Reflection and development: the path to leadership excellence.
How do leaders of an Upper Austrian company sharpen their leadership profile in the internal competition for coveted positions? Christoph Wolf and Barbara Guwak from GUPA accompanied a tailor-made management program that focused on reflection and constructive feedback. 'Straight Forward' not only opens space for introspection but was a well-thought-out menu for real development and growth. Multi-layered training modules, coaching and the precise 'Thrindix 360° Feedback' were the ingredients. Learn how even experienced managers can refine the art of winning and losing and continue to work together for their organization despite the competitive situation.
In the world of leadership development, it's an open secret: growth at the top of an organization is shaped not only by individual performance, but also by the ability to self-reflect and receive constructive feedback. At a renowned Austrian company, Christoph Wolf and Barbara Guwak have demonstrated how a management program can be designed to meet the challenge of "internal competition for coveted positions". The title spoke for itself and the two were able to accompany selected top managers through a special development program.
The "Straight Forward" program opened an important space for reflection for managers who had to prove themselves in internal competition with clear career options. The participants immersed themselves in the depths of their own leadership qualities and reflected on competitive skills and the ability to win and lose at a very high level. It was particularly important to create a good, trusting framework. This formed the basis for all participants, even those who did not get a job, to shake hands in appreciation and continue to work side by side for their organization.
Also on board was an offer to look at yourself in the mirror of the 360° feedback Thrindix 360. A very welcome support, as it turned out. Self-exploration with Thrindix 360 is always an investment in one's own leadership capital. Each candidate chose raters from their own professional environment and invited them to give feedback. The basis for this is the questionnaire carefully developed for the indigu leadership model. The results generated a cumulative 360° picture that was as multi-layered as the reality of their own day-to-day leadership - a golden compass for individual development. And yes, the results of all participants were - as expected - excellent. Proof that we were dealing with the best of the best in this company. But our candidates also found a little room for improvement, nuances in their respective leadership styles that could still be refined.
In the subsequent evaluation meetings with Barbara Colle, concrete areas of action were derived from the results. The clearly structured evaluations and the concise Thrindix 360 questionnaire were more than just a tool - they were the key to further developing the already high potential. It became clear that the true art of leadership lies not in having no weaknesses, but in the willingness to work on them and constantly improve.
