LEADERSHIP DEVELOPMENT PROGRAMS
At the core of such a program are multi-module seminars. These can be conducted on-site or online. The seminars are all designed to be experiential, which means there is always a story, emotions and excitement. Using our e-learning elements, video-based webinars and online surveys, we can also conduct the entire process completely virtually.
Leaders learn both the elements to implement strategic intentions, but also to pay attention to the goals and needs of employees and use them in synchronization to motivate performance.
Architecture of a leadership development process
We have built up 30 topic areas in the field of leadership in terms of content and scripting. These are modules that can be individually combined for an overall program.
Blue Line
The Blue Line is an offer to all participating managers to take advantage of impromptu short interventions by a competent consultant of the Wildenmann Group on acute management situations by telephone, online meeting or e-mail. This can be closely related to thematic components of the seminar series, such as the deepening and questioning of certain contents. However, there is also the possibility to make use of external, professional input on program-independent challenges of the respective executive.
Content modules
We have developed approximately 30 topics as individual modules that can be flexibly adapted to the respective situation. All content is geared to the future requirements for managers and considers current trends and developments such as level of readiness in management, new work, gender, and diversity in the design of management behavior. The individual components are designed for the different management levels.
Feedback tools
As feedback systems we use personality inventories, 360° feedbacks as well as psychometric test procedures such as cognitive or emotional intelligence tests within the framework of such processes. In this way, we enable participants to compare their self-image with the image they have of others. In addition, we give them the opportunity to analyze their own work culture and the capacity for change in their own area.
Transfer tools
For the transfer ability of each participant, we use a psychological inventory, which makes it possible to derive the personal learning and transfer performance including development areas. Dialogues with the participants’ superiors or employees, internal and external coaching sessions and collegial case consultations support the timely application of the relevant content. Internal coaching by specially trained coaches is particularly important in our programs.
Courageous action
“Courageous Action” means that the participants define the decisive strategic issue for their area. Courageous Action then ensures that strategically decisive issues are implemented in the individual work areas. This results in a direct benefit for each participating area, as well as in an acceleration of transfer performance. In the aggregation of the individual strategic actions, a link to the desired ROI (return on investment) can be shown.
Coach the Coaches
In individual coaching, participants receive personal feedback on the personality and feedback tools. The same applies to the individual processing of identified challenges in their own area of work. The coach-the-coach programs, in which internal managers take over the coaching for the participants, have also proven to be valuable.
