• Classic Ferraris have always been my passion. Now they're my retirement fund.
• The backlash to Ferrari's new EV, the Luce, shows how passionate its fans are.
• It has driven up the value of my classic Ferrari collection.

I love the Ferrari Luce. Not because I'm a Ferrari fan or want to buy one, but because it's made me richer.

Since the Luce was unveiled earlier this week, a storm has raged across the internet. It's clear there's no brand in the world that's as much a religion, and no product that's worshipped as passionately, as a Ferrari. Even, and especially, by people who'll never be able to afford one.

Why does that make me richer? Because classic Ferraris have become even more attractive and valuable. Classic Ferraris have always been my passion. Now they're becoming my retirement fund.

A love for the classics

I've been driving Ferraris for 25 years. As a child from a modest background, I bought my first Ferrari with my first severance pay. It was a fiery red Ferrari 328 GTB, and although the car was pretty mediocre, the whole thing seemed like an incredible adventure to me — the kid from a rough neighborhood — in a car with that prancing horse on the steering wheel.

Twenty-five years later, there are four black Ferraris in my garage, and there is hardly anything in my life — aside from my sons — that brings me such joy as these useless but magnificent sports cars. In their restless irrationality, they shake every cell of my otherwise rational and rigorous life.

Enzo Ferrari once said that with Ferrari, you're really just buying the engine — and getting the rest of the car for free. That has always been the brand's Archimedean point. And perhaps that is precisely what explains the confusion surrounding the new electric Ferrari Luce.

A dislike of the new

An electric car has, at first glance, nothing to do with the heroism of the old Lampredi or Colombo engines. It no longer possesses fascinating mechanics, no vibrating heart of metal. It rather resembles a digital device on wheels. The moral significance of modern mobility simply looks like the Luce. The heroization of mobility, on the other hand, looks like a Challenge Stradale, an F40, or a 250 GTO.

How much Ferrari is a brand close to people's hearts is evident in the fierce reactions of those who may never own one yet still feel a deep emotional connection to it. For them, it is not reality that is crumbling, but a myth. There are few brands worldwide that evoke such quasi-religious reactions.

Ferrari's concept has always been to translate the brutal and the raw into the most elegant and sophisticated aesthetics imaginable and bring them into the present. The Luce, on the other hand, employs a form of mimicry that borders on the childish.

In places, the car is reminiscent of a Flintstones car or those Playmobil vehicles with which children embark on their first imaginary highway rides through the sandbox. Of course, both CEO Benedetto Vigna and Chairman of the Supervisory Board John Elkann were likely aware of the potential for sacrilege inherent in such a design.

With Marc Newson and Jony Ive, Ferrari brought in two designers from the digital world. They didn't want to hide the electric innards behind nostalgic forms. On the contrary, they built, in a sense, an anti-Ferrari. The logo is no longer proudly displayed, but almost demonstratively embossed. A clever, almost philosophical punchline.

The Luce seems almost deliberately alien in places, almost like an object without geographical origin, without cultural memory. While older Ferraris looked as if they belonged on country roads around Lake Como or among the curves of southern French coastal roads, the Luce seems to come from the abstract space of the digital present — from a world that is everywhere and nowhere at the same time.

That "everywhere and nowhere" nature of digital space is coolly acknowledged and consistently implemented in this car. While the old entrepreneurs were still heroes of an analog industrial age — men who, even after work, would take breakneck drives in their Ferraris (and I still very much enjoy doing so) — today's digital founders and multimillionaires often define their worldview precisely in contrast to this old-school entrepreneurship. It is a car for emotionally detached intellectuals with no need for compensatory status symbols.

The memes about the Luce ultimately show one thing above all: How emotionally charged this brand remains to this day. Everyone loves Ferrari. The Luce seems to violate the realm of dreams and desires.

The value of the classics

Perhaps the Luce will go down in Ferrari history as its boldest gamble. Or perhaps as a spectacular dead end. The only certainty is this: Ferrari has decided to attempt this transformation not cautiously, but radically. And in that alone lies a remnant of that old Ferrari megalomania that has always made this brand so fascinating.

The Luce is, at the same time, a car of radical anti-distinction. Precisely because it looks like a Nissan, it makes itself small, almost inconspicuous — even though highly valuable technology is hidden beneath its exterior: a powertrain concept with over 1,000 horsepower, designed to accelerate the Luce to up to 310 km/h on the highway.

Who cares, though? Somebody recently called and offered me a lot of money for my black Testarossa. He saw the video of my triumphant ride the day after the Luce presentation.

"I don't sell," I replied. I never will. I'm the guardian angel of Enzo Ferrari's spirit.

Ulf Poschardt is the publisher of WELT, POLITICO Germany, and Business Insider Germany.

This story is courtesy of the Axel Springer Global Reporters Network, which harnesses the resources of the company's newsrooms to publish ambitious scoops, investigations, interviews, opinion pieces, and analysis. It allows journalists — including those from POLITICO, Business Insider, WELT, BILD, Onet and Fakt — to collaborate on major stories for an international audience of hundreds of millions across platforms.

• Career growth depends on building a network rather than relying solely on your manager's support.
• Career coach Andrea Wasserman encourages forming cross-functional relationships to enhance visibility.
• Office "influencers" shape outcomes without formal authority, making them key allies for career progress.

Many corporate professionals believe their career trajectory hinges on one person: their boss. They think: If my manager advocates for me, I'll get promoted. If not, I'm stuck.

That's a misconception because promotions rarely come from a single champion — they come from a web of relationships. These include people who shape the perception of others, pressure-test your thinking, influence decision-makers, and speak about you when you're not in the room.

If you want your career trajectory to soar this year, you should be refining your relationship strategy, starting with these five categories of people.

1. The cross-functional partner who depends on you

High performers often invest in building deep credibility within their own team and spend significant time thinking about how to impress senior leaders, but neglect peers in adjacent functional areas. This limits visibility.

I once worked with a retail marketing director who consistently exceeded her revenue targets. She assumed that would be enough for promotion, but when senior executives evaluated her readiness for a broader role, they asked, "How does she lead cross-functionally?" Her merchandising partner on another team described her as territorial and protective. This stalled her progression.

She rebuilt the relationship by scheduling monthly alignment meetings with merchandising and supply chain, asking about their margin pressures, and proactively adjusting campaign timing to reduce markdown risk. Within two quarters, her boss told her those partners started advocating for her "one company" mindset.

Cross-functional relationships create leverage because they expand who experiences your leadership. Your reputation can't grow within your silo.

2. The culture carrier

Every organization has culture carriers who are respected insiders without an HR title or the formal authority to lead culture, who set an example of acceptable norms and embody how decisions actually get made. They may not have the biggest titles, but they have credibility and context.

When a newly promoted vice president entered a financial services firm, I saw him struggle in executive meetings. His ideas were strong, but they didn't land. He later realized he was presenting a detailed analysis in a culture that valued decisive framing.

He built a relationship with a longtime chief of staff who was widely respected but rarely in the spotlight. She helped him understand the company's "operating language," which is how leaders structure arguments, how disagreement is expressed, and what signals executive readiness.

Within months, his presence shifted. He wasn't more competent than before, but he was better prepared to show up appropriately. It's critical to understand the unwritten rules so you can move inside them with greater ease.

3. The influencer without formal authority

There's often someone who shapes outcomes without owning the final vote. It may be a product manager, a program lead who briefs the executive team, or a person who controls the data that frames strategic decisions. These influencers control how far your work goes and what people think of it.

A senior operations leader once told me she was invisible in the prep work for big meetings, even though she felt she had valuable contributions to make. Instead of chasing her boss and pleading for airtime, she focused on the strategy lead, who oversaw the synthesis of updates and recommendations from various functional areas. She began sending structured summaries — three risks, three opportunities, and one recommendation — to that person ahead of key meetings. Within weeks, her language began appearing verbatim in board decks.

Rather than demanding visibility, she became indispensable to someone who already had a seat at the table. While it's tempting to chase senior leaders, don't overlook the people who shape what those leaders see.

4. The truth-teller

Feedback can be hard to get. Your boss may soften it, peers may avoid it, and direct reports may filter it, but without it, your growth will stall. You need one person who will tell you the hard truths before they cost you credibility.

A high-potential director once asked a peer she trusted, "What's one thing I do that might be hurting how I'm perceived?" The answer she got made her uncomfortable: "You over-explain when you're presenting, and it makes you sound defensive." In executive settings, brevity signals confidence, but her error never came up in a performance review.

She began practicing tighter framing. Within months, leaders described her as more decisive and executive. The issue wasn't competence — she was simply unaware of a change she needed to make.

5. The sponsor — but built through exposure, not "pick your brain" requests

Senior sponsorship doesn't start with a formal ask for mentorship or coffee dates. It happens through consistent exposure to your work and your thinking behind it.

One client assumed his boss's boss would naturally champion him, having heard through the grapevine about his analytical rigor. He delivered strong results but only showed the output, not the problem-solving process. I coached him to shift his approach and, instead of presenting only one conclusion, bring structured options: "Here are three paths, here's the tradeoff, and here's my recommendation."

The goal is to have someone who references your strategic ability in executive meetings, so you become known as "already operating at the next level."

Next steps

If you're new to your organization, introverted, or stretched thin, prioritizing several relationships may feel overwhelming. It doesn't have to be.

Start with two relationships this quarter. Replace one transactional update with a strategic conversation. Ask one person for candid feedback. Offer one cross-functional assist that wasn't required. In a hybrid work environment, it's ideal to schedule these conversations for in-person days, but it's better to make them happen remotely than not at all.

If you focus only on impressing your boss, you narrow your sphere of influence. By building these five relationships, you expand your reach. This road map will ensure that enough of the right people experience your capabilities.