Employee skills development is a key success factor for modern managers. The systematic promotion of skills, knowledge and behaviour within the workforce helps companies to adapt dynamically to new challenges and secure competitive advantages. The eighth step of the KIROI model for leaders focuses on the sustainable support of employee skills development.
Employee skills development as the foundation of successful leadership
In practice, managers are often faced with the challenge of optimally utilising individual potential as well as promoting collective success through targeted skills development. Methods such as job rotation, project work and on-the-job training are proven tools for this. They enable employees to expand their skills directly in the work context and apply them in a practical manner[3][9].
For example, a manufacturing company deliberately uses job rotation to systematically build up technical and social skills. In this way, an employee in quality control also learns about production processes and develops a more comprehensive understanding of processes. A software company, on the other hand, favours project work in which developers try out new technologies in interdisciplinary teams. In retail, on the other hand, regular training and coaching sessions strengthen customer communication and conflict resolution skills.
This variety of development opportunities addresses the different learning preferences and professional requirements that make up effective employee skills development in the company.
KIROI step 8: Support and sustainable promotion of employee skills development
The eighth step in the KIROI process is dedicated to the continuous monitoring of skills development. Leadership is understood here as an active process that sees development not as a one-off measure, but as an ongoing strategy. Managers provide support not only through clear target agreements, but also through regular feedback and customised coaching offers[7][11].
An energy supplier reports on how the ability to innovate was strengthened by supporting employees through feedback cultures. A logistics service provider uses external coaching sessions to prepare managers specifically for complex requirements. And in a consultancy firm, mastermind groups promote the exchange of experiences and thus contribute to the development of social and methodological skills.
These examples show how valuable it is to actively support employee skills development - this increases the sustainability of the measures and supports a corporate culture that promotes learning.
Practical tips for leaders to promote employee skills development
Leaders can support the development of their teams by implementing the following strategies:
- Carry out regular skills analyses to make current strengths and areas for development visible.
- Agree motivational development plans with employees.
- Promote on-the-job training, for example through challenging projects and job rotation.
- Establish mentoring and coaching programmes as an integral part of personnel development.
- Establish feedback and learning cultures that promote openness and continuous improvement.
For example, a medium-sized production company has reduced its staff turnover through targeted skills analyses and individual development agreements, while at the same time strengthening its innovative power. An international IT company reports that a combination of training and project work helped to introduce new technologies more quickly and securely. A bank has also achieved better leadership skills and increased employee satisfaction through systematically integrated coaching.
BEST PRACTICE with one customer (name hidden due to NDA contract) Support for employee skills development was implemented here through a comprehensive coaching programme. Managers were individually supported in order to strengthen their role as development facilitators. This combination of personal coaching and project-orientated training made a lasting contribution to improving team performance and securing key skills.
Synchronisation of strategy and employee skills development
One of the biggest challenges is to harmonise employee skills development with the corporate strategy. Managers play a crucial role in identifying the right competences that are necessary for future requirements[1][8].
For example, a healthcare provider is proactively planning further training steps that address new regulatory requirements, while a mechanical engineering company is increasingly promoting digital skills such as data analysis and automation expertise. In a start-up, particular emphasis is placed on agile methodological expertise in order to enable rapid adjustments.
The integration of competency models helps to organise development measures systematically and transparently. Leadership then also includes the task of publicising these framework conditions and creating an atmosphere that promotes learning.
My analysis
Employee competence development is not just a process step, but an ongoing companion for leaders. The eighth KIROI step emphasises the importance of sustainable and individual support. Practical methods such as coaching, feedback cultures and project-based learning not only develop professional, but also social and methodological skills. At the same time, alignment with the corporate strategy is better guaranteed. Managers who actively support this development thus ensure long-term competitiveness and create an appreciative, development-orientated working environment.
Further links from the text above:
Skills development: definition + successful examples
11 Employee development methods & benefits
Skills development: importance and methods
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