New and Aspiring Leader - Developer Programme
Give Your New Leaders The Best Start
Who is this programme for?
The programme is aimed to support individuals in their leadership journey. Ideal for someone who has just taken on a new team or to develop those within your organisation awho have been identified to take on leadership positions in the future. That said, we recognise that all individual team members are also leaders, and great leaders are also key team members. Therefore, although the programme is specifically aimed at leaders, it will also have a direct impact on their team effectiveness.
The outline of the programme:
The programme includes 8 modules, starting with an Introduction to Insights Discovery. The first Insights module will be delivered in-person (some might already have done this with us), followed by a mix of virtual and in-person modules lasting +/- 3 hours each. We recommend these modules take place 4-6 weeks apart. Participants will be expected to do some thinking/reflection/course work in between modules as well as apply what we have discussed and feed back at each follow up meeting.
Our Programme Follows The 3 C’s
We start the programme with personal reflection. We gain better CLARITY on our own preferences and how this feeds into our leadership style. We do this by raising our self awareness through personal Insights Discovery profiling and guided discussions to think more deeply about our vision for our own leadership and for our team.
Following on from the personal clarity we’ve gained, we now focus on the CONNECTION with our team and on how to align the team with our vision.
To do this, we mobilise 4 different aspects of leadership.
- We establish a Leader-developer mindset.
- We learn a key leadership skill set and understand how to implement these.
- We think about the type of environment that makes people thrive.
- We focus on our people – what motivates and inspires them?
The last phase we keep building on our clarity and we keep developing the newly acquired skills and competencies that we have learned during the mobilising phase. We understand better how to utilise our new ‘leadership toolbox’ during turbulent times and times of change. We remind ourselves about our increased resourcefulness and look at how this can make a positive difference to how our teams respond to change. Having established connection and trust in our teams during the mobilisation phase, we reap the fruits of our hard work by truly tapping into the COLLECTIVE INTELLIGENCE of our teams and enabling them to work inter-dependently as leader-developers in their own right. This is where the sum total becomes infinitely more than the sum of the parts!
