When it comes to leadership development, the possibilities are virtually limitless. And while various approaches exist, at actively, we offer two varieties that we have consistently found to been most useful. Every situation, however similar, is unique and requires thoughtful discussion in order to clarify and ensure that the approach we use is meaningful and goal-oriented for all participants and the organization. Let’s have a conversation! We would be happy to explain the respective advantages and disadvantages over a personal discussion!
1. Individual Leadership Coaching
As experienced business coaches, our personalized coaching sessions are designed to actively develop and empower executives at all levels, completely tailormade based on individual experiences and/or personality profiles.
Possible Coaching Topics
- Reflection on specific, personal circumstances
- Management requirements (employees, managers)
- Employee interviews
- Conflict and crisis management
- Dealing with underperformers
- On- and offboarding etc.
We recommend this approach be tailor fitted based on the creation of a personality profile (EASI). As an official cooperation partner of Master Management, we are trained to assess EASI personality profiles which provide valuable, and actionable insights into personal behavior and derive from it a personal leadership style. We consider the structured reflection of one’s own leadership style as a core element. This instrument can optionally be combined with 180/270/360-degree feedback.
2. Leadership Development Circle “think.learn.act.”
We are absolutely convinced that the learning process is an iterative one. That’s why we developed the circular format “think.learn.act“. Leveraging a small group delivery format allows participants to see eye-to-eye and provides an environment where knowledge is able to be exchanged and developed on a needs-basis and self-directed manner. This also facilitates and ensures, as a key feature, the transfer of this knowledge into everyday work and is particularly suitable if several managers are to receive the identical development measure (in terms of content) together at the same time, because, among other things, they can learn and benefit from each other’s perspectives and experiences.
Teamwork is essential. That’s why our approach is collaborative and defines together with the client in a pre-kick-off meeting which topics should be addressed and what the objective, duration and scope of the development measure should be. Only then are the participants’ inputs recorded in the first circle “Explore” and compared with the client’s specifications, and ideally brought together for the subsequent detailed concept. Thus, the “think.learn.act” format creates a tailor-fitted and effective feedback loop which in our view is critical to success.
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were’ looking forward to get to know you!