“You Have to Let Go of Control”

How Getinge Built a Champions Program People Actually Want to Join

In our series "Champion Insights: Leaders Share Secrets of Program Success," Bettina Palazzo speaks with Emily Mantovani, Ethics & Compliance Program Manager at Getinge and co-creator of the company's Ethics Ambassadors Program, about how a simple idea turned into a respected network that even senior leaders ask to join.

Bettina: Emily, how did the program begin?

Emily: We launched it in late 2021 with 15 mostly senior ambassadors: directors, HR leads, regional managers... At the same time, our Responsible Leadership initiative was gaining momentum, which helped us position the message well.

But the real shift came later.

Bettina: What changed?

Emily: Initially, we had to convince people to join and explain that it’s not about extra workload. It’s about being someone colleagues can trust and talk to. We never pushed for task lists or making dedicated time for this role. Measuring everything, tracking everything, turning it into a bureaucracy… that doesn’t attract or inspire anyone! People don’t engage with checklists, policies and procedures. After two years, people started coming to us. Our colleagues want in because the program had earned credibility and the role is seen as something cool and prestigious. Many of our colleagues add their Ethics Ambassador title to their e-mail signature or LinkedIn profile.

Bettina: Why do people want to join?

Emily: First of all, they take our message of business ethics and Responsible Leadership very seriously. They see a need and they want to be part of the journey and influence the company in the right direction. Second of all, we give each Ethics Ambassador the freedom to find their own style. There’s no fixed checklist. We say: define your role, and we’ll support you. Some play Responsible Leadership videos in their meetings. Others run workshops in our Responsible Leadership program. Some create local newsletters. The key is: make it yours.

Bettina: That’s not your usual top-down model.

Emily: Exactly. If you try to control ambassadors, the energy fades. But if you trust them, they bring creativity and drive you didn’t expect.

Bettina: What support do you give?

Emily: Short, practical trainings. Lots of peer exchange. We organize site visits where ambassadors host each other. Or we visited a client hospital together. That builds strong connections and strengthens the purpose of compliance. Our approach: If you believe in ethics, we’ll back you. That’s all we ask.

Bettina: How do you recognize ambassadors?

Emily: We celebrate their contribution by giving them visibility and appreciation. For example, ambassadors were invited to a special dinner with the CEO at the annual management meeting. Each one stood up and shared their personal story. That moment made a deeper impression than any slide deck or metrics on training completion could.

Bettina: Advice for others?

Emily: Let go of control. If you try to manage every part, it won’t grow. Make it voluntary. Start small even if you do not have a big team or have no budget. If it matters, people will join you.

Bettina: Final thought?

Emily: This isn’t about compliance pushing tasks. It’s about building a stronger culture because the people on the ground see what matters first. Let them lead. They’ll surprise you and take it further than you expect.

________________________________________

Want to start your own Champions Program? Or redesign an existing one?

Check out our Reflection Toolkit for Champions Program Design on our home page or join the next Champions Clubhouse session to connect with others like Emily.