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#83 - Folke Christoph Grigo | Director People & Culture at Everphone
112 Plays4 months ago
Result- and performance-oriented Senior HR Executive with role flexibility as expert, people manager, project manager, consultant and coach as well as an extensive experience in defining, implementing and monitoring HR processes while leading cross-regional teams and the further development of HR services and processes. Setting up state of the art people tool system landscapes and Employee Experience specialist.
Shownotes
00:00 - Intro & Context
08:09 - Definition und Bedeutung von Speak Up Culture
24:26 - Die Rolle der Führungskräfte bei der Etablierung einer Speak Up Culture
45:40 - Praktische Tipps zur Förderung einer Speak Up Culture
Links
Guest Linkedin: https://www.linkedin.com/in/folke-grigo/
Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/
Thomas e-mail: [email protected]
pplwise: https://pplwise.com/
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Transcript
Understanding Cultural Triggers
00:00:00
Speaker
Heutigergast, Folke, Christoph Grego, Director of People and Culture by Eberfon.
00:00:07
Speaker
I don't know, I don't know what to say about this, but I think it's interesting. When you have a trigger element, and you don't know how to do it, you have to think about it as a big culture. But I think it's very important to know that you have to do it. Because you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit, and you have to learn a little bit. um I think it's for But I don't know why I'm here personally and why I'm here.
00:01:12
Speaker
as cans solve total of the food side from that yeah um kindister additionitive naham And mavelaer teshlu like staff is test two um lookle stufferogs this this kind of bra or then you got within consequence and fu a defaer finding it might in a and person if this issue has thrown but I I today. But I of
00:02:26
Speaker
vakranan sunbashpi einel the meter by tedafeun dammitsu And in the end.
00:02:32
Speaker
I don't know if that's the reason why it's so much more complicated. But when it comes to this, I think it's important to understand that it's better to adapt to what's happening in the the the That's to do. I don't think it's the right thing to do. I don't think it's the right thing to do. I don't think it's the right thing to do. I think it's the right thing to do.
00:03:28
Speaker
And when I was in the middle of the journey, I thought, well, thanks to my friends, when I was working on the film, I was very happy. I was very happy to speak about the culture of the active culture, because I was very happy to be here. so Yeah, as events of the employee journey, that's pretty much it for today's video. I hope you enjoyed this video, and if you enjoyed it, please like, That's why we are talking about the speak-up culture. comment and
Creating a Safe Feedback Space
00:04:12
Speaker
We are talking about how to create a safe space with feedback. That's why we are implementing the products in subscribe! the service. We are talking about the performance.
00:04:27
Speaker
performance um ofish jaiggabachtwa And khan in daman buthiba was stutronism was load in just says as a wish to your pun um and and organiz tune to outte de man u englishsh um lenhan own it as money and yeah and getting message tos so not and yeah um to and to on doesmanim condegra and vakish vais voanman is un desman al nameishshkaatha and meabbyte and and oh I and what I'm Then you can build trust and then you can spend less time communicating and more time just getting shit done. Then I went home and and thought about this sentence. We basically put it on the table.
Challenges of Hiring and Training
00:05:09
Speaker
Hiring takes time. People are trained. How to objectively judge certain situations. It's very, very, very, very hard to change things. That was the learning. Entrepreneurs with empathy. On the people's side. Hi folks, it's Freud, which is a podcast podcast. I'm Berlin. I'm here with Freud. And today we're going to talk about
00:05:29
Speaker
quotes and in input to d But that's not the case. That's not the case. That's not the case. That's not the case. That's not the case. Yes, That's thanks for not the case. watching. If you enjoyed this video, please like, comment and subscribe to our channel. I also have a podcast called What Mix They Are. I'm a director at MRNstagel, where all of you know me. I've been a director of People and Culture by Everform. We're making a device-as-a-service, which has a very familiar mobile environment, and also comes with so much work. hanka or our bmmb or drcuman on sound as example mobile device management size um staging aba i had adopt the logistic um maalas of ummit's a.M.V. And the about to comment about Ustringlich and the hotelery.
00:06:26
Speaker
And, yeah, that's what we're going to of and of I think that speaking of culture is grown sads defer along from um the moklish guide iha zer manu and antanium often conoon suka nonla thus ah <unk>iter it might own a for cancan owner and for schbot or araford the and and me,
00:07:13
Speaker
And that's why we have We have to make mistakes and learn. And if you want to a and And you have to learn a little bit and learn a little bit. on phones is this make a mistake and learn often grosser that perhaps for tell by the avoid schnell zine we won't know about it it's on the river and when we imagine else and my career feel I will learn of the house and be better and one thanks to faint also demand a mid and fun in a
00:08:03
Speaker
pe up ky kn pisuings wiseid deman i vaswa and ramm shaft desman i and va sanimanu sahan doesn minutes says kifu hat contactence and and negativeness in yeah to and Yes, as a result of that, I think we need to look at the answer. I think it's a good question, because it's not only the question of how we're speak going to be able to do this, but also how we're going to be able to do this. I think it's a good question. up I think it's a good question. I culture too. think it's a good question. I think it's a good question. I think it's a good question.
00:08:38
Speaker
chefter naia a forbet fo on ven on d mrneden baliz bazerakchi of the of the communications culture in our world. We are in this four-level world, and I don't know if there is a specific feedback about what is going on in our world. But we have to be able to understand what is going on in the
Transparency and Inclusivity in Leadership
00:09:00
Speaker
world. And we have to understand what is going on in the world. That is, leadership asks me anything. But we have to understand what is going on. the CEO and the CFO of the company, and the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO of the CFO I think it's important to of the have transparency. I think it's important to have an inclusive culture, because when teams are at the same level, it's important to have communication with the community, the collaboration with the people, and, yeah, damn it.
00:10:01
Speaker
How many of you have been involved in I think been in in time And do this.
00:10:38
Speaker
This is the definitive outcome, and that's what we're going to do in the future. And that's what we're going to do in the future. We're going to make a big deal of progress, and we're going to make a big deal of progress, and we're going to make a big deal of progress, and we're going to make a big deal of progress, and we're going to make a big deal of progress, and we're going to make a big deal of progress, and we're going to make a big deal of progress, But, yeah, I think it's really nice. I think it's really nice to have some time with that too, when I think it's really interesting to be able to do that. But, let's say, it's really nice to have a lot of transparency. And, yeah, when I speak about it, I think it's really nice.
00:11:28
Speaker
I think it's important for us to be able to be able to be a professional, and to be able to be a professional at a professional level.
00:11:42
Speaker
And has to me share tips ferriurur and er and su her I to the to to the tour. Yeah, I know. So, we come on the leadership team, the ANST name. ylaub ah and unsmaring with us saw does um via iha for here muub the team fundraed motion listen da ccom not forbishryton this one's point to for be right and this ones about hearing that if you want streetz in know the way um and television onam lama then of mayor ofuesa unve and just heistman can I a to a the the
00:13:06
Speaker
and done sayan withda and deepga ima ten And as the CEO, I think it's better if I'm in the right place and I'm not in the right place to be in the right place than if I'm in the right place when I'm not in the right place. And I think that's a good idea for me. vo chats on and johnston I don't know if you can see this, but we have a list of reviews feedback sessions in France about the name, the public praising, what we have been talking about the so, on lot of feedback on that.
00:13:54
Speaker
yeah um in corporate influencer hook this is say offer for my choice but then a i tagged a but ah theka and manotaan many of them stand unry andfin ah can a continu ye if maham na mat i hadtanovland fortinahadi In case you like my show, please subscribe, I would really appreciate it. and al but but miagra fall his forehead um as joseph eventta venman ah so Let's see what kind of trigger element or the punked woman is going to be able to be able to be able
00:14:47
Speaker
but this verin that suit does my name bunder andna maninjale um tolic is um thus And ktao was have van this um it's niche forry rose and for si frankda of or kinds of ah it's fish nina but then ba have thousand hours and i orba mitchelin st ever yemen alla um v vc students um ah efluking uber speed and our well thing again is Well, I I today.
00:15:47
Speaker
I think it's important for to make sure
00:16:16
Speaker
andal That's a game for a reason. When we talk the and of the game.
00:16:38
Speaker
I think the reason for that can see that it's very difficult to adapt to it, but but it's very difficult to adapt to it. That's what we need to do. We need feedback depends on but tos nation the as anish onetaish spirit as the intellectualistas getson of bi kinda raiisher and for fun open that the fraga doli business or other ah the system be leading ah by example aba iha al does not seem from worry about it. We don't have to worry about it.
00:17:35
Speaker
And when many of the are trying to shout, thanks to the movement of the city, when the film was filmed, it was very personal, because of the speak-up culture of the active culture. But that was the first time. so Yeah, as events of the employee journey, so I'm pretty confident that he might also in our bar in space on the naturally this preboarding that's onboarding naturally.
00:18:14
Speaker
Well, there are a in and and I don't know why, but I don't know why. um Yeah, for sure. But on-boarding, most likely, you know, in a session or in a mirror, in a session, you have to think about how you can do that.
Learning from Mistakes
00:18:47
Speaker
And make mistakes and learn. That's how you can do that. But if you want to do that, you can do that with a radical candle. That's what we're given. If you want to talk about this, there is often feedback. We are often asked to do that. That's why we need to do that. That's why it's important for us to have an SBI method. I think it's important for us to have a relative class situation, behavior, and impact. And I think it's important for us to have an understanding of what's going on in the future. And I think it's important for us to have an employee lifecycle that's onboarding,
00:19:31
Speaker
...definitive and it might be a bit more effective. I think it's a good thing to look at the expectations. heti managed onsets nowla I it's much better hiring manager it a to look at expectations. I think it's a good thing to look at expectations. everything we can to make sure that we communicate with each other. that's why we have to do this. that's why we have to do this. And that's why we have to do this. And that's why we have to do this. And that's why we have to do this. And that's why we have to do this. And that's why we have to do this. And that's why we have to do this. And we have to do this. What do you think about impact world? Totally, that's why I like the cultural fit. I like the test. That's why I like the Total Zoo. I like it a lot.
00:20:44
Speaker
So, I think that there are a lot of things that we can do in the future. I think that there are a lot of things that we can do in the future. So, I think that there are a lot of things that we can do in the future. I think that there are a lot of things that we can do in the future. um rean of bu
00:21:16
Speaker
yeah at least enough aang haton of which the person on um mara gita that's glyphing with and naturally ah of my imit on some where an apple that's just me the the sa um but from yeah and do i a normal radical candahi have just wo archeles and ehaordi tagline mop How to be a kick as boss without losing humanity.
00:21:39
Speaker
cons the the kindness answer that this principal ofmar beshray must says and already cookand from kim scottt um so Let's end with a little bit of feedback. or i matterlic feedback um <unk>d owner <unk>tihaiman andran sufaettesin iabba i muhadaba the milkli fats who gave my ausism feedback um of subakin that way best side so bad on this flower get mos and anna aon vis the emma oinia and vi unguutli human fromng striking zyn the it is a stretch arrived towards i head of tafa so bax by and if the answers ta noir twist bloomer page a from daga or rawe mad a
00:22:26
Speaker
I don't know if it's true or not. I don't know if it's true or not, but I think it's true. I don't know if it's true or not. I don't know if it's true or not. I don't know if it's true or not. I don't know if it's true or not. I don't know if it's true or not. I don't know if it's true or not. I don't know if it's true or not. um a fago fain ava ihetaov o tabato alisa also a propheteum
00:22:57
Speaker
And that's why I to And to Yeah, that's why I don't think it's a good idea, and I think it's a good idea to but I think it's do that, and I think it's a good true. idea, and I think it's a good idea, and I think it's a good idea. And this is not really a super-victim, but I think it will be a little bit different. I think it will be a little bit different. But I think it will be a little bit different. And I think it will be a little bit different. And I think it will be a little bit different. But I think it will be a little bit different. And I wanted to make a video about it, but I don't know if it's possible to do that. But I think it's really interesting and interesting, and I think it's really interesting, and I think it's really interesting, and I think it's really interesting, and I think it's really interesting, and I think it's really interesting, and I think it's really interesting, and I think it's really interesting.
00:24:22
Speaker
<unk> and ihatan and fetch his feedback give has and danna butr a umma ma said um and support the dish people and it my best shop site and if no um minor a saon the ishmeel I and I really appreciate it. I really appreciate it. give it then then metabatan and don't have to The Nvidia CEO kept feedback on the spot for a group. butels to the basmusman forlye a mesovas ma
00:24:55
Speaker
finnish v and elivashmans on feedback find has one gate not really um by by lu or ah we chattsung deish house andcraft ven does's um <unk> daan idea of anna antipez one but talking and then release that a and the algorithm place a tool um iha and ne mountain for the developerper bro susan onar and to be thens like not finish amongg sufa was a thus <unk> ah yeah done my on thatron pre ding it's su to by the ang tab the see um yeah and the prangnala and and and naco but and um san to zva sisteror sha managed his feedback and and learning to in a person gi ah but and I you on
00:25:55
Speaker
melihi mati former aon of anmonvi yemanustan um yeah who about print keny it's then gooden nature an na I it's to And, yes, I'm I I going to be interesting to understand how it works.
00:26:34
Speaker
so we does allow me foundation to ti wood then viard delo of us they have adron hyron And it works. That's even my expectations then. in case you have any feedback or anything you want to share with me please send me an email on thomas at peoplevis dot com or hit me up on linkedin and in case you really enjoyed the show please subscribe i would really appreciate it and offboarding was common um offboarding tune this and
00:27:05
Speaker
I don't know if there's any feedback feedback on this, on feedback.
Preparing for Future Challenges
00:27:36
Speaker
I think it's important for us to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be
00:27:48
Speaker
um visionianam commanddo chaf when of us comeant tune the midman vija oranim austritzkish pleasureer definition for her first date bus relation ni to good kela mr su as about us here um um just by thats ni ever since Yes, this is a important thing is that you have to be able to understand what is going on with the future. And I think that the most important thing is to be able to understand what is going on future. But on in the future.
00:28:26
Speaker
andhardabain de five a li something name laana a sarupa <unk> on the toand And for behalf within perdo ior arrived sulan ah home in disolitta via ma a exit interviews met in a paoni rival this anenium phasen um ibmhawahan it so and being the fur own stuff this is making them guyha that qui to us I for
00:29:06
Speaker
ahna to archive umim and iin subar by And I think it's important for us to know that we a better understanding of what we can And, of course, we have a lot of people in the house, and we have a lot don't know if it's true or not, but if it's true or not, I think it's true. And let's face it, I think it's the case. It is not the case. It is not the case. It is not the case. It is not the case. It is not the case. It is the case.
00:30:39
Speaker
by avaphon the hadish na coole site by It's very important to have a able to be able to be the father of fi fabay and ah man hat on streetly and pick from onic in frequencyqueies extremena ah ahead and start up arrive and mentioned and the and
00:31:13
Speaker
We are going We are going to try to speak up to you. We are going to ask you to come up with us about a with
Acknowledging Productive Collaboration
00:31:44
Speaker
Thank you, dear. It has not been a good time for us. We are going do a final vote on the normal compact-game. Thank you.
00:31:59
Speaker
I would like to thank the speakers for their great work on the safe place in the world. It was an honor for us to be able to work with them in a way that is more productive than it was before. I would also like to thank them for their great work on the space. Fifth on g glali mentioned thatby ahmed einub betin on tauan okay and I to that and but there is a lot of work.
00:32:51
Speaker
demoli fat and later istan yin and subb spring i head of vasatuam and product superbe um and a protest ah so quite last time but and lord in east town um so there just feedback answer so brain then roe had aish diner quiour and then that lookeded faba some k nonish discovered and for our household of leadership perspective ah thepaopa based I think it's important for us to understand importance of a and a process.
00:33:23
Speaker
Cool. Thank you, dear. Gerne, how do you feel about it? I'm sure. We're in the same position as in Berlin or Hamburg. Until next time, see you next time!