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Don’t follow where the path may lead. Go instead where there is no path and leave a trail.

 

– Ralph Waldo Emerson

Leadership Development

Leadership Pipeline:

Leading Yourself

Only those who can organise and lead themselves well can also lead others. Therefore, we provide your leadership talents with a very comprehensive understanding of their individual mindset, strengths, and challenges. They learn to better understand their own actions and reactions, e.g.: When do I react emotionally, what gives me energy and what motivates me? This understanding forms the basis and is an essential success factor for their future leadership behaviour.

New in leadership

For many, the step from an employee into a leadership role is one of the most challenging career steps in life. As an employee the focus used to be on professional competence, now soft skills become increasingly important.

Often, this development begins even before signing the new contract. In specially designed “fit for tomorrow” programmes, we prepare future leaders today for these challenges by creating an environment in which employees can experience first leadership situations.

Leading people & teams

The first leadership responsibility is essentially characterised by individual leadership situations and small teams. The focus of training for this target group are classical operational leadership skills, such as conducting employee appraisals, giving feedback, resolving conflicts, leading teams, but also finding the right balance between empowerment, feedback, and challenge – and this in a more and more hybrid and digital environment.

Leading leaders

Managing entire departments as well as being responsible for implementing all operational measures — that is the central leadership challenge for these experienced leaders. They must ensure that each of their leaders takes responsibility for his or her entire work area and implements the operational goals. It’s about how you motivate your leaders to implement the company’s vision, goals, strategies, and values and creating a leadership-oriented culture.

Leading in agile structures

Our world is becoming increasingly complex (VUCA) and requires adapting quickly to new situations. Thanks to agile leadership methods, your business adapts faster to changes – a real competitive advantage. This applies to individuals and teams working together outside the classical organisational structure, such as in project or matrix-oriented organisations. To collaborate effectively without disciplinary responsibilities, we will support you not only by developing the skills, but also an agile mindset.

Leading in hybrid or virtual environments

The days of sitting face to face at a desk to work together are over, the future of leading is hybrid. Through digital collaboration tools like Teams, Zoom, and others, people, and teams all over the world work together virtually. However, this requires special leadership skills and a higher degree of emotional intelligence and empathy to create social closeness in a virtual context as well. Our Blended Leading® approach gives you exactly the skills you need to succeed as a leader in a digital context – get ready for leading digitally augmented and working in virtual environments.

Leading the business

Business unit managers have the task of translating the theoretically developed strategies into operational measures. They are typically responsible for their own business units or foreign subsidiaries, actively develop their own culture and initiate necessary change processes. We support you with the necessary strategic competences as well as with the tools for implementation.

Leadership and HRD at its best!

Only leadership ensures business success

Good leadership can be mastered by anyone who has the potential, has a general interest in people and is willing to learn.

Successful behaviour of an employee or leader is a function of the individual personality and environment in which the person acts. Even if the personality is mostly relative constant, changes in the environment always cause changes in behaviour.

Therefore for us leadership means creating an environment, that people are willing and able to perform at their best.

In our tailor-made measures, managers develop competencies that are critical for leadership success in a real business context. They reflect on their own personality and mindset, that of their employees and the corporate environment and culture. Based upon this, they develop key leadership competencies and learn how the actively create a motivating and performance-oriented culture.

This understanding of leadership forms our basis to transform your development goals into effective and state of the art development programmes – face to face, purely online or blended.

  • Attitudes
  • Values
  • Personal vision
  • Character
  • Talents

Reflect personality

  • Where are the strengths, where are the challenges of the leader?
  • How does he or she bring his or her strengths to bear?
  • Which values and attitudes influence the behaviour of the leader?
  • Market/customers
  • Competition
  • Mission/vision
  • Values/culture
  • Strategy
  • Organisation
  • Processes

Shape environment

  • How is the market and the organisational context changing?
  • What does this mean for leadership?
  • What do you expect from your leaders (guidelines)?
  • How do leaders shape the environment individually and situationally so that it is conducive to performance?
  • Knowledge
  • Skills
  • Experience

Develop competences

  • Which competencies are the critical success drivers for the company?
  • How are the competencies of successful employees trained?
  • In what form do managers receive behavioural feedback?
  • How do you measure success?
Our Approach

One of the biggest challenges in modern leadership development is the transfer of knowledge from theory into practice. Everything that was logical and comprehensible in theory often loses its meaning in practice because no real situation is identical to the examples taught.

Implementing an effective development programme for your leaders requires more than “just training”. A seminar room or an online training are artificially created working environments that initially have nothing to do with the reality of work. Therefore, we design our concepts in such a way that it has a high practical relevance for the respective target group.

Already in the design phase we ask ourselves “How can we create an environment, that leaders cannot else, then perform in the best possible way?” Creating a development oriented “forced experience” is one of the success factors to do so.

The role of managers differs vastly, depending on the company, level, and area of responsibility. So, we refrain from putting the same manual on every manager’s desk. Your leaders need different development strategies tailored to their role and responsibilities.

To do so, we take the following factors among others into account:

What are the required leadership competencies for your target group?

Which competencies are needed to be successful as a leader in future?

How do you define successful leadership?

What would you like to be different after the programme?

Sustainably successful companies ensure their next generation of leaders by constantly developing talents at all levels of the organisation, the so-called bench-strength. They know that this bench-strength will guarantee economic survival in difficult situations.

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