Management development is a central building block for sustainable success and a future-proof corporate strategy. The ninth step in the KIROI model plays an important role in the targeted development of competences. Managers not only receive further professional training, but above all learn to further develop their role as transformative leaders and role models and to successfully master complex challenges. Leadership development supports the development and targeted expansion of individual strengths.
Understanding and shaping leadership development
Leadership development comprises various measures aimed at systematically strengthening the expertise of managers. These include formal further training, coaching and mentoring as well as practical learning experiences in everyday working life. This is precisely where KIROI Step 9 comes in, by accompanying and reflecting on the implementation of what has been learnt in specific leadership situations. This enables managers to continually adapt their skills to the requirements of their role and improve them further.
Practical examples illustrate how this approach works: During a leadership training programme at an international technology group, managers were encouraged to apply newly learnt strategies directly in the team through accompanying coaching and to discuss the effects together afterwards. A medium-sized family business also showed that the combination of a workshop and follow-up coaching sessions made it possible to build up sustainable expertise in agile leadership. Another example is provided by the automotive industry, where job rotation is combined with targeted mentoring to prepare managers for future challenges.
KIROI step 9: Practical implementation and reflection
The ninth step in the KIROI model emphasises the importance of actively transferring learning content into everyday management practice. Managers are supported in applying their new skills in real projects and systematically reflecting on the results. This reflection makes it possible to recognise strengths and development potential and to further develop the personal leadership personality.
For example, a wholesale company has established the practice of managers writing a practical report after each development module and sharing this in coaching discussions. This not only promotes self-awareness, but also stimulates inter-collegial dialogue. Another example comes from the financial sector, where managers try out specific leadership skills in virtual teams after workshops and then share their experiences with their coaches. Similarly, a medium-sized company in the healthcare sector found that structured feedback sessions after on-the-job learning make a decisive contribution to sustainable development.
BEST PRACTICE with one customer (name hidden due to NDA contract) As part of its management development programme, a manufacturing company relies on a combination of practice-oriented workshops and subsequent reflection meetings with coaches. The managers report that the targeted follow-up in particular has helped them to integrate new methods safely and react flexibly to changing requirements.
Practical tips to support the development of expertise
In order for managers to successfully utilise the ninth KIROI step, it is advisable to observe the following practical steps:
- Encourage regular reflection: Managers should be instructed to systematically document their experiences and discuss them with coaches or mentors.
- Create individual development plans: These plans support targeted learning processes and enable targeted management of skills development.
- Establish a feedback culture: Honest and constructive feedback from colleagues, employees and superiors helps you to understand and improve your own impact.
- Integrate practical challenges: Learning on the job through real projects ensures immediate application of new skills.
- Coaching or mentoring as support: personal discussions help to overcome obstacles and develop new perspectives.
For example, managers in the IT sector can use job rotation to better understand different teams and manage complex projects more effectively. In the retail sector, managers benefit from supporting their employees in change processes in a targeted manner and applying newly developed communication strategies. In the service sector, a clear feedback culture also motivates further development and promotes cohesion.
Management development as a continuous process
Leadership development does not end with a single measure, but is an ongoing process in which KIROI Step 9 forms the link between theory and practice. The effective integration of what has been learnt and the sustainable development of leadership skills are supported by close monitoring. This enables managers to react flexibly to new requirements and lead their team successfully.
A modern management development programme at a large energy supplier, for example, combines targeted coaching with practice-oriented transfer tasks. The managers report that this combination not only gives them confidence in applying new methods, but also strengthens their personal responsibility for further development. The automotive industry has also shown that systematic support from experienced coaches significantly accelerates the development of expertise. Another example is provided by a software company that combines targeted workshops with digital learning modules to provide flexible support for managers.
My analysis
Management development requires a systematic and practical concept in order to build up competences sustainably. KIROI step 9 is of great importance here because it promotes the transfer and reflection of newly acquired skills. The combination of learning and real application in everyday working life strengthens managers' ability to act and supports them in fulfilling their role responsibly and effectively. As a result, companies not only benefit from more effective management teams, but also from a constructive and future-oriented corporate culture.
Further links from the text above:
How can leadership development succeed? - Methods
Coaching methods for day-to-day management
Leadership development: Comprehensive guide
Leadership development: key methods and recommendations
Management development: trends and measures
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)