20Jun

Why Geist Consultancy Bears its Unique Name

June 20, 2023 K_0mp3T3nz 11

Introduction:
In the realm of consultancy, the name Geist Consultancy stands out among its peers, evoking curiosity and intrigue. Geist, a German word meaning “spirit” or “essence,” embodies the very foundation upon which this consultancy firm operates. This article explores the origins and significance of the name Geist, shedding light on the philosophy and values that underpin Geist Consultancy’s exceptional reputation.

A Name Rooted in Philosophy:
Geist Consultancy’s name draws inspiration from the profound philosophical concept of “geist.” In German idealism, “geist” represents the higher or universal spirit that encompasses the collective consciousness, ideals, and values of a society or culture. It embodies the deeper understanding of humanity’s intellectual and moral nature, emphasizing the importance of introspection, wisdom, and insight.

Reflecting Core Values:
Geist Consultancy deliberately selected its name to encapsulate its core values and mission. By embracing the essence of the word “geist,” the company strives to deliver profound insights and solutions to its clients, focusing not only on immediate challenges but also on the deeper underlying factors that drive organizational success.

Unleashing the Potential:
Geist Consultancy believes that unlocking an organization’s true potential requires more than surface-level analysis. Just as “geist” encompasses the essence of an individual or community, Geist Consultancy delves into the core of businesses, seeking to understand their unique spirit and identity. By recognizing and aligning with this essential nature, the consultancy aims to guide organizations towards transformative growth and sustainable success.

Holistic Approach:
Geist Consultancy’s commitment to a holistic approach is intricately woven into its name. Rather than viewing a business as a collection of separate components, the firm recognizes the interconnectedness of various elements within an organization. By considering the broader context and understanding the interplay between strategy, culture, operations, and people, Geist Consultancy endeavors to provide comprehensive solutions that drive lasting positive change.

Capturing the Zeitgeist:
The name Geist also captures the firm’s aspiration to stay in tune with the spirit of the times, embracing innovation, and adapting to evolving business landscapes. Geist Consultancy aims to be at the forefront of emerging trends, leveraging its expertise to help clients navigate complex challenges and capitalize on new opportunities. By embodying the zeitgeist, the consultancy remains agile and responsive, enabling clients to thrive in an ever-changing world.

Conclusion:
Geist Consultancy’s choice of name is far from arbitrary; it serves as a symbolic representation of the firm’s philosophy, values, and approach to consultancy. Rooted in the concept of “geist,” the name reflects the company’s commitment to unlocking the essence of organizations, delivering holistic solutions, and capturing the spirit of the times.

16Jun

How to Implement a Competence Framework for Growth and Competitiveness

June 16, 2023 K_0mp3T3nz 11

As Geist Consultancy, we offer a structured and practical approach to developing a competency framework for SMEs, and we would like to share how we will do it and why it is important and beneficial for these companies.

Firstly, our approach consists of the following steps:

Defining the scope of the competency framework: We will work closely with SME managers and human resources professionals to determine the purpose and scope of the competency framework. This will allow us to understand the specific needs of the company and establish clear objectives.
Identifying the necessary capabilities: We will conduct a comprehensive analysis of key processes within the SME to identify the required capabilities. This will include identifying the skills and knowledge necessary to effectively carry out these processes.
Developing a competency taxonomy: We will create a competency taxonomy that serves as a structure for classifying and organizing the different required competencies. This taxonomy will provide a common language and a clear view of the skills required within the SME.
Defining the competencies: We will work closely with managers and human resources professionals to define the competencies needed for each identified capability. This will include describing the skills, knowledge, and behaviors necessary to perform each competency effectively.
Creating an architecture description: We will utilize visual representation methods, such as block diagrams or composite structure diagrams, to create a clear and understandable description of the SME’s competency framework. This will enable better communication and understanding of the required competencies.
Establishing a governance system: We will assist in establishing policies and procedures to ensure that the competency framework aligns with the SME’s strategic objectives. We will also establish key performance indicators and maturity models to continuously assess and improve competency development.

Now, let’s discuss why implementing a competency framework is important and beneficial for SMEs:

Strategic alignment: The competency framework will ensure that employees’ skills and knowledge are aligned with the SME’s strategic objectives. This will enable a coherent and targeted approach towards business success.
Talent development: The competency framework will facilitate the identification and development of talent within the SME. By clearly defining the required competencies, training and development programs can be established to enhance employees’ skills.
Operational efficiency: With a well-defined competency framework, the SME can optimize its processes and improve operational efficiency. Employees will possess the necessary skills to perform their roles effectively, leading to increased productivity and quality of work.
Talent retention: By investing in competency development, the SME can retain its key talent. Employees value growth and professional development opportunities, and a robust competency framework provides a clear path for their progression within the company.
Adaptability and competitiveness: In an ever-changing business environment, SMEs need to be agile and adaptable. A competency framework will enable them to quickly identify skill gaps and respond to new market demands, maintaining competitiveness within their industry.

In summary, implementing a competency framework in an SME brings a range of benefits, including strategic alignment, talent development, operational efficiency, talent retention, and adaptability and competitiveness. As Geist Consultancy, we are committed to helping SMEs achieve these benefits and drive their growth and business success.

11May

Kaizen!: 𝗮𝘀 𝗮 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝗮𝘀 𝗮𝗻 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗜𝗻𝘀𝘁𝗿𝘂𝗺𝗲𝗻𝘁

May 11, 2023 Cioka 8

Hoy en día escuchamos a menudo, que somos capaces de hacer más de lo que creemos.

19Mar

Definition of Knowledge Management and its Components

March 19, 2023 Cioka 8

What is knowledge? And how would you explain it in the simplest possible way?

Here, using the example of a cook and his activities in the kitchen, the concept of the knowledge scale according to Klaus North is presented.

Definition of Knowledge and its components (Klaus North)

What does the term knowledge contain and what components does it consist of? Implicit and explicit knowledge, competence, capability, information and, finally, the concept of knowledge management and its possible practical application are presented in a familiar context.

🔦 Imagine a chef working in a restaurant who wants to offer a new section of vegetarian dishes on the menu.

The chef knows how to cook vegetables, but does not have much #knowledge on how to create tasty and well-balanced vegetarian dishes that appeal to diners.

To address this situation, the chef can apply knowledge management to gain the knowledge needed to create these dishes.

First, the chef can start by gathering #information on available plant-based ingredients and their nutritional properties.

Then, he/she can look for #data on diners’ preferences for vegetarian dishes and market demand in general.

Through this collection of information and data, the chef can acquire explicit #knowledge and better understand the context in which he/she is working.

After acquiring this knowledge, the chef can apply his #culinary skills and start experimenting with different ingredients and techniques to create tasty and well-balanced vegetarian dishes.

Eventually, he/she can share his/her knowledge with other chefs and staff members in the restaurant, which fosters collective knowledge management in the organisation.

Finally, by actively, consciously and systematically using the acquired knowledge, the chef can create successful vegetarian dishes and thus develop #competence on vegetarian cuisine, stand out with his dishes from the rest of the surrounding restaurants and gain over time a #competitive advantage for the restaurant.

Through operational and strategic knowledge management, the chef has acquired the necessary knowledge to create new dishes and improve the quality of the overall menu, which has led to the success of the business.

13Mar

Competencias organizativas para la resiliencia organizativa sostenible

March 13, 2023 Cioka 11

Estamos muy emocionados de que nuestro abstracto sobre el tema “Competencias organizativas: la esencia de la resiliencia emergente” haya sido aceptado para la participación en IFKAD 2023 “Managing knowledge for sustainaibility”.

El tema elaboramos en colaboración con Katrin Singer-Coudoux de Fraunhofer Institute for Production Systems and Design Technology IPK, Kristina Mirchuk y Oroitz Elgezabal de Geist Consultancy.

Según la teoría de la visión basada en los recursos (ressource based view – RBV), una organización puede considerarse como un conjunto de recursos físicos, recursos humanos y recursos organizativos (Barney, 1991; Amit y Shoemaker, 1993).

La teoría RBV sugiere que las diferencias en los recursos de la organización (tangibles o intangibles) se acumulan y aprenden a lo largo del tiempo, y la heterogeneidad de los recursos de la organización puede considerarse un conjunto de recursos físicos, humanos y organizativos. La heterogeneidad de esos recursos es la fuente de la ventaja competitiva (Srivastava, 2005).

Los recursos organizativos incluyen todos los activos, capacidades procesos organizativos, atributos de la empresa, información, conocimientos, etc., que posee una organización (Barney, 1991).

Estos pueden dividirse en activos (recursos de tener) y competencias (recursos de hacer) (Hall, 1991).

El objetivo de este trabajo es apoyar a las pequeñas y medianas empresas (PYME) mediante considerando el concepto de resiliencia organizativa como una propiedad asociada a las organizaciones, que surge de la interacción de determinadas competencias organizativas; identificando estas competencias y, definiendo la forma en que estas competencias deben interactuar, para que la organización sea considerada resiliente, según el marco definido por las normas ISO 22316 y BS 65000.

Este trabajo se inició en el marco del grupo de trabajo de la Sociedad para la Gestión del Conocimiento (Gesellschaft für Wissensmanagement e.V.) para apoyar la resiliencia de las PYMEs.

En 2022, en colaboración con Manfred Bornemann, pusimos el primer hito con la “Knowledge management as a booster for SME resilience in highly dynamic and disruptive operational contexts”.

Aquí puede encontrar un breve resumen de los resultados:

Operaciones empresariales en contextos turbulentos; KMGN Newsletter 2022.