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 experiencing rapid growth. Middle managers are transitioning from specialist or technical roles into leadership positions. This transition creates structural challenges:
– Exercising authority without overstepping
– Maintaining accountability without micromanaging
– Managing cross-functional friction under tight deadlines
– Preventing communication breakdowns during expansion
– Addressing difficult performance issues directly
Program Objectives
Upon completion of the program, participants will be able to:
– Exercise clear leadership authority and accept defined accountability
– Delegate effectively in expanding teams while maintaining oversight
– Lead structured, direct, and confident performance discussions
– Communicate with clarity and alignment across functions
– Enhance cross-functional collaboration in high-velocity environments
– Establish credibility and followership beyond positional authority
Program Structure (21 Hours)
DAY 1 – Leadership Identity, Authority, and Delegation
Module 1: From Specialist to Leader
– The psychological and structural shift from contributor to leader
– Authority, influence, and decision ownership
– Defining one’s leadership mandate
Outcome: Participants articulate their leadership stance and clarify their scope of authority.
Module 2: Authority and Decision Architecture
– Decision rights and ownership frameworks
– Avoiding escalation overload and bottlenecks
– Balancing autonomy and control
Outcome: Participants redesign decision clarity within their teams.
Module 3: Delegation in Scaling Teams
– Task vs. outcome delegation
– Preventing reverse delegation
– Setting expectations and accountability loops
Outcome: Participants develop a structured delegation model for their team context.
DAY 2 – Communication and Performance Leadership
Module 4: Communication Under Growth Pressure
– Message clarity and reduction of ambiguity
– Communicating intent vs. instructions
– Aligning cross-functional stakeholders
Outcome: Participants improve precision and influence in communication.
Module 5: Conducting Difficult Performance Conversations
– Structuring performance dialogues
– Addressing underperformance without avoidance
– Managing defensiveness and emotional reactions
Frameworks applied: Situation–Behavior–Impact; Feedforward methodology.
Outcome: Participants practice and refine performance conversation competence through structured role simulation.
Module 6: Building Followership and Engagement
– Trust formation in growth environments
– Credibility markers of effective leaders
– Balancing psychological safety with performance standards
Outcome: Participants 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 friction between speed and governance
– Stakeholder mapping and alignment strategy
Outcome: Participants enhance cross-functional collaboration capability.
Module 8: Building a Performance Culture
– Establishing standards early in scale
– Accountability mechanisms
– Preventing cultural drift
Outcome: Participants 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 leaves with a practical, time-bound leadership development plan.
Methodology
The program is experiential and practice-driven.
– 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 designed for government and public sector needs.
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 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
Eligibility includes individuals who currently supervise or coordinate the efforts of others, either through formal appointment or informal authority, as well as those preparing to assume a managerial position.
– Demonstrates foundational knowledge of the organizational hierarchy and team functions.
– Exhibits a commitment to engaging in dialogues, practical exercises, and role-playing simulations.
Suggested Preparation (Optional):
- Identify one current leadership challenge (e.g., delegation, performance feedback, or cross-functional coordination) to address during the course of the program.
Previous formal leadership training is not a prerequisite. This initiative is structured to assist managers across various stages of their professional development, providing resources for government personnel at all levels.
Testimonials (2)
Meeting efficiency is something that's fairly "basic", but not thought about a lot and with really large implications on people/company time. Understanding these best practices and keeping them top-of-mind will be of immediate help.
Dan Moffatt - Chris Courtemanche
Course - Personal Efficiency and Managing Meetings
Promoting the interaction between people.
