Leadership development is a key building block for sustainable corporate success. Many organisations today rely on targeted programmes to strengthen their managers and make them fit for the challenges of the future. A structured approach that takes individual needs into account while keeping the company's goals in mind is particularly important. In this article, we look at how leadership development can be organised in a targeted manner and which methods have proven their worth.
Leadership development: methods and approaches
Companies use various methods for management development. These include seminars, workshops and individual coaching sessions. These measures impart both professional and social skills. Many companies also use rotation programmes in which managers get to know different departments. This creates a broader understanding of operational processes.
Another approach is mentoring. Here, experienced managers exchange ideas with younger colleagues. They provide valuable tips and support with career development. Feedback meetings are also an important part of management development. They help to recognise strengths and identify areas for development.
Practical examples show that companies such as Siemens and Bosch regularly offer internal training programmes. Google and IBM also rely on coaching and mentoring to develop their managers. Lufthansa uses action learning, in which managers work in groups on real projects and thus apply their skills directly.
Leadership development: practice-orientated approaches
Coaching and mentoring
Coaching and mentoring are proven methods in management development. A coach supports the manager in developing specific competences and mastering challenges. Mentoring, on the other hand, offers the opportunity to learn from experienced colleagues. Both approaches promote personal and professional development.
Various methods are used in coaching, such as personality analyses, 360-degree feedback and self-reflection exercises. These help to paint a comprehensive picture of individual skills and areas for development. The results serve as the basis for customised development plans.
Example: A medium-sized company organises regular coaching sessions for its managers. The participants report a significant improvement in their communication and conflict resolution skills.
Seminars and workshops
Seminars and workshops are structured training programmes aimed at imparting leadership skills. They can include internal training programmes, external seminars or online courses. Topics range from strategic controlling to conflict resolution and team leadership.
Example: A large corporation offers several internal management workshops every year. Participants learn how to lead and motivate their teams more effectively. The workshops are practice-orientated and offer many opportunities for interaction.
Job rotation and practice-orientated learning
Job rotation enables managers to familiarise themselves with different departments. This creates a broader understanding of operational processes and interrelationships. Practice-orientated learning, such as group work or temporary projects, promotes the application of management skills under real-life conditions.
Example: A company runs a rotation programme for junior managers. The participants move to a different department every six months. They report a significant increase in knowledge and better networking within the company.
Leadership development: success factors
Several factors are decisive for successful management development. These include a well-founded analysis of the current situation, the identification of development goals and the selection of suitable measures. Regular feedback meetings and the evaluation of measures are also important.
Example: A company carries out an annual potential analysis. The results serve as the basis for individual development plans. Managers receive regular feedback and can track their progress.
Another success factor is the integration of management development into the corporate strategy. This is the only way to ensure that the measures have a long-term effect and support the company's goals.
My analysis
Management development is a continuous process that takes individual needs and company goals into account. By using various methods such as coaching, mentoring, seminars and job rotation, managers can be supported in a targeted manner. Practice-orientated approaches and regular feedback are crucial for sustainable success. Companies that rely on structured management development strengthen their managers and ensure their competitiveness.
Further links from the text above:
Management development methods at Randstad
Management coaching at Element Führung
Management development at Forum Verlag
Leadership development: The best methods at Softgarden
Leadership development at Rainmaker Society
Leadership development: 6 key methods at Kakoii
Management development at Markus Czerner
6 decisive methods of team leadership at FranklinCovey
Leadership development: trends and measures at Brainershub
Team leadership methods explained at Younited
Leadership development: Methods & practical tips at Masterplan
The 5 most important competences of a manager at Targetter
Leadership development: Definition, methods & goals at HRworks
Leadership development: The guide for HR at Personio
Management development - Definition at Gabler Wirtschaftslexikon
Leadership development: Comprehensive guide from Haufe Akademie
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