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	<title>The Care Guys &#187; empathy</title>
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	<link>http://www.thecareguys.com</link>
	<description>Sharing Experiences on Caring Leadership</description>
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		<title>Excellence in Employer Branding: Awarded Top Employer &#8211; Again</title>
		<link>http://www.thecareguys.com/2011/09/15/excellence-in-employer-branding-awarded-top-employer-again/</link>
		<comments>http://www.thecareguys.com/2011/09/15/excellence-in-employer-branding-awarded-top-employer-again/#comments</comments>
		<pubDate>Thu, 15 Sep 2011 15:08:53 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Marketing]]></category>
		<category><![CDATA[attracting and binding engineers]]></category>
		<category><![CDATA[care for employees]]></category>
		<category><![CDATA[caring leadership]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Corporate Culture]]></category>
		<category><![CDATA[corporate identity]]></category>
		<category><![CDATA[credibility]]></category>
		<category><![CDATA[CRF]]></category>
		<category><![CDATA[culture change]]></category>
		<category><![CDATA[diagnostic interviews]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[employee engagement survey]]></category>
		<category><![CDATA[employee growth through employer branding]]></category>
		<category><![CDATA[employee statisfaction survey]]></category>
		<category><![CDATA[Employer Branding]]></category>
		<category><![CDATA[excellent HR structures and policies]]></category>
		<category><![CDATA[HR vision]]></category>
		<category><![CDATA[HR-strategy]]></category>
		<category><![CDATA[Key Performance Indicators]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[Leadership Modell]]></category>
		<category><![CDATA[Leadership scorecard]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[organisational change]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[performance management]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[Stephan Polomski]]></category>
		<category><![CDATA[Top Employer]]></category>
		<category><![CDATA[Top employer automotive]]></category>
		<category><![CDATA[Vision]]></category>
		<category><![CDATA[Xtronic]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=1877</guid>
		<description><![CDATA[After more than four years of consequent work, it is our strategic HR vision on the long run, which made us, the XTRONIC GmbH, successful again in attracting and binding engineers in the tight German labour market of engineers and technicians: “To be among Germany´s TOP 100 employers in our segment in 2015 by excelling [...]]]></description>
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		<slash:comments>2</slash:comments>
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		<item>
		<title>BCG´s Adaptive Leadership</title>
		<link>http://www.thecareguys.com/2011/07/05/bcg%c2%b4s-adaptive-leadership/</link>
		<comments>http://www.thecareguys.com/2011/07/05/bcg%c2%b4s-adaptive-leadership/#comments</comments>
		<pubDate>Tue, 05 Jul 2011 01:00:16 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Corporate Social Responsibility]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Adaptive Leadership]]></category>
		<category><![CDATA[Boston Consulting Group]]></category>
		<category><![CDATA[Carl Rogers]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[Daniel Goleman]]></category>
		<category><![CDATA[ecosystem]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[experimentation]]></category>
		<category><![CDATA[generation y]]></category>
		<category><![CDATA[leadership by command-and-control]]></category>
		<category><![CDATA[Peter Senge]]></category>
		<category><![CDATA[Richard Boyaztis]]></category>
		<category><![CDATA[self-directed learning]]></category>
		<category><![CDATA[Stephan Polomski]]></category>
		<category><![CDATA[strategic planning]]></category>
		<category><![CDATA[Thomas Gordon]]></category>
		<category><![CDATA[win-win-solution]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=1716</guid>
		<description><![CDATA[„How can leaders chart a course through a turbulent environment when they cannot predict the outcomes of their choices?“- Answer to this question find three protagonists of the Boston Consulting Group´s office in New York &#8211; Roselinde Torres, Martin Reeves and Claire Love – condensing it to the notion of Adaptive Leadership.
The model of Adaptive [...]]]></description>
		<wfw:commentRss>http://www.thecareguys.com/2011/07/05/bcg%c2%b4s-adaptive-leadership/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Experiencing Change Positively</title>
		<link>http://www.thecareguys.com/2010/11/21/experiencing-change-positively/</link>
		<comments>http://www.thecareguys.com/2010/11/21/experiencing-change-positively/#comments</comments>
		<pubDate>Sun, 21 Nov 2010 15:25:10 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[4 stakeholders approach]]></category>
		<category><![CDATA[acceptance]]></category>
		<category><![CDATA[adjustment]]></category>
		<category><![CDATA[Aristotle]]></category>
		<category><![CDATA[balance]]></category>
		<category><![CDATA[caring leadership]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[coach]]></category>
		<category><![CDATA[coaching]]></category>
		<category><![CDATA[common welfare]]></category>
		<category><![CDATA[congruence]]></category>
		<category><![CDATA[consulting]]></category>
		<category><![CDATA[crisis]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[dialogue]]></category>
		<category><![CDATA[dysfunction]]></category>
		<category><![CDATA[effectiveness]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[Engagement]]></category>
		<category><![CDATA[Erich Fromm]]></category>
		<category><![CDATA[facilitation]]></category>
		<category><![CDATA[freedom]]></category>
		<category><![CDATA[future-orientation]]></category>
		<category><![CDATA[Humanism]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[interpersonal resonance]]></category>
		<category><![CDATA[life quality]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[Organizational Change]]></category>
		<category><![CDATA[partnership]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[Peter Senge]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[profitability]]></category>
		<category><![CDATA[renewal]]></category>
		<category><![CDATA[Resonance]]></category>
		<category><![CDATA[self-balanced systems]]></category>
		<category><![CDATA[social community]]></category>
		<category><![CDATA[solution]]></category>
		<category><![CDATA[solution-orientation]]></category>
		<category><![CDATA[systemic thinking]]></category>
		<category><![CDATA[Talent]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=1319</guid>
		<description><![CDATA[For my work and approach how to deal with change as a manager and head of human resources I found a philosophy of five genuine principles. These principles are my personal working charter. They reflect how to make change a positive experience for employees and all other stakeholders, apart from demands for a tool kit [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Soft Values Drive Hard Results</title>
		<link>http://www.thecareguys.com/2010/10/14/soft-values-drive-hard-results/</link>
		<comments>http://www.thecareguys.com/2010/10/14/soft-values-drive-hard-results/#comments</comments>
		<pubDate>Thu, 14 Oct 2010 00:37:10 +0000</pubDate>
		<dc:creator>Heinz Landau</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[behavioural pattern]]></category>
		<category><![CDATA[company culture]]></category>
		<category><![CDATA[cultural misfit]]></category>
		<category><![CDATA[dignity]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[emotional quotient]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee]]></category>
		<category><![CDATA[eq]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[happiness]]></category>
		<category><![CDATA[hard results]]></category>
		<category><![CDATA[humanity]]></category>
		<category><![CDATA[interpersonal skills]]></category>
		<category><![CDATA[interpersonal strength]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[people manager]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[personal culture]]></category>
		<category><![CDATA[personality test]]></category>
		<category><![CDATA[recruitment process]]></category>
		<category><![CDATA[respect]]></category>
		<category><![CDATA[self-aware]]></category>
		<category><![CDATA[self-aware leader]]></category>
		<category><![CDATA[self-awareness]]></category>
		<category><![CDATA[Soft skills]]></category>
		<category><![CDATA[soft values]]></category>
		<category><![CDATA[strength]]></category>
		<category><![CDATA[technical competence]]></category>
		<category><![CDATA[weakness]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=1245</guid>
		<description><![CDATA[Leaders who possess strong soft skills perform better at driving hard results while executives with weak interpersonal skills were rated poorly on their ability to deliver good financial results, especially over time, and received predictably poor ratings as people managers. These are key findings from a study by U.S. organizational consulting firm Green Peak Partners [...]]]></description>
		<wfw:commentRss>http://www.thecareguys.com/2010/10/14/soft-values-drive-hard-results/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Make It Work: Employer Branding IV &#8211; Retain Them!</title>
		<link>http://www.thecareguys.com/2010/03/08/make-it-work-employer-branding-iv-retain-them/</link>
		<comments>http://www.thecareguys.com/2010/03/08/make-it-work-employer-branding-iv-retain-them/#comments</comments>
		<pubDate>Mon, 08 Mar 2010 06:33:18 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Marketing]]></category>
		<category><![CDATA[acceptance]]></category>
		<category><![CDATA[balance]]></category>
		<category><![CDATA[belonging]]></category>
		<category><![CDATA[caring]]></category>
		<category><![CDATA[contact]]></category>
		<category><![CDATA[Democracy]]></category>
		<category><![CDATA[Diversity]]></category>
		<category><![CDATA[emotional intelligence]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee loyalty]]></category>
		<category><![CDATA[Employee Retention]]></category>
		<category><![CDATA[Employer Brand Strategy]]></category>
		<category><![CDATA[Employer Branding]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[moment of excellence]]></category>
		<category><![CDATA[positive emotions]]></category>
		<category><![CDATA[pride]]></category>
		<category><![CDATA[Resonance]]></category>
		<category><![CDATA[respect]]></category>
		<category><![CDATA[Tolerance]]></category>
		<category><![CDATA[top talent]]></category>
		<category><![CDATA[trust]]></category>
		<category><![CDATA[war of talent]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=618</guid>
		<description><![CDATA[What are you doing to retain those who are the best fitting people in your various business contexts? Those who are most promising with their potentials aligning to your strategy? After having identified them, how do you deal with various target groups, age groups, potential segments, and career paths? How do you do that in [...]]]></description>
		<wfw:commentRss>http://www.thecareguys.com/2010/03/08/make-it-work-employer-branding-iv-retain-them/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>How to Care after Downsizing II</title>
		<link>http://www.thecareguys.com/2009/12/11/how-to-care-after-downsizing-ii/</link>
		<comments>http://www.thecareguys.com/2009/12/11/how-to-care-after-downsizing-ii/#comments</comments>
		<pubDate>Fri, 11 Dec 2009 18:46:11 +0000</pubDate>
		<dc:creator>Stephan Polomski</dc:creator>
				<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[care for employees]]></category>
		<category><![CDATA[caring leadership]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[comfort zone]]></category>
		<category><![CDATA[Corporate Culture]]></category>
		<category><![CDATA[creativity]]></category>
		<category><![CDATA[downsizing]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[employee needs]]></category>
		<category><![CDATA[Employer Branding]]></category>
		<category><![CDATA[empowerment]]></category>
		<category><![CDATA[freedom]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[loyalty]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[self-awareness]]></category>
		<category><![CDATA[self-esteem]]></category>
		<category><![CDATA[self-realization]]></category>
		<category><![CDATA[self-responsiblity]]></category>

		<guid isPermaLink="false">http://www.thecareguys.com/?p=419</guid>
		<description><![CDATA[Two weeks ago, I said in part one of this blog, before establishing a new balance within a downsized organization or healing it a change of attitude of both, managers and employees, is necessary. This attitude should welcome a structural framework shaped by ambiguity and temporariness.
How to achieve a change in attitude?
We have to convey [...]]]></description>
		<wfw:commentRss>http://www.thecareguys.com/2009/12/11/how-to-care-after-downsizing-ii/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
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