Our team and research fellows closely monitor the latest insights, surveys, and publications on talent development and learning. In addition, we continually communicate with leading experts, universities, and other scientific institutes. We initiate research projects and run a lab to test and optimize our ideas and concepts. We are also involved in the development of technological solutions for learning and talent development.
Our specific fields of interest include learning and performance, leadership and talent development for the digital age, habit change, new learning technologies, narrative theory (storytelling) for learning and leading, ”the art of learning”, and the use of coaching, mentoring, and facilitation in everyday management.
Here are some of the questions that inspire us: How can companies optimally leverage their most important asset: their people? How can we foster motivation and engagement in different work environments, e.g. remote, intercultural, or in fast-growing companies? How can companies help their people develop a digital and entrepreneurial mindset? How can organizations design more customized and long-lasting talent development programs? Exploring the broad field of talent development, what can we learn from art and architecture? After all, how can we help people become the best they can be?
When our research and results lead us to discover new talent development solutions or business models that have market potential beyond our own programs, we further develop these in cooperation with partners or license them.
Talent by Design
One of our main research projects in the past few years has been to make Design Thinking fruitful for talent development. We have condensed our findings in our Designing Talent program. One of its core elements is a simple yet highly effective process we call “ACE“. It follows the Design Thinking approach and can be used to solve all kinds of personal and team challenges and problems.
Talent in Times of Transformation
How can you lead and develop your people in times of transformation? How can you align “digital talent development” with your business strategy? How can you help create a “digital mindset” throughout your organization? The World Economic Forum estimates that digitization could deliver $100 trillion in value to global businesses within the next ten years. How can your business gain a share of this? According to the Harvard Business Review, “success in the digital age lies not in the efficiency of technology, but in the dexterity and adaptability of the people who wield it.” (HBR, 09/2015). To help individuals and organizations bring out the best in themselves in times of transformation has been a main focus of our work for many years.
This research project, in which we sponsor researchers and young academics, looks at the interplay of architecture and talent development. How do our spatial surroundings influence learning? How can we design and interpret space to foster talent development?
From the architecture of universities and colleges to the setup of classrooms to the design of personal learning environments: what do research and literature tell us about it? What do leading architects in the field think? What is it we can do to optimally 'build talent‘?
The art of learning
Whether it´s Raffael´s Accademia, Rodin's Thinker, or Cézanne´s Still Life, our 'art of learning' project looks at how artists have depicted learning or "heureka moments." What does that tell us about talent development? How has the art of learning changed over time? Does probably the 'learning lie in the eye of the beholder'? If so, who is the learner, who is the teacher? Is maybe art itself a 'talent developer‘? Is learning art and art learning? We want to extend the scope of talent development and learning to and through art and explore the common foundation of creativity, curiosity, and excellence.
Our Research Areas
How can we make efficient problem solving and learning a habit? Talent comes, talent goes. What you really want is talent development to become a core company competency and make learning sustainable. We see this a lot: Turning this learning and problem-solving approach into a habit across the entire organization will generate a growth mindset.
How can we offer books, scripts, or other content tailored to the specific needs of their readers?
In terms of books, this seems to be a difficult undertaking. They are (mostly) identical for the readers, and they often contain information that is not as relevant for some as it is for others. What is more, they can hardly consider the preferred learning goal or method of knowledge reception of all their readers. The ways in which people gather information differ immensely, as they have varying interests and application areas. Do the readers prefer details or are they rather interested in the bigger picture? Do they prefer text, numbers, or images? Is the way they read a book (from one page to the next) the most practical? Wouldn´t it make much more sense to read, for example, in the form of mind maps?
You and your Story
What will your story be?
By now it is common knowledge that stories have great meaning for people´s lives. But why? What exactly are stories? If they really happen to be so important, how can we benefit from stories? How can we specifically use stories in presentations or in everyday management? Thoughts and theories extend far beyond “storytelling for sales purposes”. In fact, we cannot overestimate the meaning of stories. At AUTORIS we particularly focus on and value these insights in our everyday research and teaching activities.
People and Performance
When you buy a company it is common practice to go through a due diligence process. This primarily involves legal and business-related aspects. Mostly, the “talent factor," i.e. the importance of the firm´s (especially leading) employees, is not taken into account. What are the possibilities to put a stronger focus on the “people part” in the future? What tools could be used successfully? How can we apply our insights directly?
Autoris. Learning for you.