Personal Leadership Competency
This seminar is ideal for experienced managers with responsibility for resultoriented leadership of important parts of a company. 4 + 4 days.
The search for the “right” kind of leadership is a permanent task for managers with extensive responsibility. A valuable tool for this is the leadership model. It offers you orientation, creates oversight, is an instruction manual for holistic leadership. And it’s based on insight gathered over many years of successful use in practice that has been constantly refined and further developed. This leadership seminar condenses the proven and the new, and shows you how you can optimize even further your effectiveness as an executive through leadership skills.
WHO SHOULD ATTEND
This seminar is ideal for experienced managers with responsibility for result-oriented leadership of important parts of a company.
1. Setting the Course to Take
Employees want orientation. They want to know where the journey is going, and which direction they should take. Only when they go along with the company’s corporate vision and understand and agree with the strategy formulated by top management, will they be able to make the contribution that is expected of them. And this is important, if concepts are to be implemented and objectives achieved based on promising strategies.
2. Setting clear Guidelines, vigorously implementing Primary Objectives
Vision, mission, values and direction must flow into precise objectives for the entire organization. There must be acceptance and commitment to these primary objectives throughout the organization – a task that is an especially difficult challenge when transformation is in store and long-standing and cherished habits need to be changed. New strategies bring change and the necessity for good change management.
3. Leadership Philosophy and Leadership Style
Insights into leadership vary and our understanding of it covers a wide spectrum. From “authoritative with objective-setting and control” to “self-organization with action autonomy within the framework of agreed upon objectives.” No leadership style is right or wrong. Important is, that it is situation-adaptive and authentic. Your own leadership philosophy, the personality of executives and employees, and each situation, are its central parameters.
4. Leadership Behavior
In the everyday world of business, it’s behavior that’s decisive, not the concept. How does a person communicate? How does he or she motivate or discourage? How does he or she deal with conflict? Does trust or mistrust rule? Team spirit or are individualists at work here? Are there good role models? How do people deal with mistakes? Are experiences shared? And how is justifiable criticism conducted?
5. Finding the right Management Staff
With good management staff (almost) anything is achievable. With bad, things will deteriorate. However, what is a company doing to train good employees and management staff? How many young talented employees are being developed so that there is sufficient management capacity when needed? This is because, most of the time a company has more ideas and projects than it has management staff. And what does a company need to keep in mind when they “purchase” young talent externally?
6. Using the appropriate Leadership Methods
Leadership methods are tools for managers. They are supposed to help to improve effectiveness and efficiency. These include instruments for work techniques, setting priorities, decisions and control, techniques for conducting meetings, agreeing on objectives, qualification and much more. If they are applied incorrectly, they don’t lead to better performance but only to more red tape and paperwork. Used correctly, they improve the efficiency of an executive, his or her employees and management team.
If you participate in this seminar, you will learn how to apply these elements of holistic management in such a way, that will allow you to optimize your personal leadership skills even further.
When you promote men and women of your staff, it will help if you approve their participation in our junior program first. In a briefing, you tell us what exactly your employee needs to develop. We meet with the participant and give you feedback about this. We then give you a promotion proposal and the St. Gallen talent-promotion tool for implementing your own talent management. [more...]