Authority is granted by the organisation; credibility in leadership growth mindset is earned separately. Managers are promoted for competence and then judged on this part of organisational leadership, which nobody trained them for. The programme works equally well for those formalising this strand of organisational leadership for the first time and those improving an existing approach. Organisations that document leadership growth mindset properly resolve disputes about it far more quickly. The course covers the wider organisational leadership agenda at the level of detail needed to act, and stops there. The teaching approach is deliberately practical: participants build a leadership plan for this strand of organisational leadership as they go. The outcome is a practitioner who can hold a position on leadership growth mindset and revise it on evidence. What blocks progress on the organisational leadership discipline is usually unclear ownership rather than unclear intent. Participants leave with a first-ninety-days plan for the wider organisational leadership agenda rather than a set of notes.
Expected Learning Outcomes
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Anticipate the objections that leadership growth mindset will attract internally and answer them in advance.
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Read the informal dynamics that determine whether leadership growth mindset actually moves.
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Communicate the reasoning behind leadership growth mindset, not only the conclusion.
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Estimate what leadership growth mindset costs to run properly, and what is lost when it is not.
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Set standards on leadership growth mindset and apply them consistently regardless of who is involved.
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Set a realistic target state for leadership growth mindset and a defensible route to it.
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Delegate responsibility for leadership growth mindset without losing sight of the outcome.
Who Should Attend
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Board members and non-executives overseeing leadership growth mindset.
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Human resources partners advising leaders on leadership growth mindset.
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Managers of geographically distributed teams handling leadership growth mindset.
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High-potential staff being prepared for wider responsibility for leadership growth mindset.
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Anyone whose accountability for leadership growth mindset exceeds their current formal training in it.
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Specialists advising senior management on leadership growth mindset.
Course Modules
Open any module to see its sessions and topics.
01
Leadership growth mindset: resilience and the personal cost of leading
2 sessions · 8 points
Session 1Building lasting competence in leadership growth mindset
Build the internal briefing that explains leadership growth mindset to those affected.
Define the trigger that would require leadership growth mindset to be redesigned.
State the outcome expected from leadership growth mindset in a single sentence anyone can repeat.
Compare the cost of leadership growth mindset with the cost of its absence.
Session 2Who answers for leadership growth mindset, and to whom
Write down the reasoning behind your position on leadership growth mindset.
Prepare the summary of leadership growth mindset that senior management will read.
Identify where judgement in leadership growth mindset is legitimate and where it is not.
Establish who is informed, consulted and accountable in leadership growth mindset.
02
Leadership growth mindset: building the bench and letting go
2 sessions · 8 points
Session 1Saying the thing about leadership growth mindset that nobody wants to say
Set out the decisions in leadership growth mindset that require sign-off and by whom.
Decide what you will delegate on leadership growth mindset and what you will not, and say why.
Establish the boundary of leadership growth mindset and record what sits outside it.
Set the decision rights on leadership growth mindset: who decides, who is consulted, who is told.
Session 2Deciding on leadership growth mindset when the information will never be complete
Prepare how you will respond when leadership growth mindset is challenged publicly.
Identify single points of dependency in leadership growth mindset and reduce them.
Name the person accountable for each part of leadership growth mindset, not the committee.
Give one piece of specific feedback on leadership growth mindset within the week.
03
Leadership growth mindset: conflict, politics and informal power
2 sessions · 8 points
Session 1Applying the standard on leadership growth mindset to your best performer
Recognise publicly one person whose work on leadership growth mindset went unnoticed.
Write down the assumptions underpinning the approach to leadership growth mindset.
Agree what will be standardised in leadership growth mindset and what will not.
Assess the workload leadership growth mindset adds and what you will remove to make room.
Session 2Comparing leadership growth mindset with recognised practice
Anticipate the objections leadership growth mindset will raise and prepare the answers.
Record the rationale for each significant choice made about leadership growth mindset.
Assign responsibility for keeping documentation of leadership growth mindset current.
Set the review point at which leadership growth mindset will be reconsidered.
04
Leadership growth mindset: influence across functions you do not control
2 sessions · 8 points
Session 1The meeting that finally unblocks leadership growth mindset
Review a past decision on leadership growth mindset and state honestly what you would change.
Decide the point at which you would escalate leadership growth mindset.
