Prepare managers for the emotional load professional growth mindset places on them.
Developing a Growth Mindset in Professional Life
Build a working method for professional growth mindset that stands up to scrutiny and survives daily pressure.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for professional growth mindset that managers quietly work around has already failed. Policy on this strand of people management and development is judged by how it is applied in the difficult cases, not the easy ones. Comparative studies of this part of people management and development across sectors find the same handful of failure points recurring. Plans for professional growth mindset often fail at the handover point between functions. The outcome is a practitioner who can hold a position on this area of people management and development and revise it on evidence. The programme is built to be used, and every section of this part of people management and development it covers ends in something applicable. The method assumes participants will be challenged on their handling of professional growth mindset and prepares them for it. The programme suits teams tackling this area of people management and development together as readily as individuals attending alone. The final session converts the week's work on this strand of people management and development into commitments with owners and dates.
Expected Learning Outcomes
Document decisions about professional growth mindset in a form that remains useful after the people change.
Plan succession and continuity for the roles most exposed to professional growth mindset.
Handle exceptions to professional growth mindset consistently and document the reasoning.
Review contracts and agreements for the obligations they create around professional growth mindset.
Review professional growth mindset annually against what actually happened, not what was intended.
Draw practical lessons from failures in professional growth mindset without assigning blame that suppresses reporting.
Who Should Attend
Anyone whose accountability for professional growth mindset exceeds their current formal training in it.
Senior leaders accountable for the culture professional growth mindset produces.
Recruitment and resourcing staff affected by professional growth mindset.
Talent and organisational development specialists working on professional growth mindset.
Human resources managers and business partners responsible for professional growth mindset.
Procurement and contracting staff whose agreements set obligations around professional growth mindset.
Course Modules
Professional growth mindset: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1What has to be agreed before work on professional growth mindset starts
- Pilot changes to professional growth mindset in one area before wider rollout.
- Confirm that reporting on professional growth mindset reaches the people who can act.
- Build the competence framework that supports professional growth mindset.
- Design the communication for professional growth mindset around the questions people will actually ask.
Session 2Building manager capability in professional growth mindset rather than owning it centrally
- Rank the weaknesses in professional growth mindset by consequence rather than by ease of fixing.
- Confirm records relating to professional growth mindset meet retention and privacy rules.
- Train line managers on professional growth mindset rather than handling every case centrally.
- Identify the data already collected that bears on professional growth mindset.
Professional growth mindset: communication and employee understanding
2 sessions · 8 pointsSession 1The conversation about professional growth mindset managers most often avoid
- Set out the decisions in professional growth mindset that require sign-off and by whom.
- Set escalation thresholds for professional growth mindset that work out of hours.
- Benchmark the organisation's professional growth mindset against comparable operations.
- Build the appeals route for professional growth mindset and publish it.
Session 2Costing professional growth mindset honestly, including the cost of inaction
- Script the difficult conversation professional growth mindset requires and rehearse it.
- Ask employees what professional growth mindset feels like from their side.
- Define who decides on professional growth mindset and who may only recommend.
- Review professional growth mindset for unintended equity effects across groups.
Professional growth mindset: capability across the management line
2 sessions · 8 pointsSession 1What your existing data already says about professional growth mindset
- Check that professional growth mindset still works when volumes rise unexpectedly.
- Reduce the variation in how professional growth mindset is carried out between teams.
- Set the annual review point for professional growth mindset and who attends.
- Test the procedure for professional growth mindset against a realistic scenario.
Session 2Moving professional growth mindset from approval to execution
- Close out actions on professional growth mindset rather than leaving them open indefinitely.
- Compare intended and actual outcomes of professional growth mindset honestly.
- Identify the data the organisation already holds that bears on professional growth mindset.
- Estimate the cost of professional growth mindset and the cost of leaving it unchanged.
Professional growth mindset: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Writing a policy on professional growth mindset a line manager can actually use
- Check that professional growth mindset complies with current labour regulation in every location.
- Name a single owner for each element of professional growth mindset.
- State the purpose of professional growth mindset in one sentence a new manager would understand.
- Confirm that those complying with professional growth mindset understand why it exists.
Session 2What to measure in professional growth mindset and what to ignore
- Plan succession for roles most exposed to professional growth mindset.
- Build the internal briefing that explains professional growth mindset to those affected.
- Plan the sequence in which improvements to professional growth mindset will be introduced.
- Assign responsibility for keeping documentation of professional growth mindset current.
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.