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LWC: Management development & coaching

Management development & coaching

`Success through strong leadership personalities’ - Good leadership ensures the performance and future viability of your company. To achieve this, it is important that managers not only deal with the individual characters and dynamics within their teams, but also with their own personality and their role as a manager. We advise and support managers in this challenge and create the necessary sensitivity for successful cooperation between managers and their teams.

Competences that are developed in managers through targeted leadership development and coaching include the ability to self-reflect, authenticity, a sense of responsibility, a clear understanding of their role and an awareness of the need for continuous personal development. We pursue a holistic and systemic approach and support managers from competence development and the strengthening of leadership skills through to self-optimisation.

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This is what we understand by management development

For us, leadership development is far more than just a buzzword - leadership development is a strategic process that aims to recognise and further develop a manager's potential. Targeted management development measures help managers to achieve sustainable success in a constantly changing business world. In times of disruptive change, successful companies are characterised above all by a conscious approach to new conditions and the ability to adapt quickly. Managers, who in their role model function represent a supporting pillar of the company, are therefore faced with completely new challenges and a new understanding of the role of the manager is required.

The process of targeted management development comprises various measures and approaches aimed at strengthening and further developing the skills, competences and leadership characteristics of managers. Through empowerment and coaching, not only is the professional expertise of the manager promoted, but emphasis is also placed on the development of their social and emotional skills. After all, successful leadership is far more than just mastering management techniques - it requires empathy, strong communication skills and the ability to motivate and inspire employees.

Our performance promise

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    Individual Coaching

    Our coaches create a personalised framework in which you as a manager can deal with key management tasks and find solutions together. During the coaching process, you benefit from our systemic approach and receive impetus to utilise your own skills effectively.

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    Capability

    We offer customised training courses and workshops aimed at developing specific leadership skills, such as communication, conflict management and team leadership.

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    Development of management teams

    In management teams in particular, it is important to have a common compass that leads in a common direction. Together with your management team, we develop a common understanding of leadership.

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    Sparring

    We provide you as a manager with an experienced manager and support you with expertise and coaching experience.

Our approach
This is how we support you!

1. Phase 05

Requirements analysis

  • Requirements analysis

    Using a systemic approach, we work with you to identify the current challenges that you would like to work on as a manager or together as a team.

  • Concept

    Based on the results of the requirements analysis, we work with you to define clear and measurable development goals. These form the basis for a customised development and coaching concept.

    As behavioural changes in ongoing operations are always associated with additional expenses, we always act according to the motto: as much as necessary, as little as possible.

  • Implementation

    We accompany you step by step in the implementation of (further) development. In doing so, we ensure the necessary practical relevance to facilitate the transfer into everyday working life and to enable quick but also sustainable success.

  • Effectiveness check

    Together, we always look back and analyse what we have achieved together in order to identify any further potential and adapt the approach as required.

  • Sustainable conclusion

    Success is evaluated with the help of the previously defined development goals. To ensure that you feel confident in applying and implementing your new behaviours, we will be happy to support you until the new knowledge and skills have been successfully transferred. We are also happy to support you in implementing sustainable structures and processes that enable continuous further development.

Your advantages
Why LEITWERK Consulting?

We support you and your managers in a goal- and solution-orientated manner. Thanks to a customised development and coaching concept, your managers not only experience personal benefits, but also have a positive impact on their respective environment.

  • Icon: Customised approach

    Customised approach

    We offer customised development and coaching concepts that are tailored to the specific needs and goals of individual managers. This guarantees that the measures are highly relevant and effective.

  • Icon: Certified coaches

    Certified coaches

    The coaches we employ not only have the specialist know-how and the necessary practical experience, but also the relevant certifications to successfully implement your individual requirements.

  • Icon: target orientated

    Target orientated

    Together with you, we pursue a clearly structured and results-orientated approach that ensures that every measure has a concrete goal. A regular effectiveness review ensures that managers make continuous progress and work towards the set development goal.

  • Icon: Sustainable development

    Sustainable development

    LEITWERK Consulting attaches great importance to sustainable development. This means that the individual measures are aimed at achieving long-term changes and improvements rather than offering short-term solutions.

Project examples

I. Further development of a management team

Scope of commission

As part of the assignment, our LEITWERK consultants supported a group of managers from an international telecommunications provider in further developing their shared understanding of leadership and their individual leadership skills with the help of an accompanying management coaching programme.

Initial situation

A group of managers from an international telecommunications provider set themselves the goal of consciously taking time to improve their collaboration as a management team. The aim was for managers not only to recognise leadership as an essential responsibility, but also to take a closer look at the personalities of their employees and themselves in particular

Solution approach

Based on jointly identified topics, an accompanying coaching concept was designed in a 14-day cycle. As part of the coaching sessions, transfer tasks were defined for the period up to the next session and the success of implementation was reflected upon. A communication channel for the exchange of information on leadership topics facilitated a continuous dialogue on the topic of leadership in everyday working life.

Results

With the help of the coaching approach integrated into everyday working life, the managers were able to continuously deepen the topic of leadership and concretise it for themselves. The transfer tasks encouraged everyone to directly apply the attitudes and leadership approaches they had developed, which led to a quick sense of achievement. Over time, the management team grew closer and closer together and also exchanged more information on leadership topics outside of the coaching sessions.

II. Sharpening the understanding of leadership in an agile environment

Scope of commission

The aim of the assignment was to sharpen the roles, realign and empower managers during a reorganisation of product development from classic to agile working methods at an international credit provider.

Initial situation

An international credit provider is undergoing a transformation to a networked corporate structure, as well as a change in product development from a traditional to an agile approach. New leadership roles are emerging and existing responsibilities need to be reviewed and adapted to the new challenges. A new empowering approach on the part of management is required.

Solution approach

In addition to theoretical training on the agile approach, a new understanding of roles was developed with the managers and in-depth hands-on sessions were held. With the help of small group work, coaching and sparring, servant leadership, team development and change support were anchored. Networking among managers was also expanded through the use of targeted formats.

Results

With the help of the various formats, managers were able to establish the empowering approach, which had an impact on employee satisfaction and the effectiveness of collaboration. Their own understanding of self-efficacy in combination with a coaching attitude in dealing with employees also led to greater resilience and willingness to innovate after a while.

III. Individual coaching and counselling

Scope of Commission

As part of the assignment, individual coaching and individual counselling took place in relation to individual focus topics of an employee in a project management role.

Initial situation

Due to her role as project manager but also as a project team member in several projects, the employee of a medium-sized company was confronted with role and capacity conflicts. Resources could not be planned reliably due to volatility and changing priorities. The lack of acceptance of new systems that were to be introduced as part of the projects also made operational project work more difficult.

Solution approach

A combined approach of individual coaching sessions and needs-based counselling for selected focus topics was agreed in the assignment clarification. Through intensive coaching support, the client was able to recognise the links between personal influences and the effects on her professional environment and thus identify an effective approach to further development. Effective sparring took place with the help of counselling on individual focus topics.

Results

Through the coaching process, the employee was able to reflect on her own role in the projects, recognise the individual causes of her conflicts and create a sustainable development approach. As part of the needs-orientated consultation on focus topics in the project, structural approaches and methods were discussed and their application in everyday project work was reflected upon.

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Katja Supp-Zesewitz - Your contact person
Your contact person
Katja Supp-Zesewitz
+49 89 189 235 96
katja.supp-zesewitz@leitwerk-consulting.com
... or write us via our contact form
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