Weiterentwicklung & Stärkung der Führungskompetenzen
Innsbruck
Location
160
Employees
40
Managers
2024
Project period
What do managers need to remain capable of acting and resilient in a changing working world? The Lebensraum Tirol Group (LRT) also asked itself this question - and brought combine on board to find a sustainable answer together. The result: the design of an effective, low-threshold training format to further develop communication and leadership skills, which we successfully implemented with management at the end of 2024.
The background
The LRT pursues the goal of sustainably securing the future viability and quality of life of the province of Tyrol. As a strategic driving force, it strengthens the Tyrol brand by promoting innovation, cooperation and sustainable development - economically, ecologically and socially. In the course of far-reaching changes in the world of work - keyword New Work - the LRT, like many organizations, is confronted with new demands on leadership and cooperation. Against this backdrop, LRT has developed a new leadership model and identified specific development needs in terms of personal, social, methodological and professional leadership skills - based on an internal survey, among other things.
We have developed interactive training formats on the central dimensions of the new leadership model: on the topics of appreciative communication, promoting strengths and developing a culture of feedback. The result is a space for reflection, a change of perspective and collegial exchange - essential for anchoring new patterns of thought and action.
Our three steps for developing a customized training format for the LRT:
1. understand & concretize
The first step focused on understanding the initial organizational situation and the specific development needs. Based on the results of an internal management and employee survey and an intensive briefing with HR Development, the specific objectives for the measure were defined. This involved not only defining the content, but also developing a format that takes into account the specific requirements of day-to-day management in terms of organizational framework conditions.
👉 Why this step?
With a well-founded analysis, we create the basis for effective and compatible interventions. In this way, we avoid standard solutions and ensure a fit with the specific management culture of the organization.
2. design & tailoring
Based on the first step, we developed three interactive, digital training units, each lasting 90 minutes, in consultation with HR Development. We structured the content based on current organizational psychology findings on leadership and communication - and enriched it with specific practical examples from LRT and exercises.
👉 Why this step?
The combination of sound theory and practical implementation enables sustainable learning. At the same time, we ensure maximum relevance and identification through iterative coordination with the customer.
3. carry out & secure transfer
We implemented the training units, moderated by our consultants, via MS Teams and Miro. The focus was on exchanging ideas as equals, interactive exercises and applying them to our own management situations. In a debriefing with HR Development after the modules were completed, we reflected on the results, identified further development needs and created structured documentation of the content for further internal use.
👉 Why this step?
Learning is not an end in itself - its value only unfolds when it is transferred. Practical exercises, accompanying reflection and proper safeguarding of results turn impulse events into sustainable development measures.
Das Ergebnis
LRT managers were able to take away new ideas, exchange ideas with colleagues and try out initial changes directly in their day-to-day work. At the same time, we laid an important foundation for the organization's new leadership model - with a leadership culture in which communication is appreciative, individual strengths are encouraged and feedback is practiced on a daily basis.
