Leadership Enablement

Proceed successfully – in everyday life and in change situations

What characteristics and skills do managers need in order to empower their employees – both in day-to-day life and current change situations? How can managers make the best use of their skills and competencies? How do they communicate and how shouldn’t they communicate?

Managers assume various roles and employee’s expectations are high. They should motivate, inspire, provide structure and act as role models. They strengthen and empower the people in their teams.

During change processes, managers shape the process and drive it forward – while being affected by the changes at the same time. Does it sound like a balancing act? It is.

Unless managers utilise their resources wisely, requirements can become overwhelming. We help your colleagues with these issues – regardless of whether they are tackling a current challenge or would like to fundamentally recreate their management tasks. Our modules start where management responsibility begins.

Leadership during change

Mangers assume key positions during change situations. They drive the process forward, act as role models and are pushed at the same time – they are the first to feel the change. In order to master this balancing act, they first have to know and understand the effects and dynamics of change processes. Only then are they able to classify their own ideas and recognise the emotions arising among employees. This then allows them to adequately react and communicate correctly. Our modules, which work both individually and in various combinations, are correspondingly practical:

  • Communication in Change Processes
  • Changing Management Tasks
  • Foundations and Success Factors
  • Remote and Hybrid Leadership
  • Healthy Leadership*

All modules are offered in various formats – please contact us.

*See also “Mental Health

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Communication for Managers

Communication requires practice. Untrained, it sticks to individual patterns and behaviours which are reflexively repeated. As a leader, I should professionalise my communication so I can successfully master daily challenges. Such situations usually come as a surprise. Therefore, it’s better to practice with us in a protected room rather than with your employees. Then you’ll be able to actively address conflicts and solve them using appropriate communication. These modules are based on practical situations, and we will practice until you are absolutely confident:

  • Conducting difficult conversations
    – Resignation and dismissal conversations
    – Health/returning to work conversations
  • Feedback (listening, appreciative communication)
  • Conflict management

All modules are offered in various formats – please contact us. They work both individually and combined.

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New Work Leadership
Agile and Hybrid Leadership

Suddenly, New Work appears. In the truest sense of the word, it is new and it is work. First and foremost, it’s working on yourself – because in the New Work system, the manager’s role abruptly changes. The most significant change is certainly the shift to a coaching leader who is on the same level as the employees. What internal developments do you have to carry out? Do you have the skill of self-reflection in order to meet the requirements of this (new) work environment? Let’s find the answers together. In the individual modules, we focus on the special requirements for New Work:

  • Leadership in New Work
  • Agile leadership
  • Hybrid leadership

All modules are offered in various formats – please contact us. They work both individually and combined.

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C-Level Positioning

As a CXO, you don’t have a lot of time to define your position. 100 days? You need to use the initial phase in the new role to position yourself strategically – both with employees and with the management team. What are their expectations? How do I get feedback? How do I start an exchange? We will accompany you – especially in this eventful onboarding phase because this is the time when the future cooperation of the team is determined. We can advise you individually or as a team:

  • Analysis for strategic positioning
  • Concept creation
  • Consultation and sparring
  • Integration into the existing management team

All modules are offered in various formats – please contact us. They work both individually and combined.

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Management Consultation and Sparring

Even the top leadership level is a team – (good) cooperation is not always guaranteed. In order to move forward together, it’s necessary to have common goals and values. The communication has to work. This is especially true when a new management colleague joins the team. The balance of power shifts and cooperation has to be renegotiated. During such a process, it’s helpful to work with neutral experts. We can help develop your management team according to your needs:

  • Coaching
  • Leadership team building
  • Leadership training
  • Individual development trainings
  • New leader assimilation

All modules are offered in various formats – please contact us. They work both individually and combined.

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