remoteleadershipgrosscie

Increase managers' flexibility.
Possess the right skills for everyday work.

In the future, leaders will manage both employees and AI agents—together. To do so, familiar human skills such as creativity and empathy will be valuable. New competencies will be combined, such as evaluating AI suggestions and results and applying them to one’s own leadership. This synergy literally creates a high-level leader who has a positive impact on employees and the company in everyday life.

Groß & Cie. has extensive experience, particularly in rapidly building the necessary competencies. For example, situational leadership is crucial during transactions or comprehensive transformations. This is characterized by intensive communication, project management skills, and efficient decision-making processes.

In addition, Groß & Cie. offers individual support: Through one-on-one coaching, we enhance the ability to manage oneself, organize independently, and leverage personal strengths. Often, a brief period of personalized support lays the foundation for more effective execution of core leadership tasks, such as conflict resolution, goal setting, and employee motivation. This “personal mastery” in the personal development of leaders is the foundation for the effective design of organizations.

 

We would be happy to discuss the specific needs of your executives. You can reach Managing Partner Michael Groß by cell phone at 0171 2428 624. Or send him an email.

What we do for you

Leadership is always shaped by individuals. At the same time, leadership within a company should not be arbitrary. Leadership principles provide managers with a framework that defines the specific priorities that should guide their leadership. This enables the development of one’s own leadership personality in a goal-oriented manner.

Groß & Cie. structures and facilitates the development of principles for companies and, derived from these, a concrete mission statement for executives. First, all topics relevant to leadership are identified and linked to the company’s specific goals. In workshops and selective interviews with top management, the list of topics is discussed, tailored to the company’s specific needs, and further refined. Leadership principles should not comprise more than ten points.

The principles are further elaborated in a mission statement that breaks them down into concrete everyday situations. This provides executives with a practical guide. The mission statement should therefore also be continuously refined. Here, too, Groß & Cie. acts as a facilitator, providing insights into which situations are particularly relevant. Once again, workshops serve as the tool for developing and aligning the content of the mission statement. Naturally, we incorporate “best practices” from other projects and other companies.

An essential component of every leader’s development is an understanding of the competencies and roles required at each hierarchical level, as well as the scope of responsibilities and tasks. Groß & Cie. creates a tailored competency catalog for executives on behalf of companies. From this catalog, the individual leadership roles and the competencies required for them are derived.

As a key deliverable, Groß & Cie. provides an overview of which executive in which part of the company should possess which specific competencies. Depending on function and hierarchy, a clear target competency profile is created for each role, divided into technical, methodological, and social components. Ultimately, these competency profiles form the substantive basis for every job description within a company.

Transformation or transactions—as extraordinary events within a company—require specific knowledge and specialized leadership skills. The required competencies vary depending on whether the organization is undergoing a merger, acquisition, restructuring, or business expansion. Groß & Cie. begins the coaching process by outlining the specific requirements for management. This is because, in most cases, the leadership team is facing the upcoming change initiative for the first time.

The next step involves a joint, detailed assessment of the situation, existing capabilities, and experience. Based on this, Groß & Cie. determines the measures needed for the rapid acquisition of the necessary competencies. A combination of group training, individual coaching, and ongoing monitoring throughout the change project is generally recommended. This is because, despite thorough preparation, organizational change does not always proceed exactly as planned; adjustments to the plans and the necessary leadership competencies may become necessary.

General leadership skills—such as setting an example, setting goals, boosting motivation, and developing employees—should be combined in training with the skills that are particularly important in the specific company. Ideally, these are outlined in leadership principles and a mission statement.

The training programs from Groß & Cie. combine these two areas so that leaders can further develop their personal skills and strengths. At the same time, a common leadership style should be established to later create a trusting work environment for employees. The group training sessions should be supplemented at the outset by a leadership conference to clarify the context within the team and to enhance the learning outcomes of the training through the participants’ conviction (details under “Conferences and Workshops” in the Coaching & Events business area).

Individual support and guidance can be particularly valuable during organizational transformations or when taking on new tasks and areas of responsibility, right up to the level of senior management or the executive board. Coaching can also be a valuable component of executive development programs. Skills are taught or deepened quickly and specifically for the individual executive, tailored to the situation at hand.

The foundation of Groß & Cie.’s individual support is a joint, detailed assessment of the situation, existing skills and experience, objectives, and, above all, the tasks to be addressed in the coaching. This time is always well spent, as it allows us to subsequently design a coaching program that is precisely tailored and implemented swiftly. The collaboration is primarily based on one-on-one meetings, which may also take place over the phone, for example, to discuss current events immediately. As a result, leadership competence and readiness are improved, and personal skills are optimally activated.