The Helmholtz Leadership Academy
The corona crisis brings into sharp focus existing leadership topics and trends, such as moving your team into remote work and virtually leading dispersed teams as well as sense making and providing guidance to your team in times of uncertainty.
At the same time, the crisis has unleashed a great deal of creativity and momentum for change, potentially changing the way we work long-term.
We at the Helmholtz Leadership Academy therefore consider it of utmost importance to continue providing the Helmholtz Association and its leadership community with a platform to discuss their leadership challenges and share their learning experiences.
For current programs, the Academy is already developing and implementing virtual formats tailored specifically to each affected group, which aim to provide participants with this very opportunity and to allow them to continue with their respective leadership program.
In addition, the Academy has set up a #virtual leadership chat, offering all participants and alumni the opportunity to discuss and reflect on their current leadership challenges. If you are a participant or alumn and have not received an ivite to these events, please let us know.
Do not hesitate to contact us in case of any questions. The team of the Helmholtz Leadership Academy continues to be at your disposal via email or telephone. We will resume holding classes at Liebenberg as soon as possible and will keep participants updated in the meantime.
For us, leadership is a systemic function, meaning that it serves to ensure the viability of an organisation by providing vital developmental impulses. This is necessary because an organisation’s environment (shaped by political, customer, market and/or industry requirements) is constantly and increasingly in flux.
Every organisation has to find its own way to respond effectively to its rapidly changing environment. To do so, it is necessary to be aware of behavioral patterns within the organisation, particularly with regard to how specific issues are addressed. To systematically examine and challenge organisational patterns and ways of operating is therefore a continuous leadership task (Wimmer/Schumacher, 2009).
At the core, leadership means shaping social interactions within the overall framework of the organization. How this is achieved is highly context-dependent.