Schemmel / de Brabandt Hyper-Leadership

HOW GREAT LEADERS ATTRACT, INSPIRE, AND DEVELOP TALENTS AND ELEVATE THEIR SUCCESS
1. Auflage 2025
ISBN: 978-3-8192-5511-3
Verlag: BoD - Books on Demand
Format: EPUB
Kopierschutz: 6 - ePub Watermark

E-Book, Englisch, 220 Seiten

In an era of unprecedented technological change and demographic shifts, traditional leadership models are failing. Hyper Leadership offers a revolutionary framework for navigating this new reality. Written by Dr. Charlotte de Brabandt and Burkard Schemmel, two seasoned executives with global experience at organizations like Amazon, Johnson & Johnson, and Volkswagen Group, this book presents a comprehensive approach that transcends conventional wisdom. Hyper Leadership recognizes that success in the 21st century depends on agility, inclusivity, and technological integration. Through detailed case studies and actionable frameworks, readers learn how to: - Transform leadership approaches to address demographic challenges and talent shortages - Integrate AI and automation while maintaining human-centric values - Implement the PIE Concept (Performance, Image, Exposure) for leadership development - Apply Amazon's Bar-Raiser methodology to continuously elevate organizational talent - Create hyper-agile teams that respond rapidly to changing market conditions The book provides practical tools for cost optimization, talent management, and digital transformation - all designed to create organizations that are fast, flexible, and future-ready. Whether you're a CEO navigating transformation, an HR professional developing leadership programs, or a manager building high-performing teams, Hyper Leadership provides the roadmap for success. In a world where change is the only constant, Hyper Leadership isn't just an advantage - it's an imperative. Organizations that embrace these principles will thrive in uncertainty, while those clinging to outdated models risk obsolescence. This book is your essential guide to building an organization that doesn't just survive disruption but harnesses it as a catalyst for unprecedented growth and innovation.

Burkard Schemmel is a General Manager specialized in B2B Commerce, Technology, and Ecosystem Plays. Burkard has been working for 20+ years in High Tech and Consulting. Being an entrepreneur at heart, he founded 4 companies serving as CxO, helped mid-size organizations to develop new services, consulted large enterprises in strategy, technology, and operations, and ran large technology teams and B2B commerce operations. His focus is on accelerating growth by building global services, ecosystem plays, and "as-a-service" business models. During his career, Burkard served in multiple international roles in leadership, program management, and business operations for Fortune 500 companies. His focus is on growth strategies, business origination, and strategic selling. He founded and led a global practice of 900+ cross functional experts in Medical Technology industry, ran business transformation projects, and built digital commerce teams in commercial and public sector. Most recently, Burkard leads the Northern Europe Sales Organization of Maersk.

Autoren/Hrsg.

Schemmel, Burkard

de Brabandt, Charlotte

Leseproben

Foreword

The Dawn of Hyper Leadership

Western societies stand at a pivotal crossroads, where rapid technological advancement converges with unprecedented demographic transformation. This intersection has created both extraordinary opportunities and complex challenges for organizations of all sizes and sectors. The traditional leadership paradigms that served businesses well in the past are proving increasingly inadequate in this new landscape of constant change and diversity.

The emergence of Hyper Leadership represents a fundamental shift in how organizations must approach talent, innovation, and competitive advantage. Unlike conventional leadership models that often prioritize hierarchical structures and homogeneous thinking, Hyper Leadership embraces the full spectrum of human diversity as a catalyst for organizational success. This approach recognizes that in an era of global connectivity and rapid innovation, the inclusion of diverse talents isn't merely a social imperative – it’s a business necessity.

The challenges facing modern organizations are multifaceted. Artificial intelligence and automation are reshaping entire industries. Remote work has transformed traditional office dynamics. Demographic shifts are creating the most diverse workforce in history. Global competition has intensified, and customer expectations have evolved dramatically. In this complex environment, organizations that fail to adapt their leadership approaches risk becoming obsolete.

Hyper Leadership addresses these challenges by leveraging diversity as a strategic advantage. It recognizes that innovation springs from the collision of different perspectives, experiences, and ways of thinking. When organizations actively include and empower diverse talents, they gain access to a broader range of solutions, deeper market insights, and enhanced creative capabilities. This inclusive approach to leadership doesn't just promote social equity – it drives business performance.

This book serves as both a theoretical framework and a practical guide for organizations navigating this transformation. It examines why traditional leadership models are insufficient for today's challenges and demonstrates how Hyper Leadership can create more resilient, innovative, and successful organizations. Through detailed analysis and real-world examples, we explore how companies can implement Hyper Leadership principles to:

• Harness the power of diverse perspectives for enhanced innovation
• Build more adaptable and resilient organizational structures
• Develop more effective approaches to talent acquisition and retention
• Create inclusive cultures that drive performance and engagement
• Navigate the complexities of global markets and diverse customer bases

The solutions presented in this book are grounded in both theoretical research and practical experience. They offer actionable strategies for organizations at every stage of their diversity and inclusion journey, from those just beginning to recognize the importance of inclusive leadership to those seeking to enhance existing programs.

As we progress through the 21st century, the ability to effectively implement principles will increasingly distinguish successful organizations from those that struggle to remain relevant. This book provides the insights, tools, and frameworks needed to make this crucial transition.

The chapters that follow will guide readers through understanding the foundations of Hyper Leadership, implementing effective strategies, overcoming common challenges, and measuring success. Whether you're a CEO leading a global corporation, a manager seeking to build more effective teams, or an HR professional responsible for organizational development, this book offers valuable insights for navigating the future of leadership in an increasingly diverse and dynamic world.

The time for Hyper Leadership has arrived. Organizations that embrace this approach will find themselves better equipped to thrive in an era of unprecedented change and opportunity. Those that don't risk falling behind in an increasingly competitive global marketplace where effective leadership and strategic vision are no longer optional — they're essential for survival and success.

Increasing importance of Hyper Leadership in companies

A process is taking place in Germany that poses and will pose major challenges for companies for years, if not decades, to come. But the Federal Republic is not alone in this. Most Western Countries are experiencing the same development. We are talking about demographic change. People's life expectancy is increasing, while the birth rate is falling. This has an impact on all areas of society, from social security and the healthcare system to the education system. Above all, one of the most important basic elements of society, the economic system, is affected. This is because companies are finding it increasingly difficult to find sufficient and suitable staff.

The European Commission is also concerned about Europe's demographic development. Not least, the shrinking population is reducing the continent's share of the global population. But above all, the Commission wants to counteract the threat of declining economic output. It therefore developed a concept with four pillars, which it presented in 2023. These are: the compatibility of work and family life, support for the younger generation in accessing the labor market and housing as well as political measures for the deployment and retention of older generations in the labor market. The fourth pillar has the addition “if necessary”. It provides for managed legal migration to mobilize talent (Commission.europa 2023).

On the other hand, there are numerous findings that clearly show a great need beyond these four pillars. There is also an urgent need for much better inclusion of diverse people in companies, in addition to significantly improving the participation of women. After all, demographic change is not the only problem. There is also a serious acceleration in the development of technical achievements and their application, which no company can avoid. As a result, companies are faced with two serious lines of development that threaten to leave them with a qualitatively and quantitatively inadequate workforce if they do not fundamentally change their business models.

Looking at the role of Hyper Leadership in the modern workforce, the structural changes resulting from demographic processes alone mean that companies must respond to the individual disposition of their employees in order to remain successful in the market. They must find, promote and retain talent. Even the recruitment of suitable people will no longer be possible without the inclusion of diverse individuals. This challenge is not merely a matter of HR strategy; it requires a transformation in leadership — specifically, the rise of Hyper Leadership.

Hyper Leadership goes beyond traditional leadership models by embracing agility, inclusivity, and digitalization. It is no longer enough for leaders to be decision-makers; they must become facilitators of empowered, diverse, and selforganizing teams. Hyper Leadership ensures that organizations are fast, flexible, and future-ready, creating environments that attract and retain the best minds regardless of background, gender, or origin.

The general importance of leadership cannot be overestimated. For the customer base, it is important to increasingly and consistently include the natural leadership of people. People of different ages have different approaches and needs, as do people with disabilities. People of different ethnic backgrounds have different ideas, experiences and requirements for goods and services. The same applies to different genders. These and other differences in core areas of personality often lead to neglect and unjustified judgments, which in turn lead to discrimination. Hyper Leadership actively dismantles these biases by fostering an environment where equal treatment is ensured, and every individual disposition is taken seriously and respected.

Looking at Hyper Leadership in the age of Digitalization, at the same time, rapid technological development, currently culminating in artificial intelligence (AI), is bringing about far-reaching changes. Without automation and the use of technological tools, including robots, no business can survive in the long term. In addition, product development must increasingly adapt to differentiated needs within the customer base if customer groups are to be retained and expanded. Hyper Leadership plays a decisive role here, as diverse people make up a large part of the customer base. Leaders in the hyper-digital age must be capable of integrating human and artificial intelligence to achieve optimal results. The future of leadership will not be defined by hierarchy but by how well companies can leverage AI and automation while maintaining human-centric values.

From family businesses to medium-sized and large companies, an entrepreneurial spirit is needed that knows how to realign itself. Where there used to be rigid levels that communicated instructions - if not orders - from the top down, flat hierarchies are now needed. These structures foster collaboration, rapid decision-making, and continuous learning — all hallmarks of Hyper Leadership.

Today’s established knowledge society alone requires that companies reorient to factors such as speed and efficiency, as they form the basis for economic assertiveness in competitive market positions. Knowledge can no longer be limited to company management but...