Q: Workshop 1: Self-Awareness and Relational Presence Building the foundation of trust and clear communication

Key Learning Outcomes: Managers will be able to: - Understand how their behavior and communication style affects team performance and trust - Increase awareness of their own default patterns under pressure and how these impact others - Stay grounded and intentional in conversations rather than reactive - Build trust through clear expectations, reliability, and consistent communication - Use practical listening skills to improve understanding and reduce misunderstandings - Hold "working agreement" conversations that set shared expectations with staff and colleagues Core Content: - What effective leadership looks like in practice (specific behaviors that build trust) - EQ-i 2.0 debrief — personal leadership strengths and development areas - The Self-Other-Situation lens for staying intentional in conversations - Practical tools for managing your own triggers and staying steady - How to listen for understanding rather than assumption - Creating working agreements that strengthen relationships

Q: Workshop 2: Engaging with Your Team Developing people and building capability

Key Learning Outcomes: Managers will be able to: - Managers will be able to: - Use a structured coaching approach that helps team members think for themselves - Ask stronger questions, listen without jumping in, and create more ownership - Know when to direct, when to mentor, when to coach, and when to delegate — and use each approach intentionally - - Delegate effectively by setting clear expectations and ensuring follow-through - Give feedback that is useful, specific, and future-focused - Run shorter, more focused meetings that encourage participation and action Core Content: - Coaching as a leadership approach (the CLEAR model for practical application) - Questioning, listening, and feedback that builds capability rather than dependency - Four leadership approaches (Directing, Mentoring, Coaching, Delegating) and when to use each - How to delegate in ways that improve accountability and reduce escalation - Using meetings to drive clarity and ownership (CLEARR meeting structure)

Q: Workshop 3: Transforming 'Difficult' Conversations into Learning Conversations : Handling conflict and accountability with confidence

Key Learning Outcomes: Managers will be able to: - Handle challenging conversations early, clearly, and professionally - Keep discussions on track by focusing on the real issue rather than getting pulled into emotion or defensivenes - Stay calm and clear during conflict or disagreement - Use the POISE NOW framework to structure difficult conversations in a way that supports accountability while maintaining relationships - Understand different conflict styles and how these show up under pressure - Shift from reacting to positions ("what they want") to understanding underlying interests ("why it matters") - Replace avoidance or frustration with dialogue that leads to solutions Core Content: - Why difficult conversations often go wrong — and what to do differently - Understanding personal triggers and staying grounded during tension - Positions vs. interests: how to get to the real issue faster - POISE NOW: a practical, step-by-step process for planning and delivering tough conversations - Practice sessions using real scenarios participants bring from their teams

Q: 1-1 Coaching: Applying the Tools to Real Situations

Between workshops, each manager receives four individual coaching sessions (60-90 minutes) to: ✓ Apply workshop tools to real leadership situations happening now ✓ Explore personal triggers and patterns in a confidential space ✓ Build confidence for specific difficult or high-stakes conversations ✓ Strengthen consistency and follow-through ✓ Work on goals emerging from workshops and EQ-i assessment This ensures the learning sticks — managers aren't just absorbing theory, they're practicing with real challenges and getting personalized support to strengthen their skills.

Q: Emotional Intelligence Assessment

The EQ-i 2.0 provides practical insight into how each manager handles pressure, communicates, makes decisions, and builds relationships. Each participant receives a clear report showing: - Personal leadership strengths - Patterns that may be limiting effectiveness - Specific development strategies tailored to their profile This creates powerful self-awareness that informs coaching goals and workshop participation, helping managers understand not just what to do differently, but why certain patterns show up under pressure

Q: Final Half-Day: Action Learning Session

Managers come together to: - Share key insights and takeaways - Present how they've applied the tools in their teams - Describe changes they've noticed in their own leadership - Discuss impact on team behavior and performance - Set continued development goals This session reinforces learning, creates peer accountability, and helps embed sustainable leadership habits across your management team

Question 1

Workshop 1: Self-Awareness and Relational Presence
Building the foundation of trust and clear communication

Accepted Answer

Key Learning Outcomes: Managers will be able to:

- Understand how their behavior and communication style affects team performance and trust
- Increase awareness of their own default patterns under pressure and how these impact others
- Stay grounded and intentional in conversations rather than reactive
- Build trust through clear expectations, reliability, and consistent communication
- Use practical listening skills to improve understanding and reduce misunderstandings
- Hold "working agreement" conversations that set shared expectations with staff and colleagues

Core Content:

- What effective leadership looks like in practice (specific behaviors that build trust)
- EQ-i 2.0 debrief — personal leadership strengths and development areas
- The Self-Other-Situation lens for staying intentional in conversations
- Practical tools for managing your own triggers and staying steady
- How to listen for understanding rather than assumption
- Creating working agreements that strengthen relationships

Question 2

Workshop 2: Engaging with Your Team
Developing people and building capability

Accepted Answer

Key Learning Outcomes: Managers will be able to:

- Managers will be able to:
- Use a structured coaching approach that helps team members think for themselves
- Ask stronger questions, listen without jumping in, and create more ownership
- Know when to direct, when to mentor, when to coach, and when to delegate — and use each approach intentionally
- - Delegate effectively by setting clear expectations and ensuring follow-through
- Give feedback that is useful, specific, and future-focused
- Run shorter, more focused meetings that encourage participation and action

Core Content:

- Coaching as a leadership approach (the CLEAR model for practical application)
- Questioning, listening, and feedback that builds capability rather than dependency
- Four leadership approaches (Directing, Mentoring, Coaching, Delegating) and when to use each
- How to delegate in ways that improve accountability and reduce escalation
- Using meetings to drive clarity and ownership (CLEARR meeting structure)

Question 3

Workshop 3: Transforming 'Difficult' Conversations into Learning Conversations:
Handling conflict and accountability with confidence

Accepted Answer

Key Learning Outcomes: Managers will be able to:

- Handle challenging conversations early, clearly, and professionally
- Keep discussions on track by focusing on the real issue rather than getting pulled into emotion or defensivenes
- Stay calm and clear during conflict or disagreement
- Use the POISE NOW framework to structure difficult conversations in a way that supports accountability while maintaining relationships
- Understand different conflict styles and how these show up under pressure
- Shift from reacting to positions ("what they want") to understanding underlying interests ("why it matters")
- Replace avoidance or frustration with dialogue that leads to solutions

Core Content:

- Why difficult conversations often go wrong — and what to do differently
- Understanding personal triggers and staying grounded during tension
- Positions vs. interests: how to get to the real issue faster
- POISE NOW: a practical, step-by-step process for planning and delivering tough conversations
- Practice sessions using real scenarios participants bring from their teams

Question 4

1-1 Coaching: Applying the Tools to Real Situations

Accepted Answer

Between workshops, each manager receives four individual coaching sessions (60-90 minutes) to:

✓ Apply workshop tools to real leadership situations happening now
✓ Explore personal triggers and patterns in a confidential space
✓ Build confidence for specific difficult or high-stakes conversations
✓ Strengthen consistency and follow-through
✓ Work on goals emerging from workshops and EQ-i assessment

This ensures the learning sticks — managers aren't just absorbing theory, they're practicing with real challenges and getting personalized support to strengthen their skills.

Question 5

Emotional Intelligence Assessment

Accepted Answer

The EQ-i 2.0 provides practical insight into how each manager handles pressure, communicates, makes decisions, and builds relationships.

Each participant receives a clear report showing:
- Personal leadership strengths
- Patterns that may be limiting effectiveness
- Specific development strategies tailored to their profile

This creates powerful self-awareness that informs coaching goals and workshop participation, helping managers understand not just what to do differently, but why certain patterns show up under pressure

Question 6

Final Half-Day: Action Learning Session

Accepted Answer

Managers come together to:

- Share key insights and takeaways
- Present how they've applied the tools in their teams
- Describe changes they've noticed in their own leadership
- Discuss impact on team behavior and performance
- Set continued development goals

This session reinforces learning, creates peer accountability, and helps embed sustainable leadership habits across your management team

Leadership Development Programme

Practical Skills Training to Build Leadership Confidence Across Your Management Team

Why Conversational Skills Matter Now

What Changes When Managers Develop These Skills?

Programme Structure: Three Core Workshops

Each workshop builds on the last, creating a progressive development journey

Why This Programme Creates Lasting Change

Leadership Programme at a Glance

Let’s have a conversation about your managers’ current challenges, your organizational context, and whether this programme is the right fit for your needs