Again, it is essential that aspiring executives working on its development with their own motivation. The Executive qualifies and especially, she proved by practical applications as interim Executive. These operations must be accompanied by experienced mentors with big experience in the company. First if these bets be completed positively and given a good prognosis for the development as a leader off the usage is successfully completed and nothing more in the way starting as an Executive. It works but only if already in advance at the mentors do not exist silo thinking and network support.
These senior executives to is the very first challenge! Especially is to ensure that all managers have a uniform understanding of leadership across all levels of management. “It is highly counterproductive in succession to heck through many different models and approaches, freely according to the motto: we do it all for the training of our managers.” It is important that is held over a long period of time on a single model. This not the that every day a new sow village is driven by BBs impression!” This commitment must be taken by all executives including the Executive Board. And what is much more important that may be no lip service. All employees of a company can see that in their daily work environment. Nothing is more harmful than business lines that behaviors and manners, that they feel themselves not bound. Money is invested in personnel, the this Repays the investment performance.
No Scattering, but individual promotion! Active participation in the activities and no passive transport. Dealing with different opinions of executives. Understanding that people develop ideas that are highly motivated. It aims not to harm the companies by destructiveness, but channelling the ideas and opinions to bring the company forward. No design of the Yes-Sayers, but even-minded and courageous leaders. To do this, it needs but also brave and strong managements! Research results show that the companies that act in this form, are significantly more successful than others. Nevertheless, this type of approach is not widespread. Most short-term results are needed. Sustainability in action absent! Wanted Manager nomads for quick successes are often used, because the child has fallen significantly earlier in the fountain. Now effort attempting with a lot to be successful. Pressure on the staff and executives, the known failure phenomena with low rates of health and staff, who have long expressed their internal termination are the result. The spiral goes down. The half-life of management decreases further, the pressure rises and off it goes into the next round. Is so easy to make it better and above all it’s fun, it’s sustainable and it is successful! I would like to encourage the companies to operate their leadership and staff development, to make your business even more successful in the above sense. I can only recommend to calculate here even if it’s not much more cost effective, targeted to buy their external support. Anti-cyclical action is required! This issue is not black and white to look at. There are many businesses that have built up an excellent staff and leadership development. But there is, and that is the majority of companies that broke a great potential here in my view unfortunately leave and in their competitiveness of unnecessary even limited. The author Gerd Conradt was used many years leadership in the Sales Department of a Dax30 company and in various management positions with great personal strength. A year ago he has decided to leave this spiral and advise companies on a successful path and to share his experiences.