Setting the standard for excellence in leadership.

“Leadership starts at the top, and our senior managers are the role models of the Faber Group leadership principles,” Jolien continues. “Through ongoing leadership development initiatives, coaching sessions and regular feedback mechanisms, we support our senior managers in further developing their leadership skills and fostering a culture of care, ownership, connection, courage and development for themselves and others. By leading by example, our leaders will inspire trust, motivate their teams and champion the values that define our organisation’s culture and leadership. By doing so, they will set the standard for excellence in leadership and pave the way for a bright future for Faber Group.”

Leaders as role models

“Whilst internal development is critical, we also recognise the value of fresh perspectives and diverse experiences. Therefore, we also actively recruit high calibre individuals from outside the organisation who embody the qualities and values that fit with Faber Group. Through targeted recruitment strategies, competitive remuneration packages and a strong employer brand, we position ourselves as an employer of choice for top talent in the industry. By bringing new voices and ideas into our business, we enrich our collective expertise and drive innovation at all levels of the organisation. We therefore look more closely at profiles that fit our Faber Group leadership framework and who can model these behaviours”. 

Attracting external talent

“We have two groups of talent within Faber Group - our ‘Future Executives’, who are already part of our senior leadership teams and could potentially develop into a board role, and our ‘Emerging Leaders’, who could take on a senior leadership role in the future. This group of around 40 colleagues has further potential waiting to be unlocked. By providing them with the necessary tools, resources and growth opportunities, we aim to create a pipeline of capable leaders who are deeply rooted in the values and vision of our organisation. Through various leadership development initiatives such as mentoring programmes, leadership training workshops and stretch assignments, we will empower our Emerging Leaders and Future Executives to take on increasingly challenging roles and responsibilities within the Faber Group.” 

Developing our Emerging Leaders & Future Executives

HR Director Jolien Dirne: “Based on interviews with our Board and senior management, we’ve defined in 2024 our leadership dimensions & behaviours that make the difference within Faber Group. They are: developing self & others, connection, care, ownership and courage. We then refined them into detailed leadership descriptions. These dimensions are now being used to identify the strengths of our leadership team & talents, and also where development is needed. 

One of the first initiatives was a ‘360’ survey of our Group & Divisional Board Leadership and our talents. A ‘360’ survey includes a self-assessment and feedback from the line manager, all direct reports and peers. The results are now being used for targeted leadership development investments within the Faber Group. For our talents, it provides individual feedback on their personal and others’ perceptions of their leadership behaviours, resulting in an ‘Individual Development Plan’ for each talent.”