Beyond Leadership

Jaka Gornik je obiskoval Univerzo v Ljubljani kot študent in kasneje kot občasni predavatelj na področju upravljanja dogodkov in poslovne etike. Med svojo kariero je njegovo podjetje prejelo veliko mednarodnih nagrad za izjemne dosežke v industriji dogodkov.   Jaka je tudi ustanovitelj enega najbolj cenjenih butičnih agencij za organizacijo dogodkov v Adriatik regiji. Več kot dve desetletji se je globoko vključeval v event industrijo skozi podjetje FM Agencija in njegove stranke ga opisujejo kot zelo kreativnega in strastnega človeka, ki vedno išče nove stvari, hkrati pa je zanesljiv in dosega želene KPI-je.   Jaka Gornik je ustanovitelj in CEO podjetja Confiva Global, ki pomaga podjetjem ustvarjati dodatni dohodek s pomočjo virtualnih dogodkov. Gre za professionalno event platformo za online & hybrid dogodke. Glede na svoje izkušnje kot mentor in cenjeni predavatelj, se trudi prenašati vse znanje, ki ga je pridobil s svojimi dolgoletnimi izkušnjami.   Zelo močno verjame v globalizacijo z lokalnim pridihom in tudi poskuša povezovati event industrijo s tehnologijo, kjer so rezultat okolju prijazni in trajnostni dogodki.   Jaka Gornik je bil tudi profesionalni DJ pod imenom DJ Shark. Naj citat: Change is the nature of live but challenge is the future of life. So challenge the changes. Never change the challenges… Naj knjiga: Sell like crazy (Sabry Suby) – poslovna. Za knjigo v prostem času nisem že dolgo imel časa Naj serija: Lupin, Dirty money, Skandal! Hobiji: BJJ, košarka, tenis Najljubša hrana: Sushi, vzhodnjaška kuhinja Najljubši podjetnik: domači je moj oče (ker me je naučil razmišljati in hkrati ohranjati ključne vrednote, ki danes še kako primanjkujejo v podjetništvu. Tuji je Steve Jobs Naj app – NBA, Udemy Zaključni nauki: ·      Bodite zvesti sami sebi ·      Ne obupajte ·      Vse kar delate, delajte s strastjo in nikoli ne boste več hodili v službo!

To better understand the leadership challenges and development opportunities facing high-potential employees, researchers analysed more than 3,000 applications to Harvard Business School’s High Potentials Leadership Program over a nearly 20-year period. The high-potentials themselves identified five consistent leadership challenges: leading teams, leading change, leadership style, leading at scale, and driving business results, and their sponsors identified six areas of development: strategic management, emotional intelligence, communication, leading at scale, leading teams, and relationship management. One of your core responsibilities as a manager is to develop the next generation of leaders. How can you help your superstar employees fulfill their potential? Here are three strategies. 1.     Measure their progress against key leadership competencies. These include team management, relationship building, and communication. Identify where your high potentials are already strong and where they can continue to grow. 2.     Help them boost their emotional intelligence. Specifically, focus on their self-awareness and empathy. Self-awareness can be learned through feedback and assessments, and empathy can be developed by focusing on inquiry, practicing active listening, and acknowledging different perspectives. 3.     Encourage a learning mindset. Becoming a leader requires growth beyond technical expertise. Encourage development of contextual intelligence: the ability to understand and operate in multiple contexts and adapt one’s style and approach accordingly. This means nudging high potentials to work and learn outside of their comfort zone. While high potentials have been recognized for their results-orientation and work ethic, the next step in their leadership journey will depend on their ability to work with and through others. That success will come from a heightened focus on emotional intelligence, communication, and relationship management. To ensure the success of their high potentials, managers and organizations must provide coaching, developmental support, and stretch opportunities, and high potentials must embrace them with an open and learning-oriented mindset. Do you work with your superstars? Have you identified your superstars in the company? Mayo, J. A. (2023, March). How to Help Superstar Employees Fulfill Their Potential. Harvard Business Review.

Od konca srednje šole naprej sem podjetnik, soustanovil in zgradil sem podjetje, ki danes kotira na milanski borzi (dane se imenuje DHH), v Sloveniji je znano pod blagovnimi znamkami Domenca in Domovanje. Zadnjih šest let sem del CEED ekipe, to je moj mission-fit, verjemem da so mala in srednja podjetja steber vsake družbe (v Sloveniji plačajo več kot 80% računov države), obenem pa so podjetniki zapostavljeni iz strani države in vseh državljanov. Podjetništvo podpiram skozi skupnost CEED, sem tudi član metodološke komisije Gazela in sodelujem v vseh pobudah, ki so za dobro podjetnikov. Moja strast je podpora podjetništva mladih (od srednje šole naprej), sem mentor v organizaciji JA Slovenia (del JA Worldwide - letno delajo s preko 6mio otroci, nominirani so tudi za nobelovo nagrado za mir) in velike načrte imam narediti kaj več za razvoj bodočih podjetnikov. Moj glavni fokus in veselje v življenju je družina. Sem poročen in imam dva fantka, stara 9 in 11 let. Fun facti: sem "geek", LEGO fan, Naj quote: Vsi bi šli v nebesa, samo nobeden ne bi umrl za to Naj knjiga: Vojna in mir (ravno jo zaključujem, že petič) Naj serija: ne gledam televizije / serij, če moram izbrati pa "Drive to survive" (redno spremljam F1) Hobiji: ves čas nekaj novega, nimam samo enega/dolgoročnega. Stalno pa DIY (dela po hiši), LEGO-skupaj z otroci, kuhanje, branje Najljubša hrana: jem vse razen pomfrija; Najljubši podjetnik: domači-vsak ki je začel podjetje in ga zgradil, preveč da bi izpostavil enega. Tuji: Joe Hogan. Naj app: iOS-Airplane mode :) Nauki za naše poslušalce: ·      Ni bližnjic v življenju / no free lunch. ·      Vztrajnost je bolj važna kot genialnost. ·      Pogum, zlasti ko gre vse narobe.

While the emotional work you do as a leader may go unrecognized and undervalued, it is more vital than ever in today’s work world. Being a leader demands emotional labour, giving positive, supportive energy to the people who depend on you each day. But what happens when there’s a conflict between how you really feel and the emo­tions you’re expected to project to your team? How can you walk this authenticity tightrope? Here are a few techniques to try. ·      Do an emotional audit. Ask yourself: What exactly am I feeling? Where do I feel it in my body? What’s causing me to feel this way? How is this feeling different from what's expected of me? Mindfully reflecting on your feelings will help you build emotional intelligence and self-awareness—two key traits of good leaders. ·      Reappraise the situation. To authentically tap into the positive feelings you’re expected to display, focus on finding legitimate reasons to feel those emotions. If you’re able to locate those reasons, you won’t need to fake the feelings. ·      Focus on the big picture. Take a step back and reflect on why your work matters. What impact does it have on your team, customers, or broader community? Focusing on the people who benefit from your work can be energizing for both you and your team. ·      Take time to reconnect and replenish. Seek out support and be kind to yourself. Connect with people to whom you can express your unfiltered thoughts and feelings—whether it’s your partner, a therapist, or trusted peers. Engaging in activities that enable you to relax and recharge, such as meditation, journaling, art, or nature walks, can also reduce the toll of emotional labour. While the emotional work you do as a leader may go unrecognized and undervalued, it is more vital than ever in today’s work world. This labor is often a selfless and prosocial act, allowing you to care for and positively impact others even when you’re not feeling it. However, it should not come at your personal expense. Do you ask for help when needed? Have you ever had an experience where your feeling overcame you? Denham Smith, D. (2023, January). When Your Feelings Conflict with Your Leadership Role. Harvard Business Review.

Robert Klun je leta 1999 diplomiral na univerzi za arhitekturo in oblikovanje v Ljubljani. Med študijem je sodeloval z več vplivnimi profesorji kot P. Mc Keith iz Helsinkov, P. Gabrijelčič iz Ljubljane, prof. B. Podrecca z Dunaja in za svoje delo prejel več študentskih arhitekturnih nagrad. Po diplomi na Fakulteti za Arhitekturo, leta 2000, se je Robert pridružil družinskemu podjetju za proizvodnjo oblazinjenja KLUN AMBIENTI, ki je imelo v tistem času tri zaposlene. Danes ima Klun ambienti 12 zaposlenih in kreativen, lasten kataloški program KLUN design izdelkov, ki so vplivali na smeri oblikovanja in ozaveščenost s trajnostjo in kvaliteto v regiji. Področje delovanje je tako v Sloveniji, Srbiji na Hrvaškem, kot Europi in Bližnjem Vzhodu. KLUN AMBIENTI je vodilno podjetje na področju raziskav in razvoja s področja oblikovanja oblazinjenega pohištva in notranje opreme s programom preko 45 kataloških design linij. Robert Klun je bil leta 2006 izvoljen za predsednika Društva oblikovalskega Slovenije.  Med poklicnimi delovnimi izkušnjami je bil povabljen v regijska združenja za razvoj in gospodarstvo: IDCO - Gospodarska zbornica leta 2003, CEED Slovenija leta 2008, ULUPUDS -srbska arhitekturna in oblikovalska organizacija leta 2012. Leta 2012 je ustanovil konzorcij pod okriljem arhitekturnega, oblikovalskega in inženiring studia MAGNET DESIGN, ki ima danes 8 arhitektov. Leta 2011 je bil soustanovitel razvojnega centra RC31. Robert deluje kot arhitekt, oblikovalec, investitor, podjetnik na področju nepremičnin, urbanizma, arhitekturnih, oblikovalskih in razvojnih projektov. Njegovo notranje oblikovanje in arhitekturna dela potekajo izven evropskih meja, njegova ekipa pa oblikuje projekte v regiji GCC. MAGNET DESIGN je uspešno zaključil projekte kot: Canary Hills Compound v Saudski Arabiji, Marriot Hotel v Rijadu, Starwood Aloft v Rijadu in Dhahranu, Vile Todorovič v Beogradu, več Vil v Sloveniji, ekološko, leseno naselje Terme Topolšica 29 apart vil,... Posebnost dela, ki ga usmerja v prihodnost, je povdarek na zdravem in kvalitetnem bivanju, ki ga omogočajo objekti in ambienti, ki jih Robert Klun kreira. V letu 2020 je pričel z lastno ekipo razvijati “virtualni svet – WE ARE”. Vseskozi deluje kot predavatelj in mentor študentom, tako na Fakulteti za Design, Fakulteti za Arhitekturo v Ljubljani, na strokovnih posvetih v Beogradu, Ljubljani, Dubaju. V začetku leta 2019 je njegov arhitekturni studio zmagal na razpisu za idejno zasnovo slovenskega paviljona na EXPO 2020 Dubai, za kar je prejel več mednarodnih nagrad za trajnostno arhitekturo (BIG SEE, Going Green Global, Architectural AWARD Los Angeles) Fun facti: Naj quote: “Narava je naboljši oblikovalec, žensko telo perfekcija designa. Arhitekti se lahko samo približamo tako popolnim kreacijam.” Robert Klun Naj knjiga: Sence v raju, Erich Maria Remarque Naj serija: Dejansko gledam bolj filme, a iz preteklosti “Bolji Zivot”, “odpisani”… Hobiji: Golf, potovanja- raziskovanja, gledalisce, fotografija, smucanje, surfanje. Najljubša hrana: Sushi / morska / domaca kuhinja Najljubši podjetnik: Elon musk Naj app: What’s app Nauki za poslušalce: - Bodi dober človek, skrbi za sodelavce, družino, prijatelje, poslovne partnerje, gojiti moraš odnos, - trudi se biti drugačen, kar ne pomeni nič drugega, kot bodi to kar si (rodiš se uniqum, z leti postajaš kopija drugih…temu se ogni), - Vzemi si čas za sebe, če si sam zdrav, srečen… bo tudi okolica, na to ne smeš pozabiti.

Most people have a never-ending mountain of work to get through and would likely feel immense relief if their workload were in some way lessened. Reluctance to ask for help when we need it can keep us bogged down in more work than is necessary and ultimately lead to burnout. Whether you’re afraid of seeming needy or incompetent, or you just don’t trust others to help you, here are some strategies to help you reach out for assistance when you really need it. How to shift your thinking about asking for help: · Identify and unpack your limiting beliefs. Ask yourself: What am I afraid will happen if I ask for help? These fears are likely emotional, not rational. Reflect on what’s underlying them. · Try small experiments.  Make small behavior changes to see the impact on how you feel and the response you get from others. It can be as simple as asking, “Can I brainstorm with you for five minutes?” or “Would you be willing to take a look at my client proposal and share your feedback with me?” · Be open. Let trusted colleagues know that you’re working on getting better at asking for help. Being up front will make it easier for you to actually do it when the time comes. It will also prime them to be more receptive to these requests, reinforcing your help-seeking behavior and reducing your reluctance to reach out for support. Overcoming your reluctance to asking for help requires ongoing practice, reflection, and integration of new mindsets. By unlearning old, unproductive patterns that prevent you from reaching out for assistance when you really need it and relearning new ways of operating, you will feel more supported and less overwhelmed at work. Do you ask for help when needed? Have you ever focused on helping your coworkers, friends, and family? Zucker, R. (2022, December). How to Get Better at Asking for Help at Work. Harvard Business Review.

Bogdan Pevec je diplomiral na Ekonomski fakulteti Univerze v Ljubljani na poslovni smeri Računovodstvo in revizija. Za diplomsko delo je prejel Prešernovo nagrado Univerze v Ljubljani. Študij je nato nadaljeval na poslovni šoli v Londonu, kjer je magistriral in pridobil naziv MBA. Po pridobitvi magistrskega naziva je izobraževanje nadaljeval s specializiranim študijem projektnega managementa na univerzi Stanford v ZDA, ki ga je zaključil s pridobitvijo akreditacije Stanford Certified Project Manager (SCPM). Pri 22 letih je postal štipendist računovodskega servisa Konto d.o.o. v Ljubljani, v katerem je kot študent delal celotno obdobje študija na Ekonomski fakulteti, prav tako se je po zaključku dodiplomskega študija leta 2007 v njem tudi zaposlil. Kmalu po zaposlitvi je prevzel vodenje svoje ekipe računovodij in davčnih svetovalcev. Pri 27 letih je stopil na podjetniško pot ter ustanovil podjetje Novec d.o.o., v katerem je bil razpet med nudenjem računovodskih in svetovalnih storitev mladim start-up podjetjem na eni strani, ter vodenjem večjih projektov prestrukturiranja srednje velikih družb na drugi. Prvi večji projekt je bila reorganizacija podjetja Velana d.d. ter priprava družbe na prodajo. Za tem je sledil daljši tri-letni projekt prestrukturiranja družb Skupine Marles, kjer je bilo potrebno prenoviti prodajni program, cenovno politiko ter velik del poslovnih procesov. Po uspešno zaključenem projektu se je leta 2016 zaposlil v družbi Litostroj Power d.o.o., kjer je v začetku razvil in vzpostavil službo projektnega kontrolinga, v roku enega leta pa je postal Direktor razvoja poslovnega sistema, kjer je vodil reorganizacijo celotne IT infrastrukture družbe. Poleg te funkcije je intenzivno sodeloval pri postavitvi nove tovarne v Turčiji, kjer je vzpostavil celotno računovodsko-finančno službo ter vodil projekt postavitve novega programa SAP S4Hana. Za to implementacijo SAP-a je nato leta 2019 njegova šest-članska ekipa od SAP Central&Eastern Europe prejela nagrado SAP Quality Award v kategoriji inovacijskih rešitev. Po uspešnem zagonu tovarne v Turčiji se je v drugi polovici leta 2019 prezaposlil v mlado in hitrorastoče e-commerce podjetje HS PLUS d.o.o., kjer sedaj opravlja funkcijo finančnega in operativnega direktorja. Naj quote: · Everyone you will ever meet knows something you don’t (Bill Nye) · The measure of intelligence is the ability to change (A. Einstein) Naj knjiga: · William Glaser: Choice Theory · Lou Gerstner: Who Says Elephants Can't Dance Naj serija: House of Cards / Suits Hobiji: · Samohipnoza · Kolesarstvo - gravel biking · Športno streljanje Najljubša hrana: Vse kar je dobro :) ampak z dobrim Steak-om me pa vedno kupiš Najljubši podjetnik: Jeff Bezos Naj app: Todoist https://todoist.com/home - to je app za organizacijo taskov - moj celoten delovni dan temelji na tej aplikaciji, kjer organiziram prioritete in tipe nalog. Usklajena je z google koledarjem, tako da koledar uporabljamo samo za sklicevanje zunanjih sestankov in za privatne zadeve Nauki za naše poslušalce: · Vsako jutro ko prideš v službo svoja prepričanja in ego pusti pred vrati. Čeprav si top manager ti je dovoljeno reči ne vem, ne razumem, · Ne moreš vodit in sprejemati odločitev, če ne poznaš svojih procesov in ljudi (ekipe), · Vsi poznamo eno znano frazo iz filma The Godfather “It's not personal. It's just business”. Z leti pa se naučič da je popolnoma vse personal in če hočeš delovati dobronamerno in živet mirno sam s sabo to upoštevaš v vseh odnosih - poslovnih in privatnih

In the age of knowledge, ideas are the foundation of success in almost every field. You can have the greatest idea in the world, but if you can’t persuade anyone else to follow your vision, your influence and impact will be greatly diminished. That is why, transformational leaders are exceptional communicators. In this article, the author outlines four communication strategies to help motivate and inspire your team: ·      Use simple language to write about complex things. Long, complicated sentences make written ideas hard to understand because they demand more concentration. You’ll win more supporters if you replace long words and sentences with shorter, more straightforward ones. ·      Choose sticky metaphors. When you introduce a new or abstract idea, your audience will search for something they recognize to help them make sense of it. A metaphor is a powerful tool that compares or equates a new, abstract idea to a familiar image or concept. ·      Humanize data. Slide decks with statistics and charts are helpful, but limited. The trick to making any data point interesting is to humanize it by placing the number in perspective. Any time you introduce numbers, take the extra step to make them engaging, memorable, and, ultimately, persuasive. ·      Emphasize your mission. Shine a spotlight on your company’s purpose across communication channels: meetings, memos, emails, presentations, social media, and marketing material. If your mission stands for something, then stand up for it. Transformational leaders overcommunicate. They repeat the mission so often, it becomes a mantra. A mantra is a statement or slogan that builds in strength as it’s repeated. Overcommunication fuels its impact. Your mission should take center stage. Shine a spotlight on your company’s purpose across communication channels: memos, emails, presentations, social media, and marketing material. Do you overcommunicate? Have you ever focused on communication? Gallo, C. (2022, November). How Great Leaders Communicate. Harvard Business Review.

Marin je izvršni direktor in soustanovitelj podjetja AutoBrief. Mlada in inovativna platforma SaaS, ki se osredotoča na izgradnjo profitabilnega ekosistema za svoje deležnike. Z ustvarjanjem vrednosti za deležnike, optimizacijo poslovanja in upravljanja storitev mobilnosti AutoBrief digitalizira proces dobave, upravljanja in prodaje ter si prizadeva doseči večjo poslovno uspešnost in dodano vrednost za svoje deležnike. Marin prinaša strokovno znanje, široko tržno analizo, ustvarjanje vrednosti in znanje za izdelavo prototipov izdelkov z ugotavljanjem bolečin in koristi ciljnih deležnikov s ciljem zagotavljanja izvedljivih rešitev. Preden je leta 2020 prevzel to vlogo, je deloval kot izvršni direktor in solastnik največje platforme za primerjavo cen v JV Evropi, ki je bila leta 2018 prodana družbi Rockaway Capital. V tej vlogi je uspešno usklajeval oddelke, vstopal na nove trge in hkrati maksimiziral produktivnost ekipe. Z uspešnim prodiranjem na trg in monetizacijo sta Ceneje.si, Jeftinije.hr postala vodilna na trgu. Svoje izkušnje je še nadgradil s poslovnim razvojem in tržnim pozicioniranjem izdelkov, kot so Intelligence Dashboard, Legal check ter blagovnih znamk Shopper`s mind in Certified Shop. Leta 2011 je Marin organiziral in izvedel prvi dogodek v regiji Ecommerce Day, ki je danes postal ena najbolj prepoznavnih blagovnih znamk in avtoriteta na področju elektronskega poslovanja. Kot vrhunski strokovnjak in diplomat je vzpostavil in vodil tudi partnerstvo z evropsko agencijo EMOTA v skladu s projektom Certified Shop. Z integriteto, sposobnostjo (trans)oblikovanja ekip, ne da bi jim odvzel individualnost, omogoča ekipam, da prispevajo na svoje edinstvene načine, namesto da bi čutil potrebo po mikroupravljanju pri njihovem delu. Usmerjen k ciljem in zmožen motivirati druge, da se osredotočijo na cilje in jih dosežejo s premagovanjem težav, je edinstven poslovni in vodstveni profil, ki ga še nadgrajuje s svojo odprtostjo, "can do attitude", radovednostjo, pozitivno naravo in disciplino. Fun facti: · Poletja preživljal na čezocenkah z mornarji · imel neptunov krst na ekvatorju · spil prvo alkoholno pijačo -. pivo v Panamskem prekopu pri 12h z Ameriškim pilotom · začel kot "trener" pri 15h..delal par poletij 3 službe (3 izmene...) · imam nickname malimarinko..do drugega srednje sem bil 1m55cm... · od kar smo se preselili v Ljubljano, me v "podjetniških" krogih poznajo po žarenju :) · Kot trener sem imel 379 individualnih strank (od 1997 do 2018)

Clearing our inboxes, clearing our Slack messages, or managing our to-do lists, and preparing an agenda can make us feel like we’ve accomplished something. And when we go through our detailed, bulleted agendas with our colleagues before or during a meeting, it sure feels like productivity is happening. But research shows that these feelings may in fact be leading us into the trap of agenda theater: We sink time and effort into agendas that create the appearance of effective meetings, without actually improving how meetings are run. And you might assume that detailed agendas will improve your meetings, they can lead to a false sense of accomplishment. Instead of spending a lot of time and effort on the process for your meeting, think about what outcomes you want to achieve. ·      Start with the why. What’s the specific purpose of this meeting? What do you hope to accomplish? ·      Move on to the what. What topics, themes, and information do you need to cover? What questions do you need answered? List them out. ·      Consider the who. Once you know why you’re meeting and what you hope to talk about, you can determine who needs to be there—and who doesn’t. ·      Don’t overthink the how. Some goals benefit from structured, facilitated conversations. Other times, free-form conversations are sufficient. Don’t be afraid to figure out a structure in real time based on how the conversation naturally flows. ·      Beware the when. It’s tempting to put time limits on everything: 10 minutes for the first topic, five minutes for the second, and so on. But it can be difficult to stick to these schedules. Instead of sharing a rigid timeline with the group, estimate how long you think things will take and use that as your own personal guide to move things along. Instead of locking down an in-depth agenda for every meeting on your calendar, just make sure you know why you’re meeting in the first place. As long as you have a clear, outcome-oriented goal for the conversation, the rest will follow. Do you practice preparing an agenda for every meeting? Have you ever been caught in agenda theater? Willias, A, Feldman, D., and Wisniewski, D. (2022, October). Is Agenda Theater Ruining Your Meetings? Harvard Business Review.

Melanie has over 17 years of experience in management consulting with primary industry focus on Consumer products & Retail industry, and People & Organization functional topics in the CEMA & WESA regions. She is leading the BCG Consumer Goods and People practices in CEE. Melanie is involved in different professional associations. She has been a member of the Supervisory Board of Managers’ Association of Slovenia since 2008 and held the position of the President of the Women’s Manager Association at the Managers’ Association of Slovenia from 2014 to 2020. She was also the President of the Slovene IEDC Alumni club from 2013 to April 2020. Melanie is a recipient of the 2019 Artemida Award presented by the Manager’s Association of Slovenia, the highest Slovenian award for women in business. In February 2020, Melanie was also awarded “Exceptional Woman of Excellence” by Women Economic Forum in Ljubljana. In 2012, Melanie was also a recipient of the IEDC Alumni Achievement Award. The Award recognizes the outstanding career, leadership, innovation, and social achievements of up to five remarkable individuals among IEDC alumni community. Melanie studied economics and holds an MBA degree of IEDC Bled School of Management. Favorite quote: M. Gandhi: Be the change that you wish to see in the world. Favorite book: The Little Prince Favorite TV series: The Crown Favorite food: I am a real foody, so I cannot pick up just one meal. Favorite entrepreneur: I have many entrepreneurs and CEO’s that I admire and had the chance to work with – but would not name just one. Favorite app: Duolingo Final advice for our listeners: ·      ”Red, rad i disciplina”, “Bbeing organized, hardworking and disciplined.”

Petra Juvančič je od junija 2020 izvršna direktorica Združenja Manager, pred tem je v zavarovalnici Vzajemna več mandatov kot direktorica vodila odnose z javnostmi. Aktivno je delovala tudi v Slovenskem zavarovalnem združenju, kjer je vodila Odbor za osveščanje potrošnikov in komuniciranje. Kot poznavalka zdravstvenih sistemov je sodelovala tudi v ameriški gospodarski zbornici AmCham, kjer je bila članica Komisije za zdravstvo in kakovost bivanja. Je izkušena organizatorka in voditeljica strokovnih konferenc, okroglih miz in posvetov. Leta 2018 je prejela mednarodno nagrado ProPR Award. V združenju povezujejo več kot 1.200 slovenskih menedžerjev in menedžerk in že tri desetletja spodbujajo razvoj menedžerskega poklica v Sloveniji. Naj quote: »Great minds discuss ideas, average minds discuss events, small minds discuss people.« Eleanor Roosevelt Naj knjiga: Vojna in mir, Lev Nikolajevič Tolstoj Naj serija: Friends, Sopranovi, Zahodno krilo Hobiji: Kuhanje, tek, joga, knjige Najljubša hrana: Surovi škampi Najljubši podjetnik: Elon Musk, Ivo Boscarol, Luisa Spagnoli, Aenne Burda Naj app: TuneIn Radio Zaključni nauki: ·      Pogum (upaj si), ·      Vztrajnost (nikoli ne obupaj), ·      Jutri je nov dan (zaupaj).

While listening is an essential skill for anyone in the workplace, the art of asking questions is equally, if not more, important. Smartly framed inquiries will help you clarify your work tasks, deliver better results, and mitigate unforeseen risks. In addition, by asking we learn more about hidden opportunities, get to know people and connect on a deeper level. Here are three key characteristics of great questions and how to put them into practice. · They demonstrate that you’re thoroughly prepared for a conversation. Whatever you are asking about, be sure to convey to your client, colleague, or manager that you’ve done your homework. · They illustrate the expertise you bring to the table — without showing it off. You can casually reference past work or skills related to the question you plan to pose. You might say, “From my past experience doing A, B, and C, I have learned X, Y, and Z…now it makes me wonder [insert question].” · They invite others to challenge their existing beliefs. If your question simply reinforces what your conversation partner already knows or thinks, it's not worth their time. Instead, ask questions that introduce potentially new solutions and ideas and help uncover new opportunities for you and your clients or colleagues. Many of us find ourselves worrying more about saying the right thing in a conversation, as opposed to asking the right question. Personal development and growth begin when you demonstrate curiosity by asking questions. Asking great questions can propel your career to remarkable height and the best way to learn this, is to practice. Do you practice asking the right questions? Have you ever just listened? Besieux, T. (2022, May). The Art of Asking Great Questions. Harvard Business Review.

Simon Kolenc je finančnik, revizor, predavatelj, svetovalec in podjetnik. V študentskih časih je delal kot predavatelj na računalniških tečajih v B2 d.o.o. in se ukvarjal z borzo. Po diplomi na EF pa je pričel kariero v mednarodni družbi EY kot revizor in svetovalec različnim podjetjem in finančnim institucijam. Kot strokovnjak na področju Slovenskih in Mednarodnih računovodskih standardov z licencama združenj ACCA in CFA je sodeloval z nadzornimi in strokovnimi organi pri pripravi pravil in zakonov. V gospodarstvu je nadaljeval kot direktor financ v Prvi osebni zavarovalnici nato pa je začel samostojno svetovalno in predavateljsko pot. Poleg tega se pojavlja kot član nadzornih svetov in zunanji strokovni član revizijskih komisij različnih družb. Zadnjih nekaj let se ukvarja z digitalizacijo računov na prodajnih mestih. Je soustanovitelj in direktor družbe Fin4Green, ki je razvila aplikacijo noprintZ za prejem digitalnih računov na prodajnih mestih (POS). Hkrati se v njej lahko shranjuje garancije, “ne digitalne” račune in kartice zvestobe ter spremlja porabo. Aplikacija je že povezana s sodobnim načinom takojšnjih plačil v Sloveniji (FLIK), kjer je proces avtomatičen. Kmalu pa sledijo še dodatne funkcionalnosti, saj želi, da bi bila to ena aplikacija, ki jo uporabniki potrebujejo pri in po nakupih (vse na enem mestu). Fun fact: z ženo sva si vzela karierni predah in odšla na 15 mesečno potovanje okoli sveta Naziv: Kolenc Simon, FCCA, CFA Naj quote: »Na koncu je bilo še vedno vse dobro.« Naj knjiga: Spopad civilizacij, Samuel P. Huntington Naj serija: Suits Hobiji: potovanja, hoja v hribe, plezanje, kolesarjenje, smučanje, meditacija Najljubša hrana: italijanska pašta in slovenske jedi na žlico Najljubši podjetnik: Richard Branson Naj app - če ne smem reči noprintZ je potem CURVE Nauki za naše poslušalce: ·      Ne zgubljaj časa z odločanjem (pravilo 3eh vdihov). ·      Ko sprejmeš odločitev se ne oziraj nazaj. ·      Spremeni kar te moti in sprejmi kar ne moreš spremeniti.

No matter your role, critical thinking, the ability to effectively break down and analyze an issue to find a solution, will be core to your success. And at the heart of critical thinking is the ability to formulate effective questions. For effective questioning, start by holding your hypotheses loosely. Be willing to fundamentally reconsider your initial conclusions and do so without defensiveness. Here are a few ways to boost your ability to do this. ·      Hold your hypotheses loosely. Good questions can lead you to fundamentally reconsider your initial assumptions but you have to be willing to do so without defensiveness. ·      Listen more than you talk. Active listening allows you to fully grasp another point of view, making it easier to question your own assumptions and biases. ·      Leave your queries open-ended. Avoid asking yes-or-no questions. Instead, try to get the respondent to open at length. ·      Consider the counterintuitive. Every group needs someone who’s unafraid to challenge the status quo, in case you do need to change course. ·      Sleep on it. A good night's rest can actually help your brain see a problem more clearly. While we don’t need to ask a litany of “whys” to get to the heart of critical thinking, we should ask thoughtful, even hard, follow-up questions. It requires energy to listen hard and formulate those follow-ups, and that’s often the only way to deepen your critical understanding of a topic. Critical thinking is at the heart of solving complex problems in new and exciting ways. Building this key skill will help you as you navigate new roles, establish yourself in your organization, or simply face a conundrum. Learn to formulate and ask questions, rather than simply answer them. Do you practice critical thinking? What methods do you use? Coleman, J. (2022, April). Critical Thinking Is About Asking Better Questions. Harvard Business Review.

Laura Smrekar je partnerica v svetovalni kadrovski družbi Competo, direktorica Zavoda Vitae+, za življenje po športni karieri, predavateljica in ambasadorka finančnega opismenjevanja mladih ter mentorica mladim v programu AmCham Young Professionals. Skupaj s partnerjema so leta 2010, času recesije, ustanovili zaposlitveno agencijo Competo, usmerjeno v iskanje in izbor vodstvenega in strokovnega kadra, z drugačnim poslovnim modelom ter se pogumno in drzno podali v svet podjetništva. Postali so ena izmed najbolj uspešnih agencij v našem prostoru. V zadnjem obdobju so razširili portfelj svojih storitev na področje razvoja kadrov in organizacij in se preoblikovali v svetovalno kadrovsko družbo. V Competu skrbi za področje komuniciranja in vodi projekte iskanja in izbora na področju marketinga, odnosov z javnostmi ter na kadrovskem področju. Ima dolgoletne izkušnje na področju trga dela, predvsem na področju iskanja in izbora kadrov. Pri svojem delu vsak dan srečuje veliko posameznikov, ki si bodisi želijo spremembo v svoji karieri oz. potrebujejo podporo svetovalca na področju raziskovanja lastnih kariernih ambicij. Svoje delo vidi tudi kot svoje poslanstvo. Uživa v tem, kar počne in prizadeva si, da bi čim več ljudi našlo svoje »sanjsko« delo« oz. bilo dovolj pogumnih in drznih, da živijo svoje karierne aspiracije. S komunikacijo na družbenih omrežjih ves čas odpira pomembne tematike s področja trga dela, zaposlovanja, ozavešča in spodbuja dobre prakse, razbija tabuje in si prizadeva, da bi vse več podjetij z dejanji postavili ljudi v osrčje svojega delovanja. Najbolj je ponosna, da so v 12ih letih uspeli zgraditi močno blagovno znamko, da imajo veliko zvestih partnerjev, da ji njihova rast predvsem posledica priporočil zadovoljnih strank ter, da imajo zavzeto in predano ekipo, ki strastno soustvarja zgodbo Competa. Naj quote: »Izberi si delo, ki ga imaš rad, in ne boš delal niti en dan v življenju« Konfucij Naj knjiga: No Rules Rules (Reed Hastings, Erin Mayer) Naj serija: Prijatelji in Teorija velikega poka (Veliki pokovci) Hobiji: Dolga hitra hoja, domači fitnes, »izdelovanje figuric« Najljubša hrana: Mediteranska hrana Najljubši podjetnik: Ivo Boscarol Naj app: WhatsApp, Slack, Google maps, Linkedin, Weather, Calendar Trije nauki: 1.    Nič ni samoumevno. Prav je, da se tega zavedamo še posebej takrat, ko nam gre dobro. 2.    Za dolgoročno rast in uspeh organizacija je pomembna konsistentnost in jasen fokus. 3.    Šele ko dobro poskrbimo zase, lahko dobro skrbimo tudi za druge.

If you’re serious about retaining the people on your team (as you should be), consider conducting “stay” interviews. These are discussions where you ask loyal employees key questions to understand how engaged they are. These discussions involve asking key questions to your loyal employees that tackle common retention issues. The information you gather can help you tackle common retention issues. Here are four questions to try: · What’s your frame of mind today?No matter what the response is — positive or negative — don’t negate their experience or move too quickly to solving a problem. Just listen, thank them for being honest, and ask for more information before moving toward a solution. · Who do you feel connected to at work?Based on their response, explore what you can do to help them deepen those connections. Perhaps people from different departments can work on a company-wide event, a cross-division initiative, or take part in virtual discussion groups. · What do you want to learn that will excite you and help you grow? This question signals that you care about their development and want to help them achieve their aspirations. · What barriers can I remove for you to help you do your job better? Then brainstorm with your colleague how you can be most helpful. Ensuring people can do their jobs well is just as important as praise and rewards. How do you retain your employees? Do you practice stay interviews? Nawaz, S. (2022, March). What Stops People on Your Team from Leaving? Harvard Business Review.

Simon Belak je pomagal več ducatom podjetij postati data-driven in postaviti ali nadgraditi svoje podatkovne oddelke in podatkovno infrastrukturo. Poleg svetovalnega dela je bil tekom svoje kariere eden prvih inženirjev na Metabase iz Silicijeve doline, kjer je vodil razvoj umetne inteligence in pripeljal produkt do tega, da ga dnevno uporablja preko 50.000 podjetji, med drugim Swisscom, N26, Revolut, SpaceX, Adidas. Pred tem je bil tehnični direktor na GoOpti, kjer je s svojim delom podatkovno podprl GoOptijevo mednarodno širitev, izboljšal profitabilnost za 35%, vzpostavil growth hacking procese in pomagal pri pridobitvi serija A investicije tveganega kapitala. Kot soustanovitelj Hekovnika – prve startup šole v Sloveniji – je pustil neizbrisljiv pečat na slovenski startup sceni. Simon je iskan predavatelj doma in po svetu, zavzet mentor in viden član programerske in growth hacking skupnosti. Naj quote: A change of perspective is worth 80 IQ points - A. Kay Naj knjiga: nimam najljubše, ampak knjiga, ki mi je zelo pri srcu in jo skoraj vsakemu priporočam in vsebuje veliko prvin, ki jih zelo cenim je: The Origin of Consciousness in the Breakdown of the Bicameral Mind Naj serija: serij gledam zelo malo. Prva, ki mi pade na pamet je Dirk Gently's Holistic Detective Agency Hobiji: surfanje, gorsko kolesarjenje, restavriranje starodobnih avtomobilov Najljubša hrana: na svetu je preveč jedi, da bi imel najljubšo v smislu, da bi se k njej znova in znova vračal. Rad kuham (navezava kuhanje - hekanje) Najljubši podjetnik: bolj kot razmišljam, bolj se mi zdi, da je dober podjetnik vedno tudi deeply flawed. Ljudje od katerih sem se ogromno naučil: Kristjan Pečanec, Sameer al Sakran (CEO Metabase). Zanimiva oseba mi je Musk. Naj app: Emacs Nauki za naše poslušalce: ·      Malo dinamik je zares linearnih. Dvakrat večje, dvakrat hitrejše, dvakrat krajše se bo obnašalo več kot dvakrat drugače. Če denimo iterirate dvakrat hitreje, bo pot vašega posla povsem drugačna. ·      Vsako orodje (in pod to štejem tudi procese in mentalne modele) deluje "na obeh koncih". S svojimi danostmi vpliva na to kako razmišljamo in pristopamo k problemom. Nehote bomo kar je preprosto počeli pogosto, tistemu kar ima veliko trenja pa se bomo izogibali. Analizirati svet okoli nas skozi prizmo UX je zato ena ključnih praks za (samo)izboljševanje. ·      Najbolj impactful stvar, ki jo lahko naredite (zase in za svoje podjetje) je redna, namerna in sistematična pol urna introspekcija vsak teden.

Intuitionis frequently dismissed as mystical or unreliable. In reality, it’s one of the most powerful decision-making tools at your disposal. When you approach a decision intuitively, your brain works in tandem with your gut to quickly assess all your memories, past learnings, personal needs, and preferences and then makes the wisest decision given the context. Here are a few ways to learn to go with your gut: · Distinguish your gut feeling from fear.Ask yourself: Am I tempted to make this decision to avoid a threat, rejection, or punishment? Or do I feel excited, at ease, and content with the choice at hand? · Practice. Find small ways to take quick, decisive actions. Raise your hand and speak up in a meeting without censoring yourself. Choose an outfit that calls to you without weighing too many variables. By starting small, you mitigate feelings of overwhelm and can gradually step your way up to larger, higher pressure decisions with greater self-trust. · Try the snap judgment test.On a piece of paper, write a question you’re struggling with, such as, “Will accepting the promotion make me happy?” Then write “yes or no” below the question and walk away. After a few hours, or the next morning, come back to the paper and immediately circle the answer that feels right to you. · Fall back on your values.The next time you find yourself unable to make a decision, ask yourself, “Which action brings me closer to my core values?” You can avoid mental loops by aligning your choices with what most matters to you. keep in mind that intuition can’t flourish in busy, stressful environments. Give your mind space to wander and make connections. Remember, while intuition is not perfect, it’s also a decision-making tool you’re likely underutilizing at the moment. How do you calm down and trust yourself? What do you do, to be focused? Wilding, M. (2022, March). How to Stop Overthinking and Start Trusting Your Gut. Harvard Business Review.

Jan Peloza je inženir računalništva in informatike, ima magisterij iz strateškega tržnega komuniciranja s poudarkom na socialnem marketingu ter je zaključil MBA na ljubljanski Ekonomski fakulteti. Skozi svojo kariero je gradil uspešne zgodbe v nevladnem sektorju in socialni ekonomiji, zadnja leta se pa osredotoča predvsem na razvoj sektorja podjetij z družbenim in okolijskim učinkom. Jan je dobitnik številnih državnih in tujih nagrad, med drugim s področja zdravja, izobraževanja in trajnostnega razvoja, je One Young World ambasador in ustanovni kurator Global Shapers Community-ja v Kopru, ki deluje pod okriljem Svetovnega gospodarskega foruma. V prostem času igra košarko, sicer pa trenutno vodi Slovensko agencijo za mlade ter mednarodni organizaciji Zvezo evropskih mladinskih kartic in Mednarodno zvezo za zdravje mladih (International Youth Health Organization). Jan je bil tudi dolgo časa zaposlen pri Svetovni Zdravstveni Organizaciji (WHO). Trenutno je direktor SLOAMa – Slovenske agencije za mlade, kjer je vključenih 130.000 maldih, 100+ partnerjev in več kot 7 mio popustov po Evropi. Sedaj pa prevzema vodenje do zdaj zanj največjega projekt, pospeševalnika za podjetja z družbenim in okolijskim učinkom, Impact Hub Ljubljana, ki odpira svoje prostore na bivšem trgovalnem prostoru ljubljanske Borze. Naj quote: Impact first, profit second Naj knjiga: Simon Sinek - Infinite Game Naj serija: Karkoli triler ali strategy-wise - mogoče recently najbolj Casa de Papel, pred tem pa House of Cards, ampak tudi kaj bolj sci-fi kot je lost in sitcom kot je the Office, čeprav slednjemu v današnjem času ne bi dovolili posnet prvih epizod :) Hobiji: Košarka, meditacija, vsekakor potovanja Najljubša hrana: Kruhovi cmoki s slivami brez sliv ;) Samo okus sliv torej, slive sem vedno odmaknil. Najljubši podjetnik: Težko je imeti vzornika v tem primeru. Se pa dostikrat pošalim, da je dober socialni ali impact podjetnik neka mešanica med Elonom Muskom in Mati Terezo ;) Naj app: Najbolj pogosto osebno uporabljen sigurno kak trgovalni app, ampak poslovno pa EYCA Slovenija (Evropska mladinska kartica), ker ga pač razvijamo mi ;) Tvoji trije nauki za naše poslušalce · V življenju nisem šel k partnerju s finančno ponudbo brez, da bi imel win-win zgodbo - zelo nerad grem torej v partnerstva, kjer samo mi profitiramo, zato sem organsko proti donacijam, ki so enostranske. Razen seveda, če to ne gre v dobrodelne namene - s tem ne gradiš trajnostnega biznisa in platforme za dejanski uspeh. · V tridesetih letih (do 2050) tisti podjetnik, ki ne bo imel implicitno vkomponirane družbene in okoljske odgovornosti, mogoče celo net positive impacta na okolje in družbo, bo verjetno obubožal oz.ne bo uspel. Če seveda ostanemo v kapitalizmu, kot ga poznamo, ker je to edina logična rešitev, če želimo obdržati business as usual · Ne zamenjujte samozavest in odprtost za uspeh in odličnost vodenja. Sem sam že parkrat pristal na tankem ledu. Torej hire for attitude, train for skills.

Sometimes, when you’re a manager, your team gets upset with you. They may be unhappy with a decision you’ve made or a new policy or an increase in workload. Of course, you aren’t in charge of keeping everyone happy all of the time, but you do want to respond to negative emotions, so they don’t erode trust or hold your team back. Here are some strategies for managing anger and resentment when they creep up: • Balance your emotions before reacting to your team’s. Don’t take the anger or resentment personally. See these expressions as data, not a threat, and resist the urge to get defensive or to dismiss your team’s feedback. • Be curious. Ask for more information. Offer your team members a safe space to vent to you without shame or worry of retribution and focus on what you can learn from their feedback. • Enlist their help. Invite them to partner with you to explore solutions that address their concerns and benefit everyone. That way you can channel their frustration into a positive and productive outcome. • Build deeper trust by owning your part. Even if you weren’t the direct cause of your team’s frustration, own up to any blind spots you may have and commit to continuing to learn and grow. Anger and resentment across your team can make an already stressful leadership job feel worse. But how you respond to your employees’ frustrations is critical to ensuring negative emotions don’t limit your effectiveness. By following these suggestions, you can not only contain their anger but potentially leverage it for greater trust and motivation toward future performance. How do you manage anger, frustration, and resentment on your team? What do you do, to be more cohesive? Chhaya, N. (2022, February). Managing Anger, Frustration, and Resentment on Your Team. Harvard Business Review.

Današnji podcast je nadaljevanje prejšnjega »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 4. del« Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 4. del« Zaključne misli naših izjemnih gostov po vrstnem redu: -       Ana Veselič, direktorica Kalček d.o.o., -       Andraž Gavez, ustanovitelj in direktor Moja Čokolada d.o.o., -       Daniela Bervar Kotolenko, podjetnica, mentorica, cenjena predavateljica, poslovna trenerka, avtorica, investitorka, ustanoviteljica 4ih podjetij ter ustanoviteljica Edutrain.me, -       Nina Dremelj, predsednica Poslovnih angelov Slovenije, predavateljica, investitorka, mentorica, believer-ka, poslovna angelina in strastna podjetnica. -       Jelica Lazarević Jalovic, direktorica za kadre v podjetju Oryx Gaming, -       Nejc Palir, Chief Experience Officer Tretton37, vizionar in podjetnik. -       Medeja Lončar, direktorica Siemens Ljubljana, Hrvaška in Srbija, -       Miha Culiberg, So-ustanovitelj in CEO Lab4Pay d.o.o., So-ustanovitelj in CEO Minicity, dolgoletni manager, zadnjih nekaj let pa inovator, podjetnik in oče 5ih otrok. -       Anita Stojčevska, glavna izvršna direktorica SKB banke. -       Borut Markelj, Ustanovitelj in CEO Ehrana.si., -       Marko Hozjan, direktor podjetja TAIA Translations LTD -       Jure Knehtl, ustanovitelj in CEO podjetja WeScale, -       Ivo Grlica, LL.M. , ustanovitelj in direktor odvetniške družbe Grlica Law, -       Boško Praštalo, strokovnjak za mreženje in osebno prodajo ter lastnik licence Superbrands Slovenija, -       Niko Slavnič, MBA predavatelj, član Uprave HTEC Group in Chief Growth Officer, Serijski podjetnik, poslovni angel in kreativna duša odprta za nove izzive, -       Robi Pritržnik, ustanovitelj in direktor mlade digitalne agencije Foreach Labs.

Careers evolve and unfold over many years, and even decades. So how can you be sure that you are on the right path, and you’ll achieve your definition of success? To take control of your future, step back and reflect on your present. Write down all the accomplishments and just take a moment. In order to really define your success and reflect on it, ask yourself the following five questions: 1. How fulfilled do I feel? This is often about whether you are able to express your values at work. Identify what is most important to you and then consider, “On a scale of 1-10, where 10 is the ideal, how well am I able to express this value in my job?” 2. How am I learning and growing? To what extent are you building competence or expertise in your sector or function? What competencies do you want to develop further in the year ahead? 3. Am I headed toward a long-term goal? While everyone hates the question “Where do you want to be in 10 years?” stepping back to figure out a broad vision can help you pursue opportunities more proactively, versus reactively. You might ask yourself “What do I want in my (work) life in three to five years?” which is a more manageable chunk of time. 4. What seeds can I plant today that will benefit me tomorrow? Career success is often the result of the cumulative effects of small, regular actions. 5. What relationships do I need to build to help me realize my vision? You cannot do it alone, no matter what the “it” is. Given your goals, who are the people who can help you get there? We all know that careers are not linear, and they evolve and unfold over many years, even decades. Asking yourself the questions outlined above can help you shift from autopilot to being in the driver’s seat so that you can be intentional and ensure that you achieve your definition of career success. Zucker, R. (2022, January). Ask These 5 Questions to Decide Your Next Career Move. Harvard Business Review.

Današnji podcast je nadaljevanje prejšnjega »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 3. del« Sprehodili se bomo skozi glavne zaključne mislih naših skrbno izbranih beyond leaderjev. Te nauke pa si skrbno zapišite in jih poslušajte, saj so nam lahko v veliko pomoč v poslovnem kot tudi osebnem življenju. Želim vam prijetno poslušanje. »Kaj so glavni nauki naših beyond leaderjev v letu 2021 – 3. del« Zaključne misli naših izjemnih gostov po vrstnem redu: -       mag. fiz. Ram Dusić Hren, podjetnik, ustanovitelj Bright3r, -       Dr. Matej Drašček, vodja službe notranje revizije pri Hranilnici Lon d.d., Predsednik Združenja notranjih revizorjev IIA - Slovenski inštitut, -       David Žalec, Ustanovitelj in Direktor Sadje v pisarni, fitness trener, model, predavatelj, -       Miha Murn, Predsednik in generalni izvršni direktor AAMI Corporation, poslovnež, filantropist in umetnik, -       Branko Žunec, direktor podjetja Družba za odličnost d.o.o., lastnik blagovne znamke BMC International, mednarodni poslovni trener in coach, -       Franci Pliberšek, ustanovitelj, lastnik in generalni direktor MIK Celje, -       Mag. Metka Svetlin, Marketing Manager, Think with Google CEE in Brand & Reputation Adriatics in Baltics, Google, -       Mag. Anja Blaj, Chief Strategy Officer, Future Law Institute / predsednica društva Blockchain Think Tank Slovenija, -       Blaž Strle direktor družbe BE-terna Adriatic in Član Uprave Be-terna skupina, -       Staša Mlekuž MBA, Članica upravnega odbora Business Intelligence Center in programska direktorica konference NetPRO, -       Nataša Mithans, lastnica in direktorica Vareo, so-ustanoviteljica TALENTcloud, ustanoviteljica Akademije za mlade marketinške talente, -       mag. Manca Korelc, LinkedIn strokovnjakinja in avtorica knjige The Slovenia Lakes, -       Lovro Peterlin, izvršni direktor A1 Slovenija d.d., priznani svetovalec, mentor in predavatelj s področja marketinga in prodaje, -       Miha Lavtar, lastnik in direktor Optiweba, -       Mark Kalin, direktor za poslovni razvoj Kolektor Digital, član Upravnega odbora Poslovni Angeli.

There’s nothing worse than preparing for a job interview and then botching it. Maybe you flubbed a question or all of them. How can you move forward after that? Try not to worry, you can learn from the experience. Here's how. ·      Debrief with yourself. After the interview, write down as many questions, and your answers,  as you can remember. When were you most comfortable? Where exactly did you trip up? Reach out to friends and mentors in the industry to ask how they might’ve answered the harder questions. ·      Use your thank-you note to demonstrate self-awareness. You don’t need to apologize but take the opportunity to clarify a confusing answer to an important question. And express your continued interest at the end of the note. Remember: You have nothing to lose. ·      Don’t assume it’s a done deal. Silence after the interview doesn’t mean you didn’t get the job — it could mean people are on vacation, other candidates are in play, or the business needs to be changed after the interview. ·      Focus on the next interview. Every interview is an opportunity to prepare for the next one. Continue your job search and use your reflections to diligently prepare. Every imperfect interview allows you to get ready for the next job opening and the next round of interviews. Use