The Leadership and Management Summer School

Overview and who should attend:

This highly interactive 4-day leadership Summer School is designed to give aspiring leaders the opportunity to enhance existing skills, explore current trends and thinking, and ensure sustainability and growth by adopting a compassionate approach to leadership.

The programme will appeal to all current and aspiring leaders / managers in all organisations regardless of hierarchy or industry, as well as people who are united around the belief that “I can do better when it comes to influencing others at work”.

This training course is part of our collection of Leadership & Management Training Courses which focus on leadership, innovation, strategy, communication, finance, problem solving and conflict management, to name a few key areas.

Module 1 – Developing my Leadership Brand

Whether we have thought about it or not, in today’s tough corporate and business environment we all have a brand. In effect, people talk about us at work and what they say about us is in part a big reflection of our brand. Having a brand is not about excessive self-promotion or shouting out about how great we are, it is about thinking about our strengths and how best we contribute to the world of work, and then ensuring that we play to these strengths and let other people around us know what our capabilities and competences are.

This module is designed to help you understand & reflect on your own leadership brand, to enjoy more positive working relationships and achieve greater personal and business success. You will work on developing your own personal brand, as well as identifying ways in which you can improve your influence and effectiveness in the workplace.

Core objectives:

• Understand your fundamental influencing strategies
• Enhance your own Personal Leadership Brand
• Apply effective influencing strategies to build your Brand Equity
• Achieve improved outcomes in your presentations and meetings

Module 2 – Managing the Intergenerational Workplace

This module will look at what Leaders and Managers can do to manage a blended workforce spanning four generations, that vary in their work ethics, ideas about work-life balance and long-term career goals. Practical tips will be discussed on managing intergenerational issues and how to prepare a strategy for increasing levels of inclusivity and respect with your own teams and individual team members.

Core objectives:

• Understand the definition of the four working generations currently found within the workplace (Baby Boomers, Gen X, Millennials, Gen Z)
• Explore a range of practical tips to help manage intergenerational teams
• Develop a strategy to take back to your business to increase the level of inclusivity and respect needed for teams and departments as well as individual staff members

Module 3 – Placing People at the Centre of the Triangulation of Policy, Process & Practice

Too often organisations’ policies don’t genuinely relate to their everyday practice. This results in there being no link between what is written in the policies and what is actually happening in the workplace on a day-to-day basis.

Policies need to be living, working documents whilst processes are the essential vein between policies and practice, ensuring that the key components referred to in the policies are evident in practice.

This module will provide a clear understanding of the independent yet interdependent nature of Policy, Process and Practice, focusing on the importance of putting people at the centre of this triangulation.

Core objectives:

• Identify the core working policies that are needed in your organisation
• Ensure policies are ‘live’, current, working documents
• Regularly review policies to guarantee they genuinely relate this to everday practice
• Link what is written in the policies to what is actually happening in the workplace on a day to day basis 
• Establish the importance of processes as the essential vein between policies and practice
• Create clear and accessible processes that provide the benchmark for best practice
• Outline what’s meant to be done, how it’s meant to be done, when it’s meant to be done, where it’s meant to be done, who’s is responsible and who needs to be involved, and ultimately, why it is being done
• Effectively communicate process flow charts to employees, and establish a system of regular observations to ensure that they are following the process flow chart.
• Involve employees in the review of each process flow chart
• Encourage employees to contribute to the ongoing update and development of the process flow charts and the introduction of new flow charts

Module 4 – Compassionate Leadership and Successful, Sustainable Organisational Growth

Compassionate leadership increases staff engagement and satisfaction, and results in improved financial performance. Compassionate leaders provide clear goals and good team leadership within a psychologically safe environment, which leads to lower levels of stress. In organisations where there is an absence of compassionate leadership, staff report high levels of work overload, less influence over decision-making and there are poorer outcomes.  

This module will discuss what compassionate leadership is and how this differs from other forms of leadership. It will explain the direct link between compassionate leadership and successful, sustainable organisational growth.

Core objectives:

• Learn and explore ways to engage and motivate your staff with high levels of wellbeing, which in turn will result in high-quality productivity and improved financial performance.
• Develop compassionate leadership approaches which will facilitate crucial conversations about inclusion, addressing inequities and discrimination in the workplace.
• Support your teams with clear goals and good team leadership, which will dramatically lower levels of stress.
• Establish rigorous performance management of individuals, teams, organisations and systems through authentic compassionate leadership

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