Dear readers,
With our Strategy 2030 and the associated motto move AS ONE, we want to shape the future constructively and thereby gain room for maneuver for our corporate group. If we understand how to use the current transformations as an opportunity instead of just reacting to them, this will lead us to success together.
With move AS ONE, we have decided to foster more collaboration and exchange within the group. We bring together different perspectives and experiences to benefit from our diversity and our presence in various markets. To further promote mutual understanding within our corporate group, and especially so that our customers perceive the RWTÜV Group in its full diversity as a solution provider for a wide range of issues, we will focus on „identify AS ONE“ as an interim milestone for 2026. We will develop a shared identity from our different stories and sharpen it. We will highlight what connects us and what our common understanding of the brand looks like. The starting point for this is our shared brand values, which we will revisit below.
In addition, we report on the launch of our training initiative for this year and on the successful annual kick-off at Enoplan.
We welcome your suggestions and feedback!
Open greetings
Your Thomas Biedermann and Dr. Fabian Fechner
Values.
A corporate group of three business units with 96 companies in 32 countries on 4 continents needs cohesion and a clear compass to stringently pursue a common path. Our cohesion is based on shared corporate values. For the RWTÜV Group, these are the following four, which provide us with a framework and reliably guide us in our daily work and decisions.
- Independence.
With our over 150-year tradition as TÜV, we are committed, in addition to legal matters, primarily to technical standards and our conscience. Our unique organizational structure of association, foundation, and limited liability company protects us from external takeovers. This makes us free, strong, and independent in our decisions. - safety.
At RWTÜV, safety has two crucial aspects. The first aspect, for us who, as TÜV, were responsible for steam boiler safety over 150 years ago, is technical safety. Continuous further development regarding the latest advancements, inventions, and challenges, and today also on the topic of AI or cybersecurity! – staying up to date is fundamental for us. The second aspect, we have committed ourselves to the emotional safety of our employees. We are a strong partner for them, offer long-term prospects, and invest heavily in their skills and further training. - Competence
We are a group of companies that thrives on services. The competence of our employees is fundamental to our success. Selecting well-trained colleagues, their ongoing training and development, and enabling them to reach their full potential are our top priorities, not just for our HR departments but for the entire management. And, of course, social competence is also important. Respectful interaction on an equal footing is also an expression of this corporate value for us. - Sustainability
At RWTÜV, we understand sustainability in a broad sense: with regard to our ethical responsibility as a group, our relationships with our customers, and our relationships with our employees. This means that not only ecology, economy, and social aspects are considered the essence of our corporate thinking and actions. Rather, we strive for lasting success and pursue long-term perspectives, not only as an employer, but also and especially as a strategic investor for companies seeking succession or capital.
Trained.
The RWTÜV Development Program 2026 started on February 5, 2026. This year's training initiative from the corporate group is aimed at young managers and ambitious junior staff, for example, those who have already successfully participated in the Young Professional Summit last year.
In eight sessions – two in-person meetings on-site and six cost-saving virtual ones – the topic of leadership will be examined from all angles in various formats. To start, the HR managers of the sending subsidiaries will be expertly supported by a Profile Dynamics® analysis, which serves as the basis for the training for each participant. Afterwards, we will delve into the details: How do I lead myself in order to lead others at all? What leadership approaches exist and how differently do they work? What tasks and roles await me as a leader and how do I fulfill them? The impact generated by different behaviors, as well as the attitude that is most conducive to the greatest possible success of the training itself, will also be scrutinized.
A total of 20 participants from RWTÜV subsidiaries cetecom advanced, CONSULECTRA, enometrik, Enoplan, IB Nordhorn, and Van Ameyde Germany not only benefit from the competently conveyed content from the agency Klar & Quirlig, but also have the opportunity to network profitably in the spirit of move AS ONE.
Durable.
Every year, Enoplan's management takes time for an „Annual Kick-off“ with all employees from the various departments at Enoplan. Future topics, strategic objectives, and important developments are presented openly and transparently.
Tim Geisert and Ralf Schade place particular value on direct exchange, in which all colleagues are given the opportunity to ask questions, provide input, and look ahead together. This dialogue between equals is not only heard but explicitly encouraged and appreciated.
The insights into the central themes and projects of the parent company RWTÜV also provide strong orientation in this exchange. The overall strategic direction is understood, and the diverse future projects undertaken with shared responsibility are presented. As a result of this open, constructive, and appreciative exchange, the Enoplan team embarks on a successful year, motivated and well-informed.