Background
One manager was recognised for his professional expertise but had significant difficulties in leading staff. This led to a sense of uncertainty, frustration and recurring conflicts within the team. Feedback was either avoided or given in a way that caused distress.
Challenge
The problem lay not in a lack of professional expertise, but in the effectiveness of the leadership role. At the same time, a heavy operational workload and unclear priorities exacerbated the situation.
HOLSTEIN:CONSULT’s approach
The situation was categorised according to the individual – role – organisation framework. On this basis, a targeted approach was developed comprising:
- Clarification of the leadership role and expectations
- Examining key communication and leadership patterns
- Practical relevance based on real-life leadership situations
- Application to day-to-day management
Depending on the context, this can take the form of employee counselling (for individuals with a clear remit) or leadership development/management training.
Result / Effect
The manager gained a clearer understanding of his role, conducted meetings in a much more structured manner and was able to interact with the team in a more engaging and respectful way. The team atmosphere stabilised, as well as the team’s output.
Relevant services:
→ Management
training → Employee counselling
