{"id":11247,"date":"2026-01-28T20:12:29","date_gmt":"2026-01-28T19:12:29","guid":{"rendered":"https:\/\/huebner.io\/2026\/01\/tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht-2\/"},"modified":"2026-01-28T20:12:29","modified_gmt":"2026-01-28T19:12:29","slug":"tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht-2","status":"publish","type":"post","link":"https:\/\/huebner.io\/en\/2026\/01\/tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht-2\/","title":{"rendered":"TFF #43: The productivity paradox: Why commitment is not enough"},"content":{"rendered":"<div class=\"beehiiv\">\n<div class=\"beehiiv__body\">\n<div class=\"image\"><img decoding=\"async\" alt=\"\" class=\"image__image\" src=\"https:\/\/media.beehiiv.com\/cdn-cgi\/image\/fit=scale-down,format=auto,onerror=redirect,quality=80\/uploads\/asset\/file\/b5362874-6d0e-49e0-a856-ff7b5dedb232\/TFF_Beehiiv_Headers_final__34_.png?t=1768521002\" \/><\/div>\n<p class=\"paragraph\">Last week, we presented the results of the <a class=\"link\" href=\"https:\/\/culturecockpit.com\/?utm_source=mmind.space&amp;utm_medium=newsletter&amp;utm_campaign=tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">Culture Compass 2026<\/a> evaluated. 540+ managers from Germany, Austria, Switzerland and the Netherlands.<\/p>\n<p class=\"paragraph\">A pattern runs through the results.<\/p>\n<p class=\"paragraph\">42% of the organizations have a dominant \"clan culture\". Teamwork, cohesion, family.<\/p>\n<p class=\"paragraph\">At the same time, 41% cite \"bureaucratic and slow decisions\" as their greatest weakness.<\/p>\n<p class=\"paragraph\">That is not a contradiction.<\/p>\n<p class=\"paragraph\">This is a system that blocks itself.<\/p>\n<hr class=\"content_break\" \/>\n<h4 class=\"heading\">\ud83c\udf99\ufe0f You prefer to listen to the newsletter? Here is a short, AI-generated audio summary of this issue:<\/h4>\n<div class=\"recommendation\">\n<figure class=\"recommendation__logo\"><\/figure>\n<h3 class=\"recommendation__title\"> Productivity paradox: culture becomes a brake <\/h3>\n<\/div>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">The problem<\/h3>\n<p class=\"paragraph\">European SMEs have built something valuable over the last few decades: Cultures in which people feel valued.<\/p>\n<p class=\"paragraph\">This is reflected in the data. High Employee Engagement is at 42% - the greatest internal strength.<\/p>\n<p class=\"paragraph\">But this is where it gets complicated.<\/p>\n<p class=\"paragraph\">The same organizations struggle with speed. Every idea needs consensus. Every decision goes through loops. Every initiative waits for approval.<\/p>\n<p class=\"paragraph\">That used to be an advantage. Stability. Care. Quality.<\/p>\n<p class=\"paragraph\">But when markets change in months rather than years, this culture becomes an anchor.<\/p>\n<p class=\"paragraph\">Professor Joep Cornelissen from the Rotterdam School of Management puts it in a nutshell: \"The challenge for 2026 is not to dismantle people-centered cultures. It's to develop them further - to decouple collaboration from consensus.\"<\/p>\n<p class=\"paragraph\">That sounds simple. The implementation is not.<\/p>\n<p class=\"paragraph\">Because what we see here has a name: the productivity paradox.<\/p>\n<p class=\"paragraph\">High motivation. Low speed.<\/p>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">The framework<\/h3>\n<p class=\"paragraph\">To understand this paradox, it helps to look at an established model: the <b>Competing Values Framework<\/b>.<\/p>\n<p class=\"paragraph\">Researchers have been using this model to map corporate cultures since the 1980s. It defines four quadrants:<\/p>\n<ul>\n<li>\n<p class=\"paragraph\"><b>Clan<\/b> - Cooperation, family, loyalty. <\/p>\n<\/li>\n<li>\n<p class=\"paragraph\"><b>Adhocracy<\/b> - Innovation, flexibility, willingness to take risks. <\/p>\n<\/li>\n<li>\n<p class=\"paragraph\"><b>Market<\/b> - Results, competition, performance. <\/p>\n<\/li>\n<li>\n<p class=\"paragraph\"><b>Hierarchy<\/b> - Structure, control, processes.<\/p>\n<\/li>\n<\/ul>\n<p class=\"paragraph\">\n<div class=\"image\"><img decoding=\"async\" alt=\"\" class=\"image__image\" src=\"https:\/\/media.beehiiv.com\/cdn-cgi\/image\/fit=scale-down,format=auto,onerror=redirect,quality=80\/uploads\/asset\/file\/4fc70d8b-4e23-4da0-95b7-577ccd4fd61b\/Gemini_Generated_Image_lxm8iglxm8iglxm8.png?t=1768524590\" \/><\/div>\n<\/p><p class=\"paragraph\">Most European SMEs move between clan and hierarchy. Stability and cohesion.<\/p>\n<p class=\"paragraph\">This explains why only 11% have a results-oriented market culture. And why only 30% have an innovative adhocracy culture.<\/p>\n<p class=\"paragraph\">A systematic analysis by 2024 shows why this is becoming a problem: \"Adhocracy serves as a foundation for cultural change because it enables flexibility and informality.\"<\/p>\n<p class=\"paragraph\">This does not mean that you have to give up your clan culture.<\/p>\n<p class=\"paragraph\">It means that you need to develop a second skill: the ability to act quickly without losing cohesion.<\/p>\n<p class=\"paragraph\">Here comes the <a class=\"link\" href=\"https:\/\/www.mckinsey.com\/capabilities\/implementation\/our-insights\/the-athletes-mindset-for-digital-and-ai-transformation?utm_source=mmind.space&amp;utm_medium=newsletter&amp;utm_campaign=tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht#\/\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">Athlete's Mindset <\/a>into play.<\/p>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">The practice check: Interval training for organizations<\/h3>\n<p class=\"paragraph\">A recent McKinsey article describes how an energy company took an unusual approach to its transformation: Interval training.<\/p>\n<p class=\"paragraph\">The initial situation was typical. Over 100 AI use cases. Fragmented communication. Silos. Technical debt.<\/p>\n<p class=\"paragraph\">The breakthrough came thanks to three principles that stem directly from elite sport.<\/p>\n<h4 class=\"heading\">Principle 1: Clear goals like an athlete<\/h4>\n<p class=\"paragraph\">The team identified the three most critical pain points. Not 100 projects. Three.<\/p>\n<p class=\"paragraph\">They then defined measurable success criteria:<\/p>\n<ul>\n<li>\n<p class=\"paragraph\">Time-to-market for digital products<\/p>\n<\/li>\n<li>\n<p class=\"paragraph\">Number of AI-trained employees<\/p>\n<\/li>\n<li>\n<p class=\"paragraph\">Adoption rate of new solutions<\/p>\n<\/li>\n<\/ul>\n<h4 class=\"heading\">Principle 2: Preparation with the right team<\/h4>\n<p class=\"paragraph\">A \"Commitment Day\" brought business and IT together. Intensive negotiations. In the end: over a quarter of the projects were canceled.<\/p>\n<p class=\"paragraph\">That was not failure. That was focus.<\/p>\n<h4 class=\"heading\">Principle 3: Balance between sprint and recovery<\/h4>\n<p class=\"paragraph\">As with interval training, the team alternated between intensive phases and strategic breaks.<\/p>\n<p class=\"paragraph\">The results after four months:<\/p>\n<ul>\n<li>\n<p class=\"paragraph\">Development time halved<\/p>\n<\/li>\n<li>\n<p class=\"paragraph\">Technology adoption from 20% to 70%<\/p>\n<\/li>\n<li>\n<p class=\"paragraph\">Operational inefficiencies reduced by 10%<\/p>\n<\/li>\n<\/ul>\n<p class=\"paragraph\">The most important insight: The best teams don't just defend or attack. They read the game and switch immediately. Defense to attack in seconds.<\/p>\n<p class=\"paragraph\">Your culture needs the same versatility.<\/p>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">What this means for companies<\/h3>\n<p class=\"paragraph\">The Culture Compass 2026 shows a clear path.<\/p>\n<h4 class=\"heading\">Step 1: Optimize processes - separate consensus from decision<\/h4>\n<p class=\"paragraph\">Introduce \"Disagree and Commit\" protocols. The team discusses openly. But when the decision is made, everyone goes along with it.<\/p>\n<p class=\"paragraph\">This preserves psychological safety and still enables speed.<\/p>\n<h4 class=\"heading\">Step 2: Create innovation zones<\/h4>\n<p class=\"paragraph\">Not every team has to work the same way. Create protected areas where quick experimentation is possible.<\/p>\n<p class=\"paragraph\">These zones serve as a laboratory for new ways of working.<\/p>\n<h4 class=\"heading\">Step 3: Redefining leadership - from manager to enabler<\/h4>\n<p class=\"paragraph\">The bottleneck is not the workforce. It is the management.<\/p>\n<p class=\"paragraph\">The shift: from enforcing rules to enabling results.<\/p>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">What happens next?<\/h3>\n<p class=\"paragraph\">On <b>January 20<\/b> we present the complete Culture Compass 2026 results live. With us: Professor Joep Cornelissen (Rotterdam School of Management).<\/p>\n<p class=\"paragraph\">We discuss specifically how you can recognize - and resolve - the productivity paradox in your organization.<\/p>\n<p class=\"paragraph\">\ud83d\udc49 <a class=\"link\" href=\"https:\/\/www.linkedin.com\/event\/manage\/7410472247527751680\/?utm_source=mmind.space&amp;utm_medium=newsletter&amp;utm_campaign=tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">To the registration (LinkedIn Live): Culture Compass Results Presentation, January 20, 14:00 CET<\/a><\/p>\n<p class=\"paragraph\">If you already know that AI business models are your next step, but the culture is holding you back:<\/p>\n<p class=\"paragraph\">Our Macher Sprint in Schaan brings both together. Speed and substance. In three intensive days, you will develop a concrete prototype - with the team that will actually implement it.<\/p>\n<p class=\"paragraph\">\ud83d\udc49 <a class=\"link\" href=\"https:\/\/www.mmind.ai\/privatperson\/trainings-events\/der-macher-sprint?utm_source=mmind.space&amp;utm_medium=newsletter&amp;utm_campaign=tff-43-das-produktivitats-paradox-warum-engagement-nicht-reicht\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">More about the Macher Sprint<\/a><\/p>\n<hr class=\"content_break\" \/>\n<h3 class=\"heading\">\ud83c\udfac Video: Success with interval training<\/h3>\n<\/div>\n<div class=\"beehiiv__footer\"><br class=\"beehiiv__footer__break\" \/>\n<hr class=\"beehiiv__footer__line\" \/><a target=\"_blank\" class=\"beehiiv__footer_link\" href=\"https:\/\/www.beehiiv.com\/?utm_campaign=62c1a798-ae4e-4e83-9902-4994905c6caf&amp;utm_medium=post_rss&amp;utm_source=the_flow_factor\" rel=\"noopener\">Powered by beehiiv<\/a><\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Last week, we analyzed the results of the Culture Compass 2026. 540+ managers from Germany, Austria, Switzerland and the Netherlands. One pattern runs through the results. 42% of the organizations have a dominant \"clan culture\". Teamwork, cohesion, family. At the same time, 41% cite \"bureaucratic and slow decision-making\" as their greatest weakness. This is not a contradiction. That is [...]<\/p>","protected":false},"author":15,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","footnotes":""},"categories":[192],"tags":[],"class_list":["post-11247","post","type-post","status-publish","format-standard","hentry","category-beehiiv","entry"],"acf":[],"_links":{"self":[{"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/posts\/11247"}],"collection":[{"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/users\/15"}],"replies":[{"embeddable":true,"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/comments?post=11247"}],"version-history":[{"count":0,"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/posts\/11247\/revisions"}],"wp:attachment":[{"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/media?parent=11247"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/categories?post=11247"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/huebner.io\/en\/wp-json\/wp\/v2\/tags?post=11247"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}