For an interview, I was asked to prepare a short presentation of myself that gave an impression of: Who is Kai, what makes me passionate about a role, how do I approach a task and which of my talents do I want to develop further. Naturally, I fired up Powerpoint, preparing to make a presentation that would blow their minds, with insights and wit. Then I stopped for a moment, looking at their questions: What can I do that's different, but still fit within the timeframe. Realis

I was in early talks about an L&D role with a consulting firm, one that works in one of the worlds most dangerous areas. They wanted to build up their internal L&D department, as well as make sure that the courses and coaching they delivered had an impact. In this context "impact" also means that they want to be part of the change for good. This got me thinking, what does it mean to work with learning across different cultures, in areas where you in many ways are an invader,

What does it mean to invest in your people? Many companies say that their employees are their most valuable assets, but how can you show your most valuable assets that they are valued? Free coffee and a yearly company picknick only go so far. This mind-map is looking at how to build a development mindset that covers the needs of employee and employer. Core thinking within it is that for employees there needs to be a focus on developing the "right mindset" around self-direct