Today more than ever, leadership development is a key success factor for companies - this is evident every day in your enquiries when you want to make your management teams fit for complex challenges. As part of KIROI Step 9, we would like to use this article to show you how you can rethink your leadership development and tailor it to current needs.
Why traditional methods of leadership development are no longer sufficient
Many companies continue to rely on traditional seminars or one-off workshops. These formats often provide impetus, but are not enough to sustainably develop a leadership personality. Clients often come to us with the concern that the knowledge they have learnt has little impact on everyday life and the intended changes quickly fade away.
A practical example: A medium-sized service provider has organised numerous training courses on the topic of employee management. The feedback was initially positive, but the desired change in behaviour did not materialise because the content did not address specific situations within the company.
Clients also report that isolated training sessions leave too little room for reflection. This often results in a lack of sustainability, which is necessary for real further development of leadership skills.
Another example: In a manufacturing company, management development was supported by a comprehensive seminar programme. However, after just a few weeks, the commitment of many managers had diminished because implementation in day-to-day business was neglected and there were no clear points of reference for practical application.
Innovative approaches to leadership development
Modern approaches to leadership development rely on a combination of different methods - this is how learning unfolds its greatest impact. These include on-the-job measures such as job rotation, coaching and mentoring as well as off-the-job offerings such as leadership programmes or digital formats[1][3].
Coaching and mentoring are established in many companies, but their potential is often underestimated. They not only enable individual learning, but also strengthen managers' ability to reflect. Transruption coaching accompanies precisely such processes: It supports the implementation of concrete changes in day-to-day work and constantly provides new impetus.
One example: an international company has supplemented its management development programme with targeted 360-degree feedback. Managers thus receive regular feedback from their environment and can work on their development in a targeted manner - the feedback comes not only from the top, but also from the team and from other areas[2].
Another practical example: So-called cross-functional projects were used in a technology-orientated company. This enabled managers from different departments to work together on real challenges and gain new perspectives in the process - as recommended by action learning approaches[1].
Leadership development in the digital transformation
Digitalisation is also changing the demands placed on managers. If you want to rethink leadership development, you need to integrate digital tools and platforms. Online courses, simulations and peer-learning formats are indispensable today because they enable flexibility and individualised pacing[4].
One example: A large retail group regularly offers digital learning modules. The managers themselves decide the timing and pace of their further training - this makes the learning success more sustainable because the content can be applied directly.
Reverse mentoring is also an exciting model: young employees support experienced managers in digital topics and thus provide valuable impetus for development. In this way, both sides learn from each other and benefit equally[7].
Peer coaching has also proved its worth. In small groups, managers discuss current issues, reflect on their behaviour and develop solutions together. This creates trust, promotes networking and supports personal development[8].
Example from the HR area: Personalisation of management development
More and more companies are opting for tailor-made programmes. The needs analysis is the first step in identifying the strengths and development areas of each manager. This allows management development to be managed efficiently and customised[5].
An example from logistics: following a comprehensive employee survey, targeted training modules were developed to strengthen leadership skills in dealing with hybrid teams. The participants received specific recommendations for action that could be implemented immediately in their day-to-day work.
Another approach is the use of simulation platforms. Managers can test their decisions in virtual scenarios without real processes in the company being affected - this creates a safe learning environment and promotes practical learning[4].
My analysis
Management development is a key component of a company's success. Those who take an innovative and individualised approach here create the basis for agile, future-proof teams. The combination of different methods, clear objectives and regular feedback are crucial for the sustainable development of managers.
Leadership development should not be seen as a one-off measure, but as a continuous process that is orientated towards the needs of the company and its managers. Transruption coaching stands for precisely this approach: we actively support you in leadership development projects and ensure that changes are permanently anchored in the organisation.
Further links from the text above:
How can leadership development succeed? - Methods, ...
Leadership development: Comprehensive guide
Leadership development: methods and concepts
Management development: 6 Central methods
Management development: trends and measures
Leadership development - Concept Methods Definition
Trends in management development
Leadership development: The best methods
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