GAMOMAT Development GmbH hat dies direkt geteilt
"Clarity is a superfood for leadership." Dr. Alexandra Krone - Managing Director of GAMOMAT Development GmbH The best part of my job is waking up every day and having the opportunity, and responsibility as a recruiter, to be curious about people. I had a conversation with Dr. Alexandra Krone, whose background in psychology—including a Diplom in Psychology and a PhD in Work & Organizational Psychology—clearly informs how she leads one of the most people-centered tech companies I’ve encountered. 💡 In 2026, I will be lucky enough to sit down with her for the launching of our new podcast Root Access, where I talk to leaders in IT on their holistic approaches to hiring, scaling and most importantly, how they were shaped into the people they are today. Here are some of my favorite takeaways from our talk: 🔹 As a trained psychologist, what are the first behavioral or mindset shifts you look for when hiring a leader—beyond skills or resumes? “Self-reflection. It’s a meta-competence. Leaders who know themselves well, have few blind spots, and stay open to learning are better equipped to handle change. 70% of their role is communication. They need strong social skills and the ability to reach their goals in a socially appropriate way—especially in conflict, feedback, and perspective-taking.” 🔹 Your studies in Diplom‑Psychologie and PhD in Work & Organizational Psychology must shape your approach. How has that foundation influenced how you lead Gamomat’s culture and teams? “Leadership is about human behavior. Emotions in business are underestimated. I’ve always focused on anticipating dynamics early and responding to them effectively. Everyone is different, and good work must be defined through many lenses—that's the essence of New Work for me.” 🔹 After winning Company of the Year at the Women in Gaming Diversity Awards (2024), what’s next to deepen inclusion and belonging for all employees? “We piloted the GAMOcademy deep dive: ‘Diversity – Belonging starts with mindset.’ Now we’re testing remote and in-person formats to reach every team member. We're aligning with recruitment partners on gender balance targets and evaluating over 200 potential measures for future inclusion work. This stays a top priority.” 🔹 What would you want your teams to say about your leadership long after you’re gone—not in terms of impact, but in terms of how you made them feel? “That they grew personally. Growth usually happens outside your comfort zone—and I hope those I’ve mentored felt I stood beside them when they stepped out of it.” 🔹 What’s a core leadership value you refuse to compromise on? “Definitely clarity. Clarity is a superfood for leadership.” I can't wait to follow up on this conversation next year. To the curious listeners: What questions would you like to hear asked in the interview? Full archive of Root Access interviews: 🔗 https://xmrrwallet.com/cmx.plnkd.in/ds3P7BaT