- Optimisation of leadership development processes and programmes at one of Germany’s largest insurers
- Conceptual integration of the three career paths: specialist, project and leadership
- A structured project process that implements management’s strategic guidelines and ensures practical, actionable solutions that gain acceptance amongst all other stakeholder groups
- Greater transparency through concise programme descriptions for the various target groups, as well as increased efficiency and clear improvements in quality through checklist-style process documentation with a ‘cockpit’ feel
The project brief for one of our clients, one of the top three insurance companies in Germany, was to describe, systematise and optimise the processes and programmes for leadership development – ranging from the programme for high-potential employees with no management experience to the management development programme for second-tier managers. In particular, the aim was to implement a conceptual integration of career paths for specialists, project managers and executives.
In addition to a thorough analysis of the available programme descriptions and process documents, we assessed the current status of the individual sub-processes through one-to-one interviews with the (in-house) key account managers and programme managers. Building on these process descriptions, we then engaged in dialogue with those responsible for the programmes to examine the programme and process details in depth, identifying areas for optimisation within the individual work processes and developing proposals to improve the input-output ratio across the various leadership development programmes. The new processes and programme changes approved by management were subsequently rolled out to the leadership development team and put into practice.
As a result, the various target groups within the company now have access to concise and precise descriptions of the leadership development programmes, as well as a ‘cockpit’ for leadership development specialists, which serves as a checklist mapping out the individual work processes underpinning the programmes. Through the collaborative project process, a wide range of efficiency gains were realised and significant improvements in quality were achieved.
The ‘Leadership Development Cockpit’ now forms the basis for the scheduling of leadership development programmes and enables the leadership developers involved to make robust estimates, including from a resource allocation perspective.
