1. Th
L E O N A R D O
European Corporate
Learning Award
www.leonardo-award.eu
Prof. Dr. h.c. Hasso Plattner
Founder of Hasso-Plattner-Institute and SAP AG
Caroline Jenner
Chief Executive Officer Europe JA-YE-Europe
Calvin Grieder
CEO and President of Bühler Management AG
Switzerland
Jimmy Wales
Founder of Wikipedia
Prof. Dr. Jacques Delors
Former chair of UNESCO
Education Commisson
Prof. Dr. Hans-Jörg Bullinger
Fraunhofer-Gesellschaft
Prof. Sugata Mitra MIT Media Lab USA &
Newcastle University, UK
Dr. Wilfried Stoll Festo Holding GmbH
Dr. h.c. Kurt Stoll Festo Holding GmbH
AWARD WINNERS 2010-2013
AWARD WINNERS 2014
20122013 20102011
5th
Leonardo Award Ceremony takes place
on October 13, 2014 at
Steigenberger Grandhotel Petersberg, Bonn
Federal Ministry
of Education
and Research
Gary Copitch Chief Executive,
People's Voice Media, United Kingdom
Dr. Nick van Dam Chief Learning Officer,
McKinsey & Company
Prof. Dorothy A. Leonard William A. Abernathy
Professor of Business Administration, Emerita,
Harvard Faculty USA
Under the patrons of: Organizer:Partner:

2. Spirit and Purpose of the LEONARDO
European Corporate Learning Award
LEONARDO, because he symbolizes a positive solution to
defragmentation in learning and knowing, that often has di-
sastrous implications. He bridges knowledge and fantasy,
business and engineering. Thus the award is well rooted and
these mosaic-stones of concern in a holistic view of lifelong
learning is well mirrored in the first laureate Jacques Delors
with UNESCO´s proclamation for education in the 21st.cen-
tury: “treasures within”: Learning to know, Learning to do,
Learning to live together, learning to be
European, because it is useless to demand a much needed
European mindset if it is not based on common understan-
ding of the quest. What kind of international alliances are we
striving for as people, companies and societies? This must
be reflected in the way the interplay of international, national
and corporate learning is conducted. Wikipedia´s European
projects are just examples.
Corporate, because it is often forgotten that although we
spend endless years in formal education most of the lear-
ning takes place in professional life with considerable impact
on us as people as well as on society. Society, political de-
cision making and the companies themselves neglect this
cross-fertilization – or, if not cared for, cross-destruction –
very often. They talk about “Learning” in general, underesti-
mating specific responsibilities. In the Future Dialogue for the
German Chancellery lack of awareness of these strengths
was deplored. Festo and its “Corporate Educational Res-
ponsibility” provide positive alternatives.
Learning, because we deal with the precondition of under-
standing, knowing and mindful acting. The way we enable
learning is not a given thing. Impacts differ. The mentioned
approaches touch the way learning is organized and vary
from Fraunhofer Team concepts to “Hole in the wall”.
Award, because some outstanding people representing the
spirit might act as prominent voices to provoke rethinking
common behavior. If the standard way of proceeding would
be satisfactory there would be no reason for these pub-
lic voices. The Leonardo expresses dissent with common
practice of “subprime knowledge” and raises concern in a
positive constructive manner.
2

3. Th
Jacques Delors UNESCO proclamation for
education in the 21st
Century "treasures within"
‘Learning to know’ is acquiring a package of knowledge
that enables you to better understand yourself, to better
grasp the society in which you live and to prepare yourself
for the labour market. Consequently, given the upheavals,
‘learning to know’ is also learning to learn, having a thirst for
knowledge and continuing to learn throughout life.
‘Learning to do’ is slightly different. At the beginning of in-
dustrial society, in the times of craft industries, it was about
knowing how to transform a material into a product, or kno-
wing how to make repairs. Today, ‘learning to do’ means
acquiring an intellectual or practical set of skills that enables
you to meet your job requirements. Of course, skill has broa-
der and richer connotations than knowledge.
‘Learning to live together’ has been on the agenda for
a long time when speaking about unequal opportunities.
How can we enable so-called gifted and less-gifted children,
children from wealthy, educated families and children from
poor families to coexist? These were the questions that aro-
se and are yet to be answered, particularly for me as a per-
son who is very concerned about the fight against unequal
opportunities. But another factor has been added to this:
the opening-up of the world. The fact that there are children
and teenagers in our classrooms, who were born in coun-
tries outside Europe. I never say foreign countries, as this,
in my opinion, is contrary to the perception we may have of
the world. These young people who come from other coun-
tries, who bare within themselves other cultures, other types
of education and with whom we need to work, co-exist at
school and also teach. They should be taught in the same
way as others. ‘Learning to live together’ is therefore learning
tolerance and mutual understanding. In other words, being
able to live in the increasingly multi-racial, multi-cultural and
multi-religious societies of most European countries today.
It's all the more important that I should now allude to the
danger posed by the rise of ideologies that reject others.
And finally, ‘learning to be’. UNESCO has been interested
in this topic for some time. Mr Edgar Faure presided over a
commission, just prior to mine, which dealt with this issue.
‘Learning to be’ is about how education can help us - not
to live happily, as there are too many definitions of happi-
ness - but how it can help us overcome the problems of our
existence, problems in our personal lives and problems in
public life.”
LEONARDO
European Corporate Learning Award
3

4. Prof. Dr. h.c. Hasso Plattner
Prof. Dr. h.c. Hasso Plattner
Founder of Hasso-Plattner-Institute and SAP AG
“The Leonardo category “Thought Leadership” focuses on
contributions which are of tremendous intellectual value and
help us to understand better - in reference to the UNESCO´s
four pillars of learning in the 21st century - how we are “lear-
ning to know, learning to do, learning to live together and lear-
ning to be”.
This kind of laying out theoretical foundations by no means to
be mistaken for providing simply recipes that can be copied
and applied everywhere.
On the contrary, “Thought Leadership” is about challenging
us in our prevailing assumptions, and encourages us to not
hide away from fundamentally new assessments and con-
clusions if urged on by ever changing circumstances. In this
respect, the practical value is even more important.
Excerpt of the explanatory statement of the Leonardo Am-
bassadors:
“Over virtually decades we have all witnessed how excellently
you represent this kind of leadership. Although you engage
in outstanding ways of promoting research and scholar-ap-
propriate lecturing in which you yourself participate, be it the
D-School at Stanford or the Hasso Plattner Institute, incor-
porating a blend of highly advanced learning and teaching
methods, your thought leadership is by no means confined to
the academic sphere. You yourself are a practitioner of design
thinking, transferring your analyses and observations to rapid
prototyping and putting them to the test. Consequently, the
international scientific advisory board is aware of the fact that
your commitment overlaps with other Leonardo categories
such as “Company Transformation” or “Crossing Borders”.
We are impressed by your tireless efforts to initiate iterative
renewal by establishing a kind of “transmission-belt”, for ex-
ample with SAP, or by fostering the unconventional and the
unexpected in numerous enterprises represented by enthusi-
astic former graduates of your institutes.
You never neglect to develop information technologies in the
most radical sense, and at the same time see technology as a
discipline that is also well embedded in social sciences.
Bringing together people of diverse professional and cultural
backgrounds is not a networking exercise but used as a ca-
talyst function for co-creation with the most meaningful pur-
poses, be it in health issues, logistics or societal innovation.
Conceptualizing such holistic approaches and getting them
on track to meet current challenges is indeed true leadership
– thought leadership.”
Winner in the category “Thought Leadership”:
Please imitate!
4

5. Th
Caroline Jenner
Caroline Jenner
Chief Executive Officer Europe JA-YE-Europe
Leonardo “Crossing Borders” puts an emphasis on outstan-
ding new developments that provoke and fundamentally
challenge predominant mind-sets with an effect on corporate
learning. The laureate 2011, Jimmy Wales, and his Wikipe-
dia team, showed how important this topic is to the future of
corporate learning. Professor Sugata Mitra, the first laureate
in this category, gives proof of how to nourish potential and
how to increase influence in media and in other modes of dis-
semination of good learning using advanced technology and
daring discourses, be it the “Hole in the Wall” or “Granny´s
Cloud” and in other modes of dissemination of good learning
using advanced technology and daring discourses, be it the
“Hole in the Wall” or “Granny´s Cloud”. Last year´s laureate
Gary Copitch and his initiative “People´s Voice Media” has ta-
ken citizens learning to new heights by leading the way to
giving disenfranchised communities a real voice.
Excerpt of the explanatory statement of the Leonardo Am-
bassadors:
“We are very pleased that this year the members of the Leo-
nardo International Advisory Board became aware of a further
different but most impressive initiative, which is fully in line
with the spirit of “Leonardo”: JA-YE Europe, overseen perso-
nally by you as a most devoted CEO.
It was through the efforts of our Danish Leonardo ambassa-
dor, Søren B. Henriksen, and his colleague Christian Vinterg-
aard, that we learned more about the manifold activities, the
magnificent professional network, the interplay of entrepre-
neurial advancement for the young, and the raising of their
societal and social awareness. JA-YE is a wonderful example
of how businesses, institutions, foundations and individuals
can be animated to be enthusiastic contributors towards pro-
viding young people with the experiences and skills needed
to make them responsible co-creators of a global economy
full of inspiring challenges but nevertheless often threatened
by turmoil and the questionable conduct of decision makers.
Your programs provide a well-balanced approach to addres-
sing basic entrepreneurial skills by means of mentoring, for
example through “Leaders for a Day”, as well as encouraging
partnership programs for social enterprises. These initiatives
are far from the green-washing practices observed in so many
of today’s companies to meet the demands of an ever more
conscious public. Your JA-YE Social Enterprise Programme
brings together communities with the individuals you help to
become ambitious social entrepreneurs.
Within the context of an award in the category of “Crossing
Borders”, we inevitably also had to consider JA-YE Enterprise
without Borders (EwB), which is designed to give students
the opportunity of creating international cross-border partner-
ships. Integrating playful and fun JA-YE experiences through
the initiation of entrepreneurial "dating games", in which
teachers and schools can upload their company profiles and
share good ideas in a multifaceted business-world designed
by themselves, was an aspect that particularly impressed the
experts in the area of Corporate Learning.
The international advisory board sees your work and the im-
pact of JA-YE Europe as a fulfillment of Leonardo’s spirit to
which the prize feels obliged.“
Winner in the category “Crossing Borders”:
Critical Scrutiny and new approaches
5

6. Calvin Grieder
Calvin Grieder
CEO and President of Bühler Management AG
Switzerland
The Leonardo "Company Transformation" award distingu-
ishes personalities who implement a holistic approach of in-
novative thinking in specific areas of "Corporate Learning" that
other companies and professions feel inspired by. This can be
in regard to knowledge and talent management, knowledge
partnerships, training and e-learning concepts, lifelong lear-
ning combined with merits in Corporate Social Responsibility
(CSR), and intercultural cohesion.
Excerpt of the explanatory statement of the Leonardo Am-
bassadors:
At Bühler, the core vision of product development and pro-
jects, as well as the approach in educational technologies
and corporate learning, are not merely connected but actually
form integral parts of a company policy based on utmost re-
sponsibility towards customers, stakeholders and employees
alike. Our Swiss ambassador Peter Palme and our member of
the steering board Professor Winfried Sommer gave us sound
reports on programs such as ClassUnlimited, conducted un-
der the auspices of your colleague Christof Oswald and your
Head of Professional Learning, Andreas Bischof. The blend of
keeping to the traditional values of dual education and daring
to include outstanding technological innovations, following
the vision of a classroom without geographical borders, is in-
deed impressive. Although still limited in scale, the program
does not follow popular trends to boost technical hypes to
prove one’s own innovativeness. Instead, it combines the de-
mands for sober technical training of very high profile with
the opportunities provided by cutting edge technologies. It is
about creating an atmosphere for and with multicultural parti-
cipants to co-work and co-learn in a sphere that is enhanced
by state-of-the-art technologies without taking on the form of
anonymous cyberspace.
These achievements are highly valued, indispensible precon-
ditions to master "company transformation" in the "Leonardo"
sense. In order to unfold the true potential, they need to be
embedded in Bühler's corporate culture. Bühler is a family-
owned company famed for having not just been a pioneer
in innovative business but also for historically being deeply
rooted in social obligations, introducing labor health care in-
surance at an early stage, building houses for workers and
caring for those that are part of the enterprise. Supporting
this heritage and developing it in a multicultural global context,
while keeping the five Bühler essentials of "Trust, Recognition,
Respect, Involvement, Passion", is a process you personally
were entrusted with as CEO and now as Chairman of the
Board of Directors.
For you, it is a prerequisite to foster a culture of mutual un-
derstanding and awareness of diverse environments in pro-
duction and learning infrastructures in order to enable highest
competitiveness around the world. It comes as no surprise
that you take a stand in the current debates on openness
and freedom not just for goods and services but also for the
movement of people.
Helping to master and carefully manage the challenges in
this family-rooted company in difficult global economic times,
thereby envisaging it as a learning organization to actively
promote vivid change, is the impressive achievement attri-
buted to you, which the international advisory board sees
as a fulfillment of Leonardo’s spirit to which the prize feels
obliged.”
Winner in the category “Company Transformation”:
A holistic approach to company training!
6

7. Impressions
of the 4th
LEONARDO
Award Ceremony
at Steigenberger Grandhotel
Petersberg
Alexander R. Petsch, Jürgen Nimptsch,
Günther M. Szogs, Jürgen Theisen
Gary Copitch, Jean-Eric Aubert
Michael Spencer, Corinna Pregla
Prof. Dr. Stefan Güldenberg
Gary Copitch,
Nick van Dam,
Dorothy Leonard
7

8. Th
Søren B. Henriksen, Nick van Dam
Christiane Nicolai (Audi AG), Nick van Dam,
Gary Copitch, Dorothy Leonard, Peter Zieten (Audi AG)
Dr. Nadine Pratt, Christiane Nicolai (Audi AG)
Trudy West, Bror Salmelin, Anja Puntari,
Alexander R. Petsch
Günther M. Szogs, Gary Copitch, Dorothy Leonard,
Nick van Dam, Alexander R. Petsch, Corinna Pregla
Dorothy Leonard,
Prof. James Powell
8

9. Prof. Dorothy A. Leonard
Prof. Dorothy A. Leonard
William A. Abernathy Professor of Business Administration,
Emerita, Harvard Faculty, USA
The Leonardo category “Thought Leadership” focuses on
contributions which are of great intellectual value and help
us to understand how we are “learning to know, learning to
do, learning to live together and learning to be” (in reference
to the UNESCO´s four pillars of learning in the 21st century).
It is about challenging us in our prevailing assumptions, and
encourages us to not hide away from fundamentally new as-
sessments and conclusions if urged on by ever changing cir-
cumstances. In this respect, the practical value is even more
important.
Dorothy A. Leonard does not only proclaim a holistic ap-
proach but she actually lives it in a way that truly touches
the mind and soul. Sober field studies with most important
empirical findings are accompanied by extraordinary interdis-
ciplinary research and in-depth analysis. As she is reluctant to
reinforce popular trends, she challenges tendencies to perpe-
tuate unhealthy habits in the boardroom and the factory floor
alike, thus reminding us all that core capabilities can easily
turn into core rigidities.
Her sound advice is warmly welcomed by start-ups and pro-
minent corporations, by political decision makers and fellow
researchers. Her strong influence is exerted in a gentle, often
humble style. The people she wishes to reach are invited by
her to undertake a fascinating intellectual and practical jour-
ney, addressing them not just in their fields of expertise but
as personalities that are aware of their civic and personal re-
sponsibilities and interdependencies. The facts and figures of
departmental processes in her inspiring books are therefore
no contradiction to the explanations of misjudgment by po-
litical institutions. She always leads by example and takes a
stand. “When sparks fly: igniting creativity in groups”, “Well-
springs of Knowledge: Building and Sustaining the Sources of
Innovation” and “Deep smarts: how to cultivate and transfer
enduring business wisdom” – these books, among others,
give proof of her thought leadership and embody what we call
the “Leonardo spirit”.
Review
Award winners 2013:
Winner in the category “Thought Leadership”:
Challenge tendencies and popular trends
to perpetuate unhealthy habits in the boardroom
and the factory floor alike
9

10. Th
Professor Leonard, what do you associate with Leonar-
do da Vinci?
Leonardo da Vinci was a highly creative person and an expert
in different fields – for example in arts, science and enginee-
ring. Usually you need different people to get different per-
spectives that spark creativity. Leonardo da Vinci was able to
access different perspectives in his own head.
As you said, Leonardo da Vinci was an expert in diffe-
rent fields. This relates to your work on “deep smarts”
and expert knowledge. What are deep smarts?
Deep smarts means organizationally critical and experienced-
based expertise. This last phrase – “experienced-based” – di-
stinguishes deep smarts from other kinds of expertise. Exper-
tise can also be based on facts and scientific principles. But
we are talking about the expertise that exists in someone’s
head, after they have pursued some activity for many years.
People can have deep smarts on very different topics. You can
have a deeply smart chef who is expert at combining particu-
lar foods, sauces and spices. But you can also have deeply
smart scientists who are very aware of how molecules work.
Their knowledge has a large tacit component. Tacit know-
ledge is unarticulated knowledge that is held in someone’s
head. It has not been expressed in text or in any other form.
How do deeply smart people use this knowledge at
work?
Pattern recognition and system thinking are typical skills
of deeply smart people. They are able to make decisions
quickly, because they can recognize patterns, size up a situa-
tion and see what is likely to happen next. The doctor who is
deeply smart can look at a part of your eye and knows how it
interacts with all the other parts of your system of vision. He
can anticipate that a problem in this part of your eye will lead
to problems with the rest of the visual system. A chef can
anticipate that if you put certain kinds of spices in a sauce, it
will curdle or be overly spicy or become tasty. So being able
to anticipate how a given component interacts with all the
other parts of a system – that’s a characteristic skill of deeply
smart people.
When do they develop this skill?
We are talking about deep smarts that are relevant to organi-
zations and corporations and therefore are developed main-
ly through work. But any artist, sculptor or painter develops
deep smarts from the first time he or she picks up a pencil,
pen or paint brush. Deep smarts develop over time through
experience.
Can you describe this process of developing deep
smarts a little bit further?
Suppose that you have some experience. You are compe-
tent, but want to become a true expert, a guru, someone to
whom everyone goes when they have a question. The best
way to develop that experience is through what we call ‘gui-
ded experience’. In other words: You need the expert to help
you have the kinds of experience that will develop the tacit
knowledge, the pattern recognition, the system thinking. You
need to become an active learner and try to understand how
the expert behaves, diagnoses and approaches problem sol-
ving. The best way to do this is to observe the expert, to
practice and solve problems with him. Germany and Austria
have a long tradition of apprenticeships. In the United States
we have lost that tradition in most businesses and that has
lessened the opportunity for inexperienced people to learn
from experts.
Do companies have to rethink their training and deve-
lopment concepts?
The implication of our research on deep smarts is that eve-
ryone needs to remember that while classroom instruction is
very useful as a basis, we actually develop skills, know-how,
and capability through experience. Therefore our plans for the
development of people need to have an element of guided
experience in order to deepen expertise. Unfortunately, a lot
of companies don’t know how to do that. Experts can be trai-
ned to guide experience. But the first step is to motivate them
and the second step is to teach them how understand how
to guide experience. And that’s not necessarily in the menu of
learning opportunities in corporations. In some places it is, in
many places it is not.
This is only an excerpt of the interview. Read the complete
interview on www.leonardo-award.eu!
Guided Experience –
How to keep crucial expertise in the company
Interview
10

11. Gary Copitch
Gary Copitch
Chief Executive, People's Voice Media,
United Kingdom
Leonardo “Crossing Borders” puts emphasis on outstanding
new developments that provoke fundamental challenge of
predominant mind-sets with effect on corporate learning. This
allows for awarding new promising and "daring" enterprises
to astablish alternative approaches that "make a change"
through impact for the individual for corporate and society:
Gary Copitch and People’s Voice Media have taken citizens
learning to new heights in the work he initiated and pioneered,
by giving a real voice to disenfranchised communities.
People’s Voice Media works in deprived areas across the
UK with the aim to empower local communities through the
use of social media technology. The Advisory Board was im-
pressed how People’s Voice Media works in partnerships with
the BBC, further and higher education institutions, the third
sector and public sector to develop a network of community
reporters and social media centers. People’s Voice Media ac-
tively encourages members of socially excluded communities
to gain new skills and have a voice by taking part in their
community reporters training programs. Individuals who parti-
cipate in the program are taught to use social media techno-
logy and are sent for training with the BBC: The community
reporters program is about empowering people to support
dialogue between agencies and communities and to have a
voice so that their perspectives can be heard.
By doing this, he clearly is getting the European community
based debate going about the role of the new social networ-
king media by giving voice to so far disenfranchised citizens.
Corporate learning can learn a lot from his quite different ways
how to involve people and how to get them engaged. In all
those impressive achievements of Gary Copitch and People’s
Voice Media, the international advisory board sees a fulfill-
ment of Leonardo’s spirit whom the prize feels obliged to.
Winner in the category
“Crossing Borders”:
Giving voice to disenfranchised communities
11

12. Th
Gary, tell us your story: What’s the idea or the aim of
People’s Voice Media and how did this idea develop?
It is really to give a voice to people, to listen to their stories and
to learn from their stories. In this way we create conversation,
we create dialogue between people with a view of how to
improve your situation or the services that you are providing.
Our non profit organisation has been in existence since 1995;
I joined in 1999. We started off with gathering community in-
formation and developing community information. Over the
years we migrated. What we saw was the potential of the
web. What we identified was, that the “www” was the „world
wide web“. For us, this was a bit too remote. So we created
this notion of “cww”, which is “community wide web”: com-
munity based information resources with very heavy partici-
pation by communities themselves.
Then, probably in about 2008, we developed this notion of
community reporters. Because we recognized this: Loads of
people have stories. And now for the first time, we gave those
people the opportunities to tell their stories in a way that they
want to tell them: through blogging, podcasting, videos, au-
dio or writing. We wanted to give validity, we wanted to say:
your story is important. But we also wanted to say: you can
say it in which way you want to say it. So that is really how
the community reporter program was born. And what we also
decided was that we are not going to be journalists; we are
not interested in news.
So Community Reporting isn’t about news. It is about people
actually. It is about stories of people and stories of individuals.
What we recognized then was that those stories are not that
dissimilar. They are in fact remarkably similar to each other.
So if you put that story and that story together, you got really
interesting picture. And it is a picture that the media don’t of-
ten portrait. We wanted to say the good things about commu-
nities, the good things about society, the good things about
people, the good things about organizations, which we never
said. And all this great knowledge and information it was all
hidden. And for us, it is very much ongoing story. It is not just
a snapshot.
But we also said: We don’t come in and interpret your story
for you. We want you to create the story that you want to
create. And for that we will train you and support you. And
that’s what community reporter program is about: it is all al-
most like accrediting the stories, crediting as well, but valida-
ting the stories, and to say that you are legitimate.
You were awarded with the Leonardo Award in the ca-
tegory „Crossing Borders“. So what are the borders
you have crossed?
Europe really. We started in Manchester, and now in 2013 we
are operating in six countries across Europe. And we are ha-
ving discussions with some people in Canada and America,
and also potentially Africa. So there are no boundaries really
to any of us. Everyone wants to tell their own story. And what
is really intriguing to me is the good-news-story. For example,
when we talk about Africa, the perception of Africa is about
poverty. So that is not the story I want to tell. The story I want
to tell is the triumphs, is the good news. Our model is: Tell us
the good things about yourself, tell us the good things about
your communities. And that’s why it is crossing borders.
So we are not done yet. What we really have to do is have
young people in Ethiopia talking to young people in Australia,
talking to young people in Budapest, talking to young people
in Germany talking to young people in the UK. That is really
what we are trying to get to: to create a sort of networks
so that you can create conversations. If you create conver-
sations, and people get to know more about who you are,
where you are from and your story, that can only be good. “I
am learning from you”, that is actually, what we really want to
achieve.
This is only an excerpt of the interview. Read the complete
interview on www.leonardo-award.eu!
Telling your stories
and learning from each other
Interview
12

13. Dr. Nick van Dam
Dr. Nick van Dam
Chief Learning Officer, McKinsey & Company
Founder & Chairman, The e-Learning for Kids Foundation
Leonardo “Company Transformation” awards personalities
identified with the implementation of an holistic approach of
innovative thinking in concrete areas of “Corporate Learning“
other companies and trades feel inspired by. This may be in
regard to knowledge- and talent management, knowledge
partnerships, training and e-learning concepts, lifelong lear-
ning combined with merits in Corporate Social Responsibility
(CSR) and intercultural cohesion.“ It stresses the practical im-
plementation of a holistic approach and addresses business
leaders, HR professionals, Learning officers, consultants and
knowledge workers alike. The international scientific Leonar-
do advisory board felt that Nick van Dam’s work and his core
vision are fully aware of these interdependencies:
He combines the tough job of the practitioner in the field of
learning organizations with giving sounded advice on know-
ledge-based strategies and methodologies in remarkable pu-
blications and engagements in prestigious influential advisory
boards, companies and initiatives.
Nick’s strong passion for the development of people doesn’t
stop with adults. Fascinating is his promotion of “The e-Lear-
ning for Kids Foundation” (www.e-learningforkids.org) which
he started in 2005.
In those impressive achievements, the international advisory
board sees a fulfillment of Leonardo’s spirit.
Winner in the category
“Company Transformation”:
Shaping the future of organizational learning
and leadership development using digital,
social and blended learning methods.
13

14. Th
„We live in a world
where there are tremendous opportunities
for people to grow and develop“
In many articles your passion for people development
is highlighted and you are described as “thought lea-
der” and “visionary” in the field of learning and deve-
lopment, similar to Leonardo da Vinci, the patron of the
prize. What does learning mean to you personally?
I reviewed a lot of research on what makes people happy in
their lives. Key themes are the ability to connect and build
strong relationships with people, have freedom of choice and
personal development. Personal development goes back to
learning. I think I am a lifelong learner, what the French call
“Education Permanente”, and that means that you try to learn
something new every day, over your lifetime. Thanks so the
Internet, we live in a hyper-connected world where there are
tremendous opportunities for people to grow and develop. In
the networked world, personal development creates oppor-
tunities to connect and learn from others and provides people
with choices in life, and as I mentioned, people who have
choices tend to be much happier. By being an active learner
myself, I have created opportunities to do things in my life
that I truly enjoy and which make a difference for myself and
others.
You have been working in the field of learning for 25
years. How have corporate training and development
changed?
The world we lived in 25 years ago is very different from the
world we live in today: we didn’t have the Internet, social me-
dia, smartphones and even personal computers were in an
early stage of adoption. The internal ‘learning’ function was
called the ‘the training department’ and focused on the deve-
lopment of specific skills. The employee training department
was in many organizations was organized in a ‘top-down’
structure. Organizations decided to a large extent which skills
had to be developed by employees and all of this took place
in a physical classroom. Learning today is much more lear-
ner-centric. Learning professions call this ‘adoptive learning’.
Every person is in charge of his own career and development.
As long as you master competencies which are in line with
what the company needs, you are employed. However, the
moment that there is a mismatch in skills, the employment
will likely end at one point in the future. On the one hand,
that’s a challenge. But at the same time that’s a tremendous
opportunity for people who are intrinsically motivated to learn.
People always learn from other people. In the past this was
from colleagues in your office and maybe friends or family
members. Today people can reach out to experts around the
entire world, share information with others and take lessons
online. Massive Open Online Courses (MOOCs) are offered by
a growing number of top universities and provide people with
high quality on-demand education at no costs. This concept
was unimaginable 25 years ago.
Finally, sophisticated brain-imaging tools allow researchers to
study the brain and revolutionize the understanding of how
we learn. As a result, today we know more about learning
than ever before, which provides great opportunities for trai-
ning and development professionals to harness new insights
and apply this new knowledge to advance the field. We know
for example more about our brain and those insights have a
huge impact on how you design interventions that will help
people to be more effective in learning.
This is only an excerpt of the interview. Read the complete
interview on www.leonardo-award.eu!
Interview
14

15. LEONARDO
European Corporate Learning Award 2012
Future trends for education and vocational training were un-
derlined by the grand award ceremony of the 3rd
Leonardo
Awards on September 24, 12 at Grandhotel Schloss Bens-
berg, near Cologne. The 130 guests included not only mem-
bers of the Leonardo Advisory Board but also those holding
the laudatory speeches, Rainer Wieland, Vice-President of
the European Parliament, Helmut Dockter, Deputy Minister
of North Rhine-Westphalia for Innovation, Science and Re-
search, and Prof. Dr. Johann Löhn, President of Steinbeis
University, Berlin and Prof. Wim Veen, Delft University.
The award ceremony saw the presentation of the
award in three different categories for the first time.
This was a natural consequence in order to emphasize
the decisive aspects of the Leonardo idea of holistic
education. The award winners were Prof. Dr. Hans-
Jörg Bullinger, President of the Fraunhofer Gesell-
schaft, in the category “Thought Leadership”, the two
Managing Directors of the Festo Holding Company,
Dr. Wilfried Stoll and Dr. h.c. Kurt Stoll in the catego-
ry “Company Transformation”, and Prof. Sugata Mitra,
initiator of the “Hole in the Wall” experiment, in the
category "Crossing Borders”.
Review
Award winners 2012:
Prof. Dr. Hans-Jörg Bullinger,
Prof. Sugata Mitra,
Dr. Wilfried Stoll, Dr. h.c. Kurt Stoll
15

16. Th
“Thought Leadership”:
Research of today is the development of tomorrow
Rainer Wieland,
Vice President of the European Parliament,
Prof. Dr. Hans-Jörg Bullinger
The award in the category "Thought Leadership" was the first
to be presented. This category focuses on personalities who
have inspired many followers in companies as well as society,
and have placed an emphasis on European growth in their
innovative ambitions. In this category the Advisory Board of
the Leonardo – European Corporate Learning Award decided
to bestow the award upon Prof. Dr. Hans-Jörg Bullinger,
President of the Fraunhofer-Gesellschaft.
“Prof. Dr. Hans-Jörg Bullinger has initiated many beacon pro-
jects that have played a part in creating a more productive
and competitive economy” is the reason stated by the ad-
visory board. Examples of this are his research activities or
the introduction of new technologies for corporate learning
and knowledge management – for example 3D applications
or applications for mobile learning. He untiringly advocates
the combination of technical novelties in the art of engineering
with social developments. Günther Szogs believes that “Prof.
Dr. Hans-Jörg Bullinger is someone who helps shape the fu-
ture in perfect Leonardo style, as is currently shown by the
Fraunhofer initiative ‘Morning City - The vision of a liveable,
CO2-neutral city’."
“In the academic world Hans-Jörg Bullin-
ger is a symbol for innovation, innovation
management and innovation strategies",
explained Secretary of State Helmut
Dockter when announcing the award
winner. The beginning of all innovative
processes are defined by the courage of
daring to do something new or taking a new path, as descri-
bed in the famous poem "The Road Not Taken" by Robert
Frost.
“During his career as Head of the Fraunhofer Institute and
President of the Fraunhofer Society Prof. Bullinger always de-
cided in favour of exploring new paths”, continued Dockter.
All speeches and interviews held with the award winners are available on www.leonardo-award.eu.
Prof. Dr. Hans-Jörg Bullinger
16

17. “Company Transformation”:
Education also one of society’s tasks
The category “Company Transformation” awards personali-
ties who have implemented holistic, innovative approaches to
corporate learning and thus inspired other companies.
The award refers to the interaction of various aspects of per-
sonnel development – from knowledge and talent manage-
ment, training and e-learning concepts for life-long learning,
to corporate social responsibility (CSR) and intercultural ap-
proaches. The owners of the automation company Festo, Dr.
Wilfried Stoll and Dr. h.c. Kurt Stoll, received the Leonardo
Award in this category.
According to the advisory board they were not only chosen
because of the Festo Didactic facility, developed by them and
explicitly focused on learning, which develops training me-
ans for vocational education in Germany in cooperation with
the Federal Institute for Vocational Education. The Leonardo
Award also recognized the Stoll brothers’ overall achieve-
ments. Both of them transformed all areas of the company
responsibly and involved business partners and policy ma-
kers from the social environment in the process. The advisory
board continued that “they achieved this with the concept
of so-called ‘Corporate Educational Responsibility’ – in an
interplay of economic reason, excellence in engineering and
visionary innovation".
Prof. Löhn explained that Kurt Stoll, the “design whizz" and
Wilfried Stoll, the visionary and businessman, have shown
that it is possible to successfully unite and implement two
different talents.
Dr. Wilfried Stoll made clear, that “we regard this award as
something that honours not only our own achievements but
also is a tribute to the teamwork of our Management Board
and all our company staff around the world."
“For us personally, this is an incentive to continue contribu-
ting towards technical education in Germany, Europe and the
world.” The two men see this not only as a public duty, but
also as a social commitment.
After the AirPenguin, a flying object from Festo AG filled with a
cubic meter of helium, already had the audience in awe during
the award ceremony, Robotino, another little robot developed
by Festo, gave visitors a rose at the end of the event.
Helmut Dockter, Dr. h.c. Kurt Stoll, Dr. Wilfried Stoll,
Prof. Dr. Johann Löhn
All speeches and interviews held with the award winners are available on www.leonardo-award.eu.
Dr. Wilfried Stoll
17

18. Th
“Crossing Borders”: The chance of learning
for those who don't have a chance!
Heiko Schmidt,
Prof. Sugata Mitra,
Prof. Wim Veen
The Leonardo Award in the category "Crossing Borders" ho-
nours alternative approaches that question leading mind-sets
and thus provoke changes, particularly in on-the-job training.
Exceptional new developments that fundamentally challenge
prevailing mind-sets and thus also influence learning in busi-
nesses – this is the aspect that the Leonardo category “Cros-
sing Borders” emphasizes. Daring alternative approaches
that bring about change through their influence on people,
companies and society are distinguished.
Award-winner in this category is Sugata Mitra, Professor
for Educational Technology at Newcastle University in Great
Britain and currently visiting professor at the Massachusetts
Institute of Technology's (MIT) Media Lab. Mitra is particularly
well-known for his “Hole in the Wall” experiment where he
installed a computer with internet access in a wall in a New
Delhi slum in 1999. This experiment, which he later repeated
at other locations around the world, was able to prove the
great extent to which children can learn and develop social
behaviour by themselves – even without teachers.
“With his revolutionary view of children's creativity Sugata
Mitra has also become involved in the issue of increasing edu-
cational opportunities in remote locations where schools and
teachers are in scarce supply", points out the Leonardo Ad-
visory Board. Moreover, on the basis of his research at New-
castle University he has also proven that these challenges,
which were often considered problems concerning countries
in Asia and Africa, also affect regions in Europe. “Mitra has
inspired education experts around the world to re-think lear-
ning methods and to develop a new learning design for talent
management – in school education as well as corporate lear-
ning.“
In his laudation, Prof. Wim Veen
addressed Sugata Mitra as “someone
who approached the issue like an engi-
neer, but in addition to that, acted on the
vision of giving those who don't actually
have a chance the chance of learning!”
Sugata Mitra explained that it is important to ask the right
questions. The idea is, "to show the children how they can
answer questions, put the answers into perspective and thus
solve a problem". "This", according to Sugata Mitra, "is where
grown-ups can learn from children."
All speeches and interviews held with the award winners are available on www.leonardo-award.eu.
Sugata Mitra
18

19. Review
Award winner 2011: Jimmy Wales –
bringing the wisdom of crowds to centre-stage
Wikipedia founder Jimmy Wales followed Jacques
Delors as the second winner of the Leonardo Award.
An invaluable collection of knowledge on the internet which
is both easy to access and to which everyone can contri-
bute – ten years ago sceptics mocked the whole idea of the
Wikipedia project. But the online encyclopedia has proved
its critics wrong: hundreds of thousands of volunteers have
helped to make Wikipedia the largest repository of know-
ledge known to man, and revolutionised knowledge creation
within society generally as well as in the education and busi-
ness worlds. It is for this achievement that Wikipedia’s foun-
der Jimmy Wales was awarded the Leonardo – European
Corporate Learning Award.
In terms of launching this approach into the digital age, Jim-
my Wales is the ideal choice given his personal commitment
to the idea of Wikipedia and the contribution made by volun-
teers across the globe.
Wales has inspired many people to actively contribute their
knowledge and creativity to the creation of the encyclopedia
in their country and how the success of this venture has
now led to the emergence within businesses of many pro-
jects which adopt a similar approach. Trying to keep up with
the huge explosion of knowledge in Wikipedia is an ongoing
challenge for the business world. Companies not only owe
a debt of respect to the online encyclopedia and the work
of its volunteers but now also promote the Wikipedia ethos
within their own organizations.
Jimmy Wales
All speeches and interviews held with the award winners are available on www.leonardo-award.eu.
18

20. Th
Review
Award winner 2010: Prof. Dr. Jacques Delors –
the benchmark for future award winners
President of the European Commission 1985-1994
Long time Chair of UNESCO Commission on Education for
the 21st
Century from 1993-96 whose final report was publis-
hed as “Learning: the Treasure within”
Honorary member of “The Club of Rome”
Honorary member of “A Soul of Europe”
Founder and one of the presidents of the think tank
“Notre Europe”
Laureate of the International Charlemagne Prize of Aachen
Jacques Delors was awarded for his impulses and out-
standing performance to achieve a European educational
vision and policy, as well as for his role as the “brain“ for „life-
long learning“ within the UNESCO education commission
scope.
Jacques Delors ensures support for the Leonardo Project
above and beyond the actual award. Because for him the ef-
fort made for knowledge and education is not only the key to
soving current problems in Europe, but also to how we want
to live in the future. He identifies with the goals of the “Leonar-
do – European Corporate Learning Award”. He is happy that
his educational vision is honored. And he is just as happy for
anticipated future award winners and additional educational
initiatives that will advance his initiatives and ideas.
Excerpt from Hans Dietrich Genscher´s
laudatory speech: "Knowledge is power.
Power against intransigence, narrow-
mindedness, against elitist arrogance,
against resistance to progress and con-
tempt of others. Lifelong learning means
lifelong acquisition and dissemination of knowledge – this is
the message that Jacques Delors, the great European and
great humanist conveys to us. It is a pioneering act to give
your award to persons who offer visions all across Europe
and thus for the whole world such as lifelong learning in every
form, who create beacon projects, who by imparting know-
ledge and education open hearts and minds for educating
the heart, for which there can be no more dignified society in
the global world. Who, ladies and gentlemen, could be more
worthy of receiving this award than Jacques Delors, the great
European who became a visionary for the challenge of lear-
ning to know, to do, to live together, to be?”
Prof. Dr. Jacques Delors
19

21. The LEONARDO Advisory Board
Prof. Leif Edvinsson
„„ President of “The New Club of Paris“
„„ Winner of the European Award for Innovation Thought Leadership 2013
„„ World’s first Chief Knowledge Officer and “Brain of the Year“ 1998
„„ World’s First Professor for Intellectual Capital, University of Lund, Sweden
„„ Founder and CEO of UNIC – Universal Networking Intellectual Capital AB
„„ Founder of “First Future Center“
Søren B. Henriksen
„„ Former CEO of the Danish Chamber of Commerce
„„ Lawyer at the Danish Supreme Court
„„ Founder and former President of European Round Table for Business Related Services, Brussels
„„ Former member of steering committee of The Danish Employers Organization
„„ Former Vice President of EuroCommerce Organization, Brussels
„„ Former President of EuroCommerce Employers Organization, Brussels
„„ Former President of the Danish Athletics Federaton
Prof. Günter Koch
„„ President of the Humboldt-Cosmos-Multiversity, Tenerife, Canary Islands
„„ Ex-General Secretary of “The New Club of Paris“ and former Head of the European Software Institu-
te, Bilbao
„„ Affiliated with the Vienna-based Knowledge Management Associates/Academy/Association and its
cooperation partner “execupery“
„„ Former CEO of the Austrian Research Center (ARC) in Seibersdorf, today called Austrian Institute of
Technology (AIT), Austria’s largest applied research organization
„„ Adj. Professor at Graz University of Technology and Guest Professor at Danube University, both
Austria
„„ Decorated with the “Cross of Honor 1st Class in Science Art” of the Republic of Austria for achie-
vements in rebuilding the applied science infrastructure in Austria, and the Victor-Kaplan Medal for
Outstanding Innovation.
Markku Markkula
„„ Chairman of the Board of the Finnish Information Society Development Center TIEKE
„„ Member of the EU Committee of the Regions, CoR for 2010-2014 as member of commission for
Education, Youth, Culture and Research and Commission for Economic and Social Policy ECOS
„„ CoR rapporteur on Digital Agenda for Europe
„„ Advisor within Aalto University to Aalto Presidents
„„ Former director of the Lifelong Learning Institute Dipoli of University of Technology in Helsinki
Peter Palme
„„ Organizational Learning Development Manager Feldschlösschen AG
„„ Former Head Learning Development EMEA Syngenta Crop Protection AG, Switzerland
„„ Former HR Manager at “The DOW Chemical Company“
„„ Former Manager for Global Training and Learning Technology at Nestlé 2002-2007
„„ Former Managing Director XWOMM GmbH
Prof. Dr. Peter Pawlowsky
„„ Professor for Personnel Management and Leadership studies
„„ Director at the Research Institute for Organizational Competence and Strategy (FOKUS)
at Chemnitz University of Technology
„„ Co-founder and President of the Society for Knowledge Management 2001-2003
„„ Director “Executive“ Master of Knowledge Management program
at Chemnitz University of Technology
Foto:EdvissonFoto:HenriksenFoto:KochFoto:MarkkulaFoto:PalmeFoto:Pawlowsky
20

22. Th
Corinna Pregla
„„ Professional artistic career as classical singer and moderator
with broad experiences at the international cultural scene
„„ Graduate of the international EMAA Studies (II), University of Zürich
„„ Member of the Villa Vigoni, Italian-German Center of European Excellence
„„ Representative of the Federal German Initiative 365 Venues in Land of Ideas,
under the patronage of the Federal President of Germany
„„ Ph.d student for Cultural Management at Conservatory Weimar
„„ Regual guest at Deutsche Akademie Villa Massimo in Rome
Prof. James Powell
„„ Emeritus Professor of Academic Enterprise and UK Ambassador
for Social Entrepreneurship in Higher Education
„„ Director of both UPBEAT Smart City Futures
„„ Officer of the Most Excellent Order of the British Empire
for services for Science and Engineering Education
„„ Time Higher Award winner for Leadership in Technology Transfer and Engagement 2010
„„ Time Higher Award winner for Community Engagement 2004
Annick Renaud-Coulon
„„ Founder and Chairman of GlobalCCU, the Global Council of Corporate Universities
„„ Founder and director of CUCP, the GlobalCCU social network gathering members
from 45 countries over 5 continents.
„„ Worldwide Expert on Corporate Universities
„„ Advisor of organisations with the design and construction of their corporate university
„„ Advisory Board Member of the CLO Summit India
Diego Sanchez de Leon
„„ Senior Executive at Accenture, responsible for talent organization performance
in Europe, Middle East, Africa and Latin America
„„ Human Capital Leader for Spain, Portugal and Israel
„„ Member of Spanish GEO Council and its advisory board
„„ Chairman of the board of Accenture Human Capital Management Solutions
Prof. Dr. Wim Veen
„„ Emeritus Professor for development of learning systems at University of Technology,
Faculty of Technology and Management in Delft, Netherlands
„„ Consultant for educational institutions for private companies and governmental authorities
„„ Member of the Dutch National eLearning Award
„„ His research focuses on new concepts and strategies for ICT enhanced learning
in private companies and regular education institutions
Prof. Dagmar Woyde-Köhler
„„ Executive Director of New Able
Management- und Organisations-beratung GmbH
„„ Former Managing Director of EnBW Akademie GmbH
„„ Chief Learning Officer 2008 for implementing a most successful strategy for further education
and for introducing Intellectual Capital Reporting for Energie Baden-Württemberg AG
„„ Former Director of Human Resources at Badenwerk AG
„„ Manager of “Science, Education, Youth, Art and Athletics“ department
as Ministerial Counselor for the state of Baden Württemberg
„„ Member of the “Ethics Commission“, the “European Corporate Learning Forum“ and directing
“MINDKISS“ project, which opens up new ways of experiencing art, science and philosophy
The LEONARDO Advisory BoardFoto:PowellFoto:VeenFoto:SanchezdeLeonFoto:Woyde-KöhlerFoto:Renaud-CoulonFoto:Pregla
21

23. The Steering Committee
Alexander R. Petsch
 Founder and CEO of HRM Research Institute and børding Messe in Mannheim, the leading organiser of
tradeshows for Human Resources Management, for eLearning, Online Marketing, Office Management,
Corporate Health and occupational health and safety in Switzerland, France and Germany.
 Publisher of personal manager, the magazine for HR professionals.
 Founder of Germany's largest social networking portal for HR professionals, HRM.de
 Founder and former CEO of spring Messe Management in Mannheim
Günther M. Szogs
 Secretary of the Advisory Board of the Leonardo European Corporate Learning Award
 Founding member of The New Club of Paris
 Member of scientific advisory board for Innovation for the German Federal Government
 Longtime expertise as head of skill- and knowledge management in major banks
 Speaker of knowledge-experts association
Prof. Dr. Winfried Sommer
 Co-initiator of the Professional Learning Executive Forum, for HR board members and Chief Learning
Officers
 Former scientific director for congresses of HR professionals: PLE Professional Learning Europe, SeLC
Swiss eLearning Conference and AeLC Austrian eLearning Conference
 Co-initiator with Prof. Dr. Uwe Beck of the Learntec in Karlsruhe
 Emeritus Professor for Sociology and Political Sciences at the Universities of Landau, Mainz, Esslingen
and Karlsruhe
Foto:PetschFoto:SommerFoto:Szogs
Patrons of the LEONARDO Award
 European Parliament: President Martin Schulz
 Federal Ministry of Education and Research: Minister Prof. Dr. Johanna Wanka
 The New Club of Paris: President Prof. Leif Edvinsson
 City of Bonn: Lord Major Jürgen Nimptsch
22

24. Th
Extract of the Guest list 2013
„„ Leonardo Ambassador
| Mr. Diego Sanchez de Leon
„„ AWV e.V. Working Group for Economic
Administration | Mr. Giso Schütz
„„ Art Coaching International
| Mrs. Anja Puntari
„„ Ashridge College | Mrs. Trudy West
„„ AWV e.V. Working Group for Economic
Administration | Dr. Ulrich Naujokat
„„ BMW Group | Mrs. Eva-Maria Börschlein
„„ Collaboration Center on Sustainable
Consumption and Production CSCP
| Dr. Nadine Pratt
„„ Leonardo Ambassador
| Mr. Soeren B. Henriksen
„„ Leonardo Ambassador | Prof. Wim Veen
„„ Leonardo Ambassador | Mrs. Corinna Pregla
„„ Leonardo Award Prize Winner Thought
Leadership | Prof. Dr. Dorothy Leonard
„„ Dr. Gutmann Habig
„„ University of Liechtenstein
| Prof. Dr. Stefan Güldenberg
„„ strategybuilders.eu | Mr. Sylvain Cottong
„„ Educore NL | Mr. Hank Kune
„„ European Commission DG Innovation
| Mr. Bror Salmelin
„„ Leonardo Award Prize Winner Crossing
Borders | Mr. Gary Copitch
„„ Gesellschaft für Wissensmanagement
| Mr. Hans Georg Schnauffer
„„ Leonardo Ambassador
| Mrs. Annick Renaud-Coulon
„„ Goethe Universität Frankfurt
| Prof. Dr. Alexander Ebner
„„ Leonardo Steering Committee
| Mr. Alexander Petsch
„„ ISL Institute of Shipping Economics and
Logistics | Prof. Dr. Hans-Dietrich Haasis
„„ jt/consult | Mr. Jürgen Theisen
„„ Jutta Rubach Partner | Mrs. Jutta Rubach
„„ Leonardo Steering Committee
| Prof. Dr. Winfried Sommer
„„ Leonardo Ambassador | Prof. Leif Edvinsson
„„ Leonardo Ambassador
| Prof. Dagmar Woyde-Köhler
„„ Leonardo Award Prize Winner Company
Transformation | Dr. Nick van Dam
„„ Lord Major of the City of Bonn
| Mr. Jürgen Nimptsch
„„ Orglab /University Duisburg-Essen
| Prof. Dr Wolfgang Stark
„„ Osto Systemberatung GmbH
| Prof. Dr. Klaus Henning
„„ Osto Systemberatung GmbH
| Mrs. Renate Henning
„„ People's Voice Media | Mrs. Teresa Williams
„„ DASAUGE | Mrs. Bettina Fruchtmann
„„ Leonardo Ambassador | Prof. James Powell
„„ RESEARCH In Vision | Mr. Peter Kalvelage
„„ Secretary of the Leonardo Advisory Board
| Mr. Günther M. Szogs
„„ People's Voice Media | Mrs. Sharon Copitch
„„ Sound Strategies Ltd. | Mr. Michael Spencer
„„ Leonardo Ambassador | Prof. Günter Koch
„„ Triad Berlin Projektgesellschaft mbH
| Dr. Anja Osswald
„„ TU Dortmund | Prof. Dr. Jürgen Howaldt
„„ Leonardo Ambassador
| Prof. Dr. Peter Pawlowsky
„„ Dr. Walter Swap
„„ World Bank Institute | Dr. Jean-Eric Aubert
„„ ZDF / Redaktion Europa | Mrs. Susanne
Biedenkopf-Kürten
„„ Zeitakademie | Dr. Lars-Peter Linke
„„ Zentrum für humane Marktwirtschaft
Salzburg | Dr. René Schmidpeter
„„ Accenture | Dr. Matthias Görtz
„„ Accenture | Mr. Moritz von Radowitz
„„ Accenture | Mr. Henry Cullen
„„ Accenture | Mr. Johannes Cruyff
„„ Accenture | Mr. Romano Massimo
„„ Accenture | Mr. Geirean Marcroft
„„ Accenture PTE Ltd | Mr. Rahul Varma
„„ Ashridge College | Prof. Dr. Klaus Eckrich
„„ Bank of Ireland | Mr. Eamonn Eaton
„„ Wissensfabrik –
Unternehmen für Deutschland e. V.
| Mrs. Johanna Coleman
„„ BNP Baribas International Retail Bank
| Mr. Xavier Durochat
„„ Delta Investments | Prof. Dr. Boris Nemsic
„„ Deutsche Bank AG | Mr. Benedikt Füssel
„„ LerNetz AG Netzwerk für elektronische
Lernmedien | Dr. Daniel Stoller-Schai
„„ Novartis Pharma AG | Mr. Neil Anthony
„„ SAP Deutschland GmbH Co. KG
| Mrs. Anke Hoberg
„„ SAP Deutschland GmbH Co. KG
| Mr. Thomas Jenewein
„„ SAP Deutschland GmbH Co. KG
| Mr. Marek Büttel
„„ SAP Deutschland GmbH Co. KG
| Mr. Lars Kirchner
„„ Mr. Martin Gillet
„„ Siemens AG | Mr. Oliver Andre
„„ Software AG | Dr. Peter Dern
„„ Stadtwerke Speyer | Mr. Wolfgang Bühring
„„ Taloon Solutions – Learning and Change
Excellence | Mr. Norbert Büning
„„ Viessmann Werke GmbH Co. KG
| Dr. Stefan Hoffmann
„„ Viessmann Werke GmbH Co. KG
| Mr. Steffen Peter
„„ Bilfinger Berger/ Wissensfabrik
| Mr. Manfred Schmidt
„„ German Speakers Association e. V.
| Mr. Siegfried Haider
„„ German Speakers Association e. V.
| Mr. Andreas Buhr
„„ HLMG Hochleistungsmanagement mbH
| Mr. Michael Völker
„„ index Internet und Mediaforschung GmbH
| Mr. Jürgen Grenz
„„ Insitute for Competitive Recruitment
| Mr. Wolfgang Brickwedde
„„ spring Messe Management GmbH
| Mrs. Natascha Hoffner
„„ spring Messe Management GmbH
| Mr. Michael Heipel
„„ Tempus GmbH | Prof. Dr. Jörg Knoblauch
„„ City of Cologne | Mrs. Ute Dreiocker
„„ Audi AG | Mrs. Christiane Nicolai
„„ Audi AG | Mr. Peter Zieten
„„ Audi AG | Mr. Rainer Höfler
„„ Canudo GmbH | Mr. Hajo Noll
„„ Cogneon GmbH | Mr. Simon Dückert
„„ Create-mediadesign GmbH
| Mr. Christoph Schmidt-Martensson
„„ Festo didactic GmbH Co. KG
| Dr. Theodor Niehaus
„„ Festo didactic GmbH Co. KG
| Dr. Daniel Boese
„„ Know How! AG | Mr. Lorenz Muck
„„ M.I.T. Solutions GmbH | Mr. Hans Gieringer
„„ papagei.tv GmbH
| Mr. Konstantinos Toubekis
„„ Time4You GmbH | Mrs. Beate Bruns
„„ Viwis GmbH | Mr. Georg Schranner
„„ TriCAT GmbH | Mr. Markus Herkersdorf
„„ Kids have a Dream | Anne Kjaer Riechert
„„ Atos Information Technology GmbH
| Mrs. Peggy Luckow
23

25. editorsincharge:GüntherM.Szogs,SandraSchall
photos:HRMResearchInstitute–Pfluegl|design:InesRIchter
www.leonardo-award.eu
© Steinberger Grandhotel Petersberg
5th
Festive Award Ceremony of the
LEONARDO European Corporate Learning Award 2014
will take place on October 13, 2014 at 18:00 hrs
at
Guest House of the Federal Republic of Germany
Steigenberger Grandhotel Petersberg
53639 Bonn/Germany
Mrs. Sandra Schall
HRM Research Institute GmbH
Rheinkaistr. 2
68159 Mannheim
Phone +49 621 40166-335
Fax +49 621 40166-402
info@leonardo-award.eu
www.leonardo-award.eu
FOR MORE INFORMATION ABOUT THE LEONARDO AWARD PLEASE CONTACT:
Mr. Günther M. Szogs
Leonardo-Secretary
Phone +49 6174 619087
g.szogs@leonardo-award.eu
Prof. Dr. Winfried Sommer
Steering Committee
Phone +49 6232 83602
w.sommer@leonardo-award.eu
Members of the Leonardo Corporate Network:
member of bit group