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Vogel U: Key Factor Value-Based
Leadership

Key Factor Value-Based Leadership

Shaping the Working World of Tomorrow with Good Values

In 2007, as the first iPhone launched, I was a young retail leader on the front lines of what would become one of the most transformative technological revolutions in history. Customers waited for hours to secure their new device only to return days later furious that networks had failed under unprecedented demand. Inside stores, no answers were quick or easy. There was pressure, confusion, and a leadership playbook that no longer seemed to work. It was an inflection point not just for technology, but for leadership. The Hope Advantage begins in this moment and expands to confront the reality every leader now faces. No longer is change episodic; it is constant, exponential, and it impacts every area of life. The conditions once described as volatile, uncertain, complex and ambiguous are no longer exceptions to the rule; they are the operating environment. But the change itself is not the problem. We've lost the belief in our ability to shape what comes next. When you believe a better future is possible, that you have the power to help create it, and that you don't need a perfect plan to start, this is hope--a practical leadership framework built on the three interconnected disciplines of Direction, Ownership, and Movement. Blending behavioral science, leadership philosophy, and lived executive experience, The Hope Advantage introduces a distinct and timely thesis that belief, not strategy, is the primary hurdle to change. It offers leaders not just a new way to think, but a practical framework immediately applicable to the transformations they're already implementing.

How Leaders Build Belief That Makes Change Possible

The Hope Advantage

Transformation mit allen - Organisationsklugheit statt Change-Theater 
 Warum scheitern die meisten Transformationen, obwohl die Pläne perfekt sind?

 
 August 1949, Mann Gulch, Montana: 15 Smoke Jumper springen in ein vermeintlich routinemäßiges Feuer. Wenig später sind 13 von ihnen tot. Sie starben nicht an mangelnder Ausrüstung, sondern an drei tödlichen Fixierungen: dem Glauben an absolute Steuerbarkeit, dem Vertrauen auf reibungslose Top-down-Kommunikation und der Selbstüberschätzung als unbesiegbare Profis. In der Stunde der höchsten Not rief ihr Anführer Wagner Dodge: 'Drop your tools!' - legt euer Werkzeug weg. Doch die Männer hielten an ihren schweren Utensilien fest. Die Tools, die sie eigentlich retten sollten, wurden zu ihrem Todesurteil.

 
 Holger Scholz und Gregor Schrott übertragen dieses dramatische Ereignis auf die moderne Unternehmenswelt. In einer Zeit des permanenten Wandels agieren viele Organisationen noch immer mit dem 'schweren Gerät' von gestern. Sie betreiben 'Change-Theater', während das Feuer der Transformation ständig die Richtung wechselt.

 
 Teil 1: Die drei tückischen Fixierungen

 <ol><li>Die Fixierung auf Steuerbarkeit: Organisationen sind keine trivialen Maschinen. Wer glaubt, komplexe Systeme 'mit Kästchen malen' und starren Roll-out-Plänen steuern zu können, verschenkt die Fähigkeit, situativ auf das Unvorhersehbare zu reagieren.</li><li>Die Fixierung auf kommunikative Eindeutigkeit: Das klassische Sender-Empfänger-Modell ist eine Illusion. Kommunikation ist kein Paketversand, sondern ein sozialer Prozess, bei dem Sinn und Bedeutung in der Interaktion entstehen.</li><li>Die Fixierung auf Menschen als 'Change-Objekte': Wenn wir über das 'falsche Mindset' von Mitarbeitern schimpfen, psychologisieren wir organisatorische Defizite. Verhältnisse prägen Verhalten. Ändern wir die Strukturen, ändert sich das Verhalten. </li></ol>
 Teil 2: Spielräume gewinnen - die neue Klugheit

 
 Wie überlebt man das 'Mann Gulch Phänomen' der eigenen Organisation? Das Buch bietet drei praxiserprobte Spielräume:

 <ol><li>Organisationsklugheit: Verstehst du die Eigenlogik eures Systems. Organisationen bestehen nicht aus Menschen, sondern aus einem endlosen Strom von Entscheidungen. Wer das versteht, hört auf zu manipulieren und beginnt zu gestalten.</li><li>Interaktionskunst: Vergiss das alte 'Betroffene zu Beteiligten machen'. Nutze stattdessen klug die lokal verteilte Expertise deiner Organisation. Echte Transformation braucht den Diskurs, nicht die Kaskade.</li><li>Regulationskompetenz: In der Transformation zählt die Fähigkeit, sich selbst und das Kollektiv zu regulieren. Wenn organisationale Umwelten ganz andere Antworten erfordern, brauchen wir den inneren Abstand, um das 'Escape Fire' zu entzünden - wir arbeiten mit der Eigenlogik des Systems, nicht dagegen.</li></ol>
 Dieses Buch ist ein Weckruf. Es lädt uns ein, gewohnte Werkzeuge loszulassen, bevor sie zur Last werden. Organisationsklugheit, statt Change-Theater.

 
 Holger Scholz ist Gründer und Geschäftsführer der 'Kommunikationslotsen' und Co-Autor des Standardwerkes 'Facilitation' (erschienen im Verlag Vahlen). Gregor Schrott führt seit 25 Jahren Menschen im internationalen Umfeld.

Transformation mit allen

Drop Your Tools

Banking is entering a new era defined by open banking, embedded finance, artificial intelligence, digital assets, and a growing wave of fintech-led innovation. Yet despite significant investment and technological advances, many financial institutions continue to struggle with the same fundamental challenge: how to successfully collaborate with fintechs to create value for customers, shareholders, and society.Drawing on more than 15 years of international experience across banking, fintech, capital raising, and financial services innovation, this book provides a practical roadmap for navigating the rapidly evolving financial ecosystem. Combining insights from Europe, Asia, Africa, and North America, the book examines how banks, fintech founders, investors, regulators, and corporate leaders can build effective partnerships, avoid common pitfalls, and accelerate innovation at scale.Through real-world examples, strategic frameworks, and lessons from successful fintech-bank collaborations, readers will gain a clear understanding of how open innovation is reshaping financial services, why many partnerships fail, and what organizations can do to position themselves for long-term success. The book also explores emerging trends including open banking, embedded finance, digital transformation, venture investment, and the future competitive landscape of financial services.Written for banking executives, fintech entrepreneurs, investors, policymakers, and finance professionals, this book offers an accessible and actionable guide to one of the most important shifts transforming the global financial industry today.&nbsp;Mahi Sall
 is Founder and CEO of FinXpair, a boutique advisory firm specializing in fintech-bank partnerships and capital raising. He has over 15 years of international experience across Europe, Asia, and Africa, spanning banking, fintech, innovation, and financial services strategy. Mahi has held senior leadership roles in the banking sector, including serving as Deputy CEO of a Swiss financial holding company's bank and helping to establish a bank in an emerging market. He has also played a prominent role in advancing fintech innovation, leading the National Crowdfunding &amp; Fintech Association of Canada's thought leadership initiatives supporting the development of Canada's open banking framework and championing Fintech Europe, an open innovation platform connecting leading European banks with fintech innovators through Plug and Play Tech Center. He holds a Master's degree in International Business from the University of Applied Sciences Berlin, a postgraduate qualification in Commercial Banking from L'École Supérieure de la Banque in France, and is a certified public speaker through Toastmasters International.

Banking is entering a new era defined by open banking, embedded finance, artificial intelligence, digital assets, and a growing wave of fintech-led innovation. Yet despite significant investment and technological advances, many financial institutions continue to struggle with the same fundamental challenge: how to successfully collaborate with fintechs to create value for customers, shareholders, and society.Drawing on more than 15 years of international experience across banking, fintech, capital raising, and financial services innovation, this book provides a practical roadmap for navigating the rapidly evolving financial ecosystem. Combining insights from Europe, Asia, Africa, and North America, the book examines how banks, fintech founders, investors, regulators, and corporate leaders can build effective partnerships, avoid common pitfalls, and accelerate innovation at scale.Through real-world examples, strategic frameworks, and lessons from successful fintech-bank collaborations, readers will gain a clear understanding of how open innovation is reshaping financial services, why many partnerships fail, and what organizations can do to position themselves for long-term success. The book also explores emerging trends including open banking, embedded finance, digital transformation, venture investment, and the future competitive landscape of financial services.Written for banking executives, fintech entrepreneurs, investors, policymakers, and finance professionals, this book offers an accessible and actionable guide to one of the most important shifts transforming the global financial industry today.

How to Land and Nurture Thriving Partnerships

Masters of Fintech-Bank Partnerships

Your Playbook for Designing a Winning Workplace Culture
Most organizations are losing the talent engagement game, and many don’t even know they’re playing it. Gallup’s 2026 State of the Global Workplace shows that only 1 in 5 employees are engaged at work. Game of Engagement offers a fresh solution to what leaders consistently identify as a critical challenge: how to create a workplace culture that sustains employee commitment, energy, motivation, and performance over the long term. Blair Bloomston’s unexpected solution is designing your workplace culture so that everyone wins.
Bloomston’s strategic LIFT Framework is a practical approach to developing a workplace culture in which employee engagement thrives. Inspired by principles of game design, the framework helps leaders intentionally shape four key elements that influence how people think, feel, connect, and contribute at work:
<ul>
<li>Language defines what your culture stands for and whether people believe it.</li>
<li>Influence shapes what work feels like, from outer incentives to inner motivation.</li>
<li>Fellowship determines whether people see each other as teammates or opponents.</li>
<li>Traction takes repeatable actions and transforms them from simple engagement into lasting results.</li>
</ul>
Bloomston draws on vivid, high-stakes stories from her work with world-class sports teams, government organizations, the military, and elite global corporations, demonstrating how the game of engagement plays out in every type of workplace to drive motivation, buy-in, and results.
Your workplace culture already operates like a game of engagement. Become the leader who designs a game people want to play to win.

How Leaders Can Create a Winning Culture at Work

Game of Engagement

Simple, Sound Measurement for Real-World Learning
Are you an L&amp;D practitioner who is avoiding measurement, analytics, and reporting because it all seems too complex, too time-consuming—or just plain intimidating? Most new L&amp;D practitioners know how valuable measurement is, but few know how to do it well or how to make sure the results matter to decision makers. In Measurement Simplified, David Vance and Peggy Parskey cut to the heart of the matter, sharing their expertise with beginners—and anyone who needs a no-nonsense refresher. They explain:
<ul>
<li>How measurement works</li>
<li>Why it’s worth the investment</li>
<li>How to do it efficiently and effectively</li>
</ul>
They walk through the most valuable measures at the course level and the department level, making sure to explain each concept in a way that is accessible and useful for novices. And they make the case for implementing smart measurement and reporting processes that will help your learning function run more like a business.
A fast and friendly on-ramp to the topic, Measurement Simplified still maintains the key insights of Vance and Parskey’s comprehensive classic, Measurement Demystified. This compact new guide offers all the knowledge and tools you need to make practical, evidence-based decisions, ensuring that you measure what matters and elevate the role of learning in your organization.

The Basics of L&d Measurement and Reporting

Measurement Simplified

Anti-Racist Knowledge-Making in the Business School

Decolonising Critical Management Studies

How can organisations use mentorship to attract, develop and retain staff from underrepresented communities? This book uses research from the Aleto Foundation and case studies from D&amp;I experts from the USA, Europe and South Africa to demonstrate how mentoring has the potential to create authentic and inclusive organizations. It also shows how mentorship benefits the mentors (reverse mentorship) and helps to pave the way for the next generation of inclusive and authentic leaders. Intended for HR managers, mentors, mentees and inclusion specialists globally, the book highlights how mentoring can lead to an increase in retention of diverse talent in the professional workforce.

Leading and Coaching Diverse Talent

The Power of Mentorship

Ganzheitliche Konzepte, Methoden und Praxisbeispiele

Strategisches Nachhaltigkeitsmanagement im Einkauf

Edition Wissenschaft & Praxis

Ein Vier-Phasen-Modell nach DIN EN ISO 9241-210

Humanzentrierte KI im Arbeitskontext

This book offers a consciousness-centered exploration of leadershift, the capacity and commitment to transform one's leadership approach in service of both organizational and personal growth. It first examines how ego-driven aspirations shape managers' and leaders' pursuit of leadership positions. Next, it traces the awakening process that unfolds when individuals assume leadership roles and begin reconsidering their priorities. Finally, the book highlights leadershift as a mindful reorientation with a focus on behaviors geared towards collective progress and wellbeing.

From Me to We

Conscious Leadershift

Dieses Buch zeigt: Digitale Transformation in KMU ist weit mehr als technologische Modernisierung - sie berührt Verantwortlichkeiten, Führungsverständnis, Lernprozesse, Unternehmenskultur und den Einsatz begrenzter Ressourcen. Mit wissenschaftlicher Tiefe und hoher Praxisrelevanz legen die Autorinnen und Autoren wegweisend dar, wie KMU diesen Prozess in unterschiedlichen organisationalen und branchenspezifischen Kontexten gestalten können. Dazu gehören auch kulturelle Veränderungen, etwa neue Anforderungen an das Arbeitsleben und an die Weiterbildung der Mitarbeitenden. Verschiedene Fallbeispiele aus KMU beleuchten, was gut funktioniert und wo man besser nicht direkt aufspringt.

Intelligente Prozesse für mehr Wertschöpfung und Mitarbeiterkompetenz

Digitale Transformation in KMU

Organisational behaviour is at a critical inflexion point. For decades, the field has provided the foundational theories for understanding how people, groups, and structures influence behaviour within organisations. Yet, a seismic shift has occurred in the very nature of work itself and the old models are increasingly insufficient to explain the unprecedented challenges and opportunities facing leaders, employees, and scholars today. This two-volume edited collection is a vital, timely, and ambitious reframing of the organisational behaviour field for the 21st century.&nbsp;This first volume, which focuses on individuals, groups, and power, addresses the foundational pillars of organisational behaviour through the lived experience of managers, team members, and leaders today. From the psychological toll of continuous surveillance to the ethical dilemmas of ‘woke-washing’, the chapters in this collection explore the complexities of the post-pandemic workplace. It will be of great interest to scholars and students of organisational behaviour, work and employment.Gbolahan Gbadamosi
 is a Professor in Organisational Behaviour and Human Resource Management at Bournemouth University Business School, UK. Using both qualitative and quantitative methods, his research explores four key areas: diversity and inclusion, well-being and work-life balance, careers and employability, and unethical work practices.&nbsp;He has published widely in books and journals.
 Toyin Ajibade Adisa
 is a Professor in Organisational Behaviour and Human Resource Management at the Royal Docks School of Business and Law, University of East London, UK. He teaches and researches issues in human resource management, organisational behaviour, employment relations, organisational culture, diversity and equality, flexibility and work-life balance, and reforms in emerging and developing economies. He has published widely in books and journals.

Organisational behaviour is at a critical inflexion point. For decades, the field has provided the foundational theories for understanding how people, groups, and structures influence behaviour within organisations. Yet, a seismic shift has occurred in the very nature of work itself and the old models are increasingly insufficient to explain the unprecedented challenges and opportunities facing leaders, employees, and scholars today. This two-volume edited collection is a vital, timely, and ambitious reframing of the organisational behaviour field for the 21st century.&nbsp;This first volume, which focuses on individuals, groups, and power, addresses the foundational pillars of organisational behaviour through the lived experience of managers, team members, and leaders today. From the psychological toll of continuous surveillance to the ethical dilemmas of ‘woke-washing’, the chapters in this collection explore the complexities of the post-pandemic workplace. It will be of great interest to scholars and students of organisational behaviour, work and employment.

A Critical Look at Individuals, Groups, and Power

The New Organisational Behaviour, Volume I

Key Factor Value-Based Leadership

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