We demand expertise, we encourage expertise. So, in order to be a forge of ideas, Continental must also always forge talent. This begins with the annual employee performance meetings during which, in conversation with your superior, you commit yourself to your very own development plan. And it continues, for instance, with our “cross moves” initiative with which we promote an understanding for the different fields, functions and cultures.

Continental has developed programs for different target groups aimed at promoting high-potential employees.

The Leadership Entry Program (LEP)
This program is geared towards employees, who will soon be taking on or have just recently taken over a position of leadership. They are prepared for their new responsibilities by strengthening their soft skills as well as their qualifications.

The Talent Development Process (TDP)
This is more or less the "scout" process used to identify leadership potential. Its aim is to focus on developing next-generation talent for middle management.

The International Management Program (IMP)
This program is geared towards employees who, although they have little experience in a leadership position, already stand out because of their excellent performance. In partnership with a business school, they are prepared for an international position of responsibility in several modules and action learning approaches.