Design a policy on leadership intuition that is fair, lawful and actually usable by line managers.
Developing Leadership Intuition in Rapid Decision-Making
Build a working method for leadership intuition that stands up to scrutiny and survives daily pressure.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about leadership intuition begin as a conversation that was handled badly. People decide what this area of people management and development really means by watching who gets promoted. The programme works equally well for those formalising this strand of people management and development for the first time and those improving an existing approach. It concentrates on the parts of leadership intuition that determine outcomes and treats the rest proportionately. Improvement in the practice within people management and development stalls when it depends on one capable individual rather than a defined method. The result is the confidence to make and defend decisions about the people management and development capability under scrutiny. Work is grounded in real cases drawn from leadership intuition, which each participant adapts to conditions in their own organisation. Benchmarking exercises repeatedly place the wider people management and development agenda among the areas with the widest performance spread. The programme closes with an action plan for this aspect of people management and development that each participant writes for their own organisation.
Expected Learning Outcomes
Set the minimum documentation for leadership intuition that is genuinely necessary, and stop there.
Measure the effect of leadership intuition on retention, performance and engagement.
Build the evidence base on leadership intuition from data the organisation already collects.
Recognise early indicators that leadership intuition is drifting away from its intended design.
Communicate the purpose of leadership intuition to those who have to comply with it.
Design the communication that makes leadership intuition understood rather than merely announced.
Who Should Attend
Reward and compensation staff whose frameworks interact with leadership intuition.
Compliance and governance staff whose remit includes leadership intuition.
Human resources managers and business partners responsible for leadership intuition.
Recruitment and resourcing staff affected by leadership intuition.
Team leaders and supervisors who put leadership intuition into practice day to day.
Individuals developing their own capability in leadership intuition.
Course Modules
Leadership intuition: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reviewing leadership intuition against what actually happened
- Collect evidence on the present handling of leadership intuition before proposing changes.
- Check that leadership intuition complies with current labour regulation in every location.
- Rank the weaknesses in leadership intuition by consequence rather than by ease of fixing.
- Plan succession for roles most exposed to leadership intuition.
Session 2The conversation about leadership intuition managers most often avoid
- Design the communication for leadership intuition around the questions people will actually ask.
- Agree the indicators that will show whether leadership intuition is improving.
- Check that records of leadership intuition answer the questions likely to be asked.
- Distinguish symptoms from causes when leadership intuition underperforms.
Leadership intuition: policy design and legal footing
2 sessions · 8 pointsSession 1Writing a policy on leadership intuition a line manager can actually use
- Name a single owner for each element of leadership intuition.
- Script the difficult conversation leadership intuition requires and rehearse it.
- Set out the decisions in leadership intuition that require sign-off and by whom.
- Review leadership intuition for unintended equity effects across groups.
Session 2Where leadership intuition typically breaks, and why
- Check that leadership intuition still works when volumes rise unexpectedly.
- Set the consistency check that catches uneven application of leadership intuition.
- Arrange the handover of leadership intuition so capability survives staff changes.
- Define who decides on leadership intuition and who may only recommend.
Leadership intuition: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1The cost of leadership intuition and how to present it
- State the purpose of leadership intuition in one sentence a new manager would understand.
- Estimate the cost of leadership intuition and the cost of leaving it unchanged.
- Write down the assumptions underpinning the approach to leadership intuition.
- Close out actions on leadership intuition rather than leaving them open indefinitely.
Session 2Costing leadership intuition honestly, including the cost of inaction
- Test the policy on leadership intuition against three real cases from the past year.
- Build the appeals route for leadership intuition and publish it.
- Compare intended and actual outcomes of leadership intuition honestly.
- Train line managers on leadership intuition rather than handling every case centrally.
Leadership intuition: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Getting other functions to support leadership intuition
- Set the annual review point for leadership intuition and who attends.
- Confirm records relating to leadership intuition meet retention and privacy rules.
- Verify six months later that changes to leadership intuition have held.
- Agree what will be standardised in leadership intuition and what will not.
Session 2Explaining leadership intuition so people believe it
- Prepare the summary of leadership intuition that senior management will read.
- Build the competence framework that supports leadership intuition.
- Define acceptance criteria for leadership intuition in advance.
- Document the reasoning for every exception granted under leadership intuition.
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.