The Customer's Challenge
Our client, IDS – Imaging Development Systems GmbH – a medium-sized company from Obersulm, was looking for a modern and future-proof leadership program following the challenges of the COVID-19 pandemic. It was important to IDS to create a development program for their junior leaders that could react flexibly to the given circumstances during implementation and that enabled in-person elements as well as online elements and self-directed learning. A classic development program with multi-day in-person modules would simply not have fit the work reality of the leaders involved.
Due to changes brought about by multiple crises, such as the COVID-19 pandemic, the chip and energy crisis, and new, agile approaches to collaboration, the junior leaders from various departments needed clear orientation for their leadership work. As a foundation for this, a shared understanding of leadership was developed at IDS.
Our Solution for IDS
In close collaboration with the HR department at IDS, Leaderfy developed a program in the form of an intensive learning journey for 16 junior leaders: the #createLeadership program.
The name originated from our fundamental understanding of leadership: a leadership attitude must be shaped and lived by the respective employees within their own context. To achieve this, we provided the participants with extensive knowledge, which they could test and reflect on in an action-oriented way within the simulation. The insights from the simulation were discussed together in plenary sessions and then transferred to their own leadership context. We at Leaderfy see our role as facilitators for the development process throughout the learning journey, creating the best possible framework for impactful learning experiences.
Figure: Ozur journey through the #createLeadership program
The program comprised a total of 8 modules (alternating between in-person and online, over a period of 7 months) and self-study phases that took place between each module.
Core Elements of Our Concept
The following core elements and principles helped us to ensure a coherent development process:
- A Shared Understanding of Leadership as a Compass for Orientation: The goal of the first module was to develop a shared understanding of leadership and to strengthen the leaders in their self-reflection and their leadership personality. This shared understanding of leadership was developed in a full-day workshop using Lego Serious Play.
- Direct Application in our Leaderfy Simulation: The participating leaders could bring their understanding of leadership to life directly in our interactive Leaderfy simulation, test it risk-free, and apply it to realistic challenges. The simulation was completed in several stages on their own schedule between modules 1 to 7. In modules 2 to 7, the experiences were reflected on together in small groups and enriched with content-related impulses. This allowed participants to constantly reflect on and adapt their own actions in the simulation to gain valuable insights for their real-world leadership practice.
- Leadership Models and Connections to Key Leadership Topics: In modules 2 to 6, the facilitators from Leaderfy introduced leadership models and theories on key leadership topics, presented and established connections, and discussed them with the junior leaders. The aim of this content was to offer new perspectives on the topic of leadership and thus expand their own scope of action as a leader. Specifically, the topics covered were: building authority (as an ascription by employees) in contrast to position-based power as a leader, a holistic view of employees (with their personality traits, needs & motives, competencies, and maturity levels), the possibilities of influencing team development, especially psychological safety within the team, and the clarification of responsibility as part of the necessary goal & role clarity in the team.
- Social Learning in Peer Groups and Practical Transfer: The work in peer groups fostered cross-departmental and cross-team networking and expanded the exchange on leadership topics beyond the usual circle of contacts. The connection to their own daily leadership work, case analyses, and peer consultation formats ensured the transfer to their own leadership role. In module 5, we introduced various methods of peer case consultation.
- Holistic Learning and Development: Our three-stage learning approach created an impactful development framework. In the first step, participants faced realistic challenges in the simulation, and in the second step, they exchanged ideas about solutions and their backgrounds in peer groups. In the third step, they received supplementary input connecting to their own leadership practice from the Leaderfy facilitators. And these newly learned insights could, in turn, be directly applied back in the simulation, continuing our learning approach on the next level.
In addition to professional learning and building leadership competence, it was important for us not to lose sight of individual development as a leadership personality. This personal development journey was our starting point in module 1 and the concluding point in module 8. Here, the junior leaders once again had space for self-reflection on their own development and the opportunity to receive detailed feedback from their peer group.
The Result for Our Customer
Positive Feedback on the Program:
We received a great deal of positive feedback throughout the program's duration. This ranged from:
"The simulation made me realize something I wasn't aware of before – in my real leadership work, I also focus on the 'problem children' and forget about my high performers."
To: "The leadership program from Leaderfy has a real impact on our leadership culture and motivates us to try new paths together."
Praise from the Program Manager:
We also received a very appreciative statement from the program manager, Carolin Ivanović: "The energy that we invested in the conceptualization together with Leaderfy has definitely paid off. Through detailed clarification of the assignment and analysis beforehand, we were able to align the concept precisely and start the program well-prepared. The communication between HR and Leaderfy during the ongoing program was reliable, cordial, and flexibly adapted to our needs at all times. Thank you for this uncomplicated collaboration!"
Experience of the Head of HR:
Frank Flanderka, Head of HR, expresses his satisfaction as follows: "Our desire for a modern and future-proof leadership program tailored to our needs was excellently implemented by Leaderfy. The mix of in-person, online elements, and self-directed learning integrated very well into the daily work of our leaders. The Leaderfy team convinces with empathy, enthusiasm, and competence, and the collaboration was a lot of fun. Thank you!"
View of the Managing Director:
Jan Hartmann, Managing Director, underscores the importance of the training for the company: "IDS stands for innovation, a commitment to change, and open collaboration. Our internal professional development programs are also based on these principles. With Leaderfy, we have found the perfect partner for our leadership training. The combination of personal exchange and advanced online training impressed both our management and our training participants. Our leaders were able to test different management methods in a safe environment and learn the right tools for their daily work. With Leaderfy's support, our entire leadership team has developed a shared understanding of leadership and has grown closer as a result."
The Highlight
An important sign of the effectiveness of the #createLeadership program was the initiative from the junior leaders to expand the program internally. Based on this suggestion, IDS decided to have all leaders go through a development program with our Leaderfy simulation. The goal was to create a common foundation for a collective understanding of leadership. Even the executive management did not exclude themselves and worked together with the other experienced leaders to develop the foundations of future-proof leadership.
Through the intensive development program for all leaders at IDS, with the unifying element of the Leaderfy simulation, it was possible to develop a shared understanding of leadership and leadership culture. Cultural development is in constant flux, and we are pleased to continue to stand by IDS on their further journey towards an ever-improving leadership culture.