Management development

How can you as a manager achieve more motivation, energy, focus and efficiency in your team? Which management style is appropriate in which situation? Which leadership style is authentic for you? How can your leadership qualities be further developed?

In management development, we take you on a journey to further develop your leadership skills and your leadership style. You start with an assessment of your position – we use tried-and-tested frameworks for this – and explore your individual strengths and challenges. Together we develop customized development paths.

We support management development with the following modules, for example:

• Fundamentals of leadership and self-reflection
• Effective communication
• Employee development and coaching
• Building high-performing teams
• Resilience and stress management
• Dealing with conflicts

We offer these topics in the form of individual support, but also as a training module.

We help you to develop an authentic leadership style, we strengthen balance and strength, charisma and calm. You can thus anchor a stronger culture, a stronger “we-feeling”, build a high-performance team and achieve extraordinary results!

Ready for a change? Let’s shape your path to success together! Make an appointment for a non-binding initial consultation.

Food for thought

• As a managing director, what do you gain from working with us?
  Why do we get on your nerves as a managing director or manager with our convictions? You are competing for quality, costs and innovation. A shortage of managers and employees makes the situation even more difficult. And now you are supposed to reserve time and spend money on “our soft issues”? Why? What a load ...
• Leading teams successfully
  A very operational daily challenge as a manager: I have a team, a task. And now, what is my task to accomplish the task with the team? How do I best lead the team? A few thoughts on this, underpinned by actual conversations from our coaching practice. Overview Step 1: Can’t or don’t want to? Step 2: ...
• Emotions – our driving forces and our enemies
  Feelings are our most important driving force, whether we like it or not. Feelings bring strength and energy (“fight”), block (“freeze”) and or let us flee important situations that need to be clarified (“flight”). Feelings are not always accessible to us. We sometimes think we are immune to them, but we collect them in our ...
• Inner restlessness, dissatisfaction, insecurity? Is something missing in you? In your life?
  Inner restlessness, dissatisfaction, insecurity? Is something missing? 6 different situations of inner turmoil and ways of dealing with them.
• Managers as perpetrators, victims or saviors – how do you avoid the shambles?
  Unfortunately, role-playing is not uncommon between managers – often with disastrous end results. Learn to break out of role-playing games and lead your company to success!
• Why an end-of-year reflection is good for your team!
  Dear manager, your team is also a living being. It lives, it develops, it suffers and is satisfied, it has goals, wishes and dreams. And just like the individual, you can also give the team time to reflect.
• How many am I? – A motivating introduction to transactional analysis
  What actually is my “I”? And what am I allowed to be? What do I allow myself? What do others allow me to be? Am I allowed to make clear announcements? Can I be caring and protective? Or do I always have to be rational and reasonable? But what if I want to be creative and free, playful ...
• What is missing in leadership training?
  For management coaching and training, we are typically asked for concepts on leadership roles and styles, conflict management, change, communication, negotiation and much more. The managers to be trained should learn how to deal better with their team, how to motivate, develop, drive, etc. Ultimately, goals are to be achieved. One perspective is often ...
• “The art of enduring yourself” by Michael Bordt
  “The Art of Enduring Yourself” by Michael Bordt – a book on a great reading list by my trainer and mentor Heika Eidenschink. I read this book 2 years ago and put it aside again. It seemed too simple, too superficial. I expected more advice, more concrete “tools” back then. A few weeks ...
• Appreciation and performance at the same time?
  What nonsense! Based on our coaching and our own project experience, we say: yes, it is possible. Appreciation, respect, humanity and high performance, high focus, high energy – absolutely realistic. In our experience, appreciation, respect and humanity are the basis for really high team performance. Only when everything is in place do teams perform ...