Course description
Leadership Essentials develops the behaviours and skills relevant to your organisation. You’ll leave ready to lead your team in a rapidly evolving workplace.
During the workplace practice phase, learners’ key stakeholders may be surveyed to assess their assessment of the impact of the learning, adding to the effectiveness of phase 3, review, role-play, refine.
The overall programme addresses and builds skills for the new world of work. It provides clarity to new leaders, aligns leading with managing in a practical, effective model that everyone can understand, and lays the foundations for continuous personal development and team performance.
Using the Leader-Manager Diamond model©, we remove the common confusion arising from understanding leadership as distinct from managing. Leading without managing is purpose without process. Managing without leading is process with no purpose. Optimal leadership is purpose and feedback driven, sets high standards and responds rapidly to changing external contexts.
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Suitability - Who should attend?
The context of leadership action is changed. Workforces are dispersed and virtual. Digitisation is changing who does what, where and how. Environmental and social challenges are reshaping organisational governance.
Into this world you are stepping as a new leader. What are you for? How do leaders lead, exactly? What does your leadership achieve for others?
Leaders must now span time and space. Their teams are dispersed, and often international. Equally, digitisation is changing the content of jobs and how success is understood. Also, the day to day need for guidance, coaching and monitoring has never been greater.
The Leadership Essentials programme offers a model of practical action. Learners leave armed and equipped with a toolbox of personal and interpersonal skills and processes ready to response to the rapidly evolving shape of the world of work.
Training Course Content
Phase 1 - Engage
Part 1 of Leadership Essentials engages learners to uncover:
- Their understanding of the context of their organisation
- How this context is changing the nature of the leadership challenge they face
- Who is most impacted by their work as leaders.
- What impacts they want to have as a result of the programme.
Having established the context and priorities of the learners, Leadership Essentials then moves on to explore:
- The Leader-Manager Diamond Model©and how to understand the complementary nature of working as a manger who leads or a leader who manages.
- Essential personal skills, including:
Leadership styles, critical thinking, self-management, planning and organising, power and personal presence. - Essential interpersonal skills and approaches, including:
Emotional Intelligence, influencing, motivating and enabling, performance management and development, communication, problem solving and conflict resolution.
Finally, an action plan is generated that aligns context and priority to their development of leadership skills, giving clear development and performance objectives for phase two.
Phase 2 - Workplace Practice
Phase 2 sees the learner return to their workplace, ready to execute on the action plan formulated in phase 1.
This will offer the chance to:
- Engage with key stakeholders to inform them of learning and action goals
- Implement and gain feedback on those learning and action goals
- Refine and improve practice, based on feedback
- Complete a PULSE learning journal to aid reflection and to use as part of Phase 3 review process.
To support learners throughout this phase, we provide online material for on a range of topics related to the programme, which we call Building Blocks. These are available to learners on demand, through their link to the Roffey Park Institute online platform.
Phase 3 - Connect and Reflect
During this phase learners focus on sharing their experiences of their learning journey with programme peers. This brings opportunities for fresh perspectives, new insights, and new energy. A Roffey Park International faculty member will facilitate the Connect and Reflect phase which is designed to create time and space for learners to reflect on, practice and make sense of their experiences to date. Learners are invited to assess the positives and the challenges they have experienced in relation to their behaviour change and organisational impact.
Sessions in this phase are active, focused and fun – bringing a mix of energy and quiet space to enable learners to maximise their thinking and planning. You will be involved in discussion and inquiry with your programme peers as well as ideation and planning. This phase closes with the refinement of the Engagement Plan for the final phase of their journey.
Gaining the most from this phase requires energy, questioning, introspection, interest in others, openness to ideas, willingness to share highs and lows of your journey, creativity and imagination.
Phase 4 - Change and Grow
The final phase is focused on helping learners create sustainable change and impact in their workplace context by embedding new behaviours, methods and thinking and adding value to their organisation at different levels.
Learners can continue using their Engagement Plan to continue the learning and implementation process with their stakeholders whilst maintaining good practices including, communication, inquiry, seeking feedback and collecting evidence.
We support this process by collecting data from the learners’ stakeholders 1, 3 and 6 months after they have completed the programme. This is done electronically and is shared with learners to ensure that they have feedback to support your change and growth.
Gaining the most from this phase requires an attitude of continuous improvement, resilience, energy perspective, collaboration and an ability to share stories of success as well as challenge.