Leadership Development

All measures that improve the thinking and acting skills of leaders fall under leadership development. Through leadership training or leadership coaching , leaders are to be given different tools, skills and management competencies that help them to act confidently and purposefully, maximising their potential for success. With the help of leadership development, leadership competence and leadership behaviour are to be expanded and optimised.

Leadership development is therefore an essential part of many corporate strategies to be successful in today's competitive environment. Effective leadership means building strong teams with high morale so that employees are engaged, loyal and productive.

Leadership development is very important for companies, because in view of the shortage of skilled workers and the imminent retirement of many superiors, there is a desperate search for competent young leaders. On the other hand, a good leadership style also pays off in the long term for the company's success, as employees today place much more value on a positive leadership culture in which they feel noticed and valued by their superiors. If you invest in the development of your employees, employee satisfaction and motivation will increase. And satisfied employees have a higher performance and productivity. In addition, you counteract high fluctuation.

With our offer, we proactively accompany you in identifying suitable managers in your own company and prepare these employees for the upcoming responsibility with the help of special further training measures.

• Early identification and promotion of suitable junior managers for succession planning.
• Increasing performance, willingness and productivity (by increasing satisfaction and motivation)
• Avoid high turnover
• Increase employer attractiveness: Strengthen employee loyalty to the company through individual further training and promotions

Nowadays, the leadership position appears to be increasingly complex and challenging: managers want to convince employees of the company's goals and motivate them to perform at their best. In practice, therefore, managers are often confronted with subject-specific technical, management and leadership tasks:

• Planning and realising: changes, processes, goals, structures, solution strategies, working conditions and working climate.
• Deciding and controlling: deciding on possible courses of action, choosing and controlling alternative solutions.
• Promote and develop: Further development of employees, positive relationships between people
• Communicating: Passing on values, norms, visions, goals and strategies to staff.

Human resource management begins with the ability of every manager to convey motivation, meaning, structure, responsibility and harmony to his or her team members. This requires a variety of different skills from the areas of: Professional competence, social competence, methodological competence and self-competence.

In leadership development we build on and consolidate skills from these areas. The programmes provided consist of four elective modules, each of which includes a two-day seminar and covers a separate area of competence. You are free to choose the elective modules according to your personal needs in order to strengthen individual competences:

1. Elective module: Leadership
2. Elective module: Communication
3. Elective module: Personality
4. Elective Module: Work Organisation & Technique

In order to make the selection easier for you, we give you a brief outlook here on which seminar of the Dr. Kitzmann Academy is suitable for which area of leadership development:

• Delegation competence: We can recommend booking the employee management seminar or the seminar From colleague to superior. Here you will receive impulses for action that will help you to efficiently pass on tasks and responsibilities to others.
• Taking responsibility: Confident leadership requires that you act as a role model and take responsibility for yourself and others. Strengthen this competence in our Leadership without Supervision seminar and in our Employee Appraisal seminar.
• Persuasiveness: Satisfied and motivated employees work more productively. Train your assertiveness and motivation in our argumentation training or negotiation training and develop these important management skills.
• Problem-solving skills: In everyday work it is important to recognise and solve conflicts in departments and among employees. With our conflict management seminar or in our further training in project management, you will optimise skills that will help you to successfully master these situations.
• Time management skills: In leadership positions, time management, prioritisation and self-organisation are among the essential basic requirements. In our time management seminar and stress management seminar, you will receive procedures with which you can realistically plan your time, set priorities sensibly and complete tasks efficiently.

The question arises as to which methods are suitable. There are a number of effective measures and instruments for human resource development, including the following:

Seminars: In the form of training and further education specifically for building leadership skills.

Mentoring programmes: Young leaders can benefit directly from exchanges with colleagues

Development programmes: Modular, holistic further education programmes for different employees

Trainee programmes: Specifically designed to train junior managers

Self-study: with the help of suitable documents or the intranet

In-house training: with appropriately selected lecture topics

Training and workshops: working out potential together with colleagues or prospective managers

Coaching: external coaches who can support employees individually

Webinars: location-independent and on specific training topics

eLearnings: competence training, with which future managers can be trained independently of time and place.

Leadership development | Methodology and didactics of the Dr. Kitzmann Academy

Numerous practical exercises are used in our personnel development programmes; these serve to build routines for the professional leadership role. The individual seminars are based on input from the trainer and then consolidated in individual and group work. After each exercise, you will receive feedback from the trainer and from the group of participants to reflect on your behaviour and approach. The exchange of experiences with the other seminar participants helps you to look beyond your own context. Individual examples, leadership situations and questions from the participants are always integrated into the course. Seminar documents round off the seminars on leadership development and serve to sustainably secure what has been learned.

The first thing you should do is to visualise the ACTUAL/TARGET state: What is the goal of the measure for the individual manager or a group of managers? What does the change process look like? Next, consider what tools should be used to achieve the development goal. Also consider what time and financial possibilities are available for this. Systematically compare the different measures and weigh up which personnel development measure suits your employees best.

If you decide on a programme of the Dr. Kitzmann Academy within the framework of management development, we will of course be happy to advise you personally on the selection of the most suitable measure for you and your employees.