developing talents & leadership
preparing tomorrow’s leaders today
Our goal is to build an internal talent pool of future leaders. We strive to identify, develop and support internal talent early on and develop a unified leadership and competence model that ensures stability in key areas of the organization. For our customers, this means reliable points of contact, fast and well‑informed decision‑making, and the assurance that the quality, stability and foresight they expect from delfort will continue.
our approach
Leadership competence model
To build a consistent and strong leadership foundation, we are developing a group‑wide competence model. This model combines universal leadership qualities with delfort’s values and defines a clear framework for the capabilities expected from our leaders.
Establishing structured succession planning
Based on this competence model, delfort is implementing a structured succession planning process that identifies potential leaders early and supports them through targeted development. This ensures that critical positions are secured in the long term and that talent is continuously evaluated, guided and supported in their growth.
Leveraging global and local leadership programs
To prepare future leaders effectively, delfort uses a combination of global and local leadership programs. These trainings strengthen strategic and operational leadership capabilities, build decision‑making confidence and help talents grow into roles with greater responsibility.
growing talents. raising the bar
We rely on skilled, future‑ready people and we invest in them accordingly. Across all levels, employees develop through global and local training initiatives, personalized coaching, and tailored career paths that support both vertical and horizontal growth. In 2025, our employees worldwide completed a total of 50,533 hours of training (an average of 15 hours per employee, evenly distributed between both genders).
delfort specific training programs
Our learning programs are continuously updated and delivered through in‑person sessions, blended formats, and e‑learning to match roles, needs, and new technologies. Whenever possible, roles are filled internally across sites to open career opportunities within the group.
Here is an excerpt of our trainings program
- Mandatory onboarding and recurring e‑learners in safety, environment, CSR, and cyber security
- Specialized trainings like technical skills, paper‑making basics, printing, and leadership in safety
- Our flagship “Driving for Excellence” program with international participants, coaching, and long‑term leadership development
- Local leadership programs tailored to cultural and operational needs across sites
- Business training for technical experts
- Trainee program, a 18-month on-the-job training
- Project management training
- Apprentices and interns
