Translate leadership psychological resilience into objectives each person can see themselves in.
Building Psychological Resilience to Withstand Leadership Pressure
Move leadership psychological resilience from general awareness to a repeatable, reviewable practice.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Managers are promoted for competence and then judged on leadership psychological resilience, which nobody trained them for. When this part of organisational leadership is unclear, people default to protecting their own function. The difficulty is not agreeing that the organisational leadership discipline matters — it is deciding what to stop doing to make room for it. Sessions alternate between guided analysis of leadership psychological resilience and supervised application. They acquire practical criteria for judging when this aspect of organisational leadership is working and when it is only appearing to. Content is organised around the decisions practitioners actually face in this part of organisational leadership, not around theory headings. It is written for people who have to make leadership psychological resilience work with the resources they already have. Post-incident reviews keep identifying weaknesses in the organisational leadership discipline that were visible long before the incident. The final session converts the week's work on the organisational leadership capability into commitments with owners and dates.
Expected Learning Outcomes
Manage the emotional load leadership psychological resilience places on you and on the team.
Resolve conflict about leadership psychological resilience without leaving residue.
Communicate the reasoning behind leadership psychological resilience, not only the conclusion.
Apply a repeatable review cycle to leadership psychological resilience and act on what it produces.
Reduce avoidable variation in how leadership psychological resilience is carried out across teams.
Verify that improvements to leadership psychological resilience have held six months after they were introduced.
Who Should Attend
Members of committees that take decisions affecting leadership psychological resilience.
Human resources partners advising leaders on leadership psychological resilience.
Managers of geographically distributed teams handling leadership psychological resilience.
Newly promoted managers taking on leadership psychological resilience for the first time.
Department heads and senior managers accountable for leadership psychological resilience.
Quality staff verifying that leadership psychological resilience performs as designed.
Course Modules
Leadership psychological resilience: setting direction people can act on
2 sessions · 8 pointsSession 1What to measure in leadership psychological resilience and what to ignore
- Decide the point at which you would escalate leadership psychological resilience.
- Ask the team what they think is wrong with the plan for leadership psychological resilience.
- Decide what will be stopped to create capacity for leadership psychological resilience.
- Set the review point at which leadership psychological resilience will be reconsidered.
Session 2Recovering after a visible mistake on leadership psychological resilience
- Distinguish symptoms from causes when leadership psychological resilience underperforms.
- Set out the decisions in leadership psychological resilience that require sign-off and by whom.
- Give one piece of specific feedback on leadership psychological resilience within the week.
- Review whether leadership psychological resilience is aligned with the objectives of the management team.
Leadership psychological resilience: deciding under pressure and incomplete information
2 sessions · 8 pointsSession 1The decisions in leadership psychological resilience that cannot be delegated
- Identify the conversation about leadership psychological resilience you have been postponing, and schedule it.
- Prepare the response for the most likely failure in leadership psychological resilience.
- Name a single owner for each element of leadership psychological resilience.
- Confirm that reporting on leadership psychological resilience reaches the people who can act.
Session 2Where leadership psychological resilience typically breaks, and why
- Agree the indicators that will show whether leadership psychological resilience is improving.
- Review a past decision on leadership psychological resilience and state honestly what you would change.
- Remove steps in leadership psychological resilience that add effort without adding assurance.
- Recognise publicly one person whose work on leadership psychological resilience went unnoticed.
Leadership psychological resilience: influence across functions you do not control
2 sessions · 8 pointsSession 1What your team concludes from how you handle leadership psychological resilience
- Prepare how you will respond when leadership psychological resilience is challenged publicly.
- State the outcome expected from leadership psychological resilience in a single sentence anyone can repeat.
- Agree the standard on leadership psychological resilience and confirm it applies to everyone.
- Identify your successor for leadership psychological resilience and the gap they need to close.
Session 2Building someone who can run leadership psychological resilience without you
- Check that leadership psychological resilience still works when volumes rise unexpectedly.
- Name the person accountable for each part of leadership psychological resilience, not the committee.
- Test the procedure for leadership psychological resilience against a realistic scenario.
- Confirm that the people affected by leadership psychological resilience heard it from you first.
Leadership psychological resilience: performance, standards and consistency
2 sessions · 8 pointsSession 1Moving leadership psychological resilience through people who do not report to you
- Prepare the summary of leadership psychological resilience that senior management will read.
- Build the internal briefing that explains leadership psychological resilience to those affected.
- Write down the reasoning behind your position on leadership psychological resilience.
- Test whether the team can explain leadership psychological resilience in their own words.
Session 2Showing that leadership psychological resilience changed something measurable
- Identify which function can quietly block leadership psychological resilience and address it directly.
- Check that records of leadership psychological resilience answer the questions likely to be asked.
- Assign responsibility for keeping documentation of leadership psychological resilience current.
- Compare the cost of leadership psychological resilience with the cost of its absence.
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.