Employee skills development is a key component in making managers fit for the challenges of modern corporate environments. It helps to promote individual potential and strengthen the competitiveness of organisations. Particularly in the context of dynamic markets, the development of competences is essential in order to lead teams effectively, manage complex projects and drive innovation.
Fundamentals of employee competence development for managers
Targeted employee skills development begins with a careful analysis of needs. Managers must understand which skills are missing in the team and in the company in order to achieve the strategic goals. A competency model is often used here, which defines target requirements and enables a target/actual comparison. This enables managers to recognise where there is a need for development and how they can provide targeted impetus.
In practice, companies rely on various methods: coaching, mentoring, training, workshops and project-based forms of learning such as job rotation or on-the-job training are tried-and-tested instruments. Siemens, for example, uses intensive workshops to develop strategic leadership skills, while Bosch relies on mentoring programmes to personally support junior managers[2][8].
Practical approaches to skills development in management work
Coaching as individual support is particularly effective in addressing the specific strengths and challenges of managers. The executive coaching used by an IT service provider, for example, helps to improve decision-making processes and strengthen communication within the team[2][7].
Mentoring, on the other hand, promotes the long-term transfer of knowledge. One multinational corporation, for example, has established a reverse mentoring programme in which younger managers pass on digital skills to experienced colleagues. This supports adaptation to digital transformation processes and new forms of work[2][6].
In addition, companies often organise workshops on topics such as conflict management, time and self-management or employee satisfaction. In the manufacturing industry, for example, such training sessions help to optimise interaction with a wide range of stakeholders and strengthen team dynamics in the long term[4].
BEST PRACTICE with one customer (name hidden due to NDA contract)
As part of a transruption coaching programme at a medium-sized mechanical engineering company, management skills were specifically developed with regard to project management and employee leadership. Through individual coaching sessions and accompanying workshops, the manager was able to significantly improve their communication skills. This not only strengthened the team atmosphere, but also ensured greater efficiency in complex production processes.
Variety of methods for sustainable skills development
Employee skills development is particularly effective when it combines several levels. Learning by doing, for example through job rotation or project work, complements individual coaching and seminar programmes. A service company, for example, increases the flexibility of its managers by allowing them to take on changing areas of responsibility and thus expand their range of activities[3][8].
Digital learning formats, such as blended learning or virtual workshops, are also becoming increasingly important. One software manufacturer uses these formats to teach managers specialised and social skills simultaneously, even in international teams. This promotes collaboration across locations and accelerates learning processes[3][8].
Feedback tools such as 360-degree feedback are just as relevant. Here, managers receive feedback from employees, colleagues and superiors. This supports a realistic self-assessment and concretises areas for development. For example, a financial services provider used a 360-degree assessment to optimise conflict management at management level[6].
Tips for the successful implementation of employee skills development
In order to effectively support employee skills development, it is advisable to consider the following points:
- Clear target definition: Define specific development targets, aligned with corporate strategy and individual potential.
- Individual support: Use personalised coaching or mentoring formats to specifically address leadership challenges.
- Guarantee practical relevance: Combine theoretical training with practical learning phases, such as project work or job rotation.
- Regular feedback: Implement feedback loops, for example through 360-degree analyses, to make development transparent.
- Continuous support: Support managers with systematic measures to ensure sustainable skills development.
One international consultancy firm reports that the combination of these elements has led to a lasting improvement in leadership skills and a significant increase in employee commitment.
My analysis
Employee skills development is a dynamic process that supports managers in fulfilling their role effectively and with an eye to the future. By combining individual support such as coaching and mentoring with practical forms of learning, competences can be developed in a targeted manner. Companies that consistently pursue this approach benefit from motivated management teams that can react flexibly to changing requirements. Clear objectives and regular reflection on progress are essential in order to effectively manage the development process.
Further links from the text above:
Skills development: definition + successful examples
Leadership development: methods and concepts
Successful skills development: 9 tips and 3 levels
Coaching for managers - promoting employee development
Successful skills development in 5 steps
Management development: 6 Central methods and measures
Popular methods for developing the skills of company employees
11 Employee development methods & benefits
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