TWIST Expert Forum 2025:
„Passing the Scepter – More Than Just Knowledge Transfer“
On July 3, 2025, our annual TWIST Expert Forum took place – this time on the topic: „Passing the Scepter – More Than Just Knowledge Transfer“:
Scepter handovers are emotional transitions, marked by farewells, uncertainty, and both external and internal tensions. Whether in politics, religion, or culture, transitions into new life stages have always been consciously managed. In the corporate context, however, the emotional aspect is often neglected. A holistic approach to the scepter handover can not only create clarity and stability but also save time, money, and energy.
As always, the exchange with around 20 HR professionals from various companies was exciting and inspiring!
Read our article about the Expert Forum hereJust Published
„Lead yourself first“
How can effective leadership be achieved in change processes, and what role does middle management play?
Markus Hartmann, Iris Pieper, and Claudia Harss share insights into a joint project by Twist and Sonepar.
This article on self-development workshops was published in the January issue of the newly relaunched and highly regarded magazine personalmagazin – neues lernen.
Merry TWISTmas
TWIST wishes you a Merry Christmas and looks forward to working together in 2025!
On December 5, our traditional, cozy Christmas celebration took place. This year, thanks to Dorothee Mühleisen, professional Baroque violinist, the event featured a special musical highlight!
SEW – Self-Development Workshops
Since 2023, we have been successfully implementing our newly developed intensive coaching model, the Self-Directed Development Workshop (SEW), with increasing enthusiasm in more and more companies.
This is a type of self-responsible “check-up” based on the company’s competency profile, conducted together with a coach. The target group is leaders who actively seek support and are willing to take on a high degree of personal responsibility. The SEW approach is particularly effective when exploring where untapped “treasures” might lie or in which direction someone wishes to further develop.
The coaching room at TWIST, where the SEW workshops take place
SEW Pit Stop: Self-Assessment as Preparation for the ‘Treasure Hunt’
What exactly happens in the two compact 4-hour coaching sessions at TWIST?
- Beforehand, participants complete two online assessments (BIP and CWQ [Culture in the Workplace Questionnaire]). Both assessments are excellent for mapping individual results to almost any competency model. The senior consultant has the relevant competency profile for the participant group (including all operationalizations) and prepares, based on the assessment results, to act as an Advocatus Diaboli during the participant’s self-assessment in the session.
- The first session begins with a guided self-assessment based on the competency model. The participant evaluates themselves and has the final word, while the coach plays Advocatus Diaboli. For example:
„You rated yourself very high on leadership. In the CWQ, you indicated a preference for a hierarchical top-down leadership style. Could it be that some of your employees sometimes perceive you as too authoritarian? Should we consider adjusting your self-rating slightly and pay special attention to this in coaching?" - By the end of the session, all competencies have been reflected on, and a self-assessment is created. The participant then verifies this assessment before the second session by actively seeking feedback from their manager and/or other colleagues (employees, cross-functional partners).
Afterward, the participant has the opportunity to explore a current pressing topic with the coach, using their previously created strengths/weaknesses profile. The final summary of the first session (“the loot”) includes tips and results for all relevant competencies, as well as concrete strategies for the most pressing conflict or issue. - In the second session, the reality check of the self-assessment and the “loot” list (what worked and where to continue or adjust) are discussed first. Then, additional topics that have arisen or previous topics that need further exploration are addressed.
- Goal: To leverage the greatest impact to support the participant effectively throughout the year.
The Goal: To use the greatest leverage to help the participant throughout the year.