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Success Story BarthHaas

Digital transformation and digital mindset at the world's largest hop distributor


  • Company: BarthHaas

  • Industry: Luftfahrt

  • Number of employees: 600

  • Use of MNP since: 2020

  • Target group: Employees and managers worldwide

Folgende Bereiche im Employee Lifecycle deckt die Success Story ab:


Mindset Analysis

Mindset Development

Achieved successes of the project

  • Selecting the right candidates to close the skills gap 

  • Empowerment of employees for digital mindset and future competencies in order to successfully transform the company for the future. 

  • Ensuring operational success, as valid diagnostics create a database with which targeted decisions can be made that contribute to the positive development of the company. 

  • Clear anchoring of the Mindset dimensions and BarthHaas specific roles in all areas of the company

Success Story im Video

As the market leader in the hop trade, BarthHaas is undergoing a transformation from strengths.

Starting point


  • The digital transformation is not stopping at the world of hops and beer and is not only changing processes, but also business models and the entire market.

  • As a family business, BarthHaas has a strong bond with its employees. In the next few years, many of the long-serving employees are expected to retire. In combination with the general shortage of skilled workers, this development threatens the long-term success of the company. For this reason, BarthHaas is taking a very proactive and forward-looking approach to this issue and is already trying to find suitable candidates today for the key roles of tomorrow and to retain them in the company. Digital mindset is a decisive factor in this.


BarthHaas has defined various forward-looking roles in a model for the company. These are to be anchored in the entire employee lifecycle (from recruiting to personnel development to management development) and thus in the entire company. This is the only way to bring the roles of the model to life and shape the company.

The goal was to develop a valid tool with which BarthHaas applicants and employees can have their mindset analyzed with regard to future competencies. Based on the analyze, the employees and managers should start individual learning paths, which are tailored to the mindset.


  • Content: In a first step, ONESTOPTRANSFORMATION linked the content of the roles of the BarthHaas model with the dimensions of the digital mindset (from the DCI) and the dimensions of leadership in transformation (from the TLI). The basis for this linkage was semi-structured interviews with management and HR.

  • Diagnostics: Subsequently, the role model was linked diagnostically with the DCI and the TLI using a scientifically valid procedure. 

  • Customizing: The linked role model was technically implemented in the ONESTOPTRANSFORMATION tools as an independent enterprise solution.

  • Design: Both DCI and TLI have been visually adapted to BarthHaas' corporate design so that it feels natural and part of the company for all employees.

  • Videos: Videos were made specifically to explain the BarthHaas roles, which are anchored in the respective BarthHaas specific tools (DCI, TLI).

  • Analytics Dashboard: In addition to the existing management dashboard, another so-called analytics dashboard was developed. With this dashboard, HR has a detailed insight into the details of the diagnostic results of the individual users of the DCI (whether applicants or employees). This allows decisions to be made with an even more accurate data basis.

  • Recruiting Modul: A special recruiting module was developed for the use of the DCI in recruiting, with which the applicants can analyze their digital mindset and the results then end up directly in the HR area at BarthHaas. This allows the recruiters to prepare for the interviews with precision and creates a data-based foundation for the interviews.

Result - Overview

  • The Mindset Navigator platform with the modules DCI (digital mindset), TLI (leadership competencies in transformation) and MIA (learning platform) was successfully rolled out in a version specially adapted for BarthHaas. This created a uniform and consistent experience for digital mindset and future competencies for the entire employee lifecycle.

  • The BarthHaas role model, digital mindset and the urgently needed future competencies are anchored in the company and become permanently visible.

Result - in detail


  • Targeted interviews: Applicants analyze their digital mindset with the DCI Recruiting module and the HR department can address digital mindset more specifically in the interviews and thus make data-based and data-supported decisions.  

  • Faster Time-to-Hire: By analyzing digital mindset in the recruiting process, BarthHaas can focus more on mindset than hard skills in recruiting, significantly opening up the talent market. This results in a faster time-to-hire.

  • Lower recruiting costs: Using DCI and TLI as diagnostic tools in the recruiting process ensures a better fit of candidates to BarthHaas and to the positions. This drastically reduces the termination rate during the probationary period and eliminates multiple recruiting costs.

  • Smooth entry: On the first day of their new job at BarthHaas, applicants who are hired can seamlessly enter an individualized learning path with MIA (which is based on the DCI result from the recruiting process) and thus further develop their digital mindset and future competencies in a custom-fit manner. In this way, BarthHaas is creating a forward-looking

Personnel development

  • Learning success through customzied learning paths: Based on the DCI, employees receive customized learning paths with the help of MIA's intelligent algorithm. This democratizes individual development, as individualization is no longer reserved for managers alone. This leads to a higher learning success across the board of employees and thus creates the urgently needed mindset development and development of future competencies.

Execuitve development 

  • More security through a data-based selection process for executives: Executives are interviewed for new positions with a more precise fit with the help of the TLI, thus providing data-based support for the selection process. 

  • Learning success through tailored development programs: Based on the TLI, development programs for executives can be tailored. This increases development success and the BarthHaas role model for managers is successfully lived out in everyday life.

Want to learn more about the Mindset Development project at BarthHaas?

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