Faller Packaging management gets younger and more female

For some time now, we at the EC have been aware that we also need the involvement of the Human Resources and Marketing & Corporate Communications functions for the top operational management of the company. This also requires functionaries who have the necessary skills and experience to discuss, shape and decide at this management level. In Kerstin Gessler and Kerstin Löffler, we have the right people for this.

An important principle in our leadership methodology is to take a multi-perspective view. A different age and/or gender logically implies a different perspective on situations and challenges in the company. This important addition makes our team decisions better and thus also represents the interests of female and younger managers and employees. We want to broaden the diversity of our organization even further in order to become more resilient and successful.

Since I joined Faller Packaging in 2018, I have already been allowed to develop this area very strongly. In Marketing, unlike in the past, we no longer focus "only" on tasks such as online marketing, our website, trade shows and PR. We go beyond these marketing communication functions. Now marketing and product management is also part of our work. In doing so, the team analyzes market potentials, provides decision-making bases for the management and helps to identify trends. We also keep an eye on the competition and moderate the development of ideas into innovative products in the standardized "Product Innovation Process". Of course, this is done in close consultation with our customers and in cooperation with Sales.

A lot is also happening in the area of Corporate Communications. Here, we work daily to ensure optimal information transfer and internal communication for the entire Faller Packaging Group. In addition, employer branding, i.e. employer marketing, is now playing an increasingly important role.

So there are a lot of topics in the strategic to the operational area that I would like to actively contribute to the Executive Committee.

I am very grateful to be part of this committee since August 2021!

Human Resources should become a strategic partner at eye level that accompanies and critically scrutinizes the business. HR will not see itself as an implementer of orders, but rather proactively accompany transformations on a functional and emotional level. We will actively participate in the development of solutions.

A particular focus will be on management development. Here we would like to see more diversity, particularly in terms of the female proportion of our managers. But we also want to become more diverse in the international composition of our management teams. In particular, we want to strengthen the links between all sites as part of our internationalization.

Kerstin Gessler: I would like to see a constructive self-image among colleagues that sees the joint development of solutions as a natural part of joint action. For me, power struggles over hierarchy and influence are behaviors from a bygone era. To survive as a company in an increasingly complicated, networked world, you need people who, as leaders, are able to analyze and operationalize complex issues from different perspectives. This only works if you work together. I am very grateful that I have been able to experience this kind of cooperation in the current EC since I started.

Kerstin Löffler: I hope that we succeed in getting our colleagues excited about new projects and changes. Of course, we have to make these comprehensible and concrete. We also depend on the willingness and openness of each individual.

Dr. Daniel Keesman: Of course I wish my two colleagues every success as members of the Executive Committee.