KIROI Step 8: Employee skills development for managers

Why employee skills development is crucial for managers

Employee skills development plays a central role in strengthening managers in companies. Managers are often faced with the challenge of not only achieving professional goals, but also promoting the development of their teams in a targeted manner. It is important to know methods that effectively support this development and at the same time meet the individual needs of managers. Clients often report that targeted support with KIROI coaching provides valuable impetus for shaping these processes. Skills development helps to actively shape change in the working environment and to react quickly to new requirements.

How employee competence development supports managers on a project basis

Many managers come to us with questions about employee skills development in relation to specific projects. They would like support in recognising, specifically promoting and further developing skills in the team. This is where the support comes in: it does not simply impart knowledge, but shows practical solutions and works on specific situations in the company. In this way, what has been learnt can be directly applied and reflected upon in everyday project work. This promotes sustainable change and strengthens the quality of leadership.

For example, employees' individual strengths and weaknesses can be analysed through targeted coaching sessions. This results in measures that are customised to the development of the team members. The dialogue between managers and employees also plays a role in creating scope for learning together. Clients often report that this increases motivation and performance in the team.

Examples from fields of work that benefit from employee skills development

In the technology sector, employee skills development is particularly evident in the introduction of new software solutions. Here, managers support their teams with needs-orientated training and practical coaching.

In the service sector, managers use employee competence development to systematically strengthen customer orientation and communication skills. Support in the form of role plays and case studies helps here.

In the manufacturing industry, skills development supports managers in continuously training and instructing employees in the areas of occupational safety and process optimisation.

Methods for successful employee competence development for managers

There are various methods that managers can use to shape their own employee competence development. These include coaching, mentoring, training and further education, which we will briefly explain below.

Coaching enables individualised support that addresses the specific challenges of a manager. This allows practical solutions to be developed and implemented directly in day-to-day work.

Mentoring offers long-term support in which experienced managers pass on their knowledge and experience. Reverse mentoring, which promotes an exchange on digital skills or new ways of working, is also particularly helpful.

Further training and seminars impart specific knowledge and skills, for example on topics such as change management or conflict resolution. In combination with on-site or workplace training, this enables a holistic development process.

KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)

Here, KIROI supported a manager from the IT sector over several months with individual coaching sessions that focussed specifically on analysing strengths and developing communication skills within the team. The manager received impulses to encourage more open feedback in meetings and improve team dynamics. The support enabled changes to be implemented and reflected on directly, which made a noticeable difference to the teamwork.

Practical learning and continuous skills development

Various learning formats tailored to the needs of managers are available for employee skills development. Training on the job makes it possible to implement new skills directly in everyday working life. Participants often report that this approach is particularly practical and motivating.

Planning and role-playing games also give managers the opportunity to act out leadership situations and try out different options for action. In this way, experience can be gained that can be transferred to the actual work context.

In addition, digital learning formats, such as online courses and webinars, help to flexibly build up and continuously expand knowledge. In combination with intensive support, they support the development of leadership skills in the long term.

KIROI BEST PRACTICE at ABC (name changed due to NDA contract)

A multi-stage skills development programme was implemented here, which included regular workshops and digital learning modules in addition to coaching. Managers were given ongoing impulses for self-reflection and feedback methods. This made it possible to increase employee motivation and promote team cohesion. The participants were able to gain concrete tools for their day-to-day management work.

Challenges in employee skills development and how they are supported

Managers are often faced with the difficulty of balancing different competences in the team and recognising individual learning needs. Support with methods of employee competence development can help here by providing orientation and practical solutions. Impulses help to scrutinise routines and open up new paths.

Managers also report challenges in communicating a willingness to change. It is particularly important to build trust and organise change processes transparently.

In addition to professional development, it is also important to consider the emotional side of employee skills development, for example through appreciative behaviour and recognition of achievements.

KIROI BEST PRACTICE at DEF (name changed due to NDA contract)

In a counselling project, KIROI helped a healthcare manager to develop individual learning plans for team members and at the same time strengthen trust within the team. This was achieved through targeted workshops and personal support. After several sessions, the manager was able to observe a positive change in dealing with resistance and became more confident in developing employees.

My analysis

Employee competence development is not a self-runner, but an accompanied process that strengthens managers in their role and develops teams sustainably. The combination of individual support, practical learning formats and selected methods has proven to be promising. Managers repeatedly report that the impetus they receive from external support helps them to fulfil their management tasks in a more targeted and conscious manner. KIROI coaching acts as a helpful platform on which managers can reflect on and expand their own competences without making promises of effectiveness, but with the aim of promoting development and successfully supporting projects.

Further links from the text above:

[1] Leadership development: Definition, methods & goals - Qualtrics

[4] Leadership development: Methods and concepts - Factorial

For more information and if you have any questions, please contact Contact us on the topic or read more blog posts on the topic Artificial Intelligence Blog here.