Build coalitions across functions to make emerging women's leadership programmes stick.
Building Emerging Women's Leadership Programmes and Supporting Their Empowerment
Learn to design, measure and defend your organisation's approach to emerging women's leadership programmes.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Authority is granted by the organisation; credibility in emerging women's leadership programmes is earned separately. When leadership programmes is unclear, people default to protecting their own function. Ambition around the organisational leadership discipline outruns capacity unless the sequencing is deliberate. Benchmarking exercises repeatedly place emerging women's leadership programmes among the areas with the widest performance spread. The programme takes participants through this aspect of organisational leadership end to end, from framing the problem to closing it out. Participants gain a realistic view of what leadership programmes costs and what it returns. Sessions alternate between guided analysis of emerging women's leadership programmes and supervised application. It is appropriate for those preparing to take on wider responsibility for leadership programmes. Work concludes with a self-assessment of the practice within organisational leadership that participants can repeat annually.
Expected Learning Outcomes
Translate leadership programmes into objectives each person can see themselves in.
Integrate emerging women's leadership programmes into existing management routines rather than running it separately.
Select indicators that show whether leadership programmes is improving, and reject those that only look useful.
Diagnose whether a problem in emerging women's leadership programmes is one of design, resourcing or discipline.
Delegate responsibility for leadership programmes without losing sight of the outcome.
Recognise when emerging women's leadership programmes needs a different leadership style than the one that got you here.
Who Should Attend
High-potential staff being prepared for wider responsibility for emerging women's leadership programmes.
Internal auditors reviewing how leadership programmes is designed and operated.
Department heads and senior managers accountable for emerging women's leadership programmes.
Team leaders responsible for daily delivery of leadership programmes.
Board members and non-executives overseeing emerging women's leadership programmes.
Anyone whose accountability for leadership programmes exceeds their current formal training in it.
Course Modules
Emerging women's leadership programmes: delegation, trust and accountability
2 sessions · 8 pointsSession 1What your team concludes from how you handle emerging women's leadership programmes
- Record what was learned when emerging women's leadership programmes did not go as planned.
- Benchmark the organisation's leadership programmes against comparable operations.
- Estimate the resource emerging women's leadership programmes requires to run as designed.
- Decide what will be stopped to create capacity for leadership programmes.
Session 2Getting other functions to support leadership programmes
- Test whether the team can explain emerging women's leadership programmes in their own words.
- Agree the standard on leadership programmes and confirm it applies to everyone.
- Check whether incentives anywhere reward behaviour that undermines emerging women's leadership programmes.
- Write down the reasoning behind your position on leadership programmes.
Leadership programmes: influence across functions you do not control
2 sessions · 8 pointsSession 1Showing that leadership programmes changed something measurable
- Identify where judgement in emerging women's leadership programmes is legitimate and where it is not.
- Verify six months later that changes to leadership programmes have held.
- Establish the boundary of emerging women's leadership programmes and record what sits outside it.
- Agree the smallest change to leadership programmes that would be visibly useful.
Session 2Who answers for leadership programmes, and to whom
- Ask the team what they think is wrong with the plan for emerging women's leadership programmes.
- Give one piece of specific feedback on leadership programmes within the week.
- Set the review point at which emerging women's leadership programmes will be reconsidered.
- Identify which function can quietly block leadership programmes and address it directly.
Leadership programmes: conflict, politics and informal power
2 sessions · 8 pointsSession 1Moving leadership programmes from approval to execution
- Decide what you will delegate on emerging women's leadership programmes and what you will not, and say why.
- Assess the workload leadership programmes adds and what you will remove to make room.
- Check that emerging women's leadership programmes still works when volumes rise unexpectedly.
- State the outcome expected from leadership programmes in a single sentence anyone can repeat.
Session 2Recovering after a visible mistake on emerging women's leadership programmes
- Rank the weaknesses in emerging women's leadership programmes by consequence rather than by ease of fixing.
- Establish what evidence demonstrates leadership programmes is under control.
- Close out actions on emerging women's leadership programmes rather than leaving them open indefinitely.
- Prepare how you will respond when leadership programmes is challenged publicly.
Leadership programmes: building the bench and letting go
2 sessions · 8 pointsSession 1Deciding on leadership programmes when the information will never be complete
- Set the decision rights on emerging women's leadership programmes: who decides, who is consulted, who is told.
- Recognise publicly one person whose work on leadership programmes went unnoticed.
- Decide the point at which you would escalate emerging women's leadership programmes.
- Check that records of leadership programmes answer the questions likely to be asked.
Session 2Saying the thing about leadership programmes that nobody wants to say
- Identify your successor for emerging women's leadership programmes and the gap they need to close.
- Record the rationale for each significant choice made about leadership programmes.
- Confirm that reporting on emerging women's leadership programmes reaches the people who can act.
- Rehearse the briefing on leadership programmes that would follow an incident.
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.