Personal Stocktaking for Managing Directors
So if one of the largest aid organisations in Germany shifts the focus of its strategic organisational development to systematically developing its leaders, this represents a consistent and logical decision. This new direction is reflected in a newly developed management program which has been available since the beginning of 2014. It allows experienced leaders to reflect on and extend their leadership behaviour and competences alongside their colleagues.
If you want to develop yourself, you have to understand where you stand today.
Content-wise, the program is aimed at an in-depth exploration of the main challenges a leader has to face. Participants gain valuable tips on how to extend their scope for action and repertoire of leadership behaviour and thus have the chance to increase their skills and potential. The binding starting point of the management development programme is a personal stocktaking by each participant. This means that from the outset the participants focus on their own strengths and skills as well as their values and motives in leadership.
Movendo Consulting convinced the client with a systemic assessment design that highlighted individual potential and areas for development in the context of the concrete daily challenges of leadership.
A process in several parts increases the validity of the observations.
Movendo consultants facilitate the personal stocktaking and half a day is dedicated to each participant for their analysis. Content modules are facilitated by the organisation’s internal experts. The aim of the program is to see how participants act in as many different contexts as possible, to reflect on their actions and to focus on their individual potential within the framework of their professional roles and the demands of the organisation. In preparation for a presentation of the current state of their own organisational unit, guiding questions are used to help participants make an initial assessment of their individual management competencies. The program also uses a semi-structured interview and an employee dialogue – if possible, with one of the participants’ employees. Content-wise, all of these elements are based on the existing leadership profile of the organisation.
We focus our attention not so much on judging what a participant does but on understanding why he acts in that way.
In this way, the participants experience their personal stocktaking as respectful and helpful. There is no resistance to feedback and we meet an extremely high degree of openness and curiosity concerning our feedback. In addition, the process is run entirely without any previously designed simulations. All the topics are worked on using the concrete day-to-day situations of the participants. This means the results can be applied immediately and simply. This phase reveals our strength. Our detailed knowledge of the day-to-day problems facing managers at all levels allows us to understand a situation very quickly and by asking critical questions, we are able to help the participant develop new ideas and perspectives.
In the subsequent evaluation of the observations and the identification of potential and development areas, each participant receives open and transparent feedback with tips on his further development and identification of goals for his further participation in the management program. Our participants do not experience us as unemotional consultants but rather as partners who get involved in the situation both at a professional and emotional level. As well as creating an atmosphere of trust, the focus of feedback is always on providing concrete support. Therefore, in the final phase, emphasis is finally laid on identifying ways in which participants can work on certain areas and put into practice what they have learnt. All participants receive a written summary of the results of their personal stocktaking in a letter. This program has been used by the Federal Association since April 2014 and has been adapted for two further State Associations.