Sometimes you just need the right stage to enable real discourse. On 7 April 2025, the time had come: HOSEN RUNTER! Counter. Theses. Temperaments. – the HR real talk – took place in the heart of St Pauli.
And we as flow consulting were right in the middle of it, as part of the Supporters Club. Because: We like to support crazy ideas – and experiments anyway. And what can I say? It was an experience.
Getting started with a look behind the scenes: stadium tour at Millerntor
Those who turned up at 5 p.m. for the voluntary warm-up were not disappointed. A real FC St. Pauli ultra guided us through the Millerntor for an hour. Not a scripted PR programme, but a passionate look behind the scenes of a special club.
We learnt a lot: about the inner workings of a club steeped in tradition, about values that are put into practice and about what it means to put your heart and soul into a place. We could have gone on asking questions forever – but an hour is just a taster in a case like this.
From the curve to the bar
The stadium pub opened its doors at 6pm, kick-off was at 6.45pm – first half, chat at the bar. The stage: rustic, approachable, special. The discussion: anything but soft-spoken.
On the podium:
- Ralf Lanwehr, management professor, leadership consultant, football thinker
- Fabiola Gerpott, leadership professor, HR thought leader, multiple award-winner
- Cawa Younosi, Managing Director of the Diversity Charter, former Head of HR at SAP, HR influencer
- Eva Stock, Chief People & Marketing Officer at Comspace, book author, blogger
The setting: beer mats with HR theses – provocative, honest, uncomfortable. The aim of the discussion was not to find solutions, but to open up new perspectives.
Fancy a few examples?
- ‘HR is the cuddly department.’
- ‘HR does not dock into organisations.’
- ‘Cultural development is the responsibility of managers – not HR.’
- ‘The gender pay gap is HR’s responsibility.’
- ‘HR needs more proof of its value – figures, data, facts.’
Some theses were met with nods of agreement, others with frowns – but that was exactly what was intended. Not an exchange of applause, but a genuine dialogue.
Second half: Now everyone!
After a little refreshment (drinks, snacks, a quick breather), the second half started at 19:45 – and this time the audience got to have a go. In the HR Debating Club, discussions went on for all they were worth. Theses flew, contradiction was welcome. It was about relevance, strategic positioning, attitude in the organisation. Culture as a management task. About HR as a facilitator and not as a repair shop.
What made this part special was that consensus was explicitly not the goal. On the contrary. Different perspectives were celebrated, not smoothed over. It was about discourse, not compromise.
Post-game time with depth and dance floor
From 20:30: Summary, award ceremony, and then? Party and rock’n’roll. As befits St Pauli. Over Astra, wine and water, people continued to talk – sometimes loudly, sometimes quietly, sometimes with beer in hand, sometimes with shining eyes. Someone wondered where they knew each other from. Until it was finally clear ‘Oh, it’s YOU!’. A good start to a conversation with depth.
For me personally, the evening was special for several reasons. Football has been with me since I could walk. Early on, when I was allowed to cheer on my father – a legendary striker for FC Haimbach. Later, playing football myself: on the street, on the Isar, in various clubs. And regularly at the stadium for over 25 years.
Which club makes my heart beat faster? That remains my secret. Just this much: it’s not FC St Pauli. And yet this place, this evening, this atmosphere touched me deeply.
And now? Let’s talk some more.
This evening has shown us how important formats are that enable real dialogue. In which HR is not only allowed to talk, but must talk.
We believe that
- HR can be uncomfortable.
- HR must take a stand.
- And: HR should not take on issues that are actually the responsibility of managers. Instead, it should support them in bearing them.
Fancy talking about it?
How HR can position itself strategically? How cultural development can become a genuine management task? Then get in touch with us. Let’s continue the dialogue – perhaps not always at the bar, but definitely with spirit.
Show attitude. We look forward to it.
