Virtual High-Potential Program with On-Site Conclusion

Context

CGM (CompuGroup Medical), a publicly listed health IT company, launched its high-potential program for the second time – predominantly virtual due to the pandemic. The aim was to bring together 51 internationally selected high-potential participants from across the organization in a multi-month program. What was needed was a common thread that, despite the virtual format, would enable visibility and networking, foster personal responsibility, and keep the support effort for HR low.

Task

PUETTGEN Consulting designed, coordinated, and delivered the program as the central hub – closely aligned with HR, yet with minimal HR overhead. From the growth strategy, a guiding question was derived: How can a culture of trust and cooperation be fostered?

Approach

Agile logic: self-organizing “Crews,” executives in the role of “Product Owners,” learning from role models, consistently experience- and strengths-oriented. Visibility through a talk-show format and the principle “do good and make it known”; depth through crew debriefings, peer coaching, reverse coaching, and small, self-chosen action steps.

Formats

Eight heterogeneous crews persisting throughout the entire program; a strengths-oriented assessment (CliftonStrengths) with debriefing; eight talk shows produced by the crews with top management; translating the impulses into publicly shared everyday contributions; reverse coaching sessions; a three-day on-site event with a CSR challenge, retrospective, and award ceremony.

Role

PUETTGEN Consulting was responsible for the program end-to-end: design and dramaturgy, coordination, facilitation of the virtual formats, crew briefings, guidance of the reverse coaching, the strengths debriefing, as well as the design and facilitation of the final in-person event.

Transfer

The talents translated the senior leadership input into concrete, publicly shared everyday contributions; the on-site event transferred what had been developed virtually into joint action (CSR challenge).

Distinctive Feature

An innovative hybrid talent architecture with virtual crews, self-produced talk shows, reverse coaching and a CSR challenge — deliberately designed to make hierarchies more permeable.