Digitalization is about more than simply deploying modern technology: it also stands for fresh thinking that perceives change as a spectrum of opportunity rather than a predefined path.
Nina Eichholz, Susan Bregenzer, and Gerda-Marie Adenau are convinced that innovation potential is only maximized where people with different approaches, experiences, and personal skills work together across organizational units. Together, supported by more than 140 other coaches and change-drivers in the GROW2GLOW diversity network, they are helping their female colleagues at Siemens identify and apply their own strengths.
Turning challenges into opportunities
Before she joined Siemens, Nina dealt with transformation in her capacity as a management consultant, where opening the eyes of decision-makers to innovation was all in a day’s work. In her view, however, innovative business models are not the critical factor: “The key is continually transforming an adaptable organization that not only understands diversity but practices diversity. This is achieved through continual experimentation, not with a master plan.”
In 2015, together with eight women, Nina launched GROW2GLOW, which today sees over 140 trained Siemens employees around the world support the professional development of their colleagues. In Germany alone, more than 24 male and 65 female coaches are involved in the bottom-up initiative. Many of the coaches are motivated to support women at Siemens based on their own experiences.
Susan, cofounder of GROW2GLOW, is fully convinced of the powerful potential of diversity. “To me, diversity means every facet — mindset, experience, gender, and culture. Every difference enriches our view of the world and opens up opportunities. Even now, women are underrepresented at the management level at Siemens. As a result, male viewpoints dominate our decision-making.”
For Susan, therefore, coaching is a logical solution when it comes to helping women unlock their potential and find the inner strength to strike out for new horizons. Nina also believes it is important for her coaching sessions to embolden and encourage colleagues to determine their own career paths and overcome uncertainty in the process. It is an attitude she formed at a very young age: “My mother always told me I should understand who I am and who I really can be.” The lesson she drew from this was to always be you and celebrate who you are.
Gerda-Marie is also a coach for GROW2GLOW. A single mother of two children, she has worked for Siemens for 20 years and always had the intention of one day supporting women in similar situations. She is now doing just that. “Becoming a mother should not be an obstacle to a professional career but, in reality, that’s how it often turns out.” Through coaching, she helps women face their challenges confidently, question entrenched ideas, and push for creative solutions.
The coaching offered by the network is in tune with the times. Since it was founded, GROW2GLOW has supported more than 350 women around the world and the demand is rising.
Cooperation is the working culture of the future
For Susan, the success of the network reveals a profound change in working culture: “The way we work together in GROW2GLOW proves you can achieve impressive results in a very short time, provided you recognize the need for more flexible structures and exchange experiences on equal terms as a basic principle of cooperation.”
There are no hierarchies in GROW2GLOW, and no turf wars either; all parties are invited to bring their skills and enjoy doing so. As Nina puts it: “In the course of interaction we lead and we are led, just as the need arises. The clear purpose linking people is absolutely critical.”
GROW2GLOW is a model for contemporary cooperation and networking across continents and coaches Susan, Nina, and Gerda-Marie are agreed that initiatives such as these influence corporate culture and convey the values of the community well beyond the scope of the program.
“The future of work lies in adaptable and fluid networks equipped with a range of technological options and people who are ready to play a full part,” says Nina. “This creates a new kind of togetherness and unlocks meaningful new potential, while also opening the door to unprecedented opportunities for Siemens.”
