Offsite LoT-Programm
Get to know one of our exciting personnel development programs. The Leaders of Tomorrow program - LoT for short - promotes and challenges our CHECK24 high potentials. In this interview, find out what participants can expect from the program and its long-term vision.
What is the aim of CHECK24's LoT program?
Marina:
As part of the LoT program, high potentials are trained for two years to take on a specialist or management position in the medium term.
Who is the program relevant to?
Marina:
The program is designed to be relevant for all function groups. It is more about the performance and motivation of LoT participants. Our absolute top performers are nominated for the program by their line managers. Employees from Professional to Teamlead/LeadDev/Expert can be nominated.
What can participants expect from the program?
Marina:
Here is a small excerpt of the program content:
➝ LoT project: 3-month project work in a group with the support of a CEO as project sponsor
➝ Individual modules: e.g. executive communication, negotiation training, presentation training, IT training, etc.
➝ Individual further development modules: e.g. business coaching, work shadowing in another area, specialist training, methodological training
➝ Extensive personality analysis based on a scientifically sound test method
➝ Offsite: Leadership training
➝ CEO challenges
Tell us more about your participation in the LoT program!
The well-thought-out mix of targeted standard modules and individual development measures as part of the LoT prepared me perfectly for my new management role. The LoT program pushes you to your limits and even beyond them. During the 24-month program, you are constantly in contact with other colleagues on the program and CHECK24 managers, which helps to expand your network and encourages and promotes exchange between departments.
Marina, former participant of the LoT-program
You were once a participant yourself, now you organize the LoT program. What has been your highlight so far?
Marina:
I was really enthusiastic when we changed the LoT-projects from having something centrally specified to the participants bringing in their own ideas or something from the vertical. We were still determining what topics would come up and whether everyone would find something, but there were exciting ideas straight away, and everyone could contribute. The pitches were really fun. We are now back to a mix of both ideation and central topics, but in my opinion, that makes it even more valuable, as we only focus on topics where there can be real added value for the customer and not just "gimmicks".
What is the long-term vision for the program?
Marina:
The program is so flexible that it can easily adapt to the needs of the organization and our top employees. We monitor trends and new insights from the world of HR development, especially from the field of leadership. As we grow as an organization, we want the program to grow while remaining customizable.
What is particularly lovely is that we can offer our employees high-quality training and, thanks to the LoT program, fill most of our management and expert positions internally.