Rethinking leadership: With the group-wide Step up for Leaders module, REWE Group is focusing on a culture that emphasises courage to try new things, openness to feedback and a focus on strengths. In the final part of our two-part series, three participants talk about the added value of self-reflection, the importance of dialogue and how the module has changed their view of employee leadership.
Svenja Gubisch, is responsible for the Academy & Training division in the Foodservice department at Lekkerland | Photo: ©privat
"I was surprised at how much the focus was on personal self-reflection. Usually, models are presented in training courses that you apply later. It was different here: we started with a self-assessment and worked on the topics through reflective questions. In everyday working life, it is often difficult to consciously take time to think about yourself as a manager. It was very exciting and helpful for me. I had only been a senior manager for ten months at the time. The reflection showed me: I am not alone with my challenges, others have similar issues. That reassured and strengthened me.
Self-reflection also means asking yourself: How do I feel? What can I transfer to my employees? What does my behaviour trigger in others? It's not always pleasant, but it's worth it. The prerequisite is to be open to it - then the module brings real added value.
I see employee management as a kind of service: I want to create a good atmosphere in which everyone enjoys working and has fun. The programme has helped me to become more aware of my role.
One aha moment was the concept of 'signal strengths' - the individual skills and characteristics that are particularly pronounced in a person. This motivated me to be even more aware of the strengths of my team members and to utilise them in a targeted manner in the long term. When the right people are working on the right tasks, the motivation and energy in the team increases.
What else I take away from the module: The aspect of "openness to feedback". For me, this is the basis for further development - both for the employees and for me as a senior manager."
"My conclusion: The module was a perfect fit for me personally. I was very happy afterwards."
Tarik Mattausch, property economist in the full-range supplier expansion division of REWE Region Mitte | Photo: ©privat
"I started at REWE Group about eight years ago as a trainee and went through all the stages, so to speak. I've been working as a team leader in expansion in the REWE Centre region for two years now. I became a senior manager from within the team - without completing any training beforehand. That was the reason why I took part in the Step up for Leaders module.
The seminar was unlike any I had attended before: the setting was special - a cool location with different rooms and the seminar started in the evening. The content was delivered personally and interactively. There was a strong focus on self-reflection, some questions were challenging and required openness.
One important point that I took away from the module and can implement in the short term is targeted feedback. The work in the expansion is characterised by a high degree of independence; each of us is responsible for his or her own area and works largely on their own. Direct feedback is sometimes neglected. I have therefore decided that I want to work with the individual team colleagues on the topic of feedback, both qualitatively and quantitatively.
In the medium term, I see the courage to try new things as a key issue for our property division, because we need fresh ideas, especially in times of crisis. As a senior manager, this will certainly keep me and my six employees busy over the next few years."
"My tip: go into the Step up for Leaders module with an open mind and curiosity. It is challenging and different from other seminars. You get a lot of input that you probably won't be able to put into practice straight away. I myself am very analytical and structured, the seminar is more dynamic and agile. I would have liked more structure in some places. That's why my advice is to look at the agenda beforehand and define your own focus topics."
Since April 2025, there has been a Group-wide start-up module for all new senior managers in the German-speaking REWE Group: Step up for Leaders. The module was developed to convey the principles of leadership culture and promote networking across company divisions.
Why was Step up for Leaders developed?
REWE Group operates in a dynamic environment in which collaboration and leadership are crucial to the company's success. The Step up initiative supports the further development of the corporate and leadership culture and prepares for future requirements. The focus is on three behaviours: Courage for new things, openness to feedback and focus on strengths.
These principles form the basis of the Step up for Leaders module. They are designed to enable senior managers to actively shape change and lead teams effectively.
How does Step up for Leaders work?
Since April 2025, Step up for Leaders has been the starter module for new senior managers throughout the German-speaking REWE Group. It was developed to convey the principles of leadership culture and to promote networking across business units. In addition to teaching the Step up behaviours, the module offers space for exchange and peer-to-peer advice across all business units. This creates a network that opens up new perspectives and strengthens collaboration. From 2026, the module will also be opened up to the international PENNY units in order to create the same understanding of leadership across the Group.
What are the goals of Step up for Leaders?
The objectives include introducing the participants to REWE Group's leadership culture and promoting a common understanding of leadership. In addition, Step up for Leaders aims to strengthen networking across divisional boundaries and prepare participants for the subsequent, business unit-specific leadership programmes.
Who is Step up for Leaders for?
The module is mandatory for new disciplinary senior managers at REWE Group. Afterwards, the participants start the First Leadership Programme of their respective SBU. In consultation with their HR managers, lateral and experienced senior managers can also take part in the module. Interested parties are welcome to contact the HR department responsible for them.
Elisa Stähler, Release Train Coach in the IT department of toom Baumarkt DIY store.| Photo: ©privat
"I originally come from a classic project management background. Today, I support several teams that work together on a value chain, and I also deal with topics such as team development and process optimisation.
I was delighted to be able to take part, but I didn't know what to expect. The exchange with senior managers from other areas and companies was particularly valuable. I found it very enriching to experience the different cultures and working methods.
For participants with disciplinary responsibility and technical expertise, this seminar certainly provided some eye-opening experiences and helpful tools. For me, on the other hand, it was good to realise that I already have a large toolbox at my disposal, as I am not a disciplinary leader but rather an enabler as a coach. Aspects such as having the courage to try new things, focussing on strengths and being open to feedback are things I take for granted in my day-to-day coaching work. That's why there were fewer new impulses, but rather the confirmation that I am on the right path in my work. In any case, it was important for me to realise that these three topics are central elements of our corporate culture and are practised across all SBUs. That provides orientation."
"My tip for senior managers who still have the module ahead of them: For me, the greatest added value was the personal dialogue. Therefore: go to the seminar without fear and with an open mind, bring specific questions and challenges with you. Talk to as many people as possible, get to know different perspectives and ways of working. No question is too trivial."
