Large leadership programs have clear advantages: everyone speaks the same language and shares a common foundation.
But leaders are often very different – in experience, maturity, and the challenges they face. Designing training that meets everyone’s needs quickly becomes expensive and often less effective.
We believe leadership development should include both: a shared framework and targeted individual support.
Every leader should be familiar with the same values, ground rules, and leadership principles. Only then can you build a culture where collaboration, feedback, and accountability become the norm.
When it comes to building specific skills, however, broad standard programs are no longer the best fit.
That’s why, in partnership with KODE® GmbH, we focus on a clear role-based approach. Every leadership role requires certain competencies and behaviors. A comparison of expectations versus reality quickly shows whether development needs are about skills or mindset.
Role profiles usually cover 8–12 competencies. On average, a team needs just one or two targeted measures – rarely more. This way, development becomes precise instead of generic. Individual needs can be addressed through small group training or blended learning formats.
The result: more sustainable, practical, and often much more effective than large-scale programs.
👉 How do you approach leadership development in your organization? We’d love to hear your ideas and experiences in the comments!
Fotocredits: Christine Hofer-Lukic
Recent Comments