Anticipate the objections that simulation-based leadership training will attract internally and answer them in advance.
Designing Simulation-Based Leadership Training Programmes
Turn simulation-based leadership training from a stated policy into a practice your organisation can evidence.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
When simulation-based leadership training is unclear, people default to protecting their own function. Managers are promoted for competence and then judged on the wider organisational leadership agenda, which nobody trained them for. Where this aspect of organisational leadership is measured, it improves; where it is only discussed, it drifts. Participants finish able to explain simulation-based leadership training to a non-specialist audience without losing precision. Cases are chosen to expose the trade-offs in this area of organisational leadership rather than to illustrate ideal conditions. The content is relevant to those who own this aspect of organisational leadership and to those who are held accountable for its results. It concentrates on the parts of simulation-based leadership training that determine outcomes and treats the rest proportionately. The version of this strand of organisational leadership described in the manual and the version practised on the floor tend to diverge over time. The programme ends where implementation begins, with this part of organisational leadership broken into steps someone can start on Monday.
Expected Learning Outcomes
Communicate the reasoning behind simulation-based leadership training, not only the conclusion.
Estimate what simulation-based leadership training costs to run properly, and what is lost when it is not.
Delegate responsibility for simulation-based leadership training without losing sight of the outcome.
Develop successors capable of running simulation-based leadership training without you.
Adapt recognised practice on simulation-based leadership training to local constraints without hollowing it out.
Translate simulation-based leadership training into objectives each person can see themselves in.
Who Should Attend
Board members and non-executives overseeing simulation-based leadership training.
Analysts producing the data on which decisions about simulation-based leadership training rest.
Project and programme managers whose success depends on simulation-based leadership training.
Managers of geographically distributed teams handling simulation-based leadership training.
Newly appointed managers taking on simulation-based leadership training for the first time.
Public sector managers applying simulation-based leadership training within institutional constraints.
Course Modules
Simulation-based leadership training: measuring whether leadership actually changed anything
2 sessions · 8 pointsSession 1Moving simulation-based leadership training through people who do not report to you
- Agree what will be standardised in simulation-based leadership training and what will not.
- Assign responsibility for keeping documentation of simulation-based leadership training current.
- Identify the conversation about simulation-based leadership training you have been postponing, and schedule it.
- Recognise publicly one person whose work on simulation-based leadership training went unnoticed.
Session 2Making simulation-based leadership training work when resources are constrained
- Set escalation thresholds for simulation-based leadership training that work out of hours.
- Identify which function can quietly block simulation-based leadership training and address it directly.
- Set the decision rights on simulation-based leadership training: who decides, who is consulted, who is told.
- Review whether simulation-based leadership training is aligned with the objectives of the management team.
Simulation-based leadership training: influence across functions you do not control
2 sessions · 8 pointsSession 1Reading the current state of simulation-based leadership training honestly
- Define the trigger that would require simulation-based leadership training to be redesigned.
- Ask the team what they think is wrong with the plan for simulation-based leadership training.
- Rehearse the briefing on simulation-based leadership training that would follow an incident.
- Confirm that reporting on simulation-based leadership training reaches the people who can act.
Session 2Building someone who can run simulation-based leadership training without you
- Set out how exceptions to simulation-based leadership training are requested and approved.
- Map the handovers in simulation-based leadership training between functions and secure them.
- Give one piece of specific feedback on simulation-based leadership training within the week.
- Decide what will be stopped to create capacity for simulation-based leadership training.
Simulation-based leadership training: conflict, politics and informal power
2 sessions · 8 pointsSession 1Applying the standard on simulation-based leadership training to your best performer
- Review a past decision on simulation-based leadership training and state honestly what you would change.
- Identify your successor for simulation-based leadership training and the gap they need to close.
- Confirm that those complying with simulation-based leadership training understand why it exists.
- State the outcome expected from simulation-based leadership training in a single sentence anyone can repeat.
Session 2Delegating simulation-based leadership training without abandoning it
- Write down the reasoning behind your position on simulation-based leadership training.
- Test whether the team can explain simulation-based leadership training in their own words.
- Confirm that the people affected by simulation-based leadership training heard it from you first.
- Agree the standard on simulation-based leadership training and confirm it applies to everyone.
Simulation-based leadership training: setting direction people can act on
2 sessions · 8 pointsSession 1Moving simulation-based leadership training from approval to execution
- Establish the boundary of simulation-based leadership training and record what sits outside it.
- Assess the workload simulation-based leadership training adds and what you will remove to make room.
- Prepare the summary of simulation-based leadership training that senior management will read.
- Set the review interval for simulation-based leadership training and who attends.
Session 2What your team concludes from how you handle simulation-based leadership training
- Establish what evidence demonstrates simulation-based leadership training is under control.
- Prepare how you will respond when simulation-based leadership training is challenged publicly.
- Record the rationale for each significant choice made about simulation-based leadership training.
- Name the person accountable for each part of simulation-based leadership training, not the committee.
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.