"One can always learn. It never ends."
In this story, you will learn:
The rapid pace of technological change poses major challenges for companies and employees. Job profiles are changing, new jobs are emerging that require different skills. And at the same time, this also opens opportunities within the working world. Those who want to seize them need regular updates for their knowledge – in other words, they require lifelong learning.
Companies also benefit from this. After all, curious employees who are willing to learn are crucial to being competitive and fit for the future in times of transformation, digitalization, and volatile markets. "At Henkel, our pioneering spirit is the key to professional and personal growth. And by living up to our leadership commitments and purpose, we continue to develop Henkel into a true learning organization," says Chief Human Resources Officer Sylvie Nicol.
Franziska Schatt has been involved in further education and development for half of her professional life. She has been working at Henkel for a good nine years and is responsible globally for Talent & Performance Management, Leadership, and Learning & Development. For Franziska, one thing is certain: "The most important thing about lifelong learning is that this process is always happening, whether you are aware of it or not." In the case of traditional classroom training, for which the employees take their own time, training takes place in a very targeted manner. But learning happens all the time and can also take place through exchanges with colleagues, through practical experience, and while using new technologies.
The most important thing about lifelong learning is that this process is always happening, whether you are aware of it or not.
Franziska Schatt, Global Head of Talent & Performance Management, Leadership, and Learning & Development at Henkel
The basis for lifelong learning: willingness to develop and ability to adapt
Ultimately, however, lifelong learning is about more than just getting ahead professionally. "It's also about attitude, about the will to learn, to constantly develop and grow personally," Franziska emphasizes. The company's job, she says, is to train employees so that they internalize this: "You can always learn. It never stops."
The working world at Henkel is developing rapidly as a result of the New Work culture. Thanks to digitalization, people nowadays not only work in the office, but also from home, for example. "New Work is more digital, more flexible and more democratic," says Franziska Schatt. The central idea is: more personal responsibility and a say for employees. That also applies for lifelong learning. "Just as technology enables us to do our work from anywhere in the world, we can also learn from anywhere," emphasizes Franziska.
New Work – New Learning: Changing learning behavior
The learning experts at Henkel, who have made it their task to drive cultural change within the company, are adapting to the change in learning behavior. "We continuously ask what our business’ and our employees' needs are," explains Franziska. Based on these findings, they then design and continuously adapt the learning offering in a way so that it reflects all the different topics, skills, and abilities the organization needs. The same applies to the various learning formats.
We continuously ask what our business’ and our employees' needs are.
Franziska Schatt, Global Head of Talent & Performance Management, Leadership, and Learning & Development at Henkel
With their work, Franziska and her team ensure that Henkel's employees are fit for the challenges of the future. These include the constantly changing markets and rapid technological change, as well as economic developments. "The success of our company depends to a large extent on how well our employees are able to deal with them," Franziska makes clear. And she adds: "A company is only as good as its employees."
Developing different programs for different needs
Next to classroom trainings, online and hybrid trainings are playing an increasingly important role in the further qualification of employees. To this end, the company works with some of the world's most renowned educational institutions. "Together with them, we are developing various programs," explains Franziska. Some of them focus on how Henkel can increase its competitiveness in terms of innovation, digitalization, and sustainability. The others deal with cultural topics such as leadership trainings and personal skill development. Among other things, this involves the development of leadership skills and the further training of employees in management positions.
The virtual offerings have both external and internal instructors on board. "We try to strike a healthy balance," Franziska says. In particular, she says, collaboration and partnerships with vendors and industry experts are important to bring external trends and insights into the company. This involves, for example, the question of which skills will be in demand in five- or ten-years’ time. The offerings with internal speakers serve in particular to strengthen the exchange between the individual business units and functions. "We encourage people to share their knowledge and successes with employees from other areas and departments," Franziska points out.
Henkel Learning Festival
An important step on the way to a learning organization and a new learning mentality is the Global Learning Festival, which took place in 2022 for the second time. Over the course of two days, more than 6,000 employees worldwide participated virtually in over 50 events with more than 80 speakers. "With this format, our employees can discover all facets of Henkel's current learning offering and experience internal and external experts in a joint setting," explains Franziska. Together with other members of the Global Learning Team, she organized the festival.
At the Learning Festival, our employees can discover all the facets of Henkel's current learning offering and experience internal and external experts in a joint setting.
Franziska Schatt, Global Head of Talent & Performance Management, Leadership, and Learning & Development at Henkel
While the first festival in 2021 was all about innovation, digitalization, sustainability and culture, the workshops, panel discussions and lectures in 2022 were all about the two key topics of new thinking ("change mindset") and sustainability. And this against the backdrop that markets are becoming increasingly volatile and business environments increasingly complex. In other words, the world is characterized by change. For CHRO Sylvie Nicol, one thing is therefore clear: "We need a new mindset to embrace change, adapt, and respond flexibly to it. Then we can grow not only as an organization, but also as individuals."
The two-day event was not just about imparting knowledge. Another important message was that learning is fun and can be experienced in a community. "And that's exactly why we called the event the Global Learning Festival," Franziska says. A format where people from all over the world come together, exchange ideas and have fun. Just like a music festival. For Franziska, that's just one way lifelong learning becomes part of everyday life. Another is to realize that you can learn anytime and anywhere, not just in seminars or classroom training. She also believes it is important to admit to oneself that one does not know everything. And from that, ask the pioneering question every day, "What can I learn today?"
