Lifelong
learning
In a world of perpetual transition, receptiveness to change and a skill set geared towards the future are of paramount importance. ElringKlinger has fully embraced this philosophy in its day-to-day business. The company has set up a wide range of initial and further training programs to expand its talent base and strengthen the leadership skills of its workforce. As a result, ElringKlinger is in a position to actively shape the transformation of its industry. Read on to find out how the company promotes lifelong learning at different stages of each career path: from the first steps taken by a young dual work-study student and the EKDrive High Potential Program through to the Leadership Campus, which is designed to hone the skills of experienced managers. This paints a multifaceted picture of how learning drives ElringKlinger's success as a business – today and in the future.
Three questions for Theresa Bandke
1. What motivated you to pursue a dual work-study program at ElringKlinger, and what have been your most formative experiences so far?
ElringKlinger offers me an international environment and the chance to work in pioneering fields such as e‑mobility and sustainability. I get to see how all that theory translates directly into practice, and, by spending time in various departments, I can find out where my strengths lie. In particular, I’ve learned how closely all those departments are interlinked and how important clear communication is to make sure that processes run smoothly.
» I get to see how all that theory translates directly into practice, and there are opportunities for personal growth, too. «
Theresa Bandke,
Dual work-study student – Digital Business Management
joined ElringKlinger in 2024
2. How do you apply your theoretical knowledge in practice at ElringKlinger?
The knowledge I pick up from my lectures helps me understand the context. Having said that, I soon realized that decisions can be influenced by what you actually see happening, and by last-minute changes, in ways that the theory doesn’t prepare you for. For me, those differences make the dual work-study program particularly exciting.
» The dual work-study program is the starting point on a journey of continuous personal development. «
Sigrid Moritz,
Head of Cooperative University & Internship
joined ElringKlinger in 1985
3. What role do the trainers play in your learning, and how do you get feedback that really helps you progress?
The trainers play a key role. They plan the practical assignments so that I can apply my theoretical knowledge directly. In each of the specialist units, there’s a designated contact whose job is to explain the tasks, answer questions, and make sure that I am actively learning rather than just watching. We use a standardized feedback system at the end of each assignment, but I also receive direct feedback on individual tasks during the assignment. That’s a really effective way of learning on the job.
Sigrid Moritz, Head of Cooperative University & Internship, on her role as Dual Student Manager at ElringKlinger
My role as Dual Student Manager involves guiding the young talents who come to us from their first day through to their final assessment project. So what’s special about ElringKlinger? Practical projects, personal support, and the opportunity to gain experience abroad. Our dual work-study students can spend time in various business units. They can join our internal training courses and get involved in planning their assignments. For us, the dual work-study program is the starting point on a journey of continuous personal development. Our job is to lay the foundations by instilling a positive approach to lifelong learning.
Three questions for Leonardo Mendes
1. How does the program support your professional and personal development?
EKDrive gives me an opportunity to further develop my strategic thinking and leadership skills. It also allows me to significantly expand my network. The open nature of all dialogue within the program helps me to develop at a personal level. The program builds confidence, encourages reflection, and promotes a real growth mindset. The trainers encourage me to step outside my comfort zone, accept feedback, and consciously reflect on how I make decisions.
» Diversity promotes learning and teamwork. «
Leonardo Mendes,
Controlling Business Partner and participant in the EKDrive High Potential Program 2024–2026
joined ElringKlinger in 2018
2. Why is interacting with other talents and participating in a social project an important part of the EKDrive program?
For me, interacting with other participants opens up a wide range of perspectives, backgrounds, and mindsets within the organization. That diversity promotes learning and teamwork. The social project adds an extra dimension to leadership development. It shows that leadership is about more than just numbers. It's also about responsibility, empathy, and creating genuine added value at a social level.
» EKDrive is all about developing the young talents who will lead ElringKlinger into the future. «
Dr. Lucy Tengbeh,
Director of Training & Development
joined ElringKlinger in 2017
3. What role does mentoring play in the program – and what has been your biggest “aha moment” so far?
Mentoring offers me guidance and honest feedback from an experienced manager. It’s a safe space where I can openly address challenges and try out new ideas. My biggest “aha moment” so far? Good leadership is not about knowing all the answers but about asking the right questions.
Dr. Lucy Tengbeh, Director of Training & Development, on her role as Program Manager
As coordinator for the EKDrive program, I manage the selection process, the curriculum, and quality assurance, as well as linking business and individual needs with measurable development goals. EKDrive is designed to strengthen our talent pipeline, employee retention, and our competitiveness. The leadership modules empower participants with the skills they need to assume new leadership roles with greater responsibility. My team designs the Group-wide learning strategy. That includes all trainings, apprenticeships, DHBW studies, digital learning architectures in the learning management system, leadership development, as well as talent and performance management. We see lifelong learning as the key to unlocking innovation, building resilience, and acquiring the skills of the future.
Three questions for Kevin Zhang
1. Why do you think it is important to regularly invest time in leadership training – and how has that changed your role?
Regular training helps us as managers to keep pace with team dynamics and corporate goals. At the same time, it enables us to hone the skills needed to inspire, guide, and empower our teams. It’s a different role – you’re no longer focused on individual jobs but on providing strategic direction. That leads to greater team engagement and major efficiency gains.
» Knowledge-sharing is at the heart of our learning culture. «
Kevin Zhang,
Plant Manager ElringKlinger China, Ltd.
joined ElringKlinger in 2007
2. What aspects of the Leadership Campus have you found particularly useful so far, and why?
One is the feedback-based coaching, which strengthens team members’ perceptions of self-efficacy. You learn to ask reflective questions, identify individual development gaps, and offer tailored support. I also learned about the D.I.E. (Describe–Interpret–Evaluate) model, which helps you to consciously question your own thinking and emotions in challenging situations as well as promoting constructive action.
» The Leadership Campus strengthens the role of managers as agents of
Nadine Schneider,
change. «
HR Specialist Training & Development
joined ElringKlinger in 2023
3. What do you think about the learning culture at ElringKlinger – what makes it stand out?
The learning culture at ElringKlinger is practical, collegial, and closely linked to our corporate mission. Even managers are actively involved in workshops and mentoring circles. That breaks down hierarchies and forges closer working relationships. We are also encouraged to share our knowledge directly within the team, and that produces a culture focused on collective growth rather than lone wolves.
Nadine Schneider, HR Specialist Training & Development, on her role as Coordinator of the Leadership Campus
My position as Leadership Campus manager involves coordinating and designing the Group-wide leadership development program. Our goal is to strengthen the role of managers as agents of change. In line with SHAPE30, the Campus brings together strategic focus, personal development, and practical forms of learning to promote a market-driven corporate culture centered on innovation and performance. Looking ahead, it’s vital that we build on our expertise in the field of change leadership so that we can actively shape the transition that lies ahead and provide direction for others.
You can find more success stories from ElringKlinger employees here.
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