Provide orientation and enable pathways.
Today, executives are demanded to provide orientation, make things possible and build bridges.
They are no longer the ones running ahead but ensure that everyone in the company knows the path, understands it and is prepared to follow it. The task is to balance individuality and a sense of unity, to clear obstacles out of the way, and to design guard rails in a meaningful way and live them consistently. Given the new role of leadership and an unpredictable future, new leadership competencies and further development are needed.
- How can we give our employees orientation even in unpredictable times?
- How do managers become leaders that teams are happy to follow?
- How can the activities and results of the various functions be coordinated?
- Creating sustainable results instead of just actionism in a complex world – how do we do that?
- Our resources are too scarce – how do we distribute them properly?
- How do we strengthen our innovation competence?
Whether agile and self-organized or classic and hierarchical, leadership remains an elementary component of the organization. Leadership culture is always a decisive competitive advantage that companies can leverage.
Bringing the corporate image to life
To ensure that all management activities are consistently and effectively intertwined, every company needs a mission statement that clearly communicates the company’s values and vision. This provides orientation by setting an unmistakable direction. It arises from deep within the company. Corporate mission statements act as growth catalysts, complexity reducers and paradox navigators.
- Is the mission statement in your company only to be seen on decorative posters or is it genuinely lived out?
- Do the employees know the company’s purpose?
- Are there real corporate goals or are they just directionless key figures such as sales growth or the development of certain market potentials?
Mission statements make companies more crisis-proof and bond the people in them together to pull together and gain clout. However, mission statements only develop their full force when they are consistently put into practice – by management as well.
Leaders promote competency-based performance
The primary responsibility of management is to ensure performance in the interests of the company, to assign employees to the appropriate roles, to jointly develop clear goals and to formulate expectations unambiguously. This includes dialog and discussion within the team and in individual conversations about what performance means. It enables genuine recognition and appreciation of performance and objective criticism in the event of non-performance.
Leadership is the combination of visionary executives and coordinating management. Authentic leadership relies on competence-based employee relations. This is characterized by role clarity and alignment with goals and corporate culture. To this end, it is essential to know what skills employees have and to develop them in a targeted manner. Furthermore, good management is needed, again with new competencies, to steer the activities and results and to combine them into a meaningful whole.
Leadership navigates through complexity
Leadership means dealing with the complexity of the modern world. It means understanding and being able to explain interrelationships. Good leaders know what leeway they can use and also pass it on to their employees.
Those who want to navigate others should also reflect on themselves. What are my own motives as a leader? What do I want to achieve in this role? What competencies do I need for this?
Leadership means clearing the way. This also includes enabling employees to act on their own responsibility. Leaders know what their employees are capable of, what they want and what limits are needed. They empower in the right place, break down glass ceilings and enable courageous decisions within the area of competence. They show the way, can face fruitful conflicts and unite different perspectives into a coherent picture. It is natural for them to combine operational activities with strategic aspects.
Leadership means working on the company of tomorrow
High Impact Teams
Leadership nowadays means establishing the highest possible transparency of the rules of the game within the framework of the respective organization through clarity and consistency. Leadership promotes employees in their professional, personal and social competencies. It stimulates the motivation and talents of individuals so that appropriate results are delivered in the respective role.
The focus is on results that effectively impact overall success. Instead of focusing only on delivered results without added value, good leaders can put results into the big picture. It’s no secret that leadership is an essential part of a company’s culture.
A strong sense of belonging
Today more than ever, the “we-feeling” is an essential factor for corporate success. The triad of individual strengths and needs on the one hand, and the focus on a common goal and reliable results in the overall context on the other hand, and thirdly an emotional home in the “we-feeling” requires new communication and coordination formats, reflection tools and meeting routines. Good leaders know team dynamics and can foster them. Employee loyalty and commitment, even in virtual teams, are experienced as a self-evident fact.
Team development is more than just a few team-building measures that often only bring superficial entertainment or take place in an ideal parallel world that has little to do with the perceived reality of the team. Real team development is systematic work on the team, which accepts challenges, considers mutuality and creates a lot of joy.
We guide you through the challenges of leadership
Gerne begleiten wir Sie dabei, Ihre Führungspotenziale zu entdecken und zu stärken. Maßnahmen können u.a. sein:
Traditional and hybrid organizations:
- Analysis of the status quo of leadership competencies and potential for improvement
- Remote and hybrid leadership
- Retrospectives of collaboration and leadership requirements from the team
- Training in communication and conflict skills
- Training for situational leadership and other leadership tools
- Leadership mentoring for individual topics.
- Dealing with criticism and negative feedback
Self-organized teams:
- Attitude and responsibility in the team
- Decision-making mechanisms and methods
- Techniques for visualizing tasks, progress and responsibilities
