The business world is changing dynamically, and with it the challenges for leadership and management. Constant change places ever new tasks before managers. Focused further development is indispensable for mastering that change successfully. A structured development of managers works best on the basis of an individually designed development model. It ensures that the leading minds are as well equipped as possible for current and future entrepreneurial tasks and challenges.
Systematic development of managers in mid sized companies is currently the exception rather than the rule. Leadership development therefore offers many companies a large, so far unused opportunity to strengthen their team, find new talent and take the company forward successfully even in phases of major change.
Managers play a key role in employee retention
Structured development of managers is an important basis for the company's future, and for retention. According to a recent Personio study, 46% of employees in small and mid sized companies across Europe are planning to change jobs soon. One of the most important reasons given is a lack of appreciation. Leadership style, social competences, empathy and corporate culture largely determine how strongly people identify with the company and how comfortable they feel there. The manager therefore takes on a particularly important role right from the onboarding process.
Success is no accident
Reflecting on yourself, deepening your own competences, learning, connecting, motivating: in times of such rapid and far reaching change, a modern manager is characterised above all by the willingness and ability to keep developing. That applies to younger managers just as much as to experienced ones. The concrete shape of the personal development model depends on many individual factors such as the level of leadership, the area of responsibility or personal experience. A younger manager who wants to prepare optimally for taking on greater leadership responsibility will set very different priorities in their development model than an experienced managing director who wants to drive major change processes in the company. The earlier a development model for leadership and management is implemented at every level, the more promising the results. Because developing managers systematically takes time and is an ongoing process.
Leadership development with structure, empathy and a 360 degree view
How can a manager be developed purposefully? In implementing the development model it is important to look at the individual conditions, the corporate culture and the goals, and to connect them with the internal guidelines for managers. For this we develop an agile development model. First the starting situation is analysed and the relevant competences as well as the managers' strengths and weaknesses are identified. On that basis, areas and goals for development are defined and an individual leadership development model is worked out. The development model is tailored precisely to the manager's individual starting situation in order to ensure optimal learning and a successful transfer into practice. It starts as a pilot project and, after the test phase, is implemented step by step as a professional infrastructure in the form of coaching, training and learning on the job elements. Managers can therefore reach their individual development goals purposefully and efficiently. The training effects are evaluated and assessed continuously in order to secure the best possible development results.
THE MAK'ED TEAM sees the development of leadership personalities as an essential part of successful business development. We develop agile leadership development models that are easy to implement and can be delivered with focus. Managers benefit from our high level of expertise in corporate business and from our interdisciplinary, experienced team.
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Source: Personio study Der große Wertewandel, 2022
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