Course Outline
Leadership Growth Programme
Context and Rationale
Your organization is experiencing a rapid growth phase. Middle managers are moving from specialist or technical roles into leadership positions. This transition often creates structural tensions:
- Exercising authority without overstepping boundaries
- Maintaining accountability without micromanaging
- Cross-functional friction under time pressure
- Communication breakdowns during scaling
- Avoidance of difficult performance discussions
Programme Objectives
By the end of the programme, participants will be able to:
- Operate with clear leadership authority and defined accountability
- Delegate effectively within growing teams without losing oversight
- Conduct structured, direct, and confident performance conversations
- Communicate with clarity and alignment across different functions
- Strengthen cross-functional collaboration in fast-paced environments
- Build credibility and follower engagement beyond positional authority
Leadership Identity, Authority, and Delegation
From Specialist to Leader
- The psychological and structural shift from contributor to leader
- Authority, influence, and ownership of decisions
- 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–Behavior–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 behaviors that increase team engagement and ownership.
Cross-Functional Leadership and Culture in Scale
Leading Across Functions
- Systems thinking in scaling organizations
- 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 behaviors 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 organizational 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.
Customization 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 organizational 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 overseeing or coordinating the work of others (whether formally or informally), or preparing to step into a managerial position.
- Basic understanding of the organization’s structure and team responsibilities.
- Willingness to engage in discussions, practical activities, and role simulations.
Recommended (but not compulsory):
- Bring one current leadership challenge (such as delegation issues, performance conversations, or cross-functional problems) to address during the programme.
No prior formal leadership training is necessary. The programme is designed to support managers at various stages of their leadership development.
Testimonials (1)
Tips such as, asking my team What else can I say to you so you are successful. Be a better leader by learning to trust the team and hold them accountable.
