A Mindset for Lifelong Learning: How New Perspectives Emergy for Companies and Employees

A Mix of Push and Pull 

Michael Müller can confirm this from his own experience. After completing his bachelor's degree in mechanical engineering, he initially spent six years working as a development engineer for a textile machinery manufacturer and as a lecturer at Baden-Württemberg Cooperative State University Heidenheim. Then he decided to take the next step and completed a part-time master's degree specializing in Mobility Engineering and Management at HECTOR School. 

"That brought completely new perspectives to my professional life - both in term of my technical expertise and with regard to management responsibilities," says Müller, who now heads product development at WMF while also working in his doctorate, which is supported by WMF. He continues to benefit from the "drive" of his master's program and the international network he built during his studies. "Learning alongside so many highly motivated people generated a lot of energy and enabled an exchange of expertise at a very high level, even beyond the program itself." 

For this engineer, intrinsic motivation, openness to new ideas, and a supportive environment are key components of lifelong learning. He applies this approach within his own team,  encouraging employees to develop their skills, look at the things from different perspectives, and acquire new competencies.

His recipe for success is a mix of a push and pull - although no one is pushed who does not want to learn. "I would rather give that budet to someone who is really eager to learn something new," Müller explains. "Many employees come forwards with their own suggestions for training on interesting future-oriented topics. At the same tie, I have a vision of where I want to take the department and where I see the transformation heading. We then look at which quailifications we need, which people could take on these roles, and what they still need to get there - and then I suggest specific further training opportunities."

According to various estimates, the majority of jobs that will exist in 2030 do not exist today. Müller therefore encourages his team: "Make yourselves as versatile as possible and take away as much as you can." Many employees embrace this approach - even those who are approaching retirement. 

Career Advice in Equal Terms 

At EnBW, too, continuous development is a priority. "Lifelong learning means maintaining your curiosity, because curiosity is what drives you to explore new things, methods, and technologies," says Martina Klug. 

At the Lifelong Learning Summit, the Managing Director of EnBW Perspektiven GmbH will present an in-house career counseling program based on an equal-footing approach. Confidential one-to-one coaching focuses primarily on self-reflection, while employees retain responsibility for their own deciscions and solutions. This enables them to explore questions such as: What can I do now? What do I want?  Where are my strengths and competencies? What motivates me? And where do I want to go? 

"Our core task is to actively support people in their career development like a small workshop - not through training or instruction, but through a process of individual counseling, " Klug emphasizes. 

Around 200 employees make use of the open program every year, and demand is growing. The reason for seeking advice are diverse. Some employees want to change their career path because their responsibilities within their field are undergoing major changes. Others want to explore new territory and find a different position within the company. Still others need a different role or working environment for health-related reasons.