We offer our workshops, trainings and consulting remotely, in presence and in hybrid form.

EXECUTIVE
DEVELOPMENT

THE PATH FROM KNOWLEDGE TO COMPETENCE

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MORE THAN DELEGATION:
DEVELOPING COMPETENCE IN LEADERSHIP

The demands placed on managers have increased significantly over the last decade - and will continue to do so in the future. This makes it all the more important to promote leadership skills, enable managers to bring their strengths to bear and ensure sustainable learning and development. This means more than just the transfer of knowledge. It is also about the development of professional competence and meta-competence. Learning leadership skills in concrete, real situations and projects from everyday work scenarios has proven to be particularly efficient.

 

PRACTICALLY ORIENTED DEVELOPMENT OF EXECUTIVES WITH CIDPARTNERS

cidpartners is a management consultancy with a focus on strategy and change processes. The area of training and enablement of employees and managers plays a particularly important role, for it is clear that no change or strategy implementation can succeed if the people in the company do not develop within the process and acquire new areas of competence.

Therefore we have been providing support to our clients in the field of management development and training for over a decade. This is not confined to theoretical aspects, but also about concrete methods, measures, attitudes and applying them to the immediate reality of everyday work. Our clients benefit from this on many different levels:

INTERSECTORAL EXPERIENCE

We provide our executive development services in various contexts - from start-ups to medium-sized businesses and corporations, from IT and telecommunications to energy service providers and religious organizations.

TAILOR-MADE DEVELOPMENT PROGRAMMES FOR INTEGRATION WITHIN THE ORGANIZATION

The best training is of no use if it does not meet the organization’s needs. For this reason, we provide tailor-made development programmes that match the inherent ‘logic’ of the respective system, including overarching corporate or divisional objectives. We enjoy working with our clients’ HR and personnel development teams.

 

INNOVATIVE FORMATS

Blended learning is an integral part of our methodology. In line with the client's requirements and concept, we combine face-to-face events with virtual sessions to ensure efficient and continuous support.

LEARNING BY DOING

Our training sessions are by no means purely theoretical. We always use a combination of impulses, practical exercises, reflection and transferral to everyday reality in order to enable sustainable and deep learning.

The thematic focus of the training sessions varies, ranging from topics such as digital leadership, agile working and conflict resolution to vision development, strategy and change. Always tailored to the individual requirements, which we identify together with our clients. Depending on the initial situation and objectives, we may combine the programmes with individual coaching and the use of personality profiles.

OUR TRAINING AND DEVELOPMENT PROGRAMME PRINCIPLES

MADE TO MEASURE INSTEAD OF ‘OFF THE SHELF’

Together with our clients, we develop programmes and formats that address the true needs and requirements of the organization and its members.

CLOSE TO THE MARK

An iterative approach, prototyping and the implementation of pilot groups ensure accuracy and close proximity to the real issues of the participants and the organization.

BALANCE

Integrating theory with practical implementation is an essential success factor - for sustainable learning and genuine transfer of competence.

ONE LEVEL HIGHER

In order to develop competence in practice, participants reflect on their own behaviour and reactions to new things as well as on the methods and tools they have learned and how they can be used in everyday life. Depending on the training objective, attention may also be paid to becoming effective as a multiplier within one’s own company.

Contact us

Mirjam Rieger loves and lives diversity and ensures collaboration and productivity in the most diverse contexts.

Mirjam Rieger

Consultant

+49.228-25 90 85.17

CONTACT

WHY LEADERSHIP
DEVELOPMENT IS SO IMPORTANT

Ensuring that executives have space to develop their skills has long since become a competitive factor. Providing support at managerial level generates a motivating environment for the entire workforce. It may seem over-obvious, but the fact remains that dissatisfaction with their supervisors is all too often complaint number one for employees – and that can easily lead to resignations.

A manager who combines both professional and personal skills - e.g. authenticity, sovereignty, communication skills and emotional intelligence - significantly improves the productivity of the workforce and its satisfaction levels. Managers also play a central role when it comes to inspiration, implementing strategy and achieving goals.

THE DEMANDS MADE ON EXECUTIVES HAVE INCREASED

In most cases, however, ‘classical’ management tasks such as management, personnel development, appraisal interviews, communication, consulting and mentoring are no longer sufficient in themselves. In many cases executives also have to give employees a sense of perspective and a stable framework against the background of change processes, complex situations and new ways of working.

So leadership today involves much more than just finding the right leadership style. Managers need support and input on several levels:

  • Ability to accompany, challenge and promote employees and teams in an empathetic way
  • Ability to contain uncertainty in unstable times
  • Ability to act even in the face of new and complex market challenges

In addition, it is important for managers to adjust to new role requirements and tasks. For example, the leadership role has changed significantly in the context of agile working: from the sole decision-maker to enabler, coach and development partner.

MANY YEARS OF EXPERTISE AND FRESH IDEAS – INVESTING EFFECTIVELY IN YOUR SENIOR STAFF

EMOTION AND RESULTS

We are convinced that the human touch and results-oriented work are mutually beneficial, and therefore we integrate both aspects into our management development.

USE OF DIFFERENT PERSPECTIVES

We look beyond the horizon - and encourage the managers we work with to do the same.

CREATIVE AND UNCONVENTIONAL

The goal is always to achieve a unique result. To this end, we develop creative and sometimes unconventional solutions that focus on the client.

MINDFUL OF YOUR TIME AND YOUR INVESTMENT

In our development programmes for managers, we work on the crucial topics and integrate current challenges from the participants' everyday work. Always with the aim of using the time - and thus your investment in your managers - as efficiently as possible.

EXPERTISE AND EXPERIENCE

We have been providing specific training and qualifications to both medium-sized and large companies in numerous industries for many years now. cidpartners’ trainer and consultant team of is composed of experts from different professions who are not only familiar with leadership theory, but have often been or are still capable managers themselves.

META-COMPETENCE

Meta-competence is the universal ‘competence of competences’, i.e. the ability to deal with any problem by ‘tapping into’ one's own and others' areas of competence. This also includes the ability to assess one's own level of development or need for improved competence. In contrast, professional competence means being able to apply relevant specialist knowledge or skills in given fields of action.