Leadership skills

The maturity model is also known as Situational leadership®. In this course, participants learn to lead employees in a way that corresponds to their individual situation. Four different leadership styles are discussed: instructive, coaching, participative, and delegating. They also learn how to assess the respective maturity level of an employee.

At the core of this e⁠-⁠learning are Meredith Belbin's team roles. The participants get to know the three main types of roles on a team: activity-based, thinking and problem-solving, and people-oriented roles. Strengths and weaknesses of each role are presented in detail, promoting understanding and appreciation of the Belbin model and the resulting role differences. Aiming to support the participants in their skill development, this course also contains checklists, exercises, and transfer tasks.

Participants will learn about options for external staffing and criteria for choosing the right form of contract. They will learn how to properly draft contracts to avoid illegal employment. Professional moderation, videos and explanatory films also offer differences, delimitation criteria and a risk check.

More and more often people are working from home. Managerial tasks remain the same and are based on a combination of people-oriented and goal-oriented leadership. This results in five central challenges: building trust, achieving results, resolving conflicts, developing employees and motivating employees. However, these leadership challenges have to be executed differently at a distance compared to when in direct contact with employees. Get started to unlock this crucial skill.

The ability to lead with empathy is considered to be an essential discipline in leadership. If you succeed in managing your team with appreciation and trust in on a daily basis, you will be able to win over your employees more easily. Because with empathy, you not only take other people with you – you can also better understand them and put yourself in their shoes. This will create a working atmosphere in which your team will know they are appreciated, making them feel more comfortable. This will have a positive effect on every conversation along with your ability to persuade and convince others as a manager. Those who show empathy and attentiveness to other people can also better assess their attitude and thus avoid the negative consequences of misjudgments. However, leading with empathy is something that needs to be learned. In this training course, you will learn how to be more perceptive of other people's emotions and understand their motives. By applying this understanding, you will have greater assurance in working out suitable courses of action.

This e⁠-⁠learning teaches how to manage crises. Video lectures introduce the phases of a crisis and explain how to successfully move through immense challenges with effective communication, resilience, and techniques for staying calm. The e⁠-⁠learning uses transfer tasks, comprehension questions, key messages, and a final test to help each participant meet the learning objectives.

How you as a manager can improve the AI literacy of your team, with a special focus on Responsible AI.

Despite (age) differences in the team, look for common ground, clarify points of friction, agree on rules and benefit from each other.

If the transfer of knowledge within the team stalls at generational boundaries, it's time to overcome this barrier. This micro gives tips on how to do this. This way, you can utilise potential and your team can learn from each other!

A manager can be a stressor for their team that is perceived as a burden or a resource that provides support and helps them to cope with stress. This micro gives managers tips on how they can better manage to be a resource.

More room for manoeuvre for employees does not automatically mean more well-being. This microlearning is designed to help managers differentiate: What is real room for manoeuvre? Where is freedom useful and when would leadership be desirable?

Avoiding gratification crises can not only have a positive impact on the productivity of team members, but also on their well-being. Microlearning provides tips on how to do this.

Teams excel when members interact productively within their diverse roles. It's essential for individuals to recognize these role differences and collaborate with mutual understanding. As a manager, it is your job to foster this understanding!

Different roles enrich your team and increase its efficiency! The Meredith Belbin role model outlines three key role groups and their contributions to achieving success together.

In this micro you will learn how to motivate your employees to see lifelong learning as something worth striving for and how to create a culture of curiosity and thirst for knowledge.

What most employees lack when it comes to further training is time. Here you will learn how to find learning time together with them.

Employees set themselves a learning goal and share their knowledge in a group of people with similar challenges. This exchange enables them to support and develop each other.

In today's fast-paced professional world, you can use learning plans to provide all your employees with professional development so that they benefit themselves and your company benefits too.

If you sense that the candidate is holding back, it may be helpful to approach your assessment with empathy and understanding to uncover the underlying cause.

If applicants don't ask any questions about the job or the company during the interview, this quickly creates the feeling that they are not interested in the job. It's best to address this before you turn them down.

You delegate tasks to your employees, but they don't complete them to your satisfaction. However, an unsatisfactory result serves as a learning or training opportunity for the employee.

It can be difficult to delegate tasks that are enjoyable, but it is crucial for both time management and employee development.

Managers often have to deal with unrealistic expectations of perfection on the part of their employees or colleagues. In this micro-learning you will learn how to reduce these expectations and develop a leadership style that is authentic and creates an environment of trust and collaboration.

The level of management you provide your employees depends on their skills and motivation. However, highly motivated employees often overestimate their skills and seek tasks or positions for which they are not yet competent. In this micro-learning course, you will learn how to react appropriately in this situation and, most importantly, how to appreciate your employees.

To avoid mistakes, a functional feedback culture and open communication are just as important as the joint exploration of possible causes. This micro provides impulses for that.

Ensuring equality doesn't involve imposing rigid one-size-fits-all solutions. This micro explains how fairness and respect can be integrated into team dynamics while considering the individual needs of each team member.

Description Managers always have to prove themselves to some extent. The situation is intensified when young managers face more experienced team members. This micro provides tips to less experienced team leaders.

If less experienced colleagues do not respect the life experiences and achievements of more experienced team members, a conversation on equal footing is needed.

When the company is in crisis, fear often spreads among the employees. Find out here how you, as a leader, can address concerns and apprehensions.

Changes create uncertainty. Changes associated with digital innovations generate even more uncertainty. In this micro, you'll learn how to support your employees in embracing digital progress and working with it instead of against it.