How TBIT succeeded in driving the company's success with the help of a leadership skills and feedback system

Successful implementation of corporate strategy

After defining clear corporate goals together, we were then able to develop team goals based on the OKR framework that directly contribute to the corporate goals. This process not only fostered a deeper understanding of the company's strategic direction, but also the individual role of each team in its implementation. In addition, a culture of goal-oriented work developed, which motivated the teams to work towards a common goal.

Another challenge was that the teams had difficulty distinguishing between day-to-day business and strategic tasks. This led to an imbalance: if you're always sawing but forget to sharpen the saw, you can't really work effectively. To address this issue, prioritization techniques were introduced to ensure a balanced way of working.

This step was not always easy for the team leaders, as they had previously been assessed solely on the basis of operational key figures and were not familiar with strategic work. It was therefore necessary not only to offer training, but also to adjust team targets and ensure continuous support for the team leaders.

Agile implementation for the optimal solution

During a one-year implementation phase, a wide range of tools and methods were used to develop a customized solution that perfectly matched the client's corporate culture. The entire collaboration took place on an equal footing, ensuring a partnership-based approach.

Leadership at TBIT - a small tool with a big impact

The comprehensive transformation should also take place at the level of leadership culture and individual leadership skills within the company. Above all, this should counteract the problem of the Peter Principle: Employees are often promoted until they reach a position for which they may be less qualified. TBIT has therefore adopted a strategic approach to ensure that employees are promoted and positioned according to their individual strengths and talents. This approach is based on the fact that every employee has the potential to succeed and take responsibility in various aspects of leadership.

A central component of this leadership development is the implementation of a universal leadership competency system based on a simple but effective real-time feedback mechanism. Through this system, employees have the opportunity to receive continuous and real-time feedback from their peers to better understand their leadership strengths and weaknesses. This goes beyond traditional performance appraisals as it focuses on diverse perspectives and flexibility in leadership. In this way, we were able to establish a new leadership culture over two years using a simple tool.

The aim of this feedback system is to promote a culture of continuous development and self-reflection in which every employee proactively works on their individual leadership skills and constantly improves. This participative approach helps to create an atmosphere of empowerment and personal responsibility in which employees in all positions are encouraged to develop their leadership qualities and actively contribute to collective leadership.

The transformation of an organization is always an individual process that must start where there is great pain, but often also great potential. TBIT was able to successfully exploit this potential: With the comprehensive implementation and realization of goals that pay into the corporate strategy and a leadership culture that sustainably drives the growth of all employees and thus the company.