Management development is a central component of modern HR strategies. It involves far more than traditional seminars or one-off coaching sessions and includes long-term support that takes into account all levels of an organisation and is tailored to the requirements of the respective industry. Companies such as Siemens integrate hybrid learning models that combine face-to-face events with digital platforms to make managers fit for managing change processes and innovations[1].
Leadership development as a dynamic process
Leadership development should be seen as a dynamic process that adapts to the rapidly changing world of work. KIROI Step 9 shows that companies benefit from systematic implementation that combines various learning formats, individual support and the strengthening of digital skills[1]. This enables managers to respond better to challenges and continuously develop their skills.
One example of this is the automotive industry, which uses development programmes based on a combination of mentoring, training and 360-degree feedback to strengthen managers in their social and professional skills[1].
Methods of management development
The central methods of leadership development include coaching, mentoring, training and feedback programmes[4]. Coaching is individualised support that specifically addresses the strengths and weaknesses of the manager, while mentoring is a long-term supportive relationship with an experienced manager[4]. Training and workshops are structured educational programmes that aim to impart leadership skills[8].
Another example is the integration of digital tools and feedback systems that support the sustainable development of the necessary skills and a forward-looking mindset[3].
Leadership development in practice
In practice, it has been shown that companies that take leadership development seriously promote a culture of continuous learning. Managers should lead by example and actively work on their own skills development[10]. This encourages the entire team to also work on themselves and continuously expand their skills.
BEST PRACTICE with one customer (name hidden due to NDA contract)A company in the technology sector has introduced a comprehensive leadership development programme that includes mentoring, coaching and regular feedback sessions. This led to a significant increase in leadership skills and improved team performance.
Individual development plans
An important aspect of management development is the creation of individual development plans. These plans are customised to the strengths and potential of employees and aim to prepare them for future challenges[10].
One example of this is the automotive industry, which uses such plans to strengthen managers in areas such as digitalisation and innovation[1].
Management development and corporate culture
The integration of leadership culture into everyday life is crucial for the sustainable development of managers. Managers should not only acquire knowledge, but also further develop their mindset in order to anchor the new leadership principles in the long term[1].
One company in the financial sector, for example, has promoted a culture of continuous development by making regular learning and training a matter of course. This has led to a significant improvement in leadership skills and team performance.
My analysis
To summarise, leadership development is a crucial component of successful corporate management. By combining coaching, mentoring, training and individual development plans, companies can strengthen their managers in a targeted manner and prepare them for future challenges. The promotion of a learning culture and the integration of digital skills are particularly important here.
Further links from the text above:
For more information on leadership development and KIROI Step 9, you can use the following resources:
– KIROI Step 9: Rethink management development
– Skills development as a supplement to professional aptitude
– Leadership development: methods and concepts
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