Leadership development is a central component of modern HR strategies. KIROI Step 9 shows how management development can be rethought in order to meet current and future challenges. Companies benefit if they organise this process systematically and support it with customised methods.
Management development: more than just further training
Leadership development means much more than traditional seminars or one-off coaching sessions. It involves long-term support that takes into account all levels of an organisation and is tailored to the requirements of the respective industry. Companies such as Siemens integrate hybrid learning models that combine face-to-face events with digital platforms. This prepares managers for managing change processes and innovations in their environment[2].
Development programmes in the automotive industry also rely on a combination of mentoring, training and 360-degree feedback to strengthen managers in their social and professional skills[6]. Another important aspect is the integration of leadership culture into everyday life: managers should not only acquire knowledge, but also develop their mindset in order to anchor the new leadership principles in the long term[10].
Practical formats for sustainable leadership development
In KIROI Step 9, a variety of formats are recommended in order to implement leadership development effectively and in line with the times. Workshop series offer space for exchange and reflection. Digital learning modules enable time and location-independent learning. Individual coaching supports the implementation of new skills in everyday life. Simulations and regular feedback loops have proven to be particularly effective in creating practical confidence[3].
For example, managers in the energy industry are supported in better understanding and actively shaping digital control systems. This promotes dialogue with technical experts and creates trust in complex change processes[3]. In the financial sector, on the other hand, the focus is often on developing ethical AI skills so that managers can make responsible and confident AI-supported decisions[5].
Some companies also rely on innovative formats such as peer coaching or interactive learning paths. These not only strengthen professional expertise, but also promote emotional intelligence and social skills, which are becoming increasingly important for leadership success[6].
Examples of management development from various industries
BEST PRACTICE with one customer (name hidden due to NDA contract) An international energy company implemented a management development programme in which AI skills were specifically trained. Practical coaching sessions enabled managers to expand their technological skills and create an innovation-friendly working environment.
In the logistics industry, managers use development programmes to effectively use AI-supported tools for resource planning. This leads to optimised processes and cost reductions[5].
A renowned automotive company has established a trainee programme that systematically prepares managers for higher management positions. Individual development plans are implemented and continuous feedback cycles are used to ensure learning progress[8].
Action tips for modern management development
In order for management development to have a lasting effect, a precise needs analysis is the central starting point. This should take into account not only professional qualifications, but also personal development. Companies should encourage managers to actively try out new things and see their own mistakes as learning opportunities[1].
The integration of mentoring programmes provides particularly valuable impetus. Experienced leaders pass on their knowledge and at the same time create networks that strengthen the corporate culture[2][6]. A balanced mix of different learning and development formats is also recommended, which is orientated towards the needs of individual managers. This includes blended learning approaches, classroom training and digital learning modules[2][10].
Regular feedback meetings, for example in the form of 360-degree feedback, provide important information on personal strengths and areas for development. This helps managers to work on themselves in a targeted manner and continuously improve their performance[6].
Management development as a continuous development process
KIROI step 9 makes it clear that management development must be seen as a dynamic process. Changes in markets, technologies and organisations make it necessary to regularly adapt the programmes. This is the only way to ensure that managers are always optimally prepared for their role and can act effectively[10].
The future demands a high degree of flexibility and willingness to learn from managers. Leadership development programmes help to promote these skills and develop the potential of managers in the best possible way. This creates better conditions for successful corporate development across all frameworks.
My analysis
The reorganisation of management development in line with KIROI Step 9 shows how important holistic and practical support is. Companies benefit from tailor-made programmes that integrate technical, social and strategic skills. As a result, managers are better equipped to steer their teams through complex change processes. The consistent combination of theory and practice is a key success factor here.
Further links from the text above:
Leadership development: The guide for HR - Personio
Practical examples of successful leadership development - Bridge IMP
KIROI Step 9: Leadership development for future competence
Leadership development - definition, goals & examples
KIROI Step 9: Leadership development for AI expertise
6 examples of management development - easyfeedback
Examples of good practice - Labour science
Vertical leadership development - CCL PDF
Effective leadership: 5 examples of good leadership
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