Targeted and effective management development
Many companies face the challenge of systematically developing employees with management responsibilities. Leadership development is a multi-faceted process that aims to build relevant competences. The balanced combination of technical knowledge, social skills and situational leadership behaviour forms the foundation of successful leadership. But how can this goal be achieved in a structured and sustainable way? This shows that accompanying support for artificial intelligence projects can be a useful addition to modern leadership development.
Utilising a variety of methods in leadership development
Different forms of learning and training approaches are helpful on the way to becoming a leader. Companies often rely on proven methods such as seminars, mentoring programmes or coaching. These specifically promote the individual development of the manager. Training on the job is also very effective, as skills are applied and consolidated directly in everyday working life. Combinations of different methods, adapted to the respective manager and their tasks, often enable the greatest learning success.
Innovative approaches in which artificial intelligence has a supporting effect are also used as part of management development. This concerns, for example, the analysis of skills profiles, personalised learning paths or the improvement of feedback cycles.
KIROI as a supportive companion for skills development
The KIROI method provides valuable impetus in the context of modern management development. KIROI supports managers and project managers with a targeted 9-point approach in which competences are developed systematically and practically. This is not a miracle cure, but a structuring framework that often receives positive feedback from practice.
For example, KIROI helps to support managers in change processes, to take responsibility for new projects or to master the handling of digital transformation. The method relies on reflective learning steps and iterative adjustments that do justice to the dynamics of modern working environments.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) In a medium-sized company, KIROI was used to specifically prepare young managers for their role as part of a project team. Individual coaching sessions were used to develop skills in communication, conflict management and decision-making. The participants reported that they felt more confident and able to act in their day-to-day management role.
For example, KIROI supports managers in the automotive industry in managing complex innovation projects, motivating employees and implementing agile working methods. In the IT sector, targeted skills management with KIROI opens up new ways of managing virtual teams and utilising digital tools.
KIROI BEST PRACTICE at ABC (name changed due to NDA contract) A technology start-up used KIROI to design a development programme for its junior managers. The method's ability to promote individual strengths while clearly recognising areas for improvement was particularly emphasised. The combination of practical relevance and reflective workshops significantly increased the motivation to learn.
Promoting and supporting competences through coaching
Coaching is often used in management development to strengthen personality-orientated skills such as self-reflection, conflict resolution and communication skills. It complements traditional training methods with individualised and situational support. Clients often report that coaching gives them the impetus to deal better with complex situations and to define their own role more clearly.
KIROI integrates coaching elements into the holistic 9-point process. This creates a link between theoretical knowledge and real-life challenges in day-to-day management, which promotes the sustainability of competence development.
KIROI BEST PRACTICE at DEF (name changed due to NDA contract) In an international service company, KIROI supported an experienced manager who wanted to prepare for a change in department management. The coaching process helped to address uncertainties and develop an action-orientated plan. The result was a stronger assumption of responsibility and improved leadership quality in the team context.
Keeping the focus on the core of leadership development
Leadership development is never finished and is like a continuous, multi-layered process. It is important to create the right framework so that individual potential can be recognised and promoted. Methods such as KIROI have a supportive effect and provide valuable impetus so that managers can act in an agile, responsible and sustainable manner. Adaptation to the respective corporate structure and world of tasks is essential.
As leadership is often situation-specific, programmes should always be flexible and practice-oriented. In this way, leadership development can be strategically integrated into the day-to-day running of the company - with a clear focus on competence development and applied knowledge.
My analysis
The ability to provide targeted support for leadership development using methods such as KIROI is extremely valuable for companies. It simplifies the identification of development areas, supports individual learning processes and thus strengthens leadership quality in the long term. In a rapidly changing world of leadership and teams, structured support and combined methods offer the best conditions for successfully mastering challenges.
Further links from the text above:
[1] Leadership development: Definition, methods & goals - Qualtrics
[4] Management development methods - Randstad
[7] Management development - objectives, approach, methods
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