Today, leadership development is a key issue for companies that want to remain successful in a dynamic, complex environment. KIROI Step 9 shows how management development can be rethought and systematically organised in order to meet the requirements of tomorrow. This is not just about traditional further training, but about holistic support that strengthens managers, promotes their mindset and provides practical impetus.
Redesigning management development: More than just knowledge transfer
Modern management development goes far beyond pure seminars. For example, companies such as Siemens rely on hybrid learning models that combine face-to-face events with digital learning platforms. These formats support managers in safely managing complex change processes within the company. The automotive industry also offers integrated programmes that combine mentoring, training and 360-degree feedback in order to strengthen managers' professional and social skills in a targeted manner.
Another example is the IT sector, where flexible online courses and on-site seminars are combined to cater for the diversity of topics and different management levels. In this way, not only technical skills, but also leadership culture and value development are anchored. Managers learn how to actively develop their mindset and apply the acquired knowledge in their day-to-day work.
In the energy industry, targeted management development supports the acceptance and utilisation of new digital control systems. The benefits here are particularly evident in the promotion of willingness to change and interdisciplinary dialogue.
Practical methods for effective leadership development
A proven approach to management development is to combine different methods in order to cater to individual learning needs. For example, rotation programmes in the financial services industry offer valuable insights into different departments, facilitate knowledge sharing and promote flexibility among managers.
Mentoring and coaching are often used in manufacturing companies to support managers in their personal development. These formats are based on trust and direct dialogue with experienced colleagues or external experts. In this way, specific challenges can be addressed and practical solutions developed.
Collegial counselling is another important method in medium-sized companies to support managers on their way. The informal exchange promotes situational learning and strengthens networking within the organisation. 360-degree feedback is also an integral part of management development in well-known companies such as Daimler and contributes to reflection and continuous improvement.
BEST PRACTICE with one customer (name hidden due to NDA contract) An international service company successfully integrated a hybrid management development programme. The programme combined online workshops with individual coaching and 360-degree feedback. The managers reported clearer objectives, stronger team orientation and improved communication, which promoted cooperation in global projects.
Digital skills as the key to change in leadership development
Digitalisation is increasingly demanding new skills from managers. Artificial intelligence (AI) in particular is playing an increasingly important role. As part of their management development programmes, companies are specifically strengthening AI skills through practical training, digital learning modules and personal coaching. This not only promotes technical understanding, but also raises awareness of ethical and social implications.
In the healthcare sector, for example, AI skills help managers to better interpret complex data and make more informed decisions. Logistics companies benefit from their managers using AI-supported analyses to make processes more efficient and optimise the use of resources.
In the financial sector, too, management development supports the responsible use of AI by integrating regulatory and social aspects and teaching leadership skills for digital innovation processes.
Tips for the sustainable implementation of leadership development
Companies should consider the following points for successful management development:
- Carry out an individual needs analysis to determine the specific development areas of managers.
- Combine a variety of learning formats, such as coaching, mentoring, on-site and off-site training and digital learning opportunities.
- Obtain regular feedback through 360-degree assessments in order to monitor learning progress and make targeted adjustments.
- Support managers in further developing their mindset and promoting a sustainable willingness to change.
- Integrate digital skills and the responsible use of new technologies into the programmes.
This results in management development that not only provides impetus in the short term, but also supports the management culture and the company's success in the long term.
My analysis
Rethinking leadership development means making it holistic, flexible and practical. KIROI Step 9 shows that companies benefit from systematic implementation that combines various learning formats, individual support and the strengthening of digital skills. This enables managers to respond better to the challenges of a rapidly changing world of work. The integration of coaching, mentoring, digital tools and feedback systems supports the sustainable development of the necessary skills and a forward-looking mindset. Management development therefore remains an essential building block for successful corporate management in complex times.
Further links from the text above:
KIROI Step 9: Rethink management development
Leadership development: Methods & practical tips
Management development for AI expertise
Effective leadership development: concepts
The HR guide to leadership development
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