Further develop competencies and skills

We conduct in-house leadership training for managers and high-potential employees, whether as traditional face-to-face events, in combination with blended learning, or as online seminars. You inform us about the current challenges and what overall goals you would like to achieve with the leadership training.

One foot in practice, the other in teaching.

Since we are not "only" a training institute, but also lead large change projects ourselves as external project managers in consulting, this current knowledge about transformations in companies flows into the training courses. The trainers have one foot in practice and the other in teaching/training. Thus, the two "worlds" cross-fertilize each other.

Coaches are people, not know-it-alls.

Our trainers see themselves at eye level with the participants. They sometimes also consciously report their own mistakes in leadership and their learnings from them. In this way, an atmosphere can be created in the training that encourages managers to show themselves and open up, even with their challenges and hurdles. This creates depth and sustainability. It also increases the connection between participants beyond the training.

Leadership training

Situational approach.

Individual Development Goals.

Despite the overarching training goal, the prior knowledge, needs, and desires of individual managers in training can vary widely. Therefore, we design our trainings and contents individually. We do this by having each participant set a personal development goal for the training at the beginning and communicate it to the trainer or the group. By this we do not mean expectations, because a development goal is the responsibility of the participant. The sum of these development goals then influences what the trainer focuses on. So each training is depending on the group and individual goals, and in the end it is a perfect fit.

We come from practical experience.

We provide practice.

Our concern is to convey the contents as practically as possible. In doing so, we take up the concrete practical cases of the participants from their own everyday work and combine them with scientifically based models. Theory is outsourced as far as possible and taught via blended learning elements. When we teach models in training, we focus on models that manager can use with their team the next day. This mixture of a lot of practice and only the most necessary theory/models enables your managers to immediately integrate the contents into their daily work and to implement them sustainably.
Almost all WANDELPLAN trainers have their own leadership and management experience. This enables them to optimally support the participants in solving their practical cases.

Typical elements in our trainings

  • Input from models
    which the participants can apply in their daily work life
  • Personal development goal
    of the participants
  • Practical exercises
    based on the participants' own cases
  • Demonstrations by trainer
    e.g. coaching question techniques in conversation
  • Exercises with feedback
    by the participants and impulses from the trainer

  • Reflections
    in small groups and tandems

  • Video feedback
    Before and after effect

  • Tandem coaching
    e.g. on implementation projects

  • Blended learning elements
    in the form of videos, audios, articles on the topic, contributions from other participants, etc.

Choose from our training offer

Self-management/ -leadership

  • Awareness of strengths and weaknesses
  • Dealing with stress and pressure
  • Self-care
  • Personality development
  • Being a role model for others

Team leadership

  • Team development phases
  • Group dynamics
  • Common Ground Team Model
  • Dealing with "difficult" employees
  • From colleague to superior

Organizational design

  • Organizational Development
  • Cultural Development
  • Think & act strategically
  • Be an ambassador for the company
  • Actively initiate change

Emotion Management

  • Recognize and understand emotions
  • Ease in dealing with emotions in myself and others
  • Using emotions to get into action
  • Backpack model

Communication and conflict management

  • Solution-oriented conversation
  • Conduct employee appraisals
  • Coaching competencies for managers
  • Appearance and presence
  • Feed-forward (instead of feedback)
  • Successful conflict management

Change Management

  • Change Management
  • Dynamics of change
  • Use resistance sensibly
  • Model House of Change
  • Change talk/ Communication in change

Mindfulness based leadership

  • Mindfulness in leadership
  • Mindfulness @ business
  • Implementation in everyday business
  • Self-regulation
  • Presence

Personality development

  • Strengths and limiting patterns
  • Driver Dynamics
  • Personality diagnostics (GPOP etc.)
  • Become who you are
  • Importance of life story

Healthy leadership

  • Strengthen resilience
  • Duty of care and self-care
  • Mental illness in the workplace
  • Dealing with diseases
  • Absenteeism Management
  • Health management, BEM

Virtual leading and working

  • Leading at a distance
  • Being effective via the screen
  • Virtual Tools & Visualization
  • Online Facilitation/ Moderation
  • Creating closeness in the virtual
  • Successful leadership in the digital working world

Leadership 4.0 and agile working

  • Successful leadership in the agile working world
  • Introduce Agile ways of working in the team
  • Where does agile working make sense?
  • Agile attitude
  • VUCA and the challenges

Intercultural competence

  • Working in intercultural teams
  • Use diversity
  • Understanding cultural values and attitudes
  • Cooperation in international teams
  • Build mutual trust


Are you interested in training for managers in your company? Contact us by phone or email.
Contact us

Development programs

Our development programs offer both experienced managers and young talent the opportunity to participate in a multi-module program over a longer period of time and learn the leadership skills of the future. A particular advantage is that participants can exchange ideas and share their developments with other executives during the program. In this way, a culture of support between managers is promoted in addition to competence development.

Leadership skills for the future

We offer support for the introduction of peer groups between individual modules or job shadowing among participants. The contents of the individual modules are developed together with the organization to fit you exactly and can be adapted as needed during the overall program. We offer conceptual and content-related competence as well as trainers with their own leadership experience.
Schaubild: Lead Self – Lead Team – Lead Organisation

With a multi-module development program over an extended period of time, you can achieve:

  • A sustainable
    behavioral change
    among managers through the possibility of implementation between the modules
  • Leadership knots:
    Dissolve knots in individuals that can only burst in the dynamic with a group with simultaneous deep trust, but not in individual coaching
  • Common language:
    Develop a common language among managers on leadership topics and thus create a more coherent image of the leadership culture
  • A more uniform
    understanding of leadership
  • Culture:
    Strengthen among the group of leaders. Open up and connect, deal positively with mistakes, and get collegial help when things get tough.

Implementation success in everyday management

This is our primary focus. That is why we try to activate as many internal resources as possible. For more sustainability that works even after the training. The WANDELPLAN team will be happy to advise you on best practices and success factors for leadership development programs.

Special features of our Leadership Development Programs

  • Personal development goals
    of the participants for the program and for the modules

  • Involvement of superiors
    from the beginning
  • Theory is outsourced as much as possible, and the
    attendance time for practice
    used for practice

  • Transfer tasks
    between the modules
  • Work on real
    business cases
    of the participants

  • Coaching vouchers
    per participant for coaching by WANDELPLAN trainers

  • Collegial shadowing
    at the workplace between the modules

  • Collegial coaching tandems
    (or peer groups) to support the implementation after the modules in everyday life
  • Mindfulness based leadership: Mindfulness in leadership - practical in everyday life with teams (e.g., introduce stop signals when we are going in circles). More awareness in dealing with myself and others - not just breathing more consciously or meditating.

  • Digital Leadership:
    Collegial online coaching via videoconferencing between 2 modules for urgent practice case discussions, e.g., when I need collegial advice for a difficult staff meeting the next day.

  • Blended learning elements
    with so-called "blinks"´such as videos, audios, lectures, exciting articles, participant chats and comments etc.

  • Sustainability:
    Feedback from supervisor on positive changes experienced in day-to-day leadership related to development goals during the program.

What to look for in the planning!

Whether nominated by superiors, through self-applications, interdepartmental management rounds, or diagnostic testing procedures - how and with which methods participants are selected is important for the success of a program. Who invites participants and, above all, how is also crucial: in personal dialogue, as a central email to everyone, via a cover letter from management, all of these have an influence on how participants experience the development program.


The WANDELPLAN team will be happy to advise you on best practices and success factors for leadership development programs.
Contact us

Are you interested in a training or development program?

Then simply write us here in our contact form or by email your request and we will get back to you promptly. Or you can call us directly at 06023-9189494, between 09-15.

And further?

We schedule a phone appointment and ask questions for clarification of goals. The telephone call can be made to the supervisor, a team member or the responsible HR manager.

We will then provide you with a non-binding offer with information on the time frame, trainer profiles and costs for the training. We will also be happy to advise you on which measure is most effective for your concern.

You are also welcome to meet the trainer in advance to see if the “chemistry” is right – by phone, video call or even in person (depending on the distance).

And then you can take your time and sift through everything at your leisure. Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.

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