About Marcus Pietrzak

Marcus Pietrzak is Management Development Leader CEE and Senior Organization Leadership Consultant at IBM. - He works with all management levels in his organisation, and helps them to find new approaches towards their personal leadership philosophy and change. His personal and professional interests include organisational psychology, adult education, management & organisational development and management innovation. "When connecting the dots of my career, I realized that developing people in each stage of their leadership career has always been at the core of what I've been doing. From studies to research, from workshops to coaching, from assessment to training: identifying and shaping the very best of the leadership capabilities within my clients, has always received my undivided attention and formed my mantra: the success of the people who look for our support and guidance - this will always be the ultimate measure of our success in leadership development." - (mp)

The biggest disease of mankind

“The biggest disease of mankind is that we believe what we think. We believe that we are what or who we think we are. We have in a way declared the mind as our boss and try to live our lives according to his orders and judgements fully trusting him, without ever doubting or investigating anything he says.”


8 Core Beliefs of Extraordinary Bosses

Geoffrey James interviewed what he found the most successful CEOs and found a common pattern, published as the “8 Core Beliefs of Extraordinary Bosses”.

Read the full story here.

1. Business is an ecosystem, not a battlefield.
2. A company is a community, not a machine.
3. Management is service, not control.
4. My employees are my peers, not my children.
5. Motivation comes from vision, not from fear.
6. Change equals growth, not pain.
7. Technology offers empowerment, not automation.
8. Work should be fun, not mere toil.

“40% of America’s workforce will be freelancers by 2020”

40% of America’s workforce will be freelancers by 2020

A trend that brings up many questions: How does this link to the new hype around employee engagement? How will our individual motivations change? Will motivations become detached from the company we work for, and replaced by intrinsic motivations of professionals becoming SMEs in their jobs? What about employer branding? What about brand value? What about the impact on society, on social identity of people, social cohesion? – Just asking, where this effort of ultimate flexibility in workforce, labor cost and social benefits is driving us towards to…