Leadership development is a key topic for companies today that want to remain successful in a dynamic, complex environment. KIROI Step 9 demonstrates how leadership development can be rethought and systematically designed to meet tomorrow's demands. This goes beyond traditional further training, focusing instead on holistic support that strengthens leaders, fosters their mindset, and provides practical impulses.
Reshaping leadership development: More than just knowledge transfer
Modern leadership development goes far beyond simple seminars. For example, companies like Siemens are implementing hybrid learning models that combine in-person events with digital learning platforms. These formats help leaders to confidently manage complex change processes within the company. Integrated programmes can also be found in the automotive industry, which combine mentoring, training, and 360-degree feedback to specifically strengthen leaders' technical and social skills.
Another example is the IT sector, where flexible online courses and on-site seminars are combined to cater to the diversity of topics and different leadership levels. This not only anchors technical skills but also leadership culture and value development. Leaders learn to actively develop their mindset and sustainably implement the knowledge gained in their daily work.
In the energy sector, targeted executive development supports the acceptance and use of new digital control systems. Benefits are particularly evident here in fostering a willingness to change and interdisciplinary exchange.
Practice-oriented methods for effective leadership development
A tried-and-tested approach to leadership development involves combining various methods to cater to individual learning needs. For example, rotation programmes within the financial services industry offer valuable insights into different departments, enable knowledge sharing, and foster leadership agility.
Mentoring and coaching are widely used in manufacturing companies to support executives in their personal development. These formats are based on trust and direct exchange with experienced colleagues or external experts. This allows specific challenges to be addressed and practical solutions to be developed.
Colleague consulting is another important method in medium-sized companies to support managers on their journey. Informal exchange promotes situational learning and strengthens networking within the organisation. In well-known corporations such as Daimler, 360-degree feedback is also an integral part of leadership development and contributes to reflection and continuous improvement.
BEST PRACTICE with one customer (name hidden due to NDA contract) An internationally operating service company successfully integrated a hybrid leadership development programme. The programme combined online workshops with individual coaching and 360-degree feedback. The leaders reported clearer objectives, stronger team orientation and improved communication, which fostered collaboration in global projects.
Digital Skills as a Key in the Transformation of Leadership Development
Digitalisation is increasingly demanding new skills from leaders. Artificial intelligence (AI) in particular is playing an ever more important role. For example, as part of leadership development, companies are specifically strengthening AI competencies through practical training, digital learning modules and personal coaching. This not only promotes technical understanding but also sharpens awareness of ethical and social implications.
In healthcare, for instance, AI skills help leaders interpret complex data more effectively and make more informed decisions. Logistics companies benefit by having their leaders use AI-powered analyses to make processes more efficient and optimise resource allocation.
Executive development also supports the responsible use of AI in the finance industry by integrating regulatory and social aspects, and imparting leadership competence for digital innovation processes.
Tips for the sustainable implementation of leadership development
For successful leadership development, companies should consider the following points:
- Conduct an individual needs analysis to identify the specific development areas of the leaders.
- Combine diverse learning formats, such as coaching, mentoring, on- and off-site training, and digital learning offers.
- Obtain regular feedback through 360-degree reviews to monitor learning progress and make targeted adjustments.
- Supporting leaders in further developing their mindset and sustainably fostering readiness for change.
- Integrate digital skills and the responsible use of new technologies into the programmes.
This is how leadership development is created that not only provides short-term impetus but also supports the leadership culture and company success in the long term.
My analysis
Rethinking leadership development means making it holistic, flexible, and practical. The KIROI Step 9 shows that companies benefit from systematic implementation that combines various learning formats, individual support, and strengthening digital competencies. This enables leaders to respond better to the challenges of a rapidly changing world of work. The integration of coaching, mentoring, digital tools, and feedback systems supports the sustainable development of necessary skills and a forward-looking mindset. Leadership development thus remains an essential building block for successful corporate management in complex times.
Further links from the text above:
KIROI step 9: Rethink management development
Leadership Development: Methods & Practical Tips
Leadership development for AI competence
Effective leadership development: Concepts
The HR Guide to Leadership Development
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