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Leadership Development

Equip your leaders with the skills to listen, manage people, and enable collaboration.

Leadership Development

Equip your leaders with the skills to listen, manage people, and enable collaboration.
Our leadership programmes are designed for all levels of the organisation. Click below to learn more.

People-centred Leadership

When leaders put their people first in the process of achieving the organisation’s goals , their teams will feel heard, they’re motivated, more productive, creative, and resourceful. 

Our leadership methodology is people-centred. With our programmes, your leaders will learn how to put people first – because people who are valued and heard are also happy – they’re motivated, they’re more productive, and work with an abundance mindset.

We’ve been developing leaders for decades and our people-centred approach to leadership is based on our observations, research, and practice of 21st-century leadership ideas, along with: Neuro-linguistic Programming, Accelerated Learning, Multiple Intelligences, and Clean Language.

With people-centred leadership, we’ll help your managers to build happy, productive, and creative teams that will drive your organisation forward. 

Here’s a list of some of our leadership programmes. You’ll notice that they are organised in three suites, within each are full-length programmes. We also have short courses, typically between 3-4 hours each.

Suites of Full Programmes:

THE COLLABORATION SUITE

We developed the collaboration suite to meet the widespread need for collaboration in large organisations. Leaders often complain about the ‘silo mentality’ in their organisations, and how it’s detrimental to growth. Unfortunately, many remedies for the ‘silo mentality’ involve  ineffective and superficial memos and speeches, or disruptive and time-consuming, large-scale, culture-change interventions. There are few remedies that take the middle-ground: a non-disruptive rollout of training programmes that leads to a culture of collaboration.

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The Collaborative Professional

Many knowledge workers stumble when they try to collaborate. They try to learn from the experience, but that produces mixed results, often negatively affecting their relationships with their bosses, peers, direct reports, customers, and suppliers. Multiply this across an organisation and the total business impact is huge.

The Collaborative Professional teaches both managers and non-managers the mindset and behaviours of good collaborators, and lays the foundation for the other workshops in our Collaboration Suite.

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Influencing Collaboration

Most businesses have the infrastructure for enterprise-wide collaboration, with most of their knowledge workers already briefed on the need to collaborate with colleagues. However, the quality and longevity of a healthy collaborative culture is dependent on the ability of each person to perform successful trades and trade-offs while they maintain healthy long-term work relationships. Good collaborators are deliberate when they apply their influence, build reciprocity, and develop credibility. Good collaborators, when they exist throughout an organisation, strengthen internal teams, build trusted and loyal business relationships, grow profits, and create a strong brand reputation.

Influencing Collaboration is the second programme in our Collaboration Suite, and it presents very specific tools and techniques not covered in The Collaborative Professional programme.

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Facilitating Collaboration

Build your people’s ability to spot opportunities for collaboration, and bring people together into well-organised meetings that drive progress. When your people can effectively lead discussions during these meetings, they become an instrument for collaboration – they fill gaps in communication and deftly navigate the chaos that comes with dealing with people who have divergent interests and goals.

Facilitating Collaboration is the third programme in our Collaboration Suite. It involves developing crucial facilitation skills that lead to collaborative and innovative meetings.

THE PEOPLE MANAGEMENT SUITE

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Motivating Direct Reports

It’s not easy to become a new manager. Many new managers struggle for several years to find their footing. In the meantime, their direct reports suffer from their lack of leadership skills, leading to lower productivity and higher attrition. Without positive interventions, many new managers never become good managers.

The ability to motivate direct reports is a crucial management skill. Motivating Direct Reports is a programme that teaches managers how to motivate their people without having to resort to regular pep talks. During the course of this programme, they discover multiple ways to build a motivated and high-performing team. New managers also learn the difference between management and leadership, and how to bring out the best in their teams by motivating their people through setting goals, redesigning job scopes, and giving feedback.

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Motivating Direct Reports - Advanced

There is a difference between good and great managers, and not everyone makes that transition. This programme is for managers who have been on the job for at least 5 years. It explores fundamental concepts in motivation (such as how to set goals and redesign their direct report’s job), before exploring less common approaches (such as setting high standards, demonstrating personal congruence, and creating a climate where their teams feel safe when challenging each other).

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Career Transitions and Derailments

Moving up the leadership ladder is such an inviting prospect that many professionals aspire for higher and higher positions. But there are many pitfalls along the way. With each promotion comes the threat of under-performance, the multiplication of mental stress, and the subsequent derailment of career goals. This programme is designed for people who aspire to move up the leadership ladder while helping their direct reports do the same. In both situations, we’ll pay attention to how to prepare for the next rung of the ladder, test to see if the next rung is right for them, and minimise the chance of career derailment in a fast-changing world.

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Managing Difficult and Uncomfortable Conversations

There will be times when there is a need to hold an uncomfortable or difficult conversation. But many professionals are not taught how to navigate such conversations, so they’re left to learn from trial and error, burning bridges as they try and err. In many Asian cultures where maintaining cordial relations is highly valued, it becomes even more difficult to initiate these difficult conversations. Unfortunately, avoiding such conversations comes with a price – paid for with personal ineffectiveness and poor team performance that leads to depressed organisational results.

THE INQUIRING LEADER SUITE

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The Art of Asking Good Questions

Corporate town halls are often one-way communication events because the audience won’t ask questions. This also happens in smaller office meetings. When talents, technical experts, and managers don’t ask questions (or ask them poorly and without sound business thinking), when they don’t add to discussions with facts, ideas, or viewpoints – then concerns go unaddressed, decisions lack quality, and long-term plans miss out important details.

Some professionals do not ask good questions at town halls and meetings because:

  • They don’t know how to think on-the-spot about business or technical issues when listening to a presentation or when participating in a discussion. 
  • They don’t know how to formulate and verbalise their questions clearly.

The Art of Asking Good Questions teaches professionals how to think about what’s being discussed, and then how to formulate and verbalise good questions that clarify, explore, or challenge – questions that will result in a far more productive meeting.

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The Art of Asking Good Questions - Essentials

This is a simplified version of The Art of Asking Good Questions, and it is targeted at support staff who lack the confidence and thought processes to ask questions during office meetings. 

Short Courses:

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Managing Change Within an Organisation

Like a large ship, organisations have an inertia that prevents change. Help your leaders to steer change with some quick leadership ideas.

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Managing People Who Are Experiencing Change

Help your leaders to create change with open communications, clear expectations, and the ability to guide their people.

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Performance Management Fundamentals

Help your leaders to get the most out of their teams with quick performance management tips that are based on tried and true fundamentals.

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Appreciating Allies & Blockers

Proposals often die not because their ideas are bad, but because the proposer didn’t appreciate the value of allies that can advocate for their proposals. And they didn’t have the skill to manage potential blockers.

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Understanding Mental Maps & Personal Resources

Everyone has a mental map of their world – their hopes, fears, goals, job, and organisation – and no two people have exactly the same map. These maps shape how people behave and respond to new ideas. Therefore, understanding such maps will help a great deal when it comes to influencing others. Similarly, we all have access to resources that we often overlook – personal resources as well as those of others in the organisation.  This short course explores both these concepts.

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Reciprocity: The Art of Give & Take

Throughout the ages, human communities survived and thrived because of their ability to give and take – we are social beings and reciprocity is part of our nature. This short course explores how to effectively reciprocate, in an effort to build long-term professional relationships that will help get things done. 

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Ask Questions That Clarify & Explore

When your people participate in discussions or when they listen to presentations, there are times when they are unclear about what is said – this is when they need the skills to ask questions that clarify. Meanwhile, there are times that your people are clear about what is being said, but suspect that there are hidden gems to be found within the ideas presented – these moments call for questions that explore. By being able to ask questions that clarify and explore, your people will be able to make better-informed decisions.

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Ask Questions That Challenge...Tactfully

It’s common for factually inaccurate ideas or unexpressed assumptions to rise up during meetings or discussions. This short course teaches participants to challenge each other in ways that maintain respect – so that inaccuracies or unhelpful assumptions don’t derail projects.

Customised Leadership Development Programmes:

Do you have an in-house theory of leadership that you would like your managers to internalise? With our decades of experience in designing training programmes, we can help you to design virtual or face-to-face leadership training programmes that are effective at creating behaviour change and are engaging even when run online.

To read more on how we help organisations to develop their own internal training programmes, head on to our Instructional Design section.

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Develop New Habits with Post-training Reinforcement:

To encourage long-term organisational change, we have partnered with Mindmarker to create learning journeys for your leaders. To learn more about how we can help you to create learning journeys for your leaders, head on to the Learning Journeys section under our Behaviour Change System segment of our website.

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For more information, email us at [email protected].

LEADERSHIP & COMMUNICATIONCommunication

With the skills to listen, to ask the right questions, to empathise, and to speak with clarity – your people will be able to communicate openly, solve problems quickly, get more done in less time, get over disagreements, and open the floodgates to creativity.

We have been running communication programmes for more than four decades and we have helped hundreds of organisations, including many in the Fortune 500 – to grow their ability to communicate effectively.

Here’s a list of some of our communication programmes. For more information, email us at [email protected].

Full-length Programmes:

NON-MANAGER SERIES

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Art of Asking Good Questions (Essentials)

Your organisation grows when people ask thought-provoking questions and when your talents can think critically about problems and solutions.
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Suggestions @ Work™

Help your people to get over their fear of voicing their suggestions. And help them to present their ideas in ways that attract the attention and approval of decision-makers.
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I'll Answer That

Help your people to anticipate and prepare for questions during meetings and presentations – and help to speed up decision making.

MANAGER SERIES

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The Case Maker™

Help your managers to drive business proposals forward by giving them the tools to create and present persuasive business proposals.
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Think on Your Feet® for Managers

Equip your managers with the ability to communicate ideas that result in efficient meetings and satisfied clients.
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Art of Asking Good Questions for Managers

Teams perform at their peak when your managers ask thought-provoking questions – and think critically about problems and their solutions.

C-SUITE & BOARD SERIES

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The Case Maker™ (Advanced)

Help your senior leaders to get results for mission-critical and complex business proposals.
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Think on Your Feet® for Senior Leaders

Equip your senior leaders with the ability to communicate ideas that result in efficient meetings and satisfied clients.
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Art of Asking Incisive Questions

Equip your senior leaders with the ability to get the answers that they’re looking for to help with better decision making.

Short Courses:

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Facilitating Panel Discussions

Build credibility when you equip your panel discussion host with the ability to get the most out of their guests.
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How to Ask Challenging Questions

Get to the root of problems and encourage better solutions with the ability to ask thought-provoking questions.
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How to Ask Clarifying Questions

There’s often a mismatch between what’s said and what’s heard. Prevent disagreements and keep projects on-target with the ability to ask clarifying questions.
A vector illustration of a man holding his proposal in one hand and pointing to a question mark symbol with his other hand.

How to Ask Exploratory Questions

Help your people to get more information and insights with the ability to ask exploratory questions.
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How to Critique Proposals

Help your people to build stronger proposals – by giving them the ability to give constructive feedback.
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How to Frame Proposals

Increase the likelihood that proposals are accepted – by giving your people the ability to place their proposals in a positive and relevant context.
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How to Justify Proposals

The ability to convince goes a long way in helping your people to push forward organisation-improving projects.

Customised Communication Programmes:

Do you have in-house communication programmes that you would like your managers to internalise? With our decades of experience in designing training programmes, we can help you to design virtual or face-to-face communication training programmes that are effective and engaging.

To read more on how we help organisations to develop their own internal training programmes, head on to our Instructional Design section.

A vector illustration of a man opening his arm.

Develop New Habits with Post-training Reinforcement:

To encourage long-term organisational change, we have partnered with Mindmarker to create learning journeys for your leaders. To learn more about how we can help you to create learning journeys for your leaders, head on to the Learning Journeys section under our Behaviour Change System segment of our website.

A vector illustration of a woman reading the books she encounters along the journey.