Prepare a short, evidence-based briefing on positive professional relationships for senior management.
Building Positive and Influential Professional Relationships
A senior-level treatment of positive professional relationships, focused on what changes outcomes.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on positive professional relationships is abundant; insight about it is not. People decide what the people management and development discipline really means by watching who gets promoted. Participants finish able to explain this aspect of people management and development to a non-specialist audience without losing precision. Organisations that document positive professional relationships properly resolve disputes about it far more quickly. The teaching approach is deliberately practical: participants build a people policy for the people management and development capability as they go. A common pattern is strong design of this strand of people management and development paired with weak follow-through. The course sets out a working method for positive professional relationships that participants can apply the week they return. Participants who influence this part of people management and development without directly controlling it will find the content directly usable. The final session converts the week's work on the wider people management and development agenda into commitments with owners and dates.
Expected Learning Outcomes
Review positive professional relationships annually against what actually happened, not what was intended.
Build the internal capability for positive professional relationships rather than depending on external support indefinitely.
Integrate positive professional relationships with reward, development and performance processes.
Assess the cost of positive professional relationships and the cost of leaving it as it is.
Establish what evidence would demonstrate that positive professional relationships is under control.
Build the evidence base on positive professional relationships from data the organisation already collects.
Who Should Attend
Team leaders and supervisors who put positive professional relationships into practice day to day.
Experienced practitioners formalising an approach to positive professional relationships that has grown up informally.
Human resources managers and business partners responsible for positive professional relationships.
Individuals developing their own capability in positive professional relationships.
Line managers who apply positive professional relationships in practice.
Learning and development officers building capability in positive professional relationships.
Course Modules
Positive professional relationships: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Comparing positive professional relationships with recognised practice
- Map the handovers in positive professional relationships between functions and secure them.
- Test the policy on positive professional relationships against three real cases from the past year.
- Ask employees what positive professional relationships feels like from their side.
- Script the difficult conversation positive professional relationships requires and rehearse it.
Session 2Reviewing positive professional relationships against what actually happened
- Review whether positive professional relationships is aligned with the objectives of the workforce.
- Test the procedure for positive professional relationships against a realistic scenario.
- Define the trigger that would require positive professional relationships to be redesigned.
- Establish who is informed, consulted and accountable in positive professional relationships.
Positive professional relationships: evidence, data and honest measurement
2 sessions · 8 pointsSession 1The cost of positive professional relationships and how to present it
- Confirm that reporting on positive professional relationships reaches the people who can act.
- Verify six months later that changes to positive professional relationships have held.
- Train line managers on positive professional relationships rather than handling every case centrally.
- Document the reasoning for every exception granted under positive professional relationships.
Session 2What your existing data already says about positive professional relationships
- Agree the smallest change to positive professional relationships that would be visibly useful.
- Design the communication for positive professional relationships around the questions people will actually ask.
- Name a single owner for each element of positive professional relationships.
- Rank the weaknesses in positive professional relationships by consequence rather than by ease of fixing.
Positive professional relationships: fairness, equity and consistency
2 sessions · 8 pointsSession 1Writing a policy on positive professional relationships a line manager can actually use
- Set the consistency check that catches uneven application of positive professional relationships.
- Plan the sequence in which improvements to positive professional relationships will be introduced.
- Identify single points of dependency in positive professional relationships and reduce them.
- Compare the cost of positive professional relationships with the cost of its absence.
Session 2The conversation about positive professional relationships managers most often avoid
- Estimate the cost of positive professional relationships and the cost of leaving it unchanged.
- Record what was learned when positive professional relationships did not go as planned.
- Pilot changes to positive professional relationships in one area before wider rollout.
- Set the annual review point for positive professional relationships and who attends.
Positive professional relationships: policy design and legal footing
2 sessions · 8 pointsSession 1Costing positive professional relationships honestly, including the cost of inaction
- Review positive professional relationships for unintended equity effects across groups.
- Identify the data the organisation already holds that bears on positive professional relationships.
- Confirm that contractual obligations around positive professional relationships are understood.
- Build the appeals route for positive professional relationships and publish it.
Session 2Making positive professional relationships work when resources are constrained
- Define who decides on positive professional relationships and who may only recommend.
- Set the review interval for positive professional relationships and who attends.
- Compare intended and actual outcomes of positive professional relationships honestly.
- Check that positive professional relationships complies with current labour regulation in every location.
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.