{"id":341660,"date":"2025-08-21T11:34:37","date_gmt":"2025-08-21T09:34:37","guid":{"rendered":"https:\/\/sauldie.org\/de\/fuehrungskraefteentwicklung-kompetenzentwicklung-nachhaltig\/"},"modified":"2025-08-21T11:34:37","modified_gmt":"2025-08-21T09:34:37","slug":"leadership-development-sustainable-competence-development","status":"publish","type":"post","link":"https:\/\/sauldie.org\/en\/leadership-development-sustainable-competence-development\/","title":{"rendered":"Leadership development: KIROI step 9 for competence development"},"content":{"rendered":"

Targeted skills development as the key to management development<\/h2>\n

Targeted support is essential to ensure that professional skills grow continuously. The focus here is not just on imparting theoretical knowledge, but on gradually acquiring and applying new skills in specific situations. Managers often seek support in order to find a balance between professional expertise and social responsibility. At such times, customised support can provide impetus and promote the development process in the long term.<\/p>\n

Individual support instead of generalised solutions in management development<\/h2>\n

After all, not every manager has the same challenges or development needs. This is why individual programmes offer the opportunity to expand skills in a protected environment without being given ready-made answers. Instead, coaches or consultants accompany the managers to provide suggestions and challenge them to reflect. This appreciative process supports self-efficacy and helps to implement new behavioural patterns in everyday working life.<\/p>\n

For example, a medium-sized industrial company uses targeted workshops to prepare managers for complex change processes. Practical case studies were chosen so that managers could deepen their skills in communication and conflict resolution.<\/p>\n

Another example shows how banks have introduced sector-specific leadership training sequences that integrate not only soft skills but also regulatory requirements. In this way, managers developed a deeper understanding of compliance issues and learnt to apply agile leadership techniques at the same time.<\/p>\n

In the healthcare sector, too, organisations are increasingly relying on practical coaching sessions that support managers through critical reflection on employee management and the promotion of team resilience.<\/p>\n

Versatile variety of methods to promote skills development<\/h2>\n

The range of methods is broad and extends from individual coaching sessions and peer counselling to practical simulations. Role plays, for example, allow participants to practise dialogue situations that are relevant in day-to-day management. Digital learning formats are also becoming increasingly important. These offer flexibility and can also convey content focussing on technological changes, such as the use of software solutions.<\/p>\n

An example from the manufacturing industry shows how digital learning modules prepare managers for the use of new technologies. Here, learning sequences were combined with simulations in order to test the application in simulated work situations and receive feedback.<\/p>\n

In the service sector, virtual training formats were used to enable managers to use analysis tools effectively and make data-based decisions. This not only increases their own confidence to act, but also noticeably improves team management.<\/p>\n

Programmes in the energy sector also rely on a combination of face-to-face workshops and accompanying learning platforms to strengthen leadership skills in the area of sustainable transformation.<\/p>\n

Sustainable learning processes as the basis for long-term success<\/h2>\n

It has been shown time and again that real change can only be achieved through sustainable learning processes. It is not enough to impart knowledge in the short term. It is more important for managers to gradually develop their skills and integrate them into their own project and change context. The process requires time, trust and customised support that supports reflection and transfer processes.<\/p>\n

One manager from the technical area describes the support as a decisive factor: \"The support provided the necessary space to clarify one's own questions and to apply new approaches confidently in the team. This strengthened the management work overall.<\/p>\n

In the logistics sector, managers were also able to improve their impact when dealing with employees and better manage challenges in the digital transformation through continuous reflection and feedback sessions.<\/p>\n

Last but not least, such support helps to shape change competently and to take employees along on this journey, which has a positive influence on the acceptance and success of change processes.<\/p>\n

My analysis<\/h2>\n

Targeted skills development is proving to be a central pillar of management development. Customised support creates space for sustainable learning processes. The integration of a variety of methods and the focus on practical relevance help managers to continuously expand their skills and transfer them to their own day-to-day work. They also promote the ability to accompany complex change processes, taking into account both technological and human aspects. Ultimately, companies benefit from managers who are empowered by this process to lead their team safely and effectively.<\/p>\n

Further links from the text above:<\/h2>\n

[1] Leadership development: The guide for HR - Personio<\/a><\/p>\n

[2] How can leadership development succeed? - Methods, concepts - Forum Verlag<\/a><\/p>\n

[4] KIROI Step 9: This is how targeted skills development revolutionises your ...<\/a><\/p>\n

[5] Leadership development: Methods and concepts - Factorial HR<\/a><\/p>\n

[7] KIROI step 9: Strengthen management development & AI expertise<\/a><\/p>\n

For more information and if you have any questions, please contact Contact us <\/a> on the topic or read more blog posts on the topic Artificial Intelligence Blog<\/a> here.<\/p>\n

<\/p>\n

KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)<\/b> In a manufacturing company, management development was supported by targeted workshops and individual coaching as part of an AI project. The managers were able to improve their ability to moderate change processes and strengthen the transfer of knowledge between technical and management teams, which contributed significantly to the acceptance of the new technologies.<\/i><\/p>\n

<\/p>\n

KIROI BEST PRACTICE at ABC (name changed due to NDA contract)<\/b> In a service company, managers were supported with virtual training formats that integrated AI applications for customer analysis and reporting. This enabled managers to better guide their teams in the use of digital tools and actively promote digital transformation.<\/i><\/p>\n

<\/p>\n

KIROI BEST PRACTICE at DEF (name changed due to NDA contract)<\/b> In the healthcare sector, a combined format of face-to-face workshops and digital learning units was used to train managers in promoting team resilience. This approach helped managers to safely shape change in the area of employee management and sustainably strengthen the working atmosphere.<\/i><\/p>","protected":false},"excerpt":{"rendered":"

Targeted skills development as the key to leadership development Targeted support is essential to ensure that professional skills grow continuously. The focus here is not just on imparting theoretical knowledge, but on gradually acquiring and applying new skills in specific situations. Managers often seek support in order to find a balance between professional expertise and social responsibility. In ... Read more<\/a><\/p>","protected":false},"author":1,"featured_media":341659,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_ef_editorial_meta_date_first-draft-date":"","_ef_editorial_meta_paragraph_assignment":"","_ef_editorial_meta_checkbox_needs-photo":"","_ef_editorial_meta_number_word-count":"","footnotes":""},"categories":[3061,200,3244],"tags":[2755,3603,2734,2730,3826],"class_list":["post-341660","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-kiroi-blog","category-digital-leadership","category-digitale-transformation","tag-changemanagement","tag-coaching","tag-fuehrungskraefteentwicklung","tag-kompetenzentwicklung","tag-leadership2025","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-25"],"rmp_feedback_val_new":"3791.4","_yoast_wpseo_primary_category":"K\u00fcnstliche Intelligenz","_yoast_wpseo_focuskeywords":null,"rmp_vote_count":"890","rmp_rating_val_sum":"3791.4","rmp_avg_rating":"4.26","_yoast_wpseo_focuskw":"F\u00fchrungskr\u00e4fteentwicklung","_yoast_wpseo_title":"F\u00fchrungskr\u00e4fteentwicklung: KIROI-Schritt 9 f\u00fcr Kompetenzaufbau","_yoast_wpseo_metadesc":"Gezielte F\u00fchrungskr\u00e4fteentwicklung: Kompetenzen nachhaltig st\u00e4rken. 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