Wie können Sie Ihre Führungskräfte kontinuierlich weiterentwickeln?

Continuous development needs three phases : 1.Assessment 2.Evaluation and Feedback 3. Outcome Assessing present skills and competencies to understand the gaps Take a feedback from your environment , get a coach or mentor for yourself and get guided to reach the destination . Continuous development , need continuous learning and improvement through a robust review system which will show the result . An effective evaluation is important to keep a track on the development of the employee . Each learning should be associated with a need and an evaluation to understand the growth . Implementation of learning at your job front & celebrating your success through rewarding self is of utmost importance . Review and reward self for best results

Para desarrollar a tu equipo debes crear un ambiente de confianza, donde los aspectos a mejorar no sean percibidos como una crítica negativa sino como una oportunidad de crecimiento.

Ready to grow? Begin with a mirror and a map. Reflect on your leadership strengths and where you're headed next. Tools like feedback surveys or coaching can be your compass. Let's map out your journey to excellence, pinpointing both your shining peaks and unexplored territories!

One of the most effective means of leader development is looking for opportunities to empower those who work for you, to fix authority to make decisions at the lowest level possible. That does not mean you delegate responsibility, but by giving good guidance, training your people, painting a vision of what success looks like, resourcing them, telling them when you'll be checking in on progress, and, most important, explaining how what they're doing fits into a larger picture and why it's important, and then getting out of the way and letting them get after it is the best means of leader development, period. Does wonders for their morale, confidence, and feeling of worth to the organization.

Continuously develop your leaders by offering ongoing training and professional development opportunities. Implement mentorship programs and encourage participation in industry events. Provide regular feedback and set clear performance goals. Promote a culture of learning by encouraging leaders to seek new challenges and reflect on their experiences to drive personal and professional growth.

Usar o diagnóstico das Inteligências Múltiplas predominantes também pode ser uma ferramenta poderosa. Ajuda a perceber as Inteligências predominantes e padrão de comunicação do líder, de cada liderado e o da equipe.

Para mim, um dos maiores erros em desenvolvimento de novas lideranças é quando o líder busca criar cópias de si mesmo. Quando busca outros líderes que tenham exatamente o seu perfil ou, pior ainda, busca moldar os outros àquilo que ele entende que é o melhor. Cada vez que tentamos "moldar" alguém, perdemos a INCRÍVEL oportundidade de explorar os pontos fortes dela e, principalmente, deixamos de ter líderes complementares numa corporação. As pessoas não precisam ser iguais a nós para darem certo. Elas podem ser exatamente quem elas são. Um abraço e vamooooooooo 🤟🏻👊🏻

I try to adopt a "Life-long" learning approach. Learning never stops...but there are many ways to learn. It isn't always from a class or a program. Learning is everywhere. Become a coach or a mentor...there is just as much learning for the coach as there is for the coaches. But I feel the best way to learn is to apply what you are learning...be a role model for others.

Continuous development needs- 1.Updated Technology and system 2. Communication 3. Assessment of OB This Make Individual to represent him to stand potentially in his field.

Continuously develop leaders through regular coaching, providing opportunities for stretch assignments, offering targeted training programs, fostering a culture of feedback and reflection, promoting peer learning and mentorship, and encouraging leaders to pursue ongoing education and self-improvement initiatives.

When a football player is recruited into the NFL, he does not sit back and say - "YES, I made it, now I never have to train again!" ... no he keeps training, practicing and growing as a player! It is the same as a leader. You always need to be growing, learning and evolving!

Consider feedback and coaching as your compass in the quest for growth. Openly seek guidance from those around you—managers, peers, mentors—and let their insights illuminate your path. This approach turns constructive criticism into actionable steps, ensuring your development journey is both directed and deliberate.

Seek Diverse Sources: Gather feedback from managers, peers, and mentors to gain varied perspectives. Embrace constructive feedback to foster growth. e.g, if a colleague suggests improving your presentation style, consider their insights to enhance your communication effectiveness. Ask for actionable advice to target improvement areas. For e.g, inquire, "What’s one change I can make to better support our team’s objectives?" Regularly check in on the feedback received to demonstrate commitment. For e.g, schedule a follow-up meeting to discuss how you’ve implemented suggestions and their impact. Encourage an environment where feedback is normalized. e.g, hold weekly team meetings focused on sharing successes and areas for improvement.

Muchas veces, como líderes no somos conscientes de nuestras áreas de mejora. Recomiendo pedir feedback 360 y una vez obtenido, decidir cuáles de esas áreas nos motiva más desarrollar.

Implement mentoring and coaching programs to provide leaders with personalized guidance and feedback. Pairing less experienced leaders with more seasoned executives can facilitate knowledge transfer and provide valuable insights. Utilize 360-degree feedback, performance reviews, and regular check-ins to provide leaders with insights into their performance and areas for improvement. Feedback should be constructive and used as a basis for development activities.

O desafio num processo de evolução é que muitas pessoas buscam tapinhas nas costas e não crescimento real. Essas pessoas, quando encontram uma crítica genuína, verdadeira e útil, acabam preferindo dar mais valor ao elogio raso e desprovido de valor do que realmente olhar de frente para seus pontos de melhoras. Sempre existirão duas dores: (a) a dor de evoluir, pois crescer dói e dá trabalho; e (b) a dor de permanecer... que parece melhor num primeiro momento, mas no futuro será muito mais dolorosa.

For any Job feedback is a necessary tool to understand the step of work it gives individual to understand and do the necessary correction when and where it is required.

Pair leaders with mentors or coaches who can provide guidance, support, and personalized development plans. Mentoring relationships allow leaders to learn from the experiences and insights of more experienced professionals, while coaching provides individualized support to address specific challenges and goals.

Have to agree that learning from a mentor or shadowing or being shadowed is the best way of it! There is nothing like seeing things 1st hand. Balance it out with other diverse ways such as networking, volunteering, online programs, blogs etc

𝐂𝐎𝐍𝐓𝐈𝐍𝐔𝐎𝐔𝐒 𝐋𝐄𝐀𝐑𝐍𝐈𝐍𝐆. Commit to lifelong learning by regularly seeking out new knowledge and skills relevant to leadership. Attend workshops, seminars, conferences, and training programs, and read books, articles, and blogs on leadership and management.

As new HR Philosophy is Human being are learning being , so learning in any form develop individual and enhance the power of thinking and to represent himself in public .

Una de las mejores cosas que tiene la Era Digital es la flexibilización de la formación. Escuelas de negocio tradicionales, formación en la empresa, formación online, mentorización, etc. Las posibilidades son infinitas, la clave está en encontrar la motivación.

Die kontinuierliche Entwicklung als Führungskraft erfordert die Fähigkeit, resilient in Zeiten der Unsicherheit zu bleiben. Es ist entscheidend, Anpassungsfähigkeit und Flexibilität in unseren Führungsansatz zu integrieren, um nicht nur den Herausforderungen der heutigen Geschäftswelt zu begegnen, sondern auch, um ein Vorbild für unser Team zu sein. Indem wir uns auf unsere innere Stärke und unsere Fähigkeit zur Überwindung von Rückschlägen stützen, können wir eine inspirierende und unterstützende Umgebung für alle schaffen.

Provide opportunities for leaders to work on cross-functional projects or to rotate through different departments. These experiences can broaden their understanding of the organization, develop new skills, and foster innovative thinking.

Life moves so fast, especially now in the age of the 4IR, but we must stop and take time to reflect. Pick a day, maybe Friday, set a time in your agenda to review the week and your leadership performance. From your outcome make any necessary tweaks or add ways to improve and start a new week with a fresh perspective.

𝐑𝐄𝐅𝐋𝐄𝐂𝐓𝐈𝐕𝐄 𝐏𝐑𝐀𝐂𝐓𝐈𝐂𝐄. Reflect on your experiences, successes, failures, and lessons learned as a leader. Regular reflection helps you gain self-awareness, identify areas for improvement, and make informed decisions moving forward.

As a leader, I advocate for integrating action learning into our development approach. This method involves real-world problem-solving, allowing leaders to tackle actual challenges while reflecting on their strategies and outcomes. When leaders engage in such experiential learning, they not only gain practical insights but also cultivate resilience. The reflective aspect enables them to analyze decisions in the moment, leading to immediate adjustments and fostering a deeper understanding of their leadership style. This hands-on experience ensures that learning is relevant, impactful, and directly applicable to their roles.

Discomfort often signals an opportunity for growth. So, notice when you feel uncomfortable. Maybe a situation or interaction didn't go smoothly. Sit with the discomfort and reflect on it: 1. Write down the mechanical details. What happened in the situation or interaction? 2. At what moment did the situation change from neutral to uncomfortable? 3. "Uncomfortable" is a vague term. Get more specific about the emotions you are feeling (i.e., humiliation, anger, frustration, jealousy). 4. As you think through what you did or said, how did your emotion(s) contribute to the outcome? 5. If a similar situation arises in the future, what will you do differently? Self-reflection helps you adjust behaviors that aren't serving you or your team.

Leadership is constant evaluation process looking back in reflection on areas you do well or should be focusing on to get better. This is indirectly tied to emotional intelligence to build self awareness and management ability to be able to ask questions like: What I can do to create more value to help others win? How can I support each of my team member grow and develop? Are there any classes or training that would help build better relationships?

Remind leaders that the reality in leadership is that everyone began somewhere and all they did differently if they are successful is to continue putting one foot in front of the other, every single day. Every leader knows these statistics: In the beginning they had: 0 direct reports 0 promotions 0 speaking gigs 0 sponsors 0 followers Every successful leader started with the numbers above. The only difference between the successful leaders and the others is simple. Successful people take action no matter what. The rest wait for the right moment to start. Remind your leaders that they don't have to go fast, but they have to get into action.

Entrenar a cada uno de esos líderes a revisar sus acciones, a pensar críticamente, a autoevaluarse y a reconocerse, resulta fundamental: para todo el equipo. De ese modo, cada feedback será un espacio de gran crecimiento, deseado y solicitado, sabiendo que nadie hace las cosas de manera perfecta. Se requiere un ámbito de enorme seguridad psicológica

This is my favourite point in developing leaders. Reflection. Often I encounter leaders who struggle with reflection and when they want to develop themselves or other leaders around them, simply take the copy and paste approach of learn 1,2,3 leadership skills and action. It just isn't that simple. Leaders need to reflect on their strengths and shortcomings and be able to take feedback from others and reflect on it to really grow. Be critical in analysing why and how you do things and ask yourself if it is really the best way to do it. Seek understanding of different perspectives and challenge your thinking to allow for mindset development and growth as a leader.

En las metodologías ágiles, una de las herramientas más importantes es la retrospectiva con el equipo. A nivel general se trata de evaluar que funcionó y que no del sprint que acaban de culminar. Aparte de esta, el líder debe hacer su retrospectiva individual. Todo escritor sabe que la "magía" ocurre no al escrir una novela sino al revisarla. Los líderes deben verse como escritores, continuamente plasmando ideas y conceptos en la vida de las personas en donde periódicamente debe aislarse y "revisar" el libro que esté escribiendo en la vida de las personas que esté liderando. Aparte del tiempo de reflexión está la actitud de flexibilidad frente a las metas, ya que todos nos movemos en el famoso terreno VUCA, la única constante es el cambio.

Engaging with peers, mentors, and broader networks enriches leadership by offering diverse insights and fostering a culture of continuous learning. This collaboration shapes a vibrant environment for personal and organisational growth.

Psychological safety is the first step to collaboration and open dialogue feedback for teams and for leaders. Psychological safety is a concept where contributors feel safe to take risks, voice their opinions, ask questions, and express their ideas without fear of ridicule, punishment, or judgment. Leaders can sometimes wear a mask to hide their worries or fear that they will appear weak or inept if they are vulnerable in communication about concerns. Fostering a culture of psychological safety and clarifying the appropriate setting for transparent feedback and open sharing will help to uncover organizational concerns that lie beneath the surface unsaid, avoided, and covered over. Starting at the top sets the tone for the rest of the team.

Encourage leaders to build and maintain professional networks both inside and outside the organization. Networking can provide new ideas, perspectives, and opportunities for collaboration.

Die Zusammenarbeit und der Austausch mit anderen bieten unschätzbare Möglichkeiten, von den Erfahrungen und Perspektiven anderer zu lernen. Durch den Aufbau eines starken Netzwerks von Gleichgesinnten und Mentoren können wir unsere Führungsfähigkeiten erweitern und neue Ansätze und Strategien entdecken, die unsere Effektivität als Führungskräfte steigern.

As I write about, leadership development is not a solitary endeavor but a communal one, enriched by the collective wisdom of a community. Collaboration + sharing have been integral to my own development as a leader. By engaging with peers, colleagues, mentors, + my professional network, I've been able to exchange ideas, gain new insights, + learn about best practices from diverse fields + industries. This process of exchange is not merely about acquiring knowledge; it's about expanding one's perspective, challenging one's assumptions, + discovering new ways to approach challenges. The beauty of collaboration lies in its ability to bring together varied experiences + approaches, offering a richer, more nuanced understanding of leadership.

Continuous development of leaders is fostered through collaboration and sharing. Engage with peers, mentors, and networks to exchange insights and best practices, fostering a culture of learning.

Here are some recommended strategies to strengthen collaboration: Create a culture of trust: Nurture an environment where team members feel comfortable sharing their opinions and insights without fear of judgment or retaliation. Establish clear communication channels: Ensure that everyone knows how and where to share information and ideas. This can include regular meetings, online collaboration tools, or designated discussion spaces. Encourage cross-functional collaboration: Promote interactions between different departments or teams to break silo mentalities and stimulate new ideas. Recognize and celebrate collaboration: Acknowledge the collective efforts of your team, highlighting successful collaborative initiatives and their impact.

Continuous development of leader. 1. **Seek feedback**: Ask for feedback from colleagues, mentors, or supervisors to understand your strengths and areas for improvement. 2. **Set goals**: Establish clear leadership goals and create a plan to achieve them. 3. **Learn from others**: Study successful leaders in your field, attend workshops or seminars, and read books on leadership. 4. **Practice self-reflection**: Take time to reflect on your actions and decisions as a leader, identifying. 5. **Get a mentor**: Having a mentor can provide guidance, support, and valuable insights into effective leadership practices. 6. **Embrace challenges**: Step out of your comfort zone by taking on new challenges that will help.

El intercambio de conocimiento y de informacion son probablemente una de las opciones mas directas que podemos utilizar para intentar el crecimiento continuo. Sin lugar a udas este no es un tema facil o sencillo, hay que lograr una apertura entre colegas, y mantener de manera sistematica este ejercicio.

We often find it easier to reward others and leave ourselves out of the equation! As a mother, I find myself doing this often, the joy of our children is powerful, and easy to neglect oneself. As a leader, in the same way, find ways to reward yourself for your hard work. If I achieve X, I will do Y. You deserve it, and this is very motivational:)

O desenvolvimento deve ser contínuo, mas você não deve esperar chegar em um objetivo para só então se sentir realizado. Se caímos na cilada de comemorarmos apenas quando alcançamos grandes marcos, ficamos dependentes de vitórias cada vez maiores para sentirmos a mesma felicidade. Portanto, líder, não espere para reconhecer apenas suas grandes conquistas; curta também o processo e comemore as pequenas vitórias do caminho.

Tener a líderes formándose de manera continua es una de las principales ventajas competitivas que una empresa puede tener. No deberían ser excepción las empresas que lo tienen en cuenta a la hora de definir su bonus anual.

Celebrating and rewarding yourself is crucial for sustaining motivation and acknowledging your hard work. Recognizing milestones, expressing gratitude, and rewarding yourself with something meaningful can significantly boost your confidence and satisfaction. These celebrations not only honor your progress but also inspire you to continue developing your leadership potential with renewed energy and enthusiasm. Remember, appreciating your achievements along the way fuels ongoing growth and reinforces your commitment to continuous development.

Estimule e desafie o colaborador a ir além. Feito isso, comemore cada avanço dele e mostre a evolução que ele teve, muitas vezes ele mesmo não percebe que evoluiu.

Aus meiner Erfahrung ist es wichtig, sich selbst für Fortschritte und Erfolge anzuerkennen. Ob durch das Feiern von Meilensteinen, eine kleine Belohnung oder einfach Dankbarkeit für die eigene Leistung – solche Momente stärken Motivation und Selbstvertrauen und geben Energie für die nächste Herausforderung.

Para mi gusto la mejor manera de celebrar los logros que alcanzamos es establecer de manera inmediata nuevos desafios. Estoy de acuerdo que puede llegar a ser demasiado exigente, solo que a mi me parece un muy buen camino para la celebracion.

Provide public positive praise to those who exhibit the behaviors that are valued. This positive reinforcement will, in turn, become group norms that others will practice as well.

Support each of your team member's development and training. However, make it known to them that they're responsible for seeing to their development. It's OK to ask for support (coaching and guidance) but they must take the initiative to make it happen.

As an executive leadership coach, I believe that every step in a leader's learning journey is a stride toward transformational growth. To effectively cultivate ongoing leader development, establish a growth-centric environment where embracing challenges is standard. Motivate leaders to venture beyond their comfort zones, engage in new initiatives, and guide cross-functional groups. This strategy not only augments personal proficiency but also strengthens the organizational framework. By weaving leadership development into everyday practices, consistent progress is guaranteed, ensuring it's in harmony with the organization's goals, transforming each hurdle into an opportunity for enhanced leadership efficacy.

Emphasize resilience and adaptability: Leaders need to navigate challenges and uncertainties confidently. Promote diversity and inclusion: Inclusive leadership fosters innovation and productivity. Encourage ethical leadership: Integrity and ethical decision-making are foundational for trust and credibility. Foster innovation and creativity: Leaders should cultivate environments where new ideas are encouraged and supported. Develop emotional intelligence: Understanding and managing emotions enhances interpersonal relationships and leadership effectiveness.

By following these additional strategies and consistently working to develop the leaders, we can create a more positive and productive work environment and help leaders to reach their full potential: 1. Provide opportunities for growth: Offer opportunities for the leaders to take on new challenges and develop new skills. 2. Encourage collaboration: Foster a culture of collaboration and teamwork within the organization and encourage leaders to work together and share best practices. 3. Encourage continuous learning: Encourage the leaders to continuously learn and develop their skills and provide resources and support for their personal and professional growth.

𝐒𝐄𝐄𝐊 𝐋𝐄𝐀𝐃𝐄𝐑𝐒𝐇𝐈𝐏 𝐑𝐎𝐋𝐄𝐒. Look for opportunities for leadership roles and responsibilities within your organization or community. Leading teams, projects, or initiatives allows you to practice and refine your leadership skills in real-world situations.

Während wir unsere Führungsfähigkeiten entwickeln, dürfen wir die Bedeutung der Life-Balance nicht ausser Acht lassen. Eine echte Führungspersönlichkeit erkennt, dass nachhaltiger Erfolg und Wohlbefinden Hand in Hand gehen. Dies erfordert eine bewusste Entscheidung, Grenzen zu setzen und auch Zeit für Erholung und persönliches Wachstum einzuplanen. Nur so können wir langfristig als Individuen und als Führungskräfte blühen.

I think the one and only answer is to give them a leadership development system and philosophy they can carry on with them throughout their whole career. Coaching sessions are not perpetual. A philosophy and wisdom lasts forever. This is how we set up our coaches and leaders at GCG for success.

Encourage leaders to engage in regular reflection and self-assessment. Keeping a leadership journal or engaging in mindfulness practices can help leaders become more self-aware and identify their own development needs. Use succession planning to prepare leaders for future roles. This process helps identify potential future leaders and provides a roadmap for their development, ensuring a pipeline of leadership talent. Promote a culture that sees failure as a learning opportunity. Encourage leaders to share their experiences, both successes and failures, to foster a learning environment where risks are acceptable, and lessons are valued.

Continuously developing your leaders’ needs building the following dimensions: - Help the Leader understand their Natural Leadership Style and use different leadership styles in varied situations. - Redefine “Leadership” - Accept That No One Is Born a Leader - Recognize Leadership Areas You Need to Develop - Inculcate values of Continuous Learning for yourself and team - Become a Facilitator - Make Fundamental, Not Incremental, Change - Learn the art of Delegation and Empowerment for faster decision making and improving efficiency of team members.

A couple of areas not included in the article are: 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: Implement structured leadership development programs that offer a mix of training, mentoring, and real-world application. 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: Develop a succession planning strategy to ensure a pipeline of capable leaders ready to step into key roles.