5 days, 16 countries and 65 offers: The Leadec Learning Week, a global learning week, is a really big event in the Leadec calendar. There is a lot of preparation behind it and the aim of the ‘power week’ is to offer attractive internal training sessions via the Leadec Campus and to allow work and learning to merge.
Internal training plays a central role in a people business to be at least up to date, if not one step ahead. To make it as attractive as possible, those responsible for personnel development at Leadec have taken a close look at the learning strategy. “We clearly see that further training needs to be more flexible in the modern working world,” says Katrin Tripps, Team Lead Global Talent, Learning & Culture.” Around 200 targeted development modules, both mandatory and voluntary, are offered each year via the Leadec Campus, the central global platform for further training. “In addition to half-day and full-day training opportunities, we wanted to think differently about learning at Leadec and try something new,” says Tripps. The idea for a new concept was born, in which short learning units on various future-relevant topics could be integrated into everyday working life in the best possible way: the first global Leadec Learning Week took place in November 2023.
In spring 2023, the global and regional Leadec managers from the Learning & Development division got off to a committed start. First of all, they had to find a suitable period in the annual calendar, develop the concept, identify internal and external trainers, define the program, create communication material, advertise the Learning Week internally and also create the technical requirements. “It really was a mammoth task,” recalls Johanna Förster, who was jointly responsible for the project, adding: “But we were so successful that our second Leadec Learning Week was held in June 2024. The repetition effect was very valuable here and the benefits for our employees around the world have increased significantly.”
What remained the same was the basic concept: in addition to global offerings in English, there were regional offerings in the respective national language, which were designed in coordination with the local HR teams. “What is certainly special about the Learning Week is that the majority of the sessions are designed and run independently by Leadec employees,” says Johanna Förster. “This shows how much, perhaps undiscovered, knowledge there is in the workforce and how motivated everyone is to share their knowledge.” This year’s topics ranged from ‘Modern risk management’ to ‘An ideal job interview’ and ‘How does Bing Copilot work?’ “Our aim is to provide our employees with a tailored offering that supports them with numerous questions and requirements in their day-to-day work,” says Förster.
This year’s motto ‘Future-ready’ was quickly found, because in times of AI, digitalization and a shortage of skilled workers, what moves a company more than looking to the future? In the run-up to the event, employees were able to express their topic wishes via the company’s own app. “We were proactively approached by some colleagues who wanted to hold a training session themselves,” says Förster, who supported the planning and implementation together with her team. “Our CEO and COO also had their own formats and reported on error culture and artificial intelligence.” The fact that the management itself contributes to the offer is not the only important signal: “In particular, because learning is very important at Leadec, projects such as the Learning Week receive great support from the management,” says Christof Baumgart, Head of Global Human Resources & Organization.
In the end, the offer from June 17 to 21 included a wide-ranging mix of online seminars, presentations and networking events lasting between 30 and 90 minutes. Employees actively shared their experiences on the internal Leadec app. The subsequent evaluation also speaks for the success of the week: the average recommendation rate was 4.5 out of 5 points. And the opinions of the participants also speak for themselves: “I took part in two excellent and concise sessions. They were short, well-structured and provided valuable insights for my day-to-day work,” is one example. Or “In an interactive session, we discussed insights and steps towards inclusion and gender parity in engineering. I met some interesting new colleagues in the process.”
“With the Learning Week, we not only wanted to introduce a new concept for the Leadec Campus, but also to further develop the learning strategy at Leadec in the long term,” says Katrin Tripps. “That’s why the repetition effect is also important in a project like this—the Learning Week has already established itself as a familiar format. Immediately afterwards, we received offers from colleagues all over the world who would like to offer a training session themselves next time.”
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