Course Outline
Leadership Development Program
Context and Rationale
Your organization is undergoing rapid growth. Middle managers are shifting from specialist or technical roles into leadership positions. This transition often introduces structural tensions, such as:
- Exercising authority without overstepping boundaries
- Maintaining accountability without micromanaging
- Managing cross-functional friction under time pressure
- Addressing communication breakdowns during scaling
- Overcoming the tendency to avoid difficult performance conversations
Program Objectives
By the end of the program, participants will be equipped to:
- Operate with clear leadership authority and defined accountability
- Delegate effectively in growing teams without losing oversight
- Facilitate structured, direct, and confident performance conversations
- Communicate with clarity and alignment across different functions
- Enhance cross-functional collaboration in fast-paced environments
- Build credibility and followership that extends beyond positional authority
Leadership Identity, Authority, and Delegation
From Specialist to Leader
- The psychological and structural shift from contributor to leader
- Understanding authority, influence, and decision ownership
- Defining one’s own leadership mandate
Outcome: Participants articulate their leadership stance and clarify their scope of authority.
Authority and Decision Architecture
- Frameworks for decision rights and ownership
- Avoiding escalation overload and bottlenecks
- Balancing autonomy with control
Outcome: Participants redesign decision clarity within their teams.
Delegation in Scaling Teams
- Distinguishing between task-based and outcome-based delegation
- Preventing reverse delegation
- Setting expectations and establishing accountability loops
Outcome: Participants develop a structured delegation model tailored to their team context.
Communication and Performance Leadership
Communication Under Growth Pressure
- Ensuring message clarity and reducing ambiguity
- Differentiating between communicating intent and giving instructions
- Aligning cross-functional stakeholders
Outcome: Participants improve the precision and influence of their communication.
Facilitating Difficult Performance Conversations
- Structuring effective performance dialogues
- Addressing underperformance directly rather than avoiding it
- Managing defensiveness and emotional reactions
Frameworks applied: Situation–Behavior–Impact; Feedforward methodology.
Outcome: Participants practice and refine their performance conversation competence through structured role simulations.
Building Followership and Engagement
- Building trust in growth environments
- Identifying credibility markers of effective leaders
- Balancing psychological safety with performance standards
Participants identify behaviors that drive team engagement and ownership.
Cross-Functional Leadership and Culture in Scale
Leading Across Functions
- Applying systems thinking in scaling organizations
- Managing the friction between speed and governance
- Developing stakeholder mapping and alignment strategies
Participants enhance their ability to collaborate across functions.
Building a Performance Culture
- Establishing standards early in the scaling process
- Implementing accountability mechanisms
- Preventing cultural drift
Participants define non-negotiable leadership behaviors and performance expectations.
Integration and Leadership Roadmap
- Planning a 90-day implementation strategy
- Setting personal leadership commitments
- Establishing peer accountability structures
Outcome: Each participant leaves with a practical, time-bound leadership development plan.
Methodology
The program 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
A short diagnostic phase is recommended prior to delivery:
- 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 move into a management position.
- A basic understanding of the organization’s structure and team responsibilities.
- A willingness to engage in discussions, practical exercises, and role simulations.
Recommended (not mandatory):
- Bring a current leadership challenge (e.g., delegation issues, performance conversations, cross-functional conflicts) to address during the program.
No prior formal leadership training is required. The program is designed to support managers at various stages of their leadership development journey.
Custom Corporate Training
Training solutions designed exclusively for businesses.
- Customized Content: We adapt the syllabus and practical exercises to the real goals and needs of your project.
- Flexible Schedule: Dates and times adapted to your team's agenda.
- Format: Online (live), In-company (at your offices), or Hybrid.
Price per private group, online live training, starting from 3900 € + VAT*
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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.
