Leadership Development Programs 4.0
Executive Development Programs 4.0
June 26, 2023 – Leadership is becoming increasingly important in the digital age, characterized by rapid change and decreasing predictability. At the same time, leadership must also change. It should, among other things, be more agile and flexible, person- and future-oriented, open to change, and motivating.
To achieve this, leaders partly need new competencies. Additionally, this requires high behavioral flexibility, a reflective attitude, and a strong willingness to change and learn on their part.
This is not only the central credo of IFIDZ, but it is also demonstrated by our Alpha Collaboration Study. We convey this attitude and mindset, alongside the necessary competencies, to leaders and future leaders of companies in our executive development programs – also with the help of our E-Academy.
Goals of the Executive Development Programs
When planning and designing these development programs – in dialogue with our clients – and during their implementation, we always pursue the following goals:
to develop a common understanding of the fundamental principles of leadership in the digital age,
to create awareness of the resulting need for change within oneself,
to convey or further enhance the key competencies for leadership in the digital age,
to learn the leadership tools and methods that leaders will need for future leadership, and
to instill the behavioral security that leaders need in everyday operations.
Development Programs Also for Leadership Culture
Another goal is to ensure the necessary alignment within the leadership team, because: Your leaders should be able to work together in their leadership role despite their different personalities, drawing from the same values – otherwise, there will be uncontrolled growth in your organization. Additionally, there won't be a cross-departmental and cross-functional leadership culture in your company.
Core Elements of the Executive Development Programs
We always tailor the executive development programs to the respective company and its leadership team. Therefore, they are as diverse as the companies themselves. However, they usually contain the following elements:
Kick-off: The goal of this measure is to create an emotional and substantive starting point for the executive development program; additionally, to generate a common understanding of leadership and digitization, as well as awareness of the need for change.
Self-reflection (e.g., using the IFIDZ Competency Analysis Tool LEADT): The goal of this measure is an individual assessment of the leaders regarding their digitally-oriented leadership maturity. They also receive (learning) impulses for their individual development.
Collective Qualification (e.g., in seminars, training, webinars; using learning platforms like our E-Academy): The goal of these measures is to impart the skills needed for leading in the digital age.
Individual Qualification (e.g., through coaching, mentoring): The goal of these measures is to instill the behavioral security that participants need to fulfill their leadership role and to enhance their self-confidence as leaders.
Supportive Transfer Measures (e.g., team coaching, exchange of experiences): The goal of these measures is for participants to actually exhibit the desired leadership behavior and to establish a leadership culture within the company that meets the demands of the digital age.
On-the-job Learning: The goal of these measures is to systematically expand the new leadership competencies and make them routine.
Integrating Online and In-Person Learning in Executive Development
When designing the aforementioned measures, IFIDZ relies on online and in-person formats. We utilize modern information and communication technology to effectively and purposefully design the executive development programs.
Our top principle is: The development measures must correspond with the strategy and development goals of the company. Accordingly, the programs are quite different – in terms of content and design.
More Information About Our Development Programs for Leaders in Companies
We are happy to engage in discussion with you and see which training measures or programs are just right for you and your organization.
Author: Barbara Liebermeister
About the author Barbara Liebermeister
Barbara Liebermeister is the founder and director of IFIDZ – Institute for Leadership Culture in the Digital Age. As a management consultant, coach, and speaker, she combines business experience with scientific depth and has coined the term Alpha Intelligence®, a concept that captures the essential skills of modern leaders.
With many years of experience in leadership positions and as a coach for top decision-makers, she has been supporting companies of all sizes on their way to contemporary leadership for over two decades – practical, strategic, and effective. Insights from her work have contributed to several books on the topics of self-leadership, networking, and leadership in the digital world.
Barbara Liebermeister is a lecturer at RWTH Aachen, Kempten University, and others, and also serves as a mentor at universities in Hesse. She studied business administration, holds a master's degree in neuroscience, and has completed training as a business, management, and sports mental coach.
Outstanding work: For her pioneering efforts, she was nominated for the #digitalfemaleleader Award in 2017. In 2018, the analysis tool LEADT developed by her institute, which measures digital leadership maturity, was awarded the prestigious Wolfgang Heilmann Prize at Learntec.
