Empowering New Leaders from Day One: Key Learnings from Our New Leader Accelerator Program
That first step into a leadership role is a big deal. We know that leadership doesn’t start with a new title—it begins the moment you become responsible for guiding others. That transition is powerful, but it can also be a challenge.
That’s why we created the New Leader Accelerator Program. We want to ensure our first-time people leaders have the support and tools they need, right from the very start. This matters because our leaders are at the heart of our culture and performance. They shape how we work and grow together, so we believe that investing in them is one of the most important things we can do for our future.
3 min
04 August 2025
What we’ve learned so far:
1. A good start makes all the difference
When you're a new leader, you’ve got questions. What’s expected of me? How do I handle that tricky conversation? Who do I ask when I’m stuck?
To help answer those, we created a starter pack. It’s a straightforward guide to the key tools and processes here at Zalando, like how we handle performance reviews and collaborate across teams.
This gives our new leaders a sense of direction from day one. That way, they can focus on their team, not on getting lost in our internal systems.
2. You learn best by doing
The heart of our program is a 3-day in-person bootcamp. It’s all about building self-awareness and practical leadership skills through a mix of learning sessions and plenty of hands-on practice.
For example, we put leaders in the hot seat with role-playing based on real-life scenarios. Think: giving tough feedback after a missed deadline or navigating a team conflict. These sessions are guided by trained facilitators, and everyone gets honest feedback from their peers.
A participant told us, “The role play helped me realize how much my body language affected the tone of the conversation. It was eye-opening.”
Each day wraps up with reflective journaling and group debriefs—helping turn those fresh insights into action.
3. You're not in it alone
Leadership can sometimes feel lonely, especially in a big company. That’s why we set up buddy groups on the first day of the bootcamp.
These are small, informal groups of 4–5 people from different departments, so everyone gets a fresh perspective. We encourage them to meet up regularly after the bootcamp ends. It’s a space to share wins, talk through challenges, and get honest advice.
One leader put it best: “Having people outside my team I could be vulnerable with—it made me feel less alone and more confident to try new things.”
4. The conversation keeps going
Learning doesn’t end when the bootcamp does. At the 2-month and 5-month marks, we get the group back together for online catch-ups.
The timing isn't random. We plan these to line up with common leadership milestones and to help tackle any roadblocks that pop up. Each session includes time for reflection, group exchanges about real challenges, and tips for applying leadership tools on the job.
It all helps keep the momentum going and reinforces the idea that leadership is a journey, not just a one-time training.
5. It's a marathon, not a sprint
Great leadership is a skill that grows over time—it’s not a one-and-done deal.
Beyond the main program, we give our leaders ongoing access to more learning resources, like special workshops, coaching circles, and online modules they can take at their own pace.
We also encourage the buddy groups to keep checking in. It’s a chance for them to share how they used something they learned and what changed as a result. It’s all about continuous growth.
What's next?
If there’s one thing we know for sure, it’s that great leadership starts with great support. By creating a program that blends practical tools, peer connection, and real-world practice, we’re setting our leaders up for success. For us, that’s a direct investment in the future of Zalando.
As we grow, we’ll keep listening and experimenting to make the program even better. After all, when our leaders thrive, our teams flourish.
