Federica Ognissanti

The German economy is still struggling with GDP QoQ coming in at -0.1%, which was expected 0.1%. Part of the weakness will be from the Chinese consumers cutting back, especially on branded items and the rest is due to losing cheap gas from Russia plus a lack of government investment. It does highlight the need to cut rates to prevent economies from weakening, which is not showing up in the data yet...but it will! #germany #gdp

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Germany is facing a severe labor shortage and an aging population, with estimates suggesting a deficit of 7 million skilled workers by 2035. The country currently has around 700,000 unfilled job vacancies, leading to a decline in economic growth potential from 2% in the 1980s to 0.7%. German Economy Minister Robert Habeck highlights migration as a crucial solution to this issue, warning that failure to address it could further reduce the growth rate to 0.5%. #megamindconsultants #studyinabroad #studyingermany

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Nice summary of how selling in 🇺🇸 doesn’t compare to what you know from Europe

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 𝐢𝐏𝐡𝐨𝐧𝐞 𝐯𝐬. 𝐀𝐩𝐩𝐥𝐞 𝐒𝐭𝐨𝐜𝐤: 𝐖𝐡𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐑𝐞𝐚𝐥 𝐈𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭?  In this thrilling episode of my One Minute Idea series, I tackle a question many of us face: Should you buy the latest iPhone or invest that money in Apple stock?  I’ll explain how making the right investment decisions can pay off more in the long run than just buying the newest tech. With real examples and practical tips, discover how to make your money grow! Curious about what’s the smarter choice? Watch the video and let’s find out together! #OneMinuteIdea #InvestmentTips #AppleStock #iPhone #SmartInvesting #FinancialFreedom #DrVivekBindra

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Digitization v1.0 What frustrates me the most is when people talk about progress and some alien digitization of companies in Germany. I think we all encounter completely opposite experiences every day. I won’t even mention word "expectations" because... How often do you receive a bill or... need to ask a question about how your product X is configured? In first example... naturally, you go to the clinic's portal and fill out their confusing questionnaire, which comically thanks you for sending an email (???)... but you never receive any confirmation of that "communication" from them. To feel secure, you take a screenshot. :) Another example: you visit the customer support of the company behind the product you’re using, fill out the standard contact form with all your inquiries... and surprise, surprise... again, you receive no confirmation via email... even though in both cases, they kindly thank you for "sending an email." I wonder, is this arrogance or total IT illiteracy in German companies?

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// Being a Brave Leader: The Ups and Downs of Managing  As a manager, you've probably faced numerous challenges in your career. But what does it take to be a brave leader in a company? Is it worth the risks and sacrifices? Let's dive into the pros and cons of being a bold leader in a challenging environment.            Consequences of Being a Brave Leader: 👉 Increased Responsibility: As a brave leader, you must take on more responsibilities and make tough decisions, even when the outcome is uncertain. 👉 Resistance to Change: Not everyone may agree with your vision or decisions, leading to resistance and potential backlash. 👉 Higher Stress Levels: The weight of responsibility and pressure to perform can increase stress levels, impacting your well-being. 👉 Risk of Failure: There's always a risk of failure, which can damage your reputation and credibility.            Benefits of Being a Brave Leader: 👉 Innovative Problem-Solving: Taking calculated risks and thinking outside the box can lead to innovative solutions and competitive advantages. 👉 Improved Employee Engagement: Employees who see their leaders taking bold action are more likely to be motivated and engaged. 👉 Increased Morale: Brave leaders inspire confidence and trust, leading to higher morale and job satisfaction. 👉 Personal Growth: Overcoming challenges can lead to significant personal growth and development.            According to a survey by Gartner, 71% of employees reported that their leaders are not brave enough to take risks. Meanwhile, a study by McKinsey found that companies with more courageous leaders tend to outperform those with less courageous leaders.            In conclusion, being a brave leader in a challenging environment comes with its share of consequences, benefits, losses, and problems. However, the rewards can be substantial. By understanding the pros and cons, you can make informed decisions about your leadership approach.            So, are you ready to take the leap and become a brave leader? Share your thoughts in the comments below! __________________________________________________________________________  Ready to take your organization to the next level? Reach out to us today to learn more about how we can help you streamline your operations and drive growth for your organization.  www.operationssynergy.com #changemanagement #operationsmanagement #management #efficiency #process

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𝑾𝒊𝒍𝒍 𝒚𝒐𝒖𝒓 𝒏𝒆𝒘 𝒍𝒊𝒇𝒆 𝒃𝒆 𝒂 𝒅𝒓𝒆𝒂𝒎 𝒐𝒓 𝒂 𝒏𝒊𝒈𝒉𝒕𝒎𝒂𝒓𝒆? To avoid the latter, asking good questions matters when relocating. I've changed countries twice, and most of my friends are expats. In my profession, I’ve supported countless expats on their journey. Hint: moving is almost never a walk in the park. Here are my personal top 11 questions to consider: 1. Do I prefer a productivity-oriented or family/friends/leisure-oriented culture? 2. Is there already an international/startup community? 3. Can I commit to learning a new language? 4. Is Amazon available? 5. How important is sunshine to me? 6. How quickly can I visit my family? 7. Can I easily go for a ride, swim, or hike in nature? 8. Can I get a decent flat white? 9. What’s the welcome culture and political sentiment like? 10. Can I afford the same or even better living standards there? 11. Will I be able to comfortably raise kids? What questions are in your top 3-5? What am I missing? 👉 Swipe the carousel for additional thoughts.

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This is about right. If you want to be a founder, you need to have the resilience to overcome anything. You need to have a firm conviction that you can do what the man in the video is doing, figuratively of course.

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Inspired by real-life experience: French 🇫🇷 Manager of a German 🇩🇪 team: "Andrea, I don't get it, why does my German team not do what I expect from them?" Did you ever feel like your German 🇩🇪 colleagues or team require exhaustive details for every project? Or maybe you've noticed that your French 🇫🇷 counterparts often seem to leave out explicit instructions? 🕵🏼‍♂️ A common challenge we encounter with expansion is bridging the communication gap between French and German teams. Beyond language differences, the amount of information shared can significantly affect team dynamics, cause misunderstandings, and even spark conflicts. 🧠 E. T. Hall, a pioneer in intercultural communication, introduced the idea of high and low-context cultures in the 1970s. This concept sheds light on the diverse communication styles across cultures. Understanding this framework helps us grasp why it's sometimes tough to find the right balance of information sharing between French and German teams. I recommend reading "The Culture Map" by Erin Meyer that inspired the below graphic. Does this help you too? Do you have any real-life examples of high & low-context culture clashes? #interculturalcollaboration #businessexpansion #interculturalteams

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The Uncomfortable Truth About Tech's Work-Life Balance Obsession Remember when Germany's economy was the envy of Europe? Those days are fading fast. And guess what? We in tech are next. Maybe you already noticed. Startups are filing for bankruptcy because of unsustainable business models or are not able to attract new investors. While we've been patting ourselves on the back for our "progressive" work culture, the world has been changing. Rapidly. 🚨 Wake-up call: Your convenient work-from-home setup and fancy benefits will be gone soon. Inflation is eating your paycheck for breakfast, interest rates and energy costs are through the roof and companies are wasting money trying to keep up with your demands. But here's the kicker: While you're lobbying for a 4-day workweek, our global competitors are working overtime. Let's get real: - Your "work-life balance" is becoming a liability - Your demand for higher pay is squeezing companies dry - Your resistance to office work is killing productivity Harsh? Maybe. True? Absolutely. Here's the billion-dollar question: Are we too spoiled by past success to see the challenges right in front of us. It's time to make a choice: Adapt and thrive or cling to comfort and become obsolete! The tech industry needs a reality check. We need to work smarter, harder, and yes, longer. Balance is a luxury we can no longer afford. It's time to get uncomfortable. Are you ready to challenge the status quo, or will you be left behind? #TechWakeUpCall #AdaptOrDie #WorkEthicRevolution

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You are a start-up, and you have hired a 🇩🇪 team because you expect long-term business success in the German market 🇩🇪. But how do you get there?  Here are 3️⃣ strategies that are fundamental to the success of your team ⤵️ 1. Listen to them You hired a local team because they know more about the German market than you do, have more experience with German customers than you do, and speak better German than you do (ideally in that order). Take advantage of that and listen (really listen) to their feedback. 2. Believe what they say It may sound counterintuitive to some startup management teams that someone knows something about their business that they don't, but when you hire a local team, start by believing what they say about the market. (See point 1 on why you hired them) Too often I hear from (especially French 🇫🇷) management teams that they simply do not listen to their German colleagues, creating frustration and resignation. 3. Implement their suggestions quickly Save yourself some time and trouble. Remember, the local team is working FOR you, not AGAINST you. Of course, their suggestions need to be evaluated and incorporated into the overall strategy, but you're usually better off implementing local adaptations quickly to adapt to the market. I would love your feedback on what I missed! Comment below or drop me a DM 🙏

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PSA: Digital access cards are not cheaper than physical ones. At least ON THE SURFACE. Here is why: (numbers for illustration only, not 100% exact) 𝐏𝐡𝐲𝐬𝐢𝐜𝐚𝐥 𝐛𝐚𝐝𝐠𝐞 💳 : A plastic access card might cost something like 10 USD. On average, apparently 20% of cards get lost, broken etc. So superficial annual cost of ownership = 2 USD. 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐛𝐚𝐝𝐠𝐞 📱 : Digital access credential could cost anything from 5-12 USD depending on the provider, volume, reseller, country etc. For illustration purposes, let's put the number also at 10 USD. The difference - it's subscription based! Superficial annual cost of ownership = 10 USD "5 times more expensive?!?! We are not going digital!" says the CFO. Yes, 5 times more expensive IF you ignore the 2nd and 3rd order consequences. What about the cost of maintenance and operation? Procurement, storage, management, distribution, collection of physical badges? The need of space, people, processes and time to make the whole operation work. I've heard of an example: 15 people per 10,000 employees. A whole department! These people need salaries, training, supervision, space and time of course. Another example: it takes 4 weeks to produce, print and ship a badge to a new employee of this international company. With digital? Of course, the end-user company will need an IT infrastructure to make it work. Yes, you no longer need people JUST to manage physical cards. But the company might need additional IT support and processes in place to make it work. Cybersecurity will be a must. However, the math is CLEARLY not as simple as one being X-times more expensive than the other. Not to mention user experience, convenience, security, data etc. What do you think?

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Did you know that dental care in Germany can be quite expensive? A simple dental procedure can cost around €70-€300, and more complex treatments can run into thousands of euros! 😱 That's why dental insurance is essential for expats in Germany. It can save you up to 90% on dental implants and other treatments. I had a client who had to take out a private loan for dental treatment because he didn't have dental insurance or savings to cover the cost. I've also seen cases where people were denied dental insurance after significant dental work, like having multiple teeth removed. Don't wait until it's too late—secure your coverage while you still can. Protect your smile and your finances! Get dental insurance now and avoid hefty out-of-pocket costs for dental care. #dentalinsuranceingermany #expatsingermany #pinoynursesingermany #FilipinosinGermany

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The startup bubble of 2021 is back again, this time with new startups, and not just AI ones, but even a supplier of three-wheel solar cars, whose lack of revenues and profitability remind us of the SPACs of the previous bubble. “Risky #startups with a flair for digital marketing are using a regulatory exemption that allows them to hype their moonshot products and raise huge sums of money from individual investors.” The SEC approved “Regulation A,” nearly a decade ago, a technique that “allows businesses to annually raise as much as $75 million while complying with lighter-touch rules than a traditional initial public offering. These companies have raised billions of dollars from hundreds of thousands of Americans with little oversight.” “The companies have sometimes misled investors as they burn through tens of millions of dollars, struggle to generate sales, and continue to seek more money.” “Aptera has been telling investors for three years that it would soon deliver its first solar-powered car but still hasn’t shipped any. Tiny-house maker Boxabl says its wait list exceeds 175,000 customers, but it has sold only six units this year.” “Aptera and Boxabl have both relied on catchy social-media campaigns that hype their progress creating game-changing #technologies. #Crowdfunding platforms—such as StartEngine and Republic—match the fledgling firms with novice investors who can behave more like fans than shrewd financiers looking for a solid return on their investment.” “Every time I see another video about Aptera the farther I fall in love with this car,” one person wrote on a recent YouTube video. “Aptera really embodies the statement, ‘Do it right, or don’t do it at all.’” In a new bid to attract more capital, Aptera said “investors who gave at least $2,000 would receive $1,000 off the price of a vehicle when they are delivered. Investors who contribute at least $27,000 would get the first vehicles that are delivered in the United Arab Emirates, where Aptera is trying to raise money and find customers. In a recent video, the company showed an Aptera doing “tons of laps” on a racetrack in Abu Dhabi.” “Las Vegas-based Boxabl has raised $150 million by telling investors that it will automate home-building by cranking out factory-built tiny houses in 15 minutes.” “Four years in, Boxabl has delivered only 223 of the dwelling,” most of them through one order to the U.S. government’s naval station in Guantanamo Bay.” “Despite Boxabl bleeding cash, the top two managers were both awarded bonuses of $297,500 last year or 50% of their annual salaries of $595,000,” generating concerns inside their company. This does look like a money grab,” said the company’s former vice president of strategic investments.” #innovation #hype https://lnkd.in/gpG6x_hA

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Considering expanding your business to Germany? 🚀 🇩🇪 Setting the right goals and KPIs is crucial for a successful Go-to-market: 🎯 Stay agile with goal setting: Flexibility is key! While it's essential to set ambitious goals, it's equally important to be willing to adapt and correct them as needed. This prevents internal frustration and maintains stakeholder confidence throughout the expansion process. 💡 Embrace adaptability: Don't hesitate to adjust or lower your targets if the circumstances require it. Being adaptable allows you to respond effectively to market dynamics and challenges, ultimately leading to better outcomes. 💼 Balance hard and soft goals: One of our favorite recommendations is to mix "hard" KPIs with "soft” goals to accurately track progress, especially in the early stages of your market launch. While hard metrics provide tangible benchmarks, soft goals help capture important qualitative progress that may not be immediately quantifiable. 📈 Prioritize relationship building: In the initial phase post-launch, focus on establishing your presence and building strong relationships. Consider delaying setting sales goals in the first quarter/trimester to prioritize laying a solid foundation for future success. By following these recommendations, you'll be better equipped to navigate the complexities of expanding your business to Germany. Remember, adaptability, goal-setting agility, and a balanced approach are key ingredients for success in this exciting endeavor! #GotoGermany #EuropeanExpansion #MarketLaunch

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[𝗪𝗵𝗮𝘁 𝗱𝗿𝗶𝘃𝗲𝘀 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝗳𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲?] Every two years, I find myself reinventing who I am and what I do. When life isn't going the way I want or when I feel unhappy, I create change. This can take many forms: 😲 cutting my hair 😮 selling a house 🤭 switching careers 🤨 buying a truck This constant drive for transformation raises questions about leadership and coaching. In leadership, it's crucial to understand the motivations behind change. ❓ If I am a changemaker, why do I constantly feel the need to change things? ❓ Is my dissatisfaction genuine or masking deeper discontent? Understanding the root of this dissatisfaction is essential: ➡️ Dissatisfaction can't be an excuse for constant upheaval ➡️ It should be seen as discontent needing attention and to be addressed. As a leader, distinguish between constructive change and change for its own sake. Coaching involves uncovering true motivations and guiding meaningful, lasting transformation. I need to ask myself and those I coach ❓ "𝗪𝗵𝗮𝘁 𝗶𝘀 𝗱𝗿𝗶𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝗳𝗼𝗿 𝗰𝗵𝗮𝗻𝗴𝗲?" ❓ "𝗜𝘀 𝘁𝗵𝗶𝘀 𝗰𝗵𝗮𝗻𝗴𝗲 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗼 𝗴𝗲𝗻𝘂𝗶𝗻𝗲 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁, 𝗼𝗿 𝗶𝘀 𝗶𝘁 𝗮 𝘁𝗲𝗺𝗽𝗼𝗿𝗮𝗿𝘆 𝗳𝗶𝘅 𝗳𝗼𝗿 𝗮 𝗱𝗲𝗲𝗽𝗲𝗿 𝗶𝘀𝘀𝘂𝗲?" By tackling these questions, I help others make lasting changes rather than staying stuck in dissatisfaction. 💥 ⚡⚡ Real leadership means helping people understand and use their motivations, leading to true growth and fulfillment. ⚡⚡ ➕➕➕➕➕ Follow Masi to understand your unique leadership style & behavior and escalate your personality intelligence, your emotional intelligence and your skills intelligence. If this helped you… ↳ Connect with me using the 𝗹𝗶𝗻𝗸 in my feature section to discover your own unique leadership style ↳ Help somebody else and repost ♻ for your network to see today.

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Start-up CEOs listen up! 👂 Your international teams need constant management attention, but they don't get it. Here is why this is a problem: Onboarding a team to expand into a new market (for example, Germany 🙃) is great. They are your ticket to success in the new market. 🎟 Once you have the team, you'll spend time onboarding them, setting goals and helping them start their activity. GREAT! Success will come soon! 🚀 But too often, I see the attention and the time allocated to the international team fade away slowly (like after 3-6 months). 😢 The project is not new anymore, and the management team moves on to the next interesting project on the roadmap or some other fancy markets you want to conquer. You expect the international team to work and deliver results. Period! 📈 But this is the moment when the real work starts (after the honeymoon phase). International teams, even more so if remote, need constant encouraging contact with the head office. They need to feel integrated into your overall growth project and not treated like a sales team somewhere in the wild. They need clearly communicated expectations, ideally, those expectations should not only include meetings, demos, MRR or new customers, but a vision you have for the market, where you want to go, and what you want to achieve. They need to be encouraged and cheered on by the management team (including the CEO) because their job is hard and often lonely. They need to feel that you care. They need to be supported by the rest of the team, marketing, sales, operations, IT, ... because they are the Avengers of the team! Do not only ask them to report on their sales results every month (scoop: those are often disappointing for all in the first 12 months because generally targets have been set too high in the beginning) but discuss how to grow the market and how to solve the problems that arise. Ask for their feedback, and what they have learned speaking to your future customers, ask them about their feelings if the chosen go-to-market is the right choice, and ask them every day what you can do to truly help them. Put a very open feedback system in place, let them complain and take every complaint seriously. Always encourage feedback and requests for improvements. I have seen it too often, that this work is not done and that either the team leaves after 12-18 months because they are fed up, or they are let go because the results are not there. And who is then to blame? Thoughts?

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