Leadership development.

Giving your people the knowledge they need to perform.

Leadership courses.

High Energy. Experiential. Interactive.

We don’t believe in lectures. We believe in effective pedagogy and dynamic facilitation that keeps learners engaged and allows for them to reach those ‘lightbulb’ moments. Our courses have a real impact, so you can rest assured your investment is a good one.

Whether you’re after bite-sized or 1-2 day sessions, virtual or face-to-face, we offer a whole host of topics to upskill and develop your employees, managers and leaders. And if you don’t see what you want, don’t worry, our expert instructional designers will work with you to build just what you need.

 

How can we support you?

Leadership courses

Leadership programmes.

Perfectly packaged. Perfectly blended.

For your organisation to meet its strategic and operational goals, your leaders need to be able to innovate and adapt. They need to be better equipped, better trained and better skilled than ever before.

Leadership development programmes are essential to sketch out clear paths for employees who want to progress into future management positions, as well as to help existing leaders hone their skills as they climb the ladder. They also create a culture of developmental support, build employee engagement and provide role models for future leaders.

It’s a win-win.

How can we support you?

leadership programmes

Team effectiveness.

It’s better together. Five times better.

Team building isn’t just a nice to do. Companies that promote teamwork and collaborative learning are five times more likely to be high performing.

A team that has a shared vision and purpose, open communication and a good level of trust and psychological safety, will be the team that’s flying high.

Whether it’s a newly formed team, or there’s been some internal changes that mean the team dynamics need to be addressed, or whether it’s a rare chance to get the whole team together, you can count on us to make it special.

 

How can we support you?

team building

The 4Ps of Candid Conversations

eLearning

The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement

eLearning

When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument

eLearning

Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model

eLearning

Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership

eLearning

Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types

eLearning

Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model

eLearning

We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership

eLearning

Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation