Leadership Essentials Program

Module 1 – Leading Self

Emotional Intelligence and Effective Communication

• Develop a deeper understanding of themselves, their emotions and how their behaviours affect others
• Identify emotional strengths and emotional areas of improvement (via an online EQ self-assessment)
• Understand their own emotional triggers and develop alternative responses
• How to use self-control to act intentionally rather than reactively and effectively rather than destructively
• Understand psychological principles underlying cognitive biases, emotional appeals, and social proof
• Apply emotional intelligence skills to build stronger workplace relationships and reduce miscommunication
• Recognise when old approaches no longer work and adjust strategies to achieve desired outcomes
• Recognise and apply ‘above the line’ behaviours (ownership, accountability, responsibility) and avoid ‘below the line’ behaviours (blame, excuses, denial) in workplace interactions

Module 2 – Leading Conversations

Communicating Effectively as a Workplace Leader

• Understand the importance of adapting communication styles to different audiences and contexts
• Demonstrate proficiency in the two-way communication model, to foster clear and meaningful exchanges with team members utilising the feedback loop
• Enhance communication skills, including active listening, effective questioning, non-verbal cues, and persuasive language, to effectively convey ideas and influence others
• Develop strategies to remain calm and constructive during stressful or high-pressure conversations
• Recognise and address situations that require difficult conversations
• Develop effective preparation strategies for engaging in difficult conversations, including setting objectives, organising thoughts, and anticipating potential challenges
• Identify and examine personal biases that may influence perceptions and interactions during difficult conversations
• Employ active listening and empathy to understand different perspectives during challenging conversations
• Use the CEDAR Model to lead a difficult conversation and involve all parties in generating solutions

Module 3 – Leading Culture

Leadership and Leading Team Effectiveness

• Identify and demonstrate effective leadership behaviours that positively influence team engagement, accountability, communication, and workplace culture
• Analyse the distinction between leadership and management, and evaluate how each function contributes differently to workplace performance, team dynamics, and organisational outcomes
• Differentiate between leadership and management, understanding their distinct roles and the unique characteristics that define effective leadership
• Apply the situational leadership model, adjusting leadership approaches based on the development level of team members
• Understand the concept of organisational culture and its impact on the workplace
• Recognise the role of leadership in shaping organisational culture
• Understand how cultural values impact decision-making and behaviour in the workplace
• Develop strategies for building trust and credibility
• Embrace responsibility and accountability for actions and decisions, including acknowledging mistakes and actively learning from them

Module 4 – Leading Safety

Safety Leadership: Why Psychological Safety Matters, Identifying and Managing Psychosocial Hazards

Demonstrate proactive safety leadership by identifying risks early, addressing unsafe behaviours constructively, and embedding safety as a visible priority in day-to-day decision-making

Build a culture of shared accountability for safety by engaging teams in open conversations about hazards, near misses and improvement opportunities, and by modelling consistent, safety-first behaviours.

• Psychological Safety
• Why Psychological Safety Matters
• What is Psychological Safety / What it is NOT
• Impact of the Fear of Speaking Up – 3 case studies
• Project Aristotle – High Performing Teams
• 4 Stages of Psychological Safety
• Psychosocial Hazards
• What are Psychosocial Hazards – Brief Overview only – Legal and Ethical Responsibilities including Codes of Practice
• Common Work-related Psychosocial Hazards in your organisation
• Identifying Psychological Hazards in the Workplace
• Recognise Signs and Symptoms of Possible Psychosocial Harm or Distress
• Reducing and Managing Psychosocial Hazards
• Possible Strategies of Support in the Workplace
• 5 Step Leaders Actions – Steps You Can Take
• Leader’s Check-In Conversion Guide
• Behaviours That Negatively Affect Team Culture

Module 5 – Leading Teams

Facilitating Effective Teams, Collaboration, and Conflict Resolution

• Understand the characteristics of high-performing teams and their importance in achieving organisational goals
• Review and analyse different team development models such as Tuckman’s stages of group development and Patrick Lencioni’s five disfunctions of a team
• Employ team-building strategies to create a cohesive and motivated team culture
• Facilitate team development activities to enhance collaboration, communication, and trust among team members
• Foster a supportive and inclusive team environment that encourages innovation and continuous improvement
• Understand the stages and processes involved in resolving conflicts, from initial confrontation through to resolution and follow-up
• Understand how different people respond to conflict based on Thomas Kilmann’s Five Responses to Conflict Model
• Develop the ability to analyse the root causes of conflicts, considering factors like miscommunication, differing interests, or personality clashes
• Develop conflict resolution techniques to manage and resolve workplace conflicts constructively
• Demonstrate strategies to remain respectful and solution-focused when emotions are high
• Apply collaborative problem-solving approaches to reach win-win outcomes where possible

Module 6 – Leading Performance

Expectation Setting, Managing Performance, and Leading Performance Discussions

• Understand the key components of performance management and its importance in driving employee development and organisational success
• Apply performance review principles to set clear performance expectations and goals for employees
• Develop SMART goals and provide clear instructions, training, and guidance
• Develop performance improvement plans to support employees in achieving their objectives
• Develop effective preparation strategies for engaging in performance discussions, including setting objectives, organising thoughts, and anticipating potential challenges
• Employ active listening and empathy to understand different perspectives during a performance discussion
• Use the CEDAR Model to lead a performance discussion and involve all parties in generating solutions
• Utilise performance data to identify patterns and trends and implement strategies for continuous improvement

Module 7 – Leading Growth

Providing Support including Coaching and Professional Development

• Demonstrate appropriate communication and feedback skills to effectively coach employees using the IGROW Model
• Use effective questioning and deep listening skills to uncover underlying challenges, clarify goals, and strengthen individual accountability
• Provide balanced, constructive feedback that reinforces strengths while directly addressing performance gaps
• Apply the IGROW coaching model with confidence to structure purposeful, outcome-focused coaching conversations
• Identify individual capability needs and co-create development plans aligned to both organisational priorities and career aspirations
• Demonstrate coaching presence and adaptability during small-group role plays, adjusting approach to suit different personalities and scenarios
• Embed coaching as a regular leadership practice by integrating short, structured development conversations into everyday work