LEADERSHIP PROGRAMS

tailor-made – practice-oriented – effective

Effective leadership development should be designed in the context of corporate strategy and the entire organizational development. Current challenges, such as digitalization, new business models, internationalization, new work and agile forms of work, must be taken into account adequately.

This requirement is met above all by tailor-made in-house leadership programs. They are adapted to the current and future challenges of the company in terms of content and methodology - for direct transfer into practice!

Leadership programs support ...

... individual development of competencies,
... development of leadership teams,
... further development of the leadership culture,
... organizational development and change processes,
... business development and implementation of a (new) strategy.

Together with you, we develop innovative and individual concepts. We contribute by bringing in our experience from over 100 national and international leadership programs from all industries, company sizes and management levels.

Development of your leadership program in 3 steps

1. Common understanding of basic principles, context, objectives and target groups

What we clarify at the beginning:

What are the basics?
Mission statement, vision, mission, strategy, economic situation, values, leadership guidelines, etc.
What are the biggest challenges?
Transformation, restructuring, digitization, growth, innovation, etc.
What are the goals of the program?
Personal qualification, organizational development, cultural development, strategy implementation, etc.
Which are the focus topics?
Basic qualifications or special topics?
Which target groups should be addressed?
Top management, divisional managers, department heads, team leaders, high potentials, etc.
Which organizational and management tools should be considered?
Target agreement systems, incentive systems, feedback instruments, employee surveys, etc.
What qualifications have the target groups gone through?
What offers are there in addition to the planned leadership program?
Central content, didactics, methodology, results, etc.

2. Determine content relevant to practice

Success is measured by practice. Therefore, the practical relevance is the precondition for the selection of the content. Possible sources are your leadership principle or your competence model. In addition, we have well-founded content, such as the "theses of effective leadership" and the concept "FührungsKRAFT für Führungskräfte” (leadershipPOWER for leaders).

3. Develop program logic and effective, individual learning design

Qualification programs are often divided into target groups, such as high potentials, team leaders, department heads, area managers and top management. This is plausible if the focus is on individual competence development.

However, if it is also about a common understanding of strategy and leadership, cross-divisional networking and creative cooperation, additional elements such as a cross-level leadership conference are necessary.

If the focus is placed even more on organizational and cultural development, it makes sense to empower the original leadership teams in leadership workshops. The leadership teams design concrete implementation and change projects and the leaders strengthen their personal competence in a practice-oriented manner.

Practice-oriented learning design ensures sustainable results

Effective leadership is not primarily about knowledge, but about action.

Every learning design should therefore promote individual practical learning in everyday life. With this credo, we design effective and sustainable learning processes, consisting of pre-work, training, transfer measures and self-learning methods. Together with you, we determine the right mix of digital learning and face-to-face formats (see also blended learning).