Personnel development
You have defined your strategy – fixed your targets – and what is decisive for your success is whether or not your co-workers go with the implementation.The constant changes necessary in these times of mega-competition unsettle the co-workers. To improve cooperation among the members of a team and to remove any inter-departmental blockades people must be able to develop to the best of their abilities and satisfaction in a value-enhancing corporate culture. New strategies, structures and processes have to be accepted, implemented and lived by the co-workers. To be able to realise this, leadership figures have to be developed who have skills in informal communication and who can convey and manifest values. They have to live an open culture of trust and teamwork!
Having to manage people, processes and performance in a complex, ever changing environment your leaders require the corresponding programmes developed for them (e.g. Extended DISC – Behaviour typology)
Your executives must be qualified to
- recognise and satisfy the various needs (motivation)
- cooperate effectively with different people in various situations
- achieve results
- establish business contacts
- lead teams
- fulfil quality requirements
- constructively deal with changes in the company
Taken as a whole, all measures in personnel development have the objective of activating co-workers’ potential and utilising and increasing emotional intelligence as regards self-perception, social awareness and personal competence.
After all your co-workers constantly have many contacts to stakeholders and customers, i.e. contact to the market! What is crucial is just how competent do your co-workers perform? Are they not only co-workers, but also co-entrepreneurs? It’s no longer a case of competition, it’s now a case of competence.