Leadership and Management

Leading Inclusion Programmes for People with Disabilities in the Workplace

A structured, applied course in workplace disability inclusion — designed to be used the week you return.

  • 5training days
  • 4modules
  • 8sessions
  • 32topics
View packages and pricesCourse outline
Leading Inclusion Programmes for People with Disabilities in the Workplace
5days

About the programme

Course Overview

Teams read what their leaders tolerate on workplace disability inclusion far more accurately than what their leaders announce. Managers are promoted for competence and then judged on the organisational leadership discipline, which nobody trained them for. The programme works equally well for those formalising the organisational leadership capability for the first time and those improving an existing approach. The programme takes participants through workplace disability inclusion end to end, from framing the problem to closing it out. Participants gain a clear basis for measuring what this part of organisational leadership has actually achieved. Work is grounded in real cases drawn from this strand of organisational leadership, which each participant adapts to conditions in their own organisation. Moving workplace disability inclusion from written policy into daily practice is not achieved by a single decision. Practitioner evidence points the same way: this aspect of organisational leadership improves fastest where responsibility for it is named and owned. The programme ends where implementation begins, with the practice within organisational leadership broken into steps someone can start on Monday.

Expected Learning Outcomes

  • Protect the team's capacity so workplace disability inclusion is not delivered through exhaustion.

  • Read the informal dynamics that determine whether workplace disability inclusion actually moves.

  • Review your own performance on workplace disability inclusion as rigorously as you review others'.

  • Structure records of workplace disability inclusion so that they answer the questions an auditor will actually ask.

  • Align the incentives of different functions so workplace disability inclusion is not quietly sabotaged.

  • Assess the current state of workplace disability inclusion against a structured set of criteria rather than impressions.

  • Build a concise leadership plan for workplace disability inclusion that colleagues can follow without further explanation.

Who Should Attend

  • Specialists advising senior management on workplace disability inclusion.

  • Board members and non-executives overseeing workplace disability inclusion.

  • Human resources partners advising leaders on workplace disability inclusion.

  • Consultants coaching leadership teams on workplace disability inclusion.

  • Quality staff verifying that workplace disability inclusion performs as designed.

  • High-potential staff being prepared for wider responsibility for workplace disability inclusion.

Course Modules

Open any module to see its sessions and topics.

01

Workplace disability inclusion: conflict, politics and informal power

2 sessions · 8 points

Session 1Deciding on workplace disability inclusion when the information will never be complete

  • Check whether incentives anywhere reward behaviour that undermines workplace disability inclusion.
  • Anticipate the objections workplace disability inclusion will raise and prepare the answers.
  • Prepare how you will respond when workplace disability inclusion is challenged publicly.
  • Map the handovers in workplace disability inclusion between functions and secure them.

Session 2Moving workplace disability inclusion from approval to execution

  • Assign responsibility for keeping documentation of workplace disability inclusion current.
  • Test whether the team can explain workplace disability inclusion in their own words.
  • Name the person accountable for each part of workplace disability inclusion, not the committee.
  • Decide what will be stopped to create capacity for workplace disability inclusion.
02

Workplace disability inclusion: building the bench and letting go

2 sessions · 8 points

Session 1Delegating workplace disability inclusion without abandoning it

  • Agree the smallest change to workplace disability inclusion that would be visibly useful.
  • Identify your successor for workplace disability inclusion and the gap they need to close.
  • Set the review interval for workplace disability inclusion and who attends.
  • Prepare the summary of workplace disability inclusion that senior management will read.

Session 2Escalation and decision rights in workplace disability inclusion

  • Agree the standard on workplace disability inclusion and confirm it applies to everyone.
  • Collect evidence on the present handling of workplace disability inclusion before proposing changes.
  • Set the decision rights on workplace disability inclusion: who decides, who is consulted, who is told.
  • Decide what you will delegate on workplace disability inclusion and what you will not, and say why.
03

Workplace disability inclusion: delegation, trust and accountability

2 sessions · 8 points

Session 1Who answers for workplace disability inclusion, and to whom

  • Set the review point at which workplace disability inclusion will be reconsidered.
  • Establish what evidence demonstrates workplace disability inclusion is under control.
  • Rank the weaknesses in workplace disability inclusion by consequence rather than by ease of fixing.
  • Identify the conversation about workplace disability inclusion you have been postponing, and schedule it.

Session 2Holding the line on workplace disability inclusion when it costs you

  • Identify which function can quietly block workplace disability inclusion and address it directly.
  • Ask the team what they think is wrong with the plan for workplace disability inclusion.
  • Assess the workload workplace disability inclusion adds and what you will remove to make room.
  • Write down the reasoning behind your position on workplace disability inclusion.
04

Workplace disability inclusion: influence across functions you do not control

2 sessions · 8 points

Session 1The meeting that finally unblocks workplace disability inclusion

  • Arrange the handover of workplace disability inclusion so capability survives staff changes.
  • Confirm that the people affected by workplace disability inclusion heard it from you first.
  • Decide the point at which you would escalate workplace disability inclusion.
  • Verify six months later that changes to workplace disability inclusion have held.

Session 2Showing that workplace disability inclusion changed something measurable

  • Write down the assumptions underpinning the approach to workplace disability inclusion.
  • Confirm that contractual obligations around workplace disability inclusion are understood.
  • Rehearse the briefing on workplace disability inclusion that would follow an incident.
  • Close out actions on workplace disability inclusion rather than leaving them open indefinitely.

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.

Share this course

🔗 Short link
View packages and prices

✆