This blog describes the learning areas that can become significant in the course of an intensive engagement with the topic of "values" in the company and then devotes the second part to the important role of managers in the resilient anchoring of corporate values.

The further development of these ideas from part 1 leads to a more in-depth consideration of the responsibility of managers in the value process.

Now is the time: Once the target image of the professional role has been formulated (on the basis of the role negotiation with the most important interaction partners), the best development path to achieve this can be determined.

In the following tool, we change the time perspective and look at what our own professional role of the future could ideally look like.

Once your own initial situation is clear, the second step is to complete your personal role profile with the help of interaction partners.

You can use the following tools, which we will describe in the next four blogs, for your own reflection - but they can of course also be used as part of HR approaches developed specifically for your organisation.

In the vibrant ecosystems of our companies and public authorities, "taking responsibility" should be more than just a buzzword - it should be a (lifestyle) attitude.

The very individual professional role of employees is increasingly becoming the centrepiece of corporate development, as this is inevitably linked to the personal development of each individual: Only if individuals develop in line with the corporate strategy will the company as a whole develop successfully in the desired direction.