Historically, many technical experts have been promoted to managers.

With new and coordinated development programs, managers are to be enabled to fulfil their leadership role in the context of the current business, based on the newly developed leadership guidelines and in good coordination with each other, so that a new leadership culture is created in everyday life.

The focus here is particularly on conducting discussions and acting as a role model. The active involvement of the respective higher management level should be reflected in the overall approach and the silo mentality should be overcome, creating a new dialog-oriented “leadership culture”.

Participants should acquire knowledge, learn skills, reflect on their own behavior and be motivated to apply what they have learned directly in their daily lives – and thus generate better decisions with greater impact.

In addition, the aim is to promote networking between managers. In this way, supportive and obstructive behaviors are addressed and can be adapted in the further course.

Very similar leadership behavior sets an example for the next management level and contributes to the creation of a new leadership culture.

• Design of an overall architecture for leadership and management culture development
• Design and implementation of target group-specific development programs for each management level
• Consistent choice of blended approach for each target group, each consisting of closely interlinked face-to-face and virtual training modules, linked by preparation and transfer tasks, moderated leadership circles and peer group coaching

• One module per target group every 4-8 weeks over a period of 6-9 months with the involvement of a closely coordinated trainer/coach team
• Briefing and involvement of HR and management as a fireside guest in the programs of the various target groups/hierarchical levels