Leadership Development: KIROI Step 9 for Competence Building

Leadership development is a central building block for sustainable business success. It supports managers in systematically developing their skills and better mastering everyday work challenges. Particularly within the scope of KIROI Step 9, the focus is placed on systematic competence building. This involves not only knowledge transfer but also the holistic development of personality, leadership style, and team skills.

Why leadership development is indispensable today

Companies face ever-new demands. Digitisation, agile working methods, and a growing focus on values and sustainability are changing the requirements for leadership. Leadership development helps to actively shape these changes. It promotes the ability to motivate teams, resolve conflicts, and think strategically.

Many managers report feeling overwhelmed in their roles. They wish for more support with communication, managing stress, and developing a clear vision for their team. Leadership development offers targeted inspiration in this area and supports the process of personal and professional growth.

Leadership Development: Methods and Approaches

There are many ways to develop leaders. The choice of method depends on individual needs and company goals. Seminars, workshops, and e-learning formats are often used. These offer a good basis for imparting knowledge and training new skills.

One example is classic management training, which covers topics such as communication, conflict management, and team leadership. Rotation programmes are also popular. Here managers switch to other departments for a specific period to gain a broader view of company processes.

Another approach is coaching. Here, an external person works with the manager on specific challenges. This can be, for example, improving self-reflection, developing leadership skills or overcoming conflicts.

Practice-oriented methods of leadership development

Practice-oriented methods such as Action Learning and project work are particularly effective. Here, executives work in small groups on real company challenges. They learn to develop solutions and simultaneously strengthen their team skills.

One example is collaboration in interdisciplinary teams, who work together to optimise business processes. Mentoring is also a tried and tested method. Experienced managers pass on their knowledge and experience to younger colleagues.

Another approach is reverse mentoring. Here, experienced leaders learn from younger employees, for example, in the areas of digitalisation or new technologies. This promotes the exchange of knowledge and openness to new ideas.

Leadership development: best practices from the field

Many companies use a mix of different methods. For example, they combine training with coaching and mentoring. This allows for holistic development and takes into account the individual needs of the managers.

Another example is the use of feedback tools. Here, managers receive regular feedback from colleagues, employees, and superiors. This helps to identify strengths and areas for development and to work on them in a targeted manner.

The integration of digital learning platforms is also an important trend. Here, managers can learn individually and flexibly. They have access to a variety of courses, exercises, and interactive content.

BEST PRACTICE with one customer (name hidden due to NDA contract) A comprehensive leadership development programme was launched in a medium-sized company. It combined internal training, external coaching sessions, and regular feedback rounds. The managers reported a significant improvement in their communication skills and higher team motivation. The combination of theory and practice was particularly found to be very valuable.

My analysis

Leadership development isn't a one-off project, but a continuous process. It supports leaders in expanding their competencies and better mastering the challenges of everyday work. A holistic development can be promoted through the use of various methods and approaches. It is particularly important to align measures with individual needs and company goals.

Further links from the text above:

Leadership development methods at Randstad

Leadership coaching at Element-Führung

Management Development at Forum-Verlag

Leadership Development: The Best Methods at Softgarden

Leadership Development – Concept, Methods, Definition at Rainmaker Society

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