The potentials groups stand for systematic development.
Thomas Hafner, Deputy Head of Group Treasury, has an eye on the Group's financial risk positions at Diehl in Germany.
Perfectly Prepared for New Challenges
At Diehl, we aim to fill two thirds of the vacant leadership and executive positions with internal staff – as a minimum. This is our declared objective. In order to achieve it, we qualify high-potentials in our Potential Groups.
What the Potential Groups Aim At
There are good reasons why we focus on our own people. We know that our high-potentials fit into the company and its culture. By specifically promoting such talents, we ensure that we always have motivated, committed and loyal employees and managers for vacant positions.
This is why our Potential Groups promote employees who are willing and able to assume more responsibility in the future. They consist of modules which help our internal potentials in the further development of their professional, methodical and personal skills. Each group trains the competencies relevant for the next level of managerial responsibility.
The ABC of Competence
Junior employees (mostly without managerial responsibility) get a profound basis for their future career in Potential Group C. This qualifies for project and line responsibility as well as for the responsibility in a defined specialist field. Group C is facilitated by the Corporate Divisions individually.
Potential Group B graduates are capable of leading management teams. Potential Group B applies company-wide.
Qualifying for Potential Group A opens up the opportunity to take over responsibility for larger product segments or for leading a business unit. Just like Group B, Potential Group A is company-wide.
Entering a higher group works with the help of our competence model. This model defines requirements and qualifications necessary to reach a higher Potential Group.