Communication Psychology and HR – with Gerhard Ohrband

I’m Gerhard, a communication psychologist and consultant from Hamburg, Germany, working with HR teams and leaders in Moldova, South Eastern Europe, and beyond. Here, we explore the psychological research behind everyday HR and workplace communication — without buzzwords and without pretending everything is easy. Each week, we unpack one topic that HR professionals often hear about but rarely understand from a scientific perspective.

Communication Psychology and HR – with Gerhard Ohrband is a business podcast hosted by Gerhard Ohrband, with 137 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Gerhard Ohrband hosts Communication Psychology and HR – with Gerhard Ohrband, a business show with 137 episodes published.

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  Communication Psychology and HR – with Gerhard Ohrband

  How to Overcome Polarization in Discussions

  Jun 27, 202612 min

  We often label people as "stingy," "irresponsible," or"negative." But what if those same qualities become strengths in theright context? Sometimes the first step toward resolving conflict isrecognizing the positive intention behind the other person's perspective. Thatdoesn't mean you have to agree—it means you're making dialogue possible.

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  Communication Psychology and HR – with Gerhard Ohrband

  How to Get More Information from Employees — and from People in General

  Jun 20, 202610 min

  Many organizations invest heavily insurveys, monitoring systems, and data collection. Yet the best informationoften emerges in places where no one is measuring anything. People share more when they feelrespected than when they feel watched. If you want better ideas, morehonest feedback, and deeper insights from employees, the answer may not be moresurveillance—but more trust, reciprocity, and psychological safety.

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  Communication Psychology and HR – with Gerhard Ohrband

  The Biggest Mistake Is to Make No Mistakes

  Jun 13, 202612 min

  Many organizations say they valuecontinuous improvement. But do they create the conditions that make improvementpossible? The reality is simple: learningrequires experimentation, and experimentation inevitably involves mistakes.Whether in sports, music, or communication, progress happens when people areallowed to practice, reflect, and try again. Perhaps the biggest mistake istrying so hard to avoid mistakes that we never give ourselves the opportunityto improve. #Communication #Leadership#SoftSkills #LearningAndDevelopment #PersonalDevelopment#ProfessionalDevelopment #CorporateTraining #ContinuousImprovement #Feedback#CommunicationSkills

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  Communication Psychology and HR – with Gerhard Ohrband

  When Companies Outsource Responsibility for Soft Skills

  Jun 6, 202615 min

  Many companies encourage employees to take responsibility for their own development. That sounds reasonable—until a customer has a bad experience.Customers don't care whether an employee was given a reading list, access to online courses, or recommendations for self-improvement. They hold the company responsible.The uncomfortable truth is that communication, respect, cooperation, and customer service are not just individual competencies. They are reflections of organizational culture.Can companies really delegate responsibility for human behavior to employees, or is this simply another avoidance mechanism? #Leadership #Communication #SoftSkills #OrganizationalCulture #CustomerExperience #EmployeeDevelopment #Management #WorkplaceCulture #BusinessLeadership #CommunicationPsychology

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  Communication Psychology and HR – with Gerhard Ohrband

  Why We Often Don’t Share Useful Information With Our Colleagues

  May 31, 202613 min

  In many organizations, knowledge is createdevery day—but far too often it stays locked inside individual employees’ headsinstead of becoming part of the company’s collective intelligence. This becomes especially costly infast-moving teams, where people change roles or leave after a couple of years.A new colleague in a sales position, for example, could benefit enormously fromthe practical experience of those who came before—what worked, what didn’t, andwhat really made a difference. Yet in many companies, sharingdoesn’t happen naturally. It’s not just about tools like Slackor Notion. The deeper reasons are often structural. Incentives may rewardindividual performance over collaboration, making knowledge feel like apersonal advantage rather than a shared resource. Psychological safety alsoplays a big role—people hesitate to share mistakes or failures, even thoughthat’s often where the most valuable learning lies. And sometimes, knowledgesimply feels like personal territory: something you’ve earned through effortand therefore hesitate to give away. If we want better collaboration, weneed to look beyond platforms and ask deeper questions about incentives, trust,and ownership of knowledge. How does this work in yourexperience? #knowledgemanagement #teamwork#organizationalbehavior #psychologicalsafety #leadership

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