The Start of Your Leadership Journey

Duration: 2 hours

This first foundational module is about honest self-reflection and solidifying your leadership direction. You will have the opportunity, before the session, to engage in self-reflection, focusing on yourself as a leader - your motivation, commitment, goals, concerns, and perceived challenges. This groundwork will help you get the most out of our time together.

Document: Self-leadership reflection

* It could be valuable to share the reflection process with your mentor/leader and then compare notes.

The discussion in the session includes:

• Sharing your leadership approach and defining the leader you want to be.
• Understanding the crucial transition from a high-performing individual contributor to an effective leader.
• Examining the importance of personal growth as a foundation for effective leadership.
• Reflecting on leaders who've shaped your experience – both the inspiring ones and those who have shown you what not to do.
• Identifying what commonly goes wrong in leadership, looking at team dynamics, generational differences, and everyday challenges that can derail even well-intentioned leaders.

Suitable for emerging leaders.

The Leadership vs Management Debate, Leadership Characteristics and Trailblazers

Duration: 3 Hours

This module examines the distinctions between leadership and management, identifies the characteristics that define exceptional leaders, and introduces key leadership trailblazers whose insights can accelerate your development journey.

Today's most successful leaders draw inspiration from diverse voices who have revolutionised how we think about influence, motivation, and human performance. From submarine captains who transformed military hierarchy to psychologists who've unlocked the secrets of resilience, these eleven thought leaders represent the cutting edge of leadership thinking. Their research-backed insights spanning authenticity, purpose, vulnerability, grit, and psychological safety offer practical frameworks that can transform how you lead teams, navigate change, and create cultures where people thrive.

Whether you are the next generation of leadership, facing rapid organisational transformation, building high-performance teams, or developing the next generation of leaders, understanding these diverse approaches will expand your leadership toolkit and help you adapt your style to meet any challenge with confidence and clarity.

This introduction positions the session as both practical and essential for modern leadership challenges, while highlighting the diversity and research foundation of the thought leaders you'll be exploring.

By the end of this module, you'll have a solid foundation in leadership theory and a roadmap for continuous learning with these modern-day leaders.

Document: Learnings from past leaders

The focus topics for this session:

• Examining differences, overlaps, and interdependence between leadership and management and helping you understand when to lead and when to manage.
• Discovering the key characteristics that set exceptional leaders apart from the pack, giving you some inspiration and a blueprint for your own development.
• Introducing some key voices whose insights can fast-track your growth and help you build a robust toolkit for the challenges ahead. *The work of these leaders follows throughout the program to introduce and support the practical application of concepts, theories and frameworks.

Suitable for emerging and experienced leaders.

Critical Human Skills and Behaviours

Duration: 2 Hours each

Human skills are the cornerstone of transformational leadership enabling leaders to connect authentically with people, inspire trust, and create meaningful change through relationships rather than authority alone.

As the module emphasises, these skills separate good managers from truly effective leaders - technical expertise and strategic thinking are important, but without the ability to communicate clearly, build trust, navigate difficult conversations, and develop others through feedback, leaders cannot unlock their team's full potential.  

Human skills allow leaders to create psychological safety, foster collaboration, and guide people through change with empathy and understanding, ultimately driving better results through engaged, motivated teams who feel valued and heard.

Each module offers:

• A deep dive into practical frameworks
• A hands-on toolbox
• Application of theories

MODULE 3 A

Communication

Great communication is not just about talking clearly – it is about creating connection, understanding and action. Brene Brown reminds us that “Clear is Kind”.

We look at the foundation of leadership using the CLARITY Framework (Connect, Listen, Acknowledge, Respond, Inquire, Transparent, Your intention) to develop connection, understanding, and action through clear, respectful dialogue and consider practical communication examples. 

Listening

In this module, we explore active listening as a fundamental communication skill involving six key steps.

It starts with hearing focusing on words, tone, and emphasis, followed by understanding the speaker's actual message rather than preparing your response. Remembering requires retaining key details, whilst interpreting involves reading between the lines for underlying emotions or concerns. Evaluating means thoughtfully considering the information without rushing to judgement, and responding appropriately through questions, summaries, or relevant feedback. When leaders master this complete listening cycle, they build stronger relationships, make better decisions, and create environments where people feel genuinely heard and valued. 

Emotional Intelligence (EQ)

A comprehensive skill set covering five domains: self-perception, self-expression, interpersonal relationships, Decision making, and stress management - essential for understanding and managing emotions effectively.

Trust building

Trusted leaders encourage risk-taking and innovation and team members feel secure sharing ideas and acknowledging errors. Trust improves communication quality through honest feedback and early problem identification. It increases employee engagement and retention while accelerating decision-making. Teams readily support initiatives from leaders they respect.

In addition, trust strengthens organisations during times of difficulty, enabling teams to navigate challenges more effectively than those lacking confidence in their leadership.

MODULE 3 B

Handling Difficult Conversations

Reframed as "curious conversations" - a structured approach to navigate challenging discussions with empathy, seeking understanding, and finding solutions whilst strengthening relationships.

Kind vs Nice Leadership

Understanding the difference between being kind (honest, accountable feedback with empathy) versus being nice (avoiding confrontation to keep peace), and why kind leadership is more effective.

Problem-Solving

Systematic approaches including Root Cause Analysis, Fishbone diagrams, and the 1-3-1 Method to identify real issues versus symptoms and develop effective solutions.

Feedback

Both giving and receiving feedback effectively using structured frameworks for appreciation, corrective feedback, and receiving feedback to foster growth and build a culture of feedback. 

MODULE 3 C

Influence

Influencing people throughout an organisation, whether they are your team members, your senior leader, or colleagues, is a crucial leadership skill at every level.

When leaders can effectively persuade and influence others, they're able to set clear direction, get everyone on the same page, and build genuine commitment to their vision and ideas. Great leaders know how to use both their formal authority and informal influence, and they combine approaches such as logical reasoning, emotional appeal, and collaborative tactics, depending on the situation. They understand workplace politics, stay visible, build trust and credibility, tap into their networks, communicate clearly, and know how to motivate people to get things done.

Suitable for all leaders.

From Peer to Leader

Duration: 2 Hours each

MODULE 4 A: MANAGING THE RELATIONSHIP WITH YOUR LEADERS

This module addresses the critical transition from peer to leader, with a particular focus on how to effectively support and align with your own leadership team. We’ll explore navigating the shift in relationships with your leaders, achieving leadership alignment through clarity and understanding, developing the right internal mindset, and communicating effectively as you step into your new role.

The discussion in the session includes:

• Navigating the critical transition from peer to leader effectively
• Developing clear role boundaries and accountability structures
• Responding constructively when disagreeing with leadership direction
• Communicating effectively up and down the organisational hierarchy
• Handling team resistance and backlash professionally

Suitable for emerging and experienced leaders.

MODULE 4 B: MANAGING THE RELATIONSHIPS IN YOUR TEAM

This module tackles two critical leadership scenarios: transitioning from peer to leader whilst preserving and transforming existing relationships and inheriting a new team where you need to quickly gain buy-in, establish credibility, and identify early warning signs to watch for.

 Friend/peer to leader

• Announcing your new role
• Aligning with your team and gaining buy-in going forward
• Re-drawing boundary lines with your current team
• Dealing with information shared with you in confidence
• Managing expectations around "special treatment" or favouritism
• Handling resistance or testing from former peers who may challenge your authority
• Involving your senior leadership for support

Inheriting a new team

• Go slow
• How to do a KYC analysis
• Reading the room – understanding history, dynamics, culture and politics
• Trust- Brene Brown: Braving
• Building confidence and respect
• Achieving quick wins in support of the bigger strategy

Suitable for experienced and senior leaders.

Leadership Pillars – Expanding your leadership capability beyond the operational comfort zone

Duration: 3 Hours

This module addresses a common leadership challenge: the tendency to remain entrenched in the operational strengths that earned your promotion, while neglecting the broader strategic, people development, and reporting capabilities essential for senior leadership success.

We explore how to systematically and incrementally build these critical pillars, transforming from a strong individual contributor into a well-rounded leader capable of driving organisational success.

The 4 Critical Leadership Pillars:

• Strategy - Thinking beyond today, from tactical execution to strategic thinking requires
• Operational - Executing with Excellence. While this may be your strength, leadership-level operational thinking goes beyond personal task management. It's about designing systems, processes, and workflows, scalable solutions, and maintaining quality standards to remove bottlenecks and inefficiencies.
• People - Developing Your Greatest Asset Transitioning from managing tasks to developing people requires mastering the art of coaching, providing meaningful feedback, identifying individual strengths and development areas, and creating growth pathways.
• Reporting - Communicating Up, Down, and Across Effective reporting isn't just about presenting numbers - it's about storytelling.

 Suitable for experienced and senior leaders.

The People Leadership lifecycle – from Attraction -> Retention

Time: 2 hours

This module examines the complete journey of people leadership, from initially bringing talent into your organisation through to retaining them after significant investment in their development. We'll explore the often-overlooked challenge of keeping your best people engaged and motivated long-term, covering the essential strategies that create sustainable, high-performing teams who want to stay and grow with you.

The discussion in the session includes:

• Attracting & securing exceptional talent
• Identifying competence and areas of development
• Creating clarity of expectations
• Mastering the art of motivation
• Creating meaning and purpose
• Individual diagnostic and action plan

Suitable for all leaders.

Developing Coaching, Training & Mentoring Skills

Duration: 3 Hours

This module explores the art of flexible leadership, recognising that different people require different types of support at different times. We'll examine how to assess individual needs and adapt your leadership approach accordingly, moving beyond one-size-fits-all management to create tailored support that maximises both performance and development for each team member.

The discussion in the session includes:

• Defining the differences between the support modules and identifying the relevance for each individual
• Micromanagement- changing the language and expectation around this contentious word
• Situational leadership – true 1:1 leadership in action
• Creating accountability and ownership
• Balancing your investment, presence and knowledge building

Suitable for all leaders.

1:1 Leadership

Duration: 3 Hours

This module addresses one of leadership's most fundamental yet often overlooked skills: setting, communicating, and gaining agreement on clear expectations. We'll explore how unclear expectations frequently become the root cause of delivery problems, team overwhelm, rework, and resistance to growth, whilst learning practical strategies to create alignment and accountability that drives consistent results.

The discussion in the session includes:

• Setting expectations and securing buy-in
• Communicating expectations for clarity and understanding
• Encouraging stretching and growing
• Balancing pressure with engagement
• Understanding the intensity, effort and results relationship

Suitable for all leaders.

Expectations - Setting, Communicating, and Gaining Agreement

Duration: 3 Hours

This module addresses one of leadership's most fundamental yet often overlooked skills: setting, communicating, and gaining agreement on clear expectations. We'll explore how unclear expectations frequently become the root cause of delivery problems, team overwhelm, rework, and resistance to growth, whilst learning practical strategies to create alignment and accountability that drives consistent results.

The discussion in the session includes:

• Setting expectations and securing buy-in
• Communicating expectations for clarity and understanding
• Encouraging stretching and growing
• Balancing pressure with engagement
• Understanding the intensity, effort and results relationship

Suitable for all leaders.

Responding to Market Changes

Duration: 3 Hours

This module explores how leaders can drive business growth and adapt when market conditions shift. We'll examine the essential process of conducting thorough diagnostics to understand your current position, then develop strategic alternatives that can expand your business through various channels and service offerings, ensuring sustainable growth in an ever-changing business landscape.

The discussion in the session includes:

• Why foresight is a leadership superpower
• Why most leaders struggle with anticipation
• A practical framework for spotting market shifts early
• Specific metrics and signals to monitor
• Tools to diagnose your current client base
• Understanding and implementing wallet sharing
• A 30-day action plan

Suitable for all leaders.

Balancing Your Priorities and Being Available for Your Team 

Duration: 3 Hours

This module provides practical frameworks and strategies to help you achieve sustainable leadership effectiveness, where both your personal priorities and your team's success are given the attention they deserve.

It is an intentional balance. Some weeks your team will need more, some weeks your strategic work will demand focus. The key is being deliberate about these choices and communicating them clearly.

Effective leadership requires mastering one of the most challenging balancing acts in the modern workplace: maintaining your own productivity and strategic focus whilst ensuring your team receives the guidance, support, and availability they need to thrive. Too often, leaders find themselves caught in a reactive cycle constantly responding to team needs at the expense of their own critical work, or conversely, becoming so focused on their own deliverables that their team feels unsupported and disconnected.

The key topics discussed include:

• Freeing yourself from operational details to focus on the high-impact work through priority structuring and time allocation
• Understanding the performance paradox - why working harder doesn't always yield better results
• Availability with boundaries to support your team without sacrificing your own productivity
• Mastering the art of effective delegation to develop your team's capabilities
• Creating deliberate and considered team engagement
• Clear escalation and decision-making protocols to reduce unnecessary interruptions
• Designing purposeful meeting structures that drive accountability and progress rather than consuming valuable time

Suitable for all leaders.