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Why Should We Lead More Sustainably?

Why Should We Lead More Sustainably?

by Aline Depoorter, Jana Wölfl | Jun 26, 2023 | Leadership Impact, Leadership Tips, MDI Inside | 0 comments

Why Should We Lead More Sustainably?

It is hard to imagine most companies today without the concept of “sustainable leadership.” Leaders are not only becoming more privately aware of the impact of climate change but also want to fight it on a corporate level.

In this article, you will learn what exactly is meant by Sustainable Leadership and how we at MDI are doing our part.

What is Sustainable Leadership?

In the Journal of Corporate Citizenship, Sustainable Leadership is defined as a leadership style that incorporates social, economic, and environmental issues into its professional concepts. Sustainable leadership is the collaboration of multiple individuals striving to provide the best possible professional future for future generations.

It is important to have an eco-centric mindset (sustainable consumption both privately and as a company), to plan for the long term, and to innovate new, environmentally friendly methods and models.

This means, then, that in a sustainable management style, strong thought is given to the future generation of workers. By consciously paying attention to the environment and planning sustainably in the company, you directly contribute to a generally more sustainable leadership culture.

What Are the Benefits of Sustainable Leadership?

According to a Forbes article, two-thirds of international organizations are striving to be more sustainable in their business. They are focusing heavily on expanding sustainable approaches because, on the one hand, they are feeling the effects of climate change both physically and financially (especially companies in the agricultural sector).

On the other hand, sustainability strategies lead to better financial performance and thus higher profitability, as a Harvard Business Review study has found.

Another relevant aspect is the fact that many job applicants prefer a sustainable management style and would rather accept a job that shares their values and where they can make a difference. 69% of workers consider the aspect of sustainability when choosing a career.

Sustainable leadership is therefore not only a financial advantage for companies but also an attractive factor for applicants and employees.

Sustainable Leadership

Sustainable Leadership @ MDI

At MDI, we also take sustainability to heart. For starters, we conduct the majority of our seminars virtually, which significantly reduces our carbon footprint by saving our participants’ travel expenses and the company travel and hotel costs.

Since virtual conferences can also have a negative impact on the environment, the quality of the video does not have to be extremely high. The type of technology also plays a major role – according to this, a fiber optic line is a much more environmentally friendly alternative to standard 3G mobile internet.

In addition, when choosing the means of transport, it is also important to us that public connections are used, for example, in order to reduce the ecological footprint. We also make sure that the average of our participants does not have a long or far journey to the seminar location.

However, MDI still has an annual CO2 emission of 119 tons, which is why we offset our greenhouse gas emissions by purchasing certificates from the “VCS & CCBS Forest Conservation Brazil” project. We also strive to implement sustainable management strategies at our main site in Vienna.

In general, we are aware of the state of the environment and we always strive to do our part for a more sustainable leadership culture in the spirit of Sustainable Leadership.

Office Inner Development Goals (IDG) Collaboration Partner

As an official Inner Development Goals (IDG) collaborating partner, we at MDI are committed to actively engaging with other stakeholders, organizations, and individuals, to promote the integration of transformational skills for sustainable development into our Leadership Development. We aim to facilitate dialogue, knowledge sharing, and collaboration to advance the agenda of the IDGs.

Read more on our Inner Development Goals for a Better Leadership World

Sources:

https://www.researchgate.net/publication/263604448_Sustainable_Leadership_Towards_a_Workable_Definition

https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/09/07/the-importance-of-sustainable-leadership/?sh=36805631b6ae

https://hbr.org/2017/09/how-to-quantify-sustainabilitys-impact-on-your-bottom-line

https://news.gallup.com/poll/346619/environmental-record-factor-job-seekers.aspx

Aline Depoorter

Aline Depoorter

Marketing Manager

Aline joined MDI in 2020 as a Marketing Manager with over 10 years of B2B marketing experience. She is primarily responsible for the overall coordinated organisation of MDI’s advertising activities and the management of marketing projects. This includes, among others, the MDI Business Unit SDI as well as Leadership Horizon and personalist.at. Aline is a strong marketing all-rounder with a passion for leadership development, digital transformation and event organisation.

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Jana Wölfl

Jana Wölfl

Marketing Assistant

Jana Wölfl works at MDI as a marketing assistant and writes blog posts for our site in addition to her studies at Leiden University.

She also works for SDI and supports us with writing content there as well.

  • LinkedIn

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AI in Leadership in 2025: Impressions from Leadership Horizon

by Christoph Wirl | 1. July 2025 | Leadership and AI, MDI Inside, Short Knowledge Bits | 0 Comments

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Leadership and AI: Between Responsibility and Opportunity

by Marina Begic | 6. May 2025 | Digital Transformation, Leadership and AI, Leadership Tips | 0 Comments

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by Hamza Khan | 18. April 2025 | Digital Transformation, Leadership and AI, Leadership in the digital transformation | 0 Comments

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Success Through Change: How to Stay Oriented During Transitions

by Anita Berger | 14. April 2025 | Impuls series, Leadership Impact, Leadership Tips | 0 Comments

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Aligning Training Goals with Organizational Business Objectives

by Marcin Swierkocki | 10. April 2025 | eLearning, Learning Transfer, Short Knowledge Bits | 0 Comments

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4 Tips on How to Shape Change Processes as a Leader

by Anita Berger | 3. April 2025 | Impuls series, Leadership Impact, Leadership Tips | 0 Comments

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MDI’s Leadership Lab: Unlocking the Future of Leadership Training

by Florian Biedermann | 25. March 2025 | Leadership and AI, Leadership in the digital transformation, MDI Inside | 0 Comments

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AI Transformation: How Companies Need to Adapt

by Gunther Fürstberger | 12. February 2025 | Digital Transformation, Leadership and AI, Leadership Tips | 0 Comments

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No Success Without Diversity: Why It Matters

by ARS Academy, MDI | 5. February 2025 | Best Practice, Leadership and AI, Leadership Tips | 0 Comments

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Challenges and Solutions for Leadership in 2025

by MDI & ARS Academy | 14. January 2025 | Best Practice, Leadership in the digital transformation, Leadership Tips | 0 Comments

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Why Flexibility is Key to Employee Retention

Why Flexibility is Key to Employee Retention

by Peter Grabuschnig | Jun 26, 2023 | Digital Transformation, International leadership development, Leadership Tips | 0 comments

Why Flexibility is Key to Employee Retention

This article presents 5 tips on how you can build a strong corporate culture within the trend of hybrid work that fosters a sense of belonging to your company.

The challenge of a hybrid work environment presents companies with the task of building and maintaining a strong corporate culture. With location-independent work, it becomes more difficult for us to foster a sense of connection and belonging to the company.

Studies have shown that companies that allow for flexibility have higher levels of employee engagement than those that do not. The trend towards a more flexible working world is likely to be unstoppable. We want to ask ourselves now how to retain employees in this new working environment.

These are five factors that will increase your employee retention in your company.

Allow for flexibility and encourage open communication

In your company, you should be willing to allow for flexibility and adapt to the changing needs of your employees. This may mean offering flexible working hours or home office and mobile working options.

Open communication is essential, especially in a hybrid working environment. You should encourage your employees to communicate openly and frequently and provide them with tools and platforms to do so.

 

Home Office

Create shared goals and values and provide opportunities for social interaction

Shared goals and values are critical for a healthy working environment. Your goals and values should be communicated to all of your employees and aligned with your company’s overall mission and vision.

Social interaction is important to create a sense of connection and belonging among your employees. In your company, you can organize virtual happy hours, team-building activities, and other virtual or in-person events to foster social interaction and build relationships among employees.

Acknowledge and celebrate successes

Recognizing and celebrating successes is important to a strong corporate culture. Companies should recognize both individual and team achievements and acknowledge employees for their hard work and contributions.

A flourishing working environment is crucial for employee retention, motivation, and performance. If you adapt to the new needs of your employees and create a hybrid working environment, you can be more successful and achieve better results within your company.

Peter Grabuschnig

Peter Grabuschnig

Trainer, Coach & MDI Partner

Peter is a partner and trainer at MDI, advising major international corporations on implementing hybrid work policies and building a hybrid work and leadership culture.

He is considered an expert in training design. With his Webinar Guru Framework he has developed a tool that helps to design training content for successful and activating virtual learning.

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AI in Leadership in 2025: Impressions from Leadership Horizon

by Christoph Wirl | 1. July 2025 | Leadership and AI, MDI Inside, Short Knowledge Bits | 0 Comments

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Leadership and AI: Between Responsibility and Opportunity

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Success Through Change: How to Stay Oriented During Transitions

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by Marcin Swierkocki | 10. April 2025 | eLearning, Learning Transfer, Short Knowledge Bits | 0 Comments

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MDI’s Leadership Lab: Unlocking the Future of Leadership Training

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AI Transformation: How Companies Need to Adapt

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No Success Without Diversity: Why It Matters

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3 Highlights of HR and Learning Technologies 2023

3 Highlights of HR and Learning Technologies 2023

by Nicole Wessely | Jun 26, 2023 | Digital Transformation, eLearning | 0 comments

“The Future of Learning in London:

3 Highlights of the HR & Learning Technologies 2023″

The Learning Technology 2023 in London was a groundbreaking event that showcased the latest developments in learning and technology. The event attracted a wide range of diverse vendors who wowed the attendees with innovative solutions.

In this blog post, we take a quick look at the exciting experiences and trends we witnessed at the conference. 

AI & LMS

This fair was the perfect place to experience the latest trends and technologies. One of the biggest trends at the show was the integration of artificial intelligence and chatbots into LMS platforms.

Many vendors showed how AI and chatbots can be used to create personalized learning content and improve interaction with learners. Particularly impressive were the vendors that had integrated Chat GPT, which made communication with participants more natural and intuitive.

Find out more about this:
https://www.goodhabitz.com/de-at
https://www.coachvici.com/

Gamification: cartoon characters in e-learnings

Another interesting variation was the use of comic characters in e-learning. These characters can be used via gamification to make complex learning content easier to understand and to create a pleasant learning atmosphere.

Some providers have even started to offer customizable courses that allow participants to upload their own learning content and create their own courses.

Learn more about this:
https://www.iamlearningcontent.com/

 

Robot Learning Technologies 2023

Lifelike robot used for advertisement during the fair

Virtual Reality

Another area that had a strong presence at the show was virtual reality technology. Vendors showed how to offer their platforms and support to shoot and create VR videos.

While some vendors offered VR games, others focused on helping participants create their own VR experiences.

More about this:
www.virti.com
https://aruvr.com/

Colorful & Promising

All in all, Learning Technology 2023 in London was a resounding success. One of the highlights of the show was the offbeat advertising used by some of the vendors to grab the attention of the visitors.

Beer taps, sushi, stormtroopers from Star Wars, stuffed animals, and even lifelike robots (as you can see above) were used to increase interaction. Some vendors also offered live demonstrations of their products, showcasing the power and capabilities of their technologies.

The future of learning has already dawned

Virtual reality, artificial intelligence, and gamification are just some of the innovations that will revolutionize the way we learn. The variety of vendors and technologies presented at the show showed that the future of learning and education is very promising.

The show offered a glimpse into the latest trends and developments in learning technology and was a must-attend event for anyone interested in this topic.

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Inner Development Goals for a Better Leadership World

Inner Development Goals for a Better Leadership World

by Gunther Fürstberger | May 30, 2023 | International leadership development, Leadership Impact, training new leader | 0 comments

Inner Development Goals for a better leadership world

Many companies invest in training and programs to prepare their leaders for the challenges of business. But in addition to traditional goals such as increasing sales and optimizing efficiency, Inner Development Goals (IDGs) are also gaining importance.

But what exactly are IDGs and why should they matter in leadership development?

Better philosophy, a better leader

Inner Development Goals refer to the personal development and growth of leaders at a deeper level. They focus not only on improving skills and competencies but also on a leader’s inner state and awareness.

IDGs aim to help you as a leader develop your emotional intelligence, self-reflection, values, and leadership philosophy.

Organizations align their leadership development efforts with organizational goals and strategy. Traditionally, leadership development programs have focused primarily on building skills and competencies that are important to the success of the organization.

Sustainability Goals 2030

More and more companies are recognizing that financial success is not the only thing that matters; they also want to contribute to a resource-efficient circular economy to enable a livable future.

With its vision of a Sustainable World in 2030 and the Sustainable Development Goals, the United Nations has created a global framework that can serve as a guide for companies.

Unfortunately, since the world is nowhere near on track to achieving the Sustainability Development Goals, the Inner Development Goals were created. These start with the capabilities and attitudes of individuals.

Analyze your values

To align your organization’s leadership culture with the IDGs and thus with sustainability, it makes sense to start by analyzing your existing organizational values, leadership competencies, leadership rules of engagement, and leadership development activities. It is important to assess your current leadership skills and competencies and understand how well they align with your desired IDGs.

A measurable comparison of the existing competency set with the IDGs allows us to determine the degree of overlap. Where are there already strengths and where are there still areas for development? Based on your analysis, a clear goal for the development of the IDGs can be defined.

A Roadmap for Reflection

Once the degree of overlap and the goal is defined, a roadmap for the changed leadership development architecture can be created. This roadmap includes specific training and coaching activities aimed at nurturing and developing IDGs.

For example, programs can be implemented to promote self-reflection, strengthen emotional intelligence or develop a sustainability-oriented leadership personality.

A content example of leadership development geared toward IDGs might be a program to promote mindfulness and stress management. By training leaders in mindfulness techniques, you can learn to be more aware of your inner state, reduce stress, and make more conscious decisions.

This enhances your personal development and helps you stay calm and collected in challenging situations.

Sustainable Leadership Goals

Who works with IDG?

Examples of companies working with IDGs include IKEA, Google, and Novartis. The IDG movement started in 2020, so it’s still quite young. But it is spreading rapidly. There are now 350 IDG hubs worldwide and a few new ones are added every week.

 

Not only the quantitative growth is impressive, but also the depth of content. This is supported by the fact that renowned authors such as Amy Edmonson, Otto Scharma, and Peter Senge are among the supporters, as well as academic partners from Harvard, Stockholm, or Erasmus University.

Possible difficulties

Integrating IDGs into leadership development can encounter several challenges. For one, it requires a shift in your organizational culture to recognize the value and importance of your internal development. It also requires time and resources to implement appropriate training and programs.

To overcome these challenges, it’s important to raise your awareness of the importance of IDGs and make clear the benefits to individual and corporate development.

Companies can conduct internal communication and awareness campaigns to inform employees about the benefits of IDGs in leadership development.

Promote your learning culture

It can also be helpful to foster a culture of learning and personal development within the company. You can do this by creating learning opportunities, such as mentoring programs, coaching, or internal training.

By allowing your company to provide you as a leader with opportunities to continuously develop and pursue your IDGs, you can create a positive and supportive environment.

So far, no official certification system has been created that can objectively provide transparency on the success of IDG initiatives. But some initiatives are already underway toward measuring the impact of IDGs.

IDGs for a more sustainable planet

Integrating Inner Development Goals (IDGs) into leadership development offers companies the opportunity to develop you as a leader on a deeper level and promote sustainable and authentic leadership.

By clarifying your inner goals and values as a leader and aligning them with your actions, you can contribute not only to the financial success of the company but also to a resource-efficient circular economy and a sustainable future.

By integrating IDGs into their leadership development efforts, companies can create a new generation of leaders who are not only technically competent but also possess inner strength and awareness. This ultimately leads to an attractive corporate culture, long-term success, and a contribution to the creation of a sustainable world.

Mag. Gunther Fürstberger

Mag. Gunther Fürstberger

CEO | MDI Management Development International

Gunther Fürstberger is a management trainer, author and CEO of Metaforum and MDI – a global consulting company providing solutions for leadership development. His main interest is to make the world a better place through excellent leadership. He has worked for clients including ABB, Abbvie, Boehringer Ingelheim, DHL, Hornbach, PWC and Swarovski. His core competence is leadership in digital transformation. He gained his own leadership experience as HR Manager of McDonald’s Central Europe/Central Asia.  At the age of 20 he already started working as a trainer.

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Successful instruments for Employee Retention

Successful instruments for Employee Retention

by Christoph Monschein | Apr 26, 2023 | International leadership development, Leadership in the digital transformation, Leadership Tips | 0 comments

Successful instruments for Employee Retention

Employer Branding: How to position your company sustainably as an attractive employer

Today’s employers and leaders face several challenges. The search for qualified employees is becoming increasingly difficult and lengthy, and if you want to win over the best minds on the market, you have to have a lot to offer today’s applicants.

More than ever, the tables are being turned: High potentials are choosing their employers, not the other way around. In this distinct employee market, the company must withstand the critical gaze of potential candidates and convince them of its attractiveness as an employer.

For some time now, the recruiting process has therefore become one of the most challenging tasks for companies. The war for talents, i.e. the competition between companies for the best talents and specialists, has also become a fixed part of everyday working life in Austria.

The change of values in employer branding

It wasn’t all that long ago that if an employer offered a secure job with a good or above-average salary and a generous bonus on top, then they could choose from a pool of talent and secure the candidates who best fit the advertised positions.

Today, this is no longer enough to find motivated employees. The “cash for time” model has had its day in this country.

The younger generations in particular have much higher expectations of employers today. The focus is on topics such as the working environment, flexibility and hierarchies, corporate culture, purpose, and, last but not least, how the company deals with corporate social responsibility.

In addition to salary, flexible working time models and a healthy work-life balance, appreciation, respectful interaction, well-being in the workplace and meaningful work are of particular importance today and successful instruments for Employee Retention. 

Strengthening employer branding and positioning as an employer of choice

Companies have different ideas about corporate image and what it should look like in the future. But they all have the same goals: They want to offer their employees a better jobs and retain them in the long term. Employer branding helps to improve the company’s image and reputation as well as its employer brand.

It is an important element in achieving greater employee loyalty and reducing turnover rates, which are costly for companies. Employees who feel valued by their employer stay with the company longer and perform better. This means that employers not only have the opportunity to attract new talent but also to retain existing employees.

 

But how does a company manage to position itself as an employer of choice and thus secure competitive advantages in the battle for high potentials and retain the best minds?

employer branding

These are the questions companies need to ask themselves as part of the employer branding process today

  • What image do I want to have on the employer market?
  • How can I get & keep the employees I need to achieve my goals?
  • What does the “new generation” expect from employers?
  • What can established companies learn from start-ups?
  • What is the company’s purpose and how is it lived?

Measures to improve the employer brand

There are many ways in employer branding to create a modern and pleasant working environment with additional incentive systems. Since employees can be very different – keyword “Clash of Generations” – it is important to turn different screws to meet as many needs as possible.

Today, a compensation package has long been more than just a salary. It is therefore a challenge for modern management to put together a good overall package and to be authentic at the same time. Roughly speaking, there are 5 pillars that should be considered.

1. Work-Life-Balance

The name of the game in today’s job search. A good work-life balance is not only desired by applicants, it is a prerequisite and is at least as important as adequate pay. Today, it is more important than ever that the job fits in well with private life, not the other way around. This is what a company can offer in order to fulfill this wish:

  • Home Office
  • Remote Work
  • Flexible time management
  • 4-day week
  • Offer flexibility
  • Workation

2. Trust – Be a Leader, not a Boss

Employer branding is an important instrument for employee retention. It is about the social reputation of a company and the recognition of its employees as appreciative employers.

Independent work is playing an increasingly important role. In modern companies, employees are no longer purely followers of orders. Instead, they show initiative and assume responsibility. Meaningful areas of responsibility, flat hierarchies, opportunities for creative participation and development, and the strengths of each person are in the foreground.

This aspect of the management culture has a significant impact on employer branding. Positive reviews on evaluation platforms by employees should not be underestimated. Particular attention should be paid to the following:

  • Trust employees, relinquish control
  • Focus on independent work
  • Strengthen initiative & Motivation
  • Room for mistakes – talk about them & learn
  • transparency
  • communication
  • Feedback culture

3. (Tax-free) Benefits: An indispensable part of modern employer branding

A simple way to show appreciation to employees is through (tax-free) benefits. Gratitude for the work performed by employees should be reflected in more than just their salary.

The lunch allowance is particularly attractive in Austria. Tax allowances of up to €8 per employee per working day (equivalent to an annual tax allowance of €1,760 per employee) make this incentive particularly worthwhile for both sides. A varied and balanced diet has been proven to have a positive effect on human health.

As an employer, the well-being of your employees and staff catering should therefore be close to your heart – at least because of expensive sick leave and reduced productivity.

Employer Branding

Around 300,000 employees across Austria are already using Edenred’s digital meal and food vouchers. These can be easily redeemed by recycled plastic card or directly by smartphone with Apple Pay or Google Pay at more than 20,000 redemption points in retail and catering, including online.

This ensures a balanced lunch break both in the office and in the home office – a factor that should not be underestimated, both in promoting health and employee loyalty and motivation.

The following benefits are particularly suitable as employer branding measures:

  • Meal subsidy
  • Gifts on occasions (e.g. wedding, birth, anniversary, Christmas)
  • Public transport ticket
  • Support for sports activities
  • Retirement provision
  • Discounts

4. Culture & Purpose: Indispensable in Employer Branding for Generation Z

It is becoming increasingly important, especially for young talents of the younger generations who are striving to enter the job market, that the company’s values match their own. Applicants are also increasingly paying attention to the sincere and authentic commitment of companies in the areas of sustainability and social issues – the keyword here is corporate social responsibility.

The purpose is becoming the criterion by which young applicants in particular choose their employer. It must create meaning and be in harmony with that of the employees in order to motivate and evoke the best.

Pay particular attention to the following points for successful employer branding:

  • Sincere and authentic commitment
  • No social and greenwashing
  • Clear definition & communication of purpose
  • Live purpose & values
  • Allow employees to set their own initiatives

5. Workplace – more than just a desk

What may sound trivial at first glance is also part of employer branding: modern office environments are becoming increasingly popular. In order to work together successfully and develop innovative ideas, employees need appropriate spaces in which they can feel comfortable and develop.

Decentralized working often leads to desk-sharing concepts in offices. When desks are shared, fewer physical workstations are needed. This in turn means that space can be created for new premises. Here, the focus should be on connecting activities. Anyone who thinks a ping-pong table is the end of productivity has already lost out on some applicants. Team spirit and corporate culture can be crucial in employer branding.

A few suggestions for the use of won premises:

  • Telephone boxes
  • Writable walls
  • Space for recreation & creative development
  • Social spaces (games, food, etc.)

Employer Branding

Conclusion

Today’s applicants are looking for their employer. They expect more and want to change things. Companies need to rethink and quickly adapt to the new conditions in the labor market. The current recruiting market is an applicant market.

Companies need to clearly understand that it is not necessarily the job seekers who apply to the company, but also the companies as employers. If this understanding is given, an important first step towards modern employer branding has been taken.

To prepare for this, a very clear definition is needed of what a company can offer job seekers and why potential employees would want to work for it. Not only salary plays a role, but also and above all the purpose behind the company, the corporate culture, the team spirit, development opportunities, benefits, flexible working, and much more.

At the end of the day, it’s all about the “image” of the company. A good image requires real change and is more than clever communication. The topic of employer branding should therefore be pushed authentically across all channels and offer an honest insight into the company’s everyday life.

Christoph Monschein

Christoph Monschein

General Manager of Edenred Austria & Transformation Leader

Christoph is a transformation leader with >10 years of achieving growth and value creation in both P&L leadership and top-management consulting positions.

His experience includes delivering and implementing growth strategies as well as transformation strategies, developing management teams, leading local and global teams and driving change.

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