Skills development as the key to successful leadership
Skills development is an essential challenge for managers. They are often faced with the task of recognising different skills and strengths in the team and promoting them in a targeted manner. It is not uncommon for managers to be asked how they can recognise individual learning needs and how they can support the development process in a meaningful way. A structured approach helps to provide the right impetus step by step and strengthen employees in their personal and professional development.
Individual support as the basis for skills development
One proven way to develop skills is through individual support, such as coaching. Coaching creates space to specifically address the specific challenges faced by managers. It helps to analyse strengths and discover development potential. This results in practices that can be implemented directly in everyday life. For example, managers use coaching to promote open feedback within the team or to improve their communication skills. Mentoring, especially reverse mentoring, also supports the exchange of new ways of working and technological skills that are relevant for the future.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) In one case, KIROI supported a manager from the IT sector for several months through coaching sessions. The focus was on analysing strengths and deepening communication skills within the team. The manager provided impetus for more open feedback in meetings and thus strengthened the team dynamics in the long term. Thanks to the continuous support, changes could be directly tested and reflected upon, which noticeably improved cohesion and cooperation.
A variety of methods for successful skills development
In addition to coaching and mentoring, training and further education complement the development process. They offer structured knowledge on important topics such as change management or conflict resolution. Face-to-face training in the workplace or online formats create practical learning opportunities that appeal to different learning styles. Business games and case studies also promote experience-orientated learning and help to master challenges in a realistic way.
Another building block is peer groups in which managers can exchange ideas as equals. There, they define standards of behaviour and receive valuable feedback from like-minded people. This variety of methods enables individual development plans to be tailored to the specific needs of managers and their teams.
Peer coaching as a modern approach
The trend towards peer coaching is becoming increasingly important. Managers learn from each other in small groups and develop solutions for their daily challenges together. This approach promotes the ability to reflect and exchange ideas at eye level. Exchange and feedback strengthen self-awareness and help to adopt new perspectives. This contributes to managers reporting more frequently that their ability to act in complex situations has improved.
Skills development in the context of digital transformation
The digital transformation requires specific AI and technology skills. Managers have a role to play here in enabling employees to acquire these new skills and act as AI experts. This can be achieved through tailored development programmes that address individual needs and offer practical learning content. Managers support the process by providing impetus and promoting the exchange of experience.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) Support from KIROI helped a manager from a technology-orientated company to set up a structured AI skills development concept. The focus was on developing employees' technological skills in a targeted manner and communicating the change transparently. This enabled the manager to prepare the team for future requirements step by step and with confidence.
How managers successfully organise skills development
In order to successfully support skills development, it is advisable to start with a well-founded needs analysis. This includes tools such as 360-degree feedback or individual discussions to identify development gaps. Based on these findings, specific goals are formulated and a diverse mix of methods is put together. This includes individual coaching, targeted training, workshops and dialogue in peer groups.
Regular reflection and adjustments are important to keep the process on track. Managers often report that continuous support and open dialogue are crucial for sustainable success. Skills development is not seen as a one-off project, but as an ongoing process that adapts flexibly to the respective requirements.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) A manager from the healthcare sector opted for a multi-stage development plan: From analyses to workshops and peer coaching sessions, KIROI accompanied the process. This enabled individual competences to be systematically promoted and team performance to be improved at the same time. The manager reported back that it was the combination of different methods and the continuous support that brought the greatest added value.
My analysis
Skills development is a multi-layered, dynamic process that requires careful and individualised support. Managers should utilise various methods in order to take the different needs of their employees into account in the best possible way. The combination of coaching, mentoring, training and peer learning not only promotes individual skills, but also team dynamics and adaptability in changing working environments. KIROI offers valuable support here through practice-orientated guidance that provides impetus and closely accompanies managers on their development path.
Further links from the text above:
[1] KIROI Step 8: Employee skills development for managers
[2] Skills development as a supplement to professional aptitude
[7] KIROI Step 8: How to develop your employees into the AI experts of the future
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