Positive psychology in leadership culture

Interview Damir Trtanj (Head of Controlling, SAP & Operations)/ Pia Schubaschitz (Head of People Management Department) Verbund Solutions GmbH

At the beginning of our interview, Damir Trtanj and Pia Schubaschitz from Verbund described their very personal journey into the world of positive psychology and positive leadership. Both originally came from very traditional business backgrounds – Damir Trtanj from Controlling, Pia Schubaschitz from Human Resources. Both enjoyed a solid education at WU Vienna. However, in their management roles, they quickly realized that pure specialist knowledge was not enough. The decisive step for both of them was dealing with the question:

What does leadership really mean to me – and how can we put people at the center?

Through their training at the German Society for Positive Psychology and Coaching with Markus Ebner (Positive Leadership, University of Vienna), they have developed a new understanding: Leadership doesn’t just mean setting goals, but creating spaces in which people can talk to each other and grow together both personally and in terms of content.

As part of the Verbund corporate culture project “Mission V”, my two interviewees are actively shaping the transformation of the new leadership culture, which introduces and sustainably implements interventions from positive leadership. The cornerstones of the leadership program are

• The focus is on people,
• Self-management (incl. self-reflection) and
• Developing and leading teams.

In our interview, we talk about how responsibility and performance orientation characterize everyday life at Verbund:

“At Verbund, responsibility and performance orientation are firmly anchored in everyday corporate life and are not abstract concepts,” explains Mr. Damir Trtanj. The values were developed in a joint process with the diverse participation of all employees to ensure that they are understood and lived by everyone. Pia Schubaschitz names the Group’s core values: “determined”, “proactive” and “connecting”. These values are not just words, but are tried to be made visible every day in the behavior and actions of all employees and managers. Everyone has the opportunity to act in a unifying manner, launch their own initiatives and drive projects forward with determination. This creates a strong sense of identification with the company and promotes commitment.

This can be seen in the various initiatives presented by my interviewees:

• Sustainability Pioneers: At Verbund, we ask ourselves the question: “How can we use resources responsibly, especially from the customer’s point of view,” says Mr. Trtanj. It is important for us: “What kind of world are we leaving behind?” Employees contribute their own ideas, such as more organic and regional products in the canteen or sustainable mobility options such as the Jobbike program, which was developed by strategic HR management. “In this way, sustainability is lived and experienced instead of just being a key figure on paper,” says Mr. Trtanj.
• Values orientation is also practiced during the onboarding process: At Verbund, the communication of values does not just begin on the first day of work, but before that. As early as the selection process, potential employees are checked to see how well their attitude matches the corporate values. The values are reinforced during onboarding. This increases the chance of long-term identification.
• As Chairwoman of Health Management, Pia Schubaschitz takes a holistic view and focuses on prevention and anticipation with the Group Health Officer. The health strategy focuses on health promotion, from finding new employees to retaining them in the company. Mental and physical health are promoted throughout the Group with campaigns such as “Health’tober”. The combination of performance orientation and well-being is a core element of these programs.

How does positive leadership manifest itself in leadership behavior at Verbund?

The concept of “positive leadership” forms the core of this management culture. It focuses on collaboration and growth rather than control – a working environment in which employees are encouraged to take responsibility and actively live out their performance orientation.

The management team of around 30 department heads and subject area managers also undergoes an intensive ten-month program to learn and apply positive psychology methods (PERMA). This practical training ensures that positive leadership remains alive and is successfully implemented in the teams.

Binding communication and consistent leadership behavior ensure that the values are not just written on paper, but can be felt every day. Management is guided by three central questions:

• How do I put people at the center of my leadership?
• How do I manage myself responsibly?
• How can I lead my team effectively and appreciatively?

The common thread at Verbund: Positive leadership is not an individual measure, but a permanent attitude. It is based on clear communication, mutual appreciation, practiced mindfulness and the firm conviction that everyone can take responsibility – not only for their own performance, but also for colleagues and socially relevant topics such as sustainability and climate protection.

Damir Trtanj and Pia Schubaschitz show that positive psychology not only strengthens teams, but also makes the purpose of a company tangible: every contribution counts, every initiative makes a difference – and that is precisely what motivates people to take on responsibility in the long term.

What stress tips do my conversation partners share?

Stress tip Pia Schubaschitz:

Exhale twice as long as you inhale

Listen to good music to lift your spirits

A little moment of pleasure in between, such as a cup of coffee or tea with a view of the greenery

Damir Trtanj Stress tip:

Stress is more like di-stress

“Being stuck in traffic was stress for me”. I can fight it when I’m stuck in it, on the other hand it’s ME time. I can enjoy it, think or do a breathing exercise.

3 good things to be grateful for

In stressful situations, I am happy when my employees hold a mirror up to me. It’s okay to put your pencil down for a moment and take a short break.

In the practical book Positive Psychology by Markus Ebner, the two have written an article about corporate values and leadership values, as well as the measures for positive leadership derived from them.