Blog Post

5 wichtige Entwicklungen, die unser Gehirn beeinflussen

Geoffroy de Lestrange

Southern Europe Marketing Manager, Cornerstone

Die analoge Persönlichkeit mit der digitalen Welt in Einklang bringen – auf diese Formel ließen sich die Herausforderungen für die Zukunft bestens auf den Punkt bringen. Denn in jüngster Zeit hat sich die Reizdichte und -frequenz in einem derart atemberaubenden Tempo erhöht, weshalb nicht nur die Art und Weise, wie wir dank Internet, Smartphone und Tablet kommunizieren radikalen Veränderungen unterliegt. Auch unsere ganze Wahrnehmung unterliegt einem Wandel.

Die Tatsache, dass unser Gehirn durch diese Technologien quasi „neu verdrahtet“ wird, sollte aber nicht nur Mediziner oder Soziologen beschäftigen, sondern ebenfalls die HR-Verantwortlichen. Aus diesem Grund haben wir fünf Trends identifiziert, die den menschlichen Verstand nachhaltig beeinflussen und neurologische Veränderungen bewirken können. Zugleich ergeben sich daraus wichtige Ansätze, wie sich diese zu Lernzwecken nutzen lassen.

1. Kleinere, einfacher zu greifenden Einheiten motivieren viel eher zum Lernen

Lernangebote sollten sich an den Anforderungen der Mitarbeiter orientieren und nicht umgekehrt. Konkret bedeutet dies eine Anpassung an den Tagesablauf und Erwartungshaltungen – Stichwort „Flow-of-Life-Learning“. Zudem ist es wichtig, das Mantra aller digital getriebenen Verbraucher zu kennen, die dank Online-Shopping, Social Media oder News-Einblendungen nur noch die „Jetzt-Fixierung“ kennen. Dadurch sind die Funktionsweisen des Gehirns und somit unsere Konzentrationsfähigkeit beeinträchtigt und Aufmerksamkeitsdefizite werden produziert. Oder anders formuliert: Was uns nicht sofort überzeugt, wird weggeklickt. Studien belegen, dass selbst Content, der Usern zusagt, nur zu rund 20 Prozent konsumiert wird. Diese Erkenntnis ist sowohl für die Konzeption von Stellenanzeigen oder Online-Recruitment-Prozesse wichtig, als auch für den Wissenserwerb. Ferner gibt es eine Erwartungshaltung, die davon ausgeht, dass Wissen schnell und mühelos erworben werden kann. In Konsequenz heißt das: Schulungsangebote, die darauf abgezielt sind, einfach nur ein möglichst großes Quantum an Wissen zu vermitteln, sind passé.

2. Bieten Sie der Belegschaft Zugriff auf Informationen, statt einfach nur Wissen abzurufen

Das Internet funktioniert wie „eine Art externes oder transaktives Gedächtnis“, so das Resultat einer Studie aus Harvard. Teilnehmer konnten sich deutlich weniger an Dinge erinnern, zu denen es ihrer Einschätzung zufolge alle relevanten Informationen auch online gibt. Genau das beeinflusst die menschliche Fähigkeit, Informationen im Gedächtnis abzuspeichern und kritisch zu verarbeiten. Dadurch werden die Menschen aber nicht dümmer. Denn parallel dazu können sie sich besser merken, wo etwas zu finden ist. Unternehmen sollten daher ihren Mitarbeitern die Möglichkeit bieten, rund um die Uhr auf Informationen zurückzugreifen, die im Moment auch wirklich gebraucht werden, und nicht einfach nur Erlerntes abzurufen.

3. Richten Sie sich stärker auf einfach übertragbare Soft-Skills aus, die nicht veralten

Klassisches Wissen hat ein „Verfallsdatum“. Angesichts der vielen disruptiven Veränderungen veraltet es heute schneller als früher. Soft-Skills und übertragbares Know-how gewinnen so massiv an Bedeutung. Die Fähigkeit, sich entsprechend den Veränderungen anzupassen und rasch neue Kompetenzen zu erwerben, werden in Zukunft wichtiger sein als einmal erworbenes Wissen zu speichern. Zudem lassen sich durch die gezielte Förderung der emotionalen Intelligenz und individuellen Kreativität Potenziale erschließen, die eine KI oder Automation nie entwickeln kann. Schulungen zur Nutzung kollaborativer Tools wie Slack und der Anwendung agiler Praktiken wie Scrum bieten bereits heute Wettbewerbsvorteile. Allerdings müssen die Unternehmen auch gewährleisten, dass sie bei allen Freiheiten die Kontrolle darüber behalten, was die Mitarbeiter lernen. Das lässt sich mithilfe von Technologien sicherstellen, die zudem durch präzisere Daten dazu beitragen, Lernprogramme durch individuellere, effizientere Inhalte zu ergänzen.

4. Fördern Sie agiles Lernen und eine offene, positive Einstellung gegenüber neuen Fähigkeiten

Um die Herausforderungen für die Zukunft überhaupt im Ansatz erfassen zu können, lohnt der Blick zurück in die Vergangenheit. Wenn man sich noch einmal verdeutlicht, was durch disruptive Produkte und digitale Unternehmen wie Amazon, Netflix oder Skype bereits alles durcheinandergewirbelt wurde, dann lassen sich die Umwälzungen, die aufgrund von KI, Quantencomputer, IoT, Social Media und Big Data im Bereich HR noch bevorstehen, allenfalls erahnen. Die Tatsache, dass sich bereits in kommenden fünf Jahren wirklich so gut wie alles verändern wird, aber aktuell kaum jemand genau sagen kann, was genau, wird für die HR-Verantwortlichen noch viele Überraschungen bereithalten. Doch auch auf Unvorhersehbares kann man sich proaktiv vorbereiten.

5. Steigern sie mit Programmen für mehr Stressreduktion und Mitarbeiterzufriedenheit die Produktivität

Rund um die Uhr erreichbar zu sein ist bereits heute für viele Mitarbeiter Realität. Die Kehrseite ist eine Zunahme gesundheitsschädigender Stressphänomene. Zudem leidet durch den permanenten Zugriff auf Informationen zugleich die Konzentration, sodass die vielgepriesene Multitasking-Fähigkeit zu einer Abnahme der Aufmerksamkeitsspanne führt, wie Forscher in Standford jüngst entdeckten. Das heißt ebenfalls, dass wer sich persönlich weiter entwickeln will, immer wieder auch das Gehirn „entstressen“ sollte, um es fit und aufnahmefähig zu halten. Und da kommt die Work-Life-Balance ins Spiel. Denn zwischen real empfundener Lebensqualität, Mitarbeiterzufriedenheit und der Fähigkeit, durch Flexibilität, neue Kompetenzen zu erwerben besteht durchaus ein Zusammenhang. Und vor dem Hintergrund einer Gesellschaft, die von vielen zunehmend als egoistisch empfunden wird, haben Programme, die den Fokus auf gegenseitigen Respekt, Freundlichkeit und Kooperationsvermögen legen, nicht nur positive Effekte auf das Lern- und Arbeitsklima, sondern sind ein Asset im Wettbewerb um die knappe Ressource High Potentials.

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