About the Course
Becoming a great leader is not about accessing knowledge. There’s more knowledge, (books, academic journals, blogs, newsletters etc.), on leadership than on most other topics. Becoming a great leader is about facing yourself and understanding who you are, about seeing what works really well in this setting and what gets in your way in that setting. It’s about knowing yourself when you’re at ease and playful and effective, and about knowing yourself when you’re not. It’s about how to toggle back up, so that you can be the stimulus for positive and proactive behaviour that your team really needs. It’s about knowing when to walk gently and when to hold a firm line, how to give feedback in a way that inspire and enlivens and how to practice self-compassion for yourself and invigorate your own wellbeing so that you can keep on looking out for others.
This program will help you keep your heart in your leadership, it will help you bring people together to collaborate and it will help you build a clear path for your team, your culture and your organisation.
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 (2 days) and Webinar 1
Check-in, scene setting and establishing conditions for individual and group learning
Assessing context: what’s needed and developing personal development goals
Leader know thyself: drawing on 2 key leadership assessment tools for insights
Considering adaptive challenges (for me, for team, for organisation) and opportunities for new thinking
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.
Understand the power of growth mindsets and the problems with knowing
Shaping up my action learning improvement project
Setting up to seek feedback from important others (various 360 degree feedback options)
Workshop Two (2 days) and Webinar 2
Accessing collective capability: creating collaboration and trust
Steering the ship: creating shared direction, shared values and a productive culture
Powerful communication: Listening at all levels, using elicitation to create shared understandings
Dealing with hurt, difficult issues, negative emotions, and performance concerns
Dysfunction: what’s dysfunction? Helping teams shift from performative to learning
Harnessing the power of positive emotion and bringing joy and wholeness to the workplace.
Inclusion – building inclusion into your team and your organisation’s foundation
Valuing difference and diversity
Regulating self, others and the broader system
Workshop Three (1 day)
Leadership models to build on: Transformational, Authentic, LMX, Adaptive.
Leading change and creating improvement: helping others move forward
The balance between innovation and failure, planning and agile: and building in measurement
Pacing others for greater effectiveness and flexibility in communication – more than one way
Scaling up: sharing learnings from my improvement project to the broader system
Modelling the way and sharing the load
Building in wellbeing for the organisation, for teams and for self.
Key Learning Process
Six days over six months
Pre-workshop engagement: Stimulus activities, early thinking about objective setting, experiential task to observe patterns.
Pre-workshop assessment - (Hogans Core Values, Key Competencies and Derailers) and The Strengths Tool). Note other assessments - Life Styles Inventory, Team Management Systems and Myers Briggs Type Index are also options).
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 participate in 360-degree feedback process (various tools available or through conversation).
Shared reflection: Participants develop a brief verbal report on outcomes of their action learning process
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.