Course Outline
Leadership Development Program
Program Duration: 21 Hours
Recommended Format: 3 full days (or modular delivery in 6 half-days)
Context and Rationale
Your organization is currently experiencing rapid growth. Middle managers are transitioning from specialized or technical roles into leadership positions. This transition introduces several structural challenges:
– Exercising authority without overreach
– Ensuring accountability without micromanagement
– Managing cross-functional friction under time pressure
– Preventing communication breakdowns during scaling
– Addressing difficult performance conversations
Program Objectives
By the end of the program, participants will be able to:
– Operate with clear leadership authority and defined accountability
– Delegate effectively in growing teams while maintaining oversight
– Conduct structured, direct, and confident performance conversations
– Communicate with clarity and alignment across functions
– Strengthen cross-functional collaboration in fast-paced environments
– Build credibility and followership beyond positional authority
Program Structure (21 Hours)
DAY 1 – Leadership Identity, Authority, and Delegation
Module 1: Transitioning from Specialist to Leader
– The psychological and structural shift from contributor to leader
– Understanding authority, influence, and decision ownership
– Defining one’s leadership mandate
Outcome: Participants will articulate their leadership stance and clarify their scope of authority.
Module 2: Authority and Decision Architecture
– Frameworks for decision rights and ownership
– Avoiding escalation overload and bottlenecks
– Balancing autonomy with control
Outcome: Participants will redesign decision clarity within their teams.
Module 3: Delegation in Scaling Teams
– Distinguishing between task and outcome delegation
– Preventing reverse delegation
– Setting expectations and accountability loops
Outcome: Participants will develop a structured delegation model for their team context.
DAY 2 – Communication and Performance Leadership
Module 4: Effective Communication Under Growth Pressure
– Enhancing message clarity and reducing ambiguity
– Communicating intent versus instructions
– Aligning cross-functional stakeholders
Outcome: Participants will improve precision and influence in communication.
Module 5: Conducting Difficult Performance Conversations
– Structuring performance dialogues
– Addressing underperformance constructively
– Managing defensiveness and emotional reactions
Frameworks applied: Situation–Behavior–Impact; Feedforward methodology.
Outcome: Participants will practice and refine their performance conversation skills through structured role simulations.
Module 6: Building Followership and Engagement
– Establishing trust in growth environments
– Identifying credibility markers of effective leaders
– Balancing psychological safety with performance standards
Outcome: Participants will identify behaviors that increase team engagement and ownership.
DAY 3 – Cross-Functional Leadership and Culture in Scale
Module 7: Leading Across Functions
– Systems thinking in scaling organizations
– Managing the balance between speed and governance
– Stakeholder mapping and alignment strategies
Outcome: Participants will enhance their cross-functional collaboration capabilities.
Module 8: Building a Performance Culture
– Establishing performance standards early in scale
– Implementing accountability mechanisms
– Preventing cultural drift
Outcome: Participants will define non-negotiable leadership behaviors and performance expectations.
Module 9: Integration and Leadership Roadmap
– 90-day implementation planning
– Personal leadership commitments
– Peer accountability structures
Outcome: Each participant will leave with a practical, time-bound leadership development plan.
Methodology
The program is experiential and practice-driven, designed to enhance real-world application.
– Applied frameworks tailored to your organizational context
– Real-case simulations based on growth-stage challenges
– Structured peer feedback
– Leadership reflection exercises
– Practical tools and templates for immediate implementation
This is not a lecture-based training. It is an operational leadership lab.
Customization Approach
Prior to delivery, a short diagnostic phase is recommended:
– Stakeholder alignment conversation
– Identification of specific friction points
– Calibration of case simulations to your industry context
This ensures the program’s relevance to your organizational structure, pace, and regulatory environment.
Expected Organizational Impact
Short-Term:
– Clearer decision ownership
– Reduction in escalation cycles
– Increased directness in performance management
– Improved cross-functional communication
Mid-Term:
– Stronger middle-management stability
– Reduced ambiguity during growth
– Higher accountability within teams
– Improved engagement and execution discipline
Delivery Options
– Three consecutive full days
– Six half-day sessions
Requirements
Currently supervising or coordinating the work of others, either formally or informally, or preparing to transition into a managerial role.
– Possess a foundational understanding of the organization’s structure and team responsibilities.
– Demonstrate a willingness to engage in discussions, practical exercises, and role simulations.
Recommended (not mandatory):
- Bring one current leadership challenge, such as delegation, performance conversations, or cross-functional issues, to address during the program.
No prior formal leadership training is required. This program is designed to support managers at various stages of their leadership development for government.
Testimonials (2)
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Dan Moffatt - Chris Courtemanche
Course - Personal Efficiency and Managing Meetings
Promoting the interaction between people.
