LAUSR

The goal of this in-depth interview study was to gain knowledge about important, needed and developed competencies of executives. Supplementary design factors and implementation barriers were examined as framework conditions for competency development. The study (N = 66) gathers information from three different subject groups: executives (n = 22), freelance trainers (n = 23), and corporate HR professionals responsible for executive development (n = 21). A total of 13 important competencies were extracted from the answers of all respondents. Groups agreed on five competencies (leading, communication, achievement motivation, organizing and strategy, social influence) which are therefore classified as needed. Design factors and implementation barriers were classified, ranked according to relevance and evaluated in general and on a group-specific basis. The two most important design factors mentioned by all subject groups are: 1) to ensure the practical relevance of development programs; and 2) to include time for discussion and reflection. The three most common barriers are daily business, conflicting old habits and lack of motivation. Results also show that other competencies are also developed, but are not classified as needed (e.g., openness for novelty, and self-reflection). These findings provide insight and guidance for creating training and development programs for sales executives that focus on the competencies that are needed and how these can be developed.