Pro­mo­ti­on to Lea­der is the first step in the fur­ther trai­ning pro­gram for mana­gers and usual­ly fol­lows the Expert path. Lea­ders can be found in a wide varie­ty of busi­ness are­as within the SEAR Group. The most com­mon posi­ti­ons here include site mana­gers and pro­ject mana­gers, as well as team lea­ders with initi­al manage­ment respon­si­bi­li­ties. Due to our day-to-day busi­ness, it is essen­ti­al that our mana­gers have excel­lent decis­i­on-making skills.

With the appoint­ment of an Advan­ced Lea­der, employees are pro­mo­ted to midd­le manage­ment and the­r­e­fo­re assu­me a high degree of disci­pli­na­ry manage­ment respon­si­bi­li­ty. Howe­ver, this also comes with a high level of expec­ta­ti­ons. In addi­ti­on to the deve­lo­p­ment and imple­men­ta­ti­on of new stra­te­gies, the exten­ded are­as of respon­si­bi­li­ty also include weig­hing up and ana­ly­zing finan­cial con­se­quen­ces. In our asso­cia­ti­on, we usual­ly refer to the posi­ti­ons of depart­ment and office mana­gers as advan­ced lea­ders.

Every mana­ger should go through the Exe­cu­ti­ve Lea­der Pro­gram as part of their care­er advance­ment to seni­or manage­ment. In our group of com­pa­nies, Exe­cu­ti­ve Lea­ders pri­ma­ri­ly include aut­ho­ri­zed signa­to­ries, other seni­or mana­gers and the Exe­cu­ti­ve Board. To make the step into the Exe­cu­ti­ve Lea­der Pro­gram, you need many years of manage­ment expe­ri­ence in the SEAR Group, as well as excep­tio­nal suc­cess in mana­ging enti­re com­pa­nies. In addi­ti­on to the abili­ty to lead and act stra­te­gi­cal­ly, your reper­toire should also include reco­gni­zing and mas­te­ring future deve­lo­p­ments and chal­lenges, as well as pas­sing on the­se future impul­ses to the lower manage­ment levels. In order to pro­mo­te the­se skills, the Exe­cu­ti­ve Lea­der Pro­gram focu­ses on repe­ti­ti­on and con­so­li­da­ti­on as well as a lively exch­an­ge.