The business world is changing dynamically, and with it, the challenges for leadership and management. Constant change presents leaders with ever-new tasks. To successfully navigate this change, focused professional development is essential. Structured leadership development is best achieved through an individually designed development model. It ensures that leaders are optimally equipped for current and future business tasks and challenges.
Systematic leadership development in medium-sized companies is currently the exception rather than the rule. Leadership development therefore offers many companies a great, previously untapped opportunity to strengthen their team, find new talent, and successfully move the company forward even during phases of major change.
Supervisors play a key role in employee retention
Structured leadership development is an important foundation for the future of the company—and for staff retention. According to a recent Personio study*, 46% of employees in small and medium-sized enterprises across Europe are planning to change jobs soon. One of the most frequently cited reasons is a lack of appreciation. Leadership style, social skills, empathy, and corporate culture significantly determine how much employees identify with the company and feel comfortable there. Consequently, the supervisor plays a particularly important role from the onboarding process onwards.
Success is no accident
Self-reflection, deepening one's own competencies, learning, networking, motivating... In times of such rapid and major change, a modern leader is characterized above all by the willingness and ability to continue developing. This applies to younger leaders just as much as to experienced ones. The specific design of a personal development model depends on many individual factors such as the management level, the area of responsibility, or personal experience. A younger leader who wants to optimally prepare for taking on greater leadership responsibility will set completely different priorities in their development model than an experienced managing director who wants to drive major change processes within the company. The earlier a development model for leadership and management is implemented at all levels, the more promising the results will be. After all, developing leaders systematically takes time and is an ongoing process.
Leadership development with structure, empathy, and a 360° perspective
How can a leader be developed in a goal-oriented manner? When implementing a development model, it is important to look at the individual framework conditions, corporate culture, and goals, and to link them with internal leadership guidelines. To this end, we develop an agile development model. First, the initial situation is analyzed and relevant competencies as well as the strengths and weaknesses of the leaders are identified. On this basis, development areas and goals are defined, and an individual leadership development model is worked out. The development model is precisely tailored to the leader's individual starting situation to ensure optimal learning and successful practical transfer. It starts as a pilot project and, after the test phase, is gradually implemented as a professional infrastructure in the form of coaching, training, and learning-on-the-job elements. This allows leaders to achieve their individual development goals in a targeted and efficient manner. Training effects are continuously evaluated and assessed to ensure the best possible development results.
THE MAK'ED TEAM views the development of leadership personalities as an essential component of successful corporate development. We develop agile leadership development models that are easy to implement and focused in their execution. Leaders benefit from our high level of expertise in the corporate business sector and our interdisciplinary, experienced team.
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*Source: Personio study "The Great Shift in Values", 2022
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