We are living in an age of disruptive change surrounding the combustion engine which places the business system under great pressure. New technologies, legislation, customer requirements, ways of thinking, necessary skills and ways of working, as well as agile, new competitors make it necessary to depart from old ways and/or change course in many dimensions. Even as new paths are being carved, the evolution of tried and true methods from the past carries on. As a result, disorientation, as well as scarcity of resources, can easily occur. My job is already tense enough, but these circumstances make the tension even stronger. Leadership becomes more decisive than ever in a worldwide, multifunctional division that combines various cultures, functions and functional interests with the goal of achieving a global, holistic optimum. Increasingly, we must focus on orientation and prioritization, as well as achieving a constructive sense of community. Therefore, it is becoming increasingly important to sharpen and strengthen the leadership role in particular, along with its added value for the system and the necessary leadership skills. Of course, this transformation takes place at first on the functional and operational level by optimizing processes, organization and guidelines. When it comes to major changes, functional and operational transformation must be accompanied by psychological transformation. Therefore, I started searching for a consulting firm that specializes in cultural and personal aspects. I already knew about Manres from past transformation processes.
I was glad I could count on them once again for their professional support, experience and know-how and work together with them to initiate the necessary psychological changes. Our focus was on the personal development of each individual and strengthening the synergies and relationships within the newly assembled team. Together, we wanted to align ourselves with a challenging but very exciting future, in which our trust in each other would serve as a firm foundation. To face these challenges, my focus during the process was on expanding the existing strengths and potentials within the team. I also wanted to specifically create a basis for further growth and success through a mutually developed understanding of identity and leadership that was aligned with our future functional and operational objectives.
Manres: Their Role and Approach
Manres set a process in motion that focuses on sustainability. It consciously alternates between intensive phases of discussion and reflection during workshops and individualized preparation and follow-up. During the two-day events, I constantly felt that I had made the right choice to invest time in this kind of transformation process. Particularly in times of great complexity and volatility, the quality of the teamwork is one of the most critical factors for success. The topics built upon each other in a logical, easily understandable structure and were always adjusted to our needs.
I took the first step in the transformation process together with my direct reports. By discussing with each other the psychological and cultural topics, we formed a stronger leadership team with a trust-based team culture, all with the help of Manres.
Since the overall process was focused on transforming and networking all the various levels of leadership, the next step was to hold workshops to get the other levels of leadership involved. This made it possible for everyone to access, experience and co-create the team and leadership culture we developed. Culture workshops were held for the entire division. These helped create a sharper view and a stronger team identity. Along with the rest of the management team, I was constantly amazed at the professional support we received from Manres as well as their intuitive feel for people and their extensive, intellectually valuable input. Manres supported us throughout the course of the team development process to expand our team members’ leadership skills, even outside the workshops through individual feedback and sounding. The result has been sustainable, in-depth development for the entire team.
In times of great complexity and volatility, the quality of the teamwork is the critical factor for success.
What We Achieved
After nearly two years of working together with Manres, we have achieved truly substantive results, in my opinion. I have received much feedback from the managers in our division about how much they have learned for their own personal development and how they have been able to develop further through the input and chosen exercises. We also see significant progress in how we deal with leadership and with one another as a team. In this regard, we have developed a mutual understanding. Plus, after just a short time, we saw a change in our external perception, which, of course, has also had a positive impact on our effectiveness within the organization.
Manres supported us in developing a mutual language that connects us even more strongly. This enables us to give direct feedback in an open and very personal way and to encourage one another as we continue along the path of sustainable development into the future. Today, our team is shaped by a shared leadership culture and our division’s identity. We now serve as an example for the development of a leadership and team culture throughout the entire division. Especially in times of great complexity and volatility, the quality of the teamwork is the critical factor for success.