Organisations are at a critical juncture as both business and societal changes are altering the trajectory of their human agendas. To flourish in this environment, leaders must operate in sync with their organizations and embrace the fundamental skills required to rally employees and teams toward new objectives.
The concept of leadership is undergoing a transformation in a world without boundaries. It is no longer solely reliant on formal authority, but rather on the ability to utilise personal insight, take ownership of responsibilities, connect with values, and take action. All individuals can assume the role of a leader by motivating and inspiring their colleagues to achieve their shared goals, regardless of their position in the hierarchy or number of subordinates and this programme provides the tools and techniques to help leaders lead – and lead effectively with great results.
The programme is customisable and can be delivered virtually or face to face. In its ‘off-the-shelf’ form it comprises six modules of participative training, with an MBTI diagnostic for all delegates to complete and with the benefit of actors supporting at Module 4.
Previous cohorts who have completed the programme have given overwhelmingly positive feedback with 100 % of delegates saying they would recommend this programme to others, and an average self-evaluated score of knowledge increase of up to 50% more than before the sessions started. Scores for people feeling clear about how they would translate their learning into practical day work and leaving feeling motivated and inspired were c.80%.
Optional Psychometric and/or 360 Degree Feedback
There is the option to start the learning journey with a psychometric and invitation for colleagues and direct reports to provide feedback in a structured and constructive way to support greater self-awareness.
For the psychometric, many organisations favour Myers Briggs or DISC as both are well-rounded and well-established however, alternatives can be used if preferred.
Optional Coaching
An option for providing one or more 60-minute virtual one-to-one coaching sessions with a professional coach to help individuals digest learning, consider their personal Leadership behaviours further and plan focused action on insights gained throughout the programme. The coaching works well with the 360 assessment
MODULE ONE: INSPIRING LEADERSHIP
This module offers leaders the opportunity to reflect on their current approach to management and leadership and to learn about skills, behaviours and options for leading others to deliver at their best. It encourages leaders to consider their unique values and to showcase and apply them in their leadership role and also provides space to consider how they inspire others, motivate and recognise good work from the team and how they can communicate effectively to support all to do a great job!
AIMS
- Understand the context for the Leadership Programme and plan my commitment to develop
- Apply the learning from a range of leadership models and theories to my everyday leadership activities
- Explore alternative leadership styles to maximise my flexibility in leading and engaging others
- Develop my personal leadership vision and my leadership ‘brand
- Prepare strategies to reward and motivate individuals and the team through appropriate recognition, praise and feedback
- Reflect how leaders inspire others
- Calculate the costs of communication and discuss the need for getting it right
- Understand the importance of Body Language in enhancing the message and building trust and credibility
- Learn how you can fake it till you make it through using your body to generate confidence
- Plan application of learning to facilitate improved leadership behaviour
RESULT
Confident value driven leaders clear about how they inspire, engage, motivate and influence people.
MODULE TWO : EMOTIONAL INTELLIGENCE AND COLLABORATIVE WORKING
During this module Leaders are introduced to the concept of Emotional Intelligence and the importance of developing and applying EI skills in their every day working. They will evaluate levels of emotional resilience, thinking about how they currently respond to knock backs and learn some tools to develop resilience and future focus. We explore tools for leaders to encourage contribution from others and provide a positive environment that enables all employees to share their views and be listened to and also evaluate opportunities for improving networking and how this facilitates improves breadth of leadership.
AIMS
- Review application of learning.
- Describe Emotional Intelligence and it’s benefits.
- Consider how to further develop Emotional Intelligence.
- Discuss approaches for developing personal resilience.
- Discuss how leaders can encourage collaboration and contribution from others.
- Consider strategies for creating a psychologically safe environment.
- Develop knowledge of a thinking environment to encourage contribution.
- Recognise the importance and value of networking and identify and categorise your network.
- Plan application of learning to facilitate improved Emotional Intelligence, encourage thinking and develop an effective network
RESULT
Well connected leaders with developed self and social awareness, shaping positive culture that drives autonomy and contribution and enables all employees to contribute to success.
MODULE THREE : PERSONAL IMPACT
To truly begin to understand others and lead them well, leaders need to understand their own preferences and ways of working. It is also critical that they are self aware and consciously take steps to help themselves and others to proactively and positively deliver solutions. This module provides a range of useful tools and approaches to help leaders take accountability for managing their state and choosing helpful responses to issues and to recognise the power they hold to influence positive outcomes. Time spent exploring the Myers Briggs Type Indicator during this session also enables leaders to recognise the benefits in difference and plan how to create value in relationships.
NB This module comes with the suggested option of each delegate completing a personal MBTI diagnostic before hand. Results will be shared during the module.
AIMS
- Review application of learning
- Discuss Proactive mindsets & positive beliefs
- Evaluate how to manage our level of control and influence
- Help ourselves to choose effective responses
- Gain a common understanding of the Myers Briggs Type Indicator,
- Self-select against the MBTI dichotomies
- Consider how type effects team performance and relationships with key stakeholders
- Plan application of learning to facilitate improved personal impact
RESULT
Solutions focused leaders, proactively dealing with issues and recognising and embracing the value of difference and getting the best out of people and relationships.
MODULE FOUR: MANAGING PERFORMANCE
What key factors should Leaders consider when managing people’s performance and how do they most effectively support people to perform sand develop? This module deal with the benefits – and sometimes concerns – surrounding the practice of performance management. The module explores mindset, process and value of PM. With the help of actors showcasing a range of example employee reviews, Leaders will develop skills in objective setting, feedback and holding great performance discussions. Leaders will also have an introduction to the skill of coaching conversations and plan how they will use this approach to support all team members.
AIMS
- Review application of learning
- Understand the principles and value of Performance Management
- Know how to set effective performance objectives and short term goals
- Develop awareness of routes to measuring and monitoring performance
- Choose preferred approaches from a toolkit of performance feedback techniques
- Considered how to incorporate coaching to support with development
- Discuss performance ratings and how to ensure objectivity and fairness
- Plan application of learning to facilitate improved performance management
RESULT
Leaders effectively managing the performance of people, driving delivery of organisational goals and providing clear direction, support, feedback, challenge and development.
MODULE FIVE: DEVELOPING EFFECTIVE TEAMS
One of the trickiest parts of leading others is developing and maintaining a high performing team . This module helps leaders explore what are the basics of building a high performing team and how can they to put them into practice? They will analyse current team working, learn about stages of team development and discuss helpful theory and tools. By the end of this module Leaders will be clear about the steps they can take to enhance how their teams perform, create added value – and enjoy working together.
AIMS
- Review application of learning
- Evaluate effectiveness of current team working
- Establish a clear definition of Team and discuss the impact of hybrid working on team working
- Define what makes a High Performing Team and analyse current team characteristics and behaviours
- Discuss stages of Team Development and progress towards performance
- Analyse current team ways of working using a range of theory and tools
- Plan application of learning to facilitate improved team effectiveness
RESULT
Leaders focused on establishing high performing teams, ensuring a range of critical roles are utilised, creating trust, connection, debate and action orientation that deliver organisational success
MODULE SIX: INCLUSIVE LEADERSHIP
As organisations work harder to increase and embrace diversity, and nurture truly inclusive workplaces, the significance of Inclusive Leadership has never been more important. This module creates space for leaders to evaluate current approaches to inclusivity, develop further understanding of how to enhance approaches to diversity and inclusion and ensure all colleagues have the opportunity to bring their best self to work.
AIMS
- Have questioned current levels of inclusivity
- Understand the qualities of an Inclusive Leader, where your strengths lie, and identity areas for growth
- Be confident to role model inclusive behaviours
- Understand the business case for actively mainstreaming diversity and inclusion across the organisation
- Understand what an inclusive environment looks like
- Know the behaviours that support an inclusive environment
- Be prepared to adopt a proactive role in promoting and encouraging diversity and inclusion
- Commit to tangible actions to further diversity and inclusion best practice
RESULT
Inclusive leaders, role modelling and facilitating inclusive diverse organisations that enable all people to contribute, thrive and enhance delivery of organisational goals