Developing and implementing Leadership Programs

Why has leadership training become increasingly important for ambitious businesses during the last years? Both external and internal factors within the company have contributed to this.

In the highly competitive market for recruitment candidates, companies need to promote themselves externally as a credible and preferable alternative.

Just saying “we’re the best” isn’t good enough. There needs to be a balance between the company’s interests and those of the applicant. Leadership programs combine the two. They prove the concrete intention that the employer will invest in the development of their future leaders. Personal development, the ability to reflect, and conflict management skills are attractive fields of learning for young potential candidates as well as for senior executives, particularly when those skills relate to specific everyday experiences at work.

Companies that invest in leadership programs are serious about personal development and career planning. This is where the internal value of leadership programs begins. The lack of qualified staff within the job market makes talent management necessary in order to minimize risk. Really it’s about more than that: in what way should the business develop, and how should the leadership team be constructed for that?

Particularly in middle-sized companies that are experiencing growth, there is a danger that senior managers may become less assertive, and the culture that gives the company its identity may be lost.

Who will ensure that the company’s values remain in the organization as it expands? Who will bare the burden of responsibility to ensure that the ambitious goals are actually reached? There are high expectations of the whole management team on all levels. Those who offer effective training show tangible commitment to not only challenging staff, but also supporting them.

We design leadership programs for our customers that combine intensive, independent learning with company-relevant topics. Proven tools are developed with modular concepts and direct input from HR and senior management. The tools are then used directly and developed to form a consistent system, which enables the participants to develop entrepreneurial ways of thinking and pursue them independently.