Many companies are currently facing the challenge of preparing their employees for the digital upheavals of our time. A central key to this is targeted leadership development - because leaders not only contribute to the implementation of strategies, but also shape the willingness to change throughout the entire company through their example. In this context, the development of AI skills is becoming increasingly important and shows how important systematic and sustainable measures are in the area of leadership development. Transruption coaching accompanies organisations along this path and supports them in establishing innovative, future-proof processes.
Management development as a strategic success factor
Management development is an essential building block for securing the future of companies. This is not just about traditional training and seminars, but about holistic support for the necessary learning processes. Modern concepts such as coaching, mentoring or job rotation not only promote specialist knowledge, but also social intelligence, empathy and the ability to transform[1][5]. Companies that rely on well thought-out management development establish a feedback culture and make it possible to promote potential in a targeted manner - both individually and across teams and organisations.
Many organisations report that the involvement of experienced managers as mentors or sparring partners makes a particularly valuable difference. At the same time, it is worth taking a look at reverse mentoring, where younger digital natives pass on their knowledge to experienced managers - an approach that is particularly effective when it comes to topics such as artificial intelligence[5][7]. This creates lively learning spaces that provide new impetus and actively shape digital change.
A head start through AI expertise - the benefits of the KIROI strategy in step 9
The integration of artificial intelligence presents many managers with new challenges. They not only need to acquire basic technical knowledge, but also understand how business models are changing as a result of AI. Sanjay Sauldie's KIROI strategy offers a tried-and-tested approach that systematically prepares companies for the AI transformation and focuses specifically on the development of AI expertise in step 9[6].
For managers, this means that they learn to recognise the opportunities and risks of AI, make informed decisions and prepare their team for the changes. Dealing with resistance to technological innovations is also addressed, as successful digital transformation always starts in the minds of the decision-makers[6].
Through the targeted use of needs-based learning formats - from practical workshops to dialogue in interdisciplinary teams - the necessary skills are developed and expanded. This creates a new leadership quality that not only makes the company fit for the future, but also increases its attractiveness as an employer.
Practical examples and ideas for implementation
The development of AI expertise stands and falls with clear goals and customised measures. Below you will find three practical examples that show how companies can successfully proceed with the support of transruptions coaching and break new ground together.
BEST PRACTICE with one customer (name hidden due to NDA contract) As part of a digital strategy, an international logistics company implemented a multi-stage management development programme with a focus on AI expertise. The management recognised early on that the transition to data-based processes could only succeed with tech-savvy managers. Together with transruptions-Coaching, individual development needs were first analysed. A mix of classroom training, online seminars and interdisciplinary learning groups was then established. The support provided by internal AI experts, who acted as mentors, was particularly effective. After a year, the participants were not only able to understand AI-based optimisations, but also actively implement them in their teams. Business processes became noticeably more efficient and managers reported a new openness towards innovation.
Another example comes from the financial services sector: A so-called „Digital Leaders Board“ was founded here, which meets regularly for joint reflection and knowledge sharing. The members - managers from various departments - work on practical issues relating to the use of AI, explore opportunities and jointly develop strategies to minimise risks. This creates sustainable networks that change both expertise and mindset in the long term.
In the public sector, it is also clear that promoting AI expertise often goes hand in hand with a cultural change. One municipal utility company organised a series of so-called „AI experience days“, where managers were able to experience first-hand how new technologies support processes and how they actively support their team in the change process. In addition, regular feedback sessions were established in which challenges were discussed and successes shared.
Recommendations for action and impulses for your management development
A structured approach is recommended to systematically organise the development of AI skills. The following points will help you to tackle the topic successfully and create lasting momentum:
- Identify individual and organisational development needs with the help of a thorough needs analysis[3].
- Define concrete learning objectives that encompass specialised knowledge as well as methodological competence and leadership quality.
- Choose suitable learning formats such as workshops, mentoring, coaching or job rotation to convey the content in a practical way[1][5].
- Encourage regular exchange and transfer of experience, for example in interdisciplinary working groups or digital learning spaces.
- Measure success on the basis of feedback, target achievement and the integration of new competences into everyday working life[3].
- Involve all relevant stakeholders - both internal and external - and focus on an open error culture to enable sustainable learning.
Many organisations report that the combination of traditional and agile methods is particularly effective. For example, a traditional seminar can create valuable spaces for reflection through accompanying peer coaching. At the same time, the integration of digital tools offers new opportunities to impart knowledge flexibly and from any location.
My analysis
Today more than ever, leadership development is a decisive competitive factor. Companies that make targeted investments in this area benefit from innovative, committed teams and a forward-looking corporate culture. The integration of AI expertise - for example as part of KIROI Step 9 - shows how important it is to organise learning processes in a holistic and practical way. Those who proceed with openness, courage and structure can actively shape the digital transformation and celebrate sustainable success. Transruption coaching accompanies you on this path and supports you in living real change - with passion, experience and vision.
Further links from the text above:
- Methods of management development [1]
- Measures and concepts for management development [3]
- Modern methods of leadership development [5]
- Development programme for managers - Methods [7]
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