Development - What else?Learning happens when we create the conditions for it.
In today’s dynamic environment, growth opportunities are everywhere – but they require awareness, openness, and intention. When we help people stay receptive, they will recognise these moments and use them to grow. Over the years, I’ve found that the most impactful development happens through exposure and coaching. It's a powerful combination – especially for leadership and behavioural growth – and I’ve consistently seen people thrive when given the space and support to stretch. At the same time, we know that not all learning is self-driven. When technical skills or compliance topics are involved – or when intrinsic motivation is low – a more structured approach is often needed. In these cases, I rely on a proven 4-step model: Teasing – Teaching – Training – Testing. It may sound traditional, but our brains are wired to learn this way – from curiosity to competence. If you're facing complex L&D challenges – whether it’s leadership readiness, reskilling, or culture transformation – let’s explore how I can support your agenda. Digitalization - Future Ways of WorkingThe more digital our world becomes, the more human leadership needs to be.
Contrary to common belief, digitalisation doesn’t diminish the importance of people – it heightens it. As machines take over routine tasks, the real value lies in the qualities that make us distinctly human. Leading in today’s volatile, complex environment requires a new skillset – one that balances clarity with adaptability, innovation with empathy. Flow Consulting has captured this in the Future Skills for Leadership framework. It defines seven core capabilities for leaders navigating the future of work:
If you’re rethinking your leadership development priorities, let’s talk. Value-based Negotiation?Negotiation isn't about winning. It's about creating lasting outcomes.
Over the years, I’ve led many negotiations – with stakeholders, employee representatives, and business leaders. What I’ve learned is this: when I stay true to my values, the results are not only more sustainable, but better for everyone involved. There’s a fundamental difference between entering a negotiation to “win” and approaching it with the intention to find a shared solution. The paradox? If both sides aim to win at the other’s expense, someone will walk away frustrated. But when we work toward an agreement that respects all perspectives, everyone walks away with commitment – not just compliance. Some see values-based negotiation as soft. In reality, it’s the harder path – and the more effective one. It takes clarity, patience, and the ability to hold space for complexity. When people tell me they’ve learned from watching me negotiate, it’s one of the best compliments I can receive. If you're exploring new approaches to negotiation, conflict resolution or stakeholder alignment – let’s start a conversation. I’d love to hear your perspective. |
Transformational Leadership
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In transformation, people don’t just need a plan – they need a leader they trust.
When organisations go through change, uncertainty rises. What people look for is someone who can do both: set a clear direction and stay grounded, while also listening deeply, valuing diverse perspectives, and creating real involvement. It’s not about control – it’s about clarity and connection. As Peter Drucker once said, “Management is doing things right; leadership is doing the right things.” Value-based leadership bridges this gap. It’s the ability to remain a steady beacon in turbulent times – while keeping your ears open and your ego in check. If you’re looking for someone who combines strategic focus with empathy, conviction with curiosity – let’s talk. I’ve guided teams through intense transformations and know how to lead with both heart and backbone. |
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Martin RaskeOpen to learn something new every day.
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