Delegate responsibility for mentoring for emerging leaders without losing sight of the outcome.
Building Corporate Mentoring Programmes for Emerging Leaders
A senior-level treatment of mentoring for emerging leaders, focused on what changes outcomes.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
When mentoring for emerging leaders is unclear, people default to protecting their own function. The hardest part of emerging leaders is rarely deciding — it is holding the decision when it becomes unpopular. Participants who influence this area of organisational leadership without directly controlling it will find the content directly usable. They acquire practical criteria for judging when mentoring for emerging leaders is working and when it is only appearing to. The method assumes participants will be challenged on their handling of the wider organisational leadership agenda and prepares them for it. The course gives participants a defensible structure for emerging leaders and the judgement to adapt it. Post-incident reviews keep identifying weaknesses in mentoring for emerging leaders that were visible long before the incident. Teams frequently over-invest in documenting emerging leaders and under-invest in testing it. The programme ends where implementation begins, with the organisational leadership discipline broken into steps someone can start on Monday.
Expected Learning Outcomes
Assign clear ownership for each element of emerging leaders across the functions involved.
Read the informal dynamics that determine whether mentoring for emerging leaders actually moves.
Make decisions on emerging leaders at the right speed for the risk involved.
Diagnose whether a problem in mentoring for emerging leaders is one of design, resourcing or discipline.
Agree the first three actions on emerging leaders that will be taken on returning to work.
Build coalitions across functions to make mentoring for emerging leaders stick.
Who Should Attend
Human resources partners advising leaders on mentoring for emerging leaders.
Executives leading multi-function programmes involving emerging leaders.
Newly promoted managers taking on mentoring for emerging leaders for the first time.
Founders and owner-managers formalising emerging leaders as the organisation grows.
Members of committees that take decisions affecting mentoring for emerging leaders.
Staff seconded into improvement work on emerging leaders.
Course Modules
Mentoring for emerging leaders: measuring whether leadership actually changed anything
2 sessions · 8 pointsSession 1What your team concludes from how you handle mentoring for emerging leaders
- Give one piece of specific feedback on mentoring for emerging leaders within the week.
- Test whether the team can explain emerging leaders in their own words.
- Name the person accountable for each part of mentoring for emerging leaders, not the committee.
- Rank the weaknesses in emerging leaders by consequence rather than by ease of fixing.
Session 2Who answers for emerging leaders, and to whom
- Benchmark the organisation's mentoring for emerging leaders against comparable operations.
- Decide what you will delegate on emerging leaders and what you will not, and say why.
- Review a past decision on mentoring for emerging leaders and state honestly what you would change.
- Establish what evidence demonstrates emerging leaders is under control.
Emerging leaders: deciding under pressure and incomplete information
2 sessions · 8 pointsSession 1Making emerging leaders work when resources are constrained
- Build the internal briefing that explains mentoring for emerging leaders to those affected.
- Anticipate the objections emerging leaders will raise and prepare the answers.
- Identify your successor for mentoring for emerging leaders and the gap they need to close.
- Set escalation thresholds for emerging leaders that work out of hours.
Session 2Recovering after a visible mistake on emerging leaders
- Record what was learned when mentoring for emerging leaders did not go as planned.
- Identify the conversation about emerging leaders you have been postponing, and schedule it.
- Set the review point at which mentoring for emerging leaders will be reconsidered.
- Test the procedure for emerging leaders against a realistic scenario.
Emerging leaders: performance, standards and consistency
2 sessions · 8 pointsSession 1Reading the room before proposing emerging leaders
- Prepare the response for the most likely failure in mentoring for emerging leaders.
- Draft the minimum viable leadership plan for emerging leaders.
- Identify where judgement in mentoring for emerging leaders is legitimate and where it is not.
- Check whether incentives anywhere reward behaviour that undermines emerging leaders.
Session 2Escalation and decision rights in mentoring for emerging leaders
- Assign responsibility for keeping documentation of mentoring for emerging leaders current.
- Identify which function can quietly block emerging leaders and address it directly.
- Recognise publicly one person whose work on mentoring for emerging leaders went unnoticed.
- Prepare the summary of emerging leaders that senior management will read.
Emerging leaders: building the bench and letting go
2 sessions · 8 pointsSession 1Moving emerging leaders through people who do not report to you
- Decide the point at which you would escalate mentoring for emerging leaders.
- Assess the workload emerging leaders adds and what you will remove to make room.
- Agree the standard on mentoring for emerging leaders and confirm it applies to everyone.
- Map the handovers in emerging leaders between functions and secure them.
Session 2Saying the thing about emerging leaders that nobody wants to say
- Remove steps in mentoring for emerging leaders that add effort without adding assurance.
- Set the decision rights on emerging leaders: who decides, who is consulted, who is told.
- Confirm that the people affected by mentoring for emerging leaders heard it from you first.
- Confirm that those complying with emerging leaders understand why it exists.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.