A personal journey can often become a shared one, leading others towards growth while fulfilling its own purpose—creating a powerful full-circle moment.
For Ferdinando Sorrentino, CEO of SEG Automotive, that journey started in 2011 when he joined a GIFT leadership programme as a participant. Today, more than a decade later, he is paying it forward, giving his leadership team the same opportunity to grow and lead with fresh perspectives.
In a candid conversation with GIFT’s Managing Director, Eric Stryson, Ferdinando shared how this investment in leadership development has strengthened SEG Automotive’s working culture, one built on trust, shared purpose, and continuous growth, as well as shaping the company’s future.
Below is an excerpt from their conversation:
Eric:
Ferdinando, when did your journey with GIFT first begin?
Ferdinando:
My first contact with GIFT was in 2011. At the time, I participated personally in a management development programme with my previous company at GIFT. Since then, we have always been in contact with GIFT for various reasons.
And of course, when I took over at SEG Automotive, I was just thinking to come back to GIFT to support and develop our leadership team. What I like about the GIFT methodology is that it stimulates this outside-in approach, looking from outside and trying to bring these ideas, create these ideas for the development of the company.
And I can make a very clear example. The last leadership programme, which is tailored for SEG, the project that has been worked on in a couple of weeks has highlighted a completely new business opportunity for our company. We’re leveraging the core competence of our company, but in a completely different sector. And let me say, without GIFT it would’ve been really impossible for us to discover these kinds of opportunities.
And now we are really excited to see how these things will be developed.
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Eric:
Wonderful to hear, Ferdinando. I’m curious if there was anything that surprised you about either that process or the outcomes that you saw at the end of that?
Ferdinando:
Surprise. I have to say yes. For me, it’s how the people come back after the training. First of all, I see that there is an increase in enthusiasm. And what I really see is that all the people who went through the training have much more self-confidence, that they really, with their own actions, can make an impact for the company and for themselves.
And this is really something that I was surprised by because, of course, it was something that I also felt the first time joining the management development programme with GIFT.
But I saw that this is a kind of pattern. I can see that this is quite a normal outcome, although it’s a great outcome of the programme, this self-confidence and this capability, that people really recognise they can make a clear impact on what they do.
And what I also wanted to underline is that people coming back are always thankful that we give them the opportunity to participate, which is pretty strange, you know, because normally they participate in many trainings. And this is really the main aspect, because then also the participants fully understand that it is not only an investment for the company, but it’s an investment for themselves.
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Eric:
How does this experience translate back into the workplace?
Ferdinando:
They come out with a completely different perspective, and they see that their capabilities are enhanced by the fact that they are put in an environment which is completely unfamiliar to them. And with the time pressure, everyone is the same. It helps them to understand that by taking responsibility, even in an unfamiliar environment, even with unfamiliar problems, we can still make an impact.
We can still change some things, and this is the self-confidence which they bring back to work. We have already seen several of these people taking initiative in the company, trying to create something in their own team or across teams, which also helps in changing the culture of our company.
This is something that I would fully underline in GIFT activities. And this is really important because these people become a kind of catalyst within our organisation, of a new way of leading, a new way of acting. And this is very good because they take the responsibility to develop our new culture, but also to transform our company for the future challenges that we have.
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Eric:
So that was one of my last couple of questions, Ferdinando. Is there anything that you have seen that has worked and maybe you’d like to comment on about the overall change in the culture of the company?
Ferdinando:
I see that these people really are taking the lead now in bringing this way of thinking within the organisation, a much more responsible approach, looking not only at our day-to-day business but also at how our company is positioning within the new society. And ideas are coming out that go well beyond a single product or a single service. They are really looking at 360 degrees such as how do we relate with the society, how we can be an actor within the new society.
In the future, the company cannot be just isolated within its own building doing its own job. We will need to interact more and more with society and with external stakeholders. And this is forced by the development of society. And I do see that these things are starting also in our company, thanks also, of course, to GIFT and this programme.
We will continue with it because I think this has very clear signs that we are on the right path. When we look at the tangible part, as I was saying, now we even have a very concrete project which can lead to a completely new product. If we come to the end of this project and go in that direction, of course, Eric, we should also meet to celebrate, because this will be a clear milestone, a great milestone for both our companies.
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Eric:
This would be a huge milestone, and let’s look forward to that day. Maybe just the last thing that I would ask: if you had anything that you might share or suggest with other CEOs or executives who are considering a GIFT programme, what would you say to them?
Ferdinando:
I would definitely suggest they take a look at GIFT programmes. I think as CEOs, at the end, our target is to create a sustainable future for our company. We need a leadership team that must be very rooted in what we do, in the society where we are, and in the environment where we play. And I think the GIFT methodology really helps to bring these people to look from outside and then bring good ideas inside.
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Eric:
Wonderful. Well, Ferdinando, I just want to say thank you for sharing all of this with us and let you know that we are totally committed to helping support the development of your people and ideally giving you more new business opportunities that are practical and tangible.
Ferdinando:
Thanks to you, Eric, and thanks to the complete GIFT team for the support that you give to us. Really appreciate it. Thank you very much.
Leadership development is a ripple effect.
One person’s experience can inspire others, and unlock fresh perspectives, confidence, as well as opportunities that can reshape organisational culture.
Through GIFT’s programmes, SEG Automotive has empowered nearly 70 senior management employees to think and act like catalysts for change, driving both leadership potential as well as strategic business growth.
If you are ready to unlock new opportunities and grow future-ready leaders, find out more about GIFT’s customised leadership programmes:
https://global-inst.com/custom-leadership-solutions/
Chandran Nair
Chandran is the Founder and CEO of the Global Institute For Tomorrow (GIFT), a pan-Asian think tank dedicated to helping organisations navigate global complexities. His work focuses on the shift of economic and political influence to Asia, the evolving role of business in society, and the transformation of global capitalism.
