In a rapidly changing world, Continental identified that more is being demanded of their management and leadership than ever before. It recognised that adapting to new conditions more quickly and flexibly than others can generate competitive advantages for the business.
Continental wanted to develop their Leadership Architecture, an inclusive development opportunity for all leaders. The programs needed to ensure future viability and create organizational value by unleashing managers’ and leaders’ change-maker capability to contribute to the business’s overall success as it faces new challenges.
Through the programs, the company wanted to cultivate an atmosphere of personal responsibility, collaboration, exchange of knowledge, working in networks, and agility.
In this case study, we explore the impact of this experiential and reflective learning experience on Continental’s senior managers and leaders.