Our Fanagement development program
We design Management development as clearly structured, practice-oriented learning and Development process. Our management development program has a modular structure and takes into account the individual development areas of each manager.
We start with a detailed planning meeting, followed by 360° feedback and a kick-off workshop in the group. We adapt our training blocks thematically to your specific needs and accompany the process in a targeted manner with individual practical tasks, individual coaching sessions and team workshops. U ur program combines reflection with application and personal development with organizational benefits.
Contents at a glance
Contents at a glance
We design Management development as clearly structured, practice-oriented learning and Development process. Our management development programhas a modular structure and takes into account the individual development areas of each manager.
We start with a detailed planning meeting, followed by 360° feedback and a kick-off workshop in the group. We adapt our training blocks thematically to your specific needs and accompany the process in a targeted manner with individual practical tasks, individual coaching sessions and team workshops. U ur program combines reflection with application and personal development with organizational benefits.
The managers deal with the relevant topics of their leadership role step by step. Personality models, individual feedback and collegial exchange promote learning from and with each other. The goal: to noticeably improve leadership – effective, sustainable and tailored to your organization.
Whether start-up, medium-sized company or group – our concept can be flexibly to the scope and context customize. F or larger organizations, we can work with a experienced team of trainers.
Typical process – Coachingwerk Leadership development programrogram:
Order clarification and planning for the management development program
A detailed clarification of the assignment and joint planning with HR development and management form the basis for a successful and sustainable management development process.
Positioning: The first step is to find out where you and your organization stand: Who is the target group (level, age structure, level of experience)? What is already available? What can we use?
Understanding of leadership & values: The existing values and the current understanding of leadership form the basis (e.g.e.g. management guidelines, competency models, practiced management culture). If there is none or if there is a need for adaptation, we work out the understanding of leadership in an initial workshop as a basis for targeted development.
Target definition: Togetherwe define the goal and the benefits of the process. Together with you, we draw up a hypothesis on possible areas of development for the target group, which is reviewed with the managers at the kick-off and adjusted if necessary.
General conditions: We clarify the involvement of the management, duration and scope of the program, group size and composition, budget and premises.
And much more – always with a view to the specific context of your organization.
After all, management development can only be effective if the framework conditions are right. In practice, we often encounter stumbling blocks that can jeopardize success:
Examples of stumbling blocks
- Not all management levels are aware of the central importance of leadership.
- The management is not fully behind the development process.
- The content taught is too theoretical or too extensive.
- The topics are not aligned with the needs of the target group and do not match the actual challenges in day-to-day management.
- There is no binding framework for sustainable implementation.
- The transfer fails due to everyday stress.
- The technical equipment is inadequate for online formats.
- Training courses on our own premises often lead to interruptions.
Possible stumbling blocks can be avoided through careful clarification. We address them openly and work with you to create the right conditions for an effective and sustainable management development program.
Individual areas of development
Every manager has their own experiences, strengths and development needs. In order for personal development to be effective, an approach is needed that starts exactly where it will have the greatest impact on the individual. Motivating, practical and targeted.
At the start of the program, we use 360° feedback or (moderated) team feedback rounds relevant areas of developmentof the participating managers. At the same time, we support the managers by working with the PERMA-Lead© model and personality models like persolog© (formerly DISG), Strengthfinder, LINC or DLNA in the process, better understand your own leadership behavior and develop it further in a targeted manner.
Building on this, we define with each manager in individual coaching personal focus topics and create an individual development plan with specific practical tasks. The participants use the practical steps during the program in their everyday lives and reflect on their experiences together with us. This creates a continuous and sustainable learning process.
This structured approach ensures that the content can actually be applied in everyday life and the transfer is successful despite everyday stress. Possible differences in the participants’ level of experience are also productively absorbed by the individual focus.
We focus on clear, steps geared to individual needs, so that management development noticeable progress.
Kick-Off workshop as a prelude to the management development program
We are launching the management development program with a kick-off workshop. It creates the framework for targeted and motivating development and active, responsible co-design. Together we develop Goals, benefits, contents and procedure management development. We provide a common understanding of leadership or, if necessary, develop a common understanding of leadership from scratch in a workshop. At the same time, we lay the foundation for Individual development paths.
We design the process so that it reflects the reflects the desired target state and makes it tangible. For example, if the goal is to take personal responsibility and involve employees to a greater extent, they start doing this from the very first workshop. Right from the start, we hand over responsibility for their own development process to the participants and encourage active participation.
The focus of the workshop is on exchange, joint orientation and setting the initial course for individual for individual management development:
- Goals, benefits & procedure
- Shared values & understanding of leadership
- Reflection on own leadership skills using the personality models
- Collection of challenges and areas for development (e.g. from 360° feedback, team feedback or personality models)
- Selection of training content with the greatest relevance for the group
- Initial ideas for individual development goals
The results from the work with the feedback or personality models serve as a basis for reflection in the workshop and accompany individual development throughout the entire management development program.
Training blocks –Management development program
The individual training blocks are grouped thematically according to self-managementindividual employee managementleadership (1:1) and team leadership. We design the content and depth of the individual topics according to your requirements. individual requirementswhich we discuss in the assignment clarification and the kick-off of your management development program together with you. As a rule, we set a training duration of 2-3 days per block for a sustainable management development an.
1. self-management
- Reflect on attitude, strengths & goals
- Improve self-management & time management
- Increase resilience & sovereignty
- Strengthen impact and appearance
2nd lead 1 : 1
- Designing effective communication & feedback
- Apply leadership styles according to the situation
- Promoting and developing employees
- Leadership of managers
3. team leadership
- Building an appreciative team culture
- Clarify team goals and decision-making
- Targeted team development
- Structuring collaboration
Accompanying measures for management development
To ensure that development does not stop at the end of a workshop, but becomes tangible in everyday life, we supplement the program for management development through effective accompanying measures. These ensure that insights are deepened, challenges are dealt with in concrete terms and progress is continuously individually, as a team and in the group.
1. individual practical tasks & joint reflection
- Putting what you have learned into practice – in line with your personal development plan.
- Formulate tasks together following the training – with individual support from a coach if required.
- Exchange experiences, insights and questions in (online) reflection sessions
- Benefit from the experience of others
2. accompanying individual coaching in management development
- Reflect on your own development plan and review your individual progress
- Uncover and resolve possible blockages or obstructive beliefs
- Clarify individual issues and focus on the next steps
3. moderated team kick-off (optional)nal)
- Starting team development together
- Reflect on team values, goals and existing strengths
- Identify current development needs in the team
- Structuring collaboration and communication
- Work out a concrete team development plan together
