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Emerging Leaders: Building Effective Teams, Culture and Collaboration




2 months, comprising of 3 days of online or in-person workshop learning.

About the Course

This is a shorter version of our in-depth leadership program designed for emerging leaders who have less need to create system-level impact but who would benefit from developing their personal capability to collaborate with peers, lead small teams and build their person effectiveness. The program provides space and stimulus for leaders to understand how they operate when they are working from their strengths and also to recognise when they’re off balance and less effective. There is a focus on self-understanding and self-compassion to build skills in regulation and to enrich and buffer individual wellbeing. Dealing with difficult emotions and challenging situations is including and the program helps participants give feedback in a way that enlivens. Emerging leaders develop greater clarity about the power of their own choices and responses. They become more attuned to encouraging proactive behaviour in those around them, and able to building collaboration and trust.

This course is contextualizable to your specific organisational environment and needs.

It can also be customised to be delivered through different delivery structures.

Course Delivery Options

Course is offered in both Online and Blended modes.

Key Course Content

Workshop 1 (Two Days)

  • Check-in, scene setting and establishing conditions for individual and group learning

  • Considering our leadership context and identifying areas for growth

  • Leader know thyself: drawing on a leadership assessment tools for insights

  • Understand the power of growth mindsets and the problems with knowing

  • Beginning to unpack the power of our communication: Multiple perspectives (My truth; Your Truth; Their truth)

  • Drawing on neuroscience and research findings about autonomic state (neurobiology) to understand about the decisions we make when we don’t know we’re making them.

  • Climbing the ladder: what assumptions do we make?

  • Telling, Asking, Listening – three modes: Using coaching with each other and those around us.

Workshop 2 (One Day)

  • Influencing, Assertiveness and Feedback: Speaking Up at the Right Time, in the Right Way, to the Right Person, with the Best Intent.

  • Accessing the benefits of positive emotion for thoughtful and enabling communication

  • Harnessing the power of positive emotion and bringing joy and wholeness to the workplace.

  • Valuing difference diversity and inclusion and building it into the fabric.

  • Leading change: understanding what others need to move forward

  • Regulating self and developing ways to wellbeing for self and in support of others.

Beautiful Landscape

Key Learning Process

Three days over two months

  • Pre-workshop engagement: Stimulus activities, early thinking about objective setting, experiential task to seek strength-based feedback from trusted others.

  • Pre-workshop assessment - (Hogans (Core Values, Key Competencies and Derailers). Note other assessments - The Strengths Tool, Life Styles Inventory, Team Management Systems and Myers Briggs Type Index are also options).

Workshop 1 (Two days of face-to-face or online workshops)

  • Action learning in between workshops. A workshop spacing of approx. 6 to 8 weeks is ideal to enable sufficient time for action learning and reflection tasks. Participants develop a brief verbal report on outcomes of their action learning process

Workshop 2 (One day of face-to-face or online workshop)

  • Participant satisfaction survey and in-brief assessment of participant’s learning outcomes

Post Workshop Engagement

  • Follow-up questionnaire – to evaluate and support embedding of learning and desired behaviour change/skill development.

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