Modern Leadership
recognizes the human being, not just the task
Modern and contemporary leadership means that people are allowed to be people – with all their needs, strengths and weaknesses. This applies not only to employees, but also to managers themselves.
Because leaders don’t have to be perfect. The attitude with which you lead is much more important.
Modern leadership means:
- Recognize strengths and delegate in a targeted manner
- Empathic leadership
- Recognizing and using the intrinsic motivation of employees
- Removing obstacles and keeping the way clear for the team
- Understanding mistakes as a learning opportunity
- With joy and fun in leading – to top performance
- Living self-leadership as the basis of all leadership
“People-oriented leadership is not a method, but an inner attitude”
It’s about shaping relationships, creating trust and developing potential – through appreciative and effective leadership.
The 9 pillars of excellent leadership
Because excellent leadership starts with your own attitude
I shed my God complex
I don’t need to know everything – but I do need to delegate wisely.
Strong leadership does not mean omniscience. It means knowing who in the team has which strengths, weaknesses and motivations – in order to delegate responsibility in a targeted manner and promote development.
I also see the invisible
Recognition knows no hierarchy.
Truly strong leadership recognizes everyone – not just the “top performers”. Even silent helpers deserve visibility and thanks. This creates a real team culture.
Nobody loses face in my presence
Criticism needs dignity.
Feedback does not belong on stage. If you treat people with respect, you can also lead difficult conversations with clarity and empathy – always in private.
My success is also the success of my employees
Success only makes sense if it is shared.
If the effort is seen and appreciated, motivation increases. Those who share, multiply: Appreciation acts as a catalyst for commitment.
When I'm there, I'm really there
Presence is the new prestige.
Listening is not a sideline. Conducting conversations with genuine attention builds trust.
I don't need to know everything - but I do need to know all the obstacles
I clear the way.
As a manager, I know my people’s stumbling blocks – better than they do themselves. Because my job is to recognize obstacles and remove them before they become a problem.
I show what is really important
Focus creates clarity.
I repeat what matters – until it sinks in. Because only those who know what is important can act effectively. Clarity is a management task.
I recognize performance wherever I see it
Praise doesn’t make you lazy – it gives you wings.
People grow with recognition. Seeing and saying good things encourages initiative, self-confidence and team spirit.
The praise is yours - the blame is mine
I stand in front of my team – not beside them.
I share praise generously. But when things get difficult, I take responsibility. Because leadership doesn’t just mean leading, it also means protecting
In a rapidly changing world of work, we don’t need heroes at the top – we need authentic personalities who provide orientation and inspiration.
We support managers in developing precisely this attitude – through training, coaching and practical support.
With well-founded concepts, modern leadership knowledge and a clear mission:
Leadership that works. Human. Sustainable. Successful.
Everything is connected – and interacts
When all levels work together, real change is created that is effective and sustainable.
In interaction with team development
With excellent, people-centered leadership, teams often develop towards performance almost by themselves: they work more motivated, communicate appreciatively, openly and clearly. Conflicts escalate less frequently as disagreements are addressed constructively and at an early stage. The risk of burn-outs, sick days and staff turnover is significantly reduced.
The leadership style has a significant influence on the focus of team development workshops: instead of fundamental interventions, these can concentrate more on improving performance, fine-tuning or the successful integration of new team members.
In combination with individual coaching
When leadership focuses on people – and this attitude is lived authentically – this is the best prophylaxis against hurtful conflicts within the team and between managers and employees.
Excellent leadership not only motivates the team, but also the manager themselves. Enjoyment and a sense of purpose at work have an equally positive effect on health and performance.
This significantly reduces the need for individual coaching sessions – and when coaching is necessary, it is usually solution- and development-oriented rather than problem-focused.
In interaction with change management
Change is part of everyday working life. If people-oriented management has created an environment in which employees enjoy working, a positive atmosphere prevails and the spirit of “We can do it!” is palpable, it is much easier for everyone involved to accept change – or to see it as an opportunity and development in the first place.
Excellent, people-centered leadership makes change management much easier – even for complex projects such as restructuring or company takeovers.
