Course Outline
Leadership Development Programme
Context and Rationale
Your organisation is in a phase of rapid growth. Middle managers are transitioning from specialist or technical roles into leadership positions. This transition introduces structural tensions:
- Exercising authority without overstepping
- Maintaining accountability without micromanagement
- Managing cross-functional friction under time pressure
- Preventing communication breakdowns during scaling
- Avoiding difficult performance conversations
Programme Objectives
By the end of the programme, participants will be able to:
- Operate with clear leadership authority and defined accountability
- Delegate effectively in growing teams without losing oversight
- Conduct structured, direct, and confident performance conversations
- Communicate with clarity and alignment across functions
- Strengthen cross-functional collaboration in fast-paced environments
- Build credibility and followership beyond positional authority
Leadership Identity, Authority, and Delegation
From Specialist to Leader
- The psychological and structural shift from contributor to leader
- Authority, influence, and decision ownership
- Defining one’s leadership mandate
Outcome: Participants articulate their leadership stance and clarify their scope of authority.
Authority and Decision Architecture
- Decision rights and ownership frameworks
- Avoiding escalation overload and bottlenecks
- Balancing autonomy and control
Outcome: Participants redesign decision clarity within their teams.
Delegation in Scaling Teams
- Task vs. outcome delegation
- Preventing reverse delegation
- Setting expectations and accountability loops
Outcome: Participants develop a structured delegation model for their team context.
Communication and Performance Leadership
Communication Under Growth Pressure
- Message clarity and reduction of ambiguity
- Communicating intent vs. instructions
- Aligning cross-functional stakeholders
Outcome: Participants improve precision and influence in communication.
Conducting Difficult Performance Conversations
- Structuring performance dialogues
- Addressing underperformance without avoidance
- Managing defensiveness and emotional reactions
Frameworks applied: Situation–Behaviour–Impact; Feedforward methodology.
Outcome: Participants practice and refine performance conversation competence through structured role simulation.
Building Followership and Engagement
- Trust formation in growth environments
- Credibility markers of effective leaders
- Balancing psychological safety with performance standards
Participants identify behaviours that increase team engagement and ownership.
Cross-Functional Leadership and Culture in Scale
Leading Across Functions
- Systems thinking in scaling organisations
- Managing friction between speed and governance
- Stakeholder mapping and alignment strategy
Participants enhance cross-functional collaboration capability.
Building a Performance Culture
- Establishing standards early in scale
- Accountability mechanisms
- Preventing cultural drift
Participants define non-negotiable leadership behaviours and performance expectations.
Integration and Leadership Roadmap
- 90-day implementation planning
- Personal leadership commitments
- Peer accountability structures
Outcome: Each participant leaves with a practical, time-bound leadership development plan.
Methodology
The programme is experiential and practice-driven.
- Applied frameworks tailored to your organisational context
- Real-case simulations based on growth-stage challenges
- Structured peer feedback
- Leadership reflection exercises
- Practical tools and templates for immediate implementation
This is not a lecture-based training. It is an operational leadership lab.
Customisation Approach
Prior to delivery, a short diagnostic phase is recommended:
- Stakeholder alignment conversation
- Identification of specific friction points
- Calibration of case simulations to your industry context
This ensures relevance to your organisational structure, pace, and regulatory environment.
Expected Organizational Impact
Short-Term:
- Clearer decision ownership
- Reduction in escalation cycles
- Increased directness in performance management
- Improved cross-functional communication
Mid-Term:
- Stronger middle-management stability
- Reduced ambiguity during growth
- Higher accountability within teams
- Improved engagement and execution discipline
Delivery Options
- Three consecutive full days
- Six half-day sessions
Requirements
Currently supervising or coordinating the work of others (formally or informally), or preparing to step into a managerial position.
- Basic understanding of the organisation’s structure and team responsibilities.
- A willingness to actively participate in discussions, practical exercises, and role simulations.
Recommended (but not mandatory):
- Bring one current leadership challenge (e.g., delegation, performance conversation, cross-functional issue) to address during the programme.
No prior formal leadership training is required. The programme is designed to support managers at various stages of their leadership development.
Testimonials (1)
The difference between strategy and plan
