Leadership development programme

The skills shortage is just one of many reasons why investment in human resource development has proven to be extremely important. In addition to the shortage of staff, it is also evident today that young professionals have few ambitions for senior positions, making it all the more important to identify, develop and retain the best candidates. But aspiring young managers also face new challenges and need to be prepared for a changed leadership culture. Furthermore, a good leadership culture is also crucial in order to be perceived as a TOP employer.

The management development programme (Basic) consists of four modules, each of which contains a coordinated two-day seminar. The individual seminars each cover a separate area of expertise.

Note: The management development programme allows you to save 10% compared to booking four individual seminars.

To ensure continuity of learning, participants of the Leadership Development Programme complete a four-part programme with coordinated modules. Due to the modular structure, different seminars can be freely selected according to your personal needs or the needs of your employees in order to strengthen individual competences and skills.

The leadership development programme is designed in such a way that participants have the opportunity to get to know and deal with themselves better on the one hand, and to learn new behaviour on the other. The learning methods used include versatile theoretical and practical exercises to consolidate what has been learned, to gain experience, to reflect on it together and thus to expand one's own repertoire.

You would like to carry out the development program in your company as an in-house training? This is of course possible! We would be happy to advise you comprehensively and create an individual offer that corresponds to your content priorities, your given time frame and other wishes. Please send your in-house enquiry to: [email protected]

Unlike knowledge, competences are based on one's own experiences and values. Therefore, they cannot be learned just like that, for example, like learning vocabulary by heart. This is because competences are consolidated through values, experiences, self-reflection and different situations. However, numerous studies also show that competencies can be developed excellently. For this, it is important that employees have the opportunity to generate knowledge in a self-organised way. The internal and external provision of relevant information and the exchange of knowledge based on experience lead to the development of competences. Especially through new contents and forms of further education, competences can be acquired in a self-organised way - acting creatively in novel, open and real problem situations.