Practical Example

Change capability training throughout a decade

„Leadership in Change” has entered its third stage

„When Columbus promised to discover a new hemisphere, he was told it could not exist. When he had discovered it, it was claimed that its existence had already been known for a very long time.”

Requirements of the client:

Leadership requirements are undergoing change and demand a reflexive self-assessment of the present leadership tools as well as the acquisition of new skills. Companies need to deal specifically with designing their leadership process:  

“What is your leadership behaviour against the background of economic shortfalls and how do you encourage cost-awareness? Do you feel capable of shaping change processes and managing unstable situations? Are you able to understand team processes and support your staff’s development?”

A pan-European medium-sized company has critically questioned its own practice and has recognized a need for action.

Our approach:

Managers and executives would be well advised to review their behaviour, competences, personality and role. Leadership knowledge and skills should be regularly reflected, trained, audited and developed. For this, managers and executives require consequent, continuous and long-term support.

By means of Nicole Schlegel’s HR development programme, medium-sized businesses can orientate their strategic HR management towards the change capability of their managers and executives. Under the heading “Führung im Wandel. Leadership in Change.” existing and experienced managers and executives at all locations are trained in decentralised and centralised competence clusters. The programme is structured as a stage model, which means that within every pass, “extended” skills are being promoted in respective leadership team units, in favour of the company.

The result:

„Leadership in Change” has already entered its third stage. For a decade now, the company has applied approaches to develop leadership skills. An individual’s change capability also serves as a stabiliser of the company’s corporate culture. The objective is to realise consistency between strategic requirements and established management and leadership practice, and to cross-generationally manage the development of leadership competences by applying developed leadership skills. 

The company’s positive business development is certainly also based on sustainable HR management. Since more than 10 years, Nicole Schlegel, has been pleased to accompany such processes with her training concepts and individual teams.