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Leading Effective Strategy, Systems and Culture across Organisations




6 months, including 6 days of online or in-person workshop learning, and 2 virtual webinars.

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.

Beautiful Landscape

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.

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