Engaging Leadership
Learn to adapt the best leadership style for your
personal development and the development of
your organization. Lead more easily and you'll
cherish the art of choosing the most effective style
given the objectives, people, and context.
You’re experienced in your role as manager and leader. You’re successful, and you start to realize there’s more to leadership than your preferred leadership style(s). This is the moment in your career that you want to really master the craft of applying different leadership styles.
This training focuses on that craft and will support you in increasing engagement within your organization. By mastering different leadership styles, you will become more effective at achieving your objectives and ambitions.
Lead more easily and you’ll cherish the art of choosing the most effective style given the objectives, people, and context.
For who?
People who lead a large group of others either directly or indirectly via their managers. People strive for more responsibility in their role or business unit.
After completing the training
- Master the 6 different leadership styles
- Inspire with visionary leadership
- Connect and build affiliative leadership
- Let people grow with your coaching style
- Apply the right touch with the directive and democratic style
- Choose the most effective style for the situation
- Increase engagement and therefore results
- Get access to a new network of like-minded senior leaders
Program
1
- Leadership that gets engagement.
- Leading and navigating through a complex world.
- Discover the person behind the colleague.
- I choose my behavior.
- Increase engagement and therefore results.
- The 4 preconditions for personal change and my learning
objective. - My case of confusion.
- Reflection, action, and evaluation.
2
- Appreciative development
- Knowing me knowing you: my drivers and your drivers
- Connected dialogue
- Yes to the person
- Acknowledging and connecting on emotions and needs
- Stretching myself and others
- Reflection, action and evaluation
3
- From vision into action
- Starting with the end in mind
- Mobilizing with a compelling BBSC
- Infusing vision into the conversation
- Storytelling
- Dealing with resistance
- My visionary speech
- Reflection, action, and evaluation
4
- Empowering people
- Mapping and growing my team
- Facilitating a meeting
- Approaching decision‐making and biases
- Communicating a decision
- Saying no
- Skill gym: our case
- Reflection, action and evaluation
5
- Coach’s attitudes and skills
- Coaching on 3 levels: CPR
- Defining their objectives
- Using the GROW model
- Conducting a progress meeting
- Coaching on mind‐set
- Applying appreciative coaching: what worked before?
- Personal cases (manager as coach)
- My best practice coaching tool: inspire each other
- Reflection, action and evaluation
6
- Working on my meaningful contribution
- Integration: show the 6 styles
- Inter‐vision: our personal cases
- Writing my new leadership story
- Evaluation, celebration and closing
Learning Tools
- The most important point to profit from the learning journey: apply your learnings!
- Action plans are defined already in the training room to allow the participant to evaluate his progress against his own standards in daily life
- During sessions with their peers only, people coach each other on concrete situations
- Leverage collective intelligence to solve problems
- Alternatively practice on how to listen, ask questions and give feedback.
- In a one-to-one meeting, the participant and their manager discuss and define the goals to be reached with this training
- Only if the participant knows what the manager and the employer is expecting from him, they can work towards the expected results
- Lively, interactive training days are the backbone of the learning journey.
- Positive confrontation and feedback stimulate to change the behavior.
- Interaction within the group allows to learn from peers in a safe yet challenging environment
- Smart and easily accessible reminders of key lessons learned.
- Customisation possible.
- Online survey which gives participants a clear view on the impact of their own behaviors.
- Gets stakeholders around the participant involved in the learning journey.
- Creates favorable conditions to give and receive feedback.
Related Blogs
How New Managers Can Build Leadership Success With a 30-60-90 Day Plan
Every new leader needs a good plan. We all have our own styles, tricks and trades that we bring into a new role when we start. We have our own identity, our own personality, and want to quickly make our mark using the skills and learnings acquired from previous jobs. But nothing beats a solid plan from day one.
Leading in Management: The Skills and Concepts Today’s Managers Need to Stay Relevant
You’ve heard it before: the world of work is changing – a fact which the pandemic has only accelerated. From remote and hybrid working to the shift from designing processes for efficiency to designing for resilience, a number of notable workforce changes are here to stay.
Speed meeting 101: How to use speed dating techniques to spice up corporate meetings
Hand on heart: Sometimes you think the meeting you just attended was a waste of time, don’t you?
Inspiring locations
- Location
- Baarn Kasteel De Hooge Vuursche (Koetshuis)Hilversumsestraatweg 143744 KC BaarnNetherlands
- Training days
- Sep 5, 2024Oct 10, 2024Nov 7, 2024Dec 12, 2024Jan 9, 2025Jan 30, 2025
- Language
- Dutch
- Price
- EUR 6719 (excl. VAT)