Overview

The Inspiring Leader is for experienced first line and/or mid-levels managers who already have a good working knowledge of management fundamentals and wish to enhance their skills to become an even better people leader. With a more strategic approach to leadership, it will cover the skills required to successfully plan and implement key initiatives, gain buy-in from key stakeholders and lead change.

Module

Content

A Leader’s Mindset

  • Programme launch
  • Define what makes an effective people leader
  • Leadership self-assessment and peer presentations
  • Create a leadership development plan
  • Develop the mindset of an inspiring leader
  • Assess current levels of adaptability and resilience
  • Define resilience and its importance in a leader’s role
  • Discover five strategies to boost resilience in self and others
  • Explain the difference between growth & fixed mindset
  • Employ a ‘progression not perfection’ attitude to development
  • State the four key ingredients to develop a growth mindset
  • Learn from failure & deal with knockbacks and derailers
  • Use the circle of influence to recognise what is and what isn’t within our control
  • Define action learning & its use for personal & professional development
  • Use action learning sets to accelerate individual and peer learning

Creating a Culture of Excellence

 

  • Identify the difference between culture & climate
  • Identify factors that negatively impact culture
  • Strategies for improving team culture
  • Create a culture of excellence charter
  • Align organisational strategy with team & individual goals
  • Set & communicate behavioural expectations
  • Explain the difference between responsibility and accountability
  • Importance of accountability and the impact on culture
  • Identify the psychological barriers that stop people from taking ownership
  • Break the ‘blame game’ & reframe what it means to be accountable
  • Personal accountability assessment & areas for development
  • Build team accountability by being CLEAR
  • Use the right communication style to gain buy-in
  • Create a common purpose with a compelling ‘why’
  • Set clear responsibilities & close the accountability gap

Managing for High Performance

 

  • Characteristics of high performing teams
  • Conduct Team development assessment and coaching plan
  • Create a learning environment
  • Set and communicate clear performance objectives
  • Define employee engagement & motivation
  • Recognise the difference between disengaged & highly engaged staff
  • Describe how autonomy, mastery & purpose can increase engagement levels
  • Define the 6 areas of human need & their impact on engaging others
  • Provide timely and effective feedback
  • Use conversational coaching to aid individual development
  • Conduct career development conversations and action plans

Strategies for Success

 

  • Engage people with compelling communications
  • Understand communication styles and how to communicate effectively with different types
  • Create presence and gravitas as a leader
  • Present with impact strategies
  • Use body language and tone of voice effectively
  • Use storytelling to increase engagement levels
  • Identify decision-making barriers & strategies in your role as a manager
  • State pros & cons of management decision-making styles
  • Avoid common decision-making traps
  • Explore the 3 principles of effective decision-making
  • Use a clear strategy to make well formed decisions
  • Mobilise and engage teams effectively with live project planning activity

Emotionally Intelligent Leader

 

  • Definition of ‘Emotional Intelligence’ (EI) & it’s importance in the workplace
  • The history and science behind EI
  • The difference between EQ vs. IQ and its impact on career success
  • An overview on Daniel Goleman’s 4 main domains of EI
  • 3 areas of focus: using EI to develop future leadership capabilities
  • Self-assessment of leadership competencies that underpin the domains
  • How to increase self-awareness and the impact our behaviour has on others
  • The basic physiology of emotions and difference between ‘thinking’ and ‘feeling’ brain
  • ‘Emotional Hijacking’ and managing the inner chimp
  • The Marshmallow Test: Exploring the link between impulse control & success
  • Recognising what our emotions are telling us and how to manage them appropriately
  • The 3 levels of empathy leaders need to demonstrate high EI
  • Relationship management and how to maximise both exploitation & exploration

Leading Change

  • Change initiative success criteria & failure rates
  • Making a business case for or against change
  • Lead change to accelerate business results
  • Clearly identify a change initiative & key stages for success
  • Assess factors that build & erode trust
  • Avoid change traps
  • Identify 6 risk factors to consider when leading change with contingency planning
  • Reduce the risk factors for implementing change initiatives
  • Explain the Why, How & What of change
  • Identify & manage resistance to change
  • Recognise the 4 factors that build commitment to change
  • Involve people in planning & implementation
  • Positively reframe individual reactions to change
  • Communicate change authentically
  • Final action planning on a real-world change initiative

By the end of the course learners will be able to…

  • Recognise individual strengths & key development areas as a leader
  • Develop people leadership capabilities
  • Align individual contributors with organisational strategy
  • Increase levels of adaptability and resilience
  • Develop a growth mindset in self and others
  • Increase individual levels of accountability
  • Understand core motivational drivers to improve performance & morale
  • Coach peers & direct reports to enable them to get results
  • Increase levels of emotional intelligence
  • Consciously deploy appropriate leaderships styles to achieve organisational goals
  • Enhance decision making process – balancing time & collaboration factors
  • Improve planning and implementation of change initiatives
  • Gain commitment and buy-in from key stakeholders
  • Successfully lead and embed change