„`html

The demands on leaders have fundamentally changed. Modern organisations require leaders who can not only manage their teams but also facilitate change processes. This is where contemporary leadership development comes in, offering new approaches to targeted competency development through innovative concepts such as KIROI Step 9. Traditional leadership development alone is no longer sufficient today. Instead, companies need a well-thought-out system that supports leaders in their development and sustainably strengthens their skills.

The importance of leadership development in today's working world

Leaders are the backbone of any company. They influence company culture, make strategic decisions, and have a lasting impact on the behaviour of their teams. Effective leadership development contributes directly to success.[1] Studies show that good leadership reduces staff turnover and leads to better retention management. This minimises costs and significantly increases the performance of the workforce.[9]

But how can you tell if leadership development is really working? The answer lies in sustainable behavioural change. When employees report that their manager is more open to feedback, delegates better, or resolves conflicts more constructively, then the development work has taken effect. [1] Transruption Coaching supports you specifically in this process and gives your leaders the impetus they need.

KIROI Step 9: The Concept for Systematic Leadership Development

KIROI Step 9 picks up exactly where this leaves off and offers a helpful framework. This approach integrates coaching and reflects on how what has been learned is implemented in concrete leadership situations.[2][6] What's special about it: KIROI Step 9 focuses on competence development and acknowledges individual strengths. Leaders are not forced into a rigid scheme but are supported individually.

KIROI Step 9's leadership development operates on a clear principle: first, competencies are analysed and gaps identified. This is followed by targeted support for competency development. Finally, learning experiences are integrated into daily work and regularly reflected upon.

How does KIROI Step 9 differ from classical training?

Classic training often imparts knowledge in groups. Participants sit in a seminar room and listen to a trainer. Afterwards, they return to their daily lives, and it often becomes apparent that the new insights end up gathering dust. [1] KIROI Step 9 works differently. It combines multiple methods and supports leaders over a longer period of time. This ensures that knowledge is truly anchored and converted into behaviour. [2]

A mix of methods forms the basis. Knowledge transfer is combined with self-coaching. Peer coaching enables mutual learning. Practical exercises and simulations help to gain confidence. This combination of different approaches proves to be significantly more effective than isolated training measures.[1]

Practical methods of leadership development in detail

For leadership development to have a sustainable impact, proven methods are required. These should align with the company culture and consider individual needs. We present the most effective approaches.

Coaching and mentoring as the core of leadership development

Coaching is individual support that specifically addresses strengths and weaknesses. A coach works one-on-one with a manager. Together, concrete challenges are tackled and practical solution strategies are developed. This always takes place within the professional context in which the manager works.

Mentoring works differently. Here, an experienced leader shares their knowledge with emerging talent. The mentor acts as a temporary sparring partner, offering advice based on their own experiences.[5] Both methods are essential tools for modern leadership.[5]

One innovative approach is reverse mentoring. Here, younger employees mentor older executives on topics like digitalisation or inclusion. [9] This promotes mutual understanding and helps executives grasp modern developments.

Examples from large companies demonstrate its effectiveness: Google and IBM systematically use mentoring and coaching to promote the growth of their leaders and achieve measurable goals.[7]

Formal training and workshops for structured leadership development

Formal training consists of structured educational programmes with a clear format. These can include internal training, external seminars, or online courses.[7] Typical topics include strategic controlling, conflict resolution, and team leadership.

Modern workshop programmes combine knowledge transfer with practical exercises. Role-playing allows participants to practise relevant communication scenarios from their daily leadership roles. [2] Participants experience the impact of their communication and receive immediate feedback.

Large corporations like Siemens and Bosch regularly offer internal executive development programmes. [7] These are often modular in structure. For example: a four-part programme covers topics such as communication, team leadership, and change management. Knowledge transfer is followed by self-coaching phases and work in small groups. [1]

BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized industrial company deliberately focused on workshops to prepare for change processes. The managers received practical case studies that were relevant to the company. In doing so, they deepened their competencies in communication and conflict resolution. The result: The managers were subsequently able to lead their teams significantly better through change processes because they understood resistance and handled it professionally.

Action Learning: Learning through real challenges

Action Learning combines practical learning with the resolution of real-world problems. Leaders work in groups on specific projects or challenges within their organisation.[7] In doing so, they learn to use their skills effectively.

The advantage is obvious: training takes place on the job. Leadership skills are tested under real conditions. The high practical relevance, combined with low time and cost factors, also makes this method attractive for medium-sized and small companies.[3] Companies like Lufthansa have successfully integrated Action Learning into their leadership development programmes.[7]

Digital learning formats and e-learning in leadership development

Digital learning formats are gaining in importance. They offer flexibility and can impart content that focuses on technological changes.[2] E-learning platforms make it possible to prepare potential managers with individually tailored learning and practice units.

The level of company involvement and the degree of interaction are significantly higher in e-learning than in pure self-study. Social skills can be recreated virtually through role-playing. Training sessions are repeatable and can be accessed independently of time and location.

In the manufacturing sector, a practical example emerges: digital learning modules prepare managers for new technologies. Learning sequences are combined with simulations to test application in simulated work situations and receive immediate feedback.[2] In the service sector, virtual training formats have been used to enable managers to effectively use analysis tools and make data-driven decisions.[2]

Understanding the three levels of competence development

Leadership development works on three levels. Each level is important and should be specifically strengthened.

Social skills: teamwork, communication, and conflict management

Social competence encompasses teamwork, communication, and conflict resolution.[3] Leaders with high social competence understand their employees, listen actively, and resolve conflicts constructively.[5]

A guide to conflict resolution was developed within a company through the collaboration of small groups. This was later made available to other employees via the intranet. [1] This demonstrates: Targeted work on conflict issues leads to practical tools that the entire company can use.

Professional competence: Knowledge and skills for leadership tasks

Professional competence encompasses skills and knowledge for leadership tasks. Leaders must understand their industry, know regulatory requirements, and be able to think strategically.

Sector-specific leadership training sequences were introduced in banks, integrating not only soft skills but also regulatory requirements.[2] This allowed leaders to develop a deeper understanding of compliance issues while simultaneously learning agile leadership techniques.[2]

Methodological competence: Information gathering and problem-solving

Methodological competence concerns the acquisition and use of work-relevant information, as well as problem-solving competence. [3] Leaders need methods to analyse information and systematically solve problems.

From analysis to implementation: a step-by-step guide to successful leadership development

Successful leadership development follows a structured process. The individual steps are coordinated with each other.

Step 1: Conduct analysis and needs assessment

First, competencies must be analysed. What is the leadership quality of the current managers like? This can be determined through discussions with the manager themselves and with colleagues.

Techniques such as the skills matrix help to assess the current level of competencies. [9] This is then compared: where are there gaps between the current level and the company's objectives? It quickly becomes clear where action is needed. [9]

Step 2: Create individual development plans for leadership development

After the analysis comes the planning. The measures should always be tailored to the specific situation of the manager. A generic plan does not work because every manager has different strengths and challenges.

Bespoke coaching and mentoring arrangements enable tailored development plans.[5] They accelerate the process and promote targeted learning. For example, while one leader works on their delegation skills, another focuses on their decision-making and influencing abilities.

Step 3: Combine and implement the methods mix

The best leadership development doesn't just use one method. A mix of methods is significantly more effective.[1] For a leader, this could mean: initially, individual coaching to prepare for a new role, then a workshop on communication skills, and in parallel, mentoring with an experienced colleague.