Ute Drewniak

Coaching ❘ Age Management ❘ Diversity

• Start
• Coaching
• Consulting
• Age Management
• Diversity
• Services
• AM Checklist
• Diversity Checklist
• Your Benefits
• My Approach
• Profile
• Publications
• News
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• Contact
• Legal note

Shape the global future with respect and creativity

You may ask yourself:

• Which are the right strategies to prepare your company for globalisation and demographic change?
  
• How may Diversity and aging of your workforce become a competitive advantage?
  
• Which elements do you have to take into account to commit customers as well as employees when planning succession planning and company transfer?
  
• How could you prepare yourself and your managers for success in an international and multicultural business environment?
  
• How should you change your HR practices to ensure that they are future-proofed and sustainable?

If you are concerned with these questions, please take a look at the Services section.

In the Profile section you may find more information about my professional background.

I would be happy to get in touch with you and to provide you more information about my
Coaching, Age Management and Diversity approaches.

Coaching : Have the courage of really doing what you are willing to do

Executive coach, I am accompanying my clients in a personal and professional change process, enabling them to master challenges in a more competent way in the future

Main success factors are a confidential relationship, the clear focus on agreed objectives and a cooperation that is limited in time. This requires a joint engagement, ensuring keeping the client's autonomy and self-monitoring.

Typically, clients ask me for assistance when dealing with the following issues:

• After my promotion into an executive role I have to redefine my success criteria and get more insight into what I need to do (or leave behind) in order to accomplish the transition successfully.
• I am 40 years old now and thinking about how to continue my professional career. I don't know how to accelerate or even re-direct it.
• I am a young manager leading a team with older, very senior people. I have heard about inter-generative management approaches. Perhaps this may help me solve my problems with my team?
• Working long hours every day, I need to find a way to better balance my job and my family commitments.
• I am one of the first female senior managers in my company. I need to work on how to position myself better in this male culture and to prepare my next career step.

If you ask yourself these or similar questions, please don't hesitate to contact me. After a free initial meeting you may decide whether you would like me to work with you on achieving your goals.

Consulting : The primary axes

Globalization, international competition and borderless markets are among the biggest challenges today - and may provide for new opportunities. Though, companies don't ask themselves any more whether or not they want to participate in this global competition and instead struggle to play a proactive, constitutive role. This includes the competent and responsible management of the Diversity of cultures, attitudes and work characteristics of clients and the workforce. This is a fundamental prerequisite for sustainably improving the companies' performance. Consequently, in order to successfully deal with the challenges of the Demographic Change in Europe and elsewhere, companies need to take a broader perspective and to follow new approaches in their practices:

• Attracting and hiring people from all over the world and integrating the different cultural backgrounds
• Opening up career opportunities to all employees, regardless of age, gender, disabilities, race and social background
• Implementing a modern succession planning for older employees and managers that allows to effectively organize the handover of clients as well as of tasks

Allowing for successful and sustainable change, Diversity needs to become a fundament of authentic leadership. Furthermore, it has to be included into a modern, innovative and responsible HR management.

I am specialized in accompanying companies in this change process. Please use the checklists Age Management and Diversity to get a first picture of possible action needs in your company.

Age Management : Utilize the potential of all age groups

Constructively dealing with the consequences of the demographic change is one of the challenges for your business and your HR strategy. In this context, Age Management means that all age groups - clients as well as employees - and their different needs have to be taken into account when you are developing products and processes.

If you would like to know ...

• which are the specific consequences of the demographic change for your company,
• whether your company is well prepared for future challenges resulting from ageing of clients and workforce,
• what you and your managers have to do in order to promote cooperation between older and younger people in your workforce,
• which of the best practice age-focussed HR policies may be applied in your company,
• how you may keep important know how and experience in your company, especially from those who will retire soon,
• how you may attract, recruit and retain recruit young high potentials,
• how to develop and maintain performance, motivation, and health of your workforce throughout their whole professional career,

then please don't hesitate to contact me to get more information about my age management expertise and approach. Use the Checklist Age Management that allows you to identify action fields relevant for your company.

Diversity : Deploy the opportunities of Diversity

The competent and respectful management of the Diversity of people, of their different cultures, attitudes and working manners is an essential prerequisite for sustainable company success today.

Do you wish to ...

• redirect your company strategically towards globalisation and international competition?
• provide support for your managers allowing them to effectively manage the Diversity of customers and collaborators in their area of responsibility?
• leverage the Diversity of your workforce and tap their full potential for doing business effectively?
• attract and retain women by providing attractive career opportunities and allowing mothers to better balance work and family life?
• attract employees with different cultural backgrounds and demonstrate equal opportunities in development and career?
• know more about the consequences of anti-discrimination legislation and make clear to managers that diversity is much more than the prevention of discrimination?
• promote mutual respect and fairness in leadership and collaboration and make also sure that you don't tolerate any discriminatory behaviour?

I would be pleased to present you my Diversity approach and services in more detail. Use the Diversity checklis that allows you to identify those action fields that are most important for your company.

Services

Statistical analysis of your workforce: Are you ready for the future?
The analysis of statistical data of employee structure puts into relation recruiting, turnover, length of company service, training, sickness and other absenteeism rates with gender and age.

Succession planning and company handover
In oder to avoid that handover turns into a risk, companies are aware of economic and legal planning processes. The often tend to forget that it is also building and maintaining a trustful relationship between former and new owner that is critical to success.

Diversity coaching for managers
Diversity training for managers focuses on making them aware of the importance of leveraging the diversity of their workforce and achieving sustainable business success with diverse customers. Participants learn about how to integrate diversity principles in their day to day work and to avoid any kind of discriminatory behaviour.

Transmission of experience and know how
Models as "know how tandems" or experience sharing and mentoring programs for selected target groups foster the sharing of experience as well as the cooperation between younger and senior employees.

Creation of a work environment that respects all age groups
Following a holistic approach, we develop and implement measures allowing to maintain performance, employability, motivation and health of all employees, regardless of their age and personal situation.


These are some examples of my actual projects. Please don't hesitate to contact me you are interested in discussing your concrete questions and developing measures for your specific needs.

Age Management Checklist

		yes	no
1	In analyzing the age structure of our employees regularly we are able to take the right strategic HR decisions.
2	We are thinking about how to attract and to hire experienced people for our company.
3	Working continually on our positive company image allows us to attract and retain young talent
4	We pay special attention to building age diverse teams.
5	Our turnover rate is above average, especially within the group of younger employees.
6	Our managers are aware about the consequences of demographic change and on how to get older people in employment.
7	We know the number and jobs of the people who will retire in the next five years.
8	We have developed and implemented measures that promote experience sharing between younger and older employees.
9	The proportion of employees older than 45 participating in our training measures is relatively low.
10	Our workplaces meet health standards and are adapted to the needs of our older employees.

A cross in a red field shows some action need. Please don't hesitate to contact me if you want to know more about Age Management measures.

Diversity Checklist

		yes	no
1	We have already developed a Diversity strategy for our company.
2	The ethnic and cultural diversity of our employees has developed substantially throughout the last years.
3	It is important for us that all managers are getting trained in Diversity Management.
4	We have implemented measures ensuring a family friendly work environment during and after parental leave.
5	We are analyzing the proportion of our female employees at all hierarchical levels regularly and work on increasing it in management positions.
6	We are aware that our managers will work much more in international projects in the future and will have to manage virtual teams.
7	We are continuously trying to match the diversity of our employees to the structure of our clients.
8	We are analyzing regularly how job satisfaction relates to the turnover rate.
9	We have implemented measures in our company that allow taking disciplinary actions against those showing unfair and discriminatory behaviour.
10	We pay special attention to increase the promotion rates in those groups in our company that have been underrepresented so far.

Each cross in a red field refers to some need for action. Please don't hesitate to contact me if you want to know more about Diversity measures.

Your benefit : Create sustainable change

Although it is imperative to solve urgent problems that emerge in daily business, they may hide the look at important strategic issues. However, companies that achieve to think about their future in a globalized business world do clearly have a competitive advantage. Besides, preparing the workforce - managers as well as employees - to how the world of work will be organized in the future is part of the company`s responsibility. This not only allows to survive but moreover increase business volume and defend and build up market leader positions. Whether you are entrepreneur or client, manager or employee, you commitment to these issues has important advantages:

• You may improve your position in the global market and your relationship with international clients,
• You may establish important competitive advantages by achieving sustainability and stronger focus on the future,
• You are better able to attract, recruit and retain high potential when your HR strategy is adapted to the challenges of the shortage of the workforce.
• You may commit and mobilize your workforce to higher performance by creating an inclusive work environment that appreciates differences and enables everyone to contribute to her/his fullest potential,
• By fostering innovation and your people's creativity you are well prepared for future challenges in the globalized world.

Based on your concrete action fields I provide you with support to develop and implement measures that fit to your needs.

My approach

I am empowering my clients to proactively shape the future, generate economic success, create sustainable change and deploy the diversity of people in their business.

This is achieved through:

• Highest commitment of all stakeholders through the focus on strategic business goals and the involvement of managers and employees.
• Direct link to business objectives, the implementation of efficient processes and the economic use of resources.
• Consequently focusing on strengths and success factors that are relevant for coping with future challenges
• A consulting process that always is focused on results and is based on the principle of "helping people to help themselves".
• The joint development of broadly accepted, customised solutions derived from concrete needs for action and based on sound know-how.
• A consulting approach that balances the focus on long-term business success and the achievement of short-term results with visible quick-wins.
• The evaluation of success as an integral part of trustful cooperation.

Profile

Ute is a consultant and coach with wide-ranging experience in multiple technical expert and management positions in one of the world's leading banks. She is an authority on strategic HR management with special emphasis on assessment, career and talent management as well as leadership development. She has extensive knowledge and experience in the management of global projects. She trains and works in German (native), English and French.

For more than ten years Ute has specialized on the consequences of globalization and demographic change on HR strategy and policies. She is known internationally for her expertise in age management and diversity. She is author of several publications and speaker at international conferences.

Ute shares her comprehensive coaching experience in both professional and personal change processes. Further training in systemic consulting and coaching with Trigon Consulting for Development, Austria, and the Center for Creative Leadership, USA, allowed her to deepen her knowledge and experience. Supervision and formal education with a Master of Business Coaching are provided by International Mozaik, France.

She is trained as a psychologist with a degree from the University of Marburg, Germany, and a Ph.D. degree from the University of Giessen, Germany.

Her clients especially appreciate her strategic thinking, conceptual strength, broad expert knowledge and competency to implement new projects. She enables strategic input, while retaining the flexibility to follow new paths that allow for optimum benefit for the client.

She is operating with a network of excellent specialists: Metaberatung GmbH, KD Conseil,

Publications

In English

• Drewniak, Ute (2004). Inside Age Diversity at Deutsche Bank, Australian HR Magazine

In French

• Drewniak, Ute (2005). La gestion de la diversité : une approche volontariste en Europe. In: N. Raoult & B. Quintreau (Eds.), La diversité des âges. Regards croisés d'experts, pp. 298 - 304. Éditions Liaisons : Paris.

In German

• Drewniak, Ute and Stein, Michael (2007). Demografischer Wandel - die personalpolitischen Konsequenzen für die Deutsche Bank. In: G. Happe (Ed.), Demografischer Wandel in der unternehmerischen Praxis, pp. 171 - 183. Gabler Verlag : Wiesbaden.
• Drewniak, Ute (2004). Diversity Management Eine Antwort auf die Herausforderungen des demographischen Wandels. In: Zusammenstellung der Beiträge der Tagung Demographischer Wandel in der Arbeitswelt, Arbeits- und Beschäftigungsfähigkeit erhalten und fördern, Wolfsburg, Volkswagen (pp. 335-343).
• Drewniak, Ute (2003). Managing Age Diversity. Strategien zum Erhalt und zur Förderung der Zusammenarbeit zwischen den Generationen im Unternehmen. In: K. Schwuchow & J. Gutmann (Eds.), Jahrbuch Personalentwicklung und Weiterbildung, pp. 256-263. Luchterhand : München.
• Drewniak, Ute (2003). Personalentwicklung 50 plus: Gemeinsam mehr wissen. In: management&training, Heft 10/03, Seite 20 21.
• Maier, Gabriele, Reinhardt, Andrea und Drewniak, Ute (2003). Die Mischung macht's. In: Personalwirtschaft, Heft 12, S. 15-18.

News (2013)

Topics to come:

1. Executive Assessments


2. Intercultural Management Training


3. Leadership Development programs


4. Team Development:
How high performing teams may use their team strengths and limit the unproductive effects of their shared derailers

You may find additional information on ...

Coaching

• International Coaching Federation
• International Mozaik, Paris

Age Management and Demographic Change

• Age Positive Campaign of the British Government: Focus on potential, skills and ability ... not age
• INQA: Demographic change - ageing in employment (in German)
• Demographic Change - no problem?! : Tools for a new HR policy (in German)
• Public Relations and Marketing Strategy Demographic Change
• Employers Network For Equality & Inclusion

Diversity

• Diversity Charter in France and in
• Germany: companies commit to Diversity (in French and German)
• Stop Discrimination (An initiative of the European Union): For Diversity - Against Discrimination
• EQUAL: Free movement of good ideas for employment and inclusion
• 2007 - European Year of Equal Opportunities for All
• HALDE : High Authority for antidiscrimination and equality in France (in French)
• Diversophy: Diversity Training Tools
• TMC's Cultural Navigator: Assessment and Training for the improvement of global effectiveness

Contact

Legal Note / Copyright

Ute Drewniak - Coaching ❘ Age Management ❘ Diversity

The web site www.utedrewniak.de is property of Dr. Ute Drewniak, located at
7, rue de la place
F - 11220 Labastide en Val
Email: kontakt@utedrewniak.de
Intra-community VAT ID: FR 28 50 97 59 320, Carcassonne, France

Copyright : Dr. Ute Drewniak, Labastide en Val, France
Photos: Juergen Roehrscheid, Darmstadt, Germany www.roehrscheid-fotografie.de

Legal Note

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For more information: Contact.