For those who are looking for something beyond carefully crafted advice, blueprints, or mainstream clichés: This podcast is designed to provide variety, inspiration, and a shift in perspective.
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For those who are looking for something beyond carefully crafted advice, blueprints, or mainstream clichés: This podcast is designed to provide variety, inspiration, and a shift in perspective.
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Recent Episodes
June 4, 2025
Achieving Skills-Based People Management
<div class="texte" > <p style="text-align: center;"><span style="color:#29547E; font-size:90%; line-height:200%">Also available at:</span></p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="line-height:100%"><span style="color:#333333; font-size:90%"><strong>Enterprise Leadership 5.0</strong></span><br /> <small>June 4, 2025</small></p> <p>Our NET.story <strong>Fact or Myth?</strong><br /> </p> </div> <br class="clear" /> <div class="texte" > <h3>The Future of Corporate Organisation, Talent Acquisition, and Development<br /> </h3> <p>In 21st Century’s business landscape, characterised by digital transformation and shifting global markets, organisations are under increasing pressure to adapt quickly to new challenges. Research shows that HR leaders see building critical skills as a top priority, but many also face challenges in implementing effective skill development solutions fast enough to meet these demands. What is more, the skills required today may be outdated tomorrow, making it harder for companies to keep pace with change.</p> <p>This prompts a critical question: Is it still effective to develop people’s talents to fit static, predefined job roles, or should we move toward a more fluid, skills-based approach that dynamically matches talent with tasks? The answer lies in adapting to a new framework of talent management, one that emphasises flexibility, adaptability, and skills-first thinking.<br /> </p> <hr /> <h3><br /> The Shifting Landscape: From Traditional Management to Skills-Based Approaches</h3> <p><strong></strong>In organisations that embrace skills-based people management, the focus shifts away from rigid job descriptions and hierarchical structures, towards a model that aligns people’s capabilities with the tasks they perform. This dynamic approach enables companies to make the most out of their human capital, offering tangible benefits:</p> <ul> <li><strong>Increased employee motivation:</strong> When individuals take on roles that align with their strengths, passions, and interests, they become more engaged in their work. A great example of this is Salesforce, which has empowered employees to pursue projects based on their interests and skillsets, rather than simply filling predefined roles. As a result, employee satisfaction and retention rates have improved.<br /> </li> <li><strong>Faster onboarding and training:</strong> Employees who are already skilled in key areas can take on responsibilities with minimal ramp-up time. For instance, at IBM, new hires who already possess proficiency in emerging technologies are assigned to projects right away, reducing training time and accelerating their impact on business outcomes.<br /> </li> <li><strong>Greater adaptability:</strong> As companies shift to a more skills-oriented workforce, employees are more likely to adapt to new challenges. For example, companies like Google and Microsoft have leveraged skills-based structures to encourage their workforce to move between departments, acquiring a range of diverse skills and fostering innovation across functions.<br /> </li> </ul> <p>The core principle of this model is matching employees' capabilities with business needs – people perform better, learn faster, and stay more motivated when they are in roles that tap into their unique skills and interests. <strong></strong><br /> </p> <hr /> <h3><br /> Overcoming the Challenges of Transitioning to a Skills-Based Model</h3> <p>Shifting from a traditional function-based structure to a skills-based approach is a complex undertaking that requires careful planning and execution. This transition involves redefining the organisation’s approach to workflows, roles, and even the relationships between departments.</p> <p>One significant challenge often arises within <strong>middle management</strong>. Traditionally, middle managers such as Team Managers or Department Heads juggle leadership tasks with operational responsibilities. However, these roles do not always align with the personal talents of the individuals in them. A manager who excels at strategic thinking may be bogged down with routine operational tasks that detract from their ability to lead effectively.</p> <p>This mismatch leads to disengagement, as employees struggle to balance various job demands that do not align with their strengths. For instance, research from Gallup shows that managers who are mismatched with their roles are significantly more likely to experience burnout and disengage from their teams.</p> <p>To overcome this, consider whether it might be more effective to align managers’ roles with their core leadership capabilities, allowing them to dedicate more time to strategic decision-making and team development. It may also be worth considering the example of Netflix, where employees are entrusted with high levels of responsibility based on their talents, without a rigid hierarchy. Leaders are selected based on their ability to inspire and guide, not merely their loyalty or seniority.<br /> </p> <hr /> <h3><br /> The Importance of Alignment: Probationary Periods and Talent Realignment</h3> <p>A critical component of skills-based people management is maintaining ongoing alignment between individuals’ capabilities and their tasks. This means integrating skill assessments into <strong>probationary periods</strong>, <strong>performance reviews</strong>, and <strong>development interviews</strong> to ensure that employees are continually matched with roles that best suit their talents.</p> <p>For example, if an employee has demonstrated exceptional analytical skills in their initial role but struggles with project management tasks, a reassignment may be necessary. This reassignment allows the individual to focus on their strengths while ensuring that the organisation benefits from their core abilities. Companies like SAP have been successful in making such shifts by consistently conducting skills assessments and reassessments as part of their employee development programs.</p> <p>However, this realignment process must be executed carefully to avoid frustration or feelings of failure among employees. Communication is key, and it is essential to have clear frameworks in place for talent reassignment, which may require coordination with<strong> works councils</strong> and compliance with <strong>labour laws</strong> in certain jurisdictions. Legal considerations, such as collective bargaining agreements, need to be factored in when making major talent shifts, as seen in companies in regions like Europe, where labour protections are particularly strong. <br /> </p> <hr /> <h3> <br /> The Role of Skills-Based Management at the Top</h3> <p>Skills-based management does not only apply to middle and lower management; it also holds critical importance at the top levels of an organisation. Senior executives often have a wide range of leadership responsibilities, but their roles can sometimes be mismatched with their true talents, leading them to become bogged down in day-to-day operations instead of focusing on high-level strategy.</p> <p>For example, Jeff Bezos famously focused on high-level strategic decisions at Amazon, while delegating operational tasks to others. Similarly, at Microsoft, Satya Nadella’s leadership has been characterised by delegating operational work to senior managers, allowing him to focus on innovation, culture, and transformation – areas that play to his strengths.</p> <p>This example underscores the importance of aligning leadership with the core skills needed to drive the organisation’s strategic vision forward. A <strong>skills-first leadership model</strong> ensures that executives are empowered to focus on their areas of expertise, leaving other tasks to individuals whose skills are a better match for those needs.<br /> </p> <hr /> <h3><br /> Rethinking Talent Management: A Paradigm Shift</h3> <p>To create a truly skills-based organisation, companies must rethink the foundations of traditional talent management. Instead of developing skills purely for job roles that already exist, businesses should ask themselves how they can redesign roles and tasks to match the specific talents of their employees.</p> <p>This shift requires a change in mindset. Talent management must become about optimising the use of existing skills within the organisation rather than simply filling predefined positions. Companies like <strong>Zappos </strong>and <strong>Spotify </strong>have embraced this flexibility, allowing employees to move across departments and take on new roles based on evolving skills rather than job titles, which has fostered innovation and agility.<br /> </p> <hr /> <h3><br /> Key Requirements for Effective Skills-Based People Management</h3> <p>For this approach to succeed, several core requirements must be met:</p> <ul> <li><strong>Leadership mindset:</strong> Leaders need to embrace a mindset that supports flexibility and adaptability. They must be open to questioning traditional hierarchies, focusing on the dynamic nature of skills, and empowering employees to take ownership of tasks based on their competencies. This approach helps foster a culture of innovation and continuous improvement.<br /> </li> <li><strong>Corporate culture:</strong> The culture of an organisation should value and encourage continuous learning and skill development. Companies like <strong>Atlassian </strong>have implemented this by providing employees with opportunities for personal growth, regardless of their formal job titles. A culture of learning ensures that employees are always ready to take on new challenges and contribute to the organisation in more versatile ways.<br /> </li> <li><strong>Organisational approach:</strong> The company structure must be flexible enough to adapt to shifting skill needs. This can involve restructuring teams and workflows to facilitate cross-functional collaboration, empowering employees to take on roles that match their strengths and preferences. The traditional "siloed" approach is being replaced by more fluid, collaborative environments where talent can be deployed across different areas of the business based on current needs.<br /> </li> <li><strong>Corporate strategy:</strong> Integrating a skills-based approach into the company’s overall strategic goals is essential. Talent management should be seen as a critical component of the organisation’s long-term success. <strong>GE</strong>, for instance, aligns its talent strategy with digital transformation initiatives, ensuring that the right skills are in place to support evolving market demands and technological advancements.<br /> </li> <li><strong>Enterprise system:</strong> To successfully implement a skills-based people management approach, the <strong>entire organisational system </strong>– including structure, processes, leadership, and culture – must be aligned to support dynamic talent deployment. This requires adopting a systemic view, where all parts of the organisation work together to maximise the value of talent. For example, companies need to foster cross-departmental collaboration, ensure that roles are flexible, and provide frameworks for employees to develop and pivot their skills as needed. The organisational structure itself should be adaptive, allowing teams to be reconfigured quickly based on the evolving skill requirements. This also involves rethinking performance management systems to support agility, enabling people to take on projects that match their competencies rather than sticking rigidly to predefined job descriptions.<br /> </li> </ul> <hr /> <h3> How to Implement Skills-Based People Management</h3> <p>Implementing a skills-based approach requires action across several areas:</p> <ul> <li><strong>Organisational design:</strong> Restructure teams and departments to allow for flexibility in assigning tasks based on skills, rather than rigid role descriptions. This may include creating cross-functional teams that focus on specific projects, rather than simply filling traditional positions.<br /> </li> <li><strong>Leadership development:</strong> Train leaders to recognise and nurture the diverse talents within their teams. This could involve coaching leaders on how to spot hidden talents and provide opportunities for employees to stretch and grow in new areas.<br /> </li> <li><strong>Cultural transformation:</strong> Foster a growth-oriented culture where skill development is prioritised, and employees are encouraged to pursue new learning opportunities. Recognise that skills can be developed throughout an individual’s career, not just at the outset.<br /> </li> <li><strong>Strategic alignment: </strong>Ensure that your company’s long-term strategy is aligned with a focus on skills. This means identifying which skills will be critical to the organisation’s future success and ensuring the workforce is equipped to meet those needs.<br /> </li> </ul> <hr /> <h3> Is Your Organisation Ready for Skills-Based People Management?</h3> <p>As an entrepreneur or executive, ask yourself: Is your company ready to embrace the future of talent management?</p> <p>The world of work is changing fast. The businesses that thrive in this environment will be those that are able to build agile, skills-based organisations. Take the time to assess where your company stands today and how it can pivot to leverage the talents of your people for future success.<br /> </p> <blockquote> <p>Empower your workforce, embrace agility, and drive the future of your business by adopting a skills-based people management strategy.</p> </blockquote> <p> </p> <p> </p> </div> <br class="clear" /> <div class="photo top" style="text-align:center"> <a href="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/grande/89038780-63018284.jpg?v=1749050648" target="_blank"> <img id="img-89038780-63018284" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/default/89038780-63018284.jpg?v=1749050648" alt="Achieving Skills-Based People Management" title="Achieving Skills-Based People Management" /> </a> </div> <br class="clear" /> <div class="texte" > <h4><br /> Enterprise Leadership News: Facts or Myths – Your weekly dose of leadership excursion<br /> </h4> <p>Each week, we curate relevant articles and statements from around the web on the topic of Enterprise Leadership, creating inspiring, thought-provoking, and sometimes even provocative content. We take a step back with our own commentary, encouraging personal reflection. We present common assumptions and biased claims – facts or myths? It's up to you to form your own opinion and draw your own conclusions.</p> <p>For entrepreneurs and executives who are looking for something beyond carefully crafted advice, blueprints, and mainstream clichés: This newsletter is designed to provide variety, inspiration, and a shift in perspective, helping you shape your leadership strategies in a successful and informed way.<br /> </p> <blockquote> <h3><span style="color:#336699">Get your weekly dose of leadership excursion here!</span></h3> </blockquote> <p> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> Enterneering<sup>®</sup> APP ❘ Free Download</p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-1%; max-width:600px; width:90%"> <tbody> <tr> <td style="text-align: center; width: 50%;"><a href="https://play.google.com/store/apps/details?id=world.enterneering.app"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839659.jpg" width="70%" /></a></td> <td style="text-align: center;"><a href="https://apps.apple.com/us/app/enterneering/id6470820572"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839658.jpg" width="70%" /></a></td> </tr> </tbody> </table> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 1: Download the app from your app store for free on mobile devices.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 2: Sign-up your profile for free using the menu at the top right of the app's header <strong>on the mobile device used for the download</strong>.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Enjoy unlimited access to our NET.story episodes by using your app profile <strong>on any</strong> internet-connected device.</p> <p style="text-align: center; font-size: 80%; line-height: 110%"> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> The NET.story podcast is also available at:<br /> </p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="text-align: center;"><a href="/net-story"><img alt="delegation" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853903.jpg" style="width: 100%" /></a><br /> </p> </div> <br class="clear" />
April 11, 2025
When Artificial Intelligence takes Leadership
<div class="texte" > <p style="text-align: center;"><span style="color:#29547E; font-size:90%; line-height:200%">Also available at:</span></p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="line-height:100%"><span style="color:#333333; font-size:90%"><strong>Enterprise Leadership 5.0</strong></span><br /> <small>April 11, 2025</small></p> <p>Our NET.story <strong>Fact or Myth?</strong><br /> </p> </div> <br class="clear" /> <div class="texte" > <h3>Will AI Take Over Leadership Roles? Opportunities, Potentials, and Risks for Executives<br /> </h3> <p>In an increasingly digitised world, businesses face a crucial question: Can artificial intelligence (AI) eventually take over leadership tasks? Will it be able to replace human leaders, or at least support them in their roles? And what opportunities and risks does the use of AI in leadership positions hold? In this NET.story episode, we explore how AI can assist executives and where its limitations lie when it comes to the "human" side of leadership.<br /> </p> <hr /> <h3><br /> AI as a Support Tool in Leadership Tasks</h3> <p><strong></strong>Already today, AI is an indispensable tool for many executives and entrepreneurs. It supports the automation of routine tasks, aids in analysing large datasets, and enables well-informed decisions based on real-time information. Particularly in the area of <strong>data analysis</strong>, AI offers a huge advantage: It detects patterns that often remain invisible to humans and helps anticipate market trends and optimise business strategies.</p> <p>Another example is the <strong>optimisation of business processes</strong>. AI-based systems are increasingly taking on tasks such as inventory management, production planning, or automating customer support requests. In areas like <strong>personnel management</strong> or <strong>financial analysis</strong>, AI helps executives make quick, efficient decisions based on precise, data-driven forecasts. <strong></strong><br /> </p> <hr /> <h3><br /> Opportunities and Potential of AI in Leadership Roles</h3> <p>The potential of AI in leadership positions is promising. It can contribute significantly to improving the efficiency of a business by taking over time-consuming, repetitive tasks, giving leaders more time for strategic thinking and innovation.</p> <p><strong>Personalised leadership</strong> through AI is another exciting potential. AI tools can provide leaders with detailed insights into employee talent and performance, enabling them to create customised development plans. By analysing individual strengths and weaknesses, AI can help leaders focus on the specific needs of their teams and foster their growth over the long term.</p> <p>AI could also act as a driving force behind <strong>innovation and new business models</strong>. By analysing data and identifying market opportunities, AI can develop new ideas and help companies implement disruptive business strategies. Another benefit is that AI can help <strong>minimise biases</strong> in decision-making, enabling more objective evaluations that are not influenced by human biases.<br /> </p> <hr /> <h3><br /> The Possibility of AI Taking Over Leadership Roles</h3> <p>There are already efforts where AI is stepping into a leadership role — whether as a <strong>virtual CEO</strong>, making decisions in certain areas, or as an <strong>automated advisor</strong>, supporting leaders in strategic considerations. In the future, AI systems could become even more autonomous, making significant decisions on their own.</p> <p>However, the question remains whether AI can truly take over the <strong>complex and interpersonal</strong> aspects of leadership. While AI excels in data-driven fields such as financial management or logistics, it lacks the ability to empathise and take emotional factors into account, which are indispensable for successful leadership. <br /> </p> <hr /> <h3> <br /> Should AI Be Seen as a Tool for Humans or as a Human Substitute?</h3> <p>A central question when integrating AI into leadership roles is whether it should be viewed as a <strong>tool </strong>for humans or as a <strong>substitute </strong>for human leaders. When used as a tool, AI means that it supports the leader by analysing data, predicting trends, and suggesting solutions. In this case, the human leader remains the decisive actor, making the final decisions and leading the employees.</p> <p>If AI is viewed as a substitute for humans, it could lead to a scenario where machines gradually take over leadership tasks. This not only raises technical and organisational questions but also ethical and social ones. Should a machine, which has no emotions, be held responsible for the well-being of employees? And how will we handle the impact on <strong>trust </strong>and <strong>employee motivation</strong>?<br /> </p> <hr /> <h3><br /> Risks and Dangers of AI in Leadership Roles</h3> <p>Despite its many advantages, the use of AI in leadership positions also poses significant risks and dangers. One key issue is the <strong>lack of emotional intelligence</strong>. Good leaders are not only technically proficient but also skilled at communicating emotionally with their employees, building trust, and responding empathetically in challenging situations. AI, on the other hand, cannot demonstrate empathy or build relationships, which makes it a poor substitute for humans in emotionally complex situations.</p> <p>Another risk is <strong>accountability</strong>: Who is responsible if an AI makes a wrong decision? In a company heavily reliant on AI, legal and ethical problems could arise if decisions are no longer traceable or based on discrimination or biases. There are also fundamental <strong>ethical questions</strong>: How do we address possible biases in AI algorithms, which may be based on flawed or one-sided training data?</p> <p>Moreover, there is the risk that companies might become overly dependent on AI systems, losing the <strong>flexibility and creativity</strong> that human leaders bring. A complete reliance on AI could undermine a company's ability to innovate and adapt quickly in dynamic business environments.<br /> </p> <hr /> <h3><br /> The Employee Perspective: How Do People React to AI-Driven Leadership?</h3> <p>Another critical aspect is how <strong>employees </strong>will react to increasingly AI-driven leadership. Many people prefer to be led by a human leader who understands their values, addresses their needs, and builds a personal relationship. An AI that shows no emotions might lead to mistrust and a loss of <strong>motivation</strong>. Employees could feel less understood and perceive that their <strong>individual needs</strong> are not being considered in decisions.</p> <p>A further critical point is the <strong>acceptance </strong>of AI as a leadership entity. While technological advances are welcomed in many areas of work, the idea of being led by a machine could create discomfort among many employees. How transparent and understandable AI's decisions are will be crucial in building trust in the system.<br /> </p> <hr /> <h3><br /> The Individuality and USP of a Company: What Happens When AI Takes Over Leadership?</h3> <p>An often overlooked aspect is that the <strong>individuality </strong>of a company and its <strong>Unique Selling Proposition (USP)</strong> are often deeply rooted in the people who lead it. The values, visions, and cultural orientation of a company are shaped by the leadership and their personal experiences, beliefs, and interactions with employees and partners. This <strong>authentic influence</strong> is what gives a company its unique identity and sets it apart from others.</p> <p>In theory, AI could help standardise processes and make decisions more objective, but it cannot easily integrate <strong>cultural nuances</strong>, <strong>personalities</strong>, or <strong>ethical principles</strong>. Will leadership by AI eventually lead to a homogenisation and standardisation of corporate cultures – a "one-size-fits-all" approach that blurs the distinctive and unique qualities of companies? Every leader brings their own values, <strong>creative vision</strong>, and <strong>personal style</strong> – elements that AI can hardly replicate.<br /> </p> <hr /> <h3><br /> The Human Component of the Leader</h3> <p>Despite all technological advancements, the <strong>human component</strong> remains one of the most important pillars of effective leadership. A good leader requires not only analytical skills but also <strong>emotional intelligence</strong>: the ability to understand the emotions and needs of employees, motivate them, and make the right decisions in difficult situations.</p> <p><strong>Creativity and vision</strong> are other aspects that AI can hardly replace. The ability to generate new ideas and steer a company toward the future is often based on the personal experiences, intuition, and imagination of a leader – qualities that machines simply do not possess.</p> <p>Moreover, the leader also carries immense <strong>responsibility </strong>for the decisions they make. Ethics and morality remain crucial for long-term success as a company. AI cannot take on responsibility or make ethical considerations – that duty remains with humans.<br /> </p> <hr /> <h3><br /> Conclusion: Responsible Use of AI – An Invitation to Reflect</h3> <p>AI offers enormous opportunities to support leaders in their daily work and optimise processes. It can increase efficiency, facilitate data-driven decisions, and even inspire innovation. Yet, the <strong>emotional intelligence</strong>, <strong>creativity</strong>, and <strong>ethical responsibility</strong> that human leaders provide cannot be so easily replaced by machines. The question remains: How much of the human component of leadership should and can be left to machines?</p> <p>It is essential that we are aware of the potentials and risks when integrating AI into leadership roles. <strong>How do we handle the responsibility </strong>that comes with using AI? <strong>Who is liable </strong>if an AI makes a wrong or discriminatory decision? <strong>Can we ensure that AI does not lose the ethical and cultural values that shape our relationships with others?</strong></p> <p>We invite you to think about this: <strong>Do you see AI as a valuable tool that supports humans, or a potential substitute for human leadership and responsibility? </strong>Will AI enrich the individuality of a company, or will it lead to a "one-size-fits-all" approach that blurs the unique? How will you, as an entrepreneur or leader, design the use of AI to take advantage of technological progress while preserving the human perspective?</p> <p>The path to <strong>digital transformation</strong> is irreversible – and it holds enormous opportunities for innovation and growth. Yet, in all this progress, we should never forget that <strong>common sense, humility</strong>, and our awareness of <strong>humanity</strong> and <strong>nature </strong>are indispensable. Technology should serve humans, not the other way around. AI can take over many tasks, but the profound decisions, ethical considerations, and nurturing of relationships still require the human at the top.<br /> </p> <blockquote> <p>Embrace the opportunities of the digital world, but always remember that the true strength of a company lies not in the machine, but in the <strong>human </strong>who leads with empathy, responsibility, and a clear vision. We should continue to hold onto the values that unite us as a society and not let machines replace them. <strong>The future of work will be one where humans and machines work hand in hand – but humans remain the decision-makers.</strong></p> </blockquote> <p> </p> </div> <br class="clear" /> <div class="photo top" style="text-align:center"> <a href="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/grande/86415281-61473879.jpg?v=1739335520" target="_blank"> <img id="img-86415281-61473879" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/default/86415281-61473879.jpg?v=1739335520" alt="When Artificial Intelligence takes Leadership" title="When Artificial Intelligence takes Leadership" /> </a> </div> <br class="clear" /> <div class="texte" > <h4><br /> Enterprise Leadership News: Facts or Myths – Your weekly dose of leadership excursion<br /> </h4> <p>Each week, we curate relevant articles and statements from around the web on the topic of Enterprise Leadership, creating inspiring, thought-provoking, and sometimes even provocative content. We take a step back with our own commentary, encouraging personal reflection. We present common assumptions and biased claims – facts or myths? It's up to you to form your own opinion and draw your own conclusions.</p> <p>For entrepreneurs and executives who are looking for something beyond carefully crafted advice, blueprints, and mainstream clichés: This newsletter is designed to provide variety, inspiration, and a shift in perspective, helping you shape your leadership strategies in a successful and informed way.<br /> </p> <blockquote> <h3><span style="color:#336699">Get your weekly dose of leadership excursion here!</span></h3> </blockquote> <p> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> Enterneering<sup>®</sup> APP ❘ Free Download</p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-1%; max-width:600px; width:90%"> <tbody> <tr> <td style="text-align: center; width: 50%;"><a href="https://play.google.com/store/apps/details?id=world.enterneering.app"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839659.jpg" width="70%" /></a></td> <td style="text-align: center;"><a href="https://apps.apple.com/us/app/enterneering/id6470820572"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839658.jpg" width="70%" /></a></td> </tr> </tbody> </table> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 1: Download the app from your app store for free on mobile devices.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 2: Sign-up your profile for free using the menu at the top right of the app's header <strong>on the mobile device used for the download</strong>.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Enjoy unlimited access to our NET.story episodes by using your app profile <strong>on any</strong> internet-connected device.</p> <p style="text-align: center; font-size: 80%; line-height: 110%"> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> The NET.story podcast is also available at:<br /> </p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="text-align: center;"><a href="/net-story"><img alt="delegation" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853903.jpg" style="width: 100%" /></a><br /> </p> </div> <br class="clear" />
February 27, 2025
Navigating the New Global Order
<div class="texte" > <p style="text-align: center;"><span style="color:#29547E; font-size:90%; line-height:200%">Also available at:</span></p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="line-height:100%"><span style="color:#333333; font-size:90%"><strong>Enterprise Leadership 5.0</strong></span><br /> <small>February 27, 2025</small></p> <p>Our NET.story <strong>Fact or Myth?</strong><br /> </p> </div> <br class="clear" /> <div class="texte" > <h3>Strategic Adaptation for Corporate Management in Times of Geopolitical and Economic Disruption<br /> </h3> <p>In today’s rapidly evolving global landscape, companies face an unprecedented set of challenges. As political, economic, and social systems undergo transformative changes, the fundamental rules that have governed business for the past several decades are being rewritten. The rise of nationalism, the shift toward autocratic governance, and the disruption of global supply chains represent only a fraction of the transformations at play. For executives, entrepreneurs, and business leaders, the critical question is: How should corporate management evolve in response to these shifts? The answer lies in understanding the profound changes reshaping our world and positioning organisations to thrive in an environment where certainty is no longer a given.<br /> </p> <hr /> <h3><br /> The Crumbling of the Old Order: A New Geopolitical and Economic Paradigm</h3> <p><strong></strong>The global order that emerged post-World War II, characterised by multilateral institutions, free trade, and Western-led economic dominance, is increasingly under strain. A series of tectonic shifts are challenging the very foundation of this order. The forces of de-globalisation, the rise of populist and nationalist movements, and the growing influence of autocratic regimes are fracturing the international system. These developments signal the decline of the liberal world order and the rise of new geopolitical realities.</p> <p><strong>Concrete Examples:</strong></p> <ul> <li><strong>The Brexit referendum</strong>, which culminated in the United Kingdom's decision to leave the European Union, exemplifies the rise of populist and anti-globalisation sentiment in the West. This political upheaval has not only reshaped the UK's relationship with Europe but also raised doubts about the future of regional integration across the continent.<br /> </li> <li>The <strong>2024 US presidential election</strong> marked a decisive shift in the United States' foreign policy direction, with the new administration signalling a reorientation toward unilateral action and less commitment to multilateral trade agreements. This pivot is reshaping the geopolitical landscape, particularly in the context of global trade and international relations.<br /> </li> <li>The intensifying <strong>US-China rivalry</strong> is another key factor driving global instability. As both nations vie for dominance in critical sectors such as technology, military power, and global influence, businesses must adjust to an increasingly bifurcated world where competition between the two powers influences everything from supply chains to intellectual property rights.<br /> </li> <li>The rise of <strong>national-radical parties</strong> in Europe, such as <strong>Germany’s Alternative for Germany (AfD)</strong>, <strong>France’s National Rally</strong>, and <strong>Italy’s League</strong>, further exemplifies the shift toward populism and nationalism. These movements, often advocating for stricter immigration policies and protectionist economic measures, are eroding the cohesion of the European Union, adding further uncertainty to the continent’s future economic and political stability.<br /> </li> </ul> <p>These examples illustrate a broader, more fragmented world order – one where the rules of global trade, diplomacy, and cooperation are increasingly unpredictable and subject to the forces of nationalism and political polarisation. <strong></strong><br /> </p> <hr /> <h3><br /> Impact of Global Disruption on Trade and Industry</h3> <p>The geopolitical shifts described above are having profound and far-reaching implications for global trade and industry. The dissolution of traditional trade agreements, the rise of economic protectionism, and the imposition of sanctions are disrupting long-established commercial flows. These changes are transforming not only the way countries engage in trade but also how companies operate on the global stage.</p> <p><strong>Key Challenges for Businesses:</strong></p> <ul> <li><strong>Supply Chain Disruptions:</strong> The ongoing global supply chain crises – exacerbated by trade tensions, tariffs, and the COVID-19 pandemic – have demonstrated just how vulnerable interconnected systems can be. Companies are being forced to rethink their sourcing strategies, with a growing emphasis on reshoring, diversification of suppliers, and greater reliance on technology to optimise supply chain resilience.<br /> </li> <li><strong>Shifts in Consumer Markets:</strong> As geopolitical tensions escalate, established consumer markets in Western countries are becoming more volatile. At the same time, new markets are emerging, particularly in Asia, Africa, and Latin America. However, navigating these regions requires businesses to adapt their strategies to different regulatory environments, consumer behaviours, and political climates.<br /> </li> <li><strong>Evolving Regulatory Landscapes:</strong> As many countries lean toward more protectionist or authoritarian policies, businesses must grapple with increasingly complex regulatory environments. For instance, in the wake of the US-China trade war, companies in sectors such as technology and telecommunications have faced increased restrictions and scrutiny, particularly regarding intellectual property and data protection laws.<br /> </li> </ul> <p>The <strong>US-China trade war</strong> and its accompanying tariffs on a range of goods is a prime example of how protectionism has disrupted industries like manufacturing, agriculture, and technology. Similarly, the US’s exit from global agreements, such as the <strong>Paris Climate Accord</strong>, has triggered a realignment in industries focused on environmental sustainability, forcing businesses to pivot to new models in the face of rapidly changing regulations.<br /> </p> <hr /> <h3><br /> Historical Context and Strategic Insights for Business Leaders</h3> <p>For business leaders navigating this new landscape, understanding historical shifts in power and economic structures provides valuable insights. The rise and fall of global empires – such as the Roman Empire, the British Empire, and the Soviet Union – offer critical lessons on the consequences of power transitions. When dominant empires lose their global influence, they often leave behind economic instability, fragmented markets, and disrupted trade routes. Similarly, the decline of major economic systems can lead to the emergence of new markets, industries, and opportunities.</p> <p><strong>Key Theses for Entrepreneurs and Enterprise Leaders:</strong></p> <ul> <li><strong>The End of the Post-WW II Liberal Order:</strong> Just as the fall of the Soviet Union marked the end of the Cold War, we are now witnessing the end of the liberal international order that has prevailed for the past 30 years. The institutions and agreements that underpinned global commerce, security, and cooperation are increasingly obsolete, and a new order will emerge, characterised by a shift toward regionalism, nationalism, and protectionism.<br /> </li> <li><strong>The Rise of Non-Western Powers:</strong> The emergence of China and Russia as global power players marks a shift from a Western-dominated world to a more multipolar global structure. Companies must adapt to this new reality by reassessing their international operations, particularly in relation to markets in Asia, the Middle East, and Africa. The BRICS states are not only challenging Western economic institutions but are also fostering alternative financial systems that are reshaping global trade dynamics.<br /> </li> <li><strong>The Unpredictability of Autocratic Regimes:</strong> The rise of autocracies presents new challenges for businesses, particularly those operating in regions with unstable political climates. As we saw with the Arab Spring and the ongoing tensions in Venezuela and Russia, authoritarian regimes are prone to sudden changes in policy that can drastically affect business operations. Companies must develop agile strategies that can quickly adapt to political upheaval and shifting governance structures.<br /> </li> </ul> <p>The lessons of history show that companies that do not anticipate these shifts in power and trade will face increasing risks. As the Dutch East India Company discovered, failing to adapt to changing geopolitical circumstances can result in decline and obsolescence. <br /> </p> <hr /> <h3> <br /> The Uncertainty of the Future: Resource Wars and the Digital Battlefield</h3> <p>We are witnessing the convergence of several transformative forces that threaten to reshape global economies and industries. The ongoing competition for <strong>critical resources</strong> – such as rare earth elements, lithium, and cobalt, which are crucial for technology and clean energy – has ignited a new form of <strong>resource nationalism</strong>. As countries race to secure access to these materials, businesses must navigate this increasingly competitive and politically charged landscape.</p> <p>Additionally, the rise of <strong>digital warfare</strong> is changing the nature of global conflict. Cyberattacks, intellectual property theft, and technological decoupling are emerging as key issues that affect businesses globally. The <strong>US-China tech war</strong>, for instance, has led to heightened restrictions on Chinese companies like Huawei, while simultaneously pushing Western companies to develop alternatives to Chinese-manufactured technologies. Companies must prepare for these risks by investing in cyber resilience, protecting intellectual property, and adapting to new national security measures related to technology.<br /> </p> <hr /> <h3><br /> Opportunities in Times of Disruption: Strategic Adaptation for Business Success</h3> <p>In today's rapidly changing global landscape, businesses face an environment of significant challenges driven by geopolitical and economic upheavals. However, these turbulent times also present extraordinary opportunities for those companies willing to adapt, innovate, and think strategically. The difference between those that merely survive and those that emerge stronger will lie in their ability to capitalise on disruption and drive meaningful change.</p> <p><strong>Strategic Opportunities for Forward-Thinking Businesses:</strong></p> <ol> <li><strong>Reshaping Supply Chains:</strong> As global trade disruptions and geopolitical uncertainty continue to make waves, the businesses that can regionalise their supply chains and invest in automation will be better positioned to navigate these risks. Reimagining and diversifying supply networks not only helps mitigate potential disruptions but can also enhance operational efficiency and agility in a world of volatility.<br /> </li> <li><strong>Entering Emerging Markets:</strong> The economic powerhouses of tomorrow are already taking shape in Asia, Africa, and Latin America. Companies that embrace the potential of these emerging markets can unlock new growth opportunities. The ability to tailor products and services to local needs and navigate different regulatory environments will be key to tapping into the significant growth these regions offer.<br /> </li> <li><strong>Technological Leadership:</strong> The future belongs to those who invest in cutting-edge technologies. Artificial intelligence, blockchain, and renewable energy are no longer just buzzwords but critical components of the digital transformation shaping industries like healthcare, logistics, and transportation. Those companies that lead the charge in adopting and leveraging these innovations will not only meet the demands of today’s market but will position themselves for long-term success in an ever-evolving landscape.<br /> </li> <li><strong>Resource Security:</strong> As competition for critical resources intensifies, businesses that secure access to raw materials through strategic partnerships or sustainable practices will be the ones to thrive. Whether it is through investing in resource-efficient technologies or forming key alliances, securing a stable supply of the materials needed to fuel production will be a game-changer for companies aiming for sustainability and resilience.<br /> </li> </ol> <p><strong>The Path Forward:</strong> In times of disruption, the companies that will emerge successfully are those that do not simply react to challenges but proactively seize the opportunities they present. By embracing strategic adaptation, adopting emerging technologies, and thinking globally, businesses can not only navigate uncertainty but drive innovation and set the stage for lasting success. The opportunity to lead in this new era is not just possible – it is waiting for those bold enough to take it.</p> <p>In this moment of transformation, the question is not whether you can adapt, but whether you will.<br /> </p> <hr /> <h3><br /> Conclusion: Embrace Change or Face Decline</h3> <p>The future of global business is no longer defined by stability and predictability. As political, economic, and technological systems continue to evolve, companies must adapt or risk being left behind. The disruption we are already witnessing will not subside – it will only intensify. The key to success will lie in how well business leaders can navigate the complexities of this new global order, adapt to emerging opportunities, and innovate in the face of uncertainty.<br /> </p> <blockquote> <p><strong>Navigating the New Global Order – Embrace Change or Face Decline</strong><br /> Are you prepared to lead your company through this period of profound change?<strong> </strong></p> </blockquote> <p> </p> </div> <br class="clear" /> <div class="photo top" style="text-align:center"> <a href="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/grande/86401047-61466172.jpg?v=1739290140" target="_blank"> <img id="img-86401047-61466172" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/art/default/86401047-61466172.jpg?v=1739290140" alt="Navigating the New Global Order" title="Navigating the New Global Order" /> </a> </div> <br class="clear" /> <div class="texte" > <h4><br /> Enterprise Leadership News: Facts or Myths – Your weekly dose of leadership excursion<br /> </h4> <p>Each week, we curate relevant articles and statements from around the web on the topic of Enterprise Leadership, creating inspiring, thought-provoking, and sometimes even provocative content. We take a step back with our own commentary, encouraging personal reflection. We present common assumptions and biased claims – facts or myths? It's up to you to form your own opinion and draw your own conclusions.</p> <p>For entrepreneurs and executives who are looking for something beyond carefully crafted advice, blueprints, and mainstream clichés: This newsletter is designed to provide variety, inspiration, and a shift in perspective, helping you shape your leadership strategies in a successful and informed way.<br /> </p> <blockquote> <h3><span style="color:#336699">Get your weekly dose of leadership excursion here!</span></h3> </blockquote> <p> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> Enterneering<sup>®</sup> APP ❘ Free Download</p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-1%; max-width:600px; width:90%"> <tbody> <tr> <td style="text-align: center; width: 50%;"><a href="https://play.google.com/store/apps/details?id=world.enterneering.app"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839659.jpg" width="70%" /></a></td> <td style="text-align: center;"><a href="https://apps.apple.com/us/app/enterneering/id6470820572"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27839658.jpg" width="70%" /></a></td> </tr> </tbody> </table> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 1: Download the app from your app store for free on mobile devices.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Step 2: Sign-up your profile for free using the menu at the top right of the app's header <strong>on the mobile device used for the download</strong>.</p> <p style="text-align: center; font-size: 80%; line-height: 110%">Enjoy unlimited access to our NET.story episodes by using your app profile <strong>on any</strong> internet-connected device.</p> <p style="text-align: center; font-size: 80%; line-height: 110%"> </p> </div> <br class="clear" /> <div class="texte" > <hr /> <p style="text-align: center; font-size: 90%; color:#29547E"><br /> The NET.story podcast is also available at:<br /> </p> <table align="center" border="0" cellpadding="1" cellspacing="1" style="margin-top:-20px; max-width:600px; width:100%"> <tbody> <tr> <td style="text-align: center;"><a href="https://www.youtube.com/playlist?list=PL18sIf60LT6hT43dOq1Ex5WMiHHIhwXTq"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853146.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://open.spotify.com/show/6au4sFEW88W90YVpH6pWvC"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853143.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://podcasts.apple.com/us/podcast/net-story/id1785829225"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853145.jpg" width="95%" /></a></td> <td style="text-align: center;"><a href="https://q4k0kx5j.r.us-east-1.awstrack.me/L0/https:%2F%2Fmusic.amazon.de%2Fpodcasts%2Fa5bc179a-fec1-4187-abc0-38bb24b1dc14/1/01000193d3cc6221-7add8453-a340-49d6-ba18-991e5785e89a-000000/4RBmcljFxzx1xjJwByW0RScNbPA=404"><img align="top" alt="subscribing" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853144.jpg" width="95%" /></a><a href="https://www.enterneering.app/general-content/i/80453573/trail-entrepreneur-executive"></a></td> </tr> </tbody> </table> <p> </p> </div> <br class="clear" /> <div class="texte" > <p style="text-align: center;"><a href="/net-story"><img alt="delegation" src="https://cmsphoto.ww-cdn.com/superstatic/3395113/gal/original/gal-27853903.jpg" style="width: 100%" /></a><br /> </p> </div> <br class="clear" />
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