In 2012, a unique project was launched at DEG Düsseldorf by Heinz-Rudi Spiegel, which I joined shortly after its inception. Originally, the initiative focused on providing German language lessons for the club’s international professional ice hockey players.
It quickly became clear, however, that this was about much more than language.
And much more than sport.
It was about orientation.
About finding one's place.
About belonging.
Together, we developed a language and integration program for international players who suddenly had to navigate a new country, a different culture, and a completely unfamiliar environment. Looking back, this project was far more than a traditional language course. It was a practical approach to issues that are more relevant today than ever before.
Why Successful Integration Is More Than an Onboarding Process
When people enter a new environment—whether in sports or in business—they often face similar challenges:
- Uncertainty
- Language barriers
- Cultural differences
- Lack of orientation
- Social isolation
- Fear of making mistakes
Many organizations focus primarily on processes, systems, and administrative procedures during onboarding. Of course, these elements are important. But true integration does not happen through checklists alone.
People need, above all:
- Trust
- Psychological safety
- clear communication
- genuine points of contact
- Spaces for Connection
- a culture where questions are encouraged
This became especially evident in the DEG project. Language was often just the door opener. What truly mattered was the feeling of being welcome.
Learning Without Fear of Making Mistakes
One particularly important aspect was learning without constant evaluation. Many international players were initially hesitant to speak—out of fear of making mistakes or not being understood.
Yet this is exactly where growth begins:
In environments where uncertainty can be openly acknowledged.
This is more relevant today than ever before—not only in sports, but also:
- in organizational development
- in leadership and teamwork
- in transformation processes
- in professional development
- and increasingly in the way they engage with artificial intelligence
Because modern transformation processes do not succeed through new technologies or systems alone. They succeed through people who are given orientation and are able to build trust.
What Organizations Can Learn from This
That is why effective onboarding processes are never purely organizational processes. They are always cultural processes as well.
The crucial question is not:
“What information do new employees need to receive?”
But rather:
“How do we create genuine human connection?”
Organizations that take integration seriously create:
- Open spaces for communication
- Safe learning environments
- Personal support
- Cultural orientation
- Active integration into teams
- and an environment in which people feel safe to be themselves
Because a sense of belonging does not happen automatically.
It is created through intentional connection.
Why This Topic Matters More Than Ever Today
In 2017, I was unfortunately no longer able to continue supporting the project due to geographical changes. This makes me all the more pleased that Dr. Heinz-Rudi Spiegel continues to carry the idea forward to this day and remains passionately committed to it.
For me personally, however, this topic has never left me.
To this day, it remains one of the causes closest to my heart.
Especially in a time of skilled labor shortages, international collaboration, hybrid teams, and AI-driven transformation, one thing becomes clear:
Technology alone does not solve integration challenges.
People still need orientation, trust, and genuine communication.
Successful integration never begins with processes alone.
It always begins with the question:
How do we create genuine human connection?