Today more than ever, leadership development is the driving force behind innovation and sustainability in companies. KIROI Step 9 makes it clear that those who do not rely on digital skills and AI-specific expertise in change processes will not be able to keep pace in the future. Many managers are therefore looking for targeted support to make themselves fit for the digital transformation, to think processes in an agile way and to optimally support their teams. Transruption coaching is a reliable companion - from analysis and concept development to sustainable implementation.
Why leadership development needs to be rethought now
The demands placed on managers are changing rapidly. While traditional methods such as coaching, mentoring and seminars are still important, AI expertise is a crucial addition to the portfolio[1][2]. Many companies are recognising this: Digital transformation requires not only technical knowledge, but also new ways of thinking in terms of employee management. Teams expect their managers to be confident when it comes to data protection, AI ethics or agile project management, for example.
For example, companies from the automotive industry report on how they offer targeted AI workshops for managers in order to promote the integration of assistance systems. One software company relies on reverse mentoring - where junior employees pass on their knowledge of tools such as ChatGPT to experienced managers. And a pharmaceutical company has organised its career development in such a way that managers gain valuable practical experience in AI-supported quality control projects.
Leadership development in practice: three success stories
1st **Industry 4.0 workshop:** In a large electrical engineering company, managers were able to gain insights into predictive maintenance through interactive AI simulations - and thus increase their decision-making competence in real-time applications.
2 **Reverse mentoring in retail:** A large supermarket chain specifically used young talents as mentors for the topic of chatbots. The participants benefited from practical tips on customer communication and process optimisation.
3 **AI Leadership Sprint:** A DAX company developed a three-month intensive programme in which managers were able to test and directly apply AI-based tools for talent management and change processes.
BEST PRACTICE with one customer (name hidden due to NDA contract)
Transruption Coaching supported an international logistics company in setting up an AI competence centre. The focus was on targeted training for managers, who developed their own use cases with external experts. In addition, an internal AI champion trained the management on ethical and legal aspects. The measures were accompanied by regular reflection workshops in which experiences from day-to-day work were analysed and best practices shared. The participants report that they are now able to manage AI projects in a more targeted manner and better address uncertainties within the team.
Methods and tools for modern leadership development
Leadership development thrives on diversity. Seminars and training courses provide theoretical foundations, while coaching and mentoring accompany individual development paths[1][3]. Job rotations offer the opportunity to familiarise yourself with different areas of the company and thus develop a holistic view of processes[2][6]. 360-degree feedback helps managers to reflect on their impact from different perspectives and to work on themselves in a targeted manner[1][4].
Digital learning platforms make it possible to flexibly integrate further training into everyday working life - this is a decisive advantage, especially for internationally active teams. Leadership programmes that focus on strategic future skills complement traditional HR development with modern content such as data literacy, ethics of AI and future skills[2].
Combined approaches: From knowledge to application
Effective leadership development combines on-the-job and off-the-job learning. In everyday working life, for example, a manager can moderate an AI-driven process analysis and share experiences directly. Workshops offer space for targeted reflection and dialogue with other managers. Interactive case studies, blended learning formats and action learning projects provide practical training in skills that are in demand in the digital age[2][6].
An example from the insurance industry: a company regularly organises hackathons at which managers work together with developers to create innovative solutions. This creates practical knowledge and a lively exchange across disciplinary boundaries.
In the healthcare sector, a hospital operator relies on AI-supported personnel development: managers learn in online courses how to optimise duty scheduling with algorithms - and then discuss in small groups how such tools can be introduced in an employee-friendly way.
Recommendations for targeted management development
Those who want to systematically drive forward management development go through various phases: The first step is a clear target group and needs analysis in order to develop customised measures[5]. The next step is to create individual development plans that address both professional and personal competences. The selection of suitable methods always depends on the specific need - a mix of classic and innovative formats proves to be particularly effective.
Transruption Coaching recommends regularly reviewing development goals and reflecting on progress in employee appraisals. In this way, measures remain close to practice and are continuously developed further. Establishing an internal network of AI champions is also worthwhile, as they act as multipliers, passing on their experience and actively supporting the transformation.
BEST PRACTICE with one customer (name hidden due to NDA contract)
A medium-sized production company from the chemical industry relies on a multi-stage programme for management development. First, the company worked with Transruption Coaching to analyse the most important topics for the future - such as the use of AI in quality control. Targeted online courses and face-to-face workshops were then developed, linking technical AI knowledge with ethical issues. The focus was on reducing uncertainty in dealing with new technologies and opening up concrete room for manoeuvre. Over the course of a year, an exchange of experiences took place in the form of an internal learning circle, in which managers worked together to develop use cases. The feedback shows that the personal exchange and close practical links had the greatest learning effect.
My analysis
Leadership development is not an end in itself, but an investment in the future viability of a company. Investing in digital skills and modern learning formats today creates the basis for innovative strength and the ability to change. The integration of AI expertise into traditional management development is not a luxury, but a necessity - and it works best when theory and practice, formal and informal formats and the exchange of experience are combined in a targeted manner.
Transruption coaching is available as a companion for these change processes and supports companies in developing customised concepts, qualifying employees and anchoring them sustainably. In this way, managers benefit from modern methods, actively shape the digital transformation and take responsibility for sustainable growth.
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Further links from the text above:
Methods of leadership development - Forum Verlag
Comprehensive guide to leadership development - Haufe Akademie
Concepts and methods of leadership development - Factorial
Objectives, approach and methods - Crossgo
Practical tips and methods - Masterplan
Concept & Methods - Clevis Consult
Methods and definitions - Haufe
Definition, methods & goals - Markus Czerner
Deutsch 
English (UK)