Rapid technological change, increasing cost pressure, new business models - all this creates pressure. Transformation pressure, to be precise. This doesn't just apply to companies that are embracing digital change in order to remain competitive. For the experts who want to shape this change process, the key to their own success also lies in personal and professional development. Transformation is therefore one thing above all: a great opportunity. So it's high time to talk about how such an upgrade can succeed.Together with three colleagues, I took a closer look at one of All for One's in-house solutions: The UP Talent Program.
Jochen: Angi, as Program Leadyou are responsible for the UP Talent Program. What is your role in it?
Angi: I am jointly responsible for the concept and successful implementation of the program. For example, I define the content, brief trainers and oversee the selection process for participants. When the program starts, I supervise the modules on site, support the participants as an advisor and identify suitable mentors. I also provide support with networking and bring the UP Talents together with exciting leaders.
Jochen: Can you give us a brief overview of the UP Talent program?
Angi: Up to 16 colleagues go through a 15-monthprogram for further development, which comprises six different modules. Key topics are values and goals, self-management, change and conflict management, agile mindsets and our corporate strategy. There are also many additional elements such as mentoring, peer practice meetings, networking events, an external coaching offer and, at the end, the opportunity to present themselves in a spotlight to the management and the original selection committee.
Exchange between UP Talents and the Executive Board and top management
Jochen: That's a very colorful bouquet of topics ...
Angi: That's right. We very consciously focus on versatile and individual development because our UP Talents have very diverse career paths within the company and come from a wide range of specialist areas and countries. This is what makes the exchange so fruitful. At the same time, however, we have to make sure that we offer content that is relevant to all participants.
"We deliberately focus on versatile and individual development."
Jochen: What do you want the participants to have learned by the end of the program? And what challenges do you face in practical implementation?
Angi : After successfully completing the program, our UP Talents are faced with the major task of actually applying what they have learned in everyday life and maintaining their energy - and that is one of the most difficult things. Fortunately, we always find that each group grows closer together over the course of the program and continues to support each other afterwards, sometimes with joint projects across unit boundaries. This brings us full circle to our expectations: we want to strengthen self-responsibility and encourage participants to think and act entrepreneurially. All UP Talents must decide for themselves which next career step is personally motivating for them and drive it forward themselves. We can only provide support, they have to take the step themselves.
Are UP Talents the managers of tomorrow?
Jochen: And what is the strategic aim of the program? Are the UP Talents firmly planned as the managers of tomorrow?
Angi: Not necessarily. UP Talent is not a management trainee program, we have other formats for that. Some will certainly take on management responsibilities in the future, others will help shape All for One in a completely different way. And that's exactly what we teach. Everyone can take on responsibility and have an impact in their own way. It just has to suit your own personality.
"Some will certainly take on management responsibility in the future, others will help shape All for One in a completely different way."
Jochen: Personality is a great keyword. Alexa, you are one of the personalities who successfully completed the current UP Talent Program. You work in Order Management as a Senior Specialist. Why did you apply?
Alexa: My line manager at the time actively encouraged me to apply. This trust was the decisive impetus for me. I wanted to develop professionally and personally and position my role more clearly - also with the aim of making the strategic contribution of administrative functions more visible. My aim was to gain clarity about my next development step and to be able to take on more responsibility.
Gaining orientation and developing a vision
Jochen: How was this path for you? And have your expectations been met?
Alexa: I started out with the desire to find my bearings: Where do I want to go and what responsibilities do I want to take on in the future? The path was intense and challenging, but at the same time very enriching. It was particularly valuable to examine my own vision and personal values. The honest reflection made the program effective for me in the long term.
Jochen: Would you like to give us a little insight into your vision?
Alexa: For me, trust, honesty and reliability take center stage. For me, these values characterize good cooperation and are particularly important in phases of change. My personal vision can therefore be summarized in one thought: to actively participate in change and provide orientation through clear communication and trust.
Jochen: Which part of the program did you enjoy the most?
Alexa: The module on personal vision and clarity of purpose was a real turning point for me. The topic of networking was challenging at first, as I would have described myself as rather reserved. However, the open atmosphere in the group quickly created trust and gave me a lot of self-confidence. The program was demanding and also required private time. At the same time, a lot of the content could be directly integrated into my day-to-day work and applied in practice.
Jochen: Can you give a few examples?
Alexa: We looked at methods for structuring and prioritizing tasks. Tools such as the Eisenhower matrix help me to prioritize topics more consciously and to maintain an overview even in phases with many parallel projects. The concept of the Circle of Influence was also very helpful for me. It helps you to consciously differentiate between topics that you can actively influence and those that are outside your sphere of influence. Particularly in phases of change, this helps me to focus my energy on the issues where I can actually have an impact - and at the same time to accept that there are also things over which I have no influence.
I have also been able to directly transfer approaches such as stakeholder analyses. They help me to better understand the expectations and perspectives of different stakeholders and to coordinate more effectively - especially in cross-divisional initiatives.
Expanding your skillset and network
Jochen: Let's come to you, Savina.Youare Principal Expert Strategy Execution for our Employee Experience business unit, which has been part of All for One for almost 10 years. You were one of the first to successfully complete the program. Why did you apply for the program back then?
Savina: I generally came to All for One to try out different things and to develop myself in and outside my field of SAP HR consulting. A development program that was being set up for the first time was of course a fantastic opportunity.
Jochen: What happened to you after the UP Talent Program?
Savina: My mentoring gave me the opportunity to fill a newly created role. As a New Work Officer, I was able to support our organization in becoming more agile and adaptable. Today, I work across countries in our Business Unit by supporting our long-term goals and promoting collaboration between countries.
Get together at the final event
Jochen: How do you rate the importance of such a program from your current position?
Savina: For me, the main focus of such a program is the exchange and team spirit. Of course you learn a lot on a personal level, but what is much more important is learning together with others from different areas of our company. Our "cohort" has also provided great opportunities, such as the fact that a participating colleague from another unit moved to us and is now a Senior Director with us. It's just fun to learn together and also to have a good party together in the evening to process the learning well :-)
"For me, the exchange and team spirit are the most important aspects of such a program."
Jochen: What did you take away from the program? What do you still benefit from today?
Savina: From the connections I made with my colleagues and the fact that I was able to make new professional progress as a result. That probably wouldn't have happened without the program. I have many fond memories and I'm very happy to be here for 10 years this year.
Jochen: Alexa, what's your situation? Do you already have plans for the future? And what are your medium and long-term goals?
Alexa: The program confirmed to me that I can well imagine myself in a leadership role. My new role as team coordinator also underlines this aspiration. I have gained a clearer understanding of what leadership means to me: providing orientation, creating trust and actively shaping change. I deliberately don't have a fixed roadmap - we are in the midst of change, and that is precisely where I see many opportunities for development. My next step is less a title than an attitude: taking responsibility and seeing change as an opportunity.
Jochen: Alexa, Savina, Angi, that was very interesting, thank you for your time!
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Mar 23, 2026 10:49:20 AM
