you retain your employees? Do you practice stay interviews? Nawaz, S. (2022, March). What Stops People on Your Team from Leaving? Harvard Business Review.
03:13
April 03, 2022
Simon Belak, hacker-filozof, predavatelj, soustanovitelj Hekovnika, strokovnjak za razvoj produktov - "Meta-work in kako postati data-driven podjetje?"
Simon Belak je pomagal več ducatom podjetij postati data-driven in postaviti ali nadgraditi svoje podatkovne oddelke in podatkovno infrastrukturo. Poleg svetovalnega dela je bil tekom svoje kariere eden prvih inženirjev na Metabase iz Silicijeve doline, kjer je vodil razvoj umetne inteligence in pripeljal produkt do tega, da ga dnevno uporablja preko 50.000 podjetji, med drugim Swisscom, N26, Revolut, SpaceX, Adidas. Pred tem je bil tehnični direktor na GoOpti, kjer je s svojim delom podatkovno podprl GoOptijevo mednarodno širitev, izboljšal profitabilnost za 35%, vzpostavil growth hacking procese in pomagal pri pridobitvi serija A investicije tveganega kapitala. Kot soustanovitelj Hekovnika – prve startup šole v Sloveniji – je pustil neizbrisljiv pečat na slovenski startup sceni. Simon je iskan predavatelj doma in po svetu, zavzet mentor in viden član programerske in growth hacking skupnosti. Naj quote: A change of perspective is worth 80 IQ points - A. Kay Naj knjiga: nimam najljubše, ampak knjiga, ki mi je zelo pri srcu in jo skoraj vsakemu priporočam in vsebuje veliko prvin, ki jih zelo cenim je: The Origin of Consciousness in the Breakdown of the Bicameral Mind Naj serija: serij gledam zelo malo. Prva, ki mi pade na pamet je Dirk Gently's Holistic Detective Agency Hobiji: surfanje, gorsko kolesarjenje, restavriranje starodobnih avtomobilov Najljubša hrana: na svetu je preveč jedi, da bi imel najljubšo v smislu, da bi se k njej znova in znova vračal. Rad kuham (navezava kuhanje - hekanje) Najljubši podjetnik: bolj kot razmišljam, bolj se mi zdi, da je dober podjetnik vedno tudi deeply flawed. Ljudje od katerih sem se ogromno naučil: Kristjan Pečanec, Sameer al Sakran (CEO Metabase). Zanimiva oseba mi je Musk. Naj app: Emacs Nauki za naše poslušalce: ·      Malo dinamik je zares linearnih. Dvakrat večje, dvakrat hitrejše, dvakrat krajše se bo obnašalo več kot dvakrat drugače. Če denimo iterirate dvakrat hitreje, bo pot vašega posla povsem drugačna. ·      Vsako orodje (in pod to štejem tudi procese in mentalne modele) deluje "na obeh koncih". S svojimi danostmi vpliva na to kako razmišljamo in pristopamo k problemom. Nehote bomo kar je preprosto počeli pogosto, tistemu kar ima veliko trenja pa se bomo izogibali. Analizirati svet okoli nas skozi prizmo UX je zato ena ključnih praks za (samo)izboljševanje. ·      Najbolj impactful stvar, ki jo lahko naredite (zase in za svoje podjetje) je redna, namerna in sistematična pol urna introspekcija vsak teden.
01:41:21
March 28, 2022
Tip of the Week 45 - "How to Stop Overthinking and Start Trusting Your Gut"
Intuitionis frequently dismissed as mystical or unreliable. In reality, it’s one of the most powerful decision-making tools at your disposal. When you approach a decision intuitively, your brain works in tandem with your gut to quickly assess all your memories, past learnings, personal needs, and preferences and then makes the wisest decision given the context. Here are a few ways to learn to go with your gut: · Distinguish your gut feeling from fear.Ask yourself: Am I tempted to make this decision to avoid a threat, rejection, or punishment? Or do I feel excited, at ease, and content with the choice at hand? · Practice. Find small ways to take quick, decisive actions. Raise your hand and speak up in a meeting without censoring yourself. Choose an outfit that calls to you without weighing too many variables. By starting small, you mitigate feelings of overwhelm and can gradually step your way up to larger, higher pressure decisions with greater self-trust. · Try the snap judgment test.On a piece of paper, write a question you’re struggling with, such as, “Will accepting the promotion make me happy?” Then write “yes or no” below the question and walk away. After a few hours, or the next morning, come back to the paper and immediately circle the answer that feels right to you. · Fall back on your values.The next time you find yourself unable to make a decision, ask yourself, “Which action brings me closer to my core values?” You can avoid mental loops by aligning your choices with what most matters to you. keep in mind that intuition can’t flourish in busy, stressful environments. Give your mind space to wander and make connections. Remember, while intuition is not perfect, it’s also a decision-making tool you’re likely underutilizing at the moment. How do you calm down and trust yourself? What do you do, to be focused? Wilding, M. (2022, March). How to Stop Overthinking and Start Trusting Your Gut. Harvard Business Review.
03:60
March 18, 2022
Jan Peloza, direktor SLOAMa, podjetnik, mentor, vodja prvega Impact Huba Ljubljana - "Socialno in impact podjetništvo – spreminjanje statusa quo."
Jan Peloza je inženir računalništva in informatike, ima magisterij iz strateškega tržnega komuniciranja s poudarkom na socialnem marketingu ter je zaključil MBA na ljubljanski Ekonomski fakulteti. Skozi svojo kariero je gradil uspešne zgodbe v nevladnem sektorju in socialni ekonomiji, zadnja leta se pa osredotoča predvsem na razvoj sektorja podjetij z družbenim in okolijskim učinkom. Jan je dobitnik številnih državnih in tujih nagrad, med drugim s področja zdravja, izobraževanja in trajnostnega razvoja, je One Young World ambasador in ustanovni kurator Global Shapers Community-ja v Kopru, ki deluje pod okriljem Svetovnega gospodarskega foruma. V prostem času igra košarko, sicer pa trenutno vodi Slovensko agencijo za mlade ter mednarodni organizaciji Zvezo evropskih mladinskih kartic in Mednarodno zvezo za zdravje mladih (International Youth Health Organization). Jan je bil tudi dolgo časa zaposlen pri Svetovni Zdravstveni Organizaciji (WHO). Trenutno je direktor SLOAMa – Slovenske agencije za mlade, kjer je vključenih 130.000 maldih, 100+ partnerjev in več kot 7 mio popustov po Evropi. Sedaj pa prevzema vodenje do zdaj zanj največjega projekt, pospeševalnika za podjetja z družbenim in okolijskim učinkom, Impact Hub Ljubljana, ki odpira svoje prostore na bivšem trgovalnem prostoru ljubljanske Borze. Naj quote: Impact first, profit second Naj knjiga: Simon Sinek - Infinite Game Naj serija: Karkoli triler ali strategy-wise - mogoče recently najbolj Casa de Papel, pred tem pa House of Cards, ampak tudi kaj bolj sci-fi kot je lost in sitcom kot je the Office, čeprav slednjemu v današnjem času ne bi dovolili posnet prvih epizod :) Hobiji: Košarka, meditacija, vsekakor potovanja Najljubša hrana: Kruhovi cmoki s slivami brez sliv ;) Samo okus sliv torej, slive sem vedno odmaknil. Najljubši podjetnik: Težko je imeti vzornika v tem primeru. Se pa dostikrat pošalim, da je dober socialni ali impact podjetnik neka mešanica med Elonom Muskom in Mati Terezo ;) Naj app: Najbolj pogosto osebno uporabljen sigurno kak trgovalni app, ampak poslovno pa EYCA Slovenija (Evropska mladinska kartica), ker ga pač razvijamo mi ;) Tvoji trije nauki za naše poslušalce · V življenju nisem šel k partnerju s finančno ponudbo brez, da bi imel win-win zgodbo - zelo nerad grem torej v partnerstva, kjer samo mi profitiramo, zato sem organsko proti donacijam, ki so enostranske. Razen seveda, če to ne gre v dobrodelne namene - s tem ne gradiš trajnostnega biznisa in platforme za dejanski uspeh. · V tridesetih letih (do 2050) tisti podjetnik, ki ne bo imel implicitno vkomponirane družbene in okoljske odgovornosti, mogoče celo net positive impacta na okolje in družbo, bo verjetno obubožal oz.ne bo uspel. Če seveda ostanemo v kapitalizmu, kot ga poznamo, ker je to edina logična rešitev, če želimo obdržati business as usual · Ne zamenjujte samozavest in odprtost za uspeh in odličnost vodenja. Sem sam že parkrat pristal na tankem ledu. Torej hire for attitude, train for skills.
58:21
March 14, 2022
Tip of the Week 44 - "Managing Anger, Frustration, and Resentment on Your Team"
Sometimes, when you’re a manager, your team gets upset with you. They may be unhappy with a decision you’ve made or a new policy or an increase in workload. Of course, you aren’t in charge of keeping everyone happy all of the time, but you do want to respond to negative emotions, so they don’t erode trust or hold your team back. Here are some strategies for managing anger and resentment when they creep up: • Balance your emotions before reacting to your team’s. Don’t take the anger or resentment personally. See these expressions as data, not a threat, and resist the urge to get defensive or to dismiss your team’s feedback. • Be curious. Ask for more information. Offer your team members a safe space to vent to you without shame or worry of retribution and focus on what you can learn from their feedback. • Enlist their help. Invite them to partner with you to explore solutions that address their concerns and benefit everyone. That way you can channel their frustration into a positive and productive outcome. • Build deeper trust by owning your part. Even if you weren’t the direct cause of your team’s frustration, own up to any blind spots you may have and commit to continuing to learn and grow. Anger and resentment across your team can make an already stressful leadership job feel worse. But how you respond to your employees’ frustrations is critical to ensuring negative emotions don’t limit your effectiveness. By following these suggestions, you can not only contain their anger but potentially leverage it for greater trust and motivation toward future performance. How do you manage anger, frustration, and resentment on your team? What do you do, to be more cohesive? Chhaya, N. (2022, February). Managing Anger, Frustration, and Resentment on Your Team. Harvard Business Review.
03:45
March 08, 2022
"Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 4. del"
Današnji podcast je nadaljevanje prejšnjega »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 4. del« Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 4. del« Zaključne misli naših izjemnih gostov po vrstnem redu: -       Ana Veselič, direktorica Kalček d.o.o., -       Andraž Gavez, ustanovitelj in direktor Moja Čokolada d.o.o., -       Daniela Bervar Kotolenko, podjetnica, mentorica, cenjena predavateljica, poslovna trenerka, avtorica, investitorka, ustanoviteljica 4ih podjetij ter ustanoviteljica Edutrain.me, -       Nina Dremelj, predsednica Poslovnih angelov Slovenije, predavateljica, investitorka, mentorica, believer-ka, poslovna angelina in strastna podjetnica. -       Jelica Lazarević Jalovic, direktorica za kadre v podjetju Oryx Gaming, -       Nejc Palir, Chief Experience Officer Tretton37, vizionar in podjetnik. -       Medeja Lončar, direktorica Siemens Ljubljana, Hrvaška in Srbija, -       Miha Culiberg, So-ustanovitelj in CEO Lab4Pay d.o.o., So-ustanovitelj in CEO Minicity, dolgoletni manager, zadnjih nekaj let pa inovator, podjetnik in oče 5ih otrok. -       Anita Stojčevska, glavna izvršna direktorica SKB banke. -       Borut Markelj, Ustanovitelj in CEO Ehrana.si., -       Marko Hozjan, direktor podjetja TAIA Translations LTD -       Jure Knehtl, ustanovitelj in CEO podjetja WeScale, -       Ivo Grlica, LL.M. , ustanovitelj in direktor odvetniške družbe Grlica Law, -       Boško Praštalo, strokovnjak za mreženje in osebno prodajo ter lastnik licence Superbrands Slovenija, -       Niko Slavnič, MBA predavatelj, član Uprave HTEC Group in Chief Growth Officer, Serijski podjetnik, poslovni angel in kreativna duša odprta za nove izzive, -       Robi Pritržnik, ustanovitelj in direktor mlade digitalne agencije Foreach Labs.
28:09
February 21, 2022
Tip of the Week 43 - "Ask These 5 Questions to Decide Your Next Career Move"
Careers evolve and unfold over many years, and even decades. So how can you be sure that you are on the right path, and you’ll achieve your definition of success? To take control of your future, step back and reflect on your present. Write down all the accomplishments and just take a moment. In order to really define your success and reflect on it, ask yourself the following five questions: 1. How fulfilled do I feel? This is often about whether you are able to express your values at work. Identify what is most important to you and then consider, “On a scale of 1-10, where 10 is the ideal, how well am I able to express this value in my job?” 2. How am I learning and growing? To what extent are you building competence or expertise in your sector or function? What competencies do you want to develop further in the year ahead? 3. Am I headed toward a long-term goal? While everyone hates the question “Where do you want to be in 10 years?” stepping back to figure out a broad vision can help you pursue opportunities more proactively, versus reactively. You might ask yourself “What do I want in my (work) life in three to five years?” which is a more manageable chunk of time. 4. What seeds can I plant today that will benefit me tomorrow? Career success is often the result of the cumulative effects of small, regular actions. 5. What relationships do I need to build to help me realize my vision? You cannot do it alone, no matter what the “it” is. Given your goals, who are the people who can help you get there? We all know that careers are not linear, and they evolve and unfold over many years, even decades. Asking yourself the questions outlined above can help you shift from autopilot to being in the driver’s seat so that you can be intentional and ensure that you achieve your definition of career success. Zucker, R. (2022, January). Ask These 5 Questions to Decide Your Next Career Move. Harvard Business Review.
04:21
February 08, 2022
"Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 3. del"
Današnji podcast je nadaljevanje prejšnjega »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 3. del« Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 3. del« Zaključne misli naših izjemnih gostov po vrstnem redu: -       mag. fiz. Ram Dusić Hren, podjetnik, ustanovitelj Bright3r, -       Dr. Matej Drašček, vodja službe notranje revizije pri Hranilnici Lon d.d., Predsednik Združenja notranjih revizorjev IIA - Slovenski inštitut, -       David Žalec, Ustanovitelj in Direktor Sadje v pisarni, fitness trener, model, predavatelj, -       Miha Murn, Predsednik in generalni izvršni direktor AAMI Corporation, poslovnež, filantropist in umetnik, -       Branko Žunec, direktor podjetja Družba za odličnost d.o.o., lastnik blagovne znamke BMC International, mednarodni poslovni trener in coach, -       Franci Pliberšek, ustanovitelj, lastnik in generalni direktor MIK Celje, -       Mag. Metka Svetlin, Marketing Manager, Think with Google CEE in Brand & Reputation Adriatics in Baltics, Google, -       Mag. Anja Blaj, Chief Strategy Officer, Future Law Institute / predsednica društva Blockchain Think Tank Slovenija, -       Blaž Strle direktor družbe BE-terna Adriatic in Član Uprave Be-terna skupina, -       Staša Mlekuž MBA, Članica upravnega odbora Business Intelligence Center in programska direktorica konference NetPRO, -       Nataša Mithans, lastnica in direktorica Vareo, so-ustanoviteljica TALENTcloud, ustanoviteljica Akademije za mlade marketinške talente, -       mag. Manca Korelc, LinkedIn strokovnjakinja in avtorica knjige The Slovenia Lakes, -       Lovro Peterlin, izvršni direktor A1 Slovenija d.d., priznani svetovalec, mentor in predavatelj s področja marketinga in prodaje, -       Miha Lavtar, lastnik in direktor Optiweba, -       Mark Kalin, direktor za poslovni razvoj Kolektor Digital, član Upravnega odbora Poslovni Angeli.
27:50
January 31, 2022
Tip of the Week 42 - "Move Forward After a Bad Job Interview"
There’s nothing worse than preparing for a job interview and then botching it. Maybe you flubbed a question or all of them. How can you move forward after that? Try not to worry, you can learn from the experience. Here's how. ·      Debrief with yourself. After the interview, write down as many questions, and your answers,  as you can remember. When were you most comfortable? Where exactly did you trip up? Reach out to friends and mentors in the industry to ask how they might’ve answered the harder questions. ·      Use your thank-you note to demonstrate self-awareness. You don’t need to apologize but take the opportunity to clarify a confusing answer to an important question. And express your continued interest at the end of the note. Remember: You have nothing to lose. ·      Don’t assume it’s a done deal. Silence after the interview doesn’t mean you didn’t get the job — it could mean people are on vacation, other candidates are in play, or the business needs to be changed after the interview. ·      Focus on the next interview. Every interview is an opportunity to prepare for the next one. Continue your job search and use your reflections to diligently prepare. Every imperfect interview allows you to get ready for the next job opening and the next round of interviews. Use your reflections to prepare not only for the questions you couldn’t answer the first time but also for new questions. While it’s always best to answer a question directly, if you truly can’t answer it, it’s okay to say you don’t know, but always follow up by talking about how you’ve succeeded in jobs where you had to figure out something you had never done before. Authenticity and passion will always triumph over exact experience, especially if you can demonstrate a skill set that will allow you to bring even more value or fit into the culture easily. How do you prepare for a job interview? What do you do, if there is a question, you don’t have the answer to? Lyons, M. (2021, December). So You Botched a Job Interview. What’s Next?. Harvard Business Review.
03:47
January 27, 2022
"Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 2. del"
Z velikim veseljem oznanjamo novi podcast skupine Beyond Leadership. Današnji podcast je nadaljevanje prejšnjega »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 2. del« Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 2. del« Zaključne misli naših izjemnih gostov po vrstnem redu: - Gregor Sobočan, svetovni prvak v kettlebell liftingu, kondicijski trener, mentor, podjetnik, - Enzo Smrekar, MBA, glavni direktor Atlantic Droge Kolinske in podpredsednika uprave za delikatesne namaze, Donat Mg in internacionalizacijo v Atlantic Grupi ter Manager leta 2020 - mag. Primož Zupan, direktor MBILLS, - dr. Peter Merc, podjetnik, ustanovitelj Lemur Legal in Fintech Factory EU ter član Uprave Blockchain Think Tank Slovenia - mag. Žiga Vavpotič, soustanovitelj Simbioza Genesis in Zavoda Ypsilon, predsednik Slovensko Kitajskega poslovnega sveta, neizvršni direktor Outfit7 - Železnik Luka, so-ustanovitelj in CEO KingsBox, - Prof. dr. Matej Černe, izredni profesor za področje managementa na Ekonomski fakulteti Univerze v Ljubljani - mag. Ladeja Godina Košir, ustanoviteljica in direktorica Circular Change, predsedujoča Evropski platformi za krožno gospodarstvo ECESP - mag. Edita Krajnović, direktorica podjetja Mediade; inovatorka in neprestano v vlogi motivatorja sprememb, - Dr. Jerca Legan Cvikl, predsednica Femmes Sans Frontières, antropologinja, strokovnjakinja za strateško komuniciranje, publicistka in mentorica, - Andreja Cavnik, ICF Professional Executive Coach, Fortune 500 Coach, Business Master Coach & Trainer in Business Strategist - Dr. Nana Šumrada Slavnič, VP of legal affairs Outfit 7.
23:59
January 17, 2022
Tip of the Week 41 - "5 Things High-Performing Teams Do Differently"
New research suggests that the highest-performing teams have found subtle ways of leveraging social connections during the pandemic to fuel their success. Every leader wants to solve the puzzle of what makes a high-performing team. One-piece that’s often missing is the importance of social connections, as well as opportunities for genuine, authentic relationships. Here are five key characteristics of high-performing teams, all of which highlight the vital role of close connection among colleagues as a driver of team performance. High-Performing Teams Are Not Afraid to Pick Up the Phone. While telephone calls are becoming increasingly less common in the workplace in general, that’s not the case among high-performing teams. High-Performing Teams Are More Strategic With Their Meetings. High-performing teams avoid the common pitfalls of poorly run meetings by incorporating practices shown to foster gatherings that are more productive. Specifically, they are significantly more likely to require prework from participants, introduce an agenda, and begin with a check-in that keeps team members apprised of one another’s progress. Invest time in bonding over non-work topics. The best teams aren’t more effective because they work all the time. In fact, discussing things not related to work like sports, books, and family, for example: reveal shared interests, allowing people to connect in genuine ways, which yields closer friendships and better teamwork. ·       Create a culture where expressing appreciation is the norm. Recognition is often a more powerful motivating force than monetary incentives. And an acknowledgment of good work shouldn’t just flow from the top down. Make it a norm for peers to express appreciation for one another as well. ·       Put a premium on authenticity. It's important to create an environment where employees feel comfortable candidly expressing both positive and negative emotions, as well as complimenting and joking with teammates. Fostering close connections among teammates need not be expensive or time-consuming. By incorporating simple, evidence-based practices that yield better communication, more productive meetings, and deeper friendships, every workplace has the ability to fuel people’s basic psychological need for relatedness and lift team performance. Is your team a high-performing team? What did you do to become a high-performing team? Friedman, R. (2021, October. 5 Things High-Performing Teams Do Differently. Harvard Business Review.
04:50
January 11, 2022
"Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 1. del"
Z velikim veseljem oznanjamo novi podcast skupine Beyond Leadership. Današnji podcast bo malce drugačen. Današnji podcast bo poseben, saj bomo proslavili leto 2021 na način, da pogledamo zaključne nauke naših izjemnih Beyond Leaderjev. Do danes smo posneli že 62 podcastov z izjemnimi posamezniki in kar 40 tip of the weekov, z raznimi zanimivimi nasveti. Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje in uspešno ter izjemno, polno smeha leto 2022. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 1. del« Zaključne misli naših izjemnih gostov po vrstnem redu: - Mag. Blaž Brodnjak, Predsednik Uprave Nove Ljubljanske Banke d.d., - Red. Prof. dr. Darja Peljhan, pionirka na področju managerskih kontrolnih sistemov, - Mag. Violeta Bulc, Evangelistka Ecocivilizacije, - Aljoša Domijan, lasnikt enaA, serijski podjetnik in investitor, - Tamara Valenčič, strokovnjakinja na področju razvoja in managementa talentov, organizacijskega designa in HRMja, - Katarina Raičević, direktorica prodaje CEE SMB in strateških računov na Madžarskem in Južni Evropi pri Dun & Bradstreet Europe, - Borut Jeglič, Executive Coach in strokovnjak za razvoj vrhunske vodstvene kulture organizacij, - Roman Pavlovič, Leadership in Peak performance coach, - Boštjan Koritnik, Minister ua Javno Upravo, - Mag. Lucija Sajevec, direktorica AMZS d.d., - Mag. Maja Voje, podjetnica in mednarodna strokovnjakinja za digitalno trženje, - Mag. Damjan Kralj, CEO in član UO družba BTC.
22:16
January 02, 2022
Tip of the Week 40 - "3 Small Ways to Be a More Inclusive Colleague"
What are the impacts of peer relationships on an individual’s experience of inclusion at work? Some people might think that they have to make a difficult, binary choice between being a good person or a tough, effective leader. This is a false dichotomy. Humane leadership is not only necessary in today's world, it will actually help you develop the wisdom you need to succeed in business. Here are four ways to infuse compassion into your leadership: • Remember the Golden Rule: Treat others the way you want to be treated. While this may sound like a cliché, it's the root of compassionate leadership. • Listen intently. If you can hear your employees with an open mind and a willingness to learn, not only will you become wiser, you'll also become better equipped to help them. • Be prepared to serve. Whenever you’re about to engage with someone on your team, take a moment to reflect on what might be going on with them. Then ask yourself: What support might they need? Be prepared to offer help. • Stretch people to see their potential. When someone’s already doing well, you might fear that pushing them to do more could be discouraging or demotivating. Instead of shying away from these uncomfortable conversations, reframe them as an indication of true care. Challenging people to grow is ultimately an act of kindness. In sum, paying much more attention to these small acts of instrumental assistance, emotional bond, and embodied connection can make a world of difference especially given that in increasingly flat hierarchies, co-workers are not only a vital part of the social environment at work; they can literally define it. Do you consider yourself to be an inclusive colleague? What are some things you do for your colleagues? Bourke, J. (2021, December). 3 Small Ways to Be a More Inclusive Colleague. Harvard Business Review.
04:05
December 29, 2021
Robi Pritržnik, ustanovitelj in direktor digitalne agencije Foreach Labs - "Corpo svet proti podjetništvu"
Robi je diplomirani inženir računalništva in informacijskih tehnologij, ustanovitelj in direktor mlade digitalne agencije Foreach Labs.  Svojo karierno in podjetniško pot je gradil v številnih IT podjetjih, sprva kot full-stack developer, kasneje je bil predavatelj na višji strokovni šoli v Velenju in od tam nadaljeval karierno pot kot vodja enote za razvoj aplikativnih rešitev v podjetju BTC d.d. Nazadnje je bil vodja tehnološkega razvoja (CTO) v podjetju BTC Phoenix d.o.o., kjer je bil odgovoren za razvoj kompleksnih eCommerce rešitev in integraciji novih tehnologij in modelov. V svoji karieri je Robi delal tudi na lastnih projektih preko svojega podjetja, kjer je pridobival izkušnje iz podjetništva in vodenja, pridobljeno znanje in izkušnje pa sedaj uporablja pri svojem delu v digitalni agenciji Foreach Labs. Naj citat: If you can't explain it simply you don't understand it well enough Naj knjiga: Rich dad, poor dad Naj serija: That 70s Show Hobiji: igranje kitare, fitness, sprehodi s psom, reševanje rubikove kocke :) Najljubša hrana: Steak definitivno =) Najljubši podjetnik: Elon Musk Naj app: Revolut Zaključni nauk: · Čimveč preizkušaj, se igraj in se ne ustavljaj.
43:32
December 12, 2021
Tip of the Week 39: "The Psychology Behind Meeting Overload"
Bad meetings are the bane of the corporate world, and yet despite what appears to be an overwhelming consensus that they’re often unnecessary and unproductive, many workplaces continue to struggle to avoid them. Why do bad meetings feel inevitable? Are we really resigned to sitting in or worse, leading pointless meetings? We shouldn’t be. Here are common reasons you might be back-to-back every single day, and how you can get your (and your team's) schedule under control: • FOMO. Too often, we worry that our colleagues will judge us — or worse yet, forget about us, if we don’t accept every invitation. Instead of RSVPing “yes,” demonstrate your value and engagement outside of meetings, and encourage your team to do the same. • Meeting amnesia. Do you feel like you’re having the same meeting over and over again? You might be. Make it routine to take notes and share those summaries with attendees and any relevant stakeholders who weren’t present. Keeping consistent and accessible synopses of your team’s meetings will help you avoid retreading the same ground. • Lack of accountability. If you're using a meeting as a way to check that work is actually getting done, consider telling your colleagues in advance that you’ll cancel and give everyone the time back if they meet their deadlines ahead of the set time. Of course, there’s no once-and-done cure for the modern workplace’s meeting addiction. The pitfalls we’ve identified stem from universal human biases, and those biases are exceedingly difficult to overcome. But by understanding the psychology behind bad meetings, both managers and their teams can work towards healthier communication norms, more-effective interactions, and cleaner calendars. How many meetings do you have per week? Do you always send the agenda before the meeting? Whillans A., Feldman D., Wisniewski D. (2021, November). The Psychology Behind Meeting Overload. Harvard Business Review.
03:48
December 05, 2021
Niko Slavnič, član Uprave HTEC Group in Chief Growth Officer - "Kakšen Growth Mindset ima podjetje, ki osvaja svet in zaposluje 100 oseb na mesec?"
Niko Slavnič je nabiral marketinška, predavateljska in investitorska znanja s številnimi mednarodnimi izkušnjami predvsem v Evropi, zdaj pa je sprejel izziv, da sodeluje v enem najhitreje rastočih tehnoloških podjetij, ki je v zadnjih štirih letih zelo zraslo, zaposluje pa že skoraj 1000 inženirjev po celem sveti. Njegov položaj v HTEC Group je Chief Growth Officer in član Uprave. Niko je svojo poslovno pot začel v marketingu v družinskem podjetju pri 16-ih letih, od takrat pa je svoja marketinška znanja razširil s podjetništvom in naložbami v več kot petnajstih projektih (med njimi IQbator, In Your Pocket v Latviji, The Slovenia, Centinel v Estoniji, Optiprint ...). Znanje je nabiral tudi na Harvard Business School, UVA Univerzi v Amsterdamu, International Management Teachers Academy in na Univerzi v Ljubljani. Svoje znanje in izkušnje že več kot 20 let redno deli kot predavatelj na ESSCA - École Supérieure des Sciences Commerciales d’Angers in IEDC - Bled School of Management in je tudi gostujoči predavatelj v več kot tridesetih državah. Njegova mešanica marketinških izkušenj, podjetniške prakse in investitorskega znanja je tisto kar ga dela izjemnega. Niko je zelo vpet v slovenski startup svet. Mentoriral je že preko 1000 različnih startupov, pomagal pri vzpostavitvi Poslovnih Angelov Slovenije, kjer je bil tudi član Upravnega Odbora. Je tudi mentor pri Start:Up Slovenija. Povezava na spletno stran: https://nikoslavnic.com/about-me/ Fun fact: Začel z delom v tujini, kot pomivalec posode v odlični restavraciji in vzljubil gastronomijo. Naj quote: Delajte napake hitreje, naučite se iz njih, da boste lahko delali boljše napake jutri. Naj knjiga: Ponosen na The Slovenia Book, ki sem jo natisnil že 20.000 izvodov (moja:) Hobiji: Promoviranje Slovenije vedno in povsod, Proučevanje najhitrejše rastočih podjetij na svetu (unicorn), smejanje z otrokoma Najljubša hrana: Slovenski Chefi z mladimi na čelu Najljubši podjetnik: Mark Pleško, Cosylab. Tuji Aleksandar Cabrilo, HTEC Group Naj app: pri 600 appih, 77.777 neodgovorjenih mailih je na telefonu najpomembnejša kontrola uporabe (screen time), ko se spravim pod 7 ur na dan Zaključni nauki: ·       Vprašajte se večkrat Zakaj ne kot Zakaj. ·       Ne storite korak naprej, skočite naprej. ·       Pomagajte svojim idejam da vzletijo.
59:28
November 28, 2021
Tip of the Week 38 - "How to Attract Top Tech Talent"
It’s tough to hire good talent right now and that’s especially true, when it comes to employees with technical skills, who are in particularly high demand. Demand for these workers by non-tech companies has increased even as tech giants like Facebook and Amazon seek to hire thousands of them. To fill these roles at a time when highly-skilled people have many opportunities, seek to broaden the funnel of potential candidates by thinking harder about what skills are truly essential. Try these three approaches to identify and attract top tech talent: · Commitment to diversity and inclusion. Take a broad view of the talent pool. Don’t just stick with the typical sources of recruits. Objectively testing for capabilities and skills, rather than relying on past experience, credentials, and connections will open up more opportunities for underrepresented candidates and widen your company’s talent funnel. · Transparent and accountable senior management. At high-performing tech companies, managers are usually visible and willing to engage directly with employees. Highlight access to senior leaders. The best talent wants to work in places where they can have real impact and their voices are heard. Make clear that senior managers are visible and willing to engage directly with employees. · Culture of coaching and development. Foster a culture of coaching and development. High-quality tech employees will expect opportunities to continually improve their skills, and a focus on development will allow you to bring in candidates who have the right capabilities, but not necessarily the experience. Garnering a reputation for investing in your people will bring in a high-caliber, diverse workforce. Earning a reputation for excellence across all these areas won’t happen overnight. But the payoff is a high-caliber, diverse workforce hungry to help the company succeed in the new tech-enabled economy. How do you attract top talent? What is that special thing that puts you apart from the competition? Jonathan F., KC G., Julie C. (2021, November). How to Attract Top Tech Talent. Harvard Business Review.
04:09
November 21, 2021
Boško Praštalo, strokovnjak za mreženje in osebno prodajo - "Pomembnost lastne blagovne znamke in mreženja."
Boško Praštalo je v prvi vrsti družinski človek, ponosen oče dveh otrok in srečno poročen. V poslovnem svetu kreira s strastjo in misijo, da podjetnikom in vsem ostalim posameznikom pomaga, da s poslovnim in socialnim mreženjem lažje dosežejo tako poslovne kot osebne cilje. Je diplomiran ekonomist, lastnik licence Superbrnads Slovenija. Je tudi clan Upravnega odbora Združenja Manager – Sekcija mladih managerjev. V Sloveniji spada med redke posameznike, ki so na podlagi večletnih raziskav in lastnih 20 letnih izkušenj v prodaji, vodenju prodajnih ekip in svetovanju, razvil unikaten sistem poslovnega in socialnega mreženja. Vse skupaj temelji na lastni proaktivnosti, na tem, da se ukvarjamo s pravimi posamezniki, da kreiramo dolgoročno kakovostne odnose in posledično imamo iz naslova mreženja vse možne bonitete Naj citat: "You can have everything in life you want if you will just help enough other people get what they want" - Zig Ziglar Naj knjiga: Start Whit Why - Simon Sinek Naj serija: Fauda Hobiji: potovanja, pohodništvo, meditacija, kolesarjenje Najljubša hrana: enolončnice, sendvič, krompir, čokoladna torta Najljubši podjetnik: Ivo Boscarol, Mark Cuban Naj app: Kindle, LinkendIn Zaključni nauki: V podjetništvu je smiselno graditi odnose in ne zgolj posel. Imamo premalo časa in energije, da bi vse skupaj trošili v napačne posameznike. V poslu lahko veliko stvari najemo, kupimo, outsoursamo, ena redki izjem je mreženje. Nihče se ne more mrežiti namesto nas.
01:21:59
November 14, 2021
Tip of the Week 37 - "How to Set a Hybrid Work Schedule That Works for You"
Many organizations are beginning to transition back to the office, offering employees the flexibility to balance both in-person and remote work options. But with such flexibility can come confusion. How do you know what in-office days to request? Should it be Monday or the end of the week Friday? We all know that hybrid work is going to have upsides and downsides. If you’re about to transition into such an arrangement. you want to set a schedule that makes sense for you. Here are some questions to ask yourself: ·      When does my team need me? To maximize your team productivity, you’ll also want to identify what kind of interactions (in person or virtual) will be most effective. If some of your colleagues better comprehend what you are saying and can retain and respond to the information more appropriately when you’re in person, try to plan some in-office days to align with when those individuals will also be present. When do I feel the least motivated? You might use the in-office time to reinvigorate yourself when you’re feeling lower-energy. In the same way that going to the gym makes it easier to work out, going into the office can make it easier to get work done when you're just not feeling it. Which meetings do I prefer to have in person? If you have project meetings that require problem solving or decision making, you may prefer to do those in the office. Schedule your in-office days for when those meetings are held. How can I maximize my energy? If you’re an introvert, it may be tough to do two days in a row in the office so spread your days out (Monday/Wednesday/Friday or Tuesday/Thursday, for example). On the other hand, if you are looking forward to more socializing, consider going into the office multiple days in a row (Tuesday/Wednesday/Thursday). With more and more organizations making the shift back into the office, you’re likely facing the possibility of a schedule that bridges in-person and remote work. How do you plan your workweek? When do you arrange meetings with your co-workers in person? Grace Saunders E. (2021, October). How to Set a Hybrid Work Schedule That Works for You. Harvard Business Review.
04:14
November 07, 2021
Ivo Grlica, LL.M., Ustanovitelj in direktor Grlica Law: "Inovativna pravna področja: od blockchaina, DeFi-ja, kriptovalut ter vse do zaščite blagovnih znamk."
Ivo Grlica je leta 2011 diplomiral na Pravni Fakulteti, Univerzi v Ljubljani in imel takrat celo najboljše povprečje v generaciji. Leta 2017 je odšel na enoletno specialistično LLM izobraževanje na Dunaj, s področja international tax law. Prvo zaposlitev je dobil na FURS-u, kjer je spremljal vodenje stečajnih postopkov v ljubljanski regiji, nato pa je postal pripravnik na sodišču, kjer je delal na civilnem in kazenskem oddelku. Kmalu zatem je dobil priložnost v družbi za davčno svetovanje Taxgroup. Pomembnejša stopnička v njegovi karieri pa je bila pridružitev eni večjih odvetniških pisarn v Sloveniji ODI LAW. Leta 2018 pa je osnoval lastno pravno pisarno. Pisarna je najprej delovala na najbolj inovativnih pravnih področjih (blockchain, kriptovalute, DeFi, NFT-ji). Trenutno imajo stranke s celega sveta, Nemčija, Estonija, Kanada, Singapur, Brazilija. Poslujejo večinoma s perspektivnimi, hitro rastočimi mladimi podjetji, ki so prav tako kot oni, usmerjeni v tujino. Trenutno je glavna pisarna locirana v Ljubljani, ekipa pa danes šteje že 7 članov. Spletna stran:  https://grlicalaw.com/ Naj quote: “The way to get started is to quit talking and begin doing.” - Walt Disney Naj knjiga: Atomic Habits Naj serija: ne gledam serij, izguba časa Hobiji: branje poslovnih knjig, potovanja Najljubša hrana: pica Najljubši podjetnik: Walt Disney Naj app: Kindle Nnauki za naše poslušalce: ·      V življenju ni bližnjic. Mlade generacije dostikrat nimajo fokusa in so zbezljane, to pa ni dobro. TikTok generacija ima preveliko željo po hitrem uspehu (kriptovalute), ki pa so lahko kratkotrajni itd. Uspeh ne zahteva samo "talent" ampak tudi disciplino, commitment in fokus. ·      Vodenje (leadership) ni samo prednost ampak tudi velika odgovornost (do sebe, do firm in do zaposlenih!) - včasih zahteva tudi težke odločitve. ·      Življenje ni statično: Vedno je treba iti v korak s časom, se prilagajati spremembam.
52:46
November 01, 2021
Tip of the Week 36 - "Connect and Build Trust with Your Colleagues"
So much of our success depends on building relationships with our colleagues. We have to take time and connect and understand each other, and this is the formula for success. But how can you build rapport in an authentic way? Here are four strategies. Find ways to make yourself well rounded. You need something to talk about with your colleagues so it’s important to have interests and hobbies. Is there something you’ve always wanted to learn? A book you've been meaning to read or a show you've been meaning to watch? Having experience and knowledge in a variety of topics can give you material to draw from when you’re meeting and connecting with others. Don’t pretend to be someone you’re not. Say your new colleague is a wine expert. Instead of hurriedly purchasing a book all about wine — or signing up for a course — in hopes of passing yourself off as a fellow expert, consider expressing your interest in learning more. Placing yourself in the role of student and the other person in the role of teacher can be a great way to build a genuine bond. Give to get. In order to get people talking, sometimes you need to give some information about yourself first. Take notes. People feel special when you remember details they’ve told you about their life and even more so when you follow up. Jot down some key points about someone after you've met them so that you won't forget. So much of what we accomplish in the workplace relies on building relationships and having the trust of our colleagues, and when we take the time to connect and understand each other, we’re positioning ourselves for success. Did you ever try a four-day workweek? How do you think you would like it and adapt o it? Hillsberg, C. (2021, Septembert). 5 Techniques to Build Rapport with Your Colleagues. Harvard Business Review.
03:55
October 19, 2021
Tip of the Week 35 - "How to Experiment with a 4-Day Workweek"
Lately, organizations are announcing that they are experimenting with a four-day workweek. Its employees will be working 32 rather than 40 hours per week while being expected to achieve the same productivity levels and earning the same pay. Though some recent studies on the efficacy of the four-day week have been overblown in the media, research suggests that reducing work hours can decrease employee stress and improve well-being without impacting productivity — but only when implemented effectively. Talking about having a four-day workweek and implementing one are two different things. It can be difficult to go from the idea to a successful implementation. Here are several things to keep in mind if you want to experiment with a shorter workweek at your company: Communicate. Be clear about your reasons for trying out the four-day workweek, and assure your employees that they will not be laid off, experience a pay cut, or lose out on other benefits like paid vacation. Encourage ongoing conversations about how to get more done in less time — whether that’s implementing new tools, eliminating unnecessary meetings, or making existing ones more effective. Involve your employees. You’ll need their input and buy-in to make this a success. Ask them: Should we work four eight-hour days, or reduced hours on five days? Which days or hours should we take off? How can we keep the change from negatively impacting our clients, customers, and other stakeholders? What steps can we take to increase our productivity? How will we share our ideas for process improvements with one another? Adjust along the way. You won’t get everything right from the start, so make it a goal to identify the tools and processes your organization needs to make reduced work hours possible. View any problems not as indicators of failure, but as opportunities to improve and fine-tune your plan. Workplace norms have fundamentally shifted over the last year and a half. Today we find ourselves in a liminal period: We now have the chance to remake our models of work before things go back to the way they were — and that’s an opportunity leaders must not squander. While no change comes easily, leaders willing to embrace models like the four-day workweek will find the experimentation well worth the effort. Did you ever try a four-day workweek? How do you think you would like it and adapt o it? Whillans, A. & Lockhart, C. (2021, Septembert). A Guide to Implementing the 4-Day Workweek. Harvard Business Review.
04:42
October 17, 2021
Jure Knehtl, ustanovitelj in CEO podjetja WeScale - "Trendi v E-commercu: Kako prodati 20.000 izdelkov na dan?"
Jure Knehtl je podjetnik, mentor, predavatelj in strokovnjak za širjenje E-commerce podjetij v EU. Je ustanovitelj in CEO podjetja WeScale, agencije za e -trgovino, ki spletnim podjetjem pomaga graditi, povečevati in optimizirati prodajo in blagovno znamko. Potem, ko je leta 2014 začel z digitalnim trženjem e -trgovine, je Jure prodajal izdelke in storitve v 127 državah in ima danes record 20.000 prodanih izdelkov v samo enem dnevu. Že več kot 10-im podjetjem je pomagal razširiti svoje poslovanje iz 4- na 7 mestne številke, tako da je do danes vložil že več kot 42.500.000 € v oglase na Facebooku in Instagramu. Naj quote: "The most important thing is to try and inspire people so that they can be great at whatever they want to do." Naj knjiga: Relentless: From Good to Great to Unstoppable Naj serija: The Last Dance Hobiji: Šport, branje knjig in izleti v hribe Najljubša hrana: Riž + piščanec :) Najljubši podjetnik: Ben Francis Naj app: Asana Nauki za naše poslušalce: · Ne boj se vprašati za pomoč · Najbolj pomemben del podjetja je ekipa · Starost ni pomembna, pomembno je, da lahko ustvariš vrednost za osebo s katero delaš
01:19:09
October 10, 2021
Marko Hozjan, direktor podjetja TAIA Translations LTD - "TAIA: izjemen startup, z eno največjih investicij v Sloveniji."
Marko Hozjan je serijski podjetnik z dvema uspešnima prodajama za sabo. Je tudi soustanovitelj večih podjetij: marketinške agencije 101, kjer je bil direktor in soustanovitelj, Startus skupina kot nosilec blagovnih znamk Sailsation, Navtični-tečaji.si (zgradil je največjo navtično šolo v regiji in podjetje uspešno prodal), največje jezikovne šole Jezikovne Akademije in tehnološkega podjetja TAIA INT. Za njim je že 15 let delovnih izkušenj z vodenjem večjih organizacij in podjetij ter vodenjem startupov, zato svetuje in pomaga pri vodenju ekipe, projektnem managementu, razvoju in rasti podjetja tudi drugim podjetjem, startupom. Ima bogate izkušnje v mentoriranju podjetij, med drugim iz Studia 404 d.o.o. z blagovnimi znamkami Apollo in Space invoices ter ekipi, ki stoji za platformo Coolio! Marko je strasten jadralec, ki je peljal jadrat že več kot 500 ljudi. Avtor štirih učbenikov za navtiko. Mentor večim podjetjem. Dobro dela v ekstremih - rast ali kriza. Izkušen tako v hitro rastočih podjetijh kot v insolventnih podjetjih. Vodenje je njegova strast, ki se jo uči vsak dan. Marko je bil tudi Predsednik Študentske organizacije Univerze v Ljubljani, je mentor pri Startup Slovenija, član Rotary Kluba, ima izpit za Nadzornika in tudi licenco za nepremičninskega agenta. Zelo zanimivo pa je, da govori kar 5 jezikov: angleško, hrvaško, nemško, malo rusko, trenutno se uči še švedščino. Naj quote: Človek je rojen, da dela, trpi in se bori, kdor tega ne počne, mora propasti. Tesla Naj knjiga: The way of the superior man Naj serija: House of Cards Hobiji: Jadranje Najljubša hrana:Dunajski zrezek Najljubši podjetnik: Richard Branson Naj app: Revlout Zaključi nauki: · Glavna formula v življenju, je ravnotežje. Ugotovi kaj zate to predstavlja in ga najdi. · Osrečilo te bo delo, v katerem uživaš. Taia Translations LTD Taia je bla ustanovljena leta 2017 in ima danes že 35 zaposlenih. Ustanovila sta jo Marko Hozjan in Miha Kovač. TAIA deluje kot digitalni švicarski nož za podjetja, ki potrebujejo prevajalske storitve. Platforma avtomatizira prevajanje besedil med 98 jeziki, pri tem pa jo poganjajo algoritmi globokega učenja. To pomeni, da sistem z vsakim prevodom napreduje v razumevanju pravil jezika in konteksta. Taia je trenutno med najuspešnejšimi in najbolj vročimi startup v regiji. Evropski sklad tveganega kapitala Fil Rouge Capital jo je v začetku oktobra 2020 podprl z 1,2 milijona evrov. TAIA, ki je tudi član SBC – Kluba slovenskih podjetnikov Mladi, je prejela eno največjih investicij v slovenska tehnološka podjetja.
53:58
September 26, 2021
Tip of the Week 34 - "Do You Know When to Give Up"
Projects, relationships, and jobs don’t always work out as planned, and it’s not always clear when to throw in the towel. Too often, we hold on to things even after they’ve run their course. Think about that relationship you couldn’t give up on or the job you stayed in despite a boss who made you miserable. These five strategies can help you figure out when it’s time to throw in the towel. • Reframe your thinking. Instead of focusing on what you’ll lose, think about what you gain if you stop putting time and energy into the lost cause. • Identify what's in your control. Getting clear on what you have agency over and what you don’t will help you make a quality decision about whether to call it quits or persevere. • Expand your identity. Avoid the trap of insisting that you’re “not a quitter.” Sometimes putting an end to something is a sign of wisdom and strategic thinking. • Seek other perspectives. Rather than relying solely on your own thinking and instincts, consult with friends, colleagues, and mentors to get a different point of view. • Have self-compassion. When something promising doesn’t turn out the way we imagined, we can be overly self-critical. Instead of ruminating over what went wrong, focus on what you can learn from this situation, and do better next time. By offsetting cognitive biases, considering your strengths and outside perspectives, and being self-compassionate, you can overcome your tendency to stick to things for too long and cut your losses when it’s time to do. And while letting go can be difficult, it will free up your time, energy, and mental space to imagine new possibilities and pursue new opportunities. Were you ever in this situation? How do you handle tough situations? Smith, D. (2021, Septembert). Do You Know When to Give Up?. Harvard Business Review.
04:15
September 22, 2021
Borut Markelj, Ustanovitelj in CEO Ehrana.si - "E-hrana: Študentski projekt, ki se je zaključil s prevzemom samoroga Glovo."
Borut Markelj je ustanovitelj in CEO Ehrana.si, platformo, ki ima preko 270.000 uporabnikov, 500 partnerjev in preko 250 članov ekipe. Borut je je zaključil magisterij na Univerzi v Ljubjani, Fakulteti za elektrotehniko. Imel je različne zaposlitve, nato pa je septembra 2010, ustanovil e-hrano skupaj z dvema partnerjema, Jernejem Janežičem in Žigo Lesjakom. Marketplace se je poštartal 2011, lastna dostavna služba pa 2017. E-hrana je bila najbolj ocenjena mobilna aplikacija v Sloveniji z oceno 4.9, in to velja še danes. Ustanovil je tudi podjetji 5lodic in pa trilogic. Družba 5logic se ukvarja z razvojem celostnega logističnega sistema za upravljanje flote dostavnih vozil na poziv z imenom AlpacaFleet.com. Borut je podkovan v programiranju, marketingu, vodenju projektov, razvoju spletnih in mobilnih platform. Je tudi mentor programa startup slovenija in izjemen podjetnik.
50:25
September 12, 2021
Tip of the Week 33 - 5 Practices to Make Your Hybrid Workplace Inclusive
As pandemic restrictions ease, it’s clear that one big change to the way we work is here to stay: hybrid working. However, these environments run the risk of creating new inequities and exacerbating those that already exist. For employers to ensure fairness, maximize performance, and maintain cultural cohesion in hybrid work arrangements, they need to consider these five practical dimensions of inclusion when designing hybrid policies and navigating new ways of working. ·      Recruitment and Remote Onboarding An important part of being successful at work is having the right setup and training to do your job. Remote work places increasing value on being technically capable, and getting up and running when working from home has become an essential skill. ·      Working Together Physical distance can lead to psychological distance. It’s much easier to check in on colleagues when sharing a physical space. When working remotely, make use of the trusty status bar. A message like “Open for chats!” along with a green status circle gives permission to bridge the distance gap. ·      Resolving Conflict Another inclusion impact of hybrid working is the potential for silent bullying. Fostering an environment where all voices are heard requires increasing psychological safety so that your people feel they can speak up when there’s interpersonal conflict. Employees must feel they can have the necessary hard conversations in a productive and judgment-free zone. ·      Team Cohesion Additionally, in times of economic uncertainty, employees are more likely to form in-groups, usually along some dimension of similarity. One effective way to break up these in-groups is to ensure information flows smoothly and diffusely through an organization by identifying “weak ties.” ·      Promotions Proximity to managers has been shown to increase promotion rates when men report to other men. In a hybrid world, it’s also natural to see shifting reward mechanisms, some of which can leave people out. One way to keep an eye on the impact of shifting reward mechanisms is to audit who gets what and why — and make sure people know about it. As you craft your company’s hybrid work plans and policies, be aware of the inequities hybrid work can create or make worse. Designing with these practical dimensions of inclusion in mind is critical for creating an equitable organization. Do you have policies for hybrid work? How do you make sure all employees are treated fairly? Lordan, G., Aalmeida, T. and Kohler, L. (2021, August). 5 Practices to Make Your Hybrid Workplace Inclusive. Harvard Business Review
05:17
September 08, 2021
Mag. Anita Stojčevska, glavna izvršna direktorica SKB banke - "Zmagovalna formula v življenju in poslovnem svetu."
Anita Stojčevska, glavna izvršna direktorica SKB banke, ima močno finančno ozadje in dolgoletne izkušnje na področju bančništva. SKB banki se je pridružila leta 1995, od 13. decembra 2019 pa SKB banko predstavlja in vodi kot izvršna direktorica ter članica upravnega odbora SKB. Svojo kariero je v SKB banki razvijala na več odgovornih položajih, mnogih izmed njih tesno povezanih s komercialo in upravljanja poslovanja s strankami in podjetji. Od leta 2011 soustvarja strategijo banke kot članica uprave. Magistrica Poslovnih ved, ki je diplomski in magistrski študij opravila na Univerzi v Ljubljani, je na SKB banki svojo kariero pričela kot skrbnica podjetij. Dolga leta je izkušnje in znanja nabirala na komercialnih področjih banke, od leta 2001 pa je prevzemala odgovornosti na več menedžerskih pozicijah, pred delovnim mestom glavne izvršne direktorice banke je več let vodila divizijo Poslovna mreža in marketing v SKB banki. Naj quote: ·       Kdor hoče videti, mora gleda s srcem. Bistvo je očem nevidno. (Antoinea de Saint – Exupery) ·       Prijateljstvo naredi uspeh še bolj sijoč in z deljenjem zmanjša težo neuspeha (Ciceron) Naj knjiga: Mali princ (Antoinea de Saint – Exupery) Naj serija: V zadnjih nekaj letih ne gledam veliko televizije. V moji mladosti pa sem rada gledala serijo Prijatelji in Twin Peaks Hobiji: potovanje, dolgi sprehodi po naravi, krajši izleti s kolesom Najljubša hrana: Rada jem vse, najraje pa pečem sladice Najljubši podjetnik: v moji karieri sem srečala veliko izjemnih podjetnikov, vizionarjev, strategov, tako da ne želim izpostaviti le enega. Naj app: LinkedIn Nauki za naše poslušalce: ·       Ekipo ne tvorijo osebe, ki skupaj delajo ampak osebe, ki se spoštujejo, si zaupajo in skrbijo drug za drugega. V življenju štejejo le skupne zmage in ne zmage posameznikov. ·       Delajmo pošteno in ostanimo zvesti svojim vrednotam. ·       Zmagovalna formula v življenju in poslovnem svetu je: sodelovanje, zaupanje, spoštovanje, pogum, sprejemanje drugačnosti, ljubezen, strast.
59:33
August 29, 2021
Tip of the Week 32 - "How to Re-Onboard Employees Who Started Remotely"
At the beginning of the pandemic, employers quickly shifted almost every aspect of their business, including the onboarding of new employees, to take place remotely. Research from Glassdoor shows that organizations with strong onboarding practices improve employee retention by 82% and productivity by more than 70%. While going back to the office will be an adjustment for everyone, it will be an entirely new experience for people you hired remotely. Here are a few strategies to re-onboard employees who started work in a WFH environment. • Allow remote hires to bond as a cohort by creating structured opportunities for them to interact and get to know each other. These might include icebreakers or “speed networking” activities. • Create a buddy system. Pair each remote hire with a more tenured employee who can answer their questions about the physical office space and organizational norms that they may not have picked up on when working from home. • Check in regularly. You may feel like you’ve already done the work of getting your remote hire up to speed, but the office is an entirely new environment. Take them to lunch and have a one-on-one meeting with them their first week back, as you would have done if they had started their job at the office. · Create informal team-building opportunities. Creating opportunities for people to get to know each other better will help all employees to reconnect after being remote for over a year but will also help remote hires, in particular, to socialize and get to know both new and tenured employees in a more relaxed and less intimidating environment. While going back to the office will be an adjustment for everyone, it will be an entirely new experience for remote hires. Don’t squander the opportunity to create a great employee experience. Do you like working remotely? How do you onboard new employees remotely? Zucker, R. (2021, June). How to Re-Onboard Employees Who Started Remotely. Harvard Business Review.
03:59
August 18, 2021
Miha Culiberg, MBA, So-ustanovitelj in CEO Lab4Pay ter Minicity-ja - "V življenju in v poslu je treba uživati."
Miha Culiberg je inovator, podjetnik z 18+ leti mednarodnih izkušenj v IT, plačilna industrija in telekomunikacijah. Zelo izkušen je pri ustvarjanju novih poslovnih modelov, še posebej kar se tiče raznih plačilnih sistemov in prodkutov. Zase pravi, da je IT njegova panoga, telekomunikacije njegova strast, poslovni razvoj njegov fokus, prodaja njegovo igrišče in razvoj izdelkov njegov hobi. Miha ima zelo bogato kariero. Je so-ustanovitelj in CEO podjetja Lab4Pay d.o.o., so-ustanovitelj in direktor Minicity Ltd., je regionalni direktor prodaje pri podjetju Transaction Systems Ltd., ki je del skupine ITG in je spada med top 10 IT podjetij v Rusiji. Bil je tudi del izjemne ekipe Halcoma, ki je ustvarila odlične zgodbe, med njimi tudi mBills. Miha ima poleg bogate kariere tudi zelo bogato življenje, saj je oče 5ih otrok. Zelo ponosen je na Minicity, ki je tematski program zabave, ki uporablja metodo didaktične igre, namenjen otrokom od 0 do 12. leta starosti. V njem otroci skozi didaktične igre pod vodstvom izkušenih animatorjev spoznavajo različne poklice in osvajajo uporabna znanja za vsakodnevno življenje. Nay Quote: Tko ne umre, preživjet če: Alan Ford. Naj knjiga: Pika Nogavička Naj serija: Narcos Hobiji: Potovanja, kuhanje, šport, pivo Najljubša hrana: Steak Najljubši podjetnik: Mark Pleško in Igor Verstovšek CosyLab, Manager pa Damjan Kralj Naj app: MyNanny Trije nauki: ·       Imejte otroke, veliko njih, ·       Ne bodite zavistni, saj vsak nosi svoj križ, ·       Skočite kdaj na glavo ampak vseeno preverite globino.
01:15:21
August 15, 2021
Tip of the Week 31 - How to Negotiate a Remote Work Arrangement
If you’re not interested in returning to in-person work but your boss expects you to come back, or if you’re interviewing for a new job and want to work remotely, how can you negotiate your desired arrangement? How exactly should you ask for a work-from-anywhere arrangement when negotiating a job offer, or when you’ve been working virtually and don’t want to return in person to the office? Here are five steps: 1) Demonstrate how it will benefit your employer. 2) Show the impact you can make. 3) Be prepared to take a pay cut if you’re relocating. 4) Use data to prove you can be successful working remotely. 5) Don’t expect a one-and-done conversation. Here are also some tactics: • Make clear that you can be successful by sharing the accomplishments you’ve already achieved in a remote work environment. • Articulate how your plan would be a win-win. For example, if you feel you’re more productive and effective outside of the office, make a compelling case for how that benefits the whole company. • Ask if there’s any other data or information you could provide to help your case. • Be prepared to take a pay cut if you’re relocating to an area where the cost of living is significantly lower. Weigh this potential income loss against your improved quality of life. • Know that you may not get an answer in your first conversation. Your manager may need some time to review your request with the higher-ups. Whether you get the green light for permanent work-from-home or you and your boss agree to a trial period, get the exact agreement in writing. This way, everyone is clear that the arrangement can go forward, no matter who the manager is. And remember: While some flexibility is important while you negotiate, that flexibility should go both ways. Do you like working remotely? Is your culture embracing of the hybrid workplace? Peppercorn, S. (2021, July). How to Negotiate a Remote Work Arrangement. Harvard Business Review.
04:42
August 04, 2021
Jure Pirc, inovator, ustanovitelj CryptoWater.eu - "Blockchain in kriptovalute - zanimiv svet poln padcev in vzponov."
Jure Pirc je oseba, ki je bila zmeraj vpeta v nove tehnologije. Ima zelo bogato kariero in je oseba z izjemno avtoriteto na področju blockchain tehnologij. Je tudi govorec in predavatelj na različnih svetovnih konferencah. Jure je predsednik Bitcoin društva Slovenije s skoraj 19 tisoč člani, kar predstavlja eno izmed največjih društev v Sloveniji. Bil je community manager pri Tokens.net, ambasador pri prijektu Eligma, je ustanovitelj Aquarius kovanca, LanaCoina ter TajCoina. Zelo je bil vpet tudi v projekt NevaCoin. Neva, CryptoWa Lana in Taj so dejansko prve personalizirane kriptovalute na svetu in v bistvu extremno tehnološko darilo za rojstni dan. Vse tri so samostojne verige blokov s svojimi matematičnimi pravili delovanja. Njihova posebnost pa so prilagojeni parametri samega omrežja. Jure je tudi od leta 2018 CEO podjetja Blockmaster. Njegov najnovejši projekt pa je CryptoWater.si. Je tudi svetovalec pri Bled Water Festivalu. Naj quote: I have not failed i just found 10.000 ways that wont work, Naj knjiga: Knjiga življenja. Naj serija: No way da je samo ena. Včeri zvečer po dolgem dnevu sem uspel 1/3 Fringe pogledat. Hobiji: Spreminjanje sveta in miselnosti ljudi skozi tehnologijo. Najljubša hrana: Voda, kaj je pa zraven je pa stvar okusa trenutka. Najljubši podjetnik:  Vsi kateri so v tekočem letu razumeli pravi pomen besed "Cooperation in partnership". Naj app:CryptoWallet.si in CryptoWater.app, kmalu pa tudi App.PizzaDay.si, drgač pa screentime pravi da je Telegram :) Zaključni nauk: · Svoj prosti časi investirajte v sebe, družino in znanje.
01:08:20
August 01, 2021
Tip of the Week 30 - Have We Forgotten How to Small Talk?
Are you feeling ill-prepared and nervous to make small talk when you get back to the office? If stopping for an impromptu hallway chat seems a little daunting, you're not alone. Returning to the office and socializing with people we haven’t seen in person for more than a year can feel scary. Many of us are socially rusty after a long pandemic year. The good news is you can rebuild your small-talk muscle with practice. How to “Small Talk” The virtual meetings we have grown accustomed to getting right down to business. There have been few if any, interstitial spaces on our work agendas to catch up. Our increased reliance on emails and private messages to communicate have only exacerbated the problem. Let’s revisit the basics. Here are a few conversation starters. Try them out, tweak them so they feel authentic to you, and use whatever is most helpful. Cooking and baking. Many people discovered their inner chef during the pandemic. You might ask your coworker, “What are your new favorite meals?” or “What’s a simple recipe you discovered recently?” Hobbies. You might be curious about what your colleagues did with their time while not in the office. Try asking, “Did you rediscover any hobbies during quarantine?” or “What was your favorite thing you read/watched/listened to last year?” 3. Vacation plans. With travel restrictions lifting in many parts of the world, lots of us are starting to think about making up for lost vacation time. Ask your work buddies, “What are you looking forward to the most this year?” or “Where’s the first place you’ll travel when you’re able to?” While this may seem difficult, reconnecting with colleagues is further evidence of our resilience - our ability to shift to match our circumstances. Conversely, you may also be saying hello to some coworkers who started while everyone was remote. Don’t hesitate to introduce yourself and share your role in the organization, then proceed with the topics listed above. Do you like small talk? Is your culture embracing small talk? Samuels, R. (2021, July). Have We Forgotten How to Small Talk?. Harvard Business Review.
04:28
July 20, 2021
dr. Tina Škerlj in mag. Tamara Bertok Velkavrh - "Ko gresta vodenje in coaching z roko v roki, in kjer se tehnično znanje nadgradi z vodstvenim znanjem."
dr. Tina Škerlj Izkušena leaderka, coachinja, predavateljica in strokovnjakinja za change management in transformacijo. Trenutno je odgovorna za digitalno transformacijo v skupini BE-terna, ki vključuje okoli 1000 zaposlenih v 10-ih evropskih državah. Poleg tega je coachinja za leaderje, predsednica nadzornega sveta in predavateljica za bodoče člane nadzornih svetov. Pred tem je bila Tina dolgoletna poslovna svetovalka v podjetju Deloitte, kjer je vodila poslovno svetovanje v Sloveniji, izvršna direktorica v skupini Mladinska knjiga in članica uprave regionalnega IT podjetja S&T. Poleg tega ima tudi bogate izkušnje iz tujine, kjer je končala študij ekonomije v Nemčiji, kasneje pa v okviru Deloitte-a delovala kot poslovna svetovalka v Nemčiji in na Poljskem. Ima tudi znanstveni doktorat iz ekonomije in je certificirana ACC coachinja. Tina je tudi nekdanja predsednica sekcije mladih managerjev Združenja manager in nekdanja predsednica Alumni združenja MBA Radovljica. Naj quote: strong back.soft front.wild heart (Brene Brown) Naj knjiga: mnogo jih je…Mali princ Naj serija: nimamo televizije in ne gledam serij Hobiji: kolesarjenje, hoja v hribe, (turno) smučanje, branje, odkrivanje novih kotičkov sveta oz. v zadnjem času Slovenije Najljubša hrana: katerakoli v dobri družbi Najljubši podjetnik: mnogo jih je, vsekakor pa tudi vsi moji šefi na moji karierni poti Naj app: LinkdIn, google calendar, google maps, notes Zaključni nauk: ·       Kot pri Malem princu…vedno gledaj in delaj s srcem. mag. Tamara Bertok Velkavrh Zadnjih 6 let zaposlena v Be-terni. Najprej kot svetovalka in arhitektka programskih rešitev ter zadnji 2 leti kot vodja teama za implementacijo Microsoft Dynamics 365 poslovnih rešitev na področju upravljanja energetske in druge komunalne infrastrukture - na kratko področje UIM - Utilities Infastructure management. Na tem področju s svojo ekipo soustvarjam istoimenski produkt UIM, skrbim za njegov razvoj in atraktivnost. Pred tem prokuristka v IT podjetju, asistentka na Univerzi na Primorskem na Fakulteti za management (poslovna matematika, poslovna informatika, …) , svetovalka/arhitektka v IT podjetju za geografske informacijske sisteme in podjetju za IT rešitve s področja upravljanja vrednostnih papirjev. Osnovno izobrazbo po študiju matematike v Ljubljanji nadgradila z znastvenim magisterijem na Eknomski fakulteti s področja upravljanja informacijskih sistemov. Naj quote: It always seems impossible until it’s done (Nelson Mandela) Naj knjiga: verjetno bi lahko skrčila na top 10, vse pa obarvane z znanstveno fantastično vsebino 😊 (avtorji Suzanne Collins, Orson Scott Card, Anthony Horowitz, …) Naj serija: Midsomer murders Hobiji: branje, koleasarjenje, pohodništvo Najljubša hrana: sendvič Naj app: FBReader Zaključni nauk: ·       I believe that strength doesn’t come from just one person, true strength lies in team spirit. Trusting your colleagues and working together is what can overcome any issue.
01:11:34
July 19, 2021
Tip of the Week 29 - The Hazards of a “Nice” Company Culture
In too many companies, there is the appearance of harmony and alignment but in reality there’s often dysfunction simmering beneath the surface. The intention behind cultivating a nice culture is often genuine. Leaders believe they’re doing a good thing that will motivate people and create inclusion. But often it has the opposite effect and the result is a lack of honest communication, intellectual bravery, innovation, and accountability. Creating a “nice” company culture is a laudable goal. But has your company taken “niceness” too far? Is there dysfunction simmering beneath the surface? An insistence on politeness can result in a lack of honest communication, intellectual bravery, and accountability. If you’re concerned your organization’s culture has veered into toxic niceness, try these tactics. • Reset expectations. Be explicit that you want people to give candid feedback and ask tough questions. This change won’t be easy so clearly explain the organization’s current state, future state, and how the transition between the two will work. • Demonstrate vulnerability. Don’t expect others to usher in a new era of truth-telling if you haven’t modeled the behavior first. You must be the first mover, demonstrating fallibility, and showing people that candor is rewarded. • Provide air cover for people who speak up. When people do express dissenting views don’t reprimand them, but thank them. Publicly challenge the status quo you helped create. Martin Luther King Jr. said in his famous Letter from Birmingham Jail “…there is a type of constructive, nonviolent tension which is necessary for growth.” Don’t cover that up in your efforts to be nice. Channel and manage the tension. That’s real kindness. Do you have a strong company culture? Is your culture too nice? Clark, R. T. (2021, June). The Hazards of a “Nice” Company Culture. Harvard Business Review.
04:01
July 16, 2021
Medeja Lončar, direktorica Siemens Ljubljana in predsednica uprave Siemens Zagreb - "Poštenost, iskrenost, odprtost, povezovanje in usmerjenost v prihodnost, so bistveni elementi uspešnega vodenja."
Medeja Lončar je že dolga leta Ljubljančanka, ki se še vedno zelo rada vrača v rodno Celje. Je diplomirana ekonomistka, ki je svoje prve delovne izkušnje že v srednji šoli nabirala v medijih. Pri 33 letih je prvič postala članica uprave, v takratni celjski Kovinotehni. V Siemensu Slovenija je leta 2003 prevzela vodenje telekomunikacijskega oddelka, 4 leta kasneje postala direktorica podjetja, od spomladi 2018 pa vodi tudi Siemens Hrvaška. Je podpredsednica nadzornega odbora Slovensko-nemške gospodarske zbornice, članica upravnega odbora Hrvaško-nemške gospodarske zbornice, članica strateškega sveta za digitalizacijo in od lanske pomladi tudi predsednica Združenja Manager. Je pobudnica projekta Inženirka leta v okviru projekta Inženirke in inženirji bomo. Svoje znanje in izkušnje rada deli tudi na različnih dogodkih, pa tudi kot mentorica. Je ženska, ki vedno znova in na vseh življenjskih področjih stopa iz cone udobja ter prevzema konkretne odgovornosti za razvoj tudi v družbi. Obenem pa je tudi žena in mama odraslega sina, že leta pa tudi pasja mati. Naj quote: Mark Twain ; »The secret of getting ahead is getting started«, Naj knjiga: Tiziano Terzani – Še en krog na vrtiljaku, Naj serija: Ko imam čas, gledam  filme. Serije, ki jih gledam, so v glavnem dokumentarne – npr. Planet Earth), Hobiji: Branje knjig, potovanja, pohodništvo (s psom), gastronomija, petje Najljubša hrana: Vse jedi na žlico Najljubši podjetnik: Jim Hagemann Snabe Naj app: Fitbit Vaši nauki za naše poslušalce ·       Poštenost, pokončnost, iskrenost ter odprtost , povezovalnost in usmerjenost v prihodnost so bistveni elementi mojega vodenja, pa tudi sicer na njih temeljijo moje osebne vrednote. ·       Verjamem, da je osebna integriteta predpogoj za dobrega vodjo, hkrati pa tudi v poslovnem svetu omogoča ohranjanje osebne svobode. Drugi pomembni element za dobrega vodjo je po mojem mnenju pripravljenost na stalno učenje in razvoj, danes temu rečemo tudi »growth mindset«. Ob tem pa pomaga  tudi, da si del organizacije, kjer kot vodja in zaposleni  svoje delo in namen lahko tudi osmisliš. Sebe bi si težko predstavljala v podjetju, ki onesnažuje okolje ali negativno vpliva na zdravje svojih kupcev,čeprav poznam veliko odličnih vodij, ki delajo v takih branžah. ·       Prosvetljeni manager je trajnostni voditelj, ki naslavlja družbene, ekonomske, okoljske in osebne vidike vodenja. Verjamem, da ta nova doktrina vodenja potrebna in lahko bistveno izboljša družbo in okolje, v katerem živimo.
01:12:07
July 05, 2021
Tip of the Week 28 - 5 Relationships You Need to Build a Successful Career
In the initial stages of your career, one of the most important things you can do is build a village of your own. We’re not talking about a college network, LinkedIn friends, or the people who you met one time at a conference. We’re referring to the relationships that will have a significant impact on your life over time - ones that can accelerate your path to a promotion, increase your visibility within an organization, and stretch you beyond your comfort zone into the leader you aspire to be. No matter what stage you’re at in your career, one of the most important things you can do is build relationships. But which ones are most important to your future success? Here are five that will help you accelerate your path to a promotion, increase your visibility within an organization, and become the leader you aspire to be. Mentor: Think of a mentor as the north star that will keep you on track when you’re feeling lost at work. They are the one person inside (or outside) of your organization who you can turn to for guidance — whether you are looking to expand your industry knowledge, navigate a difficult conversation, listen to feedback on a project, or get some encouragement when times are tough. Sponsor: While mentors give you advice and perspective, sponsors advocate on your behalf (especially in front of other company leaders) and in some cases, directly bring you career opportunities. Partner: A partner is an ally or peer who can serve as a sounding board to broaden your perspective. This relationship is fuelled by trust, a shared drive to succeed, and the recognition that you can do better together. Competitor:Competition between peers is inevitable, and not always unhealthy. When used correctly, a friendly contest can inspire you to perform better, come up with new ideas, and get more done. Mentee: Becoming a mentor will teach you how to bring out the best in others, recognize their strengths, give feedback, and coach. In turn, it will push you to do your own job better and strive for more. Sometimes forming these relationships will happen randomly and without effort. But you can accomplish so much more if you are open and intentional about it. So, don’t leave things to chance. Do you have a strong network? How do you go about creating your network? Fernandez, J. and Velasquez, L. (2021, June). 5 Relationships You Need to Build a Successful Career. Harvard Business Review.
04:52
June 24, 2021
Nejc Palir, CXO Tretton37 - "Disrupting through innovation: A people centric journey for a better tomorrow."
Nejc Palir is an entrepreneur whose journey started at a very young age and has so far been coloured with many international achievements. He is on a mission of influencing positive change, challenging the status quo, empowering the underdogs and improving communities; one person at a time. Nothing brings Nejc greater joy than to build what can't be built, grow those who weren't given the opportunity and challenge himself by stepping into the uncomfortable and untested unknown. Recently, Nejc has embarked on a journey of challenging the local mindsets in Slovenia, creating new norms in terms of leadership and building an incredible software company with a rich culture in the heart of Ljubljana, tretton37. Nejc is a Chief Experience Officer at tretton37, producer of all things digital, visionary & entrepreneur. Favourite quote:  "You can either step forward into growth, or step backward into safety." Favourite book:  Thanks for the feedback, -Douglas Stone and Sheila Heen Favourite show:  Breaking Bad, -Vince Gilligan Hobbies:  Gym goer, Occasional cook, Digital artist Favourite food:  Surf & turf with mash Favourite entrepreneur:  Melinda & BIll Gates Favourite app:  Zappier Lesson for the audience:  Always put people first, equip yourself with empathy, leave your fears behind and strive to build a better-than-yourself generation of role models. Be their platform for success. It will amaze you what magic can happen when you allow people to thrive, when you allow students to outgrow their teachers and themselves.
01:29:10
June 20, 2021
Tip of the Week 27 - Why You Should Invest in Unconventional Talent
The importance of building diverse organizations has been well-established. Diversity is linked to greater innovation and performance, and research has shown that more diverse companies have higher profits than their more homogeneous counterparts. But building teams with different skill sets and life experiences requires intention. By designing inclusive hiring practices — and letting go of the notion that there’s one ideal candidate type for a role — you can create more opportunities for a range of candidates who are more than capable. It requires thinking beyond the confines of traditional hiring. Prepare for new hires who will shake up your worldview and challenge assumptions about career paths. And then continue investing in their growth. Together, you can chart an unconventional course toward an inclusive workplace that welcomes extraordinary talent. To make your hiring process more inclusive, especially of applicants who may have non-traditional backgrounds, adopt these strategies. Help unconventional candidates envision themselves at your company. When you’re writing a job description or interviewing a candidate, paint the big picture of a role rather than a checklist of specialized skills, degrees, or years of experience. Focus on potential rather than pedigree. When interviewing, ask questions that help you understand not just what they’ve done but what they’re capable of. For example, an open-ended question like “What were you doing the last time you looked at a clock and realized you had lost all track of time?” can help you uncover intellectual curiosity and understand what motivates someone. Don’t obsess over job titles. Rather than skimming resumes or LinkedIn profiles for a candidate’s education and experience, look at other non-professional experiences they may have, including volunteer or advocacy work, writing, or other interests. Those endeavors can often be more telling than a job title. Inclusive hiring is just the beginning; ongoing investment is key to supporting candidates once they’re on board. Prepare for new hires who shake up your worldview and challenge assumptions about career paths. Continue investing in their growth. Together, chart an unconventional course toward the destination: an inclusive workplace for extraordinary talent. Do you have inclusive hiring? How do you go about it? Ferguson, D. and Lee, F. F. (2021, May). Why You Should Invest in Unconventional Talent. Harvard Business Review.
04:45
June 08, 2021
Mag. Jelica Lazarević Lajovic, Izvršna direktorica za kadre in korporativno podporo v Iskratelu d.d.d. - "Za uspeh je treba imeti srce v poslu in v poslu srce."
Jelica Lazarević Lajovic je zaposlena v podjetju Iskratel, ki je del skupine S&T AG in opravlja vlogo izvršne direktorice za kadre in korporativno podporo. Ima skoraj dvajset let delovnih izkušenj, predvsem s področja vodenja in HR-ja. Ker v zadnjih letih vodi tudi področji odnosov z javnostmi in marketinga, nenehno išče sinergije med vsemi vodenimi področji in verjame, da tovrstno povezovanje  omogoča boljše in bolj napredne storitve njihovim uporabnikom.  Diplomirala je na Fakulteti za družbene vede, sociologija, kadrovsko managerska smer, nato pa nadaljevala s podiplomskim študijem na Ekonomski fakulteti v Ljubljani. Verjame v moč organizacijske kulture in vodenja, zato tema področjema namenja več časa in s strastjo opravlja svoje delo. Zelo pomembne lastnosti, ki jih ceni so raznolikost, videnje »velike slike«, multidisciplinarnost ter strast po izboljševanju in energija.  Med glavnimi cilji za naprej, je izjemna Jelica izpostavila: “Prispevati k pozitivnim spremembam v širši družbi. Biti ambasadorka pozitivnih sprememb, zato močno zagovarjam raznolikost, medgeneracijsko sodelovanje, inovativnost, s čimer lahko vsi prispevamo k bolj trajnostni in digitalizirani družbi.” Za najboljši nasvet glede vodenja pa izpostavlja: Vedno imejte odgovor na vprašanje, zakaj. Če veš, zakaj nekaj počneš (kakšne so koristi in s kakšno namero nekaj počneš), potem bo zrak bolj čist in jasen. Naj quote: To be successful, you have to have your heart in your business, and your business in your heart, T. Watson→ Za uspeh je treba imeti svoje srce v svojem poslu in svoj posel v  svojem srcu. Naj knjiga: Business Model Generation Hobiji: bootcamp Najljubša hrana: solata s piščancem Najljubši podjetnik (domači ali tuji): otroci (mali podjetniki), ki zaradi svoje vedoželjnosti in volje najdejo rešitev Naj app: youtube, viber Vaši nauki za naše poslušalce: Vse lahko izboljšujemo. Začeti z malimi zmagami.
56:51
June 06, 2021
Tip of the Week 26 - Did You Get My Slack/Email/Text?
Many of us are in the midst of a major transition from remote to hybrid work, which is affecting how we communicate with our colleagues. Back when we were in the office, we all knew the unwritten rules of communication. As a manager, it’s essential to help your team establish new norms around digital interactions. This should be a collective process so set up a group brainstorm with the explicit goal to document new rules and expectations around how you will communicate in a hybrid environment. Here are a few key questions to ask: What’s been the most collaborative experience you’ve      had in each of these channels? IM (Microsoft Teams, Slack, Skype, etc.) Email Video calls Texting (if applicable) Based on these positive experiences, what are the norms that we want to set up for each channel? (See the right-most column      above for specific examples.) As you set up these guidelines, think about message length, complexity, and response time. How long is too long for an IM message? Do we want to put a limit on the number of people to include in a group IM? When (if ever) is it appropriate to text someone? What is the expected response time for emails? When we transition to a hybrid office, how will we stay inclusive of our remote employees and avoid potential biases? Given that many of us are working asynchronously, how will we be sure to communicate when we are working while still respecting everyone’s personal time? Once you’ve outlined the team’s ground rules, document them and share them in a public place so that people can refer to them when needed. But don’t assume they’re set in stone. Check-in with your team after a few weeks to see if the rules of engagement need to be tweaked. It’s essential for managers to establish norms around digital communication with their teams. Having a detailed guide will help ensure that everyone on your team is on the same page and has the same expectations — regardless of who is working from where. Do you have written guides on how to communicate in a hybrid work environment? What channels do you use the most? Dhawan, E. (2021, May). Did You Get My Slack/Email/Text? Harvard Business Review.
03:57
May 26, 2021
Nina Dremelj, predsednica Poslovnih angelov Slovenije, investitorka - "Kako odkriti naslednjega SAMOROGA?"
Nina Dremelj je predsednica Poslovnih angelov Slovenije, predavateljica, investitorka, mentorica, believer-ka, poslovna angelina in strastna podjetnica. Njena največja strast je pomagati podjetnikom, da svoje ideje spremenijo v resnična, uspešna podjetja. Nina ima izjemno sposobnost odkrivanja startupov, ki imajo velik potencial, saj ima že več kot 10 let izkušenj v investicijskem in poslovnem svetu ter sodeluje z inovativnimi, naprednimi in proaktivnimi ekipami, ki so del startup podjetništva. Nina ima tudi magisterij, ki ga je uspešno zaključila na Fakulteti za Družbene vede. Trenutno je posvečena podjetju Alita Capital, v preteklosti je kot solastnica uspšno vodila švicarski seed sklad AlpVent AG, kjer je pod svoje okrilje sprejela uspešna slovenska podjetja kot so Mali Junaki, TAIA, FlySentinel in druga. Pod okriljem Alita Capital pa je podprla podjetja Cresco Innovation, Swipstyle, Salesqueze in druga podjetja. Naj quote: Vsak startup za uspeh potrebuje samo nekoga, ki brez pomisleka verjame vanj, vse ostalo se zgodi. Naj knjiga: Dream Big: How the Brazilian Trio behind 3G Capital Acquired Anheuser-Busch, Burger King and Heinz Cristiane Correa (Author)Naj serija: The Witcher Hobiji: kolesarjenje, potapljanje na dah, branje Najljubša hrana: tajska "in general" Najljubši podjetnik: Jorge Paulo Lemann Naj app: Telegram Zaključna nauka: · Problemov ni, so samo rešitve. · Investicija je poroka s predporočno pogodbo - vsi plavate v isto smer, veste kaj boste počeli in kako se boste razšli.
01:01:16
May 23, 2021
Tip of the Week 25 - How to Give and Receive Compliments at Work
Whether you are a manager or an individual contributor, giving and receiving compliments plays a critical role in building and maintaining relationships at work. When done well, a compliment is one of the most powerful ways to let someone know that we value and appreciate them. Yet, these seemingly positive interactions can be surprisingly tricky to navigate for both giver and receiver alike. Here’s how to give a powerful compliment the next time you want to recognize someone for their work: · Be authentic. Ask yourself, "Why am I recognizing this person?" Don’t compliment someone because you feel you should; compliment them because you feel compelled to let them know how they impact you or others. · Be specific. Ask yourself, "What exactly did I experience or observe?" Give details and examples to give the recipient the context behind your admiration. · Focus on process, not just results. In other words, comment on how this colleague did what they did — not just what they produced. · Share the impact. Tell your colleague what their actions meant to you and the rest of the team. The Compliment Checklist The next time you feel compelled to give a compliment, before you share, pause for a minute and answer the following questions. · Authentic:Why am I recognizing this person? · Specific:What did I experience or observe? · Process:What did it take for them to do what they did? · Impact:How did what they do impact me or the team? Over time, answering these questions will become second nature as you begin to master the art of giving and receiving powerful compliments. You can begin to practice immediately. How many compliments do you give and how many do you get? Littlefield, C. (2019, October). How to Give and Receive Compliments at Work. Harvard Business Review.
03:29
May 11, 2021
Daniela Bervar Kotolenko, podjetnica, mentorica, poslovna trenerka - "Najbolj iskano ime v Sloveniji."
Daniela Bervar Kotolenko je podjetnica, mentorica, cenjena predavateljica, poslovna trenerka, avtorica, ustanoviteljica štirih podjetij ter investitorka. Je ustanoviteljica in direktorica poslovnega združenja BIC, Business Intelligence Center, ki že 7 let ustvarja izjemne zgodbe in povezuje poslovni svetnsrednjih in malih podjetij. Je tudi predsednica MBA alumni kluba poslovne šole Cotrugli v Sloveniji. Bila je tudi soustanoviteljica in ena od partnerk v podjetju CorpoHub ter podjetju MediaLab, ki je znan po blagovni znamki 1nadan.si. Od nedavnega pa je tudi ustanoviteljica novega podjema, Edutrain.me, kjer pod eno streho združuje vsa poslovna izobraževanja in odlične trenerje s Slovenije in tujine. Daniela je tudi mojstrica poslovnega mreženja in povezovanja, inspiratorka in govornica ter certificirana LEGO SERIOUS PLAY facilitatorka in Scrum Master-ka. Sicer je navdušenka nad agilnimi metodami dela in vitkimi inovacijami in se aktivno ukvarja z agilno transformacijo slovenskih korporacij. Daniela govori kar 5 jezikov, v prostem času pa tudi glasbeno ustvarja ter se posveča družini. Fun facts: · zaljubljena v prodajo in podjetništvo, · Prvi podjem: štant s figuricami kinder jajck pri osmih letih, · prejemnica mednarodne štipendije Executive MBA ze pri rosnih 24 letih, · Hobiji: skomponirala je svoj jazz-blues komad in za dušo poje v rock bandu podjetnikov – managerjev, soavtorica pesmi za Emo še kot študentka, · Naj hrana: je vse, razen vampov · Zaključni nauk: Na sebe vedno poglej iz druge oziroma tretje perspektive ter bodi sam sebi prijatelj in se spodbujaj.
01:19:27
May 09, 2021
Tip of the Week 24 - 6 Strategies for Leading Through Uncertainty
It seems that any given week provides ample reminders that leaders cannot control the degree of change, uncertainty, and complexity we face. The authors offer six strategies to improve a leader’s ability to learn, grow, and more effectively navigate the increasing complexity of our world. The first step is to embrace the discomfort as an expected and normal part of the learning process. As described by Satya Nadella, CEO of Microsoft, leaders must shift from a “know it all” to “learn it all” mindset. This shift in mindset can, itself, help ease the discomfort by taking the pressure off of you to have all the answers. Uncertainty is unavoidable. As a manager, you need to be prepared to lead your team through murky waters, but doing so requires getting in the right mindset yourself. Here are six tips to help you shift your perspective: 1. Embrace the discomfort of not knowing.Move from a know-it-all to a learn-it-all mindset. You don’t need to have all the answers. 2. Distinguish between "complicated" and "complex" issues. They require different solutions. 3. Let go of perfectionism.Instead, aim for progress, expect mistakes, and recognize that you have the ability to continually course correct as needed. 4. Resist the urge to oversimplify and come to quick conclusions.Take a disciplined approach to understanding both the complexity of the situation and your own biases. 5. Don’t go it alone. Connect with your peers who have their own set of experiences and perspectives to draw from. 6. Zoom out. Taking a broad, systemic view of the issues at hand can reveal unexamined assumptions that would otherwise be invisible. Adopting the strategies above can improve our ability to continually learn, grow, and more effectively navigate the increasing complexity of our world. How do you prepare for uncertainty? What is your solution to leading through uncertainty? Zucker, R., Rowell, D. (2021, April). 6 Strategies for Leading Through Uncertainty. Harvard Business Review.
04:05
May 05, 2021
Andraž Gavez, ustanovitelj in direktor Moja čokolada d.o.o. - "Serijski podjetnik: od Mojačokolada.si, do Fullyja in BeLife Kombuče."
Andraž je ustanovitelj in direktor uspešne spletne trgovine Mojacokolada.si in so-ustanovitelj najhitreje rastočega fulfilment centra v regiji Fully. Za njim je že več kot 10-let izkušenj na področju spletne prodaje. Je aktiven poslovni mentor različnim podjetjem in predsednik društva Spletnih trgovcev. V preteklosti je sodeloval s podjetji, kot so Outfit7, Studio Moderna, Formitas, Žurnal24, in jih spoznal “od znotraj". Zelo sproščen in enostaven digitalni ekspert. Trenutno tudi svetuje podjetju L'Occitane pri spletni trgovini, ter prostovoljno pomaga tudi pri družbenih omrežjih in prepoznavnosti Amnesty International Slovenia. Je tudi poslovni mentor, kjer je pomgal pri postavitvi dveh gigantov: Konoplja.net in Peach Booty Plan, in je tui mentor pri AmChamu. Je tudi CFO pri podjetju BeLife Kombuča. Andraž se zaveda vlaganja v lasten razvoj, sa je opravil ogromno število različnih google certifikatov za adwords shopping, mobile certification. Fun Fact: Andraž ima šri svojih 29. letih verjetno že toliko izkušenj in delovne dobe kot povprečen državljan pri 40. Obožuje kuhinjo, prečudovito naravo in adrenalin. Naj quote:"The pessimist sees the problems in every opportunity. Whereas the optimist sees the opportunity in every problem" Naj knjiga:Sapiens. Naj serija: Black mirror. Hobiji: Jadralno padalstvo & kajtanje. Najljubša hrana:Težko izpostavim zgolj eno. Resnično obožujem kuhanje in hrano. En izmed super receptov, ki sem ga naštudiral v zadnjem tednu: kuhana leča + posušeni paradižniki. Razmerje: 1 proti 1. Daš skupaj in zmelješ, dodaš še malenkost svežih začimb (np. peteršilj) in imaš ODLIČEN veganski namaz :) Naj app: Shazam Zključni nauka: · Poglejte vsako stvar iz pozitivnega vidika (zakaj bi to lahko bilo dobro), · Bodite pozorni na vsak trenutek ( v dnevu, življenju).
01:05:09
May 02, 2021
Ana veselič, direktorica Kalček d.o.o. - "Prva eko trgovina v Sloveniji - Kalček."
Ana se je podjetju Kalček pridružila že kot študenta, ki je opravljala obvezno prakso na Fakulteti za podjetništvo Gea Collage. Pred tem je zaključila gimnazijo v prelepi Beli krajini. V Kalčku je začela delati v trgovini in nato prešla v pisarno.Po opravljeni praksi je ostala v podjetju kot študentka v pisarni. Tako je po določenm času spoznala celoten proces od skladi