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One leadership framework across three levels, worldwide
Building leaders for global growth: a global custom-made leadership development program for Infineon Technologies AG, focused on three levels of leadership.
Key challenges in a changing leadership climate
Infineon identified several key challenges hindering their leadership development goals:
Fragmented leadership styles
Leadership styles varied considerably across departments and regions, lacking a consistent approach.
Decentralized orchestration
The company desired a more centralized leadership development program across countries, with a common language, feedback style, and guiding principles.
Prepared for the future
With a global market and workforce, fostering leaders with a global mindset and adaptability became paramount.
Programs designed to build our future leaders
To address these challenges of a changing leadership climate, and to build training journeys for different experience levels (from new leaders to seniors leaders), Relevance developed a comprehensive global Leadership Development Program consisting of three distinct programs:
Leading People (New Leaders)
For leaders with 1-2 years of experience to equip them with the skills to transition from individual contributors to effective leaders.
Leading People (Experienced Leaders)
For leaders with 3+ years experience to develop agility in a VUCA (volatile, uncertain, complex, ambiguous) domain from diversity to high-performing.
Leading Leaders & Organizations (Senior Leaders)
For senior leaders to manage leadership teams and global businesses to enhance change management skills and build high-performing leadership teams.
How the programs are designed
These programs were delivered in a blended learning format, combining:
Blended Learning program
- Interactive virtual modules: offering flexibility and accessibility for a global workforce.
- Engaging face-to-face sessions: fostering collaboration and more profound learning experiences.
Program success factors
Blended Learning
Combines self-directed learning opportunities with guided interventions and classroom settings for flexibility and more profound engagement.
Experimental Learning
Learning through application in a safe environment to build confidence and a deeper understanding of the own impact in the work environment.
Personalized Learning
Assignments are based on individual learning goals, ensuring relevance and application.
Continuous Learning
The program fosters a culture of continuous learning and development, not just a one-time event.
Social Learning
Encourages knowledge sharing and collaboration for lasting behavioural change.
Positive Psychology
Focuses on strengths and potential to enhance motivation and development.
70-20-10 model for learning and development
Provides opportunities to apply learned skills on the job (70% on the job -20% social setting - 10% learning setting).
Managerial Involvement
Assignments incorporate manager participation to reinforce learning and provide ongoing support.
Success results
The Infineon Leadership Development Program yielded significant results, transforming leadership effectiveness across the organization:
Consistent leadership approach
A leadership framework with a common language and guiding principles, increasing leadership effectivity across the organization.
Global mindset development
Leaders demonstrated a stronger global perspective and increased intercultural competency.
Increased employee engagement
Improved leadership skills led to a more engaged and motivated workforce.
Future-proofed leadership
Infineon Technologies is now better positioned to address future challenges with a well-equipped leadership pipeline.
What the participants say
The content for the leading Leaders & Organizations course was well-prepared for understanding and applying the leadership theory and best practices. It helped me sharpen my own leadership identity, in connection to the strategic development of the company.
Participant of Program 3Leading Leaders & Organizations
For me, as an experienced leader, this program for leading people was a very well-thought of program that lets me integrate the learnings into my daily leadership practice. The combination of learning with my peers in group sessions and the individual coaching helped me to anchor the learnings into my routines. That helped me solve critical situations faster than before.
Participant of Program 2Leading People (Experienced Leaders)
The biggest takeaways
- 1
One framework with three entry points gives every leadership level the same language without giving them the same program.
- 2
Blended delivery is what makes a single global program possible: virtual for reach, face-to-face for depth.
- 3
Personal assignments with the manager involved are where the learning turns into routine.
A one-page PDF with the key items, the numbers and the biggest takeaways. Handy for a meeting, or to forward.
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Working on something similar?
Every client story here started with a question about the capability an organization needed next. Bring yours, and we will tell you what would work in your situation.