Fifty years ago we went to the moon for the first time (and 47 years ago for the last time). Many asked themselves, "Why should we go there at all?" And, "Aren't there more pressing problems to solve?" Such questions reveal exactly the problem: they kill ambition in the bud and put the focus on the urgent, not the great.

You can spin it any way you like: truly outstanding progress has only ever been achieved with ambitious - often unreasonable - visions. Everything else is incremental improvement. Of course, this is not about the moon at all, but about the fact that most leaders have forgotten how to think big and believe in extraordinary goals.

"The motto is "Don't take too many risks. Processes are optimized first and the next employee survey is launched. And the days are best spent discussing pending problems endlessly anyway.

A test: look at your calendar. How much time do you have scheduled there for developing and pursuing really big and extraordinary goals? For most leaders, that's far less than five percent - if that.

I miss the big visions, in politics and especially in companies. Here are three suggestions for that, if you're willing to move a little out of your comfort zone:

1. New question. Don't ask "Why?", ask "Why not?". This leads to completely different discussions. Examples: "I think we should double our sales in this segment in 3 years." "Why not? How can we do that?" "Let's have huge fun at work every day." "Why not? How can we do that?"
2. Courage. Most leaders have unlearned courage. Yes, that's right: courage can be learned and unlearned. And courage does not mean unreasonableness (although even that would sometimes be appropriate to break the ice). Be courageous and develop great visions: Where do you see your company in 3-5 years? What sounds almost unattainable (like flying to the moon with the computer capacity of the time)?
3. Emotion. I miss the positive emotion in many teams and companies. Everyone is so "busy" that the spirit gets lost. The good news: emotions can be created consciously. That often requires a change in thinking, too.

So, think with your leadership team about the big journey you want to take. And remember the words of John F. Kennedy in 1962, to wit: "We're going to the moon not because it's easy, but because it's hard. Because it brings out the best in us." A fine reason, I think.

To the author:
Volkmar Völzke is a success maximizer. Book author. Consultant. Coach. Speaker. www.volkmarvoelzke.ch

Dhe workplace is becoming increasingly digital. This is true for corporations as well as for small and medium-sized enterprises. The technological basis for the digital office, in which employees can network more easily and share information more effectively, is provided by platforms for unified communications and collaboration (UCC). These combine all the functions for communication and collaboration - i.e., voice, video, messaging, screen sharing and file sharing - in a single, intuitive user interface. Here are five tips for the right use of unified communications and collaboration:

1)    Protect investments already made

Good UCC platforms have an architecture and platform (CPaaS) with open interfaces. This means that existing infrastructures, such as existing communications systems, CRM applications, databases, or - increasingly important today - social media platforms can be integrated into the solution and investments already made can be protected. Chatbots help to increase automation and also to realize integrations in IoT platforms.

2)    Get in step by step

Those who opt for a scalable and flexible platform that requires little technical expertise can later integrate additional employees into the UCC system all the more easily or add any additional functions that are needed. This gives SMEs future and planning security. Further advantages arise when using a solution that does not require any additional hardware: This speeds up the rollout and minimizes the installation and administration effort.

3)    Thinking about the cloud

Communication and collaboration solutions are increasingly moving to the cloud. There, the resources are available on demand. This makes the use of a UCC solution via the cloud a cost-effective alternative, especially for small and medium-sized enterprises with a tight IT budget. Not only can they keep entry costs and upfront investments low, but they can also benefit from on-demand usage and billing. Ideally, customers should be able to choose between several deployment options - from public cloud to hybrid models to private cloud in their own server room.

4)    Do not compromise on safety

Data security and data protection are also high on the agenda of SMEs. But corresponding experts are particularly rare there. Here, too, a cloud-based UCC solution plays out its advantages: A good provider offers a solution that encrypts the data on the server and during transfer. On the other hand, it complies with the strict European regulations on data security and the obligation to provide proof, which - keyword EU Data Protection Regulation (DSGVO) - are also highly relevant for Switzerland.

5)    Rely on managed services

Managed services in the UCC environment mean that user companies receive services completely from a single source. This model can be particularly interesting for SMEs. After all, it is not the number of users of a UCC solution that determines whether a managed service is worthwhile. Other factors are decisive here, such as particularly high security requirements, for which a managed private cloud can then be the best option. In addition to manufacturers, national telecommunications providers and regional specialist dealers also offer innovative services tailored to a company's requirements in the managed service model.

Author:
Drazen-Ivan Andjelic is Managing Director and Vice President Channel CEE Unify at Atos

Since last summer, refugees with F or B permits have been able to complete a one-year integration pre-apprenticeship at AGVS-Garagisten. The automotive vocational field has so far been offered in the cantons of Solothurn, Valais and Zurich. Starting in the 2019/20 school year, the AGVS Central Switzerland Section will also participate in the pilot project of the State Secretariat for Migration with eight to ten participants.

Success for the participants

The first year was a success for everyone involved. In the canton of Zurich, all six participants received an apprenticeship contract for basic training with a federal vocational certificate (EBA) or federal certificate of proficiency (EFZ). Among them was Mebrhatom Gebremeskel from Eritrea, who completed his integration pre-apprenticeship at Garage F. + Ch. Müller AG in Steinmaur, the business of Zurich AGVS section president Christian Müller. "The most important thing for me was that I learned how to work here, what the rules are and how to deal with work colleagues and employers," says Gebremeskel. Melanie Aardalsbakke, project manager at the Middle School and Vocational Training Office of the Canton of Zurich, also draws a positive conclusion: "It's striking how committed many apprenticeship companies are and also perceive this project as an opportunity and a broadening of horizons." Twelve Zurich garage companies have already signed up again for the coming school year.

Way to recruit young professionals

The Solothurn section was in charge on the part of the AGVS and worked out the applicable competence grid together with the head office in Bern. This sets out the teaching content of integration teaching. The grid ensures that training is carried out according to the same criteria throughout Switzerland. "The basis for this was provided by the automotive assistant training," explains Thomas Jenni, managing director of the AGVS Solothurn section. The participants work in the garage for three days a week and attend school for two days. In addition to language acquisition and learning about the cultural, economic and political characteristics of Switzerland, they receive technical instruction there. "It's a great project that pays off for everyone involved," Jenni emphasizes. "We need young professionals, and this is one way to recruit them."

Pre-apprenticeship integration helps alleviate skilled labor situation

Olivier Maeder, responsible for vocational training at the AGVS, agrees. "Thanks to the integration pre-apprenticeship, the participants can gain experience in the Swiss working world and learn the necessary language skills at the same time," says the AGVS management member. "Thanks to this basis, they can later do an EBA or EFZ apprenticeship. In this way, they also make a positive contribution to alleviating the skilled labor situation."

Source: Auto Gewerbe Verband Schweiz

"I don't believe in science fiction, I believe in solutions that make people's lives better and can be integrated into business in a way that makes economic sense," says Andy Fitze. The pioneer in artificial intelligence (AI) and co-founder of the company SwissCognitive, which defines itself as a global AI hub and brings together companies around this important future topic, was the keynote speaker at the Swiss Business Lunch at the Swiss Embassy in Berlin. Nearly 100 experts gathered there to talk about the future of AI and the prospects for Switzerland as a business location. The unanimous conclusion: Switzerland is a European AI epicenter and a role model for the rest of Europe.

As an AI epicenter on a par with Israel, China and the USA

"Hundreds of startups are operating in Switzerland, shaping the future," Britta Thiele-Klapproth informs the entrepreneurs in attendance. Thiele-Klapproth is the head of Swiss Hub Germany, Switzerland's official business development agency in Germany. World-leading universities, attraction for skilled workers from all over the world and a very business and innovation-friendly administration from the municipality to the Federal Council are attested to the Eigenossen - also by the AI and IT experts who attended the Swiss Business Lunch as a forum for their new business ideas. They say they are on a par with London, Israel, China and the USA on the subject of AI, and are leaders in Europe. Collaborations with Swiss companies and universities, own projects or labs, and investing in a location in Switzerland are usually worthwhile, he said. "Switzerland generates competitive advantages and new markets," says Thiele-Klapproth, who accompanies dozens of companies on their way to Switzerland every year and establishes valuable contacts locally.

Not science fiction, but practical applications

In addition to technological issues and possible applications of AI in practice, for example in industry, in the areas of traffic, transport and logistics, or in social services, the Swiss Business Lunch also addressed ethics. "We don't have to fear AI. There has always been technological change, ever since the invention of the steam engine. Some people have always feared they would no longer be needed. And always, the quality of life and the need for skilled workers grew instead. AI makes people's lives better, even those who have had to put up with economic or regional disadvantages. Most fears are unfounded," says Fitze. Of course, individuals will have to adapt and learn new skills. But that has always been the case. The fact is, thanks to AI, humans will be able to free themselves from tedious routine tasks and instead focus on what makes them tick: creativity, potential development and humanity. "We are a long way from the machine mastermind today. It is not even remotely foreseeable that we will one day be guided and determined by self-learning machines. No one is researching that either. It simply doesn't make sense," says the Swiss entrepreneur and AI professional.

Instead, he said, new AI solutions are constantly being developed that serve people. As examples, he cited the diagnosis of diseases and their cure, more humane agriculture, or assistance systems that can also be operated by disabled people and make them more mobile. "We will see AI in all industrial and commercial areas," Andy Fitze is certain. It will change, simplify and optimize all of our daily lives - according to the individual's wishes. Only then will the technology be accepted and only then will it pay off. "Without demand, there is no supply. We are the ones who decide which solutions come and which don't," he says with conviction.

IT is the past...

Fitze tells companies to "stop investing in IT!" IT is a thing of the past. Unfortunately, most companies still put a lot of money into an IT department, which is "glorified as the eierlegende Wollmilchsau." The IT department, he said, is responsible for everything from the email server to the network, telephony, support, enterprise applications, technologies, enterprise architecture and best practices in project management. "It's all just administration. Past. Preservation." After all, he said, in-house IT can't even meet modern demands. Instead, he said, there is an urgent need to invest in external solutions and applications, in professional service providers and developers who understand the future. "The future is AI, blockchain, automation and much more," he says, noting, "In Switzerland, this future has already begun in very many places."

Britta Thiele-Klapproth is also convinced of this: "The AI landscape in Switzerland is developing solutions for people. The companies and their innovations have the potential to positively change the world." Humanity and business, market potential and quality of life are the hallmarks of Switzerland, she said. This combination attracts companies and professionals and forms the economic and ethical basis for the success of Switzerland as an AI location.

Source: https://www.s-ge.com/de

Following the slight downward trend in previous months, export sentiment is returning to positive territory. According to indicators from Credit Suisse and S-GE, demand for Swiss export goods is likely to continue to rise globally, albeit no longer to the same extent and at the same pace as in the previous year. Half of the Swiss SMEs surveyed by S-GE expect more exports in the coming quarter. While 35% expect an increase in exports of 1 to 10%, 11% anticipate an increase of 10 to 25%. 3% even hope for one of 25% and more. 39% of the SMEs expect their export volume to stagnate, 12% anticipate a decrease.

Companies build up export competencies

Claude Maurer, economist at Credit Suisse, says: "In Europe, the demand situation for Swiss goods and services has at least stabilized, while it has clouded over somewhat in the US. That explains why the Credit Suisse export barometer is only just above the growth threshold." Alberto Silini, Head of Consulting at Switzerland Global Enterprise (S-GE), notes: "The renewed optimistic export sentiment reflects the confidence of Swiss SMEs, but the challenges in international trade remain. It is therefore no coincidence that companies are building competencies to overcome export challenges. S-GE supports companies in this process with know-how, a global network and useful digital tools."

Germany as the most important export market

By far the most important export market is and remains Germany. The neighboring country to the north swings far out on top with 58%, followed by the USA with 20% and China with 16%. 11% of the SMEs surveyed named France as their most important export destination and 10% Austria.

83% of the SMEs surveyed want to export goods or services to Germany in the next six months. France and Austria follow with 61% of the mentions, and the USA comes in fourth with 56%. 52% of the SMEs each want to export to Italy and China, and 43% to the Netherlands. Spain follows in eighth place with 42%. Of the SMEs surveyed, 15% said they wanted to become newly active in Russia in the next six months. The Gulf States follow with 13%, 11% are targeting Scandinavia and Japan, and 9% named the USA, France, Spain, India and China as new destinations.

Source: Switzerland Global Enterprise

Negotiations between ZGP, HWZ and the Commercial Association, which have been ongoing since the beginning of the year, have come to a successful conclusion: the Swiss HR Academy is the result. "We believe in knowledge exchange and cooperation. These are the central elements of the ZGP. The joint venture in the seminar sector sets a very important, forward-looking accent in this regard," says Matthias Mölleney, President ZGP.

"With the Swiss HR Academy, we are tapping into the important professional group of HR decision-makers and offering comprehensive education and training in the field of HR management," emphasizes Professor Matthias Rüegg, Rector of the HWZ. "We support the joint venture in order to secure the future viability of the federal HR titles and to open up modular connection opportunities to higher technical colleges and universities of applied sciences, which are becoming increasingly important," confirms Dr. iur. Christian Zünd, CEO of the Swiss Association of Commercial Employees.

As of September 1, 2019, the seminar activities of the ZGP will be newly managed by the Swiss HR Academy. This means that the tried and tested ZGP seminar program will be continued in its entirety with proven speakers with practical experience. In addition, the Swiss HR Academy imparts up-to-date HR know-how, the content of which is largely supported by the competence centers of the HWZ. "Especially in the digital age, analog skills are becoming increasingly important for HR managers," says Dr. Daniel C. Schmid, the designated managing director of the Swiss HR Academy. Thematic focal points are the new challenges for HR against the backdrop of digitalization, artificial intelligence or blockchain technology."

The goal of the joint venture is to grow solidly together in order to be able to offer customers an even larger, focused HR seminar program, including a university of applied sciences option, according to the participating education companies.

www.swisshracademy.ch

Since the beginning of July, easyGov.swiss, SECO's online counter for companies, has had additional functions. Both companies and private individuals now receive support on the platform for creating debt collection requests and debt collection information requests. The responsible debt collection office is automatically determined. Anyone with a qualified signature can submit these requests to the 400 or so debt collection offices in Switzerland entirely online. Otherwise, the form must be printed out, signed and submitted by mail to the responsible debt collection office.

The online counter is also supplemented with the section "Assistance with financing". Here, contact is offered with the federally recognized guarantee organizations. These make it easier for SMEs capable of performance and development to take out bank loans. The revised Federal Law on Guarantees entered into force on July 1, 2019. Thanks to this amendment, it is now possible to grant SMEs guarantees of up to CHF 1 million.

This service offering represents a further expansion of the functionality of easyGov.swiss. So far, it has already been possible to use this platform to set up companies, register in the commercial register, register for value-added tax, accident insurance and the AHV compensation fund. Commercial register changes such as cross-cantonal relocations of registered offices with public certification, personnel changes or changes to the articles of incorporation also continue to be among the functions of the online counter. Other electronic public authority services will be gradually integrated into EasyGov.swiss and the portal will be continuously optimized.

www.easygov.swiss

Companies must act quickly to address the ethical challenges posed by technologies such as artificial intelligence (AI), robotics & co. This is shown by current Research from Avanadea leading digital innovator in the Microsoft ecosystem. Corresponding information from the company's new "Trendlines" report states that disregarding ethical responsibilities can endanger the trust of customers and employees - along with warnings of resulting revenue losses and competitive disadvantages. Ethical challenges thus also harbor economic explosives.

Ethical problems are seen

A total of 1,200 so-called "C-levels" from large companies, i.e. high-ranking IT and business decision-makers, were surveyed in twelve countries. The majority of the feedback (82 percent) revealed that digital ethics is indeed necessary as a basis for successful AI use. At the same time, however, 81 percent of interviewees said they lacked full confidence in their organizations to make adequate preparations. Thus, four out of five participants see shortcomings in addressing ethical issues related to AI, robotics and similar technologies.

Andreas Schindler, Managing Director of Avanade Schweiz GmbH, says that digital ethics as a topic on the boardroom agenda is growing even faster than IT security: "Increasingly, customers are approaching us for relevant business-critical discussions. A resilient ethics framework plays an increasingly important role in building long-term, trustworthy relationships with customers, employees and other stakeholders."

Job description Ethics Officer

While compliance officers are commonplace in companies today, this is not currently the case for ethics officers. That will change: Avanade predicts a significant increase in corresponding positions here with an eye on digital ethics over the next one to three years. These roles could have broad cross-cutting functions into most other business areas, including compliance, risk management, product development, marketing, brand and reputation management, corporate citizenship, and more.

Consequently, Avanade has established a global, cross-functional working group within its own company. It is responsible for developing and steering the corresponding internal ethics framework. This framework has four components: Fairness and Inclusion, Human Accountability, Trustworthiness and Adaptability. Decisions derived from this framework are ultimately made by the company's Ethics and Compliance Council.

"Digital ethics is increasingly becoming a topic of discussion on the board. However, it is everyone's responsibility to ensure that their company takes into account the ethical consequences of its actions," says Schindler. "Acting means setting guiding principles, making them transparent internally and externally, and providing training. Using ethics hackers for unannounced reviews is also advisable, as is participating in public discussions. Most importantly, employees should be given both best practices and tools to incorporate 'ethics by design' into their work."

More information

As of July 1, 2019, Stephan Ulrich (39), who holds an EMBA / MAS, has assumed the position of Chief Sales Officer at Cyberlink and is a new member of the Executive Board. Ulrich has served as Key Account Manager at MSP since 2013 and has contributed significantly to the success and growth of the company. Empathy, partnership-based thinking as well as closeness to customers are among the characteristics that distinguish Ulrich, who enjoys traveling, ice hockey and tennis in his free time. These qualities have also enabled him time and again to incorporate customer wishes and needs into product development, making it dynamic and customer-oriented. Before joining Cyberlink, Ulrich held various positions at Swisscom from 2006 to 2013.

Ulrich will report directly to CEO Beat Tinner. He explains: "I am personally very pleased that Stephan Ulrich, after more than six years at Cyberlink, has been recruited as the new Chief Sales Officer and member of the Executive Board and will continue to drive the company's growth. From the beginning, Stephan Ulrich has proven to be a reliable, dedicated and honest partner to our demanding business customers. In doing so, he has implemented very important and beneficial projects for customers on the Cyberlink network and cloud infrastructure. Together with our strong Operations and Engineering, he manages to do almost unbelievable things."

Stephan Ulrich adds, "I am very excited to lead the sale and work with the entire Cyberlink team to provide our partners and customers with customized managed service solutions that make business sense. This is the prerequisite for the sustainable growth of our company."

Source: Cyberlink

Megatrends such as digitization, increasing occupational mobility and demographic change are presenting companies with new challenges. These must be met with innovative solutions. To do this, companies need specialists and managers with the appropriate skillset. This is where continuing education institutions come in. Within the framework of higher vocational education and training, they prepare specialists for demanding technical or management tasks.

The rapid changes in the economy and the market for skilled workers are clearly outlining an education revolution that will have a massive impact on the Swiss education system in the coming years. So where do we go from here? How must education be reshaped? The symposium "Continuing Education for Practice 4.0" shows possible solutions for the new challenges. Renowned speakers from the world of education and industrial practice will discuss topics such as the need for education in the digital revolution or the revolution in teaching. With the symposium on September 3 at the Gottlieb Duttweiler Institute, the sfb University of Applied Sciences together with Swissmem Academy aim to create a new platform for dialogue between higher vocational education and training and industry in this time of change.

Details and registration: https://www.sfb.ch/ausbildungsangebot/Kurse-und-Seminare/Symposium

Location: Gottlieb Duttweiler Institute, Langhaldenstrasse 21, 8803 Rüschlikon, Switzerland

Time: 03 September 2019, 08.30 to 14 h

Cost: CHF 240 per person.

Modern, digital and attuned to young employees: In Swiss companies, 18- to 34-year-old professionals in particular seem to be satisfied with their digital workplace. Well over half (55 percent) of these younger employees already find the digital workplace (very) modern in terms of hardware, application programs and access to the digital working environment from outside the company. Almost as many of them (54 percent: "strongly agree" and "agree") observe an open culture that focuses on sharing information and collaboration.

By contrast, only 40 percent of 35- to over 55-year-olds feel this way. Also, only 45 percent of them consider the digital workplace to be (very) modern. These are the findings of a recent YouGov survey commissioned by the full-service intranet agency HIRSCHTEC among 251 professionals in Switzerland who work mainly in offices.

Young professionals feel well supported by digital tools

A similar picture emerges with regard to digital work equipment: While more than half (53 percent: "completely agree" and "agree") of 18- to 34-year-olds already perceive digital work equipment as helpful for internal communication and collaboration, not even half (47 percent) of 35- to over 55-year-olds see it that way.

"The results show that there are definitely differences between the generations when it comes to the digital workplace in Switzerland. Whereas more than half of young employees seem to be completely satisfied with the digital workplace and the modern corporate culture practiced in the company, older employees see a bit more catching up to do here," says Lutz Hirsch, managing partner of HIRSCHTEC. "For Swiss companies, it will therefore be increasingly important to pick up especially the older employees, who often also hold management positions."

Generation-independent: There is a need to catch up when it comes to the spatial equipment of office space

Swiss companies are thus faced with the challenge of increasingly addressing the needs of more experienced professionals, training them in the use of digital tools and anchoring the cultural change in their minds. In this way, they can ensure that they make meaningful use of the new interactive tools in the digital workplace for their management and leadership tasks and drive the transformation forward as digital leaders.

However, younger and older employees do not differ in one respect: Only 51 percent of them agree (completely) that the spatial configuration of their office space promotes exchange and communication. Consequently, holistically conceived "digital workplace" concepts do not yet seem to be fully established in many Swiss companies.

DACH region: Digital work equipment has highest priority in Switzerland

If we also compare the survey results for Germany, Austria and Switzerland, it is striking that Swiss professionals (77 percent: "yes, completely" and "yes, rather") are by far the most likely to feel that digital work equipment is highly relevant in their company (Germany: 69 percent, Austria: 68 percent). Among 18- to 34-year-old employees in Switzerland, as many as 80 percent believe that digital hardware and software are highly relevant.

"This also coincides with our observations. Swiss companies in particular have a great awareness of the positive effect of modern digital work equipment on their own employer attractiveness. An awareness that has already arrived in many, but by no means all, German and Austrian companies," says Lutz Hirsch.

Source: https://hirschtec.eu/

Last May and June, 71,834 participants from 2,397 companies covered 17,510,088 kilometers of their way to work by bicycle. The CO2 equivalent is 2,521 tons, which corresponds to a beech forest with 201,000 trees. On average, participants biked 244 kilometers to work on 19 days. "More and more people want to cycle because it is healthy and fun. I expect the authorities to recognize the signs of the times and move forward with improving the cycling infrastructure," says Aline Trede, Vice President of Pro Velo Switzerland.

Successful bicycle campaign since 2005

For 15 years, thanks to bike to work, numerous commuters have found their way to the bicycle and become enthusiastic about the bicycle campaign. They are usually surprised how easy it is to get to work by bike and what a positive effect cycling has. Rebecca Schwob from Waldenburg joined bike to work for the first time and is thrilled: "I got a taste for it and bought a great new bike and will continue to bike to work!"

Werner Bärtschi, Chief of Police of the Upper Fricktal Police, states: "It is impressive how many kilometers are accumulated, even if it is only a few people who cycle to work. bike to work shows that everything starts in "small" and that everyone can make their individual contribution. And if, as with bike to work, many people do the same thing together, then something big can come out of it that has a positive effect."

Health promotion for companies

bike to work stands for more exercise in the working day. Anyone who rides a bike to work has already done part of the recommended daily exercise. Health-promoting measures in the company, which also include bike to work, are also of economic importance. Healthy employees are less likely to be absent from work and are more productive. Costs arising from illnesses can thus be reduced.

• 71,834 participants +11%
• 18,815 teams +11%
• 2,397 establishments +13%
• 17,510,088 kilometers +10%
• 1'334'328 Velotage +8%
• 2,521 tons CO2 equivalent +10%

1. Zurich 535 plants
2. Berne 488 farms
3. Aargau 196 farms
4. St. Gallen 178 plants
5. Lucerne 150 farms

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