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<h3>HOW CAN TRADITIONAL VALUES BE COMBINED WITH THE DIGITAL WORLD WITHOUT SELLING THE "SOUL OF THE COMPANY"?</h3><p>Many owners of family-run companies are currently facing this challenge. These decision-makers, most of whom belong to the post-war generation, are in the process of preparing for the generational change and are faced with a significant area of tension:</p><p>How do I transport digitalization with the associated values of modern leadership into my traditional company?</p><p>A key task for entrepreneurs in this phase is to organize their own succession at an early stage. You should consider the following questions:</p><p>- How do I want to organize my succession? Through my own family or an external appointment?</p><p>- What is the economic situation of the company? What is the current market situation? And the associated decision: reorganize or manage?</p><p>- If I decide in favour of a family appointment: How do I appoint my successor? How do I build him/her up step by step, also with regard to the strategic external and internal image? In what time frame should this take place?</p><p>- In the case of an external appointment: How do I communicate this internally and externally? Which consultant with which expertise do I call in? Here, too, it is important to clarify the timing and the strategic direction of the company. Another question is: How do I bind the external manager to the company?&nbsp;</p><figure id="figure-yzj8f3sollsc6n8jn" class=""><img id="yzj8f3sollsc6n8jn" src="https://images.unsplash.com/photo-1453728013993-6d66e9c9123a?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw5fHxjaGFuZ2V8ZW58MHx8fHwxNzA3MzM0MTE4fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="person holding camera lens" class="object-cover bg-gray-100" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1453728013993-6d66e9c9123a?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw5fHxjaGFuZ2V8ZW58MHx8fHwxNzA3MzM0MTE4fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Nicolaus von Heyden-Linden is Executive Search Consultant at division one, our German Partner. His focus is on medium-sized family businesses and corporate groups. This makes him a companion for optimal succession planning when owners retire from the business and at the same time a witness, mediator and observer in the generational change. He acts as an important sparring partner in this entrepreneurial decision-making process and knows the obstacles, conflicts and fears when the final decisions are imminent:</p><p>"What's next for my company?"</p><p>In his experience, succession planning is often made more difficult by the different experiences, backgrounds and perspectives, including generational differences, of the job holders and the new candidates - often caused by a lack of understanding towards the other parties, be it their own family or external managers. This is aggravated by the right of family branches, advisory boards, foundations or banks to have a say, which is why law firms or management consultancies are usually involved in the decision-making process of succession planning.</p><p>Personnel consultants from ENEX can support this process from start to finish with many years of experience and expertise. The prerequisite for successful collaboration: a 100 per cent basis of trust, communication and discretion between consultant and owner.</p><p>Learn more about ENEX at <a href="https://www.enexsearch.group/">https://www.enexsearch.group/</a><br data-mce-bogus="1"></p><p><br data-mce-bogus="1"></p>

The Dilemma of generational Change

a man in a suit and glasses posing for a picture

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<p>When a company needs to fill a temporary management position, it's crucial to find the right candidate who can step into the role seamlessly. However, there are several pitfalls to be aware of when hiring a temporary manager. Understanding these pitfalls can help businesses make more informed decisions and avoid potential challenges.</p>

<h3>1. Lack of Clear Expectations</h3>
<p>One common pitfall when hiring a temporary manager is the failure to communicate clear expectations. Without a clear understanding of the role, responsibilities, and goals, the temporary manager may struggle to perform effectively. It's essential for the hiring company to outline specific expectations and provide the necessary resources for the temporary manager to succeed.</p>

<h3>2. Inadequate Onboarding Process</h3>
<p>Another challenge is the lack of a proper onboarding process for temporary managers. Without sufficient training and orientation, the temporary manager may feel disconnected from the organization and its culture. A thorough onboarding process can help the temporary manager integrate smoothly and understand the company's operations and expectations.</p>
<figure id="figure-90o7zbftzlrfxbfdj"><img id="90o7zbftzlrfxbfdj" src="https://images.unsplash.com/photo-1607569596748-4bfb2922f01a?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxfHx0ZW1wb3JhcnklMjBtYW5hZ2VyJTIwb25ib2FyZGluZ3xlbnwwfHx8fDE3MDUzODM1MjJ8MA&ixlib=rb-4.0.3&q=80&w=1080" alt="temporary manager onboarding" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h3>3. Limited Knowledge Transfer</h3>
<p>When a temporary manager is brought in to fill a critical role, there may be limited knowledge transfer from the outgoing manager. This can lead to gaps in understanding key processes, relationships, and strategic initiatives. Companies should prioritize knowledge transfer to ensure the temporary manager has the necessary insights to make informed decisions.</p>

<h3>4. Cultural Misalignment</h3>
<p>Cultural fit is important for any manager, temporary or permanent. If the temporary manager's values and work style do not align with the company's culture, it can lead to friction and inefficiencies. Businesses should assess cultural fit during the hiring process to minimize the risk of cultural misalignment.</p>
<figure id="figure-plxu6lu5blrfxbgw1"><img id="plxu6lu5blrfxbgw1" src="https://images.unsplash.com/photo-1510074377623-8cf13fb86c08?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxOHx8Y3VsdHVyYWwlMjBmaXQlMjB3b3JrcGxhY2V8ZW58MHx8fHwxNzA1MzgzNTI0fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="cultural fit workplace" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h3>5. Insufficient Support and Resources</h3>
<p>Temporary managers may face challenges if they do not receive adequate support and resources from the organization. This can include access to necessary information, tools, and personnel. Companies should ensure that temporary managers have the support they need to fulfill their responsibilities effectively.</p>

<h3>6. Lack of Continuity Planning</h3>
<p>Without a clear continuity plan in place, the transition between the outgoing and temporary manager can be disruptive. Companies should have a plan for knowledge transfer, goal alignment, and ongoing communication to maintain continuity and minimize disruptions during the temporary manager's tenure.</p>
<figure id="figure-on63ig7tswlrfxbibb"><img id="on63ig7tswlrfxbibb" src="https://images.unsplash.com/photo-1580795478949-1b81005b91ba?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMnx8Y29udGludWl0eSUyMHBsYW5uaW5nfGVufDB8fHx8MTcwNTM4MzUyNXww&ixlib=rb-4.0.3&q=80&w=1080" alt="continuity planning" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h3>7. Limited Time for Relationship Building</h3>
<p>Building trust and relationships with team members and stakeholders takes time. Temporary managers may face challenges in this area, especially if the assignment is short-term. Companies should be mindful of the limited time available for relationship building and provide support to facilitate effective collaboration.</p>

<h3>8. Unclear Decision-Making Authority</h3>
<p>Clarity in decision-making authority is essential for temporary managers to carry out their responsibilities effectively. Ambiguity in this area can lead to confusion and delays in critical decisions. Companies should clearly define the temporary manager's authority and decision-making scope to avoid potential bottlenecks.</p>
<figure id="figure-r5wpcpay4lrfxbjw5"><img id="r5wpcpay4lrfxbjw5" src="https://images.unsplash.com/photo-1519082274554-1ca37fb8abb7?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxN3x8ZGVjaXNpb24lMjBtYWtpbmclMjBhdXRob3JpdHl8ZW58MHx8fHwxNzA1MzgzNTI3fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="decision making authority" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<p>By being aware of these pitfalls, businesses can take proactive steps to mitigate risks and set their temporary managers up for success. With clear expectations, proper onboarding, and ongoing support, temporary managers can make valuable contributions during their tenure.</p>
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Pitfalls when hiring a Temporary Manager.

girl wearing grey long-sleeved shirt using MacBook Pro on brown wooden table

<h2>Introduction</h2>
<p>When it comes to finding top-level talent for your organization, you may have come across the terms "executive search" and "recruitment." While these two terms are often used interchangeably, they are not exactly the same. In this blog post, we will explore the differences between executive search and recruitment and help you understand which approach might be best suited for your hiring needs.</p>

<h2>What is Recruitment?</h2>
<p>Recruitment is a broad term used to describe the process of attracting, screening, and selecting candidates for a job opening. It typically involves posting job advertisements, reviewing resumes, conducting interviews, and making a final hiring decision. Recruitment is commonly used for filling mid-level to entry-level positions within an organization.</p>

<h3>The Benefits of Recruitment</h3>
<p>Recruitment offers several advantages, including:</p>
<ul>
    <li>Wider candidate pool: By advertising job openings, you can attract a larger number of applicants.</li>
    <li>Cost-effective: Recruitment processes are often more affordable compared to executive search.</li>
</ul>
<figure id="figure-9siz6qq4n8lrfx5ekw"><img id="9siz6qq4n8lrfx5ekw" src="https://images.unsplash.com/photo-1455849318743-b2233052fcff?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMHx8cmVjcnVpdG1lbnQlMjBwcm9jZXNzfGVufDB8fHx8MTcwNTM4MzI0MXww&ixlib=rb-4.0.3&q=80&w=1080" alt="recruitment process" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h2>What is Executive Search?</h2>
<p>Executive search, on the other hand, is a specialized form of recruitment that focuses on finding top-level executives for senior management positions. This approach involves a targeted search for candidates who possess the specific skills, experience, and leadership qualities required for executive roles.</p>

<h3>The Benefits of Executive Search</h3>
<p>Executive search offers several advantages, including:</p>
<ul>
    <li>Access to hidden talent: Executive search firms have extensive networks and resources to identify and approach highly qualified candidates who may not be actively seeking new opportunities.</li>
    <li>Expertise in executive recruitment: Executive search firms have specialized knowledge and experience in assessing and recruiting senior-level executives.</li>
</ul>
<figure id="figure-j2sm5umcpolrfx5fng"><img id="j2sm5umcpolrfx5fng" src="https://images.unsplash.com/photo-1425421669292-0c3da3b8f529?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw5fHxleGVjdXRpdmUlMjBzZWFyY2h8ZW58MHx8fHwxNzA1MzgzMjQyfDA&ixlib=rb-4.0.3&q=80&w=1080" alt="executive search" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure>

<h2>Key Differences</h2>
<p>While both recruitment and executive search aim to fill job openings, there are some key differences:</p>

<h3>Focus</h3>
<p>Recruitment focuses on filling a wide range of positions, from entry-level to mid-level roles, whereas executive search specifically targets senior-level executive positions.</p>

<h3>Approach</h3>
<p>Recruitment typically involves posting job advertisements and attracting applicants, while executive search relies on a proactive and targeted approach to identify and approach potential candidates directly.</p>

<h3>Time and Resources</h3>
<p>Recruitment processes are generally faster and require fewer resources compared to executive search, which involves a more extensive and thorough search for executive-level talent.</p>

<h2>Conclusion</h2>
<p>While both executive search and recruitment aim to fill job openings, they differ in terms of focus, approach, and resources required. If you are looking for top-level executives to lead your organization, executive search may be the best option. On the other hand, if you are hiring for mid-level or entry-level positions, recruitment can be a more cost-effective solution. Assess your hiring needs and consider the advantages of each approach to make an informed decision for your organization.</p>

Is Executive Search the same as Recruitment?

<h2>The Impact of AI on Jobs in Europe</h2>

<p>Artificial Intelligence (AI) has been transforming various industries, and its impact on the job market is a topic of great interest and concern. As AI continues to advance, it is inevitable that some jobs will be affected, while new opportunities will also arise. In Europe, the impact of AI on jobs is a complex issue that requires careful consideration.</p>

<h3>The Rise of Automation</h3>

<p>One of the primary concerns surrounding AI is the potential for job displacement due to automation. Many routine and repetitive tasks can now be performed more efficiently and accurately by AI systems. This has the potential to affect jobs in industries such as manufacturing, transportation, and customer service.</p>

<p><figure id="figure-xki61o7cvulrfx7r2x"><img id="xki61o7cvulrfx7r2x" src="https://images.unsplash.com/photo-1655393001768-d946c97d6fd1?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMHx8QUklMjBhdXRvbWF0aW9ufGVufDB8fHx8MTcwNTM4MzM1MHww&ixlib=rb-4.0.3&q=80&w=1080" alt="AI automation" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>Job Transformation and Skill Requirements</h3>

<p>While some jobs may be at risk, AI also has the potential to transform existing roles and create new ones. As AI takes over mundane tasks, it frees up human workers to focus on more complex and creative work. This shift in job responsibilities may require workers to acquire new skills and adapt to changing job requirements.</p>

<p><figure id="figure-h3gb4qjsfllrfx7rk8"><img id="h3gb4qjsfllrfx7rk8" src="https://images.unsplash.com/photo-1666597107756-ef489e9f1f09?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxOHx8QUklMjBza2lsbHN8ZW58MHx8fHwxNzA1MzgzMzUxfDA&ixlib=rb-4.0.3&q=80&w=1080" alt="AI skills" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>Emerging Opportunities</h3>

<p>AI is not just a threat to jobs; it also presents numerous opportunities. As AI technologies continue to evolve, new industries and job roles are emerging. For example, the development and maintenance of AI systems, data analysis, and AI ethics are areas that will require skilled professionals.</p>

<p><figure id="figure-9tf45mrd4alrfx7s75"><img id="9tf45mrd4alrfx7s75" src="https://images.unsplash.com/photo-1531746790731-6c087fecd65a?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxM3x8QUklMjBvcHBvcnR1bml0aWVzfGVufDB8fHx8MTcwNTM4MzM1Mnww&ixlib=rb-4.0.3&q=80&w=1080" alt="AI opportunities" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>The Need for Reskilling and Upskilling</h3>

<p>To ensure that individuals can adapt to the changing job landscape, there is a growing need for reskilling and upskilling programs. Governments, educational institutions, and businesses must collaborate to provide training and education opportunities that equip workers with the necessary skills to thrive in the AI-driven economy.</p>

<p><figure id="figure-mjgd8gtbyrlrfx7sr9"><img id="mjgd8gtbyrlrfx7sr9" src="https://images.unsplash.com/photo-1590556409300-431697bafd4f?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxN3x8QUklMjB0cmFpbmluZ3xlbnwwfHx8fDE3MDUzODMzNTJ8MA&ixlib=rb-4.0.3&q=80&w=1080" alt="AI training" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>Social and Ethical Considerations</h3>

<p>As AI becomes more integrated into our daily lives and workplaces, it raises important social and ethical considerations. The impact of AI on jobs must be balanced with the potential benefits it brings. It is crucial to ensure that AI is developed and implemented in a way that is fair, transparent, and respects human rights.</p>

<p><figure id="figure-2ov1kmjtvnlrfx7tkn"><img id="2ov1kmjtvnlrfx7tkn" src="https://images.unsplash.com/photo-1636690513351-0af1763f6237?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyOHx8QUklMjBldGhpY3N8ZW58MHx8fHwxNzA1MzgzMzUzfDA&ixlib=rb-4.0.3&q=80&w=1080" alt="AI ethics" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>The Role of Policy and Regulation</h3>

<p>Policy and regulation play a crucial role in managing the impact of AI on jobs. Governments need to develop frameworks that encourage innovation while also protecting workers' rights. This includes creating guidelines for AI adoption, addressing privacy concerns, and establishing mechanisms to support workers affected by AI-driven changes.</p>

<p><figure id="figure-68k6ccvqnlrfx7u22"><img id="68k6ccvqnlrfx7u22" src="https://images.unsplash.com/photo-1524673360092-e07b7ae58845?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyNHx8QUklMjBwb2xpY3l8ZW58MHx8fHwxNzA1MzgzMzU0fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="AI policy" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>The Importance of Collaboration</h3>

<p>Addressing the impact of AI on jobs requires collaboration between various stakeholders. Governments, businesses, educational institutions, and workers themselves must work together to navigate the challenges and seize the opportunities presented by AI. By fostering collaboration, Europe can ensure that the benefits of AI are maximized while minimizing any negative consequences.</p>

<p><figure id="figure-hvmvyr36elrfx7ulf"><img id="hvmvyr36elrfx7ulf" src="https://images.unsplash.com/photo-1553861542-15283bc1bcd2?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxN3x8QUklMjBjb2xsYWJvcmF0aW9ufGVufDB8fHx8MTcwNTM4MzM1NXww&ixlib=rb-4.0.3&q=80&w=1080" alt="AI collaboration" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9"></figure></p>

<h3>Conclusion</h3>

<p>The impact of AI on jobs in Europe is a complex and multifaceted issue. While there are concerns about job displacement, AI also presents new opportunities and the potential for job transformation. By investing in reskilling and upskilling programs, addressing social and ethical considerations, and implementing effective policies, Europe can navigate the AI revolution and create a future where humans and AI work together harmoniously.</p>

Blog

The Dilemma of generational Change

Pitfalls when hiring a Temporary Manager.

Is Executive Search the same as Recruitment?

What is the impact of AI on jobs in Europe?