Leadership development is a key building block for sustainable corporate success. It supports managers in expanding their skills in a targeted manner and mastering challenges in their day-to-day work more confidently. Many organisations rely on individual development plans to specifically promote strengths and work on areas for development. Skills development plays a key role here, as it enables holistic further development on a personal, social and professional level.
Leadership development: methods and approaches
Today, management development usually takes place through a mix of formal and informal learning formats. Seminars and training courses impart knowledge on topics such as communication, conflict management and strategic thinking. At the same time, coaching and mentoring are becoming increasingly important because they take individual needs into account and enable targeted reflection.
A practical example: In a large industrial company, managers are regularly trained in interactive workshops. The content ranges from team building to agile methods. At the same time, they receive individual coaching to work on personal development areas. The result is a holistic approach that promotes both knowledge and personal reflection.
Another example: Job rotation is used in a medium-sized service company. Managers move to other departments for a few months in order to gain a broader view of business processes. This promotes an understanding of different perspectives and strengthens the ability to think in an interdisciplinary way.
A third example: E-learning platforms are used in an international group to train managers flexibly and from any location. The modules cover topics such as digital leadership, intercultural communication and change management. Participants can continue their training individually and apply their skills in everyday life at the same time.
Leadership development: building competences in practice
Strengthen social skills
Social skills are a central component of management development. It includes skills such as empathy, conflict management and team building. Many companies use role plays and group exercises to promote these skills.
An example: In a conflict resolution workshop, managers work in small groups on real-life case studies. They learn how to deal with conflicts constructively and find solutions that are acceptable to everyone involved.
Another example: In a mentoring programme, managers regularly exchange ideas with experienced colleagues. They receive feedback on their management style and learn to communicate in a more empathetic and appreciative way.
A third example: In a team building event, managers are put into different roles. They experience what it feels like to be part of a team and learn to better understand the needs of their employees.
Deepen technical expertise
Expertise is the basis for successful leadership. It includes knowledge of topics such as strategic controlling, project management and digitalisation. Many companies rely on internal training courses and external seminars to deepen these skills.
One example: In a strategic planning workshop, managers learn to define long-term goals and develop measures to achieve these goals.
Another example: In a seminar on digitalisation, managers gain insights into new technologies and learn how they can use them in their day-to-day work.
A third example: In a process optimisation project, managers work on specific challenges and learn how to make targeted use of specialist skills.
Promoting methodological expertise
Methodological competence includes skills such as problem solving, decision-making and time management. Many companies use business games and simulations to promote these skills.
One example: In a decision-making simulation game, managers have to solve complex problems and weigh up various options.
Another example: In a workshop on time management, managers learn how to organise their tasks efficiently and set priorities.
A third example: In a problem-solving simulation, managers work in teams on real challenges and learn to develop creative solutions.
Leadership development: best practices and success factors
Leadership development is not a one-off event, but a continuous process. Successful programmes are characterised by a combination of different methods. Seminars, coaching, mentoring and practical projects complement each other and enable holistic development.
Another success factor is the customisation of measures. Every manager has different strengths and areas of development. Targeted skills development takes these differences into account and promotes personal development.
A third success factor is the integration of the content learnt into everyday working life. Leadership development is particularly sustainable when the new skills can be applied directly.
Leadership development is a key building block for sustainable corporate success. It supports managers in expanding their skills in a targeted manner and mastering challenges in their day-to-day work more confidently. Many organisations rely on individual development plans to specifically promote strengths and work on areas for development. Skills development plays a key role here, as it enables holistic further development on a personal, social and professional level.
My analysis
Leadership development is a dynamic process that needs to be continuously adapted. The combination of different methods enables holistic further development. Seminars, coaching, mentoring and practical projects complement each other and promote both personal and professional skills. The individual customisation of the measures and the integration of the content learned into everyday working life are crucial for sustainable success.
Further links from the text above:
How can leadership development succeed? - Methods, goals and trends
Executive coaching: methods and objectives
Mix of methods for leadership development
Leadership development: methods and approaches
The 5 most important competences of a manager
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)