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Start » KIROI step 9: Rethink management development

25 July 2025

KIROI step 9: Rethink management development

Digital Leadership Digital transformation HR work and Teams 4.0 Artificial intelligence

Leadership development is more of a key success factor for companies today than ever before – this is evident daily in your enquiries as you aim to make your leadership teams fit for complex challenges. In the context of KIROI Step 9, we want to use this article to show you how to rethink your leadership development and tailor it to current needs.

Why traditional methods of leadership development are no longer sufficient

Many companies continue to rely on traditional seminars or one-off workshops. These formats often provide impetus, but are not sufficient for the sustainable development of a leader. Clients frequently approach us with the concern that learned knowledge is hardly applied in everyday life and that the intended changes quickly fade away.

A practical example: A medium-sized service provider conducted numerous training courses on leadership. Feedback was initially positive, but the desired change in behaviour did not materialise because the content was too generic and did not address specific situations within the company.

Likewise, clients report that isolated training sessions leave too little room for reflection. Consequently, the sustainability required for genuine development of leadership competence is often lacking.

Another example: In a manufacturing company, leadership development was supported by a comprehensive seminar programme. However, after just a few weeks, the commitment of many managers had decreased because implementation in day-to-day business was neglected and there were no clear practical links.

Innovative Approaches to Leadership Development

Modern approaches to leadership development rely on a combination of different methods to ensure learning has the greatest impact. These include on-the-job measures such as job rotation, coaching, and mentoring, as well as off-the-job offerings like leadership programmes or digital formats[1][3].

Coaching and mentoring are established in many companies, but their potential is often underestimated. They not only enable individual learning but also strengthen the reflection skills of leaders. Transruption coaching accompanies precisely these processes: it supports the implementation of concrete changes in everyday work and the continuous provision of new impulses.

For example: An international company has supplemented its leadership development with targeted 360-degree feedback. This allows managers to regularly receive feedback from their environment and work specifically on their development – the feedback comes not only from above but also from the team and other departments[2].

Another practical example: a technology-oriented company used so-called cross-functional projects. This allowed managers from different departments to work together on real challenges and gain new perspectives – just as action learning approaches recommend [1].

Leadership Development in the Digital Transformation

Digitalisation is also changing the requirements for leaders. Those who want to rethink leadership development must integrate digital tools and platforms. Online courses, simulations or peer-learning formats are indispensable today because they enable flexibility and individual paces[4].

For example: In a large retail group, digital learning modules are regularly offered. Managers decide for themselves on the timing and pace of their further training – this leads to more sustainable learning success because the content can be applied directly.

An exciting model is also reverse mentoring: junior employees support experienced managers with digital topics, thus providing valuable impetus for development. In this way, both sides learn from each other and benefit equally[7].

Peer coaching has also proven its worth. In small groups, managers exchange ideas on current topics, reflect on their behaviour and jointly develop solutions. This builds trust, promotes networking and supports personal development[8].

Example from the HR sector: Personalisation of leadership development

More and more companies are opting for bespoke programmes. Needs analysis is the first step in identifying the strengths and areas for development of each leader. This allows leadership development to be managed efficiently and tailored individually [5].

An example from logistics: Following a comprehensive employee survey, targeted training modules were developed to strengthen leadership skills in managing hybrid teams. Participants received concrete recommendations for action that could be immediately implemented in their daily work.

Another approach is the use of simulation platforms. Leaders can test their decisions in virtual scenarios without affecting real company processes – this creates a safe learning environment and promotes hands-on learning[4].

My analysis

Leadership development is a key component for company success. Those who take an innovative and individual approach here create the basis for agile, future-proof teams. The combination of different methods, clear goal setting, and regular feedback are crucial for the sustainable development of leaders.

Leadership development should not be seen as a one-off measure, but as a continuous process that is oriented towards the needs of the company and its leaders. Transruption Coaching stands for precisely this approach: We actively support you in projects related to leadership development and ensure that changes are permanently anchored within the company.