Establish what evidence would demonstrate that executive leadership development is under control.
Designing Multi-Stage Executive Leadership Development Programmes
A senior-level treatment of executive leadership development, focused on what changes outcomes.
📍 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 executive leadership development, which nobody trained them for. Teams read what their leaders tolerate on this strand of organisational leadership far more accurately than what their leaders announce. The content is relevant to those who own the wider organisational leadership agenda and to those who are held accountable for its results. The difficulty is not agreeing that executive leadership development matters — it is deciding what to stop doing to make room for it. They leave able to brief senior management on the organisational leadership capability in terms that support a decision. Each session closes with a decision the participant must justify about this area of organisational leadership in their own setting. Comparative studies of executive leadership development across sectors find the same handful of failure points recurring. The course covers the organisational leadership capability at the level of detail needed to act, and stops there. Work concludes with a self-assessment of the wider organisational leadership agenda that participants can repeat annually.
Expected Learning Outcomes
Resolve conflict about executive leadership development without leaving residue.
Design a training and briefing approach that sustains competence in executive leadership development.
Set direction on executive leadership development that people can act on without further interpretation.
Apply a repeatable review cycle to executive leadership development and act on what it produces.
Build the trust that makes candid feedback about executive leadership development possible.
Read the informal dynamics that determine whether executive leadership development actually moves.
Who Should Attend
Founders and owner-managers formalising executive leadership development as the organisation grows.
Consultants coaching leadership teams on executive leadership development.
Members of committees that take decisions affecting executive leadership development.
Team leaders and supervisors who put executive leadership development into practice day to day.
Public sector managers applying executive leadership development within institutional constraints.
Executives leading multi-function programmes involving executive leadership development.
Course Modules
Executive leadership development: measuring whether leadership actually changed anything
2 sessions · 8 pointsSession 1Moving executive leadership development through people who do not report to you
- Distinguish symptoms from causes when executive leadership development underperforms.
- Review a past decision on executive leadership development and state honestly what you would change.
- Estimate the resource executive leadership development requires to run as designed.
- Establish what evidence demonstrates executive leadership development is under control.
Session 2Making executive leadership development work when resources are constrained
- Remove steps in executive leadership development that add effort without adding assurance.
- Identify which function can quietly block executive leadership development and address it directly.
- State the outcome expected from executive leadership development in a single sentence anyone can repeat.
- Map the handovers in executive leadership development between functions and secure them.
Executive leadership development: setting direction people can act on
2 sessions · 8 pointsSession 1What your team concludes from how you handle executive leadership development
- Identify the data already collected that bears on executive leadership development.
- Ask the team what they think is wrong with the plan for executive leadership development.
- Test whether the team can explain executive leadership development in their own words.
- Set the review interval for executive leadership development and who attends.
Session 2Reviewing executive leadership development when nothing has gone wrong
- Decide the point at which you would escalate executive leadership development.
- Confirm that the people affected by executive leadership development heard it from you first.
- Assess the workload executive leadership development adds and what you will remove to make room.
- Decide what you will delegate on executive leadership development and what you will not, and say why.
Executive leadership development: the conversations that decide the outcome
2 sessions · 8 pointsSession 1Applying the standard on executive leadership development to your best performer
- Agree the standard on executive leadership development and confirm it applies to everyone.
- Benchmark the organisation's executive leadership development against comparable operations.
- Agree what will be standardised in executive leadership development and what will not.
- Check that records of executive leadership development answer the questions likely to be asked.
Session 2Holding the line on executive leadership development when it costs you
- Agree the indicators that will show whether executive leadership development is improving.
- Collect evidence on the present handling of executive leadership development before proposing changes.
- Arrange the handover of executive leadership development so capability survives staff changes.
- Build the internal briefing that explains executive leadership development to those affected.
Executive leadership development: conflict, politics and informal power
2 sessions · 8 pointsSession 1The cost of executive leadership development and how to present it
- Identify the conversation about executive leadership development you have been postponing, and schedule it.
- Plan the sequence in which improvements to executive leadership development will be introduced.
- Check whether incentives anywhere reward behaviour that undermines executive leadership development.
- Identify your successor for executive leadership development and the gap they need to close.
Session 2The meeting that finally unblocks executive leadership development
- Set the review point at which executive leadership development will be reconsidered.
- Prepare how you will respond when executive leadership development is challenged publicly.
- Recognise publicly one person whose work on executive leadership development went unnoticed.
- Confirm that those complying with executive leadership development 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
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