The challenge

The Team Leader position is quite a new position in 2021. As a result, this group of people has a lot to learn. Some have been working in the organization for a long time, but do not yet have experience in leadership as befitting this position. The other part does have leadership experience, but is new to the organization. In addition, everyone has a 'sense' of what a typical HORNBACH manager is, but no one can put it into words properly, so there is no clear direction.

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The solution

First we wanted to put into words what typsich HORNBACH leadership is. Because within HORNBACH the customer always comes first, we reasoned from what the customer can expect from HORNBACH. So we reasoned back to the behavior of the employees, the culture on the shop floor to the leadership within HORNBACH. Together with a working group from all layers of the organization we developed a framework in which it became clear what typical HORNBACH leadership is:
- Appreciative
- Trusting and Supportive
- Stimulating
- Connecting

Following this, we developed a learning path that on the one hand built on existing training courses within HORNBACH and on the other hand was refreshing, different and innovative, so that it fit well with the culture of the organization and was in line with all the latest scientific knowledge on learning and training.

We created a mix of learning about being a leader and learning about the organization HORNBACH. We worked with a mix of learning forms, from classroom training days, buddies, assignments, e-challenges, pitches, group assignments and battles. Through an online social learning platform, the participants - from different branches - stayed in touch with each other and their supervisors stayed well informed of content and progress. The style of the course - with names that come from the world of construction - fits the culture of HORNBACH perfectly.

The content knowledge about the organization was trained by internal experts, who shared their knowledge with the participants after a short train the trainer. Because these experts became part of the training days, the sense of one unified and coherent learning path remained intact. This facilitated learning for the participants.

The common thread throughout the process was typical HORNBACH leadership. We related each component to these core concepts and the framework; which in turn ultimately revolved around the customer. Because of this clear thread, based on the customer, the participants were able to quickly relate all new knowledge to their role as leaders, the management of their teams and to their (desired) results.

Measurable result

1512 completed e-challenges ;-)

An increase in demonstrated leadership in the following components:
Appreciative
Confident and Supportive
Encouraging
Connecting    

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