Besides our general consulting services, we focus on selected topics with special relevance to organizational and corporate development and competence building.
Focus: Leadership development
Shifting paradigms from consumer to producer
Compared to traditional qualifications, this new format for "leadership development" has no fixed content prior to the beginning of the course. Instead, the participants:
- focus on questions, issues and challenges that are personally relevant
- design and realize their own an individual leraning path and
- reflect and broaden - based on their personality and prior experiences - their mental leadership map and their repertoire of leadership behavior and tools.
The participants will be supported by two coaches and their supervisor. The start of the leadership program is called "inventors' day". The participants will search for and decide on questions and issues to be worked on in the subsequent five modules. They will continuously be involved in inventing, developing and facilitating "learning" for themselves and their colleagues.
Everything relevant and decisive to "leadership" will become visible by reflecting on how participants
- handle the challenge to take on personal responsibility for content and topics of their leadership program,
- develop and drive their issues towards effective change and implementation and
- deal with uncertainty, incomplete knowledge, innovation and change.
The following five modules are workshops with time and space to experiment with new personal leadership behavior.
The central focus on process is further strengthened by varying group formats, work settings and reflections by the coaches to generate a genuine learning path.
It's not all up in the air! Before a program starts, it will be contextualized in a given corporate framework:
- Each company has its unique leadership styles as a reference point for the coaches,
- each company should define key target qualifications for its "leadership development".
In addition to specific company-related key qualifications, participants will benefit from general competencies i.e.
- defining and negotiating targets and strategies
- formulating personal and professional goals
- sound and transparent reasoning on personal decisions-making, action and behavior.
If company leaders are truly responsible for their personal development, it needs a change in roles and attitude for both, participants and trainers. Trainers in this program will be "learning coaches". They will "step back" and carefully balance their interventions between "holding on" and "letting go".
Finally, leadership development is more than individual training. Sustainable leadership development should be fully embedded in a corporate-wide leadership culture.