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Communication Psychology and HR – with Gerhard Ohrband: Daily Summaries Delivered
by Gerhard Ohrband, MA in Psychology (University of Hamburg/Germany)
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.
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- 5 days ago12 min
Why We Often Don’t Share Useful Information With Our Colleagues
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
- 1 weeks ago12 min
Why We Sound Unconvincing in Conversations — Even When We Mean Well
Most people prepare forconversations by thinking about what they want to say.But conversations are not speeches.They are unpredictable, emotional, and psychologically complex. Often, we arenot only talking to the other person — we are also reacting to invisibleobservers, social expectations, fear of judgment, and our own innercontradictions.And that is exactly why peoplesometimes sound unconvincing even when they are sincere.#Communication #Psychology#CommunicationSkills #Leadership #EmotionalIntelligence #BodyLanguage#SelfAwareness #PersonalDevelopment #Conversations #CommunicationPsychology
- 2 weeks ago15 min
Why We Resist Improving Our Communication Skills
Improving communication is rarelyjust about learning a few techniques. It often challenges our identity, habits,emotional comfort zone, and even the expectations other people have about us.Sometimes growth feels wrongprecisely because it is real growth.#CommunicationSkills #Psychology#PersonalDevelopment #Leadership #EmotionalIntelligence #BehaviorChange#CommunicationTraining #SelfDevelopment
- 3 weeks ago15 min
Employee Voice Between Pretense and Reality
Many companies today speak about openness, participation, and employee voice. But what happens when employees actually challenge the status quo?In this episode, I explore the gap between HR branding and lived organizational reality — from onboarding processes that exist mostly on paper to cultures where speaking upward is still perceived as risky.Based on observations from Moldova and international research, this is a reflection on psychological safety, organizational culture, and why companies often unconsciously punish the very honesty they officially encourage.#employeevoice #OrganizationalCulture #Leadership #PsychologicalSafety #HR #Management #Communication #EmployeeEngagement #CorporateCulture #WorkplaceCulture #FeedbackCulture #LeadershipDevelopment
- May 2, 20269 min
What Do I Think and Feel About This Person?
Before any difficult conversation in HR or leadership, there is a step thatis often overlooked: clarifying your own internal position toward the otherperson.This is not a “soft skill” or optional preparation. It often determineswhether a conversation becomes clear and constructive—or confused andemotionally distorted.In most workplace relationships, perceptions are mixed. We rarely deal withpurely positive or negative impressions. Instead, appreciation and frustration,competence and tension, often coexist at the same time.The problem is not this complexity. The problem is when it remainsunstructured.Without internal clarity, conversations tend to become inconsistent: mixedmessages, unclear priorities, and fluctuating tone. And the other person isleft unsure what truly matters.Clear communication starts before speaking. It starts with how clearly weorganize what we already think and feel.#communication #hr #leadership #psychologyofcommunication #management#feedback
- Apr 25, 202613 min
Error Management Training for Communication
LiteratureKeith, N., & Frese, M. (2008). Effectiveness of errormanagement training: A meta-analysis. Journal of AppliedPsychology, 93(1), 59–69.Most people believe the besttraining is the one where you make the fewest mistakes.But what if the opposite is true?When you only practice the “perfect”response, you become rigid.When reality shifts—even slightly—you get stuck.The real world of communication ismessy, emotional, and unpredictable.That’s why the most effective learning doesn’t happen by avoiding errors—but byusing them.When you experiment, fail, adjust,and try again, you don’t just learn what works.You learn how to recover when things don’t.And that’s the difference betweensounding good in training and performing well in real life.#communication #leadership #learning #training#softskills #personaldevelopment #coaching #growthmindset#organizationaldevelopment
- Apr 18, 202611 min
Why Learning from Success Stories Might Not Be a Good Idea
For years, I consumed successstories, looking for patterns to replicate. It felt logical: learn from thosewho made it.But what if success stories don’t actually explain success?We often mistake correlation forcausation. People who succeed don’t always know why—and we fill in the gapswith appealing narratives.Lately, I’ve been shifting away fromself-help and toward testing ideas myself. Less imitation, moreexperimentation.What’s your take—are success storiesuseful, or misleading?#selfdevelopment #criticalthinking#businessinsights #personalgrowth #learning #entrepreneurship #mindset
- Apr 11, 202611 min
How Can I Admit My Own Faults?
Admittingmistakes sounds simple—until your environment punishes you for it. Many peopledon’t avoid responsibility because they lack integrity, but because they’velearned that honesty can be risky. The real question is not whether admittingfaults is good, but when it is safe—and how to create that safety yourself.#Communication #Leadership #Psychology #SelfAwareness #EmotionalIntelligence#WorkplaceCulture #PersonalDevelopment
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About 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.
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