Leadership development is becoming increasingly important in today's organisations, as the demands on leadership and collaboration are changing rapidly. KIROI Step 9 clearly shows that leadership development needs to be rethought in order to meet the dynamic challenges. This approach provides impetus to effectively support managers and strengthen their competences in the long term.
Management development: modern challenges and new perspectives
Leadership development now encompasses far more than traditional seminars or training sessions. Many companies report that theoretical knowledge alone is not enough to achieve sustainable changes in leadership behaviour. Instead, support is provided by accompanying measures that promote practical application in everyday life and initiate personal development processes in a targeted manner.
For example, industrial companies are finding that managing employees in hybrid working environments requires new skills. Managers are called upon to successfully organise communication and motivation via digital channels. A manufacturing company has therefore designed a programme with a mix of online seminars, mentoring and practical tasks to provide managers with targeted support in meeting this challenge.
Similarly, customers from the service sector report that the topic of emotional intelligence is becoming increasingly important. Individual coaching sessions support managers in developing empathetic leadership styles and overcoming difficult conflict situations constructively.
Another example is an IT company that implemented a comprehensive management development programme in which job rotation was used to give divisional managers a more comprehensive understanding of the various technical and organisational contexts. This experience significantly promoted cross-divisional collaboration.
KIROI step 9: Understanding leadership development as an integral process
KIROI does not see management development as a one-off measure, but as a continuous process that is customised to the individual needs of the manager. Methods such as coaching, mentoring and practical learning play a central role in this. This combination supports reflective self-management as well as the implementation of new management approaches in everyday working life.
BEST PRACTICE with a client (name withheld due to NDA agreement): As part of a multi-stage programme, transruptions-Coaching supported the managers of a medium-sized company with individually tailored coaching sessions, practical tasks and peer-to-peer exchanges. This led to a significant improvement in conflict resolution skills and greater self-confidence when making difficult decisions.
The targeted involvement of managers in the change process promotes motivation and ensures the sustainability of the development measures. The support focuses on the so-called mindset change, i.e. the change in attitudes and behaviour, and on the implementation of new behavioural patterns in day-to-day management.
Practical methods for leadership development
Sustainable management development utilises various proven methods that can be flexibly combined:
- Coaching: Individual counselling supports managers in their personal and professional development and encourages them to reflect on their own leadership skills.
- Mentoring: Experienced managers pass on their knowledge and act as sparring partners. Innovation-orientated companies are increasingly relying on reverse mentoring, which also allows younger employees to support managers in digital topics.
- On-the-job learning: Developing leadership skills directly in the work process through job rotation, challenging projects or peer learning combines theory with practice.
- Seminars and workshops: These formats create focus and spaces for reflection in which new leadership topics can be dealt with in greater depth.
- 360-degree feedback: Systematic feedback from colleagues, employees and superiors provides managers with valuable perspectives for further development.
BEST PRACTICE at a client (name withheld due to NDA agreement): A large financial company implemented a management programme with regular 360-degree feedback combined with practical workshops. Participants reported a better understanding of their own impact and improved communication skills within the team.
BEST PRACTICE at a client (name withheld due to NDA agreement): Mentoring relationships were established in a technology-based start-up that specifically supported the young management level in the development of agile leadership styles. The support provided by transruptions coaching contributed significantly to increased team satisfaction and a more agile corporate culture.
Important impetus for sustainable development
For successful leadership development, it is crucial to tailor the learning content to the individual's level of maturity and to create a balance between knowledge expansion, self-reflection and practical exercises. Managers need space for an open dialogue with their own challenges.
It has also been shown that long-term programmes with continuous support achieve significantly better results than short-term individual measures. The integration of transruption coaching as an accompanying measure offers valuable support in implementing and consolidating what has been learnt.
My analysis
Today, management development must be rethought in order to meet the diverse requirements of modern working environments. The focus is increasingly on practical, individualised and sustainable development processes. The combination of coaching, mentoring, on-the-job learning and feedback creates effective impulses. transruptions coaching can effectively accompany managers on their development path and help them to fulfil leadership roles confidently and reflectively. This effectively supports leadership in terms of collaboration and change.
Further links from the text above:
How can leadership development succeed? - Methods, concepts and more
Putting leadership development into practice - change journey and methods
Management development methods: on and off the job
Measures and concepts of modern management development
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