Our global talent program
Growth without boundaries: the PWO Group’s global talent program
What is formed when talented people from different cultures with a variety of specializations and diverse perspectives get together? A strong network of future shapers who grow together across national boundaries and continents and actively participate in the future of mobility.
Our international talent program is the flagship of our people development. Over an exciting 18 months or so, talented individuals from our company see for themselves how cultural exchange fosters intercultural competence – and how this transfer of knowledge across all PWO locations and roles unlocks new career prospects.
“What’s so special about this program is undoubtedly the way it brings people together,” said our CEO Carlo Lazzarini, underscoring the unique energy that sets the program apart. Thanks to a combination of team-building events, strategy workshops and regular online meetings, participants stay in touch even after the program ends, which strengthens teamwork across site boundaries.
Personal growth is right at the top of the agenda in the PWO talent program irrespective of whether participants are pursuing a management or project track, acquiring additional skills for their own or a higher-level role, or getting qualifications for a specialist field.
What makes our program so special:
- Centered on vibrant networking – meet-ups in person in at least three PWO countries, which strengthens and reinforces connections
- Unique team-building experiences – from survival training in the Czech Republic to trips for exploring the culture of Germany and Mexico
- Hands-on leadership development with experienced mentors who prepare the ground for new career opportunities
- Cross-border knowledge transfer through collaborative project work that leads to tangible improvements for the PWO Group
- Lasting relationships that have an impact long after the program has ended and unlock international career paths
- Multi-week stints abroad at one of PWO’s international locations to build up individual intercultural experience also at a personal level
Felix Wild / PWO Germany
Age: 40 years
Length of service: 23 years
Positions: Vocational training, employee in production and process planning, team lead, senior manager
After 23 years at PWO you have held quite a few different positions. How has the talent program changed the way you view the company?
Before taking part in the talent program, I had never even been abroad on business – with the exception of the Czech Republic. Then last year I was in Mexico twice, but also in Canada and China. This naturally changes one’s perspective of the company; I now tend to consider PWO from a global perspective rather than simply Oberkirch.
What has the interaction with colleagues from other countries taught you, as someone with deep ties to the Oberkirch site?
I always thought it was just people at the Oberkirch site who felt this sense of attachment, but that’s actually not the case. I was very surprised to discover that my colleagues in the Czech Republic in particular also feel very connected to PWO – to the company’s values and history. That was something I didn’t expect
Which change is directly attributable to participation in the talent program and how do the skills you acquired there help your leadership?
From my perspective, development of soft skills is the area in which the program adds the most value. Interacting with the other incredibly strong participants was a tremendous help to me. Thanks to them I learned how important it is to hold up a mirror to myself each day. How exactly did I react? Should I have reacted differently? How can I be more solution-focused? This new, far more reflective approach helps me a lot in my day-to-day work – especially with my team.
You also coach football to kids and teenagers. Are there parallels between this work and your leadership role at PWO?
Absolutely! In both positions I need to remember that I am a role model and both the children and the employees look to me for guidance. That means if it’s chaotic on the pitch, it’s mostly my fault. The children react immediately to any uncertainty on my part – or if I bring the stress of my day onto the pitch, for example.
The very same thing happens at work. If I as a manager am not decisive, sooner or later this will undoubtedly spill over to the whole team. My job is therefore to remain grounded in both of these roles, to reflect and to act as a role model so that I can exude the dependability that motivates my teams and gives them the security and stability they need to be successful long term.
Which experience from the international talent program impressed or surprised you the most?
For one thing, the participants themselves surprised me: a bunch of – in my view – very strong personalities who were highly motivated and worked to a very high standard. Despite this concentration of expertise, it was not at all competitive. There was excellent communication and team spirit – even at a personal level.
The trip to PWO’s site in Mexico also really impressed me. While Puebla itself is a beautiful city, crime, pollution and chaotic conditions are problems in the region. On the PWO site, though, the contrast couldn’t be greater. There, the PWO standards of tidiness, cleanliness and regulated processes prevail.
What advice would you give future participants to get the most out of the program?
They should have a very good command of English and be prepared for this! Had I known that beforehand, I would have benefited a lot more from the first block in Oberkirch. The level was already very high, so it was hard to keep up. Having technical English is actually not that important – it’s enough to have a good knowledge of the basics.
Soft skills are the be-all and end-all. That said, the most important thing is to ask yourself: ‘How can I communicate so that what I aim to achieve also resonates with my employees?’ The talent program taught me a great deal about this.
Impressions from our talent program.
~ 1,5
years in duration
2023
the year the first international program took place
12
graduates worldwide
~ 4
foreign placements per program
Ernesto Aragón / PWO Mexico
Age: 33 years
Length of service: 12 years
Positions: Trainee in lean management, six-month training course in Germany as a quality planner, further training in Mexico to become a series production planner, project manager for new projects at the Mexico site, currently project planner for component parts
We are all part of the same company and the Group’s success depends on the action taken at all sites.
What was the top networking experience for you personally during the program?
One major benefit was actually the exchange with our mentor. I had the opportunity to talk to him about problems that also arise in a similar manner at our subsidiary. I saw that Germany already has tried and tested solutions, which in turn pointed me to other ways to find the best solution.
But even the contacts I made with the other participants during the program are very valuable and benefit me daily. For example, we share our experiences and important insights. When specific problems arise, I may also be referred to a colleague at their site. That really benefits me.
How did the 3 international in-person events deepen your understanding of PWO Group’s global focus?
By attending events at different sites in person, we saw for ourselves that the entire company is working towards the same goals – and how exactly the individual sites are implementing their strategies. Discussing the success of these strategies also gives us a better understanding of whether alternative approaches are needed and whether the measures we have implemented are potentially transferable to other sites. In summary, we are all part of the same company and the Group’s success depends on the action taken at all sites.
What advice would you give new participants to get the most out of the program?
I would advise being open to discussing all challenges with the other participants in the program. I discovered that we are often faced with similar situations. An open exchange of ideas and simultaneous learning of new methods for overcoming these challenges greatly broadens the range of possible applications – thanks to honest feedback from the participants.
What change in your daily work is directly attributable to your participation in the talent program?
I learned many techniques that I now use in my daily work. By applying them, I was able to efficiently support my colleagues and give my teams successful guidance in taking action. Some of these methods have even paved the way for my most recent role in the company.